With less than two months until the National Minimum Wage (NMW) increases on 1 April 2026, providers should urgently review their pay structures, particularly those sponsoring internationally recruited staff under the Health and Care Worker visa route.
From 1 April 2026, the National Minimum Wage for over-21s will rise from £12.21 to £12.71 per hour.
The Home Office has not yet confirmed the updated minimum salary threshold for Health and Care Worker visa holders. However, based on previous uplifts, it is anticipated that the sponsored minimum hourly rate will increase from £12.82 to approximately £13.50 per hour (official rate to be confirmed in March 2026).
Why This Matters Now
Assuming the current policy approach continues, sponsored workers starting before 1 April 2026 will remain on the current minimum hourly rate of £12.82, whereas those starting on or after 1 April 2026 will likely need to be paid the revised minimum of approximately £13.50 per hour.
At the same time, non-sponsored care staff must be paid at least £12.71 per hour in line with NMW legislation.
While differing salary thresholds based on visa arrangements may be lawful, providers should consider the potential perception of unfairness between colleagues and the impact this could have on morale.
Where newly sponsored workers are paid significantly more than existing sponsored or non-sponsored staff undertaking identical roles, this may give rise to challenge if not carefully managed.
Immediate Actions for Providers
1. Review Recruitment Timelines
If sponsorships are ready to proceed, consider whether Certificates of Sponsorship can be issued and employment commenced before 1 April 2026.
2. Budget for Higher Salary Costs
Plan for an uplift of approximately £1,200–£1,500 per worker per year for new sponsorships from April.
3. Assess Pay Alignment Strategy
Consider whether:
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You will uplift existing sponsored staff
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You will align wider workforce pay
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You will maintain tiered rates with clear justification
Proactive workforce planning is safer than reactive grievance management.
SESCA will issue a further update as soon as the Home Office confirms the revised sponsored salary threshold (expected March 2026).