Recently, the landscape of the UK’s immigration rules has undergone changes, bringing renewed attention to the sponsorship of healthcare roles under the Skilled Worker route. Designed specifically to address workforce shortages and support the delivery of essential health and social care services, these updates provide a streamlined pathway for qualified professionals from overseas to work in the UK’s health sector.
By refining the eligibility criteria for the Health and Care Visa and clarifying the list of occupations eligible for sponsorship, the UK government aims to ensure that critical roles within the NHS, adult social care, and other health services are filled by skilled individuals who meet the required standards. This targeted approach not only strengthens the UK’s healthcare system but also creates new opportunities for talented professionals to contribute to vital services across the country.
The Health and Care Visa: At a Glance
The Health and Care Visa is a specialised category of the Skilled Worker route. This route is intended to bring medical professionals, including doctors, nurses, allied health professionals, and others, who meet specific skill requirements (above RQF level 6), salary thresholds, and English language requirements and who have also secured an eligible job offer from a licensed UK sponsor.
The key features of this route include:
- Faster application processing time compared to Standard Skilled Worker applications
- Lower visa fees when compared to other skilled worker routes
- Exemption from the Immigration Health Surcharge (IHS) for applicants and dependants
- Eligibility to bring dependants to the UK, subject to some restrictions on certain SOC Codes
The Health and Care Visa operates within the points-based skilled worker system, where applicants must secure at least 70 points. These mandatory points are awarded for:
- Having a job offer from an approved sponsor.
- The role being at the required skill level (above RQF level 6)
- Proficiency in the English language
Updated Sponsorship Rules in the Healthcare Sector: July 2025 Changes
On 22 July 2025, new immigration rules came into effect, altering the eligibility for certain healthcare roles. The most significant changes include:
- Care workers (SOC 6135) and senior care workers (SOC 6136) are now ineligible for new visa applications from overseas. However, a three-year transitional period, ending 22 July 2028, allows individuals already in the UK in these roles to switch visas, provided they have been employed for at least three months before the date of application.
- Other healthcare roles requiring the RQF Level 6 skill level, such as doctors, nurses, and certain allied health professionals, remain fully sponsorable for new overseas applicants.
- Eligible Health and Care visa occupations that appear on the Immigration Salary List (ISL) or Temporary Shortage List (TSL) can be sponsored at the salary threshold mentioned in the list corresponding to the SOC code. As the Temporary Shortage List (TSL) contains jobs under RQF level 6, these roles may be sponsored only until 31 December 2026.
These amendments are intended to reduce migration into lower-paid care positions while maintaining access to highly skilled healthcare professionals from abroad.
Roles Eligible for Sponsorship
The following healthcare occupations remain eligible for sponsorship under the Health and Care Visa route, provided they meet the relevant salary and qualification requirements:
Healthcare managers and directors
- SOC 1171 – health services and public health managers and directors
Care management
- SOC 1232 – residential, day and domiciliary care managers and proprietors
Scientists
- SOC 2113 – biochemists and biomedical scientists
- SOC 2114 – physical scientists
Medical practitioners
- SOC 2211 – generalist medical practitioners
- SOC 2212 – specialist medical practitioners
Therapy professionals
- SOC 2221 – physiotherapists
- SOC 2222 – occupational therapists
- SOC 2223 – speech and language therapists
- SOC 2224 – psychotherapists and cognitive behaviour therapists
- SOC 2225 – clinical psychologists
- SOC 2226 – other psychologists
- SOC 2229 – other therapy professionals
Nursing professionals
- SOC 2231–2237 – covering midwives, community nurses, specialist nurses, nurse practitioners, mental health nurses, children’s nurses, etc.
Other clinical roles
- SOC 2251 – pharmacists
- SOC 2252 – optometrists
- SOC 2253 – dental practitioners
- SOC 2254 – medical radiographers
- SOC 2255 – paramedics
- SOC 2256 – podiatrists
- SOC 2259 – other health professionals not elsewhere classified
Lab technicians
- SOC 3111 – laboratory technicians
Social Workers
- SOC 2461 – Social Workers
Pharmaceutical technicians
- SOC 3212 – pharmaceutical technicians
Nursing auxiliaries and assistants
- SOC 6131 – nursing auxiliaries and assistants, applicable only in environments where registered nurse roles also exist.
All eligible roles must be with an approved sponsor and employed or engaged by certain professional bodies. In England, this means working for an NHS organisation, an organisation providing NHS services, or an adult social care provider registered with the Care Quality Commission (CQC) and carrying out regulated activities.
Equivalent arrangements apply in the devolved nations, including employment with registered or regulated health and social care bodies in Scotland, Wales, or Northern Ireland, such as local health boards, social care councils, or organisations contracted to provide NHS or regulated care services. Eligible employers also include certain regulatory bodies, general medical or dental service providers, and other health or care organisations registered with the appropriate national regulator.
More details on the Health & Care Visa can be seen here.
Sponsorship Requirements & Salary Thresholds
- The minimum salary threshold for most Health and Care Visa occupations is £25,000 per annum, typically aligned with national pay scales
- For roles listed under ISL or TSL, applicants can be paid £25,000 or the occupation-specific going rate, whichever is higher.
General Skilled Worker roles (non-healthcare) now require a salary of £41,700 or the going rate for the relevant role, whichever is higher; however, this does not apply to Health and Care Visa roles.
Employer Obligations for Sponsorship
Certificate of Sponsorship
Employers must issue a valid Certificate of Sponsorship (CoS), specifying how the applicant qualifies for the Health and Care Visa, including details of the position and eligibility details.
Eligibility Confirmation and Evidence
Evidence of the employer’s status, such as NHS contracts or CQC registration, depending on the nature of the organisation, is required to demonstrate compliance with immigration rules and sponsor eligibility criteria.
Salary Compliance
Sponsors must ensure the role meets the requisite salary threshold; either the national pay scale or going rate, ISL, or general salary threshold, as applicable. This threshold must be based on guaranteed basic gross pay; allowances , overtime or bonus may not be counted.
Family Members and Dependants
Applicants are exempt from the Immigration Health Surcharge, as are their partner and dependant children. However, new applicants in SOC 6135 or 6136 are not permitted to include dependants, unless they held status before 11 March 2024 or the dependant is a UK-born child.
Strategic Implications for Employers
Filling Workforce Gaps: The visa remains invaluable for recruiting skilled roles such as nurses, therapists, pharmacists, and allied professionals, particularly given its advantageous processing speed and cost efficiencies.
Planning for Transition of Closed Roles: With future closures of care worker sponsorship routes, employers must proactively plan alternative strategies, especially for non-registered care roles. Restrictions on dependants for new applicants further complicate recruitment in these categories.
Select Eligible Occupations: Focus recruitment on clearly eligible SOC codes. Avoid relying on roles that are being phased out unless candidates qualify under in-country transition provisions.
Budgeting and Compensation Strategies: Complying with updated salary thresholds requires careful financial planning. Notably, reliance on national pay scales or inclusion on the ISL could afford lower salary obligations for certain roles.
Ensure Sponsor Compliance: Hold a valid sponsor licence, issue accurate Certificates of Sponsorship, and, where applicable, hold the relevant professional body registration. Maintain contracts or proof of commissioning for non-NHS organisations.
Prepare Candidates for Point-Based Assessment: Ensure offers meet salary thresholds and support applicants in preparing evidence of English proficiency and relevant qualifications to qualify for the full 70 points.
Leverage Fast-Track and Savings Exemptions: Emphasise eligibility for reduced fees, fast-track processing, and health surcharge exemptions when guiding employees through visa applications.
Support Retention with Settlement Pathways: Enable long-term workforce planning by aligning sponsorship with settlement eligibility after five years, retaining critical healthcare skills.
Wrapping Up
The UK’s updated immigration rules for the Health and Care Visa mark a decisive step toward balancing workforce needs with regulatory integrity. While the scheme continues to provide a vital route for attracting skilled healthcare professionals, the narrowed eligibility criteria and enhanced compliance requirements demand careful planning from employers. By focusing recruitment on qualifying roles, ensuring sponsor licence obligations are met, and supporting candidates through the application process, healthcare providers can secure the talent essential for delivering high-quality care. Strategic use of this route not only addresses immediate staffing pressures but also builds a sustainable pathway for long-term workforce stability, benefiting employers, employees, and the communities they serve.
