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- Care Provider Recruitment
- Care providers in England continue to face a de facto priority on UK recruitment, as new overseas sponsorship for care workers (SOC codes like 6135/6136) ended July 22, 2025, under Skilled Worker and Health & Care routes. Employers must demonstrate genuine local efforts via partnerships, though no formal Resident Labour Market Test exists; this remains England-specific, exempting Scotland, Wales, and Northern Ireland.
- Minimum Salary Threshold
- The base salary floor for Skilled Worker visas rose to £25,000 (£12.82/hour) for Certificates of Sponsorship after April 9, 2025, applying to 2026 extensions and new applicants. The standard general threshold is now £41,700 (or occupation going rate, higher value), ensuring alignment above the National Living Wage.
- Sponsorship Costs
- Employers are prohibited from passing sponsorship costs—like Certificate of Sponsorship fees (£525)—to workers, effective for CoS assigned after December 31, 2024. Loopholes for salary contributions via investments are closed; non-compliance risks fines, license suspension, or revocation.
- New Entrant Discounts
- New entrant discounts (e.g., £33,400 or 70% going rate, max 4 years) require eligibility like under-26, recent UK graduate/switcher, or professional training in a shortage occupation—no explicit new UK qualification mandate added in 2026. Misclaims lead to refusals; post-period, full experienced worker thresholds (£41,700+) apply.
The UK Government implemented major reforms to immigration rules in 2025 (via the May 2025 white paper "Restoring Control Over the Immigration System" and subsequent Statements of Changes, notably HC 997 in July 2025 and others into late 2025/early 2026). These have significantly altered the Skilled Worker route, with key effects carrying into 2026. The original April 2025-focused summary (e.g., local recruitment priority for care in England, £25,000 threshold) has been largely superseded or built upon by higher thresholds, skill level increases, and route closures.
Here’s an updated breakdown as of February 2026, reflecting the current rules and their business impacts.
Recruitment Rules for Care Workers (England and UK-wide Effects)
The April 2025 requirement for care providers in England to prioritize local UK recruitment and confirm efforts via regional partnerships has been effectively overtaken by a broader closure. From 22 July 2025, overseas recruitment (new entry clearance from abroad) for care workers (SOC 6135) and senior care workers (SOC 6136) under the Skilled Worker / Health and Care Worker route was fully closed. This applies UK-wide for new overseas applicants—no new sponsorships from outside the UK are permitted.Transitional provisions allow in-country switching or extensions for those already in the UK (e.g., legally employed by the sponsor for at least 3 months prior) until 22 July 2028 (under review). Domestic recruitment remains the focus, with emphasis on training UK workers and reducing reliance on international hires. The original England-specific local priority rule is no longer the primary mechanism, as the overseas pathway is shut for new cases.Note: This does not apply to residual cases in Scotland, Wales, or Northern Ireland in the same way for any ongoing transitional entries, but the ban on new overseas care worker sponsorship is UK-wide. Employers face risks of home closures or severe staffing shortages without domestic alternatives.
Increase in Minimum Salary Thresholds
- £25,000 per year (£12.82/hour) remains the absolute minimum salary floor. No Skilled Worker visa (including Health and Care) can be paid below this.
- General Skilled Worker salary threshold increased to £41,700 per year
- Applies to most new applicants from 22 July 2025
- Must meet £41,700 or the occupation’s going rate (whichever is higher)
- Remains unchanged into 2026
- Hourly equivalent
- Approx. £17.13/hour, based on the 48-hour weekly cap
- Who this mainly affects
- Standard Skilled Worker roles at RQF Level 6+ (graduate level)
- Based on updated ASHE wage data
- Lower transitional rates may still apply for:
- Health and Care visa extensions
- Legacy applications
- Roles listed on the Immigration Salary List (ISL)
- Roles on the Temporary Shortage List (TSL) (time-limited until end-2026)
- Policy direction
- Clear shift toward higher-paid, higher-skilled migration
Changes to Salary Deductions and Sponsorship Costs
Rules strengthened from late 2024/early 2025 (and expanded in 2025) prohibit sponsors from passing key costs (e.g., sponsor licence fees, Certificate of Sponsorship fees, Immigration Skills Charge, legal/immigration advice) to workers—directly or indirectly (e.g., via deductions or "investments"). Loopholes allowing workers to contribute to their own salaries (e.g., via business investments) remain closed.Non-compliance risks severe penalties: sponsor licence revocation, suspension, downgrading, or civil/criminal action. Salaries must be genuine and not artificially inflated.
New Requirements for ‘New Entrant’ Salary Discounts
New Entrant discounts (e.g., for under-26s, recent UK graduates, or those in professional training) apply at a reduced general threshold of £33,400 (typically ~70-80% of standard rates, with floors). There is no blanket requirement for a UK qualification across all New Entrants—eligibility hinges on age, recent UK study/Graduate visa, or regulated training/chartered status. However, certain PhD-related discounts require a relevant UK PhD (or equivalent), and some lower thresholds emphasize UK-based training.Incorrect claims lead to refusals, curtailment, or sponsor compliance issues. Discounts are time-limited (usually up to 4 years total).
Government Action on Exploitation and Visa Abuse
Since 2022, over 470 care sector sponsor licences have been revoked, impacting tens of thousands of workers. 2025 reforms (including the overseas care closure) aimed to curb exploitation, rogue sponsors, and abuse. Additional 2026 measures include higher English language requirements (B2 level from 8 January 2026 for new Skilled Worker applicants) and ongoing reviews (e.g., TSL expiry end-2026 unless extended by Migration Advisory Committee).
What Do Employers Need to Do in 2026?
- Care Providers (UK-wide focus): Shift entirely to domestic recruitment/training. Avoid any overseas care sponsorship plans. Build ties with local job centres/training providers. Prepare for potential staffing pressures and transitional in-country options only until 2028.
- All Employers:
- Ensure salaries meet £41,700 general threshold (or higher going rates) for new hires; £25,000 absolute floor applies universally. Align health/education roles with national scales.
- Never pass sponsorship costs to workers or use prohibited deductions/investments.
- Verify New Entrant claims carefully (no broad UK qual mandate, but check criteria).
- Meet new B2 English requirements for fresh applications from January 2026.
- Review sponsor compliance rigorously to avoid licence risks—especially with higher scrutiny on exploitation.
- Monitor MAC reviews (e.g., TSL/shortage occupations) and potential future changes (e.g., settlement qualifying period extensions proposed for April 2026+).
Conclusion
The changes to UK immigration rules require employers to update their hiring and compliance processes. Care providers in England, in particular, might face new difficulties in filling important positions due to limitations in recruiting overseas workers.
Our local team can help you understand and prepare for these changes, so you can continue to hire and support the international talent your business needs while following UK immigration rules.
Talk to us for personalized support.
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