Onboarding guidance
Best practice
The Code of Practice sets out best practice for supporting newly appointed overseas staff. While onboarding can take time and resources, the benefits — including stronger retention, reduced stress, and higher job satisfaction — lead to a more stable, motivated workforce and better quality care.
Ensure you understand the culture, context and system within which new overseas employees have worked in their home countries
Consider the potential financial position of new overseas employees and be aware that additional support may be required
Consult guidance on how to enhance your existing risk assessments, particularly for at-risk and clinically vulnerable employees
Provide a comprehensive induction to ensure overseas employees are clinically and personally prepared to work safely and effectively
Make other staff aware of the requirement to recruit internationally, and of the support expected of them to encourage a diverse culture
Offer overseas employees opportunities for career development and progression
Consider the provision of a mentor
Ensure that overseas employees are aware of how to find help and assistance in all aspects of their employment
Seek feedback from overseas employees and other staff and ensure that any issues are resolved in a timely manner
Professional support
Professional support is crucial to ensuring the successful integration of your new overseas recruits into the team, helping them adjust to new systems and ways of working and facilitating their career progression. Here we outline the key aspects of professional support, including induction, training, peer support, and career development.
Induction Programme
Consider enhancing your existing induction programme to provide additional support and information specifically tailored to your overseas staff.
Orientation
Ensure your overseas recruits understand the orientation process, including introductions to key team members, an overview of their job responsibilities, training programs, and any required certifications or qualifications.
Training
Adapt your training to accommodate any language barriers or unfamiliarity with technical language or equipment. Provide professional-specific training and education to help them adjust to new systems and ways of working.
Peer support and mentorship
Identify opportunities for one-to-one mentoring support. Connect overseas staff with employees of the same nationality who can provide support, and consider assigning existing staff members who have experienced relocating to the UK as buddies for new overseas recruits. Emphasise the role of supervisors and managers in providing ongoing support and feedback.
Understanding the UK social care system
Recognise that international recruits may have limited knowledge of the UK’s social care system. Share relevant material to help them understand its history and structure. Utilise resources from Skills for Care to assist in this process.
Career progression
Ensure that your overseas recruits have equal access to learning and development opportunities and support for career progression, similar to your UK workforce. Customise professional support based on each individual’s preferences and career aspirations.
The NHS international retention toolkit offers valuable guidance on recognising international qualifications and experiences while providing pathways for career growth.
Pastoral Support
Since overseas recruitment is no longer permitted, international recruitment now applies only to care workers already living in the UK. While this simplifies the hiring process, many of these recruits have had difficult or unstable starts in the UK — facing poor employment experiences, limited support, or financial and social isolation.
For this reason, providers must focus on pastoral and practical support as part of their onboarding approach. The first six months are the critical period for helping workers settle, regain confidence, and build lasting stability within their role and community.
Helping Workers Settle Locally
Support should begin immediately on appointment and focus on helping staff establish secure routines and connections. Providers can:
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Offer short-term accommodation and assist in finding suitable longer-term housing
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Provide practical local information such as transport links, supermarkets, GP surgeries, and community facilities
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Introduce workers to team members, buddy systems, and local support networks to reduce isolation
Health and Wellbeing
Many recruits are unfamiliar with how to access healthcare in the UK. Providers should ensure workers:
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Register with a local GP and dentist as soon as possible
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Know how to access emergency and out-of-hours services
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Understand NHS entitlements, prescriptions, and health screening options
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Are made aware of available mental health or wellbeing support, including employee assistance or counselling services
Regular check-ins during the first six months help to identify early signs of stress or difficulty.
Financial and Practical Support
Practical help with finances can make a major difference to early stability. Employers should:
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Support staff to open a bank account and register for a National Insurance number
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Explain salary payments, tax, and payslips clearly
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Offer guidance on managing rent, bills, and living costs
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Consider small arrival payments or salary advances to bridge early expenses
Transport and Mobility
Reliable transport is essential for maintaining work attendance and independence. Providers can:
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Help workers understand local bus and train routes
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Offer or help purchase pre-paid travel cards
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Provide information on UK driving rules and support staff seeking to obtain a licence
Language and Community Integration
Language and cultural adjustment are key to confidence and long-term retention. Employers should:
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Offer or signpost English language support or ESOL classes
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Encourage participation in local cultural and community groups
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Facilitate buddy or mentoring schemes within the workplace
Welcome pack
A welcome pack serves as a crucial resource to provide essential information to incoming overseas care workers. This checklist has been adapted from a template developed by the NHS South East region.
- Organisation overview (history, mission, values, etc.)
- Organisation structure – meet the team
- Equality, diversity and inclusion policy
- Buddying and peer support information
- Map of site(s) including full address, website links, etc.
- Employment contract & staff handbook (annual leave, other leave, sickness policy, overtime, dress code, benefits, etc.)
- Mandatory and statutory training
- Training and how to access
- Progression opportunities
- Information on how things work in new accommodation (e.g. gas/water/electricity meters, heating system, smoke/security alarms, doors/windows, etc.)
- Support for finding accommodation – loan system (if applicable), guarantor information, rental agencies, how the rental system works, what a house of multiple occupancy means
- Home ownership in the UK – information on buying your own property
- Advice for advising landlords on visa process for dependents
- Information on where to buy household items, including local charities
- Bank account – chip and pin, contactless etc.
- Expenses process, how to make a claim and what is generally covered
- Information regarding the prevention against fraud and scams
- GP, dentists, pharmacists, hospitals, urgent care centres, emergency services, sexual health services (including addresses, maps, how to register, prescription charges and costs)
- Homesickness support
- Talking therapies, wellbeing apps/websites, etc.
- Covid information (if applicable)
- Clothing sizes in the UK and comparison of sizes
- Postal service in the UK, including approximate costs
- Public transport – options available including payment, links to apps, timetables etc.
- Driving – Highway Code, British licence application process, driving lessons, insurance information
- Vehicle access (if relevant)
- Cycle, e-scooters hiring (if relevant)
- Embassy information
- Information on Citizens Advice Bureau
- Where to get support – see our Support for overseas workers section
- How to apply for a biometric residence permit
- Bringing family/dependents to the UK
- Visa extension process and costs
- Visa restrictions – no recourse to public funds, working time directive, secondary employment, etc.
Protecting Overseas Workers
The Care Quality Commission (CQC) has identified modern slavery and labour exploitation as growing concerns within adult social care, particularly since care roles were added to the Shortage Occupation List in 2021.
Many cases involve unpaid wages, illegal deductions, long hours, or inappropriate living conditions — often arising from poor oversight rather than deliberate abuse. Even unintentional breaches, such as excessive deductions for accommodation or failure to issue compliant contracts, can lead to serious legal and reputational consequences.
What Is Modern Slavery?
Modern slavery covers a range of exploitative practices where individuals are coerced, controlled, or deceived for another’s gain.
In social care, this may include:
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Workers charged illegal recruitment or visa fees
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Misleading information about job roles, pay, or hours
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Confiscation of passports or restriction of movement
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Threats of job loss or deportation
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Excessive working hours or unpaid overtime
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Overcrowded or tied accommodation with limited freedom
Providers have a duty to take proactive, preventative measures — not only to protect workers, but also to demonstrate compliance to UKVI, CQC, and the Home Office.
Employment Compliance Essentials
To stay compliant and safeguard both workers and your organisation:
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Issue clear written contracts detailing pay, hours, deductions, and leave entitlements
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Provide regular payslips with transparent calculations
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Ensure pay meets minimum wage requirements and covers all working time, including training
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Allow proper rest breaks and statutory paid leave
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Only make lawful, agreed deductions (tax, NI, pension, or accommodation within limits)
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Avoid charging or reclaiming visa or sponsorship costs — this is unlawful under UKVI rules
Additional Work
Sponsored workers may take up to 20 hours per week of additional or voluntary work, provided:
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It matches the same occupation code or is on the Shortage Occupation List
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Their primary sponsored role remains their main employment
Exceeding these limits or misclassifying roles can lead to licence non-compliance.
Legal Consequences of Non-Compliance
Even where there is no intent to exploit, providers can face severe sanctions for failing to meet sponsor and employment obligations:
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Civil penalties of up to £20,000 per illegal worker (set to increase in 2025)
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Criminal prosecution for knowingly employing illegal workers — penalties include unlimited fines and up to five years’ imprisonment
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Modern slavery offences carry prison sentences of up to ten years
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Home Office action — suspension or revocation of sponsor licence, leading to curtailment of sponsored workers’ visas
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CQC enforcement — non-compliance with the Modern Slavery Act or poor oversight can trigger inspections or affect ratings
Ignorance is not a defence. Providers are expected to demonstrate ongoing vigilance and robust governance systems.
Reporting Concerns
If you suspect exploitation or unsafe practices:
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Police (999): if a worker is in immediate danger
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Police (101): for non-emergency reports
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Modern Slavery Helpline: 0800 0121 700 (24/7 confidential advice)
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Gangmasters and Labour Abuse Authority (GLAA): for labour abuse or worker exploitation
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National Referral Mechanism (NRM): to refer potential victims for protection and support
Practical Steps for Providers
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Appoint a designated safeguarding or HR lead to oversee overseas recruitment and wellbeing
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Audit contracts, payslips, and deductions regularly
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Conduct private, confidential check-ins with migrant staff
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Review accommodation arrangements and ensure free choice of residence
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Maintain evidence of ethical recruitment and zero tolerance for abuse
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Work with local authorities, Skills for Care, and care associations to share intelligence and best practice
Case studies
Inspiring success stories from experienced care providers operating , offering valuable insights and best practices in international recruitment.
Superior Healthcare Care Group
January 2024
Superior Healthcare Care Group has been addressing recruitment challenges in the care sector, intensified by Brexit. To attract top talent, they adopted a multifaceted approach to attract and retain talent. This not only included nurturing homegrown talent and enhancing training programs but broadening their search to include international recruitment avenues.
They took advantage of SESCA’s (South East Social Care Alliance) international recruitment grant scheme administered by their local care association Kent Integrated Care Alliance (KiCA).
Jo Rychlik, Head of HR
Summary
- Obtaining a sponsorship license took just over 8 weeks. The process was reasonably straightforward, with clear guidance available on the government website.
- The grant funding massively helped alleviate sponsorship costs.
- KiCA made the grant application process very straightforward. The entire process must have taken less than 3 days.
Top tips
- Utilize government resources for clear guidance on obtaining sponsorship licenses.
- Take advantage of financial assistance via grants to offset international recruitment costs.
- Consider offering longer contracts (e.g. three-years) to improve staff retention and client satisfaction.
“…one of the easiest, stressless and actually pleasant, application processes I have been involved in…”
Thanks to KiCA (Kent Integrated Care Association) for providing this case study.
Askham Village Community
August 2022
Askham Village Community is a family-run care provider based in Cambridgeshire, which has successfully sponsored many international workers. Skills for Care spoke to Director, Aliyyah-Begum Nasser, about becoming a sponsor, supporting newly arrived staff, and the value they bring to their workforce.
Aliyyah-Begum Nasser – Director
Summary
- Since 2021, sponsored 18 senior carers over three sites, representing 12% of the workforce (150 staff in total).
- Removed dependency on agency workers and has been to the benefit of the patients, as well as the business.
- Nurse Manager is an active member of the local Indian community, which really helps new recruits to integrate into the local area.
- Existing staff buddy up with new starters and support them to settle in.
- It can be a frustrating process, which can feel slow, with unpredictable timescales. Although this has improved with the prioritised Health and Care Worker Visa process.
Top tips
- Getting the administration right is very important. The business risks of not doing so are very high, as the Home Office has the power to stop sponsorship immediately.
- Make sure you have admin staff who are trained and understand the process
- Put systems in place to ensure that the right information is being gathered.
- Keeping up to speed with immigration rules and sponsor compliance responsibilities is a continuous process.