nSince 2021, the UK has implemented a ‘points-based immigration system,’ claiming to attract global talent through a fair and transparent process to determine who can work in the UK. It sounds like Australia’s quantitative system, but in reality, it is not. It neither truly selects people based on scores nor allows the government to take control. The so-called ‘points’ are merely a repackaging of the old system.n<\/p>\n\n\n\n
nUnder the current system, applicants must accumulate 70 points to be approved. However, these 70 points are almost predetermined: having an employer sponsorship, meeting the specified skill level, and passing an English test collectively account for 50 points. The remaining points can be obtained by meeting salary standards, having a job on the shortage occupation list, or possessing a PhD. In other words, once an applicant finds a willing sponsor, the other conditions are mostly met. This is not a competition of points but a ticket to entry.n<\/p>\n\n\n\n
nA genuine points-based system should allocate points to everyone in a detailed manner. Scores should not be a patchwork of ‘choose one of three’ but rather a quantitative weighting of hundreds of detailed items. Factors such as which university, which department, English proficiency, work experience, age, and professional level should all be scored on a continuous scale. This way, everyone has an independent score, and the government can decide who to admit based on total scores. If there are only a few levels, each worth five points, and thousands of people have the same score, the so-called ‘points system’ loses its meaning.n<\/p>\n\n\n\n
nA well-designed system should allow the government to truly control the scale of immigration. The government could set an annual quota and then admit applicants based on their scores, thus controlling numbers while maintaining quality. In contrast, the current UK system sets a fixed passing line, allowing anyone who meets the criteria to enter. As a result, visa numbers fluctuate with market changes, and the government loses control. It seems like ‘the government decides who can enter,’ but in reality, companies decide who can apply.n<\/p>\n\n\n\n
nMore seriously, visas are tied to employers. Holders of Skilled Worker visas may lose their legal status if their employer goes bankrupt, restructures, or lays off workers due to economic cycles. No one can guarantee a job will last five years, let alone ten. This uncertainty makes foreign employees hesitant to resign, complain, or defend their rights. The system creates a dependency relationship, turning so-called ‘talent’ into replaceable labor.n<\/p>\n\n\n\n
nThe UK has long been short of healthcare workers, engineers, and researchers, yet it still ties them to a single employer. To truly attract and retain talent, the UK should expand systems like the Global Talent visa. Not only award-winning scholars or Nobel laureates should be considered talent. Any doctor, nurse, engineer, or scientist with professional qualifications should be able to work freely. As long as they meet objective standards, they should be able to apply for permanent residency and citizenship without being beholden to their employer.n<\/p>\n\n\n\n
nToday’s ‘points-based system’ neither selects the capable nor prevents abuse. It is neither a points system nor a real system. To rebuild credibility and efficiency, the UK must fundamentally reform\u2014making scores a true selection standard and allowing the government to regain control, rather than letting employers manage the country’s borders.n<\/p>\n","protected":false},"excerpt":{"rendered":"
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