The UK IT and Engineering Immigration Review 2025 is an independent analysis commissioned by the Home Secretary to investigate whether the UK’s current immigration system is meeting the needs of its rapidly evolving IT and engineering sectors. Published on 29 May 2025, the review focuses on how immigration policy affects access to global talent, with an emphasis on skills gaps, recruitment challenges, and the broader implications for economic growth and national competitiveness.

Who commissioned the review and why now?

The Home Secretary tasked Professor Brian Bell, Chair of the Migration Advisory Committee (MAC), with leading the review in response to widespread concerns from industry stakeholders and policymakers about the UK’s ability to attract and retain highly skilled workers in IT and engineering. The review comes at a time of increasing demand for digital and engineering skills across the UK, as well as heightened scrutiny of the country’s post-Brexit immigration framework.

Which occupations were under review?

The review specifically examined roles within information technology (IT) and engineering, ranging from software developers and systems analysts to civil, mechanical, and electrical engineers. Particular attention was given to roles listed on the Shortage Occupation List and those critical to the UK’s infrastructure, economic resilience, and digital transformation.

The review highlights several persistent barriers that inhibit the UK’s ability to fill vital IT and engineering positions. Among the most significant findings:

• • There is a growing demand for IT and engineering professionals, but the domestic workforce is insufficient to meet current needs.
  • The Skilled Worker visa route remains the primary channel for bringing overseas talent to the UK, but recent changes in salary thresholds and eligibility requirements risk further limiting access to skilled migrants.
  • Employers consistently report that visa-related costs and processing delays create uncertainty and discourage applications from qualified candidates abroad.
  • The current Shortage Occupation List does not adequately reflect the evolving needs of the digital and engineering sectors, especially as new technologies emerge and legacy skills become critical.

Is the UK struggling to attract IT and engineering professionals?

Yes. The review found that the UK faces a significant shortfall in IT and engineering professionals, particularly in specialised and senior roles. Despite a robust demand for talent, international candidates are increasingly turning to alternative destinations such as Canada, Australia, and Germany, which offer more streamlined immigration pathways and competitive salary packages. Feedback from employers suggests that the combination of restrictive visa policies and the cost of sponsorship deters both candidates and sponsors.

What role does the Skilled Worker route play?

The Skilled Worker route remains the central pillar of the UK’s work-based immigration system for IT and engineering jobs. It provides a structured pathway for employers to recruit qualified professionals from outside the UK. However, the review identifies several challenges:

• • Recent increases in salary thresholds have excluded many mid-career professionals who would otherwise qualify.
  • The administrative burden of sponsorship is high, with complex documentation and a need for ongoing compliance.
  • Employers are calling for more flexibility in role definitions, skill assessments, and eligibility criteria, especially as hybrid and remote working arrangements become standard in the tech sector.

Are salary thresholds and costs a barrier?

Yes. The review notes that, as of April 2024, occupation-specific salary thresholds for the Skilled Worker route increased from the 25th to the 50th percentile, which may price out a significant portion of qualified candidates—especially in certain regions or for those early in their careers. In addition, visa fees, Immigration Health Surcharge, and sponsorship costs present a substantial financial burden to employers. The report also notes delays and lack of clarity in processing times.

The review makes several observations and suggestions that the government may wish to consider, aimed at modernising the UK’s approach to skilled immigration in IT and engineering:

• • Consider revising or abolishing the Immigration Salary List (ISL), which replaced the Shortage Occupation List, so that it better reflects current skills requirements in IT and engineering, as suggested by the review.
  • Introduce more flexibility in salary thresholds for roles identified as critical shortages, allowing for regional and sector-based adjustments.
  • Streamline the Skilled Worker visa application process, reduce processing times, and improve transparency for both employers and applicants.
  • Explore alternative visa models such as a ‘digital skills visa’ or dedicated engineering pathway for high-demand roles.
  • Lower or subsidise visa and sponsorship costs for small and medium-sized enterprises (SMEs) that are struggling to compete for global talent.

Could there be a revised shortage occupation list?

Yes. The review strongly recommends revising the Shortage Occupation List to ensure it accurately captures the most in-demand IT and engineering roles. This would help employers address acute skill gaps more efficiently and allow the UK to respond more dynamically to sectoral changes. The government is expected to consult with sector bodies, professional associations, and leading employers to inform these changes.

Will salary thresholds change for tech and engineering roles?

Potentially. The review suggests that rigid salary thresholds are no longer fit for purpose in a diverse and evolving labour market. It recommends introducing flexible salary bands for roles with proven shortages and aligning minimum salaries with real-world industry pay data, rather than relying solely on broad averages.

Employers and applicants can expect a period of adjustment as new policies and recommendations are implemented. In the short term, compliance and sponsorship requirements will remain strict, but the Home Office is under pressure to deliver a more streamlined, business-friendly immigration system.

How will this affect Tier 2 Sponsor Licence holders?

Tier 2 Sponsor Licence holders must continue to ensure full compliance with all Home Office regulations. However, the proposed reforms may lead to:

• • Broader eligibility criteria for IT and engineering roles
  • Faster decision-making for shortage occupations
  • Lower sponsorship fees for SMEs and strategic sectors
  • Increased scrutiny on the genuineness of job offers

It is essential for all sponsors to stay updated with official guidance and seek legal advice on adapting HR processes.

What should jobseekers in IT and engineering expect in 2025?

Jobseekers with experience in digital, software, and engineering fields should monitor the Home Office website and sector news for updated visa criteria and occupation lists. The new review highlights opportunities for those with in-demand skills, but also underscores the need to meet strict salary and role criteria. Early preparation and expert immigration advice can significantly increase success rates

The UK IT and Engineering Immigration Review 2025 is likely to serve as a template for future reforms across other shortage sectors. There is growing recognition within government and industry that the current points-based immigration system needs to be more flexible, data-driven, and responsive to sectoral shifts. Broader reforms may include:

• • Regular, transparent reviews of the Shortage Occupation List for all sectors
  • Integration of regional labour market data into immigration policy
  • Simplified visa options for high-growth and start-up employers
  • Stronger focus on digital, green, and advanced manufacturing skills

Are broader reforms expected across the skilled worker system?

Yes. The government has already signalled a willingness to move towards a more dynamic, industry-responsive immigration framework. The review’s recommendations are expected to inform policy updates not just for IT and engineering, but also health, construction, and other key sectors.

How does this review align with recent Home Office policy shifts?

The review is fully aligned with the Home Office’s recent emphasis on controlling net migration while supporting economic growth. It is part of a wider trend towards evidence-based policymaking, with ongoing consultations with the Migration Advisory Committee, employers, and professional bodies. Changes to the Skilled Worker and Graduate routes are likely to follow, with a view to balancing labour market needs with political priorities.

The X Law immigration team welcomes the focus on evidence and industry engagement in the 2025 review. In our experience advising IT and engineering businesses, we have seen first-hand how delays, costs, and restrictive eligibility rules deter top global talent from choosing the UK. These proposed reforms, if implemented swiftly, could help restore the UK’s reputation as a destination for innovation and expertise. However, we advise clients to prepare for a transition period and to seek professional advice to navigate new rules.

Strategic advice for employers and professionals

• • Stay updated with all Home Office announcements and MAC reports.
  • Audit your HR and recruitment processes for compliance with sponsorship rules.
  • Prepare for potential changes to salary thresholds and shortage occupation designations.
  • Engage with legal professionals to ensure your business or career plans are robust under new regulations.