Skilled Worker Visa 2025: Impact on UK Aviation Roles

The UK government’s White Paper on 12 May 2025 and the Statement of Changes effective 22 July 2025 introduced some of the most significant immigration reforms in recent years.

The measures aimed at reducing net migration are already reshaping the UK immigration landscape, particularly within the sponsored work routes, with significant implications for the aviation industry.

This blog breaks down the key developments for airline staff since Fragomen’s previous update on UK airline immigration.

What the July 2025 Immigration Changes Mean for Airline Staff 

As the UK tightens its immigration framework, employers in the aviation sector need to be aware of the latest rules to understand potential challenges to their immigration programmes.

Skilled Worker Sponsorship: Now Restricted to Graduate-Level Roles

• • • The minimum skill level for new Skilled Worker visa applicants increased to Regulated Qualifications Framework (RQF) Level 6 (degree-level).
    • Exceptions apply only to jobs on the Temporary Shortage List or the Immigration Salary List.
    • The Temporary Shortage List includes some of the roles at RQF Levels 3–5 and are currently expected to remain on the list until 31 December 2026 (but may be removed earlier if non-compliance is identified).
    • Engineering Technicians (Standard Occupational Classification (SOC) Code 3113), a potentially useful job code for sponsorship in the airline industry, is now on the Temporary Shortage List, limiting sponsorship options for this group.
    • Sponsorship is no longer permitted for Cabin Crew (6213 Air Travel Assistants) as this role is below RQF Level 6 and not on the Temporary Shortage List.
    • Individuals who have continuously held a Skilled Worker visa since before 22 July 2025 (or had a Certificate of Sponsorship issued before that date) can continue to remain and apply under the RQF Levels 3–5 roles. This includes hires from other organisations. Workers sponsored under these lists at RQF Levels 3–5 can no longer bring dependents. (This does not apply to those who were already sponsored in such roles before the new rule took effect).

What Are the New Salary Thresholds?

• • • The general salary threshold for Skilled Workers has increased from £38,700 to £41,700.
    • Occupation specific going rates have also increased significantly. Within the airline industry:  
    • Pilots (SOC Code 3511): £80,400
    • Aerospace Engineers (SOC Code 2126): £52,400
    • Mechanical Engineers (SOC Code 2122): £46,800

(All figures are based on a 37.5-hour work week).

• • • Other roles in the airline industry, such as IT support staff are also affected by increased salary levels.
    • Only guaranteed basic gross pay counts toward salary thresholds. Pay affected by fluctuating hours, bonuses, overtime, or allowances (e.g., accommodation, overnight) is excluded.
    • Payments made by employees that are categorised as business costs, immigration costs and investments will be deducted when calculating salary.
    • If an applicant must repay a sponsor for immigration costs, it may affect the minimum salary calculation.
    • Conditional repayments (for example, repayments that only need to be made if the worker leaves their employment early), do not affect the salary calculation. See Fragomen's recent immigration alert for more information.
    • Together with the already high UK immigration costs, higher salary thresholds and costs pressures on the airline industry, it is more likely than ever that businesses will attempt to recoup immigration costs from applicants potentially resulting in the role no longer being eligible for sponsorship due to the minimum salary requirement.

How is Indefinite Leave to Remain (ILR) Changing?

• • • Currently, applicants may be eligible to apply for ILR after five years of continuous residence under the Skilled Worker route.
    • Under the new government’s proposal:
    • The standard qualifying period for permanent residence will increase to ten years.
    • An ‘earned settlement’ system may allow earlier eligibility for those with significant social and economic contributions and a consultation will be held before the end of the year.
    • A longer the qualifying period means greater reliance on temporary visas, increased renewal costs, and potential retention challenges.
    • Pilots may be disproportionately affected by the 'absences' rule unless concessions are introduced for work-related travel. Long-haul schedules can result in more than 180 days abroad annually despite pilots being based, housed and settled in the UK. These absences may unfairly count against settlement eligibility. Without concessions, pilots could face repeated visa renewals without being able to apply for settlement.

What Other Changes are Expected? 

• • • A higher Immigration Skills Charge is anticipated.
    • A new family policy framework is expected to be presented to Parliament.
    • English language requirements will increase. Workers who are already required to meet the English language requirement may face higher standards, and dependents will need basic English to qualify.  
    • The wet leasing rules and aircrew exemptions addressed here remain unchanged.

Exceptions and Routes for In-Flight and Ground Crew

• • • The UK’s Electronic Travel Authorisation (ETA) system remains fully operational.
    • Non-visa nationals generally must obtain travel permission in advance.
    • Where the aircrew exemption applies, ETA is not needed as previously confirmed here.
    • Where the exemption does not apply, such as positioning, deadheading or supernumerary roles, ETA clearance is required before travel.

How These Changes Impact Sponsorship and Recruitment

The July 2025 reforms affect sponsorship, eligibility, salary thresholds and dependent rights in ways that directly impact airline recruitment. The table below summarises the key changes, immediate actions employers should consider, and how Fragomen can help.

Final Thoughts

The latest reforms introduce stricter sponsorship rules, higher salary thresholds and longer settlement timelines. Employers in the aviation sector must adapt their hiring workforce strategies to successfully navigate the evolving UK immigration landscape, while continuing to attract and retain critical talent.

Need to Know More?

To know more about UK airline immigration visit Fragomen’s UK immigration services page and contact Manager Adam Hickling at [email protected].

This blog was published on 17 September 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.