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- The UK government closed the Care Worker visa route for new overseas applicants effective July 22, 2025, stopping all new visa sponsorships for care worker and senior care worker roles from abroad.
- Existing care workers on these visas can extend their stay and switch visas in the UK until July 22, 2028, but no new overseas recruitment under this route is allowed.
- Employers must pivot recruitment strategies to focus on domestic talent, increase training and retention efforts, and ensure compliance with the new sponsorship rules to avoid penalties.
- This closure significantly impacts mid-sized organizations relying on international care workers, requiring urgent workforce planning and exploration of alternative visa routes for healthcare roles.
The UK government officially closed the Care Worker visa route to new overseas applicants as of July 22, 2025. This means employers and HR teams in mid-sized organizations can no longer sponsor new care workers or senior care workers from outside the UK under the Health and Care Worker visa or Skilled Worker visa programs.
What Has Changed and Why?
The closure applies to care workers (SOC code 6135) and senior care workers (SOC code 6136), stopping all new visa sponsorships for these roles from abroad. This significant policy change aims to reduce net migration, address concerns about worker exploitation, and shift recruitment focus towards UK-based workers. Employers can no longer submit entry clearance applications for overseas care workers after this date.
However, existing visa holders in these roles can continue working and extending their visas, and those already in the UK on other visas may switch into care worker roles until July 22, 2028, provided they meet employment requirements on their sponsor’s payroll for at least three months.
Operational Impact on Employers and HR
This visa route closure demands a strategic shift for HR and global mobility managers:
- Overseas recruitment for care worker roles is no longer an option, shrinking the talent pool for these critical roles.
- Employers must focus heavily on domestic recruitment and retention strategies.
- Investing in training programs and career development for the existing UK workforce is essential.
- Employers should review their current sponsored care workers' statuses to facilitate in-country switching and visa extensions until the 2028 transition deadline.
- Compliance scrutiny by the Home Office around sponsorship obligations will increase, with risks including license revocation for breaches.
What Should Mid-Sized Employers Do Now?
- Expedite any pending sponsorship applications for overseas care workers before the closure date if still applicable.
- Enhance domestic recruitment campaigns targeting local talent to fill care worker positions.
- Develop or expand training and upskilling programs to grow internal talent pipelines.
- Support existing overseas care workers in transitioning to UK-based sponsorship and extended employment.
- Consult immigration experts to navigate the complex changes and compliance requirements effectively.
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