Pub & Bar: Getting ahead of immigration changes

 Research from 2022 shows that over one fifth of the workforce in the UK hospitality sector was made up of migrant workers. The sector was heavily impacted by Brexit, with many customer-facing roles below managerial level ineligible for sponsored work visas. The government’s latest proposed attempts to drive down net migration and increase focus on upskilling the domestic labour force is likely to compound those difficulties for hospitality venues – including pubs and bars. 

It is also why it is so important that venues understand the changes and act decisively to protect their recruitment pipeline. 

Understanding the changes

The most significant changes for the hospitality sector include: 

• A return to pre-Brexit skills thresholds for skilled worker visas which means that roles will have to be at graduate level (RQF 6) to qualify for sponsorship. This could remove around 180 roles from qualifying for skilled worker visas, including some that had previously been eligible in the retail and hospitality sectors.
• A new requirement for businesses looking to employ foreign staff to produce or update a workforce strategy. This is intended to encourage upskilling and development of domestic labour.
• Removal of the immigration salary list. Previously, roles on this list had been given a discount on the general threshold salary payable, but not the going rate for the role. That is now to be scrapped and replaced by a new Temporary Shortage List. If a role below RQF 6 makes it onto this list, applicants will temporarily qualify for skilled worker sponsorship. New English language requirements for both main applicants and dependants, including an assessment of improvement over time.
• An extension of the time required to qualify for settlement – this will go up from five to ten years. However, reductions to this could be offered as an incentive for making “points-based contributions to the UK economy and society”. Citizenship rules will also be reformed in line with these changes. 

As ever, it is advisable to have an understanding of the changes proposed. There is no ‘one-size-fits all’ approach to advising on this issue, and it will impact different venues in different ways depending upon the roles they need to fill. 

Don’t be daunted - take action now

It is undeniable that the changes laid out by the government will require changes to recruitment practices for many pubs and bars. This will not be a simple, or a brief process. But there are simple steps that can be taken now that will ease the transition. 

Before the changes are implemented, there will be consultation opportunities. It is important that venues make the most of these, especially if the changes will have a serious impact on them or there are pre-existing skills shortages for particular roles. Feedback form impacted venues will also be used to inform the Temporary Shortage List.

Make the most of the window between the rules being announced and being implemented. Venues may wish to consider auditing their workforces and identifying those employees who are approaching settlement or citizenship status so those applications can be submitted as soon as they are eligible to do so in case they may avoid potential changes impacting them. In the same way, existing employees on other visas would benefit from a prompt sponsorship application, which could help avoid increased costs and an increase in the skills threshold.

A swift transition away from foreign labour may not be possible. Ultimately however, the most sustainable, long-term solution may be to comply with the government’s wishes and ramp up recruitment from the domestic workforce.

Q&A

Q: I have made an application to extend the operating hours at my pub – how can my customers/local community support the application?

A: The local community can send in positive representations (reps) supporting the application to the licensing authority and must be received by the council before the end of the consultation period – these details will be on the blue notice advertising the application on your premises. Whilst the rep can say positive things about your premises, for it to be deemed a valid rep it must reference at least one of the licensing objectives and say that the granting of the application would not undermine the licensing objective(s).

This article was first published in Pub & Bar.

This publication is intended for general guidance and represents our understanding of the relevant law and practice as at July 2025. Specific advice should be sought for specific cases. For more information see our terms & conditions.