Immigration news updates for the EMEA region
Europe, Middle East and Africa
United Kingdom: Changes to the immigration rules
The UK government has introduced amendments to the Immigration Rules in its March 5, 2026, Statement of Changes, including:
- Introduction of the Visa Brake: end of sponsored study visas for nationals from Afghanistan, Cameroon, Myanmar and Sudan, and work visas for Afghans nationals – effective March 26, 2026
- Introduction of a visit visa requirement for nationals of Nicaragua and St Lucia:  these countries have been removed from the Electronic Travel Authorisation (ETA) national list. Nationals of these countries will need to apply for and obtain a visa prior to visiting the UK – effective March 5, 2026
- New Global Talent category: A new design endorsement will be introduced effective April 8, 2026, allowing additional design roles.
- Global Business Mobility Secondment Worker Visa: the qualifying overseas employment requirement will be reduced from 12 to 6 months – effective April 8, 2026.
- Global Business Mobility Service Supplier Visa: under the UK-India Comprehensive Economic and Trade Agreement commitments, provisions are made for Indian nationals to apply under this visa category- effective March 26. The visa will be granted for up to 12 months at a time.
- Settlement applications – changes to the English language requirement: Increase from B1 to B2 level under the Common European Framework of Reference for Languages (CEFR) for a number of immigration routes:  Skilled Worker, Minister of Religion, Representative of an Overseas Business, UK Ancestry, Global Talent, Scale Up, Innovator Founder, International Sportsperson, Child Relative, Long Residence, Bereaved Partner; Private Life and  Family Life routes. The coming into force of these changes is being deferred until March 26, 2027, in order to provide those subject to the new requirements with sufficient opportunity to take any steps necessary to meet them.
- The Ukraine Permission Extension (UPE) Scheme – it will be extended for a further 24 months for eligible applicants – effective April 8, 2026; the period for applicants to apply will also extend from 28 to 90 days before their permission expires.
Other changes:
- Pay periods in the skilled worker routes – A change is being made to the salary requirements so that a worker must be paid the required salary in each pay period, subject to variations already permitted in the Rules. This change ensures that UKVI do not need to wait until a full year of salary has been paid where there are concerns about underpayment. This will help to support worker welfare and ensure that, where underpayment is highlighted, the sponsor is notified and has an opportunity to explain or remedy the issue at an early opportunity, or for compliance action to be taken, before an individual is significantly impacted – effective in relation to workers assigned Certificates of Sponsorship from April 8, 2026.
- Worker rights and welfare – Effective March 6, 2026, all sponsors have a responsibility to comply with UK employment law. This includes ensuring workers understand their employment rights. This includes but not limited to: entitlement to National Minimum Wage, compliance with the Working Time Regulations, pension auto-enrolment and opt-outs, entitlement to statutory leave and pay, health and safety, trade union membership, participation in union activities and the rights of trade union representatives (insofar as this role is otherwise compatible with this guidance and role a worker is being sponsored for), employer’s duties under the Equality Act, how to raise grievances.
Sponsors must have human resources systems or processes in place which demonstrate that the provide this information to any employees or workers they sponsor.
- Stricter sponsor obligations – Effective March 6, 2026, all UK sponsor licence holders and prospective sponsors are explicitly required to read all relevant parts of the sponsor guidance (relevant to the routes they are licensed under) —Parts 1, 2, 3, appendices, and the glossary—to understand their duties and compliance obligations. Ignorance of the guidance is not a valid defense against non-compliance.
More detailed statement can be found at the governmental website.
This summary was prepared using information provided from the Government of UK
Disclaimer: The above information is provided for general information purposes only and should not be construed as legal advice. If you have any further inquiries regarding the applicability of this information, please contact Joanna Sogeke (European Client Services Manager- Immigration).
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