Dependants and Family Members of Health and Care Worker Visa Holders: What You Need to Know

As an HR leader or global mobility manager in a mid-sized organization, you're no stranger to the challenges of attracting and retaining top talent in the UK's competitive healthcare and social care sectors. The Health and Care Worker visa has been a game-changer for sponsoring skilled professionals from abroad, but what about their families? Supporting dependants—partners and children—can be the deciding factor in whether a candidate accepts your offer and stays long-term. In this guide, we'll break down everything you need to know about UK Health and Care Worker visa dependants, from eligibility to application tips, tailored for employers like you. Whether you're navigating family relocation for the first time or optimizing your immigration strategy, this resource will help you streamline the process and boost employee satisfaction.

Who Qualifies as a Dependant on the Health and Care Worker Visa?

Under UK immigration rules, dependants of Health and Care Worker visa holders include partners and children who can join or extend their stay in the UK alongside the main applicant (your sponsored employee). This route falls under the broader Skilled Worker framework but offers perks like reduced fees and exemptions for health and care roles.

Key Dependant Categories

• Partners: This covers spouses, civil partners, or unmarried partners in a genuine, subsisting relationship equivalent to marriage or civil partnership. To qualify, you must prove you've been in the relationship for at least two years (or show evidence of cohabitation and commitment if circumstances like work or cultural factors prevented living together). Evidence might include joint financial documents, communication records, or photos from shared holidays.
• Children Under 18: Any child born to or adopted by the visa holder or their partner, provided the child is not married or in a civil partnership. They must live with the parent(s) in the UK (exceptions for full-time boarding school or university).
• Children Over 18: Eligible only if they were previously granted permission as a dependant child and are continuing their studies or unable to live independently due to mental or physical disabilities.

Important Note for Care Workers: If your employee is sponsored as a Care Worker or Senior Care Worker (SOC codes 6135 or 6136), dependants are restricted. They can only apply if the visa holder has been continually employed in this role since before 11 March 2024, or for children born in the UK, or if the other parent is also a sponsored care worker. Similar transitional rules apply to medium-skilled jobs (below RQF Level 6) granted before 22 July 2025.

As an employer, verifying these details early via your Certificate of Sponsorship (CoS) can prevent application refusals and delays in family reunification.

Eligibility Criteria: Meeting the Requirements

Sponsoring dependants isn't just about relationships—UK Visas and Immigration (UKVI) assesses financial stability, accommodation, and suitability to ensure families won't rely on public funds.

Relationship and Parental Proof

• Provide birth certificates, marriage certificates, or adoption papers showing the family ties.
• For unmarried partners: Bank statements, tenancy agreements, or letters confirming cohabitation for two years.
• For children from previous relationships: Evidence that the visa holder or partner has sole or joint responsibility (e.g., school letters or custody documents).

Financial Requirements

Dependants must show they can support themselves without accessing public funds. The sponsor (visa holder, partner, or even you as the employer via the CoS) needs:

• £285 for a partner.
• £315 for the first child.
• £200 for each additional child.

These funds must be held in a bank account for at least 28 consecutive days, ending no more than 31 days before the application. Exemptions apply if the family has lived in the UK on valid visas for 12+ months or if the employer covers the first month's costs (noted on the CoS). Pro tip for HR teams: Include a support letter in the CoS outlining relocation allowances to strengthen applications.

Accommodation and Suitability

• Adequate housing without relying on public resources—rental agreements or a declaration of available space suffice.
• No criminal convictions that pose a risk (Part 9 of the Immigration Rules applies).
• TB test for applicants from high-risk countries staying over six months.

The Application Process: Step-by-Step Guide for Families

Applications are straightforward but time-sensitive. Dependants must apply separately, either simultaneously with the main visa or before the current permission expires.

Applying from Outside the UK

1. Gather Documents: CoS reference number, relationship evidence, financial proof, passports, and English language certificates (if required for partners over 18).
2. Online Submission: Use the UKVI portal; include a family linking code from the main applicant's application for faster processing.
3. Biometrics and ID Check: Submit via the UK Immigration: ID Check app or at a Visa Application Centre (VAC).
4. Timeline: Decisions in 3 weeks standard; priority service available for £500 extra.

Applying from Inside the UK (Extensions or Switches)

• Eligible if switching from certain student visas (after course completion) but not visitor or short-term study visas.
• Avoid travel outside the Common Travel Area (UK, Ireland, etc.) during processing to prevent withdrawal.
• Decisions in 8 weeks; super-priority for next-day results (£1,000).

For children born in the UK, apply to add them to the visa before age 18 using a full birth certificate. HR best practice: Coordinate with your legal team or immigration partner to bundle family applications, reducing admin burden.

Fees and Exemptions: Cost-Saving Benefits

Health and Care Worker visa dependants enjoy employer-friendly perks:

• Visa Fees: £304 for up to 3 years (outside UK); inside UK fees align with Skilled Worker rates.
• Immigration Health Surcharge (IHS) Exemption: No £1,035 annual fee per person— a major relief for families, saving thousands.
• Reduced Application Fees: Tick the Health and Care box on forms for lower costs.

Budget for biometrics (£19.20) and potential legal advice. As an employer, offering fee reimbursement can be a powerful retention tool.

Rights and Restrictions: What Life Looks Like in the UK

Once approved, dependants gain significant freedoms, making the UK an attractive destination for global families.

Key Rights

• Work: Full access to most jobs (no sports coaching restrictions).
• Study: Enroll in schools or universities without sponsorship.
• Travel: Freely leave and re-enter the UK.
• Healthcare: Access NHS services via the IHS exemption.

Restrictions to Note

• No access to most public funds or benefits.
• Visa validity mirrors the main holder's—extend together to avoid gaps.
• Polygamous relationships aren't recognized if another spouse has UK permission.

After 5 years' continuous residence, families can apply for Indefinite Leave to Remain (ILR), requiring English tests (B1 level) and the Life in the UK test for adults.

Extending Stay and Path to Settlement

Extensions follow the same process, up to 5 years total for ILR eligibility. Children turning 18 mid-stay can continue as dependants if studying. Post-2025 updates emphasize continuous employment for transitional cases, so track your employee's CoS history.

Key Considerations for Employers and HR Teams

Supporting dependants isn't just compliance—it's a strategic advantage. Mid-sized firms competing for nurses, carers, and therapists see 20-30% higher acceptance rates when family needs are addressed upfront. Here's how to make it seamless:

• Integrate into Onboarding: Use your tech platform to automate CoS updates for family proofs.
• Partner with Experts: Collaborate with immigration services like Jobbatical to handle applications, ensuring 100% compliance.
• Cultural Support: Offer relocation webinars on UK schooling and spousal job hunting to ease transitions.
• Monitor Changes: Rules evolve—stay updated via gov.uk alerts.

By prioritizing family visas, you not only fill roles faster but build loyalty in a sector facing chronic shortages.

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