UK Care Worker Visa Route Closed to New Overseas Applicants – 2026 Employer Guide

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The UK government officially closed the Care Worker visa route to new overseas applicants (i.e., entry clearance from abroad) as of July 22, 2025. As of 2026, this closure remains in effect with no reversal or major extension announced. 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 for entry clearance applications.

What Has Changed and Why?

The policy prohibits new sponsorships for care workers (SOC code 6135) and senior care workers (SOC code 6136) from overseas, meaning no new entry clearance visas for these roles. This change, part of broader immigration reforms to reduce net migration, tackle worker exploitation in the sector, and prioritize UK/domestic talent, has led to a sharp drop in related visa applications since mid-2025.

• Existing visa holders in these roles (those sponsored before or around the closure) can continue working, extend their visas (meeting ongoing salary and other requirements), and change employers/sponsors, with transitional arrangements in place.
• In-country switching remains possible until July 22, 2028 (kept under review): Individuals already in the UK on other visas (e.g., Graduate visa, Student visa) can switch into care worker roles if they have been legally employed on the sponsor’s payroll for at least three continuous months before the Certificate of Sponsorship is issued.
• After July 22, 2028, these roles are expected to be removed from eligible sponsorship lists (e.g., Immigration Salary List or Temporary Shortage List), ending even in-country options unless the transition is extended.
• Note: These roles remain listed on relevant shortage/ salary lists for transitional purposes, but new overseas recruitment is fully closed. Dependants are generally not permitted for new applicants in these below-degree-level care roles.

Operational Impact on Employers and HR

his ongoing closure continues to require a major strategic pivot for the social care sector:

• The overseas talent pool for care worker roles is eliminated for new hires from abroad, intensifying shortages in critical areas.
• Heavy emphasis on domestic (UK-based) recruitment, retention, and internal development is now essential.
• Investment in training, upskilling, apprenticeships, and career progression for the existing UK workforce is increasingly vital to build sustainable pipelines.
• Sponsors must closely monitor and support current overseas care workers for extensions, in-country switches, and compliance to avoid disruptions.
• Home Office scrutiny on sponsorship duties has heightened, with greater risks of audits, compliance issues, or license revocation for any breaches.

What Should Mid-Sized Employers Do Now?  2026)

• No pending overseas applications can be expedited anymore, focus has fully shifted away from international entry clearance for these roles.
• Intensify domestic recruitment efforts, including targeted campaigns, partnerships with local job centers, schools/colleges, and community outreach to attract UK residents.
• Expand or launch robust training/upskilling programs, apprenticeships, and retention initiatives to develop internal talent and reduce turnover.
• Actively review and support existing sponsored care workers: Facilitate visa extensions (where eligible, including salary compliance, note transitional salary rules may apply for extensions before certain 2026 dates) and in-country switches until the 2028 deadline.
• Prioritize compliance: Ensure robust record-keeping, right-to-work checks, and adherence to sponsorship obligations, as enforcement remains strict.
• Consult immigration specialists or legal experts regularly to stay ahead of any reviews of the 2028 transition, potential MAC recommendations, or further rule changes.

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