UK Health and Care Visa Changes for Nurses and Midwives

Recent changes to UK immigration rules mean internationally educated nurses and midwives face updated salary thresholds, revised occupation classifications, and stricter sponsorship criteria when applying for the Health and Care Worker visa. While fully qualified registered nurses and midwives remain eligible for overseas sponsorship, new overseas recruitment for care worker and senior care worker roles has been closed alongside tighter restrictions on dependants and increases to application fees.

Salary Thresholds and Visa Conditions

The Health and Care Worker visa—a sub-type of the Skilled Worker visa—provides fast-tracked entry into the UK, reduced application fees, exemption from the Immigration Health Surcharge (IHS), and dedicated support from UK Visas and Immigration. Applicants must score 70 points to qualify.

The general salary threshold for the visa has risen to £31,300 (previously £29,000), or £25,000 for occupations on national pay scales. For roles included on the Immigration Salary List (ISL), the threshold is set at either £25,000 or the occupation-specific threshold, whichever is higher.

Applicants should also account for wider immigration fee adjustments:

• Application fees for the Health and Care Worker visa increased by 15% in October 2023.
• Indefinite Leave to Remain (ILR) application fees rose by 20% to £2,885 per person.

Eligible Nursing, Midwifery, and Support Roles

Qualified nursing and midwifery professions remain eligible for sponsorship under updated Standard Occupational Classification (SOC) codes. None of the following registered roles fall under the Immigration Salary List or Temporary Shortage List (TSL):

• Midwifery nurses (SOC 2231 / 2010 code 2232)
• Registered community nurses (SOC 2232 / 2010 code 2231)
• Registered specialist nurses (SOC 2233 / 2010 code 2231)
• Registered nurse practitioners (SOC 2234 / 2010 code 2231)
• Registered mental health nurses (SOC 2235 / 2010 code 2231)
• Registered children’s nurses (SOC 2236 / 2010 code 2231)
• Other registered nursing professionals (SOC 2237 / 2010 code 2231)

Nursing auxiliaries and assistants (SOC 6131 / 2010 code 6141) remain listed on the ISL, specifically in clinical environments where registered nurse or other healthcare professional roles exist. Updated wording regarding this requirement comes into effect on 11 November 2025.

Additionally, six roles previously eligible under the Health and Care Worker visa have been removed from eligibility, requiring domestic workforce strategies to be put in place. The broader ISL itself will be phased out entirely by December 2026.

Restrictions on Care Workers and Senior Care Workers

In July 2025, changes to UK immigration policy officially closed new overseas recruitment for care workers (SOC 6135) and senior care workers (SOC 6136). Social care providers can no longer sponsor individuals entering from abroad for these specific job codes.

A transitional arrangement is in place until 22 July 2028 for workers already inside the UK, subject to strict conditions:

• In-Country Switching and Extensions: Care providers may assign a Certificate of Sponsorship (CoS) to an in-country worker extending their visa or switching routes, provided the worker has been legally employed by that sponsor and on its payroll for at least three months prior to the application.
• Dependants: Care workers and senior care workers operating under the 2025–2028 transitional arrangements cannot be accompanied by new dependants.
• CQC Registration: In England, only Care Quality Commission (CQC)-registered providers are eligible to sponsor Health and Care Worker visa applicants in adult social care. Sponsorship rules are tightly enforced by the Home Office.

Permanent Residency and Changing Employers

For healthcare professionals planning long-term careers in the UK, concessions in the Immigration Rules allow time spent under permission on another route while awaiting a decision on a Skilled Worker application to count toward the five years required for Indefinite Leave to Remain.

If you decide to change your job or employer after arriving in the UK, you must apply to update your visa. Your sponsoring employer must assign a new Certificate of Sponsorship before you submit your application to update your status.

What This Means for You

If you are an internationally educated nurse or midwife planning your move, take these concrete steps to navigate the latest visa rules:

1. Confirm Your Occupation Code and Salary: Check that your job offer corresponds to a registered nursing or midwifery SOC code and meets the applicable national pay scale minimum (£25,000) or general salary threshold (£31,300).
2. Verify Employer Sponsorship Eligibility: Ensure your prospective employer is an approved sponsor. If you are taking up a role in adult social care in England, confirm that the provider is CQC-registered.
3. Plan for Relocation and Settlement Costs: Factor updated fees into your financial planning, including the £2,885 per person fee for permanent residency (ILR) applications.
4. Follow Job Change Rules Strictly: If changing roles or employers within the UK, ensure your new sponsor assigns a fresh CoS before you submit your visa update application.

WE Intelligence tracks the exact registration and visa steps inside the platform to help you stay ahead of policy changes. If you require hands-on support with your application or job placement, WESolutions is available to provide paid guidance tailored to your international career path.