UK Employers Must Prepare for Major Changes to Care Worker Immigration Rules
From 22 July 2025, UK care sector employers will no longer be able to recruit overseas care workers under the Skilled Worker visa route. This significant policy shift is part of the government’s wider immigration reforms, and it carries profound implications for social care providers that rely on international recruitment.
Employers are being urged to assess their workforce strategies now and prepare for increased scrutiny, tighter compliance expectations, and the looming threat of sponsor licence revocation in cases of non-compliance.
What’s Changing: The End of Overseas Care Worker Visas
As confirmed in the UK government’s 2025 Immigration White Paper, overseas nationals will no longer be able to apply for care worker and senior care worker roles under the Skilled Worker visa route. The new rules come into force on 22 July 2025, closing the door on new international recruitment for frontline care roles.
The Skilled Worker route has, until now, allowed care providers to sponsor non-UK nationals to fill urgent staffing gaps. But that route is being closed off for these occupations, part of a broader strategy to shift the sector’s hiring focus toward the domestic workforce.
According to Shara Pledger, an immigration law expert at Pinsent Masons, these changes signal an end to what has been, for many care providers, a lifeline.
“The government will continue to closely monitor compliance, including sponsor licence revocations and the number of displaced workers,” she warned. “Employers should expect continued scrutiny and risk licence losses if they fail to comply with updated obligations.”
Who Will Be Affected?
The changes affect two key roles in the social care sector:
- Care Workers (SOC code 6145)
- Senior Care Workers (SOC code 6146)
Any employer currently sponsoring or intending to sponsor workers in these categories under the Skilled Worker route will be directly impacted. After 22 July 2025, no new visa applications will be accepted from care workers outside the UK.
Importantly, in-country switching will still be allowed until 22 July 2028, but only under certain conditions:
- The applicant must already be in the UK under another visa type.
- They must have been employed by the sponsoring care provider for at least three months before the Certificate of Sponsorship is issued.
This limited exemption offers a short-term solution for employers, but it is not a long-term fix.
Why Is This Happening?
The government has made no secret of its desire to reduce net migration figures. The removal of care workers from the Skilled Worker route is part of a broader recalibration of immigration priorities. The White Paper introduces higher skill thresholds across many sectors, raising the bar to RQF Level 6 (equivalent to UK bachelor's degree level) for Skilled Worker visa eligibility.
This means more than 100 job roles will no longer meet the requirements for skilled worker sponsorship. Sectors likely to be most affected include:
- Hospitality
- Retail
- Construction
- Frontline health and care
According to the Home Office, these changes aim to:
- Tackle worker exploitation by cutting down on poorly regulated recruitment.
- Incentivise the development of a domestic workforce pipeline.
- Promote long-term employment stability within the care sector.
Sponsor Licences: A New Era of Enforcement
Employers holding sponsor licences should be on high alert. With the new restrictions, the Home Office is expected to ramp up enforcement to ensure remaining sponsors comply strictly with all obligations.
Common risks include:
- Failure to update the Sponsorship Management System (SMS)
- Not conducting right-to-work checks
- Employing workers outside the scope of the visa
- Late reporting of changes to job roles or hours
Sponsor licence revocation is not just a hypothetical risk—it has been increasingly exercised in recent months. Losing a sponsor licence can mean the immediate loss of sponsored staff and long-term reputational damage.
Pledger advises all employers to audit their current sponsor practices and prepare for more inspections and compliance checks.
Planning Ahead: What Care Sector Employers Should Do Now
If you operate in the care sector, here’s how to prepare:
1. Review Workforce Planning
Do you have a strategy for replacing overseas workers you can no longer sponsor? Start building talent pipelines through local recruitment initiatives, apprenticeships, and training programmes.
2. Audit Your Sponsorship Compliance
Ensure your records, right-to-work checks, and SMS logs are accurate and up to date. This includes:
- Employment contracts
- Salary records
- Job descriptions matching SOC codes
- Timekeeping and shift logs
3. Maximise In-Country Switching (Until 2028)
If you currently employ care workers on other visa types (such as Student or Graduate visas), you may still be able to switch them into Skilled Worker status if you act before July 2028 and meet the criteria. This window provides a limited route to retain valued workers.
4. Stay Updated on Upcoming Reforms
The government has signalled more changes are on the way, especially regarding:
- Right-to-work checks for agency and contract workers
- Tougher penalties for illegal working
- Greater requirements for HR recordkeeping
Working with an experienced immigration solicitor or HR compliance advisor can help you stay one step ahead.
Transitional Protections
The government has confirmed that individuals already holding Skilled Worker visas or those who switch before July 2028 will retain their right to remain and work under the current terms. They will not be subject to retrospective application of the new rules.
This means:
- Existing visa holders can renew their visas.
- Those switching in-country before the deadline can continue on the Skilled Worker route.
- Employers can plan around known visa expiry timelines—but should not assume this exemption will be extended.
Is This the End of Overseas Recruitment in Social Care?
Not entirely. Although the Skilled Worker route for care workers is closing, there are still some pathways through:
- Health and Care Worker visa (for registered nurses and other regulated professionals)
- Graduate visas, which allow recent international graduates to work in any role
- Student visa holders, where eligible, may work limited hours during term and full-time during holidays
However, these are not long-term solutions for most care employers. With the closure of the direct Skilled Worker visa route, many small and medium-sized providers will find it harder to access the global talent pool they’ve come to rely on.
Final Thoughts: A Sector at a Crossroads
The closure of overseas recruitment for care workers marks a major turning point in UK immigration and workforce strategy. For employers, this is not just a change in visa eligibility—it is a call to transform how care staff are hired, retained, and supported.
The next few years will be critical for the care sector as it navigates:
- Domestic staffing shortages
- A rising elderly population
- Increasing regulatory and compliance requirements
Organisations that act now—by auditing their sponsor practices, investing in local talent, and securing immigration guidance—will be best placed to weather the storm.
Need Help Preparing for the Changes?
At Parachute Law, we specialise in helping care sector employers manage sponsor licences, stay compliant with evolving immigration rules, and prepare strategic workforce plans that align with UK law.
Call us today on 0207 183 4547
Or email thelegalteam@parachutelaw.co.uk
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