Since 8 January 2026, overseas workers applying for a Skilled Worker, Scale-up, or High Potential Individual visa must prove their English at B2 level. It has only been a few weeks, and employers are already feeling the impact. What has changed? The UK government has raised the English language requirement for several key work visa […]
Since 8 January 2026, overseas workers applying for a Skilled Worker, Scale-up, or High Potential Individual visa must prove their English at B2 level. It has only been a few weeks, and employers are already feeling the impact.
The UK government has raised the English language requirement for several key work visa routes. From 8 January 2026, first-time applicants under the Skilled Worker, Scale-up, and High Potential Individual (HPI) routes must now prove their English at B2 level on the Common European Framework of Reference for Languages (CEFR).
Previously, applicants only needed to reach B1 level. In simple terms, B1 is a working level of English that covers everyday conversations and basic workplace communication. B2 is a step up. It means being able to understand detailed information, express yourself clearly in professional settings, and handle more complex discussions. It is roughly the same standard as an A-level in a foreign language.
The change was announced in the October 2025 Statement of Changes to the Immigration Rules, but many employers did not update their hiring processes in time.
The higher English requirement applies to:
It does not apply to:
There are three ways to satisfy the new B2 standard:
It has been just over five weeks since the B2 requirement came into force, and we are already seeing a clear pattern of problems for employers who sponsor overseas workers. Here is what is happening on the ground.
Longer hiring timelines
The most immediate impact is delay. Candidates who were previously ready to apply with B1 evidence now need to book, prepare for, and pass a B2-level test. This is adding four to six weeks to the typical visa application timeline, and in some cases longer. For employers with urgent vacancies or fixed start dates, this is causing real problems.
Test centre backlogs
Approved test centres in high-demand regions, particularly India, Nigeria, and the Gulf states, have been reporting full bookings since January. Some candidates are waiting six to eight weeks just to sit the test. This bottleneck is outside the employer’s control, but it directly affects when a new hire can start work.
Failed tests and wasted Certificates of Sponsorship
Some employers have assigned a Certificate of Sponsorship (CoS) to a candidate who then fails to reach B2 in one or more components of the test. When this happens, the CoS is wasted, the application is refused, and the employer has to start the process again — including paying a fresh Immigration Skills Charge. This is a costly mistake that could have been avoided with earlier screening.
Candidates caught off guard
Many candidates who were job-ready under the old B1 rules have discovered they are not visa-ready under the new ones. Some had already booked B1-level tests, not realising that a B1 result obtained after 8 January 2026 would not be accepted. This has led to last-minute scrambles to rebook at B2 level.
Graduate visa switchers facing unexpected hurdles
A growing number of international graduates on the Graduate visa are looking to switch into the Skilled Worker route. Under the new rules, they must now meet B2 even if they previously proved B1. This is catching both graduates and their prospective employers off guard, especially where the switch was assumed to be straightforward.
Sectors feeling it most
The impact is being felt most in sectors that rely heavily on mid-level overseas talent. Health and social care, IT, engineering, hospitality, and education are all reporting disruption. These are sectors where candidates often had solid B1 English but may struggle to reach B2 without extra preparation time.
The B2 change does not just cause delays. It increases costs too. Here is what employers need to budget for:
When you add these costs together, a single failed application can cost an employer several thousand pounds — on top of the lost time and disruption.
The employers who are handling this well are the ones who got ahead of the change. Here is what they are doing that others should learn from.
Screening for English level at the start of recruitment, not the end. The biggest mistake employers make is leaving the English language check until the visa application stage. By that point, the job offer is made, the start date is set, and a CoS may already be assigned. If the candidate then fails B2, everything falls apart. Smart employers are now checking English evidence at the same stage as role eligibility and salary confirmation — before the final interview, not after.
Building extra time into recruitment timelines. Employers who sponsor overseas workers are adding four to six weeks of buffer into their hiring timelines. This accounts for test booking delays, potential retakes, and Ecctis verification where a degree-based exemption is being used. Fixed start dates tied to training programmes or project deadlines are being adjusted where possible.
Updating job adverts and offer letters. Job adverts for sponsored roles now state clearly that B2 English is required. Offer letters make the start date conditional on immigration approval and evidence readiness. This sets expectations early and avoids disputes later.
Separating extensions from new applications. HR teams are making sure they understand the difference between extending an existing Skilled Worker visa (where B1 still applies) and a new application or switch (where B2 is required). Getting this wrong leads to unnecessary test bookings or, worse, a refusal.
Offering language support where it makes business sense. Some employers, particularly in sectors facing acute shortages, are investing in funded English language coaching for candidates who are close to B2 but not quite there. This is a cost, but it can be cheaper than losing a strong candidate and starting the recruitment process again from scratch.
Getting immigration advice before assigning a CoS. A short check with an immigration solicitor before assigning a Certificate of Sponsorship can save thousands of pounds. It takes minutes to confirm whether a candidate’s evidence meets the B2 threshold, and it avoids the risk of a wasted CoS and a refused application.
As things stand, dependants of Skilled Worker visa holders are not required to meet the B2 standard when applying for entry clearance or further permission. However, the government has signalled that this could change in future Immigration Rules updates. Employers and candidates should keep an eye on this.
The B2 English requirement is just one part of a wider set of immigration reforms. Here are some other changes employers should be aware of:
Taken together, these changes make it more important than ever for employers to plan their international recruitment carefully and get specialist advice early.
What is the difference between B1 and B2 English?
B1 is an intermediate, working level of English suitable for everyday conversations. B2 is upper-intermediate, meaning the person can understand detailed information and express themselves clearly in professional situations. B2 is roughly equivalent to an A-level in a foreign language.
Does this apply to all visa routes?
No. The B2 requirement applies to first-time applications under the Skilled Worker, Scale-up, and High Potential Individual routes only. Other routes, such as the Global Talent visa, are not affected. Extensions of existing Skilled Worker visas remain at B1.
What if my candidate has already proved B1 on a previous visa?
If the candidate previously met the English requirement at B1 or higher in a successful UK visa application, the Home Office holds this on record and they should not need to provide new evidence. However, this exemption only applies where the previous visa route required English evidence.
Which English tests are accepted?
The Home Office accepts Secure English Language Tests from approved providers: IELTS for UKVI, PTE Academic UKVI, LanguageCert International ESOL SELT, and Trinity College London SELT. The candidate must reach B2 in all four components: speaking, listening, reading, and writing.
What happens if a candidate fails the B2 test after I have assigned a CoS?
The visa application will be refused. The Certificate of Sponsorship will be cancelled, and you will need to pay a fresh Immigration Skills Charge if you want to try again. The visa application fee is also lost, though some charges may be refundable in time.
Can I still hire someone with B1 English?
Only if they are extending an existing Skilled Worker visa (not a new application), or if they qualify for an exemption such as being a national of a majority English-speaking country or holding a verified English-taught degree.
At Davenport Solicitors, we advise employers on all aspects of business immigration, including Skilled Worker sponsorship, compliance, and the new English language requirements. If you are unsure whether your candidates meet the B2 threshold, or if you need help adjusting your recruitment processes, we can help.
Disclaimer
The material contained on this website contains general information only and does not constitute legal or other professional advice and should not be relied upon as such. While every care has been taken in the preparation of the information on this site, readers are advised to seek specific advice in relation to any decision or course of action.
