FINANCE & LEGAL
THE IMMIGRATION CHANGES IMPACTING CARE
Since spring 2024, the UK’s immigration system has undergone a number of substantial reforms, say Shabana Muneer (Partner), Ruth Jowett (Senior Associate) and Sijabulisiwe Dube (Associate), from the Walker Morris Employment & Immigration team. Many of these reforms have a direct and adverse impact on employers in the care sector. Here, they explain what these changes are and what lies ahead.
SPONSORSHIP OF CARE WORKERS
Since August 2020, employers holding Home Office-issued sponsor licences have been able to sponsor migrant workers in Care Worker and Senior Case Worker roles under the Health and Care Worker visa scheme.
The Health and Care Worker visa scheme was introduced because of the staff shortages highlighted within the social care sector following the Covid-19 pandemic. The Health and Care visa is a subcategory of the Skilled Worker route, designed to make it cheaper, quicker, and easier for healthcare professionals from around the world to come to the UK.
Due to the rise in net migration, the government has gradually implemented several changes affecting individuals sponsored under this scheme, as well as their employers.
EFFECTED CHANGES
• 11 March 2024: Workers sponsored under SOC codes 6135 (Care Workers) and 6136 (Senior Care Workers) became ineligible to bring dependants with them to the UK where their first grant of permission was on or aſter this date.
• 22 July 2025: Employers were no longer able to sponsor individuals based overseas to come to the UK for work in Care Worker and Senior Care Worker roles.
• 22 July 2025: The government announced that in-country extensions and switching applications for care workers already in the UK will only be permitted until 22 July 2028.
In July 2025, the Home Office published a Statement of Changes to the Immigration Rules, which implemented a number of changes to the UK business immigration routes as proposed in the Government’s White Paper in May 2025.
The most significant change affecting the care sector, effective from 22 July 2025, was the complete ban of overseas recruitment for Care Workers and Senior Care Workers under the Skilled Worker route.
While new overseas applicants are no longer permitted to be sponsored in these roles, to the relief of employers in the sector, existing workers under this route remain eligible for sponsorship and can extend their permission until July 2028. Further,
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individuals can switch into the route in-country, provided they have been legally working in their care worker role for the employer who will become their sponsor for at least three months.
In addition, the base minimum salary for Health and Care workers was increased to £25,000, up from £23,200. Employers must carefully review the new salary thresholds to ensure compliance with both the general minimum threshold and the 'going rate' for each role. This is an important consideration for employers, as applying incorrect salary levels will result in application refusals.
UPCOMING CHANGES Immigration Skills Charge (ISC)
As of 16 December 2025, Immigration Skills Charge (ISC) fees will increase by 32%, from £364 to £480 per year for small companies, and from £1,000 to £1,320 per year for medium and large companies. We recommend that companies review upcoming visa expiries and, where possible, assign any Certificates of Sponsorship (CoS) prior to 16 December for workers with visas expiring within the next three months.
“The most significant change affecting the care sector, effective from 22 July 2025, was the complete ban of
overseas recruitment for Care Workers and Senior Care Workers under the Skilled Worker route”
Settlement Requirements
Under the current rules, sponsored care workers can obtain Indefinite Leave to Remain (ILR) aſter holding permission under the Skilled Worker route for a continuous period of five years. However, in November 2025, the government announced proposals to introduce a new 'earned settlement' system, meaning that many workers will no longer qualify for ILR
www.tomorrowscare.co.uk
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