New Sponsorship Rules for Care Workers in England: What Employers Need to Know

The UK government has introduced new rules for sponsoring care workers and senior care workers under the Skilled Worker route. 

These changes aim to support displaced care staff already in the UK while reducing worker exploitation in the care sector.

According to the update, before sponsoring new recruits from overseas or from other immigration categories, care providers in England must first attempt to recruit from the existing pool of care workers and senior care workers who are seeking new employment.

This ensures that workers already in the UK, who may have lost their sponsorship due to employers losing their sponsor licences or being unable to provide sufficient work, are given priority.

Engagement with Regional Partnerships

To enforce this requirement, sponsors must engage with the relevant regional or sub-regional partnership in their area. 

These partnerships have been established to:

• Help displaced care workers find new sponsorship opportunities.
• Prevent exploitation within the care sector.
• Support the stability of the care workforce.

Before submitting a sponsorship application for a new worker from overseas or another immigration category, sponsors must obtain confirmation from the regional partnership stating that they have actively engaged in this recruitment process and that no suitable workers were available.

Who is Affected?

These changes apply only to care worker sponsorships in England.

They do not affect applications for work in Scotland, Wales, or Northern Ireland. Additionally, the new requirements do not apply to:

• Workers who were already sponsored in these occupations before the changes took effect, including those changing employers.
• Individuals switching from other immigration routes, provided they have been working lawfully for their sponsor for at least three months.

Why Are These Changes Being Implemented?

The UK care sector has seen an increase in Skilled Worker visa holders losing their sponsorship, often due to employers facing financial difficulties or regulatory issues. By prioritising recruitment from this existing pool, the government aims to provide stability for care workers already in the UK while ensuring ethical recruitment practices in the sector.

Care providers looking to sponsor new workers must:

1. Engage with their regional or sub-regional partnership.
2. Attempt to recruit from the pool of displaced care workers.
3. Obtain confirmation that no suitable candidates were available before seeking overseas recruits.

Employers should stay updated on immigration rules to ensure compliance and to support a sustainable workforce in the care sector.

A Heads-up from the White Paper: In May 2025 the Home Office published its White Paper, Restoring Control over the Immigration System, which cements the closure of the Adult Social Care visa route to new overseas recruits and sets out the precise timing, conditions and wider workforce-planning requirements for care providers. You can read our full breakdown of the White Paper’s reforms, including the 2028 in-country switch window and new employer obligations, right here: Restoring Control over the Immigration System (May 2025) White Paper

Do you need to Sponsor Care Workers? Talk to us in the comments section below. Or if you want to discuss sponsoring international talent, or are already doing so, and need more advice on the above, contact us for a Global Talent Unlocking Call.

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Charlie

Travel and Immigration Writer and Client Relationship Manager at IaM (Immigration and Migration)

Charlie is IaM’s resident Travel & Immigration Writer and Client Relationship Manager. They craft clear, engaging guides that demystify complex visa and migration rules - and then personally supports each client through every step of their journey.

Over the past 6+ years, with IaM, and working in the travel and immigration sector, Charlie has authored 200+ in-depth guides on Schengen, UK visas & other destinations they have relocated 1,000+ families safely through the system. A Clockwork Practitioner, Charlie also works hard to streamline operations and adheres to the mantra "Task Clients Well".

When they’re not translating policy into plain English, you’ll find them scouting new destinations, collecting local stories, and mastering a new language to better serve our global community.

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