The Health and Care Worker visa is a vital immigration pathway designed to attract skilled professionals into the UK’s healthcare system, including the National Health Service (NHS), adult social care, and other critical health sectors. For both applicants and sponsoring employers, understanding the eligibility criteria, conditions of employment, and associated rights is essential.
This FAQ guide breaks down the most common questions surrounding the Health and Care Worker visa — from family eligibility and job flexibility to salary thresholds and long-term residency.
Your employer must notify UK Visas and Immigration (UKVI) within 10 working days. UKVI may curtail your visa, usually allowing 60 days to leave the UK or apply for a new visa.
Yes, supplementary employment of up to 20 hours per week is permitted in qualifying occupations, provided you remain in your sponsored role.
Yes. After five years of continuous residence as a Skilled Worker (including Health and Care Worker visa holders), you may apply for ILR. You must not exceed 180 days of absence in any 12-month period.
You must update your visa if:
Additional paid or unpaid work may be possible depending on your hours and occupation. Zero-hour contracts are not permitted.
You must:
Yes. Dependants with PBS Dependent visas may:
Sponsors may recover some agreed costs, but must not pass on the Immigration Skills Charge (ISC) to employees.
Pros:
Cons:
The Health and Care Worker visa remains one of the most accessible routes for skilled professionals to live and work in the UK, offering stability, long-term residency options, and family benefits in most cases. However, recent changes — particularly restrictions on dependants for care workers — highlight the need for careful planning and awareness of current immigration rules.
Employers and applicants alike should stay informed of policy updates to make the most of this visa route while ensuring compliance with UK immigration law.
This FAQ guide breaks down the most common questions surrounding the Health and Care Worker visa — from family eligibility and job flexibility to salary thresholds and long-term residency.
1. Can my family join me in the UK?
- If you applied before 11 March 2024, your spouse/partner and children may apply as dependants.
- If you applied on or after 11 March 2024 as a care worker, home carer, or senior care worker (occupation codes 6136 or 6146), dependants are no longer eligible.
- Other healthcare roles (e.g., doctors, nurses) remain eligible to bring dependants.
2. What happens if I lose my job?
Your employer must notify UK Visas and Immigration (UKVI) within 10 working days. UKVI may curtail your visa, usually allowing 60 days to leave the UK or apply for a new visa.
3. Can I take on a second job?
Yes, supplementary employment of up to 20 hours per week is permitted in qualifying occupations, provided you remain in your sponsored role.
- Overtime in your main job is unlimited.
- Unpaid voluntary work is allowed.
4. Can I apply for Indefinite Leave to Remain (ILR)?
Yes. After five years of continuous residence as a Skilled Worker (including Health and Care Worker visa holders), you may apply for ILR. You must not exceed 180 days of absence in any 12-month period.
5. What is the minimum salary requirement?
- General threshold: £29,000 per year (or the role-specific higher rate, if applicable).
- National pay scale roles: £23,200 per year (or higher rate, if applicable).
- Figures are based on a 40-hour week and must be pro-rated for other hours. Bonuses and allowances typically do not count.
6. Can I switch jobs?
You must update your visa if:
- You change employers,
- Your job changes to a different occupation code, or
- You move from a shortage occupation to a non-shortage occupation.
Additional paid or unpaid work may be possible depending on your hours and occupation. Zero-hour contracts are not permitted.
7. What documents are required to apply?
You must:
- Hold a qualifying health or social care role with a licensed UK sponsor.
- Have a valid Certificate of Sponsorship (CoS).
- Prove English language ability.
- Meet minimum salary and financial requirements.
- Provide criminal record checks (for overseas residence of 12+ months in the past 10 years).
8. Do I need to prove financial maintenance?
- If your employer certifies maintenance, they confirm they will support you for your first month.
- Otherwise, you must show at least £1,270 in savings for 28 consecutive days before applying.
- Dependants have additional financial requirements.
9. Can my spouse work and my children study in the UK?
Yes. Dependants with PBS Dependent visas may:
- Work (including self-employment and voluntary work), but not as professional sportspersons.
- Study, subject to restrictions under the Academic Technology Approval Scheme (ATAS).
10. What about visa costs recovery by employers?
Sponsors may recover some agreed costs, but must not pass on the Immigration Skills Charge (ISC) to employees.
Pros and Cons of the Health and Care Worker Visa
Pros:
- Priority pathway for healthcare roles, with reduced visa fees compared to other Skilled Worker categories.
- Fast-track to ILR after five years.
- Exemption from the Immigration Health Surcharge.
- Flexibility to take on supplementary work.
- Dependants (in most roles) can work and study in the UK.
Cons:
- Care workers and home carers (post-March 2024) cannot bring dependants.
- Strict job change rules — switching employers or roles requires a visa update.
- Financial maintenance requirements can be burdensome.
- Curtailment risk if employment ends unexpectedly.
Final Thoughts
The Health and Care Worker visa remains one of the most accessible routes for skilled professionals to live and work in the UK, offering stability, long-term residency options, and family benefits in most cases. However, recent changes — particularly restrictions on dependants for care workers — highlight the need for careful planning and awareness of current immigration rules.
Employers and applicants alike should stay informed of policy updates to make the most of this visa route while ensuring compliance with UK immigration law.