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From Ground Staff to Game Day: UK Skilled Worker Visa Changes in 2025 and the Impact on the Hidden Workforce in Sports Sector

August 14, 2025

From Ground Staff to Game Day: UK Skilled Worker Visa Changes in 2025 and the Impact on the Hidden Workforce in Sports Sector

Country / Territory

  • United KingdomUnited Kingdom

Related contacts

Photo of Stephanie Fitton

Stephanie Fitton

Associate

London, United Kingdom

Email

[email protected]

T:+44 (0) 20 7090 9121

Photo of Halil Kaya

Halil Kaya

Associate

London, United Kingdom

Email

[email protected]

T:+44 (0) 20 7090 9322

Related industries

  • Sports and Entertainment

Related offices

  • London
  • Sheffield

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Related contacts

Photo of Stephanie Fitton

Stephanie Fitton

Associate

London, United Kingdom

Email

[email protected]

T:+44 (0) 20 7090 9121

Photo of Halil Kaya

Halil Kaya

Associate

London, United Kingdom

Email

[email protected]

T:+44 (0) 20 7090 9322

Related industries

  • Sports and Entertainment

Related offices

  • London
  • Sheffield

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Share

  • Twitter
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Related contacts

Photo of Stephanie Fitton

Stephanie Fitton

Associate

London, United Kingdom

Email

[email protected]

T:+44 (0) 20 7090 9121

Photo of Halil Kaya

Halil Kaya

Associate

London, United Kingdom

Email

[email protected]

T:+44 (0) 20 7090 9322

Related industries

  • Sports and Entertainment

Related offices

  • London
  • Sheffield

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By: Stephanie Fitton, Halil Kaya, Marcus Alexander Lang-Rawlings

The UK Government’s latest immigration White Paper, and the subsequent change in the Immigration Rules that took effect on 22 July 2025, outline significant changes aimed at reshaping the UK’s immigration landscape. As the country seeks to strike a balance between reducing net migration and addressing labour market needs, employers in all sectors are bracing for impact.

For the UK sports sector— an industry reliant on international talent, flexible staffing and seasonal movement—these changes could have wide-reaching implications. Whilst professional players and coaching staff may escape the brunt of the Government’s new rules, other essential roles within the sports sector may be affected.

At a Glance: What is Changing?

While the International Sportsperson visa route remains untouched, other essential roles in sports organisations now face greater scrutiny and stricter requirements.

The Skilled Worker visa route, which covers many non-playing positions, has been overhauled. These changes include:

  • Higher Skill Requirements
      • Sponsored roles must now be at Regulated Qualifications Framework (RQF) level 6+ (graduate level).
      • The Immigration Salary List (ISL) will be abolished by December 2026.
      • A new Temporary Shortage List (TSL) is in effect. It allows certain roles to be sponsored, but only temporarily and under stricter conditions.
  • Salary Threshold Increases
      • General thresholds and going rates for occupations have increased substantially.
      • Extension applications are also subject to new, higher salary thresholds.

Category  

Previous Threshold  

New General Salary Threshold  

Percentage Increase  

Skilled Worker Experienced Workers

£38,700  

£41,700  

8%  

Skilled Worker New Entrants   

£30,960  

£33,400  

How the Changes Affect the Sports Sector 

Sports businesses depend on a wide range of skilled professionals beyond players and coaches. These supporting roles are now facing tougher immigration hurdles.

Technical Roles in Motorsports (SOC Codes 3112 – 3116)

These roles Include technicians and engineers critical to motorsports operations. Although still sponsorable under the TSL, they come with caveats:

    • Must meet the higher of the £41,700 general salary or the occupation’s going rate.
    • No dependants allowed.
    • Industry access to these roles may be revoked by December 2026, or earlier if compliance or UK workforce training strategies fall short.

Data Analysts & Business Professionals (SOC Codes 3455 & 3549)

These roles—central to strategy, performance analytics and commercial growth—also sit on the TSL. The downsides:

    • Narrow definition of sponsorable job types.
    • Subject to higher salary thresholds and sponsorship limitations.
    • No dependants allowed.

Groundsmen & Greenkeepers (SOC Code 5114)

These vital roles are no longer eligible for sponsorship under the new regime. With this exclusion, sports organisations may face challenges in maintaining pitch quality and match-day readiness, particularly if they do not have suitable options within the local workforce or cannot quickly train local employees.

Alternatives: Non-Sponsored UK Visa Routes

Where sponsorship is not viable, businesses could consider building flexibility into their workforce planning by hiring individuals on non-sponsored visas. These routes reduce compliance risk and avoid sponsorship costs.

Visa Type

Key Advantages

Key Limitations

Graduate Visa

- No minimum salary threshold

- Free to change employers

- Can later switch to Skilled Worker at a lower "New Entrant" threshold

-Must have successfully completed a UK bachelor’s degree, postgraduate degree or other eligible course to qualify for the visa

-Valid for only 2 years (expected to reduce to 18 months under new proposals)

 - Not a route to settlement

Youth Mobility Scheme

- No salary minimum

- Flexible employment terms

- Available only to certain nationalities

- Duration limited to 2 or 3 years

 - Not a route to Settlement

UK Ancestry Visa

- No salary minimum

- Flexible employment

- Route to settlement in the UK

- Requires proof of UK ancestry

 

Dependant of a Skilled Worker

- No sponsorship required by the employer

- No salary threshold

- Route to settlement

- No restrictions on employment changes

- Employment not tied to the sponsoring company

- Status depends on ongoing relationship with main visa holder and main visa holder’s Standard Occupational Classification (SOC) Code

High Potential Individual Visa

- No salary threshold

- Unrestricted employment flexibility

- Requires qualification from an eligible university to qualify for the visa

- Limited to 2 or 3 years

- Not a route to settlement

Why Consider These Routes?

By incorporating alternative visa holders into their workforce strategy, sports clubs can:

      • Avoid salary threshold and sponsorship limitations.
      • Minimise visa-related delays and costs.
      • Reduce overall compliance risk and obligations.
      • Broaden access to international talent, especially in lower-salaried or early-career roles.

While these routes may not provide long-term stability on their own, they can form part of a longer-term employment and immigration strategy, with potential to transitioning to a Skilled Worker visa.

What These Reforms Mean for Employers in the Sports Industry

Considering these changes, sports organisations are encouraged to adopt a proactive approach to workforce and immigration planning:

      • Review and adjust salary benchmarks: Ensure salaries align with new thresholds, especially for extension applications or internal promotions.
      • Re-evaluate TSL roles: Consider sponsoring affected employees for the maximum permitted term now, in case sponsorship is revoked from 2026. Weigh the cost-benefit of sponsorship when no dependants can be brought over.
      • Prepare for MAC consultations: The Migration Advisory Committee (MAC) will be reviewing TSL roles. Industry voices are essential in advocating for the inclusion of critical jobs. A coordinated response—including workforce training plans—can help sustain access to sponsorship.
      • Expand use of non-sponsored routes: Build flexibility by encouraging and supporting employment of candidates on Graduate, Youth Mobility or Ancestry visas. These individuals bring talent without the regulatory burden of Skilled Worker sponsorship.

How Fragomen Can Help

Fragomen specialises in immigration solutions for sports sector sponsors and works with employers to assess the potential impact of immigration changes on their organisation. The firm supports sports organisations in exploring practical and compliant solutions. Forward-thinking organisations should act now—by future-proofing salaries, reassessing sponsorship strategies or advocating for smarter, more balanced immigration policy.

Need To Know More?

For assistance navigating the UK’s immigration policy shifts or shaping an immigration program, please contact Associates Stephanie Fitton at [email protected] and Halil Kaya at [email protected], respectively.

This blog was published on 14 August 2025, and due to the circumstances, there are frequent changes. To keep up to date with all the latest updates on global immigration, please subscribe to our alerts and follow us on LinkedIn, Twitter, Facebook and Instagram. 

Country / Territory

  • United KingdomUnited Kingdom

Related contacts

Photo of Stephanie Fitton

Stephanie Fitton

Associate

London, United Kingdom

Email

[email protected]

T:+44 (0) 20 7090 9121

Photo of Halil Kaya

Halil Kaya

Associate

London, United Kingdom

Email

[email protected]

T:+44 (0) 20 7090 9322

Related industries

  • Sports and Entertainment

Related offices

  • London
  • Sheffield

Share

  • Twitter
  • Facebook
  • LinkedIn

Share

  • Twitter
  • Facebook
  • LinkedIn

Related contacts

Photo of Stephanie Fitton

Stephanie Fitton

Associate

London, United Kingdom

Email

[email protected]

T:+44 (0) 20 7090 9121

Photo of Halil Kaya

Halil Kaya

Associate

London, United Kingdom

Email

[email protected]

T:+44 (0) 20 7090 9322

Related industries

  • Sports and Entertainment

Related offices

  • London
  • Sheffield

Share

  • Twitter
  • Facebook
  • LinkedIn

Share

  • Twitter
  • Facebook
  • LinkedIn

Related contacts

Photo of Stephanie Fitton

Stephanie Fitton

Associate

London, United Kingdom

Email

[email protected]

T:+44 (0) 20 7090 9121

Photo of Halil Kaya

Halil Kaya

Associate

London, United Kingdom

Email

[email protected]

T:+44 (0) 20 7090 9322

Related industries

  • Sports and Entertainment

Related offices

  • London
  • Sheffield

Share

  • Twitter
  • Facebook
  • LinkedIn

Share

  • Twitter
  • Facebook
  • LinkedIn

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