Dependent Visa Restrictions for Care Workers: 2024 Rule Changes

Introduction

In response to record-high net migration levels, the UK government introduced sweeping changes to immigration rules in 2024, targeting the Health and Care Worker visa route to curb the influx of dependants accompanying overseas care workers. Effective from 11 March 2024, these restrictions prohibit new care workers and senior care workers from bringing partners or children to the UK, aiming to reduce overall migration while addressing domestic recruitment in the social care sector. This article provides policy teams and HR specialists with a comprehensive overview of the changes, including eligibility impacts, transitional provisions, and compliance implications. Drawing from official Home Office statements and expert analyses, it compares pre- and post-2024 rules, highlighting strategic adjustments for workforce planning amid ongoing sector shortages.

Key Changes: Dependent Visa Restrictions

The core reform bans dependants for new applicants in care worker roles, effective 11 March 2024. This applies to both initial entries and switches from other visa routes.

Pre-2024 Rules (Before 11 March 2024)

• Eligibility: Care workers could bring partners (spouse/civil partner/unmarried partner) and children under 18, provided they met relationship evidence requirements (e.g., marriage certificate, birth certificates).
• Duration: Dependant visas aligned with the main applicant's leave (up to 5 years, extendable).
• Work Rights: Partners could work unrestricted; children could study.
• Settlement Path: Dependants qualified for Indefinite Leave to Remain (ILR) after 5 years alongside the main applicant.
• Impact: Facilitated family integration, but contributed to 80,541 Health and Care Worker visas (including dependants) granted in April–September 2023 alone.
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Post-2024 Rules (From 11 March 2024)

• Ban on New Dependants: New care workers/senior care workers cannot sponsor or bring dependents. This includes switches from other routes (e.g., Student or Skilled Worker visas) after the cutoff.
• Exceptions:
  • Children born in the UK to eligible care workers.
  • No impact on dependants already in the UK or granted leave before 11 March 2024.
• Visa Grants Decline: Post-change, Health and Care Worker visas dropped 84% (13,131 granted April–September 2024 vs. 80,541 prior year), with dependant visas down 65% (50,591 issued).‍
• Sponsorship Requirements: In England, employers must be registered with the Care Quality Commission (CQC) for regulated activities; no such mandate in Scotland, Wales, or Northern Ireland

Transitional Provisions

To mitigate disruption, the rules include protections for in-flight and existing cases:

• Pre-Cutoff Applications: Visas submitted before 11 March 2024 are assessed under old rules, allowing dependants.
• Existing Holders: Care workers sponsored under old SOC codes (6145/6146) with continuous permission can extend, change employers (within SOC), and bring dependants during sponsorship.
• Switches from Other Routes: Only if the applicant held Skilled Worker permission in care roles before 11 March 2024; post-cutoff switches (e.g., from Student dependant) do not qualify for dependants.
• Settlement: Protected families can pursue ILR after 5 years.

These provisions ensure continuity for ~100,000 existing care workers but close the route for new family-based entries.

Comparison: Pre- vs. Post-2024 Rules

Implications for Policy Teams and HR Specialists

• Recruitment Challenges: The ban exacerbates care sector shortages (150,000 vacancies in 2024), pushing HR to prioritize domestic training and upskilling. Policy teams should advocate for exemptions via the Migration Advisory Committee (MAC) review.
• Compliance Risks: Non-CQC sponsors face licence revocation; HR must audit employee visas for transitional eligibility to avoid right-to-work fines (£20,000 per breach).
• Employee Retention: Existing workers with families may seek higher-skill roles (e.g., nursing) to regain dependant rights; proactive career mapping is essential.
• Alternative Routes: Families may explore Family Visas (minimum income £29,000 from April 2024) or other Skilled Worker roles outside care
• Broader Context: Aligns with 2025 white paper reforms, including medium-skill job restrictions and stricter English requirements for dependants

Jobbatical’s Role: As an immigration service, Jobbatical offers compliance audits, visa eligibility checks, and alternative route planning, reducing rejection risks by 25% and supporting HR in navigating 2024 changes.

Conclusion

The 2024 dependent visa restrictions for care workers represent a pivotal shift in UK immigration policy, balancing migration control with sector needs through targeted bans and transitional safeguards. While protecting existing families, the changes demand agile responses from policy and HR teams to sustain care delivery. Monitor MAC recommendations and GOV.UK updates for potential reversals. For tailored compliance strategies, consult  Jobbatical to safeguard your workforce.