The Future of Care Work in the UK: Understanding the Latest Immigration Announcements

Today marks a significant day for the UK care sector with the publication of the latest statement of changes to the Immigration Rules. These changes, set to take effect on July 22, 2025, aim to fundamentally transform the landscape of care work in the UK.

This blog explores a deep dive of these changes, along with expected developments for the care sector.

Notable changes

1. 1. 1. Strengthening the UK care workforce with domestic talent: This will be achieved by ending overseas recruitment for care workers. While this may appear to be a significant cost in the pursuit of prioritizing domestic talent—already strained by workforce shortages and limited resources—the rationale behind this decisive measure is to curb immigration abuse and prevent human exploitation, both of which are increasingly pressing concerns, particularly within the UK care sector. According to an article in the Business & Human Rights Resource Centre, written by Aine Fox from The Independent (UK) more than 39,000 care workers were sponsored since October 2020 under the health care visa route whose licences were later revoked.
      2. Applying robust visa regulations: Stricter rules will be introduced to tackle exploitation. This includes employers prioritising foreign care workers already residing in the UK during recruitment. Further, the salary threshold under the health care visa has recently risen from £23,200.00 to £25,000.00.
      3. SOC 6135 and 6136 will be removed from the shortage list on 22 July 2028. Until this time, continuity of employment will be upheld. This period of employment can then be relied on for subsequent settlement applications.

Amidst these significant changes, there are indeed some positive and reassuring developments. These primarily fall within the transitional arrangements outlined in the Government’s announcement.

Key highlights

1. 1. 1. Migrant workers already in the UK will be allowed to continue their employment with their current sponsor. The changes in the rules will not have any immediate direct impact on these individuals.
      2. Those already in the UK will also be able to apply for visa extensions under the existing rules for the duration of their visa.
      3. Migrant workers already in the UK , provided they satisfy the eligibility for settlement, will be entitled to apply for Indefinite Leave to Remain in the UK after five years of lawful residence.

What can the care sector expect now?

Employers will need to brace themselves with the upcoming changes. The ability to fill vacancies is expected to become increasingly challenging, potentially resulting in a shortage of experienced care workers. According to The Adult Social Care Workforce Survey for April 2025, 71% of provider locations reported difficulties in recruiting staff. Domiciliary care settings faced greater challenges, with 74% finding recruitment difficult compared to 66.7% in residential care settings.

With the Home Secretary’s statement to invest in skills and training in the UK, this will undoubtedly lead to increased costs for employers in this sector. 

How should employers prepare for these changes?

It is without question that the care sector will be undergoing some robust changes following the publication of the latest statement of changes. It is now more important than ever for employers to act decisively. This includes prioritising domestic recruitment and investing in training programmes.

Need to know more?

Fragomen can help you and your business prepare for these upcoming changes by assisting you with your long-term work force planning. To find out more about our services, please contact Partner Siobhan Owers at [email protected] and Senior Associate Asif Hanif at [email protected].

This blog was published on 1 July 2025, and due to the circumstances, there are frequent changes. To keep up to date with all the latest updates on global immigration, please subscribe to our alerts and follow us on LinkedIn, Twitter, Facebook and Instagram.