July 2025 Changes to Sponsored Care Worker Rules

There has been a lot of doom and gloom about sponsorship in the care sector. Many providers are left wondering: is it even worth it any more?

The short answer is yes. Sponsorship can still work, including for new care workers. But the system has changed, and providers must know how to navigate the new rules and step up on compliance.

This blog is designed to do two things:

1. Explain when and how you can still sponsor care workers.
2. Highlight why sponsor licence compliance is now more critical than ever.

When Can You Sponsor Care Workers?

From 22 July 2025, the rules became stricter, but the position is clear. You can only sponsor a care worker if one of the following applies:

1. They have already worked for you for three months on a different visa.
   • For example, someone on a Graduate Route visa who has worked with you for three months could then be sponsored.
   • The three months must be completed before you assign their Certificate of Sponsorship (CoS). It is not enough that they have completed three months before they submit their visa application.
   • This option remains available until 22 July 2028. Or…
2. They are already being sponsored elsewhere as a care worker or senior care worker, and want to switch to you.
   • In this case, you are taking over their sponsorship from another provider.

Why This Change Is Still Workable

While you can no longer recruit from overseas, that route was always higher risk. The new system has some advantages:

• Trial periods still work. Most providers want to try out staff for at least three months before committing to sponsorship. The first rule allows you to continue doing just that.
• Displaced workers are available. Many care workers on Skilled Worker visas are already in the UK but out of employment through no fault of their own. They are eligible to switch to you under the second rule.
• Salary thresholds have not risen. While many other sectors saw increases, the pay requirement for care remains the same: at least £25,000 per year, with an hourly rate of at least £12.82.

So yes, the context is more restricted, but sponsorship is still possible and in many ways now more targeted.

What Information Must You Provide?

This is where many providers are getting caught out. When sponsoring a worker, you must now provide more detailed information, both about the individual worker and your organisation. This is all set out in the detailed Home Office guidance.

For the Individual

You must explain how the worker qualifies under one of the two routes. This can be done either:

• In the Summary Job Description on the CoS, or
• By adding a sponsor note.

Example Home Office wording:

• Three months’ prior employment:

“The worker has been employed by you as a care worker / senior care worker since [date]. They currently hold [type of immigration permission].”

• Switching from another sponsor:

“The worker was last granted permission as a Skilled Worker to work as a care worker / senior care worker and has had continuous permission since then. Most recent CoS number: [insert, if available].”

For Your Organisation

You must also provide general details to prove you qualify as a sponsor, including:

• CQC registration number (for England) or the equivalent regulator for Wales, Scotland or Northern Ireland.
• Other details requested via existing CoS fields or sponsor notes.

Why Compliance Matters More Than Ever

It may sound predictable for an immigration law firm like ours to stress compliance, but this is not self-serving. The Home Office is coming down hard, particularly on care providers.

According to this press release, between July 2024 and June 2025, the number of sponsor licences revoked doubled compared to the year before. Adult social care has been singled out as a priority area for enforcement.

At Truth Legal, we have defended providers against suspensions that were unfairly issued, but the message is clear – The Home Office is actively looking for reasons to revoke licences.

Common Compliance Pitfalls

Care providers are often stronger on compliance than other sectors, thanks to CQC and local authority oversight. But here are the issues we regularly see causing problems:

• Failing to pay the salary stated on the CoS.
• Skipping proper right to work checks before employment starts.
• No reliable system to diarise visa expiry dates.
• Poor record-keeping of workers’ historical and current contact details.
• Care workers carrying out significant amounts of non-care work.
• Inability to evidence fair recruitment and selection processes.

These are all avoidable, but only with strong systems in place. We have a separate legal guide on compliance, if you’re interested brushing up further on compliance.

Final Thoughts

Despite the headlines, care sponsorship is still viable. But success now depends on:

• Careful use of the rules around who can be sponsored.
• Absolute vigilance on compliance.

The Home Office will keep looking for openings to act against providers, but they can only succeed if those openings exist.

At Truth Legal, we have been sector specialists in immigration for care providers for years. We can help with every aspect of sponsorship, from recruitment to compliance.

Get in touch with us today to discuss how we can support your care business.