Section A: UK Care Worker Visa Rules
The Health and Care Worker Visa is the formal name for what’s commonly called the “Care Worker Visa” under the Skilled Worker route. The Health and Care Worker visa allows eligible healthcare professionals to work in the UK for approved employers like the NHS. Immigration rules for care workers have been subject to significant recent change, driven by government efforts to control net migration, address workforce shortages and prioritise higher-skilled roles.
From salary threshold hikes and dependant restrictions introduced in early 2024 to the complete overhaul of the skilled worker route in 2025, the rules have evolved rapidly and currently mean new entry clearance applications under SOC 6135 (Care Workers and Home Carers) and SOC 6136 (Senior Care Workers) are no longer permitted for the Health and Care Worker Visa, save for transitional provisions that apply only to existing Skilled Worker holders in these codes.
As of 22 July 2025, new overseas applicants for SOC 6135/6136 in care roles cannot apply under the Health and Care Worker category. The route is closed to new care worker recruitment, except where transitional provisions apply to people who already hold Skilled Worker permission in these codes.
Instead, the route supports extensions and certain in-country switches until 22 July 2028, provided the transitional conditions are met. These include either (i) continuous permission in the same care SOC with the same sponsor, or (ii) where switching from a different route, at least 3 months’ prior lawful employment with the sponsoring provider.
New overseas care workers face a complete barrier to entry, pushing them toward alternatives like the Skilled Worker visa for degree-level health roles or other countries’ programs (e.g., Canada’s Caregiver Pilot). Existing holders benefit from extensions but should plan for potential ILR by meeting full going rates and continuous residence rules (no more than 180 days absence per year). Dependants remain restricted for post-March 2024 sponsors.
Care providers, including NHS trusts and private homes, can no longer recruit internationally for frontline roles through 6135/6136, intensifying staffing shortages in a sector already grappling with high turnover. This is likely to increase reliance on domestic training programmes or agency staff. Non-compliant sponsors risk licence revocation, with the Home Office emphasising monitoring to prevent abuse.
1. Can You Still Work in UK Care?
New sponsorship for frontline care workers under SOC 6135 and 6136 is closed. There are, however, two practical pathways that still allow paid work in care in the UK. The first is to hold a visa that already gives broad permission to work, so no sponsorship is needed. The second is to qualify for a different sponsored occupation that is still eligible under Health and Care or Skilled Worker rules at the higher skill and salary levels.
a. Non-sponsored visas that allow paid care work
If a person enters the UK on a route with general permission to work, they can take a paid role in care, subject to standard employer checks and safeguarding rules.
- Youth Mobility Scheme: Eligible nationalities aged 18–30 or 18–35, full work rights, suitable for entry-level or bank shifts.
- Partner or Spouse: Broad work permission, suitable for any lawful role including care.
- UK Ancestry, BN(O), Refugee or Settlement routes: Unrestricted work permission, so care roles are possible.
- Student: Limited weekly hours in term time. Some providers offer part-time care assistant roles within the cap.
Employers should still complete right to work checks, verify DBS where required, and confirm training and supervision meet regulator standards for the role and setting.
b. Sponsored roles that remain eligible
Sponsorship is still possible where the occupation meets the current skill and pay rules.
- Registered health professionals: Nurses, doctors and many allied health professions remain eligible under the Health and Care route, subject to role eligibility and pay.
- RQF 6 managerial or specialist roles: Certain health services managers or specialist functions may qualify under Skilled Worker if duties and salary meet the higher thresholds.
- Group support via Global Business Mobility: Senior or Specialist Worker may suit head office or technical secondments, not frontline regulated care delivery.
For any England-based regulated activity, sponsors should ensure the correct CQC registration for the legal entity and the specific locations.
| Route | Can take paid care work? | Key risks and caveats |
|---|---|---|
| Youth Mobility Scheme | Yes | Time-limited stay. Ensure DBS, training and rota planning align with visa expiry. |
| Partner/Spouse, UK Ancestry, BN(O), Refugee/Settlement | Yes | Standard right to work and safeguarding checks still apply. Verify hours and site induction. |
| Student | Yes, within hour limits | Term-time caps. Providers should track hours to avoid unauthorised work. |
| Health and Care (nurses, AHPs, doctors) | Yes, if eligible role | Meet RQF level and going rate. Maintain regulator registration and site compliance. |
| Skilled Worker (RQF 6 managers/specialists) | Yes, if eligible role | Map duties to the correct SOC. Salary cannot rely on hours above 48 per week. |
| Global Business Mobility (Senior or Specialist Worker) | Sometimes | Suitable for group secondments, not frontline regulated care roles. No route to settlement. |
| Care Worker/Senior Care Worker (SOC 6135/6136) | No new sponsorship | Closed to new applicants. Only existing holders can extend or switch in-country to 22 July 2028. |
Before offering a care role, confirm the candidate’s route permits paid work, assess whether sponsorship is required, and if so confirm occupation eligibility, salary and site regulation. Where no sponsorship is needed, complete right to work and DBS checks, provide induction and supervision, and record training to regulator standards. For sponsored roles, verify SOC mapping, apply the 48-hour pay cap for salary calculations, and keep inspection-ready files for each site.
DavidsonMorris Strategic Insight
The closure of care worker and senior care worker roles to new sponsorship under the Health and Care Worker visa has effectively reset the recruitment model in UK social care. Employers that relied on overseas sponsorship in SOC 6135 (care workers and home carers) and SOC 6136 (senior care workers) now face a fixed end date with no prospect of any new international supply line. Workers also need to look at alternatives, alternative routes or different roles, if they plan to work in UK social care.
Section B: Care Worker visa changes in 2025
Effective from 22 July 2025, the Home Office introduced sweeping modifications to the Skilled Worker visa route, under which the Health and Care Worker visa (commonly referred to as the Care Worker Visa) operates, via the Statement of Changes in Immigration Rules (HC 997), laid before Parliament on 1 July 2025. The changes stem from the UK government’s broader immigration strategy outlined in the 2025 Immigration White Paper, which seeks to reduce reliance on international workers for lower-skilled roles and promote training for UK residents.
In the care sector, rapid growth in visa issuances (over 100,000 Health and Care visas were granted in 2023 alone) led to scrutiny over exploitation, with some sponsors paying below-market wages or failing to provide promised jobs.
The Home Office cited evidence from the Migration Advisory Committee (MAC) recommending the removal of care workers from shortage routes for new recruitment. These reforms align with post-Brexit priorities, emphasising “high-skilled, high-wage” immigration while addressing public concerns about pressure on public services like the NHS and housing.
The updates primarily affect the Skilled Worker visa, with direct knock-on effects for the Health and Care Worker subcategory.
1. Closure to New Applications for Care Roles
As of 22 July 2025, SOC codes 6135 (care workers and home carers) and 6136 (senior care workers) are no longer eligible for new visa applications under the Health and Care Worker route. These roles remain referenced in the Immigration Salary List but can only be used by sponsors for transitional cases involving workers who already hold continuous Skilled Worker permission in the same code. New applicants should look to other visa routes or higher-skilled health professions (e.g., nurses or doctors under SOC 2231/2232).
2. Transitional Arrangements for Existing Holders
To avoid immediate disruption, existing visa holders granted permission before 22 July 2025 may apply for extensions, updates or switches until 22 July 2028, provided they maintain continuous permission in the same SOC code and meet eligibility criteria. Where switching sponsors from another immigration route, a qualifying employment period with the sponsor applies. For England-based roles, CQC registration rules continue to apply; there is a limited exemption for same-employer extensions where the original Skilled Worker application date was before 11 March 2024.
3. Salary Increases and Thresholds
The general salary threshold for new Skilled Worker visas is now the higher figure of either £41,700 per year or the relevant going rate, unless a reduction is available. For Health and Care Visa extensions in care roles under the transition, the minimum applies as the higher of £25,000 per year or the occupation-specific going rate. Where the calculated going rate would fall below £12.82/hour, £12.82/hour applies instead; only up to 48 hours/week can be counted. Settlement applications require the full going rate with no transitional discount.
4. Skill Level Raise
The minimum skill level for new Skilled Worker visa applicants has increased to RQF Level 6 (equivalent to a bachelor’s degree), up from RQF Level 3 (A-level equivalent). This reclassifies many roles, including care workers, as ineligible for new visas.
Transitional rules allow existing care workers to continue under the route until 22 July 2028, despite falling below the new, higher skill level, provided the transition conditions are met.
DavidsonMorris Strategic Insight
Irrespective of the optics, motivations and rationale behind the changes to the care worker rules, the impact is the same and employers have to work to the rules as they stand and currently apply. It’s no secret that the care sector is treated as high risk by the Home Office, and employers in this sector are more likely than others to face compliance investigations. If the Home Office identifies any failure to follow the new rules or to meet the visa and sponsorship compliance duties, enforcement action will result.
Section C: Extending an Existing Care Worker Visa
As an existing holder of a Health and Care Worker visa in a care worker role (SOC code 6135 for care workers and home carers, or 6136 for senior care workers), you can still extend your visa despite the major changes effective 22 July 2025, which closed the route to new applications for these occupation codes. These reforms included transitional protections for those who were granted permission before the cutoff date. The goal is to phase out the route gradually while allowing you to continue working and potentially settle in the UK.
Under the new rules, if your visa was granted before 22 July 2025, the following apply:
You can apply to extend your visa as many times as needed until July 22, 2028, provided you remain eligible. After 2028, no further extensions will be possible for these SOC codes, so plan ahead for alternatives like switching to another visa route or applying for Indefinite Leave to Remain (ILR) if you’ve completed 5 years.
Your extensions should maintain “continuous permission” in the same SOC code (6135 or 6136). This means no gaps in your visa status, and any overstaying is disregarded only under specific Immigration Rules (paragraph 39E) during application processing.
You can extend at the lower RQF Level 3, even though new Skilled Worker visas now require RQF Level 6.
To qualify for an extension, you should meet the following criteria, which are largely similar to your original application but with transitional adjustments. You need a confirmed job offer in the same occupation code from a Home Office-approved sponsor (e.g., NHS, NHS supplier, or adult social care provider). If based in England, your sponsor should be registered with the Care Quality Commission (CQC) and actively carrying out regulated activities. Obtain a new Certificate of Sponsorship (CoS) from your employer, detailing your role, salary, and start date. You can switch employers, but the new role should be in the same SOC code, and you should update your visa before starting.
Under transitional rules, your salary should be at least the higher of £25,000 per year (£12.82 per hour) or the occupation-specific going rate. Salary must be met in guaranteed gross basic pay only (bonuses, allowances and benefits in kind do not count), and only up to 48 hours/week can be used for the calculation.
You should demonstrate B1 level (or higher) on the Common European Framework of Reference for Languages (CEFR) via an approved test (e.g., IELTS) or an academic qualification taught in English. Exemptions apply if you’re from an English-speaking country or a regulated health professional who passed a body assessment.
Show at least £1,270 in savings to support yourself (held for 28 consecutive days), unless your sponsor certifies maintenance on the CoS, and provide a criminal record certificate from any country you’ve lived in for 12+ months in the last 10 years, and evidence of your qualifications as an adult social care professional.
If your visa was granted after 11 March 2024, you cannot bring new dependants (partner or children). Pre-11 March 2024 holders can extend dependants’ visas if applying together, and those in-route before that date who had not yet brought dependants may still do so, subject to eligibility and funds.
You should not have spent more than 180 days outside the UK in any 12-month period if planning for ILR later.
DavidsonMorris Strategic Insight
Extensions are a breeding ground for mistakes. Expect caseworkers to check every detail and cross-reference your evidence with third-party data. Any inconsistency can sink the application. Double check salary calculations, capped at 48 hours a week, working hours, job duties and every figure on the CoS and contract so everything aligns. File the extension before the current visa expires, keep permission continuous, and plan around the 22 July 2028 cliff edge for care roles.
Section D: Existing Care Worker Visa Switching
Switching is possible until 22 July 2028 under two models: (i) change-of-employment applications within the same care SOC under the transitional rules, and (ii) switching from a different immigration route where you have already been working lawfully for the sponsoring provider in the care role for at least 3 months. In both cases, apply before starting the new role.
You can apply to switch until 22 July 2028, as long as you maintain continuous permission in the same SOC code. After 2028, no further switches or extensions will be allowed for these codes, so consider pathways like Indefinite Leave to Remain (ILR) after 5 years.
Your visa history should show no gaps, with short overstays disregarded under paragraph 39E of the Immigration Rules during processing.
The new job should remain in SOC 6135 or 6136—you cannot switch to a different code under transitional rules without meeting full new Skilled Worker requirements, including the RQF Level 6 skill level.
Switches should be applied for from within the UK; you cannot apply from overseas.
To switch sponsor, you should meet criteria similar to an extension, adapted for the new employer:
You must either:
- Have been working lawfully for the sponsoring provider in the care role for at least 3 months before the new CoS is assigned; or
- Have held continuous Skilled Worker permission in one of the eligible care SOC codes since your last grant of permission.
Note the qualifying employment period applies when switching sponsors, and does not apply if staying with the same employer under transitional provisions.
The new employer should be Home Office-approved with a sponsor licence and provide a new CoS. For England-based roles, they should be CQC-registered and actively providing regulated activities, unless your case falls within the published same-employer extension exemption linked to pre-11 March 2024 grants. For other UK nations, equivalent regulators apply (e.g., Care Inspectorate Wales).
Transitional salary rates apply: at least £25,000 per year or £12.82 per hour, whichever is higher. Do not rely on outdated senior care worker going rate figures that pre-date the 2025 reforms.
You can switch at RQF Level 3 under transitional rules, provided your original grant was before 22 July 2025, and permission is continuous.
Retain proof of B1-level proficiency (or exemption) from your original application; you do not need to re-prove unless circumstances change. Show £1,270 in savings (held for 28 days) unless the new sponsor certifies maintenance and provide updated criminal record certificates if not previously provided when switching to an occupation requiring it.
If your visa was post-11 March 2024, you cannot add new dependants during the switch. Pre-11 March 2024 holders can include existing dependants if they meet rules (e.g., additional funds: £285 for first, £315 each extra).
If you don’t meet these (e.g., no continuous permission), the switch may be refused, and you’d need to leave and reapply under a different route (but new care visas are unavailable).
Section E: Recruitment Strategy for Care Sector Employers
The closure of new overseas recruitment for care worker roles under SOC 6135 and 6136 means UK care providers now face a critical restructuring point. Employers can no longer rely on the international pipeline that has sustained much of the sector since 2022. The focus now shifts to retention, upskilling and compliant use of alternative visa routes for eligible roles.
Employers should begin with a clear audit of their workforce. Identify which staff are on Health and Care Worker visas, their visa end dates and whether they fall under transitional protection until 22 July 2028. This establishes the scale of exposure to workforce attrition once the transitional window closes. Where care roles are heavily reliant on international staff, recruitment models need redesigning now rather than waiting until renewals begin to expire.
Some roles within the sector still qualify for sponsorship under the broader Health and Care Worker route or Skilled Worker route, provided the occupation meets RQF 6 skill levels and salary thresholds.
- Health professionals: Registered nurses, occupational therapists, physiotherapists and laboratory technicians remain eligible under the Health and Care category, provided the sponsor holds the correct licence and meets salary requirements.
- Senior or Specialist Worker visa (Global Business Mobility): Suitable for care group head office staff, managers or technical specialists seconded from overseas operations.
- Graduate visa holders: UK-trained graduates in healthcare disciplines may offer a short-term source of skilled labour for up to two years while employers plan long-term solutions.
- Seasonal or temporary roles: Limited options exist under the Temporary Worker routes, though these are usually unsuitable for regulated care roles due to continuity and safeguarding obligations.
Employers should assess whether roles can be reclassified or restructured at higher skill levels, for example through supervisory or managerial progression pathways, to meet the RQF 6 requirement for new Skilled Worker sponsorship.
With overseas supply restricted, the sector must refocus on local workforce development. Partnering with local authorities, colleges and training providers can help create feeder programmes into care roles. Introducing structured apprenticeships, flexible working models and retention bonuses can also attract domestic applicants who might otherwise look elsewhere. Employers should review pay scales to remain competitive in a tightening labour market.
Upskilling existing care workers into senior, managerial or specialist positions offers one of the most effective ways to maintain service delivery. Funding or part-sponsoring NVQ Level 5–6 qualifications can allow staff to progress into RQF 6-eligible roles, keeping experienced workers in the system. Retention planning should include mentoring, leadership training and welfare support to limit turnover and burnout, particularly as staffing pressures increase.
Every sponsored worker now represents a compliance risk if documentation, salaries or reporting fall short. Employers should strengthen HR systems, track visa expiry dates and verify that each role meets eligibility criteria before assigning a CoS. Workforce planning should cover at least three to five years, incorporating transitional timelines for existing visa holders and contingency options for post-2028 staffing.
| Strategy | What to do now | Why it matters | |
|---|---|---|---|
| Workforce audit | List all staff on SOC 6135/6136, visa end dates, CoS details, dependants, sites and regulators. | Reveals exposure to the 22 July 2028 cut-off and informs backfill planning. | |
| Retention first | Introduce stay bonuses, predictable rotas, wellbeing support, and line-manager coaching. | Cheaper than replacement, stabilises service delivery under tighter supply. | |
| Upskilling to eligible roles | Create pathways into supervisory/manager roles; fund L4–L6 qualifications and leadership training. | Builds RQF 6-level capability for roles that remain sponsor-eligible. | |
| Alternative visa routes | Map roles to eligible occupations (e.g., registered nurses, therapists); assess GBM Senior/Specialist for group roles; consider Graduate hires. | Diversifies channels where care worker sponsorship is closed. | |
| Domestic recruitment pipelines | Partner with colleges, DWP, and local authorities; launch apprenticeships; offer flexible shifts. | Reduces reliance on overseas recruitment and widens applicant pool. | |
| Pay and reward review | Benchmark local rates; introduce clear progression pay linked to skills and responsibilities. | Improves attraction and retention in a tighter labour market. | |
| CQC and regulator hygiene | Verify CQC registration per site and activity; close any scope or location gaps; maintain inspection-ready files. | Prevents curtailment and refusals tied to regulatory non-compliance. | |
| Salary compliance controls | Lock payroll to ≥ £25,000 or going rate for transitions; cap calculations at 48 hrs/week; audit supplements. | Avoids refusals for under-calculation and protects ILR prospects. | |
| Change-of-employment discipline | Require approval before start; run SOC and eligibility checks; diarise decision dates; update SMS promptly. | Prevents unauthorised work and licence risk when staff move roles. | |
| Continuous permission tracking | Calendar renewals 6–9 months early; monitor absences; keep proof of funds and English on file. | Keeps workers inside the transitional window to 22 July 2028. | |
| Contingency planning | Model leaver scenarios; agree agency caps; maintain a rapid recruitment pool and overtime plans. | Maintains rota coverage if visas are refused or curtailed. | |
| Data and MI | Dashboard visa status, pay, hours, sites, regulator status; monthly compliance reviews. | Early warning for risks and a defensible audit trail if UKVI inspects. | |
| Policy watch | Track Home Office updates, MAC reviews and fee changes; schedule quarterly rule checks. | Prevents reliance on outdated assumptions and missed opportunities. | |
| Communication plan | Provide clear guidance to staff on extensions, switching and dependants; create FAQs for managers. | Reduces errors that break eligibility and lowers grievance risk. |
DavidsonMorris Strategic Insight
The 2025 reforms have brought an end to large-scale overseas recruitment in social care. Care providers now need an entirely different workforce strategy, which is likely to shift to domestic training, retention and progression. One practical approach could be to upskill care assistants into RQF 6-level supervisory roles that can qualify for new sponsorship.
Organisations that delay adjusting their workforce planning risk severe staffing disruption and potential non-compliance once transitional permissions start to expire.
Section F: Summary
The care worker route is now closed to new recruits in SOC 6135 and 6136. What remains is a finite transitional period to 22 July 2028 for existing holders, with tighter rules on salary, skill and sponsor compliance. Employers should treat every extension or switch as a fresh application standard, not an administrative renewal, and keep files audit-ready. Workers should plan early for ILR or a qualifying alternative, since settlement relies on the full going rate and clean residence.
The practical path forward is clear. Reduce dependence on overseas care recruitment, invest in domestic pipelines and lift roles to eligible skill levels where that is viable. Strengthen HR controls, confirm regulators and licensing status for every site, and avoid changes that break continuous permission. Early action will steady staffing, contain risk and give organisations time to reshape their workforce model before the transitional window closes.
Section G: Need Assistance?
For specialist guidance on UK immigration and visa options for your health and social care organisation, and to discuss the impact on your recruitment programme, contact us.
Section H: Care Worker Visa FAQs
What is the UK Care Worker Visa?
The UK Care Worker Visa is a common term for the Health and Care Worker route under the Skilled Worker Visa category, which allows certain healthcare professionals to work in eligible roles for a licensed employer in the UK. However, as of 22 July 2025, this route is closed to new applications for care worker roles (SOC codes 6135 and 6136), and is now limited to existing holders until 22 July 2028 under transitional provisions.
Is the Care Worker Visa still available for new applicants?
New entry clearance applications for care worker roles (SOC codes 6135 for care workers and home carers, and 6136 for senior care workers) are no longer permitted as of 22 July 2025. These roles are referenced in the Immigration Salary List for transitional use only by existing Skilled Worker holders. New overseas recruits should explore alternatives, such as other Skilled Worker roles in healthcare.
Who qualifies as an existing holder eligible for extensions?
Existing holders are those granted a Health and Care Worker visa in SOC codes 6135 or 6136 before 22 July 2025. You can extend your visa if you maintain continuous permission in the same occupation code, have a job offer from a licensed sponsor, meet the transitional salary threshold, and satisfy other requirements like English proficiency and personal savings.
What are the salary requirements for extending a Care Worker Visa?
For extensions, your salary should be the higher of £25,000 per year (£12.82 per hour) or the occupation-specific going rate. This transitional threshold is lower than the general Skilled Worker rate of £41,700 and supports existing workers. Settlement requires the full going rate.
How do I extend my Care Worker Visa?
Apply online via GOV.UK up to three months before your current visa expires. Secure a new Certificate of Sponsorship (CoS) from your sponsor, gather documents (such as proof of identity, English proficiency, and savings of at least £1,270), pay the fee (£304 for up to three years or £590 for more), and submit biometrics. Processing is typically around three weeks from outside the UK or eight weeks from inside, subject to service availability.
Can I switch employers on a Care Worker Visa?
Yes, existing holders can switch employers under transitional rules until 22 July 2028, but the new role should be in the same SOC code (6135 or 6136). Obtain a new CoS from a licensed sponsor, apply to update your visa before starting, and ensure the job meets salary and skill level requirements. Do not begin the new job until approved.
What happens if I want to change jobs to a different occupation code?
You cannot switch to a different SOC code under the transitional Care Worker Visa rules without meeting the full new Skilled Worker requirements, including RQF Level 6 skill level and higher salary thresholds. That would be treated as a new application, which is unavailable for care roles.
Are dependants allowed on the Care Worker Visa?
Dependants (partners and children under 18) can join or extend if your care worker visa was granted before 11 March 2024 and you meet conditions. For visas granted after that date, new dependants are not permitted to accompany care workers. Other SOC codes under the Health and Care worker visa beyond care workers remain eligible to be accompanied by qualifying dependants.
How much does it cost to extend or update a Care Worker Visa?
The application fee is £304 per person for up to three years or £590 for more than three years, whether applying from inside or outside the UK. There is no Immigration Health Surcharge (IHS), so you access the NHS for free from your visa start date, though some services like prescriptions incur charges. Additional costs may include English tests or criminal record checks.
How long does processing take for an extension or switch?
Standard processing is around three weeks if applying from outside the UK or eight weeks from inside. Priority service (£500) offers a decision within five working days, and super-priority (£1,000) provides next-working-day results, where available.
What if my job ends or my sponsor loses their licence?
If your employment ends or your sponsor’s licence is revoked, your visa may be curtailed (shortened), typically giving you 60 days to find a new licensed sponsor in the same SOC code and apply to update your visa. Failure to do so means you should leave the UK.
Can I apply for Indefinite Leave to Remain (ILR) on a Care Worker Visa?
Yes, after five continuous years in the UK under this visa, you can apply for ILR if you meet requirements like the full going rate salary, passing the Life in the UK Test, B1+ English proficiency, good character checks, and no more than 180 days’ absence per year.
What can I do on a Care Worker Visa?
You can work in your eligible job, take additional work only within the limits set by the current supplementary employment rules, study, do unpaid voluntary work for charities or statutory bodies, travel abroad, and bring eligible dependants (where permitted by the date rules above). You cannot access public funds, change jobs without updating your visa, or do paid voluntary work.
What alternatives exist if I cannot extend my Care Worker Visa?
Consider switching to other Skilled Worker roles in health (if you meet RQF Level 6), the Global Business Mobility Visa for transfers, or domestic training programmes. If ineligible, you may need to leave the UK and explore visas in other countries.
Section I: Glossary
| Term | Definition |
|---|---|
| Care Worker Visa | A commonly used term for the Health and Care Worker route under the Skilled Worker Visa, allowing qualified adult social care professionals to work in the UK. As of 22 July 2025, it is closed to new applications for specific care roles but permits extensions for existing holders under transitional provisions. |
| Health and Care Worker Visa | The official UK visa category for medical professionals and adult social care workers, providing a pathway to work in eligible NHS or social care roles, with exemptions from the Immigration Health Surcharge. |
| Skilled Worker Visa | A points-based UK work visa for sponsored employment in eligible occupations, requiring a job offer, minimum salary and skill level. The Care Worker Visa falls under this broader category. |
| SOC Code | Standard Occupational Classification code: a system used by the Home Office to categorise jobs. For care workers, 6135 refers to care workers and home carers, and 6136 to senior care workers. |
| Immigration Salary List (ISL) | A list of occupations with modified general thresholds under the Skilled Worker Visa. Care worker roles (SOC 6135/6136) are referenced for transitional use only from 22 July 2025 and are not open to new applicants. |
| Temporary Shortage List | A time-limited list of occupations facing shortages. It does not create a route for new overseas recruitment into care worker roles, which are separately restricted. |
| Certificate of Sponsorship (CoS) | A digital reference issued by a licensed UK employer confirming a job offer, including details like salary, role and duration, required for visa applications or extensions. |
| Licensed Sponsor | A UK employer approved by the Home Office to sponsor foreign workers under visa routes like the Skilled Worker Visa, subject to compliance duties such as record-keeping and reporting. |
| Care Quality Commission (CQC) | The independent regulator of health and social care services in England. Sponsors for care roles in England should be CQC-registered and actively providing regulated activities, subject to limited published transitional exemptions. |
| Regulated Qualifications Framework (RQF) Level | A UK framework classifying skill levels of occupations. New Skilled Worker visas require RQF Level 6 (degree-level), with transitional allowances for existing care workers. |
| Going Rate | The minimum annual salary set by the Home Office for a specific occupation, based on hourly rates and standard working hours. Settlement relies on the full going rate. |
| Transitional Arrangements | Temporary protections for existing visa holders, allowing extensions or switches until 22 July 2028 at lower salary and skill thresholds than new entrants, provided continuous permission is maintained. |
| Indefinite Leave to Remain (ILR) | Permanent residency in the UK, granting the right to live, work and study indefinitely. Eligible after five years on a Care Worker Visa, subject to salary, English and residence requirements. |
| Life in the UK Test | A mandatory exam on British history, culture and values required for ILR or citizenship applications under most work visa routes. |
| Immigration Health Surcharge (IHS) | A fee for NHS access during a visa stay. Health and Care Worker Visa holders are exempt, receiving NHS services from the visa start date (excluding certain charges like prescriptions). |
| eVisa | A digital record of immigration status accessible via a UKVI account, replacing physical documents for proving rights to work, rent or travel. |
| UK Visas and Immigration (UKVI) | The division of the Home Office responsible for visa applications, processing and enforcement of immigration rules. |
| Migration Advisory Committee (MAC) | An independent body advising the UK government on migration issues, including salary thresholds and shortage occupations. |
| Visa Curtailment | The shortening of a visa’s validity by the Home Office, often due to job loss, non-compliance or sponsor issues, typically giving 60 days to find alternatives or leave the UK. |
| Home Office | The UK government department overseeing immigration, security and law enforcement, including visa issuance and sponsor licences. |
Section J: Additional Resources
| Resource | Link | What it covers |
|---|---|---|
| UK Government – Health and Care Worker Visa | https://www.gov.uk/health-care-worker-visa | Official route guidance, eligibility, documents, fees, processing and conditions. |
| UK Government – Health & Care Occupations | https://www.gov.uk/government/publications/health-and-care-occupations | List of qualifying occupations and SOC codes for the Health and Care route. |
| UK Government – Register of Licensed Sponsors (Workers) | https://www.gov.uk/government/publications/register-of-licensed-sponsors-workers | Searchable list of UK employers licensed to sponsor workers. |
| Home Office – Immigration Statistics | https://www.gov.uk/government/collections/immigration-statistics-quarterly-release | Quarterly data on visa grants, refusals and trends, including Health & Care visas. |
| Skills for Care – Workforce Intelligence | https://www.skillsforcare.org.uk/Leadership-management/Workforce-intelligence/Workforce-intelligence.aspx | Sector reports on adult social care workforce supply, turnover and pay. |
| NHS Jobs | https://www.jobs.nhs.uk/ | Official NHS vacancies across the UK, including Health & Care roles. |
| IELTS – English Language Testing | https://www.ielts.org/ | Test information, booking and preparation for CEFR B1 and above. |
