Health and Care Worker Visa: A Complete Guide for UK Care Providers
The Health and Care Worker visa is a specialised visa route designed to address the critical staffing shortages in the UK's health and social care sector. Introduced to attract skilled care professionals from overseas, this route offers a faster, more affordable pathway compared to the standard skilled worker visa.
For care providers struggling to recruit experienced care workers, understanding this visa is essential.
This comprehensive guide explains what the Health and Care Worker visa is, who is eligible, how to sponsor workers, salary requirements, and recent changes that have affected the route in 2024 and 2025.
What Is the Health and Care Worker Visa?
The Health and Care Worker visa is a specialised visa route within the skilled worker visa category. It is designed specifically for overseas health and care professionals seeking to work in the United Kingdom.
The route was introduced to tackle workforce shortages in the health and social care sector whilst maintaining high professional standards.
Key features of the Health and Care Worker visa include:
Reduced visa fees and no Immigration Health Surcharge (IHS) requirement, significantly lowering costs for both employers and workers
Faster processing times compared to standard skilled worker visas
Access to specific occupation codes approved for the health and care sector
Exemptions from certain skilled worker requirements, such as resident labour market testing
A pathway to settlement and indefinite leave to remain for eligible workers
The visa operates under the skilled worker visa framework, meaning care providers must be licensed Home Office sponsors and comply with all relevant duties and record-keeping requirements.
Types of Statutory Notifications
Eligible Occupation Codes (SOC Codes)
The Health and Care Worker visa is available for specific occupations defined by Standard Occupational Classification (SOC) codes.
The approved occupations primarily includes:
- Care workers and home carers (SOC 6141)
- Nursing professionals (SOC 3231)
- Mental health professionals and related occupations
- Health and social care managers (SOC 1181)
- Allied health professionals such as physiotherapists and occupational therapists
For the most current list of eligible occupations, refer to the GOV.UK Health and Care Worker visa page and the Home Office's Skilled Worker occupation list.
English Language Requirements
Workers applying for a Health and Care Worker visa must meet the English language requirements for the skilled worker visa route. This typically means:
This typically means:
- Achieving an IELTS score of at least 5.5 across all four bands, or equivalent qualification
- Providing evidence of prior UK education at secondary level or above
- Demonstrating that English is the primary language in their home country
Professionals with health or social care qualifications obtained in English from recognised UK institutions may be exempt from this requirement.
Minimum Salary Thresholds
The Health and Care Worker visa has specific salary requirements that were updated in 2024 and 2025
The current minimum salary thresholds are:
- A general minimum of GBP 29,000 per annum, or the going rate for the occupation, whichever is higher
- A salary threshold increase came into effect in April 2024, with further changes planned for April 2025
- Experienced workers and those in specific shortage occupations may qualify for exemptions or lower thresholds
Salary must be paid by the sponsor for the duration of the visa and must reflect the genuine job role. Bonuses and benefits are not counted towards the salary requirement.
Certificate of Sponsorship (CoS)
The sponsored worker must obtain a Certificate of Sponsorship from their employer. The CoS confirms that the employer has a genuine vacancy, the worker is suitable for the role, and all sponsorship duties have been met.
Health and Care Worker Visa vs Skilled Worker Visa
Whilst the Health and Care Worker visa operates within the skilled worker framework, there are important differences between the two routes:
Visa Fee:
Health and Care Worker visa is considerably cheaper, with reduced or waived fees depending on circumstances. Standard Skilled Worker visa requires full payment of application and IHS fees.
Immigration Health Surcharge (IHS):
The Health and Care Worker visa does not require IHS payment, whereas skilled workers pay GBP 1,035 per year. This is a significant saving for longer-term sponsorships.
Processing Time:
Health and Care Worker visas typically have faster processing times, often within 3-4 weeks compared to standard visas which may take longer.
Labour Market Test:
Skilled workers typically require evidence that the employer has tested the resident labour market. Health and Care Worker visa sponsors may qualify for exemptions.
Settlement Pathway:
Both routes offer a pathway to indefinite leave to remain, typically after five years. However, Health and Care Worker visa holders may benefit from alternative settlement routes or priority processing in some circumstances.
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How to Get a Sponsor Licence
To sponsor Health and Care Worker visa holders, care providers must first obtain a Home Office Sponsor Licence. This is a prerequisite for any visa sponsorship.
The Sponsor Licence Application Process
- Establish that your organisation is a genuine provider of health or social care services
- Register with appropriate regulatory bodies such as the Care Quality Commission (CQC) or other relevant authorities
- Complete the Home Office Sponsor Licence application form online
- Provide evidence of financial viability and compliance history
- Appoint a Compliance Officer and Authorising Officer within your organisation
- Pay the sponsor licence application fee and set up ongoing annual subscription fees
- Await Home Office assessment and approval, which typically takes 4-8 weeks
Costs and Compliance Duties
Sponsor licence costs include an initial application fee (ranging from GBP 500 to GBP 2,000 depending on organisation size) and an annual subscription fee (typically GBP 1,000 to GBP 3,000). Once licensed, sponsors must comply with Home Office duties including:
- Conducting thorough right to work checks before employing a sponsored worker
- Maintaining comprehensive records of all sponsored workers
- Reporting changes in employment status or personal circumstances to the Home Office
- Ensuring workers continue to meet visa requirements throughout employment
- Complying with record-keeping requirements for a minimum of six years
- Responding promptly to Home Office audits and enquiries
Appendix D Documents
Appendix D is a list of acceptable documents for right to work checks. Your organisation must understand which documents are acceptable and maintain copies on file. Failure to conduct proper right to work checks can result in fines and sponsor licence suspension.
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The Application Process
For Workers
Meet all eligibility criteria including occupation code, English language, and salary requirements
Obtain a CoS from the sponsoring employer
Apply online via the UK Visas and Immigration (UKVI) portal
Pay the visa fee (typically GBP 719 for initial visa) and IHS if applicable (not required for Health and Care Worker visa)
Provide biometric data and supporting documents including qualification certificates, employment history, and proof of financial support
Await decision, typically within 3-4 weeks for priority services or up to 12 weeks for standard processing
Collect Biometric Residence Permit (BRP) before travel to the UK
For Care Providers (Employers)
Obtain a Home Office Sponsor Licence if not already licensed
Create a Certificate of Sponsorship (CoS) for the specific vacancy
Enter the CoS details into the Home Office system
Issue the CoS reference to the prospective worker
Maintain records and await Home Office review
Salary Requirements
Understanding current salary requirements is critical, as thresholds have been subject to significant change in recent years.
Current Salary Thresholds (2024/2025)
- Minimum salary: GBP 29,000 per annum (as of April 2024)
- Going rate threshold: The salary must meet whichever is higher between the minimum and the going rate for the specific occupation
- Experienced worker exemption: Workers with extensive experience may qualify for lower salary thresholds in some circumstances
- Shortage occupation exemption: Certain critical care roles may be exempt from full salary requirements if listed as shortage occupations
What Counts Towards Salary
- Base salary paid by the employer
- Regular allowances that are contractually guaranteed
- Accommodation provision in some circumstances
Bonuses, commissions, overtime, and discretionary payments do not count towards the salary threshold.
Dependent Visas
Workers granted a Health and Care Worker visa may bring family members (spouses, civil partners, and dependent children) to the UK under dependent visa rules. However, recent restrictions have significantly changed dependent visa access.
Eligibility for Dependent Visas
- Immediate family members including spouses and dependent children under 18 years old may apply
- The main visa holder must meet the financial requirement to support dependents, typically GBP 18,600 base plus GBP 3,800 per first dependent and GBP 2,400 per additional child
- Dependent children must be unmarried and not in a civil partnership
Recent rule changes in 2024 have introduced significant restrictions on dependent visas, including reduced family size eligibility and stricter financial thresholds.
Recent Restrictions and Changes
The UK Government has implemented several restrictions on dependent visa access as of 2024, including:
- Dependent children aged 18 and over no longer have automatic access to UK visas
- Increased financial thresholds for bringing dependents
- Enhanced English language requirements for dependent spouses
- Restrictions on dependent access for certain visa routes, though Health and Care Worker visas retain greater flexibility than some other routes
Visa Extensions and Settlement
Extending Your Health and Care Worker Visa
Initial Health and Care Worker visas are typically granted for up to five years. To extend the visa, workers must:
- Reapply before their current visa expires, ideally 12 weeks in advance
- Meet the same eligibility criteria as the initial application, including salary and occupation requirements
- Obtain a new Certificate of Sponsorship from their current or new employers
- Pay the extension fee and any IHS charges if applicable
Extensions typically take 4-8 weeks to process.
Path to Indefinite Leave to Remain (ILR) and Settlement
Health and Care Worker visa holders may apply for settlement (Indefinite Leave to Remain) after:
- Five years of continuous residence in the UK on valid skilled worker or Health and Care Worker visas
- Meeting the English language requirement at a higher level (typically IELTS 6.5 or equivalent)
- Passing the Life in the UK test
- Meeting financial requirements and demonstrating good character
Settlement allows workers to remain in the UK indefinitely, access public services, and eventually apply for British citizenship.
Continuous Residence Requirements
To count towards settlement, residence must be continuous. Absence from the UK must not exceed 180 days in any 12-month period, and total absences must not exceed 540 days during the five-year qualifying period.
Recent Changes and Restrictions (2024/2025 Crackdown)
The UK Government has implemented significant policy changes affecting the Health and Care Worker visa route in 2024 and 2025.
Dependent Visa Restrictions
As mentioned earlier, dependent visa eligibility has become increasingly restrictive. Families planning to emigrate should seek specialist advice as rules continue to evolve.
Minimum Salary Increases
Salary thresholds for all skilled worker visas, including the Health and Care Worker route, have risen substantially. The April 2024 increase brought thresholds to GBP 29,000 with further increases planned for April 2025. Care providers must budget for these increases when planning long-term sponsorships.
Impact on the Care Sector
workers. However, the Health and Care Worker visa route remains one of the more accessible routes for addressing care workforce shortages, as it retains advantages such as exemption from certain skilled worker requirements and no IHS charge.
Compliance and Home Office Audits
As a Home Office sponsor, care providers are subject to regular audits and must maintain rigorous compliance standards.
Record Keeping Requirements
Maintain files for every sponsored worker for a minimum of six years after the work relationship ends
Keep copies of all right to work checks, CoS records, and employment documentation
Document any changes in employment status, salary, or terms of employment
Maintain evidence of compliance with sponsorship duties
Reporting Duties
Report any changes in a worker's employment within 30 days of the change
Notify the Home Office if a worker ceases employment
Report any suspected breaches of visa conditions
Respond to Home Office information requests promptly
Home Office Audits
The Home Office conducts routine audits of licensed sponsors. Non-compliance can result in:
Fines ranging from GBP 5,000 to GBP 20,000 per breach
Suspension or revocation of sponsor licence
Criminal prosecution in cases of severe breach
Damage to organisational reputation and worker morale
Right to Work Check
Before employing any sponsored worker, conduct thorough right to work checks by examining original documents from the Appendix D list. Common documents include passports, visas, Biometric Residence Permits, and right of abode documents.
How Care Sync Experts Can Help
Care Sync Experts specialises in supporting care providers through immigration sponsorship and health and care sector compliance. We offer comprehensive guidance on Health and Care Worker visa sponsorship, including:
Guidance through the application process, compliance management, and audit preparation
Health and Care Worker visa guidance:
Comprehensive advice on eligibility, salary requirements, dependent visas, and recent changes
For new care providers seeking to establish services and recruit internationally
Support for overseas workers obtaining UK professional qualifications
Compliance audit support
Regular audits and documentation reviews to ensure Home Office compliance
Right to work training:
Staff training on conducting proper right to work checks and maintaining compliance records
For comprehensive support with Health and Care Worker visa sponsorship or to discuss your organisation's immigration and recruitment needs, contact Care Sync Experts today.
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