How to Sponsor a Care Worker in the UK: 2025 Requirements and Guidelines

2. Eligibility Criteria for Care Workers

To qualify for the Health and Care Worker visa, applicants must:

• Have a confirmed job offer from a licensed sponsor.

• Meet English language requirements (minimum CEFR Level B1).

• Possess relevant skills in care; while formal qualifications and previous experience are beneficial, they are not always mandatory.

• Provide a tuberculosis (TB) test certificate if applicable.

Eligible Roles:

• Care Workers (SOC code 6135)

• Senior Care Workers (SOC code 6136)

  
  
  

3. Recruitment Prioritization

Effective from 9 April 2025, care providers in England are required to prioritize recruiting from the existing pool of displaced care workers already residing in the UK before sponsoring new overseas applicants. This policy aims to provide employment opportunities to individuals who have previously entered the UK for adult social care roles, thereby reducing reliance on international recruitment

4. Updated Salary Thresholds

Starting 9 April 2025, the minimum salary requirements for sponsoring care workers are:

• £12.82 per hour

• £25,000 per year

These adjustments align with the latest national pay scales to ensure fair compensation within the sector.

5. Restrictions on Dependants

As of 11 March 2024, new applicants under the Health and Care Worker visa route for care workers and senior care workers are no longer permitted to bring dependants (partners or children under 18) to the UK. This change addresses concerns over high numbers of dependants accompanying care workers and aims to reduce migration pressures.

However, if before this date a potential Care Worker had dependants under a Skilled Worker visa, they are permitted to have their dependants stay with them with a new application.

6. Compliance and Ethical Considerations

To maintain compliance and uphold ethical standards, care providers must:

• Be registered with CQC: Ensure registration with the CQC if operating in England.

• Prioritize Local Recruitment: Focus on hiring displaced care workers already in the UK before considering overseas applicants.

• Adhere to Salary Thresholds: Offer salaries that meet or exceed the updated minimum requirements.

• Bear the cost of sponsorship: Avoid charging workers for the cost of sponsorship, as this practice has been prohibited to prevent exploitation.

7. Prohibition on Passing Sponsorship Costs to Employees

As of 31 December 2024, employers are prohibited from passing certain sponsorship-related costs, such as the sponsor licence fee, Certificate of Sponsorship fee, and Immigration Skills Charge, to sponsored workers. Employers must bear these costs themselves.

8. Fee Structure

• Sponsor Licence Fees

To sponsor a Care Worker, your organisation must hold a valid sponsor licence. These fees are paid when applying for or renewing your sponsor licence and are as follows:

• • Small Sponsor (50 or fewer employees, with assets under £5 million): £536

  • Large Sponsor: £1,579

  
  

• Certificate of Sponsorship (CoS) Fees

Each Care Worker you sponsor requires a Certificate of Sponsorship. The fees are:

• • £525 per CoS, applicable to both new applications and renewals.

    
    
• Health and Care Worker Visa Application Fees:

The visa application fees for the Health and Care Worker visa are:

• • Up to 3 years: £304

  • More than 3 years: £590

These fees apply to both applications made inside and outside the UK.

How Paragon Law Can Assist

Navigating the complexities of sponsoring care workers can be challenging. At Paragon Law, we have extensive experience assisting businesses and individuals with Care Worker and Senior Care Worker applications. We are happy to assist with any enquiries about care applications in the UK.

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🛑 The law applicable in this article is correct as of 8 May 2025. Immigration rules frequently change, and the information here may not reflect the latest legal position. For advice tailored to your specific circumstances, please contact us to arrange a consultation with our legal team.