“Work the heck?”: highlighting the dangers of the UK’s new policies to businesses, international talent and young people.

Articles – News – Opinion

Author – Susan Atiomo

“Work the heck is going on?” A question everyone in the current job market has asked themselves at one point (and yes, pun intended).

I pen this piece after months of navigating the UK job market as an entry-level candidate and (even more disadvantageous as I have experienced) a former international student. To provide a bit of context, here are some changes that have happened within the last few months:

May 2025 brought about the introduction of a new white paper policy document by the government intended to reduce net migration.

Some of these changes proposed include reducing the standard length of the Graduate visa, for international students to stay on and work in the UK, from two years to 18 months. Additionally, another policy implemented in July 2025, saw the minimum salary threshold for ‘new entrants’ under the UK’s Skilled Worker visa route rise to £33,400.

As a graduate-who has been through the UK education system, has resided in the country for more than eight years, has worked in the UK Civil Service, BBC and volunteered at the country’s major charities – I have experienced first-hand how policies like these hinder employment opportunities for graduates like me and prevent UK businesses from tapping into the global talent pool.

How does this affect businesses?

To further understand how these policies affect businesses, I reached out to two companies, Within International and Sonder to understand what the new rules mean for their operations. Here’s what I found out:

“It is almost impossible for a business like ours to run using talent from only one pool. All our clients are different, and our business is global. If I can’t access talent from all over the world, how am I supposed to deliver for global clients?”

Will Hambling, founder of Within International

In 2024, changes to the UK visa rules saw top UK companies withdrawing job offers from foreign graduates. Policies like these force business owners to consider other options, as is pointed out in Will Hambling’s article ‘How Labour’s new Entrant Visa policy undermines growth – again’:

“As founders, directors and hiring managers, we are now having to consider… Should we build our next studio in Lisbon instead of London? Do we create another subsidiary in a friendlier market? Do we relocate teams to countries that actually welcome talent?”

And for startups and emerging industries in the UK, these policies do not serve in aiding their growth.

“Ultimately, I think sponsorship is and can be a great thing, and I’d be willing to sponsor the right candidate, as I’ve tried to do many times. But the process is convoluted and difficult. Most startups don’t have the resources required. It’s expensive, and so, it doesn’t really make a lot of business sense to sponsor, at least in the context of entry-level positions. For more specialist, more senior positions that require expertise, require individuals who maybe are scarcer in the market, then, of course. Pursuing sponsorship can be worth it.

However, that’s been my experience with sponsorship. Unfortunately, because I think that sponsoring candidates from overseas enriches a business’s culture. Just in the way that having people in your friend group from overseas who have different backgrounds, cultures, enriches your personal life, so I think it’s a real shame.”

Ryan Hornby, founder of Sonder

Challenges for UK start-ups have been found to include limited access to capital compared to other countries and challenges in recruiting in-demand tech talent. Studies show that international talent play a key role in helping to bridge the skills shortage gap across emerging technologies and industries.

How does the UK benefit from the international talent it attracts?

“After my master’s degree, I find that being able to work in the UK opened up new opportunities. I’m exposed to new ways of interacting, a different language and a diverse community. I also feel that I am able to bring a different way of looking at the market and a new perspective to the company where I work.”

Creative Designer, MA in Design, UK university graduate, Skilled worker visa holder

“I actually started out in competitive sports then I decided to study Graphic design. London is a hotspot for creatives because it is so diverse in talent. I feel here, there are possibilities for progression in a creative career. I work in visual communication, and I can bring a different lens to my work because design is different around the world. Design in Japan for example would be looked at differently than in the UK. Graphic design is efficiency, not art.”

Creative Designer, BA & MA in Graphic Design, UK university graduate, Skilled worker visa holder

Industries such as the creative industry recognise international talent as being a significant part of their success. It has been identified that nearly a third of the creative workforce in London is international.

Additionally, the UK research community benefits heavily from international researchers. Increasing costs of recruiting researchers internationally, has been found to be pulling money from crucial cancer research in the UK. A 2025 policy report by Cancer Research UK identified that ‘international researchers bring a diversity of skills that enhance research, and connections which open opportunities for labs in the UK to form international collaborations.’

Therefore, the benefits go beyond simply filling workforce gaps.

Young people are already facing challenges

Now, of course, it would be narrow-minded of me to not acknowledge that there are other factors affecting young people in getting employment such as entry-level roles shrinking due to rising costs, automation and algorithmic hiring systems that privilege some over others. A study conducted showed that firms whose workforces are highly exposed to AI capabilities reduced total employment by 4.5 per cent on average, with the effect concentrated almost entirely in junior positions, which fell by 5.8 per cent.

Recent data from the office for national statistics shows that the percentage of young people who are not in education, employment or training (NEET) have seen increases over the course of 2025 alone. However, the effects on international graduates in the UK would inevitably prove to be greater.

So, the question begs to be asked. Having been educated by the UK school system and its universities, why can’t we young people be given a fair chance to show what we have learnt in the world of work?

That’s all we ask for.

By Susan Atiomo

Find Susan on LinkedIn.