The United Kingdom has recently implemented substantial reforms to its visa and immigration framework, with particular impact on the Skilled Worker route. A number of roles that were previously eligible for sponsorship under this category have now been excluded, while others are subject to more stringent qualification and salary thresholds. These developments present notable challenges for both employers and prospective migrants. In this context, the Government Authorised Exchange route, commonly referred to as the “intern visa”, is emerging as a viable alternative, particularly for medium-skilled roles that no longer fall within the scope of the Skilled Worker route.
Understanding the Changes to the Skilled Worker Visa Route
Effective from July 22, 2025, the eligibility criteria for the Skilled Worker visa were revised, raising the minimum skill level from Regulated Qualifications Framework (RQF) Level 3 (A-level equivalent) to RQF Level 6 (graduate level). This change demonstrates that many medium-skilled roles (RQF Levels 3–5) are no longer eligible for sponsorship unless they meet specific conditions.
Additionally, the minimum salary threshold for skilled worker roles has increased to £41,700 per year or the job’s going rate, whichever is higher. This adjustment has led to a narrowing of eligible occupations, impacting sectors that previously relied on the Skilled Worker visa for roles such as technicians, administrative staff, and support workers.
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Why the Changes Pose Challenges for the Employers
The recent reforms to the Skilled Worker route present substantial challenges for employers, particularly with respect to medium-skilled roles (RQF 3–5), which no longer qualify under the revised graduate-level (RQF 6) requirement. Sectors such as administration, support services, care, and hospitality are among those most affected, given their historic reliance on international recruitment. The key challenges include:
- Increased minimum salary thresholds, which may be unsustainable for small and medium-sized enterprises or startups.
- A higher administrative and financial burden associated with sponsorship, making compliance prohibitively costly in certain cases.
- The exclusion of many candidates who would have been eligible under the previous framework.
- Delays in filling urgent vacancies due to the complexity and expense of the Skilled Worker process.
In this context, the Government Authorised Exchange visa emerges as a viable alternative for employers.
What is Government Authorised Exchange Visa?
In response to the tightening of the Skilled Worker route, the GAE Intern Visa presents a compelling alternative for employers seeking to hire international talent for medium-skilled roles. This visa allows international students and recent graduates to come to the UK for a period of 12 or 24 months to undertake approved internships, training, or work experience programmes. The role sponsored under the GAE route is supernumerary. This pathway offers several advantages for organisations facing challenges with the Skilled Worker visa changes.
Key Benefits of the GAE Intern Visa
- Broader Eligibility: The GAE route is available for all 134 affected occupations, including jobs under lower skill level
- Lower Salary Thresholds: Unlike the Skilled Worker route, the GAE Intern Visa does not impose stringent salary requirements, making it more accessible for medium-skilled roles.
- Simplified Sponsorship Process: Employers can sponsor interns through approved exchange schemes, streamlining the hiring process.
- Cost-Effectiveness: The GAE route can be more economical for employers, as it may involve lower visa fees and salary expectations compared to the Skilled Worker route.
Why the GAE/Intern Route is Now Attractive?
With the recent changes to the Skilled Worker visa route, the Government Authorised Exchange visa route is turning out to be the most strategic option for many employers.
| Aspect | Skilled Worker Route (Post-July 2025 | GAE/ Intern route |
| Skill level required | Restricted to roles at RQF Level 6 (degree level) or above, unless the occupation is expressly included on the Immigration Salary List or the Temporary Shortage List. This effectively excludes the majority of roles previously classified at RQF Levels 3–5. | No universal requirement for degree-level qualifications. Eligibility extends to roles below RQF Level 6 where they fall within an approved exchange scheme. The emphasis is placed on training, work experience, and supernumerary positions rather than permanent labour supply |
| Salary/cost | Subject to elevated salary thresholds (approximately £41,700), occupation-specific “going rates,” and stringent compliance obligations. | Sponsorship costs are considerably lower. Employers are required to meet only the National Minimum Wage, significantly reducing financial outlay in comparison with the Skilled Worker route |
| Complexity | Governed by occupation-specific thresholds, lists, and detailed compliance requirements, resulting in a higher regulatory burden for sponsors. | Characterised by comparatively straightforward eligibility criteria, with fewer occupation-based restrictions and minimal reliance on “going rate” salary benchmarks. |
| Flexibility | More restrictive under the revised framework; a substantial number of roles previously eligible at RQF Levels 3–5 is now excluded. | Offers greater flexibility for internships, placements, training programmes, and supernumerary roles, where the principal objective is skills development rather than long-term employment. |
| Strategic Value | Designed for long-term recruitment of highly skilled workers, with the added advantage of a potential route to settlement in the United Kingdom. | Primarily suited to short-term objectives, including international internships, skills transfer, and trial placements, with no direct route to permanent residency. |
In practice, these changes mean that for many employers, particularly those seeking to engage international talent in medium-skilled roles now excluded from the Skilled Worker route, the Intern route represents a lawful and commercially viable alternative. It provides a compliant mechanism for facilitating skills transfer, project-based internships, and training opportunities, while also offering material cost advantages.
How can organisations adopt intern/GAE schemes effectively?
In light of these amendments and the available alternatives, the following tactical steps and strategic considerations are recommended for organisations:
- Audit Existing and Planned Roles
All roles presently sponsored, or proposed to be sponsored, under the Skilled Worker route should be reviewed to ensure compliance with the revised RQF Level 6 requirement, the increased salary threshold, and eligibility under either the Immigration Salary List (ISL) or the Temporary Shortage List (TSL). Roles that do not satisfy the revised criteria should be evaluated for suitability under alternative immigration pathways, including the Intern route or the Government Authorised Exchange route.
- Explore Approved Internship / Exchange Programmes and Overarching Sponsors
Relevant Government Authorised Exchange or intern visa schemes should be systematically identified, administered by sector-specific bodies functioning as overarching sponsors. Early engagement with these entities is recommended to ensure comprehensive understanding of applicable regulations, procedural timelines, and associated costs.
- Re-design Roles Where Possible
Medium-skilled but essential roles should be considered for redesign to align with RQF Level 6 standards. This may involve adding or increasing qualification requirements. Alternatively, certain tasks may be structured as internship or training components under the Government Authorised Exchange Visa for a fixed period, with the strongest candidates transitioning into Skilled Worker roles once they meet eligibility criteria.
- Budgeting and Cost Modelling
A comparison should be undertaken between the total costs of hiring under the Skilled Worker route, including salaries, employer immigration costs, premium fees, and dependant management, and the costs associated with recruitment through GAE or Intern routes. Administrative costs, sponsorship obligations, and the potential for turnover following an internship should also be factored into financial planning.
- Communications and HR Policy
HR and recruitment teams should be fully briefed on immigration changes to avoid making commitments to sponsorships that are no longer viable. Employer policies, job advertisements, and offer letters must be updated to reflect new visa eligibility and salary requirements.
- Long-Term Talent Strategy
A forward-looking approach should be adopted for roles considered crucial and long term. Initiatives such as training domestic talent, forming partnerships with universities, and investing in internal upskilling can reduce dependency on overseas recruitment for positions that no longer meet the Skilled Worker criteria.
Strategic Takeaways
For organisations, the current environment represents both disruption and adaptation. Key strategic considerations include:
- Revisit workforce planning: Roles previously classified under medium-skilled categories may require redesign or reclassification. Where an RQF 3–5 role remains essential, options include elevating the role to meet higher thresholds, applying through the Temporary Shortage List (where eligible), or exploring the Government Authorised Exchange Visa.
- Develop intern and training pipelines: Where Skilled Worker sponsorship is no longer viable, structured internship schemes can provide access to talent, facilitate skills transfer, and create pathways for future recruitment or transition to other visa categories.
- Plan for higher costs: New requirements impose increased salary thresholds and alternative visa-related expenses. Early budgeting and financial planning are essential to avoid unexpected burdens.
- Ensure compliance: Sponsorship obligations, record-keeping, role validity, and adherence to wage and working hour requirements are critical to minimising legal and immigration risks.
- Monitor legislation changes: The UK immigration framework continues to evolve. Developments relating to the Migration Advisory Committee, revisions to the Temporary Shortage List, adjustments to the Immigration Salary List, and forthcoming White Paper consultations may introduce further changes. Regular engagement with official GOV.UK updates, legal advisories, and specialist immigration counsel are recommended.
Conclusion
The evolving UK immigration landscape necessitates strategic planning for organisations seeking to hire international talent. The Government Authorised Exchange Intern Visa route presents a viable and compliant alternative to the Skilled Worker visa, offering flexibility, cost savings, and access to a broader talent pool. By partnering with approved overarching bodies and aligning with the objectives of the GAE scheme, organisations can navigate these changes effectively and continue to benefit from international expertise.
