Apr 06 2022
Corporate Immigration
Nursing homes and care providers who held a sponsor licence have been able to sponsor overseas workers as Nurses and Senior Care Workers, but not care workers or home carers.
Just before Christmas last year the government announced that the rules would be changed, on a temporary basis, from ‘early 2022’, to allow migrant workers to be sponsored in these ‘lower skilled’ positions.
The government have now published details of the changes that will be made, and the date that they will be implemented – 15 February 2022.
From this date individuals can apply to fill roles as Care Workers, as long as they meet the criteria of the Skilled Worker route. These include having a sponsor willing to employ them (who holds a sponsor licence), a job offer where they will earn at least £10.10 an hour, and £20,480 a year, and being able to demonstrate the required level of English language.
Care Workers will also be covered by the Health and Care visa category, meaning that applicants will pay a lower visa fee (£232 for a 3-year visa, rather than £464) and will be exempt from paying the Immigration Health Surcharge.
The scheme will initially only be open to applicants for 12 months, but for applicants who come under the scheme it will offer a potential route to stay in the UK long-term and settle. Applicants will be able to bring partners and children under 18 with them as dependants.
The changes will be reviewed after 12 months and may be extended, but this is not guaranteed.
If you are an employer wanting to take advantage of the changes, your first step is to apply for a sponsor licence, if you do not already have one. Licence applications can take several weeks to be processed, and organisations need to make sure they understand the duties and responsibilities they will have as a sponsor, and put systems in place to meet these before applying. Check the following link for further information on how to obtain a sponsor licence
Gherson has extensive experience with all corporate immigration matters, including sponsorship licences, HR compliance and mock audits. If you have any queries relating to the blogs published or are interested in talking to us about your specific circumstances, please do not hesitate to contact us for advice, send us an e-mail, or alternatively, follow us on Twitter, Facebook, or LinkedIn to stay-up-to-date.
The information in this blog is for general information purposes only and does not purport to be comprehensive or to provide legal advice. Whilst every effort is made to ensure the information and law is current as of the date of publication it should be stressed that, due to the passage of time, this does not necessarily reflect the present legal position. Gherson accepts no responsibility for loss which may arise from accessing or reliance on information contained in this blog. For formal advice on the current law please do not hesitate to contact Gherson. Legal advice is only provided pursuant to a written agreement, identified as such, and signed by the client and by or on behalf of Gherson.
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