On 1 July, the Government announced major changes to the Health and Care Worker visa route, confirming key proposals first outlined in the May 2025 Immigration White Paper. These changes represent the most significant shift in care sector immigration policy since Care Workers and Senior Care Workers were added to the visa route in February 2022.
The new rules, which come into effect on 22 July 2025, will have a significant impact on care providers that rely heavily on international recruitment.
Five Key Changes
1. No New Sponsorships for Overseas Care Workers and Senior Care Workers
From 22 July 2025, care providers will no longer be permitted to assign undefined Certificates of Sponsorship under SOC codes 6135 and 6136 for Care Workers and Senior Care Workers based overseas — effectively ending the recruitment of new international staff into these roles.
2. Transitional Arrangements Until July 2028
Existing sponsored Care Workers and Senior Care Workers already in the UK will be able to renew their visas or switch sponsors until 22 July 2028. What happens beyond that date remains uncertain and will depend on the immigration rules in place at the time. In addition, proposed changes to settlement policy may affect future eligibility for Indefinite Leave to Remain (ILR), with the Government planning to extend the standard qualifying period from 5 to 10 years.
3. Limited Switching from Other Visa Routes
Sponsorship under SOC codes 6135 and 6136 will still be permitted for individuals already in the UK on another visa (e.g. student, graduate, or dependent), but only if they have been legally employed by the sponsoring provider in a care role for at least three months prior to sponsorship.
4. Future Salary Threshold Increase
From 22 July 2028, Care Worker and Senior Care Worker roles are expected to be removed from the Immigration Salary List and Temporary Shortage Occupation List. This will end the current reduced salary threshold of £25,000.
If sponsorship for these roles remains possible beyond that date, providers will likely need to meet the full salary threshold, currently set at £41,700.
5. Displaced Worker Pool Requirement Removed – But SESCA’s Support Continues in the South East
As a result of these changes, care providers will no longer be required to engage with the displaced worker pool — a condition introduced on 9 April 2025 — before assigning a Certificate of Sponsorship for a Care Worker or Senior Care Worker.
However, SESCA will continue to administer its Displaced Worker Recruitment Scheme for the South East, ensuring providers retain access to skilled international care workers already in the UK and eligible for sponsorship.
In Brief
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From 22 July 2025:
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No defined CoS can be assigned for new overseas recruits in care roles.
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Undefined CoS can only be assigned to individuals already in the UK if:
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They are currently sponsored as a Care Worker or Senior Care Worker and are changing employers; or
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They have worked legally for the provider in a care role for at least three months.
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The requirement to engage with the displaced worker pool is ending, as new overseas sponsorships will no longer be permitted.
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Providers can still recruit from the displaced worker pool, as these individuals are already in the UK on Skilled Worker visas.
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SESCA’s support scheme remains active, offering funding and recruitment assistance to providers across the South East.
SESCA expects further clarification from the Home Office in the coming weeks and will continue to provide updates and guidance as more information becomes available.