UK Visa Sponsorship Care Jobs: Step‑by‑Step Guide for International Applicants

1. Executive Summary & Scope

This guide outlines:

The historical context of the UK Health & Care Worker visa and its current status
How the July 22, 2025 reforms impacted overseas care job sponsorship
Transitional rules valid until July 22, 2028 for existing visa holders
Alternative immigration routes for care professionals
Employer-side implications, sector risks, and recommended next steps
Salary thresholds, occupation codes, eligibility criteria, and application process
Real-world impact on staffing and policy commentary

2. Background: Rise and Fall of the Care Worker Sponsorship Route

2.1 Creation and Purpose (2022–2025)

In February 2022, the UK government introduced the Health & Care Worker visa, a sub‑category of the Skilled Worker route, opening sponsor-eligible entry for occupation codes 6135 (Care Workers and Home Carers) and 6136 (Senior Care Workers) to address chronic domestic staff shortages.

Between 2022 and 2024, over 220,000 care staff were recruited internationally, primarily through NHS employers and independent care providers. Recruitment accelerated further when domestic applicant numbers failed to meet demand.

2.2 Growing Concerns and Regulatory Crackdown

By early 2025, misuse of sponsorship and allegations of exploitation, fraud, and underpayment led to government action. Hundreds of sponsor licences were revoked, and dependant visas for new care workers were eliminated beginning March 2024. Providers were also required to prioritize UK-based applicants.

3. Major Immigration Reforms Effective July 22, 2025

3.1 Closure of Overseas Care Worker Sponsorship

As of 22 July 2025, new applications from outside the UK for care worker or senior care worker roles (SOC 6135/6136) are no longer accepted, ending what was until then a core recruitment stream.

3.2 Transition and Phasing‑Out Plan (Until July 2028)

Applicants already in the UK on a valid care visa may continue to:

Extend their visa
Switch employers (after at least 3 months employment with current sponsor)
Bring dependants (if already in route before March 2024 under previous family rules)

These transitional arrangements expire 22 July 2028 at the latest.

3.3 Elevated Skill & Salary Thresholds

From April to July 2025, new rules raised:

Skill requirement from RQF Level 2 (care roles) to RQF Level 6 (degree qualified)
Salary minimums to £25,000+, or the occupation-specific “going rate”, typically around £31,300/year

Care roles below degree level were removed from the Skilled Worker route entirely, with only Temporary Shortage List exceptions pending expiry in July 2028.

4. Eligibility: Who Can Still Apply?

4.1 Overseas Applicants: No New Sponsorship

If you apply from abroad for a care worker or senior care worker role after 22 July 2025, your application will be refused, regardless of employer licence status.

4.2 Applicants Already in the UK

If you currently hold a Health & Care Worker visa or Skilled Worker visa sponsored under SOC 6135/6136:

You may extend your sponsorship or switch employers (provided you have continuous legal care work for at least 3 months before assignment of new CoS)
You may enter settlement (Indefinite Leave to Remain) after 5 years
You may retain a limited dependent visa if you entered before March 2024; newer switching applicants cannot sponsor dependants.

5. Application Process (Pre‑July 2025 Scenarios Only)

Step 1: Secure a Job Offer from an Approved Sponsor

Employer must be UK Home Office–licensed, CQC‑registered (for England care)
Role must align with SOC codes 6135 or 6136
CoS must be assigned before 22 July 2025 if applicant is overseas.

Step 2: Meet Salary and English Requirements

Minimum salary: £25,000/year or the occupation-specific going rate
English proficiency proof (e.g., IELTS level B1 or above)

Step 3: Gather Documents

Passport and supporting ID
CoS reference
Proof of fund (unless certified by sponsor)
TB certificate (if applicable), police clearance, translated qualifications

Step 4: Submit Visa Application Online

Time: typically 3 to 8 weeks
No Immigration Health Surcharge required
Biometric appointment required

Step 5: Travel to UK & Commence Work

Visa holders can arrive up to 14 days before start date on CoS and must start the care job within specified timeframe.

Step 6: Extension or Switching

Healthcare staff must maintain eligibility and role continuity to extend or switch within the care route or to other eligible Skilled Worker roles.

6. Alternative Immigration Routes for Care Professionals

6.1 Skilled Worker Visa (Degree-level Health Roles)

Care roles above RQF Level 6 (including nursing, regulated rehabilitation roles) remain sponsored under Skilled Worker visa—subject to:

70‑point threshold (job offer + skill level + salary + English)
Salary and occupation code compliance

6.2 Graduate, Ancestry, Family, or Global Talent Routes

Graduate visa holders may potentially switch to Skilled Worker if they secure a role at degree-level health or care profession before July 2025.
UK Ancestry visa: Commonwealth nationals with British parent/grandparent
Global Talent or Innovator visas: for research or medical professionals with exceptional qualifications

7. Impacts on Care Providers & Sector-Level Risks

Workforce Shortage Predictions

The care sector already carries 131,000+ vacancies in England
Without overseas care recruitment, staffing levels may become unsustainable by winter 2025, risking bed-blocking in hospitals and reduced homecare capacity

Recruitment Strategy Overhaul

Employers reliant on sponsors must fast-track CoS assignments before July 2025
From April, providers must demonstrate UK recruitment attempts prior to sponsoring overseas applicants

Regulatory & Compliance Pressures

UKVI is intensifying sponsor licence audits
Noncompliance risks include licence suspension, revocation, and civil penalties for illegal employment

8. Detailed Salary & Occupational Insight

Salary Thresholds

Care roles require minimum £25,000/year or each job’s going rate
Regulation change raised thresholds mid-2025 to reduce lower-wage roles
Immigration Salary List (ISL) preserves eligibility for certain RQF 3–5 shortage roles only until 2028

Occupational Points

Points-based eligibility breakdown:

Job offer by licensed sponsor: 20 points
Appropriate ICT (skill level): 20 points
English proficiency: 10 points
Salary >= £25,600 or shortage occupation: 20 points

Total: 70 points required.

9. Real-World Illustrations of Impact

Hammerson House, London: 58% of care staff internationally recruited; timing of policy change threatens continuity of care.
NHS employers and independent providers urgently seeking to sponsor staff before July 2025 deadline.
Industry warnings: Nuffield Trust and UNISON criticise rapid reform for prioritizing political optics over sustainable strategy.

10. Step‑by‑Step Decision Matrix for International Applicants

11. Frequently Asked Questions (FAQs)

Q1: Can I still apply from abroad for a care job visa?
A1: No. Care worker routes from overseas closed as of 22 July 2025. Any new clearance from abroad will be refused.

Q2: I’m already in the UK on a care visa—can I continue working?
A2: Yes. You can extend or switch employer, provided you have worked in your current role for 3 months before CoS. You may settle after 5 years.

Q3: Can I bring my family?
A3: Only if you entered before March 2024 under old dependant rules. After that, new care-based visa holders cannot sponsor dependants.

Q4: I hold a Graduate visa—can I switch to Skilled Worker in care?
A4: Only if the role qualifies above RQF6 (e.g. nursing). Standard care worker roles (RQF2/3) are no longer eligible.

12. Recommendations for Applicants & Employers

For International Care Applicants:

Act quickly if already in UK: extend or switch before July 2028
Seek degree-level healthcare roles for long-term sponsorship possibilities
Avoid rogue agencies; rely only on licensed sponsors with valid CoS offers
Track the Visa Bulletin and government announcements closely

For UK Care Providers:

Expedite CoS assignment for international hires before July 2025
Shift recruitment efforts internally and domestically
Prepare for workforce gaps; invest in local staff retention
Ensure sponsor licence compliance; audit internal processes

13. Policy Outlook & Advocacy Considerations

Critics warn the reforms are largely politically motivated, aimed at reducing net migration amid public pressure, rather than solving sector staffing issues.
Government emphasizes domestic workforce investment, fair pay agreements, and training—but pledges remain unfunded and delayed.
Further regulatory changes expected later in 2025: new family visa framework, higher English tests, raised Immigrant Health Surcharge, and revised settlement criteria.

14. Summary Table for International Applicants

Scenario	Eligible?	Notes
Overseas applying for care worker role after Jul 22, 2025	No	Route closed. Applications refused.
In UK, current Health & Care visa holder	Yes	Can extend or change employer until Jul 2028 with conditions.
Holding Graduate visa and switching to care role	No if SOC6135/6136	Only degree (RQF6+) roles qualify under Skilled Worker.
Degree-qualified healthcare role (e.g. nurse)	Yes	Can apply under general Skilled Worker, subject to points.

15. Strategic Planning for International Applicants

15.1 Timing Is Crucial

If you are currently in the United Kingdom with a valid Health and Care Worker visa, the time between now and 22 July 2028 is vital. Every visa decision must be strategic:

Ensure consistent employment in your current care role to preserve extension eligibility.
Maintain records: payslips, contracts, and confirmation letters from employers will be necessary for future sponsor switching.
Begin preparing early for permanent residency (Indefinite Leave to Remain) if you are eligible before the deadline.
Consider upgrading qualifications to RQF Level 6 or above to remain eligible for future sponsorship under Skilled Worker routes.

15.2 Upskilling and Requalification

As the UK tightens eligibility requirements, qualifications will matter more than ever. Consider:

Pursuing a UK-accredited diploma or degree in nursing, occupational therapy, or other regulated healthcare fields.
Completing Level 5 Leadership in Health and Social Care if aiming to transition into management.
Enrolling in university nursing conversion programmes for care workers with overseas medical backgrounds.
Attaining UK NARIC (ENIC) equivalency certification for foreign academic qualifications.

15.3 Use the Graduate Visa Wisely

For those who studied in the UK, the Graduate Visa provides a temporary two-year work period. Though care jobs no longer offer long-term sponsorship through this visa, it can still act as a bridge if you:

Secure a degree-qualified job (e.g., in nursing or public health)
Apply early for a Skilled Worker visa in another sector with eligible roles
Requalify and transition into the UK healthcare system through accepted academic credentials

16. Sponsor Licence Compliance for UK Employers

16.1 Navigating the New Landscape

UK care employers with existing sponsor licences must now pivot:

They can no longer issue new Certificates of Sponsorship (CoS) for SOC 6135 or 6136 to overseas applicants.
Only in-country care staff with existing visas are eligible for internal switches or extensions.
Sponsors must keep clear evidence of employment continuity and 3-month minimum working period before assigning a new CoS.
Licences remain valid for other eligible roles in healthcare (e.g., nurses, therapists, pharmacists).

16.2 Preventing Penalties

Sponsors must strictly comply with the revised Home Office guidance. Non-compliance may result in:

Revocation or suspension of sponsor licence
Civil fines or penalties for employing individuals without valid leave
Reputational damage and removal from the published sponsor list

Key compliance steps include:

Conducting right-to-work checks and document retention
Reporting absences or employment terminations
Ensuring roles are genuine, full-time, and paid above the minimum salary thresholds
Maintaining a compliance officer and record-keeping system

17. Employer Checklist: Post-July 2025 Workforce Planning

Action	Recommended Deadline
Assign CoS to eligible international recruits	Before 22 July 2025
Audit existing sponsored staff and visa expiry	Immediately
Identify staff on care visas approaching ILR	Within 12 months of expiry
Update sponsor management systems (SMS)	Q3 2025
Train HR on sponsor compliance post-reform	Q3–Q4 2025
Diversify recruitment through domestic channels	Q4 2025 onward

18. Long-Term Implications for the UK Social Care Sector

18.1 Widening Workforce Gaps

Independent research from The Nuffield Trust and King’s Fund estimates a care workforce shortfall exceeding 480,000 by 2035 if current recruitment trends continue. The abrupt closure of international routes may further:

Reduce capacity in domiciliary care
Delay hospital discharges due to unstaffed care homes
Increase reliance on agency workers, driving up operational costs
Lead to burnout and turnover among existing domestic staff

19.2 Political and Ethical Criticism

The reform has faced widespread criticism from health and social care associations:

Critics argue the changes were implemented with little industry consultation.
Organisations such as UNISON, Skills for Care, and the National Care Forum have labelled the reforms “short-sighted,” citing their impact on continuity of care and older people’s dignity.
There are also serious concerns about equality of opportunity for workers from low- and middle-income countries who previously relied on these routes for safe, legal migration to the UK.

20. Future Projections & Policy Outlook (2025–2030)

While the current restrictions remain in place through 2028, future governments may:

Reassess the care worker visa closure in light of rising staffing pressures
Reintroduce limited overseas recruitment through a revised, tightly regulated pathway
Emphasise UK‑based training programmes and invest in apprenticeship pipelines
Explore bilateral recruitment agreements with countries experiencing underemployment in healthcare (e.g., India, Ghana, Nigeria)

21. Final Checklist for International Care Applicants (Post-July 2025)

Already in UK with valid care visa?
→ You may switch or extend until July 2028 (with conditions).
→ Begin settlement planning if eligible.

Overseas applicant with no UK visa?
→ You are no longer eligible for care roles under sponsorship.
→ Seek alternative routes (nursing, public health, etc.).

Looking for degree-qualified sponsorship routes?
→ Focus on RQF Level 6+ jobs (nursing, medical tech).
→ Consider studying in the UK or requalifying locally.

Holding Graduate Visa?
→ Transition only possible to roles on eligible Skilled Worker list.
→ Monitor employer job offers carefully.

Want to bring dependants?
→ Only permitted if you entered under the old care route before March 2024.
→ New dependants are not eligible under care pathway rules.

22. Conclusion: Navigating the Transition with Strategy and Clarity

The landscape for care jobs with visa sponsorship in the United Kingdom has fundamentally changed. While the Health and Care Worker visa once offered a relatively accessible path to employment and residency for foreign care professionals, the reforms implemented in 2025 have now closed that door for overseas applicants. However, opportunities still remain for those currently in the UK, and for professionals with the right skills, credentials, and adaptability.

For international applicants, the emphasis must now shift from entry-level care roles to skilled, regulated professions within the broader health and social care ecosystem. For employers, strategic workforce planning, legal compliance, and investment in domestic talent pipelines are critical to sustaining operations in the face of these unprecedented policy shifts.