New sponsorship and recruitment rules for Care Workers – what employers need to know

From 9 April 2025, care providers will be required to prioritise recruitment from the pool of workers already in the UK before considering overseas labour. This change is part of the government’s broader strategy to reduce reliance on foreign labour, improve standards in the care sector and prevent exploitation. Employers must ensure compliance with these new rules to avoid losing their sponsor licences and ensure fair treatment of workers.

In this blog post, we will walk you through the key points of these new regulations, including what they mean for employers in the care sector, and the steps you need to take to stay compliant.

1. What are the new sponsorship and recruitment rules?

The UK government is introducing new rules that require employers in England to prioritise recruiting care workers who are already in the country before looking to hire from overseas. From 9 April 2025, care providers who wish to recruit overseas care workers must first demonstrate that they have attempted to hire from within the UK, specifically from the pool of individuals who are already seeking new sponsorship opportunities.

This policy aims to support international care workers who are already in the UK, ensuring they have opportunities to continue working in the adult social care sector. It also aligns with the broader objective of reducing the UK’s reliance on overseas recruitment and bolstering the domestic skills base.

2. Why is this change being implemented?

The change is part of the UK government’s ‘Plan for Change’, which seeks to restore order to the immigration system, particularly in sectors that depend on foreign workers, such as the care sector. The government has acknowledged the significant role that international care workers play in supporting vulnerable people but is also committed to reducing the country’s dependence on overseas labour over time.

The aim is to ensure that care providers are accessing the talent pool of workers who are already in the UK, thereby giving them a fair opportunity to find work in the adult social care sector. Additionally, this is part of a wider effort to improve standards and prevent exploitation within the immigration system.

3. How does this affect employers in the care sector?

If you are an employer in the care sector, here is what you need to know:

• Prioritise domestic recruitment first: you will now be required to demonstrate that you have made efforts to recruit care workers from within the UK before sponsoring workers from abroad. This ensures that the workers who are already in the country have a chance to pursue a career in adult social care. This might include advertising jobs in the UK, reaching out to potential candidates or working with recruitment agencies that focus on domestic applicants.
• Support for existing workers: employers will also need to comply with the rules ensuring workers in the care sector are not exploited or forced into paying for their sponsorship. The government is continuing its clampdown on unscrupulous employers who breach immigration and employment laws. Care providers that repeatedly violate the rules could lose their sponsor licence and be barred from hiring overseas workers.
• New salary thresholds: as part of these changes, the UK government will update the minimum salary thresholds. The new minimum salary for care workers on the Skilled Worker visa will be £12.82 per hour, reflecting the latest data from the Office for National Statistics. This change will also affect other health and education occupations, including nurses, doctors and teachers, ensuring fair pay in line with national pay scales.

4. What about exploitation and abuse in the care sector?

The new rules come as part of the government’s ongoing efforts to address abuse and exploitation within the immigration system, especially in the care sector. Between July 2022 and December 2024, more than 470 sponsor licences in the care sector were revoked as part of the efforts to clamp down on exploitation. These changes will continue to target rogue employers who exploit international workers, and the government will take further action to support workers who have fallen victim to such practices.

Additionally, the government has implemented measures to prevent abuse in the Short-Term Student route, addressing rising concerns that the route is being misused by those without a genuine intention to study or leave the UK after their course.

5. How can employers prepare for these changes?

To comply with the new rules, care providers should take the following steps:

• Ensure you are compliant with sponsorship rules: if you already sponsor workers from overseas, ensure you have systems in place to prioritise the recruitment of domestic workers seeking new sponsorship.
• Review your recruitment practices: take steps to show that you are making a concerted effort to hire within the UK before considering overseas applicants. This might include adjusting your recruitment strategies, reaching out to local job centres or partnering with agencies focused on UK-based recruitment.
• Stay informed about salary thresholds: ensure that all employees on Skilled Worker visas, including care workers, meet the updated minimum salary threshold of £12.82 per hour.
• Follow best practices for worker welfare: continue to treat international workers fairly and ensure they are not being charged for the cost of their sponsorship, which is strictly prohibited under UK law.

6. What’s next for the immigration system?

The government’s changes to the care worker recruitment are just one part of a broader strategy to overhaul the UK’s immigration system. The forthcoming Immigration White Paper will outline more details on how the government plans to reduce legal migration levels and further streamline the immigration process. It is clear that employers in the care sector will need to stay updated on these changes to ensure they remain compliant.

Conclusion

The new rules prioritising the recruitment of international care workers who are already in the UK before recruiting from abroad marks an important step in the UK government’s efforts to restore order to the immigration system. If you are a care provider, it is essential for you to understand these changes and adjust your recruitment practices accordingly. By doing so, you can continue to provide essential care to vulnerable people across the country while remaining compliant with the new regulations.

If you have any questions or need assistance with navigating these changes, do not hesitate to contact our immigration law firm. We are here to help you stay compliant with the new rules and ensure a smooth recruitment process for your care workforce.

Updated: 21 March 2025

How Gherson can assist

Gherson’s Immigration Team are highly experienced in advising on UK visa matters. If you have any questions arising from this blog, please do not hesitate to contact us for advice, send us an e-mail, or, alternatively, follow us on X, Facebook, Instagram, 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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