UK Immigration Fees and “Visa Brake” Changes to the Rules in April
Clark Hill’s immigration newsletter dated April 6 says that practically all government fees, from the Electronic Travel Authorisation (ETA) to sponsor-licence fees, will go up on April 8, 2026, by an average of 6–7%. An ETA will cost £20 instead of £16, and a large-sponsor licence will cost £1,682 instead of £1,682.
Because of this, employers who complete Skilled Worker applications after this date may expect to pay more out of pocket for both the main applicant and their dependents. The warning also gives a brief overview of other Statement-of-Changes rules that go into effect this week. The Global Talent Pathway is getting a new “design endorsement” channel. This means that industrial and digital designers can now get sponsorship, which is great news for companies in the creative sector. The need for abroad employment in the Global Business Mobility Secondment Worker sub-category will also be cut in half, from twelve to six months. This will make it easier to arrange secondments within the same group. The bulletin says again that the government’s new “visa brake” system, which is already in place against Afghanistan, Cameroon, Myanmar, and Sudan, is still in place. All new Student-route applications from people from those four countries who are not in the UK are immediately turned down. Afghan nationals are also not allowed to enter the UK as Skilled Workers. Sponsors must make sure that recruitment processes check for nationality-based restrictions, even though people who already have visas will not be affected. Also, starting on April 8, sponsors must pay Skilled Workers at least the pro-rata minimum salary in every pay period, not only once a year. The modification lets the Home Office see underpayment more quickly, and it could lead to checks of licensing compliance if there are problems with payroll. Mobility teams should remember to: (1) submit applications before 8 April to lock in current fees; (2) update cost forecasts for transfers after April; and (3) check payroll schedules to make sure that all sponsored workers reach the new per-pay-period level.