New immigration rules taking effect on 26 March 2026 are reshaping employment rights for migrant workers in the United Kingdom — and legal experts warn that many workers may not be aware of the changes. Here is what you need to know.
Major Immigration Rule Changes from 26 March 2026
The UK Home Office published a sweeping update to immigration rules effective from 26 March 2026, affecting both employers and employees across multiple visa categories.
Asylum seekers: narrowed work access
Previously, asylum seekers who had waited more than a year for a decision could access a wider range of jobs. From 26 March 2026, asylum seekers may only access employment in roles at RQF Level 6 (graduate-level positions), which are normally eligible under the Skilled Worker route. This significantly reduces the type of work asylum seekers can legally take while awaiting decisions.
Skilled Worker salary compliance: stricter enforcement
Employers sponsoring workers under the Skilled Worker route must ensure that sponsored employees receive exactly the salary stated on their Certificate of Sponsorship in each pay period, not an annual average. This new enforcement standard targets cases where employers have underpaid sponsored workers in some months and compensated in others.
Settlement qualifying period: proposed extension
The government has proposed extending the settlement (Indefinite Leave to Remain) qualifying period from 5 years to 10 years for most sponsored work routes. This proposal, if enacted from April 2026, would significantly delay pathways to permanent residence for many migrant workers currently in the UK.
Rights That Have NOT Changed: What All Legal Migrant Workers Are Entitled To
Regardless of the new rules, all migrant workers with a legal right to work in the UK are entitled to the same statutory employment protections as UK and Irish workers:
- National Living Wage: From April 2026, the National Living Wage for workers aged 21+ applies equally to all workers, regardless of nationality
- Working Time Regulations: Maximum 48-hour week (unless opted out), rest breaks, and paid annual leave (5.6 weeks minimum)
- Anti-discrimination protection: The Equality Act 2010 prohibits discrimination based on nationality, race, religion, or any other protected characteristic
- Unfair dismissal rights: After two years of employment, workers cannot be dismissed without a fair reason and fair process — regardless of immigration status
- Statutory Sick Pay and Maternity/Paternity rights apply equally to all workers meeting the qualifying conditions
Employers cannot offer inferior employment terms based on a worker's immigration status. If you suspect you are being underpaid or treated differently because of your nationality or visa status, you have legal recourse.
What Employers Must Now Do
The updated Home Office guidance places stronger obligations on sponsor-licence holders:
- Conduct right-to-work checks before employment starts for all workers
- Explicitly communicate employment rights to all sponsored workers
- Maintain accurate payroll records demonstrating compliance with Certificate of Sponsorship salary commitments
- Report to the Home Office within 10 working days if a sponsored worker stops working for them or changes working conditions
Failure to comply can result in sponsor licence revocation, preventing companies from hiring workers from overseas.
Student Visa Restrictions Affecting Workers
From 26 March 2026, student visa applications from nationals of Afghanistan will be refused. Applications from Cameroon, Myanmar, and Sudan also face rejection for student visas. This affects any student workers from these countries currently in the UK on student visas who may be switching to work visas.
When to Consult an Immigration Lawyer
The complexity of these changes means many workers and employers could inadvertently find themselves non-compliant. Consider seeking legal advice if you:
- Are an employer sponsoring workers and unsure about new salary compliance rules
- Are a migrant worker whose employer has changed your pay structure
- Are an asylum seeker who was previously working and now faces work restrictions
- Are on a Skilled Worker visa and planning to apply for settlement in the next few years
- Have received correspondence from the Home Office that you do not fully understand
YMYL notice: Immigration law is complex and consequences of non-compliance — including visa cancellation, removal, or sponsor licence revocation — can be severe. The information in this article is for general guidance only. Always consult a qualified immigration solicitor or legal advisor for advice specific to your situation.
Expert Zoom connects you with experienced legal specialists who can guide you through the new UK immigration rules and protect your rights.
English Language Requirements: Future Change on the Horizon
Looking ahead, proficiency requirements for settlement applications will increase from CEFR Level B1 to B2 for applications submitted on or after 26 March 2027. This gives current Skilled Worker visa holders approximately one year to prepare if they plan to apply for settlement.
B2 corresponds to an upper-intermediate level — comfortable handling complex language, understanding main ideas in technical discussions, and expressing views with reasoned arguments. Workers who may currently just meet the B1 standard should consider investing in English language training now.
Practical Steps for Migrant Workers in March 2026
- Check your visa conditions — Know exactly what your current leave to remain permits, including work rights and any restrictions
- Keep copies of all employment documents — Pay slips, contracts, and the Certificate of Sponsorship you were hired under
- Know your employer's obligations — Your employer must not change your salary without updating your sponsorship documentation
- Get professional advice early — If you are approaching a settlement application or your visa is due for renewal, consult an immigration lawyer well before deadlines
The UK's immigration landscape is evolving rapidly in 2026. Staying informed and seeking timely legal guidance is the most effective way to protect your position.
