What Employers Need to Know
Updated February 2026
This guide explains the recent changes to the Health and Care visa affecting Care Workers (SOC 6135) and Senior Care Workers (SOC 6136) and what they mean for employers in Scotland.
What has changed?
In July 2025, the UK Government introduced major changes affecting how Care Worker roles can be sponsored under the Health and Care visa.
The changes mean employers can no longer recruit new Care Workers or Senior Care Workers directly from overseas. Instead, recruitment must focus on workers who are already in the UK and may be eligible to switch visas or extend their permission.
The changes include:
- Out-of-country applications for Care Worker and Senior Care Worker roles are closed
- Employers cannot recruit directly from overseas into these roles
- In-country switching and visa extensions remain possible during a transition period currently expected to run until 22 July 2028
- The English language requirement increased to B2 level from 8 January 2026
- Recruitment from the displaced worker pool is no longer mandatory but remains available to employers
You can read about the Health and Care Worker visa eligibility requirements (gov.uk)
Recruitment options for employers
Recruiting workers already in the UK
Although overseas recruitment for these roles is now closed, employers can still recruit workers already living in the UK with valid immigration status.
This may include workers who:
- are currently employed by another sponsor
- hold another visa and may be eligible to switch
- already work in the UK care sector and need sponsorship
Employers should check whether a candidate can switch immigration routes.
Read about switching to the Skilled Worker visa (gov.uk)
In-country switching and visa extensions
During the transition period, employers can continue to:
- extend visas for existing sponsored Care Workers
- sponsor eligible workers who are already in the UK
- support eligible workers to switch immigration routes
Employers must still meet all standard sponsorship requirements, including salary thresholds and sponsor licence duties.
Read about sponsor licence duties and responsibilities (gov.uk)
The three-month rule for switching workers
Some workers switching into Care Worker roles from within the UK must meet a three-month employment requirement.
This means the worker must have:
- worked legally for the sponsoring employer for at least three months
- completed the three months immediately before the Certificate of Sponsorship is assigned
Switching must also take place before 22 July 2028, although this date may change.
Workers in the UK on a Visitor visa cannot switch to a Skilled Worker or Health and Care visa.
The three-month rule does not apply to workers already continuously sponsored under the Skilled Worker or Health and Care visa routes in these roles.
Employers should keep evidence such as payslips, employment contracts and payroll records.
Read about Certificates of Sponsorship (gov.uk)
Salary requirements
The minimum salary depends on the visa route used.
For Care Worker roles sponsored under the Health and Care visa, the current minimum salary is:
- £25,000 per year
- £12.82 per hour
For Care Worker roles sponsored under the Skilled Worker visa, the current minimum salary is:
- £33,400 per year
- £17.13 per hour
Employers must meet both the general salary threshold and the occupation’s going rate.
Read about Skilled Worker salary requirements in healthcare (gov.uk)
Practical steps for employers
Check eligibility before sponsoring a worker
Before assigning a Certificate of Sponsorship, employers should confirm that:
- the correct SOC occupation code is used
- the salary meets the required threshold
- the visa route is permitted for the role
Plan recruitment early
Workforce planning is particularly important following the July 2025 immigration changes.
Employers should:
- review staffing needs early
- identify workers who may require visa extensions
- prioritise recruitment strategies focusing on workers already in the UK
Maintain sponsor licence compliance
Employers sponsoring international workers must continue to follow sponsor licence compliance rules.
This includes:
- keeping accurate employment records
- assigning Certificates of Sponsorship correctly
- reporting changes to the Home Office
- monitoring visa expiry dates
Key points to remember
- Overseas sponsorship for Care Worker roles is now closed
- Employers must recruit workers who are already in the UK
- Visa extensions and in-country switching remain possible during the transition period
- Some workers must meet the three-month employment rule
- The English language requirement increased to B2 level in January 2026
- Early workforce planning can help avoid staffing shortages