The Department of Health and Social Care (DHSC) has issued updated guidance for the £12.5 million International Recruitment Regional Fund for 2025–26, aimed at supporting migrant care workers affected by sponsor non-compliance or unethical practices.
Key Objectives of the 2025–26 Fund
The primary goals of the 2025–26 Fund for regional and sub-regional partnerships are centred around improving support for migrant care workers and promoting ethical recruitment practices within the adult social care sector.
One of the key objectives is to support affected workers by helping migrant care workers who have been impacted by non-compliant sponsors or unethical employment practices to secure new, ethical, and sponsored roles within the sector. The fund also aims to engage adult social care providers by encouraging them to recruit migrant workers who have been affected by sponsorship issues.
In addition, the fund seeks to prevent exploitation by implementing proactive measures to address and reduce exploitative employment practices that may affect migrant care workers. It also promotes collaboration with enforcement bodies, including UK Visas and Immigration (UKVI) and other relevant agencies, through the sharing of intelligence and information on unethical practices encountered within the sector.
The Department of Health and Social Care (DHSC) will distribute the grant through a lead local authority, which will act on behalf of all participating local authorities within the partnership. This distribution will take place in collaboration with local care alliances and providers, and funding will be disbursed in quarterly instalments.
Implementation and Support Mechanisms
Building on the infrastructure developed in 2024–25, the fifteen regional partnerships across England are expected to play a central role in delivering support. Each region is required to maintain a single point of contact, which serves as a dedicated channel for migrant care workers who are seeking assistance.
These partnerships will also facilitate job matching by helping affected workers find suitable employment with ethical employers in the adult social care sector. In addition, they are expected to provide pastoral support to guide workers through employment transitions and to ensure their wellbeing.
Raising awareness among providers is also a priority, with efforts focused on informing care organisations about the availability of skilled migrant workers who are already in the UK and seeking ethical employment opportunities. These combined efforts aim to provide timely and effective support for migrant care workers and ensure their smooth integration into the workforce, thereby helping maintain continuity in care services.
Policy Changes Affecting Recruitment Practices
From 9 April 2025, new recruitment regulations came into effect. These require care providers in England to prioritise the recruitment of international care workers who are already residing in the UK and in need of new sponsorship, before turning to candidates based overseas. This policy aims to support workers impacted by sponsor non-compliance and reduce the sector’s reliance on new overseas recruitment.
The minimum salary threshold for care workers applying under the Skilled Worker visa route has also been updated to £12.82 per hour, aligning with the most recent earnings data published by the Office for National Statistics.
Ethical Recruitment Standards
The DHSC continues to emphasise adherence to the Code of Practice for the international recruitment of health and social care personnel. This includes several key principles designed to uphold ethical standards in the recruitment of overseas workers.
Recruitment from countries listed on the WHO’s red list—those facing critical shortages in their health workforce—is prohibited unless a government-to-government agreement is in place. Care providers must also use only those recruitment agencies that appear on the ethical recruiters list maintained by NHS Employers.
It is essential that international recruits are afforded the same employment rights and protections as domestic workers. To support their transition, care providers are expected to deliver comprehensive induction programmes and offer ongoing support to aid the successful integration of international recruits into the workforce.
Practical Implications for Adult Social Care Employers
Employers should review their organisation’s recruitment processes to ensure they are fully aligned with the updated regulations and ethical standards introduced by the DHSC.
Supporting affected workers is a key responsibility. This includes offering guidance and assistance to migrant care workers who are undergoing employment transitions due to issues with their original sponsors. Finally, it is essential to stay informed about policy developments and updates issued by the DHSC and UKVI in order to maintain compliance and uphold best practices in employment and recruitment.
Author
Founder and Managing Director Anne Morris is a fully qualified solicitor and trusted adviser to large corporates through to SMEs, providing strategic immigration and global mobility advice to support employers with UK operations to meet their workforce needs through corporate immigration.
She is a recognised by Legal 500 and Chambers as a legal expert and delivers Board-level advice on business migration and compliance risk management as well as overseeing the firm’s development of new client propositions and delivery of cost and time efficient processing of applications.
Anne is an active public speaker, immigration commentator, and immigration policy contributor and regularly hosts training sessions for employers and HR professionals
