On 12 May 2025, the UK Government published Restoring Control Over the Immigration System — a wide-ranging White Paper outlining major reforms aimed at reducing reliance on international recruitment. The proposals place a strong emphasis on developing a sustainable, UK-based workforce through improved pay, professionalisation, and long-term workforce planning. These reforms span all visa categories and carry immediate, far-reaching implications for the adult social care sector.
Closure of Overseas Recruitment for Social Care Roles
The Government has confirmed that it will end international recruitment for adult social care roles:
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The Health and Care Worker visa route for social care will be closed to new overseas applicants later this year.
- A transition period until 2028 will allow overseas care workers already in the UK to extend their visas, switch employers, and apply for settlement.
- This change will also affect the NHS, as no new Certificates of Sponsorship (CoS) will be issued for overseas applicants applying for roles below Band 5 — effectively ending international recruitment for care assistants, support workers, and other lower-tier positions.
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This does not affect higher-skilled health roles (e.g. nurses) that meet the new RQF Level 6 (degree level) skills threshold.
In-Country Displaced Care Workers
As outlined in the new immigration rules announced on 9 April, the White Paper reinforces that providers must now prioritise the recruitment of displaced care workers already in the UK — that is, overseas care workers who have lost their sponsorship due to their original employer’s licence being revoked.
Fair Pay Agreements and Domestic Workforce Reform
The White Paper acknowledges that care sector staff shortages are not due to a lack of skills, but rather poor pay and working conditions. As a result, the Government is committing to moving the sector away from dependence on international workers by introducing, “Fair Pay Agreements” and supporting long-term strategies to recruit, train, and retain a sustainable domestic care workforce.
Raising Skills, Salary, and Sponsorship Requirements
The White Paper outlines significant changes to the Skilled Worker visa route, aimed at reducing low-wage migration:
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The minimum skill threshold will be raised from RQF Level 3 (A-level equivalent) to RQF Level 6 (degree level).
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The Immigration Skills Charge will increase by 32%.
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The qualifying period for settlement (Indefinite Leave to Remain) will increase from 5 to 10 years, meaning employers will need to support and retain international staff for longer. Since the maximum visa duration is currently five years, this change will result in additional costs for renewing Certificates of Sponsorship and visas during the extended period.
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Graduate visa holders will also face tighter restrictions. Their permitted stay will be reduced from 24 to 18 months, and they will only be eligible to work in graduate-level roles, limiting their employment options in social care.
These combined changes represent a major tightening of eligibility and affordability for overseas recruitment in adult social care.
Stricter English Language Requirements for Workers & Dependants
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Main applicants must now meet B2 level English, while adult dependents will need to meet A1 for entry, A2 for extensions, and B2 for settlement.
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These tougher requirements will affect staff retention where family members are unable to meet the language thresholds.
Reforms to Family & Settlement Pathways
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The standard settlement period will rise from 5 to 10 years of continuous residence.
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The family migration framework will be tightened later in 2025, with new standards around financial resources, language ability, and genuineness of relationships
What Social Care Providers Should Do Now
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Reassess your recruitment strategy – international recruitment for care roles is set to end later this year.
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Prioritise in-country displaced workers – contact SESCA to access our pool of vetted, available staff.
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Prepare for increased sponsorship costs and longer routes to settlement.
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Review retention and pay strategies in anticipation of upcoming Fair Pay Agreement reforms.
📞 Need Help? SESCA Legal Helpline
Providers can access a free 30-minute call with an immigration expert from Lester Aldridge Solicitors.
Phone: 01202 786126
Email: sescahelp@LA-Law.com
Hours: Mon–Fri, 9am–5pm
Open to: CQC-registered adult social care providers in the South-East
Sector Reaction: Deep Concern Over Looming Crisis
The White Paper has been met with significant concern across the care sector.
In a powerful piece titled “The End of International Recruitment: A Crisis Looming Over Social Care” (LBC, 12 May 2025), Kevin Humphrys, CEO of Oakland Care Group and Director of West Sussex Partners in Care, warned:
“This abrupt policy shift will have a profound impact on care providers… Without access to skilled workers from overseas, it would have been significantly harder for us to ensure the right staff are in place to deliver the high-quality care our residents deserve.”
Humphrys described international recruitment as a “lifeline”, which brought skilled, committed professionals into a sector already under severe pressure. He cautioned that without a real, immediate investment in domestic recruitment and the professionalisation of care, this move could push an already fragile system to breaking point.
Read the Full White Paper
Restoring Control Over the Immigration System – GOV.UK
SESCA will continue to provide updates and support to help South East-based care providers navigate the weeks and months ahead. Please stay connected via our website and regular International Recruitment Project bulletins.