What has changed
From 22 July 2025, employers can no longer sponsor workers from overseas in care worker (SOC 6135) or senior care worker (SOC 6136) roles. New entry clearance applications under these occupation codes are closed. This applies regardless of whether your organisation holds a valid sponsor licence.
This is a permanent closure for new overseas hires, not a temporary pause. The route that allowed care providers to recruit internationally in these roles since February 2022 no longer exists for candidates outside the UK.
What is still possible during the transition period
A limited transitional route remains open until 22 July 2028 for workers already in the UK. You may assign a CoS to a worker already legally employed by your organisation, provided they have been working for you for at least three months immediately before the CoS is assigned, they are being sponsored in the same SOC code, and the application is for permission to stay in the UK rather than entry clearance.
This transitional provision is kept under review and the Home Office has the power to bring the end date forward if compliance concerns arise in the sector.
What you cannot do
You cannot use SOC code 6131 (nursing auxiliaries and assistants) as an alternative occupation code to sponsor workers in care or senior care roles. The Home Office has explicitly prohibited this as a means of circumventing the closure.
You also cannot sponsor a worker under SOC 6135 or 6136 who is applying from outside the UK, regardless of their qualifications or your organisation's staffing needs.
Dependants
Workers sponsored under the transitional route cannot bring new dependants to the UK. This restriction has been in place since March 2024 and continues to apply. Workers who were in the route before 11 March 2024 and already had dependants may retain existing arrangements.
What this means for your workforce planning
Overseas recruitment for care worker and senior care worker roles is no longer a viable staffing strategy. Employers should prioritise retaining existing sponsored workers, supporting eligible workers through the transitional extension route where applicable, and developing domestic recruitment pipelines.
If you have workers currently employed by you who may qualify under the transitional route, you should review their eligibility and act before the 2028 deadline. Do not assume the deadline will remain in place.
Government guidance: https://www.gov.uk/skilled-worker-visa/eligible-occupations