UK Immigration Update: Navigating the Complexities of Care Worker Visa Switches and Dependant Visas (July 2025 Onwards)

Introduction: Urgent Changes Impacting UK Care Workers and Their Families

The landscape of UK immigration law is constantly evolving, and recent and upcoming changes, particularly those effective from July 22, 2025, have significant implications for individuals working in the care sector and their families. At Visa Solutions - UK Immigration Lawyers, we understand the anxiety and uncertainty these changes can bring. This blog post aims to shed light on some critical updates, especially concerning Skilled Worker visa holders looking to switch to Care Worker roles (SOC 6135/6136) and the profound impact on their dependants.

Losing Your Sponsorship Licence: The Immediate Aftermath

A common scenario that brings individuals to our doors is when an employer's sponsorship licence is curtailed or revoked by the Home Office. This is an extremely stressful event, as it directly impacts the sponsored worker's visa status.

What happens?

• Certificate of Sponsorship (CoS) Cancellation: Any Certificates of Sponsorship assigned by the employer are immediately cancelled.

• Visa Curtailment: The Home Office will typically curtail the sponsored worker's visa, usually giving them 60 days (or the remaining validity of their current visa, whichever is shorter) to either:

  1. Secure a new sponsored job with a different licensed employer and apply for a new Skilled Worker visa.

  2. Switch to another eligible immigration route.

  3. Leave the UK.

It is absolutely crucial to act swiftly within this 60-day window to avoid becoming an overstayer, which can have severe consequences for future immigration applications.

The Care Worker Visa: A Route Under Scrutiny (SOC 6135 & 6136)

The Health and Care Worker visa route, particularly for Care Workers (SOC code 6135) and Senior Care Workers (SOC code 6136), has seen considerable changes designed to manage migration and address concerns about potential exploitation.

Key Changes to be aware of, especially from July 22, 2025:

1. Closure of Overseas Recruitment for Care Workers: From July 22, 2025, it will no longer be possible to apply for a Health and Care Worker visa for SOC codes 6135 and 6136 from outside the UK. This means new overseas recruitment for these specific care roles will cease.

2. Strict In-Country Switching Requirements: If you are already in the UK on a different visa route (e.g., a Dependant visa, Student visa, or another Skilled Worker visa) and wish to switch into a Health and Care Worker visa for a care role (SOC 6135/6136), a significant new requirement applies from July 22, 2025. You must have already worked for the same sponsoring care employer for at least 3 months immediately before applying for the Skilled Worker visa. This will require providing clear evidence such as payslips, an employment letter, and a formal contract. This change is crucial, as it limits the ability to easily "jump" into a care worker role with a new employer from within the UK.

3. No New Dependants for Care Workers (from March 11, 2024): This is perhaps one of the most impactful changes. For any application for a Health and Care Worker visa as a Care Worker (SOC 6135) or Senior Care Worker (SOC 6136) submitted on or after March 11, 2024, the visa holder is no longer permitted to bring or be joined by dependants. This means if you are switching into this route, your partner and children generally will not be able to remain or be sponsored under your new visa.

   • Important Note on Transitional Arrangements: These restrictions on dependants do not apply retrospectively to those who were already on a Health and Care Worker visa as a care worker or senior care worker before March 11, 2024, and have maintained continuous permission in that specific route. However, if you are switching into this route from a different visa category (e.g., a Skilled Worker visa in a different occupation, or a Dependant visa), you will be subject to this new rule.

4. General Skilled Worker Visa Salary and Skill Thresholds: While the Health and Care Visa has some specific provisions (e.g., potentially lower fees and no Immigration Health Surcharge), general Skilled Worker visa salary thresholds have increased, and the minimum skill level for most occupations has risen. It's essential that any new job offer, regardless of sector, meets the current and upcoming salary and skill level requirements.

The Dependant Visa Dilemma: A Case Study in the New Rules

Let's consider a common scenario: a primary visa holder is currently on a Skilled Worker visa in one occupation (e.g., Sales Admin), with their spouse on a Dependant visa. The primary visa holder's employer faces sponsorship licence issues, prompting them to seek a new job, potentially in the care sector (SOC 6135).

If the primary visa holder then applies to switch to a Care Worker visa (SOC 6135) on or after March 11, 2024, the dependant will generally not be able to continue to be sponsored under the new Care Worker visa. The existing Dependant visa is linked to the original Skilled Worker visa. When the primary applicant switches to the Care Worker route, the new rules preventing dependants for this specific category apply. This means the dependant would lose their right to reside in the UK under that route once their current visa expires, unless they qualify for an independent visa in another category.

Why Expert Advice is More Crucial Than Ever

The intricacies of these new rules, particularly the overlapping effective dates and specific conditions for switching and dependant sponsorship, highlight the urgent need for professional legal advice. Trying to navigate these changes alone can lead to severe complications, including becoming an overstayer or having family members unable to remain in the UK.

As UK Immigration Lawyers, we are continuously monitoring the latest Statements of Changes to the Immigration Rules (such as HC 997, HC 836, HC 733, HC 334, HC 217, HC 590, HC 556, HC 246, HC 1780, HC 1715, HC 1496, HC 1160), ensuring our advice is always up-to-date and accurate.

If your employer's sponsor licence is at risk, or if you are considering switching your visa route, especially into the care sector, contact us immediately. We can:

• Assess your current immigration status and the impact of any licence curtailment.

• Review your eligibility for a new sponsored role, considering all the latest salary and skill thresholds.

• Provide clear advice on the implications for your dependants under the new rules.

• Explore all available alternative immigration routes for you and your family.

• Guide you through the application process to ensure compliance and maximise your chances of success.

Don't leave your immigration future to chance. The rules are complex and continuously changing. Protect your status and your family's future by seeking expert legal guidance.

General Information Notice: Please note that the content provided here is for informational purposes only and is not a substitute for legal immigration advice. We are not responsible for any actions taken based on this free information.

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