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Synopsis for Executive Leadership
- Visa Brake Implementation: UK pauses Student visas for Afghanistan, Cameroon, Myanmar, and Sudan nationals plus Skilled Worker visas for Afghans starting March 26, 2026
- Reduced Secondment Requirement: GBM Secondment Worker overseas employment minimum drops from 12 to 6 months effective April 8, enabling faster international talent deployment
- Indian Access Expansion: Indian nationals gain eligibility for GBM Service Supplier Route, streamlining temporary service delivery to UK clients
- Compliance Action Required: HR teams must audit current sponsorships, update mobility policies, and review secondment pipelines by April 8 implementation date
Understanding UK Immigration Statement of Changes HC 1691
The UK Home Office published Statement of Changes HC 1691 on March 5, 2026, introducing significant amendments to immigration rules. These changes affect both individual visa applicants and businesses managing international workforce mobility. For HR teams and global mobility professionals, understanding these updates is critical for maintaining compliance and planning employee relocations.
What is the UK Visa Brake Measure?
The Visa Brake represents a temporary pause mechanism allowing UK immigration authorities to suspend visa processing for specific nationalities during periods of concern. Effective March 26, 2026, this measure impacts:
1. Student Visa Route: Suspended for nationals of Afghanistan, Cameroon, Myanmar, and Sudan
2. Skilled Worker Route: Paused exclusively for Afghan nationals
This administrative tool enables the Home Office to manage immigration flows while reviewing security protocols. Businesses sponsoring affected employees should prepare alternative staffing strategies and consult immigration experts for case-specific guidance.
Global Business Mobility Secondment Worker Changes
There are two key updates:
1. Shorter overseas employment requirement
- For the GBM Secondment Worker visa, the required overseas employment period drops from 12 months to 6 months (effective April 8, 2026).
Key Requirements Comparison
This reduction enables businesses to deploy international talent more flexibly. Companies can now second employees to UK operations after just six months of overseas employment, streamlining talent deployment for urgent projects or skill gaps.
Business Benefits
Faster Deployment: Organizations can transfer employees 6 months earlier than previously allowed
Enhanced Flexibility: Respond quickly to project demands requiring specialized expertise
Reduced Training Costs: Leverage existing talent across global operations more efficiently.
Competitive Advantage: Access international skills without extended waiting periods.
2. GBM Service Supplier Route for Indian Nationals
New access for Indian service suppliers
HC 1691 extends access to the GBM Service Supplier Route to Indian nationals.
This route permits overseas service providers to send employees temporarily for contract fulfillment without establishing a UK entity.
Under the UK-India trade agreement, Indian nationals can now use the GBM Service Supplier route (effective March 26, 2026), in Line with conditions as follows:
- Up to 12 months stay
- 1,800 applicants per year cap
Impact of GBM Service Supplier Route for Indian Nationals
These changes increase the pool of eligible international workers, especially from India.
Service Supplier Route Essentials
This expansion particularly benefits Indian IT services, consulting firms, and professional services companies delivering projects to UK clients.
The route offers a streamlined alternative to Skilled Worker sponsorship for temporary service delivery.
3. Higher English Requirement for Settlement
Starting March 26, 2027, the English language requirement for settlement (indefinite leave to remain) will rise from B1 to B2 level.
This affects many routes including:
- Skilled Worker
- Scale-up
- Global Talent
- Innovator Founder
- UK Ancestry
- International Sportsperson
- Minister of Religion
- Long Residence
- Family/private life settlement routes
Impact of Higher English Requirement for Settlement
Applicants will need stronger English proficiency to qualify for permanent residence.
4. Changes to Skilled Worker visa and how pay is calculated
The UK government has introduced new salary assessment rules for the Skilled Worker visa.
Salary compliance will now be assessed based on defined pay periods, not just the annual salary stated on the Certificate of Sponsorship.
The rule aims to prevent employers from underpaying workers during parts of the year and then compensating later with higher payments to meet the annual salary threshold.
The UKVI will review payroll records and working hours within each pay period to confirm the worker is paid the required salary.
Limited salary averaging is allowed in some situations, i.e. 3 months, 12 weeks and 17 weeks, depending on the pay patterns.
Impact of Skilled Worker visa and Pay calculation changes
- Sponsors must ensure salary meets Skilled Worker thresholds in each pay period.
- Employers may need to review payroll practices and payment structures for sponsored workers.
Implementation Timeline
1. March 5, 2026: HC 1691 published
2. March 26, 2026: Visa Brake measures take effect
3. April 8, 2026: GBM Secondment Worker 6-month requirement and Indian national Service Supplier access begin
Compliance Considerations for Employers
HR teams managing UK immigration portfolios should immediately:
- Audit Current Sponsorships: Identify employees from Visa Brake-affected nationalities
- Review Secondment Pipelines: Reassess which employees qualify under new 6-month rule
- Update Mobility Policies: Revise internal guidelines reflecting reduced overseas employment requirements
- Communicate Changes: Brief hiring managers on new GBM opportunities and restrictions
- Partner with Experts: Engage immigration specialists for complex cases and compliance verification
Strategic Planning for Global Mobility Teams
The HC 1691 changes create both opportunities and challenges. The reduced GBM Secondment Worker requirement enables more dynamic workforce deployment, while Visa Brake measures demand contingency planning.
Smart organizations will leverage immigration automation platforms that track regulatory changes, manage compliance deadlines, and provide visibility across all international relocations. This approach ensures businesses capitalize on new flexibilities while maintaining full regulatory compliance.
How Jobbatical Supports HC 1691 Compliance
Jobbatical's global mobility platform automatically updates immigration requirements as rules change. Our system flags affected cases, recommends alternative visa routes, and ensures your secondment strategies align with current regulations. With 15000+ successful relocations and expert immigration support, we help businesses navigate complex rule changes confidently.
Disclaimer
Immigration laws and policies change frequently and may vary by country or nationality. While we strive to provide accurate and up-to-date information, we recommend doing your own due diligence or consulting official sources. You’re also welcome to contact us directly for the latest guidance. Jobbatical is not responsible for decisions made based on the information provided.
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