The UK government has introduced significant changes to the Care Worker Visa, aiming to curb exploitation, regulate recruitment, and manage migration levels more effectively. These reforms impact salary thresholds, recruitment processes, and the rights of care workers and their families.
Why the Changes Were Introduced
The care sector in the UK has faced challenges, including reports of worker exploitation, unsustainable migration levels, and employers misusing the visa system. Many care workers were being underpaid or employed under misleading contracts, while the number of dependants arriving with care workers led to increased migration figures. To address these concerns, the UK government has tightened regulations.
Key Changes to the Care Worker Visa
Increased Salary Thresholds
From 4 April 2024, the general Skilled Worker visa salary threshold has risen from £26,200 to £38,700. However, care workers and senior care workers on the Health and Care Visa must meet a lower threshold of £23,200 or the occupation-specific minimum. This increase aims to reduce migration numbers and prevent wage exploitation.
Restrictions on Dependants
As of 11 March 2024, care workers and senior care workers are no longer allowed to bring dependants to the UK under the Health and Care Visa. However, those already in the UK before this change can continue to have their dependants join them. This move is intended to ease the strain on public services and ensure that care workers are recruited for genuine job vacancies.
Mandatory CQC Registration for Employers
Care providers in England must now be registered with the Care Quality Commission (CQC) to sponsor overseas care workers. This regulation, effective from 11 March 2024, aims to prevent unregulated employers from exploiting migrant workers. Care providers that fail to comply with this requirement risk losing their sponsorship licenses.
Impact on Employers and Care Workers
Employers must ensure they meet the new recruitment conditions and salary thresholds while securing CQC registration. For care workers, these changes mean higher salary requirements, stricter employer regulations, and limited family relocation opportunities. Prospective applicants should verify that their employers are compliant before accepting job offers.
Conclusion
The UK’s care worker visa changes reflect a shift towards stricter immigration controls and improved worker protections. While these reforms may make it harder for some to enter the sector, they are designed to promote fair wages and prevent exploitation. Both employers and care workers must stay informed to navigate these new regulations effectively.