Last call for chefs and catering and bar managers

A Statement of Changes to the Immigration Rules was published on 1 July 2025. From 22 July 2025, chefs, catering and bar managers, and around 180 other roles classified as skill level RQF 3 to 5 will no longer be eligible for new Skilled Worker visa sponsorship. There are transitional provisions which mean that individuals who are currently sponsored in those roles, or whose first Certificate of Sponsorship is issued before 22 July, can continue to be sponsored for the time being. When these individuals make a new application under the Skilled Worker visa route, employers will need to ensure they are being paid the new minimum salary for their occupation; the Statement of Changes has amended (and in some cases increased) the going rate of occupations based on the latest Annual Survey of Hours and Earnings data.

There will be a new Temporary Shortage List (TSL) of roles which are classified as RQF level 3-5 but which are still eligible for sponsorship after 22 July 2025. Currently, the TSL does not include any roles in the Food & Beverage sector, but this could change in the future subject to further review by the government and the Migration Advisory Committee. Employers should be aware, however, that the TSL is intended to be an interim measure until 31 December 2026 and the government reserves the right to bring forward the end date. Sectors will be expected to have workforce strategies in place and roles may be removed from the TSL sooner if there are any immigration compliance concerns in a particular sector. Furthermore, only main applicants can be sponsored for roles on the TSL; they cannot bring dependent partners or children with them (subject to very limited exceptions).

For employers looking to transfer chefs, front-of-house staff and other roles classified as RQF 3 to 5, now is the time to review your hiring plans and act quickly to meet the 22 July deadline. Based on recent experience, it is possible that the government may shut down the Sponsor Management System (where Certificates of Sponsorship are managed and issued) a few days before 22 July to allow technical upgrades to be made ahead of the changes coming into force. As such, it would be prudent for employers to allow buffer time and ensure any Certificates of Sponsorship required are issued well in advance of 22 July. In light of the more general changes to the going rates, it would also be worth employers carrying out an audit to identify employees who are currently being paid very close to the minimum salary required under the Skilled Worker category, to assess whether any adjustment is required ahead of these employees’ future extension or Indefinite Leave to Remain applications.