An OBN survey last year found that 90% of businesses in the life sciences sector were experiencing skill shortages, a trend that has persisted into 2025. With the sector contributing nearly £10.5 billion to Scotland’s economy, addressing workforce shortages is crucial.
However, recent changes to immigration rules have made international recruitment more difficult and expensive. So, what do businesses need to know and how can they navigate these challenges?
In April 2024, the Home Office raised the minimum salary for Skilled Worker visas by 48% and increased the "going rate" for certain roles to match the UK median salary. While some life sciences roles saw a lower salary threshold, overall, hiring international talent became more challenging.
These changes have impacted salary thresholds across key roles in Scotland. Data scientists and chemical scientists now require a minimum salary of £38,700, compared to the previous £26,200-£28,500 range. Biomedical scientists, previously benefiting from a shortage occupation discount, now need £44,800 to qualify for a visa, while laboratory technicians with over three years of experience must meet a £30,960 threshold. These increases make recruitment especially difficult for Scottish small and medium-sized businesses and could have long-term implications for the industry’s ability to attract skilled workers from across the globe.
Alongside salary increases, businesses must navigate additional costs to recruit abroad, for example, when you consider licence applications fee, and the Immigration Skills Charge charges small businesses over £1,800 to obtain and use a licence if they are hiring from abroad for the first time. In a competitive talent market, businesses might also be required to cover visa costs, bringing the total expense for a three-year visa to more than £5,500. For larger companies, these costs can quickly multiply, adding further financial pressure to an already stretched sector. The Home Office has already announced further cost increases are likely in the coming 12 months.
Beyond financial and regulatory hurdles, businesses are also facing difficulties with the UK’s transition to an online-only e-Visa system. Since 31 December 2024, physical immigration documents have been phased out, requiring all visa holders to use digital proof of their status.
However, the transition has been problematic, with airlines struggling to verify passengers' immigration status, leading to travellers being denied boarding. Thousands of visa holders have yet to receive their e-Visas, leaving them unable to work or rent property, with some refugees facing eviction from Home Office accommodation while waiting for digital status confirmation.
The Open Rights Group (ORG) criticised the system, saying the Home Office’s refusal to take responsibility for data errors or service issues suggests it expects failures. These barriers further complicate the hiring process for businesses relying on skilled international workers. Employers are already having to dedicate additional resources to support affected staff, which adds another layer of complexity to an already challenging recruitment landscape for the life sciences sector.
Recognising the need for international talent in artificial intelligence (AI) and life sciences, the UK government has announced plans to review visa policies. Chancellor Rachel Reeves confirmed at the World Economic Forum in Davos that an immigration white paper will be published later this year to attract global talent. However, details remain unclear, and businesses are continuing to struggle under current restrictions.
Ministers have indicated that British diplomats will promote the UK as a destination for high-skilled workers and entrepreneurs. While this suggests a possible easing of visa requirements, life sciences companies cannot afford to wait for policy shifts that may take years to materialise.
Whilst the UK Government reviews immigration rules, there are steps businesses in the life sciences sector can take to navigate the regulatory hurdles.
Businesses must conduct salary mapping exercises to compare salary bands to visa levels, identify feasible international recruitment opportunities and implement visa cost management strategies to ensure costs, such as the Immigration Skills Charge, are handled effectively. Sponsor compliance audits are also essential in maintaining a valid sponsor licence, as compliance failures could lead to licence revocation, affecting both future recruitment and existing sponsored employees. Factoring changes in immigration policies into long-term workforce planning strategies is critical to ensuring continued access to skilled talent and maintaining competitiveness in a global market.
With visa restrictions tightening, salary thresholds increasing, and administrative challenges like the e-Visa transition causing further complications, businesses must act now. While the government has signalled a willingness to review high-skilled visa routes, life sciences companies cannot afford to wait for changes that may take years. Ensuring compliance, managing sponsorship costs and exploring alternative workforce strategies will be essential to maintaining access to the talent needed for continued growth in this vital sector.
This article was first published in DIGIT News—read more here.
