Dependent Visa Restrictions for Care Workers: 2024 Rule Changes

Introduction

In response to sustained high net migration levels, the UK government has continued to tighten immigration rules for the Health and Care Worker visa route, building on 2024 reforms with significant 2025 changes from the Immigration White Paper. The initial dependant ban effective 11 March 2024 prohibited new care workers and senior care workers from bringing family members, followed by a complete halt to overseas sponsorship for these roles on 22 July 2025. These measures aim to prioritize domestic recruitment in the social care sector while reducing migration pressures. Effective 8 January 2026, further enhancements to English language requirements for applicants and dependants add another layer of restriction. This updated article equips policy teams and HR specialists with a comprehensive overview of the evolving rules, including eligibility impacts, transitional provisions, and compliance implications. Drawing from official Home Office guidance and expert analyses, it compares pre- and post-reform landscapes, emphasizing strategic workforce planning amid deepening sector shortages estimated at over 170,000 vacancies in 2025.

Key Changes: Dependent Visa Restrictions

The 2024 dependant ban remains a cornerstone, but 2025 introduced a sponsorship freeze for new overseas care workers, with 2026 English upgrades compounding access barriers.

Pre-2024 Rules (Before 11 March 2024)

• Eligibility: Care workers could bring partners (spouse/civil partner/unmarried partner) and children under 18, with evidence like marriage or birth certificates.
• Duration: Dependant visas matched the main applicant's leave (up to 5 years, extendable).
• Work Rights: Partners had unrestricted work rights; children could study.
• Settlement Path: Dependants qualified for Indefinite Leave to Remain (ILR) after 5 years.
• Impact: Enabled family integration but fueled high volumes—80,541 Health and Care Worker visas (including dependants) granted April–September 2023.

Post-2024 Rules (From 11 March 2024)

• Ban on New Dependants: New care workers/senior care workers (SOC codes 6135/6136) cannot sponsor dependants, including switches from other routes post-cutoff.
• Exceptions:
  • Children born in the UK to eligible care workers.
  • No impact on dependants already in the UK or granted before 11 March 2024.
• Visa Grants Decline: Health and Care Worker visas fell 84% (13,131 granted April–September 2024 vs. prior year), with dependant visas down 65% (50,591 issued).

2025 Sponsorship Ban (Effective 22 July 2025)

• Overseas Recruitment Halt: Employers can no longer sponsor care workers or senior care workers from abroad under the Skilled Worker/Health and Care route, removing the exemption for these medium-skilled roles (RQF Levels 3-5). This affects ~180 occupations, targeting net migration reduction.
• Internal Sponsorship Allowed (Until 22 July 2028): Switches within the UK possible if the worker has been legally employed by the sponsor for at least 3 months prior.
• Salary Threshold Increase: Minimum salary rose to £25,000 (from £23,200) for national pay scale roles like care workers, or the higher going rate.
• Skill Level Raise: New sponsorships require RQF Level 6 (degree-equivalent), excluding roles like dental nurses (SOC 6133) unless pre-2025 sponsored.
• CQC Requirement: In England, sponsors must remain Care Quality Commission (CQC)-registered; no change in Scotland, Wales, or Northern Ireland.
• Visa Volume Impact: Sponsorships for care roles dropped further, with only ~5,000 Health and Care visas issued April–September 2025, exacerbating shortages.

2026 English Language Enhancements (Effective 8 January 2026)

• Applicants: New Skilled Worker visa holders (including Health and Care) must demonstrate B2 English proficiency (independent user level), up from B1. Existing care workers can renew at B1.
• Dependants: Partners of Skilled Worker holders now require B2 English for dependant visas (previously A1 or exempt in some cases).
• Settlement: Dependants must qualify for ILR independently, not automatically with the sponsor.

Transitional Provisions

Safeguards protect ongoing cases across reforms:

• Pre-2024 Dependants: Applications before 11 March 2024 assessed under old rules; existing holders can extend, switch employers (within SOC), and sponsor dependants.
• Pre-2025 Sponsorship: Workers sponsored before 22 July 2025 can extend until 22 July 2028; post-2025 switches from other routes (e.g., Student) ineligible for dependants unless pre-March 2024 in care roles.
• 2026 English: Current visa holders exempt from B2 for renewals; only new applicants affected.
• Settlement: Protected families pursue ILR after 5 years; ~120,000 existing care workers (up from ~100,000 in 2024) retain continuity.

These ensure minimal disruption for in-route workers but seal off new entries.

Comparison: Pre- vs. Post-Reform Rules (2024–2026)

Implications for Policy Teams and HR Specialists

• Recruitment Challenges: The 2025 ban intensifies shortages (170,000+ vacancies in 2025), forcing reliance on domestic training, upskilling, and internal mobility. Policy teams should push MAC for exemptions based on recruitment evidence.
• Compliance Risks: Non-CQC or under-salary sponsorships risk licence revocation; audit visas for transitional status to dodge £20,000 right-to-work fines. Verify B2 English from 2026 to prevent refusals.
• Employee Retention: Workers may upskill to higher roles (e.g., nursing, RQF6) for dependant rights; offer career pathways and family support to curb turnover.
• Alternative Routes: Explore Family Visas (£29,000 income threshold from 2024) or non-care Skilled Worker roles. Bundled applications with English proofs can cut rejection risks.
• Broader Context: Aligns with 2025 White Paper's medium-skill curbs and 2026 ETA mandates for visitors; monitor for 2027 ILR extensions to 10 years.

Jobbatical’s Role

As a leading immigration service, Jobbatical delivers compliance audits, eligibility screenings (including B2 English), and alternative visa strategies, slashing rejection risks by 30% for HR teams navigating 2024–2026 reforms. Our tools streamline CoS integration and family planning, boosting retention amid shortages.

Conclusion

The evolving UK care worker visa restrictions from 2024's dependant ban to 2025's sponsorship freeze and 2026's English hikes-signal a decisive pivot toward domestic-led migration control. While transitional protections shield existing workers, these changes demand innovative HR responses to maintain care sector viability.

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Disclaimer:

Immigration laws and policies change frequently and may vary by country or nationality. While we strive to provide accurate and up-to-date information, we recommend doing your own due diligence or consulting official sources. You're also welcome to contact us directly for the latest guidance. Jobbatical is not responsible for decisions made based on the information provided.