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Post-Brexit Visa Salary Rules: The Impact on Architecture Recruitment and the Case for Reform

The UK’s architectural sector has long been an essential contributor to the built environment, shaping cities, housing, and infrastructure projects that support economic growth. However, recent changes to post-Brexit visa salary rules have introduced significant recruitment challenges for architecture firms across the country.

The removal of architecture from the Shortage Occupation List and the increase in the minimum salary threshold for visa sponsorship from £26,000 to £45,900 have placed many firms in a difficult position. These changes, intended to reduce dependency on overseas labour, have instead exacerbated an existing skills shortage, impacting both the ability of firms to hire internationally and the broader goals of the UK’s construction and housing agenda.

At Quastels, we work closely with businesses and professionals navigating the UK immigration system, and we recognise the pressing need for reform in response to these challenges.

The Challenges Facing Architecture Firms

1. A Salary Threshold That Exceeds Industry Norms

The increased salary threshold disproportionately affects the architecture sector, where early-career professionals, particularly recent graduates, earn well below the new requirement. Many architectural practices, particularly small and mid-sized firms, find themselves unable to offer salaries that meet the sponsorship criteria. This has led to a talent bottleneck, where highly skilled international graduates- many of whom have studied and trained in the UK- are unable to remain in the country due to visa restrictions.

2. Impact on the UK’s Housing and Infrastructure Goals

The government has set ambitious housing targets, aiming to construct 1.5 million new homes over the next five years. However, achieving these objectives requires a robust and diverse workforce, including skilled architects who can contribute to complex planning, design, and urban development projects. By limiting access to international talent, the new visa rules risk slowing down progress in housing and infrastructure, creating further strain on the sector.

3. Increased Costs and Administrative Burden on Employees

Firms that wish to sponsor international architects must now budget for significantly higher salaries, which is not always financially viable, especially for smaller practices. Additionally, the administrative process for obtaining a sponsor licence remains cumbersome, requiring firms to navigate complex compliance requirements. Many companies that previously relied on international talent have now been forced to reconsider their recruitment strategies or face staffing shortages.

4. The Competitive Disadvantage for UK Firms

In a globalised industry, talent moves freely to where opportunities are most accessible. The UK risks falling behind other countries, such as Canada and Australia, which have more flexible immigration policies for architects and other skilled professionals. The inability to attract and retain global talent puts UK architecture firms at a competitive disadvantage, both in terms of securing high-profile projects and fostering innovation within the sector.

The Case for Policy Reassessment

At Quastels, we strongly advocate for a measured and pragmatic approach to immigration policy, ensuring that the UK remains an attractive destination for skilled professionals while also addressing workforce concerns. We believe that the following reforms should be considered:

• Reinstating architecture on the Shortage Occupation List– Recognising the sector’s ongoing need for skilled professionals and allowing firms to recruit internationally at a more sustainable salary level.
• Adjusting the salary threshold– Introducing sector-specific salary requirements that reflect the economic realities of each industry, rather than a blanket threshold that disproportionately impacts architecture and other creative professions.
• Streamlining the sponsorship process– Reducing administrative barriers for businesses looking to hire international talent, making it more efficient and cost-effective to recruit skilled workers from abroad.
• Enhancing post-study visa routes– Ensuring that international architecture graduates trained in the UK have a clear pathway to remain and contribute to the workforce, rather than being forced to leave due to restrictive visa policies.

How Quastels Can Assist

We understand the critical importance of hiring and retaining the right talent, and we work closely with architecture firms, professionals, and business leaders to navigate these new challenges.
Our specialist business immigration team provides:

• Strategic advice on sponsorship and visa options for firms looking to recruit international talent.
• Assistance with sponsor licence applications to ensure compliance with Home Office regulations.
• Support for international professionals seeking clarity on their immigration status and future pathways to remain in the UK.
• Advocacy for policy change, engaging with stakeholders to promote a more sustainable immigration framework for the architecture sector.

Conclusion

The recent changes to visa salary rules represent a significant shift in UK immigration policy, but they also raise concerns about the long-term impact on industries that rely on international expertise. The architecture sector is a prime example of how rigid immigration policies can create unintended consequences, hindering recruitment, innovation, and economic growth.

A more tailored, sector-specific approach is essential to ensure that the UK continues to attract and retain top-tier architectural talent, supporting both the industry and the broader objectives of housing and infrastructure development.

Contact our team today to discuss your immigration needs and explore the best strategies for securing talent in the evolving post-Brexit landscape.

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Decoding ESG: Unravelling The Buzzwords

In the realm of modern finance and corporate governance, few acronyms have gained as much prominence and significance as ESG. Standing for Environmental, Social, and Governance, ESG has become a cornerstone of responsible investing and business practices. However, within this framework, a plethora of buzzwords and jargon often perplex both investors and executives alike. Understanding the meaning behind these buzzwords is crucial for navigating the complex landscape of ESG. Let’s delve into these terms to demystify them:

Environmental:

Carbon Footprint: This term refers to the total greenhouse gas emissions directly or indirectly caused by an individual, organisation, event, or product. Companies aim to reduce their carbon footprint through initiatives like using renewable energy, optimising transportation, and improving energy efficiency.

Climate Risk: Climate risk encompasses the potential negative impacts of climate change on businesses, such as extreme weather events, regulatory changes, and shifts in consumer preferences. Evaluating and mitigating climate risk is essential for long-term sustainability and resilience.

Biodiversity: Biodiversity refers to the variety and variability of life on Earth, including ecosystems, species, and genetic diversity. Preserving biodiversity involves protecting habitats, preventing species extinction, and promoting sustainable land use practices.

Water Stewardship: Water stewardship involves responsibly managing water resources to ensure their availability and quality for present and future generations. This includes reducing water usage, preventing pollution, and supporting access to clean water in communities.

Social:

Diversity and Inclusion: Diversity refers to the presence of differences within a given setting, such as race, gender, ethnicity, sexual orientation, age, and more. Inclusion involves creating a supportive and respectful environment that values and leverages diverse perspectives and experiences.

Human Rights: Companies are increasingly expected to respect and uphold human rights across their operations and supply chains. This includes employment rights, fair wages, workplace safety, and the prevention of human rights abuses.

Community Engagement: Engaging with local communities is crucial for building trust and fostering positive relationships. This can involve philanthropy, volunteering, stakeholder consultations, and supporting community development projects.

Employee Well-being: Employee well-being encompasses physical, mental, and emotional health and satisfaction within the workplace. Promoting work-life balance, providing wellness programs, and fostering a supportive culture contribute to employee well-being.

Governance:

Board Diversity: Board diversity refers to the representation of different demographic groups, backgrounds, and skill sets among corporate board members. Diverse boards are believed to make better decisions and enhance corporate performance.

Ethical Leadership: Ethical leadership entails making decisions that are morally and legally sound, prioritising transparency, integrity, and accountability. Leaders set the tone for organisational culture and behaviour.

Executive Compensation: Executive compensation refers to the financial incentives, including salaries, bonuses, and stock options, provided to top executives. Aligning executive pay with long-term sustainable performance is a key governance concern.

Anti-Corruption: Anti-corruption measures aim to prevent bribery, fraud, and other forms of unethical conduct within organisations. Implementing robust compliance programs and fostering a culture of integrity are essential for combating corruption.

In addition to these components, understanding the concept of the value chain is paramount in the context of ESG. The value chain encompasses the entire lifecycle of a product or service, from the extraction of raw materials to the disposal or recycling of end products. Assessing and optimising the environmental, social, and governance impacts at each stage of the value chain is integral to achieving holistic sustainability goals.

Comprehending these buzzwords and their implications is merely the initial step. Effectively integrating ESG principles into business strategies requires ongoing commitment, rigorous measurement, and transparent reporting. By embracing ESG practices, companies can not only mitigate risks and comply with regulations but also unlock opportunities for innovation, long-term value creation, and positive societal impact. As ESG continues to evolve, staying informed and proactive is essential for driving meaningful change in the corporate world and beyond.

To discuss any of the points raised in this article, please contact Ann-Maree Blake or fill in the form below.

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Spouse Visa Financial Requirements and Exemptions in 2025

Relocating to the UK to join your spouse is an exciting journey, but the process of applying for a UK Spouse Visa can be challenging. To be eligible, your spouse must be a British or Irish citizen, have settled or pre-settled status in the UK (if they started living in the UK before 1 January 2021), hold a Turkish Businessperson or Turkish Worker Visa, or have protection status (such as refugee status or permission to stay as a stateless person).

A critical element of the application is understanding the financial requirements, especially in light of new regulations introduced by the Home Secretary on 5 December 2023 and further changes introduced on 11 April 2024. This article provides a comprehensive guide to help you navigate these updated requirements when applying for entry clearance or an extension in 2025.

Financial Requirements for Spouse Visa Applications (Exemptions and Future Changes)

The financial requirement for a UK spouse visa is designed to ensure that the sponsoring partner can financially support their spouse without relying on public funds. As of 2025, the minimum income requirement for sponsoring a family member has increased from £18,600 to £29,000. If you are using cash savings to meet the requirement, you must have £88,500 in savings, raised from £62,500. This amount must be held in your bank account for six months without dipping below the required figure. The amount may vary if there are children applying as your dependants.

While these requirements are currently set, future changes could occur as reviews are underway. Initially, there were plans to increase the minimum income requirement to £34,500 and £38,700 by 2025. However, these increases have been paused, and the Migration Advisory Committee (MAC) is reviewing the family immigration rules. The Migration Advisory Committee (MAC) is an independent body that provides migration policy advice and recommendations to the UK government. They are currently reaching out to applicants to conduct independent research and gather feedback on their views regarding the financial requirements for the family visa. Depending on the results of this review, the financial thresholds could be adjusted or halted or if they higher threshold, including the £38,700 income requirement and potentially £112,750 in savings.

This review is expected to take up to nine months, and any changes will depend on the MAC’s findings and government decisions. If you’re concerned about potential changes, holding £112,750 in savings for six months may help ensure you meet the new threshold if it is enacted.

Fortunately, there are multiple ways to demonstrate financial stability. You can meet the requirement through various routes, such as employment, savings, pensions, or investments. Our legal team at Quastels specialises in guiding couples through complex family visa applications and can help you explore the best options for demonstrating your financial capability.

Exception for Those Who Started the Immigration Process Before Fee Increases

If you began your Spouse Visa journey before the recent fee increases implemented in April 2024, there is an important exception. Individuals who started the application process under the previous financial requirements can still rely on the original threshold when applying for visa extensions or settlement. This means that even if the financial requirements have increased since your initial application, you can continue using the original threshold for extensions or permanent residency, ensuring consistency, and reducing financial pressure during the process.

Conclusion

Navigating the UK spouse visa process in 2025 requires careful attention to the financial requirements. With the current minimum income requirement at £29,000 and the possibility of further changes, it’s crucial to stay informed and ensure all documentation, including income and savings, is in order. If you are unsure about the process or have questions regarding your application, it is always a good idea to consult with an immigration advisor to guide you through the specifics.

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