The UK Government’s recent Command Paper – A Fairer Pathway to Settlement signals the most significant overhaul of immigration and settlement policy in decades. The proposals aim to replace the current five year route to Indefinite Leave to Remain (ILR) with a merit-based system where settlement is earned through contribution and integration rather than granted automatically after a fixed period. For HR professionals, these changes will have far-reaching implications for workforce planning, compliance and employee engagement.

What’s Changing?

Under the proposed model, most migrants will face a 10 year qualifying period for settlement, double the current term. This baseline can be shortened for high earners, key public service workers or those demonstrating “exceptional integration”, while individuals with immigration breaches or reliance on public funds may face longer waits of up to 20 or even 30 years in extreme cases.

Eligibility will be assessed against four pillars:

1. Character: Clean criminal record and compliance with immigration rules.
2. Integration: Higher English language standards (B2 minimum, with possible reductions in qualifying period for C1), passing the Life in the UK test, and evidence of community engagement.
3. Contribution: Sustained economic activity, such as paying income tax and National Insurance. High earners (50,270+) could qualify after five years; those earning 125,140+ may settle in just three.
4. Residence: Continuous lawful residence remains...

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