Immigration Rules and Associated Policy

Immigration Rules from 24 July 2026

Changes to the Immigration Rules:

• Close the Ukraine Sponsorship Scheme; and
• Clarify the qualifying routes for the Ukraine Permission Extension Scheme

Immigration Rules from 1 July 2026

Changes to the Immigration Rules:

• The changes introduce the ability for entry visas entry certificates to be issued in electronic form. For more information, please see the eVisas notice.
  
  
• Introduces 6 SOC codes that require a Criminal Record Certificate (CRC) to provide essential safeguarding for educational roles in Part 8 and Appendix W
  
  
• Reintroduces a requirement for funds to be held for a 28 day period under Appendix C for evidential purposes when submitting an application; and
  
  
• Corresponding changes in Appendix E have been made as a result of changes to Appendix C

Worker Migrant Policy Clarifications Released 31 May 2026

1. Any CoE received before 12:01am on the 1 June 2026 to be processed under the pre 1 June 2026 rules. Any CoE issued before the 1 June 2026 to support a visa application received after 12:01am on the 1 June 2026 will be processed under the pre 1 June 2026 rules. Any CoE received after the 1 June will be processed under the new rules in operation from 1 June 2026
   
   
2. Continue to apply the current Isle of Man Health and Care visa application fee-reduction position. Workers using new SOC codes for health and care roles remain entitled to the reduced fee where the role remains eligible in our Confirmation of Employment Guidance. Do not treat UK removal of an equivalent SOC code as automatically removing Isle of Man eligibility for the visa application fee-reduction
   
   
3. Apply the 12-month restriction to the first 12 months on an Isle of Man-issued entry clearance Worker Migrant visa. For people switching from a UK visa into Isle of Man further leave, apply the restriction from the Isle of Man grant of leave unless further policy direction says otherwise. Do not reset the restriction on ordinary further leave where the person has already completed the initial 12-month period with the employer. Escalate exceptional cases
   
   
4. The CoE Policy uses the terms 'responsible person', 'key contact' and 'reporting officer'. The Sponsor Policy uses 'Authorising Officer' and 'Key Contact'. The Employer Compliance Policy refers to 'key personnel'. For operational purposes, these terms should all be read as referring to the person or role within the employer's organisation responsible for managing the migrant worker and dealing with employment or immigration-related reporting duties. Companies use different terminology and reporting structures, so the responsible person may reasonably be the worker's manager, HR lead, director, owner, sponsor contact, Authorising Officer, Key Contact, reporting officer, key personnel, or authorised representative. The requirement is that both the employer and the worker know who that person is. The employer should have a documented internal policy assigning responsibility to a specific person or role
   
   
5. Staff must apply the maintenance funds requirement as follows. For applications submitted before 8 April 2026, applicants must show the required funds were held for 28 days. For applications submitted from 8 April 2026 until the making of Statement of Changes No. 4, applicants only need to show that they held the required funds at the date of application, unless the evidence relied on is a bank letter, where the relevant evidential holding period still applies. From the making of Statement of Changes No. 4, the 28-day holding requirement applies again. Staff do not apply a 90-day holding period to Worker Migrant or Worker ICT Migrant applications

12 May 2026 update: Following on from yesterday’s announcements below, please accept our apologies. The incorrect version of the Statement of Changes in Immigration Rules SD 2026/0102 was uploaded to the website, however the correct version is now online to view.

Notice: From 1 June 2026 the updated Confirmation of Employment Policy [GC 2026/0013], the new Employers Compliance Policy [GC 2026/0014], and new Worker Migrant Rules from the Statement of Changes [SD 2026/0102] will come into operation

Changes to the Immigration Rules include:

• Amended Rules governing changes of employment by introducing a prohibited change to employment for Worker Migrants to prevent a change in employment during the first 12 months of their leave being issued
  
  
• Amended Rules so that only Higher Skilled roles are eligible to bring dependents, namely partner/spouse and children, when relocating to the Isle of Man
  
  
• Tightening the requirement on an employer to sponsor a migrant with the introduction of a Worker Migrant CoE Policy [GC2026/0013]
  
  
• A requirement for employers to adhere to the Immigration Employer Compliance Policy GC 2026/0014, which enforces a three-tier risk-based compliance model: Level 1-Advisory, Level 2-Formal Warning, and Level 3-Cancellations Considerations
  
  
• Replacement of the existing Key Employment List with an Isle of Man Shortage Occupation List with UK 2020 SOC codes and variant salaries
  
  
• Amended the current Labour Market Test (RLMT), renaming it as the Sequential Labour Market Test (SLMT), with amendments providing a clear three-tier sequential effect, prioritising Isle of Man Workers, with Work Permit recruitment the first alternative and the international labour market a final option
  
  
• Amendments to the terms of job adverts include extending the advertisement period to 14 days on Island and 14 days within the CTA; shortening the interval between advertisement and a visa application; and requiring employers to advertise vacancies widely through recognised CTA channels for at least 14 days before a visa application is made; and
  
  
• Transitional arrangements to be legislated for existing Worker Migrant visa holders who apply for FLR and ILR to be considered against the rules prior to 1 June 2026