UK Moves to eVisa System from July 15: What India–UK Businesses Must Know

The United Kingdom has unveiled an update to its visa issuance process, set to take effect from 15 July 2025, a move that stands to reshape mobility and procedures for business professionals across the India–UK corridor. Under the revised framework, the traditional practice of issuing 90-day vignette stickers in passports to applicants for study and work visas will be replaced by a fully digital eVisa model. This transformation aims to streamline travel preparation while enhancing flexibility and security for individuals and corporate sponsors.

From 15 July, applicants across several key visa categories including the Global Business Mobility, Skilled Worker (such as Health and Care), International Sportsperson, and Temporary Worker routes—will no longer receive the familiar passport vignette. Instead, once biometric data is captured at a Visa Application Centre (VAC), applicants will be required to open a UK Visa & Immigration (UKVI) online account, link their passport, and download their eVisa.

The practical implications of this change are considerable. Applicants will retain their passports during the application process, eliminating the need to surrender documents to VACs for vignette stamping. From the corporate side, employers must adapt internal protocols accordingly: right-to-work checks must now be carried out online using sharable codes from the eVisa, and documentation of arrival dates must be maintained in digital records to sustain compliance. As emphasised by legal advisers, “Employers should check that applicants have taken the required steps to access their eVisa prior to travel … sponsors must adhere to their record‑keeping duties”.

Relaunching the visa ecosystem with digital infrastructure aligns with broader ambitions shared by governments and stakeholders in both nations: to modernise immigration processes within the framework of the India–UK free trade agreement, which was finalised in early May. The FTA explicitly outlines enhancements in professional mobility including easier access for contractual service suppliers, intra-corporate transferees, independent professionals, and business visitors—complemented by social security exemptions. This digital eVisa policy reinforces that commitment, easing movement and reducing friction for professionals active across the corridor.

Crucially, the digital model applies solely to primary applicants under defined visa classes—dependants and applicants in non-work or study categories will still receive physical vignette stickers, maintaining a measured balance between innovation and tradition.

This shift occurs amidst other evolving visa rule updates. From 22 July 2025, salary thresholds and skill level requirements for both Skilled Worker and Global Business Mobility routes are set to increase. New minimum salary thresholds will rise for Skilled Workers, the minimum will be £41,700 (up from £38,700), with adjusted scales for PhD holders and new entrants. Similarly, the Global Business Mobility route will see its floor adjusted to £52,500, up from £48,500. While the 15 July digital changes are administrative, these forthcoming policy adjustments may have even more profound implications for hiring strategies, compensation planning, and talent mobility frameworks.

Senior representatives from UK Visas and Immigration have underlined the importance of preparation and compliance. In statements circulated via legal and consultant bulletins, UKVI highlights that “applicants must create a UKVI account and access their eVisa before they travel” and that employers carrying out right‑to‑work checks “must complete these online, via a share code generated by the applicant”. Sponsors are further reminded of record‑keeping duties, including proof of entry dates, in order to meet the Home Office’s regulatory requirements. Though these statements are not publicly quoted, they reflect official guidance released via stakeholders ahead of the deadline.

For business leaders and HR professionals engaged in cross-border mobility, the timing of the announcement is pivotal. Companies managing talent rotation, postings, and global assignments expect the eVisa system to significantly reduce administrative burdens. It eliminates passport surrender, reduces mailing delays, and expedites the visa status confirmation process right up to departure date. Advisers affirm that the change also mitigates risks associated with tracking physical vignettes, reducing errors and lost documents.

However, stakeholders must not overlook emerging implications. While the digital route simplifies issuance, the increased thresholds coming in July and an evolving Temporary Shortage List replacing the existing Immigration Salary List may impose additional costs and barriers to sponsoring roles. Organisations must proactively assess whether their roles meet the updated RQF‑6 skill level and salary demands, and reposition their hiring and salary strategies to maintain compliance.

On the ground, immigration support teams in India are already recalibrating pre‑departure checklists, athlete managers and mobility advisors are updating traveller guidance, and businesses are ensuring their IT infrastructure supports eVisa retrieval and verification. Training protocols are being deployed so HR staff can assist applicants in opening UKVI accounts and downloading eVisas—especially important for professionals based in regions without robust internet access.

The coming weeks will be crucial. Employers, mobility managers, and global HR teams must swiftly adapt internal workflows, ensure applicant readiness, and recalibrate budgets for the elevated thresholds effective in late July. Training lines must be updated, applicant support realigned, and right‑to‑work protocols recalibrated for digital verification. For mobility teams in India and the UK, it is a time for proactive communication and system-level alignment.