Laurence Keir-Thomas, a director at the global immigration law firm Fragomen, offers some insights into what the proposed changes to UK immigration law will mean for the UK games industry.

The UK’s Modern Industrial Strategy, published on June 23, marked the next milestone in the government’s quiet revolution in joined-up policy making. When set alongside May’s immigration white paper, it reveals the map for Invest 2035 – the government’s 10-year national growth plan.

Taken together, these documents represent a profound shift in the immigration policy landscape – one that presents both challenges and opportunities for the UK games industry. For the first time, immigration is being treated not just as a regulatory function, but as a lever of economic growth and a key component of industrial policy.

Although this strategic evolution holds promise in principle, its immediate application raises serious concerns – particularly for the games industry, which relies heavily on international talent and already faces tough economic headwinds.

In with the new: immigration as industrial policy

The UK Government’s Creative Industries Sector Plan, launched as part of the wider Industrial Strategy, positions the UK games industry and broader creative industries as a key pillar of the UK’s growth strategy. It includes a £30 million ($40.7 million) Games Growth Package, an industry-led Games Skills Strategy to be developed this year, and confirmation of the Video Game Expenditure Credit.

The sector plans outline welcome reform of the UK’s Global Talent visa route

Crucially, the Creative Industries Sector Plan and the Digital and Technologies Sector Plan integrate immigration policy as a strategic enabler – an explicit departure from earlier approaches that treated immigration policy as separate from sector-specific economic objectives.

The sector plans outline welcome reform of the UK’s Global Talent visa route. The route has long been underused by the games industry owing to a lack of alignment between endorsement criteria and industry norms. However, changes by the Number 10-led Global Talent Taskforce may deliver more accessible and relevant criteria for professionals in technology, animation, and digital media.

Similarly, the High Potential Individual visa route – which allows graduates of top international universities to work in the UK without a job offer – is being expanded. Although limited in scale, it offers studios a flexible way to hire young talent without the associated sponsorship costs.

The sector plans also signal the government’s intention to review the Innovator Founder visa route to better support UK-based spinouts and graduate-led ventures.

This shift is welcome, although alignment between ambition and implementation remains a work in progress.

Reality check: new barriers to sponsorship

Amid this welcome shift, the immigration white paper introduces measures to restrict the Skilled Worker visa route that are likely to hit the games sector hard.

Last week, the government announced the first wave of rule changes to implement the white paper proposals. From July 22, 2025, the salary thresholds for employers sponsoring workers under the Skilled Worker route will rise significantly. These increases affect some of the most commonly sponsored roles in the games industry.

This creates a material cost increase for employers – especially publishers and developers based outside London, where salaries tend to be lower, and especially for smaller or independent studios that already operate on tight margins.

The industry’s current turbulence compounds this challenge. High-profile layoffs – such as the latest round from Microsoft – and recent forecasts showing a sharp drop in spending on games for 18–24 year-olds present strong headwinds for the industry.

These changes also precede another major reform announced in the white paper: upcoming amendments to Indefinite Leave to Remain (ILR) rules for Skilled Worker visas. Full details are expected before the end of the year, but the changes will almost certainly increase the cost and complexity of retaining these workers long-term.

What studios can do now

In this climate, we advise studios to be proactive. Talent acquisition and retention strategies must evolve to meet these new challenges.

1. Budget forecasting and scenario planning. We recommend studios work closely with their talent acquisition and human resources teams to reassess hiring budgets. Accurately forecasting the full cost of sponsorship – including new salary thresholds, visa fees, and potential ILR-related changes – will be essential to keeping talent pipelines sustainable.

2. Prioritise long-term workforce planning. Studios need to evaluate their future skills needs in light of ongoing immigration changes. Supporting homegrown talent remains crucial, but in areas where domestic supply cannot meet demand – especially in advanced programming, AI, and animation – sponsorship may still be necessary. Early identification of key roles can guide when and where to invest in visas.

3. Engage with the government. There is a narrow but important window for the games industry to shape the immigration framework for the future. While the government has shown interest in aligning immigration policy with industrial priorities, meaningful progress will depend on coordinated advocacy.

Studios – particularly those impacted by rising salary thresholds – should make their voices heard. Contributing to consultations, engaging directly with policymakers, and collaborating with trade bodies such as UKIE and TIGA will be vital to ensure reforms reflect the operational realities of the sector.

Legal and immigration advisers working with studios across the games ecosystem have a clear view of how policy changes affect hiring decisions and long-term planning. As the sector adapts to new rules, there is a growing need for practical guidance and industry-wide engagement to ensure immigration policy supports, rather than hinders, creative growth.

For the games industry, it is a double-edged sword

The UK government’s decision to integrate immigration into industrial strategy represents a once-in-a-generation shift. But for the games industry, it is a double-edged sword. While the long-term vision and structural change offer promise, the short-term policy execution – especially the rising costs for Skilled Worker sponsorship – poses real challenges.

Studios must act now to adjust hiring plans, prioritise long-term workforce planning, and engage in policy dialogue. The future of the UK’s creative industry depends on securing global talent, and the games industry can lead the way in making that case.