The UK immigration landscape is undergoing a significant shift following the introduction of the Statement of Changes HC 997, which was laid before Parliament on 1 July 2025 and came into effect on 22 July 2025. Among the most consequential reforms are those impacting the recruitment and sponsorship of care workers under the Health and Care visa and the Skilled Worker route. These changes, aligned with the government’s immigration strategy to create a “high-skill, low-volume” system, mark the end of overseas recruitment for frontline care roles and introduce transitional arrangements that will run until 2028.
Policy Context: Why the Changes Are Being Made
The closure of the immigration route for care workers is rooted in persistent concerns regarding compliance and exploitation within the sector. Since care worker roles were added to the Skilled Worker route in 2022, the sector has relied heavily on overseas recruitment to fill staffing gaps. However, widespread issues have emerged, including employers overestimating demand, workers being left unemployed due to sponsor licence revocations, and reports of severe abuse and exploitation.
The Government’s immigration strategy, outlined in the December 2024 White Paper, prioritises “higher skills, lower numbers and tighter controls.” Statement of Changes HC 997 reflects this commitment by significantly tightening entry rules and ensuring sustainable employment practices. These reforms are designed to protect both the integrity of the immigration system and the welfare of migrant workers.
Key Impact on Health and Care Visa
Although the Health and Care visa remains open for eligible roles such as doctors, nurses, and other regulated healthcare professionals, the removal of SOC codes 6135 and 6136 for overseas recruitment significantly narrows its scope. From 22 July 2025, entry clearance applications for Care Workers and Senior Care Workers (occupation codes 6135 and 6136) will be closed. However, in-country switching will remain permitted until 22 July 2028 for individuals who have been legally employed on the sponsor’s UK payroll for a minimum of three months.
For care providers, this means that the international recruitment of frontline carers will no longer be an option, except under transitional arrangements for existing workers already in the UK.
Closure of the Overseas Care Worker Route
As of 22 July 2025, new entry clearance applications for care workers and senior care workers under the Skilled Worker route are no longer accepted. Occupation codes 6135 (Care Workers and Home Carers) and 6136 (Senior Care Workers) have been officially removed from the list of eligible roles for sponsorship.
These roles previously played a vital role in addressing workforce shortages in the UK’s adult social care sector. Since their inclusion in February 2022 under the Skilled Worker and Health and Care visa subcategories, care providers were able to recruit qualified professionals from overseas to meet critical staffing needs.
However, due to growing concerns about compliance issues, worker exploitation, and the long-term sustainability of this pathway, the government has implemented a significant policy change. The care worker route has now been closed to new international applicants, effectively ending direct overseas recruitment for these roles.
Transitional Arrangements Until 2028
Following the implementation of the new rules on 22 July 2025, the care worker route will close to new overseas recruits. However, transitional measures have been implemented to ensure continuity of care and workforce stability. These provisions will remain in effect until July 22, 2028.
During this transitional period, in-country switching into care worker roles will be permitted under strict conditions. To qualify, workers must have been lawfully employed by the same sponsor for at least three months prior to a new Certificate of Sponsorship (CoS) being assigned. This requirement also applies to changes of sponsor within the care sector.
The three-month employment rule is designed to foster genuine employment relationships, mitigate the risk of exploitation, and ensure compliance with core labour standards, including adherence to the National Minimum Wage.
After 22 July 2028, all transitional rights will come to an end. Care worker roles will be removed entirely from both the Immigration Salary List (ISL) and the Temporary Shortage List (TSL), effectively closing the route to sponsorship in the sector.
Raising the Skill and Salary Thresholds
The government’s commitment to a high-skill migration system is now evident, as evidenced by the increased minimum skill requirement for most sponsored roles under the Skilled Worker route. As of 22 July 2025, roles must meet RQF Level 6 (equivalent to a UK bachelor’s degree). This change has excluded care workers and senior care workers, who are classified at RQF Level 3, from being eligible for new sponsorship.
The salary threshold for most Skilled Worker visas has also increased from £38,700 to £41,700. While care worker roles previously benefited from reduced thresholds under the Immigration Salary List, these concessions no longer apply now that the transitional period has ended. For existing workers who are sponsored already, the highest of the minimum salary at the time of CoS assignment or the National Minimum Wage will still apply, provided they meet all other eligibility conditions. The extension applications will require a minimum annual salary of £25,000 for working 37.5 hours per week.
Dependants and Other Conditions
Restrictions on bringing dependants, introduced earlier for care workers, remain in place throughout the transition. Care workers and senior care workers sponsored under SOC 6135 and 6136 are not eligible to bring new dependants to the UK under the Skilled Worker or Health and Care visa routes. However, dependants who were already in the UK under these routes before the rule changes can retain their status.
Impact on Care Providers and Workforce Planning
The changes introduced on July 22, 2025, have significant implications for the care sector. Employers who have been heavily dependent on overseas recruitment must now adapt to a future where domestic hiring and upskilling are central to their talent strategy. The government expects care providers to focus on building a sustainable workforce by offering competitive wages, improving working conditions, and investing in training for UK-based workers.
For organisations currently employing sponsored care workers, the immediate actions required include:
- Conducting a thorough workforce audit to identify employees who may need visa renewals before the 2028 deadline.
- Maintaining accurate and detailed records, particularly payroll data, to ensure compliance with the three-month employment rule for transitional Certificates of Sponsorship (CoS) allocations.
- Reviewing HR and immigration processes to mitigate the risk of sponsor licence issues amid the government’s increased scrutiny of the sector.
Failure to meet sponsorship obligations could result in the revocation of a sponsor licence, jeopardising an organisation’s ability to employ migrant workers across all eligible roles.
Government Measures to Curb Abuse and Misuse
The explanatory memorandum accompanying the statement of changes HC 997 highlights that the changes implemented on 22 July 2025 are aimed at tackling the misuse of immigration routes. For instance, a clarification has been introduced to prevent the SOC code “6131 Nursing auxiliaries and assistants” from being exploited as a loophole to sponsor care workers following the closure of dependants under codes 6135 and 6136. This code is now explicitly restricted to roles within settings where registered nurses are employed.
Additionally, the previous requirement for sponsors to first attempt recruitment from the pool of displaced Skilled Workers before hiring new employees has been removed. This reflects a broader policy shift towards reducing dependency on international recruitment for lower-skilled roles.
The government has also indicated its commitment to closely monitor compliance throughout the transition period. Key focus areas will include sponsor licence revocations, worker displacement, and feedback from regional partnerships supporting workforce adjustments.
Future of Immigration Policy in Adult Social Care
While the statement of changes HC 997 represents a decisive move away from reliance on overseas recruitment for care roles, the government acknowledges that the transition must be managed carefully. The Migration Advisory Committee (MAC) will continue to review labour market conditions and advise on potential policy adjustments. However, the long-term goal remains clear, to create a sustainable, domestically sourced care worker workforce that reduces exploitation risks and aligns with the UK’s economic and social priorities.
Employers should anticipate further regulatory developments, including potential changes to English language requirements and continued emphasis on compliance. Those operating in the care worker sector will need to adopt proactive strategies, such as partnering with training providers, implementing retention initiatives, and exploring technology solutions to mitigate staffing pressures.
Final Thoughts
The reforms introduced under the Statement of Changes HC 997 mark a turning point for the UK’s health and social care sector. By closing the care worker immigration route to new overseas applicants and phasing out transitional arrangements by 2028, the government aims to address systemic challenges related to exploitation, compliance, and workforce sustainability.
For care providers, these changes underscore the importance of early planning, rigorous compliance, and a renewed focus on domestic recruitment strategies. With transitional provisions in place for the next three years, there is still an opportunity to stabilise existing workforces and prepare for a future shaped by higher skill thresholds and stricter immigration controls.
