This section is for providers employing or considering sponsorship of care workers (SOC 6135) and senior care workers (SOC 6136).
Since 22 July 2025, new overseas recruitment into these roles has closed. The focus is now on eligible workers already in the UK, including existing sponsored workers and care workers who have become displaced after losing their original sponsor.
This section brings together current guidance and resources on displaced worker recruitment, sponsorship, compliance, exploitation, workforce support and retention.
Displaced Care Workers
ESPIC is actively involved in supporting displaced international care workers across East Sussex and Brighton & Hove, working as part of the wider South East programme coordinated by SESCA – the South East Social Care Alliance.
Our dedicated Displaced Worker Sponsorship Scheme page contains current eligibility information, provider applications, worker information, funding, quality assurance requirements and details of the Sussex delivery team.
Displaced Worker Sponsorship Scheme:
https://espic.co.uk/international-recruitment-displaced-worker-scheme/
Ethical Sponsorship & Workforce Support
Good sponsorship extends beyond immigration compliance.
ESPIC’s Ethical Sponsorship Programme supports providers and sponsored care workers across East Sussex and Brighton & Hove, with a focus on early intervention, practical guidance and reducing avoidable sponsorship breakdown.
For Providers
Practical support to strengthen understanding of sponsor responsibilities, identify potential compliance risks and improve sponsorship practice.
For Sponsored Workers
Trusted support to help workers understand their rights, recognise poor sponsorship practice and know where to seek independent help.
Ethical Sponsorship Programme:
https://espic.co.uk/international-recruitment-ethical-sponsorship-scheme/
Modern Slavery, Labour Exploitation & Worker Welfare
International care workers can be particularly vulnerable to exploitation where employment, immigration status, accommodation or finances create a high degree of dependency on an employer or intermediary.
Recognising the Warning Signs
Providers should remain alert where a worker:
- has substantial recruitment debt or has paid unexpected recruitment fees;
- was misled about salary, hours, location or duties;
- receives significantly fewer hours than promised;
- works excessive or unpaid hours;
- has unexplained or excessive deductions from wages;
- has been told that money is owed to an employer, recruiter or intermediary;
- is threatened in relation to sponsorship, visas or immigration status;
- does not control their passport, identity documents or UKVI account;
- has somebody else controlling their wages or bank account;
- has little choice over where they live;
- is living in overcrowded or unsuitable accommodation;
- appears frightened of an employer, recruiter or intermediary;
- has experienced physical, verbal, sexual or psychological abuse;
- is isolated from colleagues or the wider community;
- has been instructed what to say to authorities or inspectors; or
- feels unable to leave their employment or seek independent advice.
Sponsorship Must Never Be Used to Control a Worker
A sponsored worker is not owned by their employer. Workers should not be threatened with visa cancellation, deportation, reporting to the Home Office, loss of accommodation or withholding of wages because they raise concerns about their employment or consider leaving.
Displaced workers may also have experienced previous exploitation or substantial recruitment debt. Providers should approach these circumstances sensitively and ensure workers know how to access independent support.
Immediate danger: call 999.
Modern Slavery & Exploitation Helpline: 08000 121 700
Modern Slavery & Exploitation Helpline:
https://www.modernslaveryhelpline.org/
GOV.UK Modern Slavery Guidance:
https://www.gov.uk/government/collections/modern-slavery
South East Regional Guidance – SESCA
The South East Social Care Alliance (SESCA) provides comprehensive regional guidance and support for adult social care providers and sponsored care workers across the South East.
Sponsorship
Guidance on sponsorship, displaced worker recruitment and support for employers considering sponsorship.
Compliance & Legal
Regional information covering sponsor compliance, immigration changes, legal updates and employer responsibilities.
Worker Support
Information for sponsored and displaced workers, including support where sponsorship breaks down.
Regional Updates
Current programmes, resources, workforce support and developments affecting sponsored care workers across the South East.
SESCA International Workforce Hub:
https://sesca.org.uk/international-recruitment/
SESCA Compliance & Legal Guidance:
https://sesca.org.uk/international-recruitment/compliance-legal/
Sponsor Compliance
Providers sponsoring care workers or senior care workers are responsible for maintaining compliance throughout the sponsorship period.
Key responsibilities include:
- maintaining an appropriate sponsor licence;
- maintaining active CQC registration;
- completing correct right-to-work checks;
- ensuring sponsored roles are genuine;
- meeting current salary requirements;
- maintaining accurate worker records;
- monitoring attendance and working arrangements;
- reporting relevant changes through the Sponsorship Management System;
- ensuring employment remains consistent with sponsorship; and
- keeping organisational information up to date.
Failure to meet sponsor duties can result in Home Office compliance action, including suspension or revocation of a sponsor licence.
Home Office – Sponsor a Skilled Worker:
https://www.gov.uk/government/publications/sponsor-a-skilled-worker
Sponsor Duties & Compliance:
https://www.gov.uk/government/publications/workers-and-temporary-workers-guidance-for-sponsors-part-3-sponsor-duties-and-compliance
Apply for a Sponsor Licence:
https://www.gov.uk/uk-visa-sponsorship-employers/apply-for-your-licence
Salary Requirements
Sponsored care workers and senior care workers must meet the applicable Home Office salary requirements throughout their sponsorship.
Current minimum annual sponsorship salary: £25,000
Current minimum hourly sponsorship rate: £12.82
The National Living Wage increased to £12.71 per hour from 1 April 2026 for workers aged 21 and over.
Providers must ensure pay continues to meet both employment law and the applicable sponsorship requirements. Salary and immigration thresholds can change, so current guidance should always be checked before assigning a Certificate of Sponsorship or changing a sponsored worker’s pay or hours.
Current Sponsorship Guidance:
https://www.gov.uk/government/publications/sponsor-a-skilled-worker
National Minimum Wage Rates:
https://www.gov.uk/national-minimum-wage-rates
Right to Work & eVisas
Employers must establish an individual’s legal right to work before employment begins and undertake further checks where required.
For many sponsored workers, immigration status is held digitally through a UKVI account and eVisa. A worker may provide a Home Office share code allowing an employer to check their current status and any restrictions applying to their employment.
Do not rely solely on:
- an old visa document;
- information supplied by a previous employer;
- nationality;
- verbal assurances; or
- assumptions about what an existing visa permits.
Check Right to Work:
https://www.gov.uk/check-job-applicant-right-to-work
Employer Guidance:
https://www.gov.uk/government/publications/right-to-work-checks-employers-guide
Supporting & Retaining Sponsored Care Workers
Effective sponsorship also depends on good employment practice. Displaced workers may additionally have experienced sudden loss of employment, financial pressure, immigration uncertainty or previous exploitation.
Induction & Supervision
Provide structured onboarding, a named supervisor or buddy, regular one-to-ones and clear information about working arrangements.
Training & Communication
Support development, care terminology, workplace communication and fair access to learning and progression.
Accommodation & Transport
Ensure arrangements are realistic, affordable and suitable for shift patterns, particularly for rural and domiciliary care roles.
Wellbeing & Inclusion
Provide clear routes for raising concerns, access to independent support, cultural awareness and appropriate wellbeing support.
Where providers arrange, recommend or control accommodation, arrangements should be transparent, affordable and appropriate. Accommodation should never become a means of controlling a worker or making them feel unable to leave their employer.
Providers should also establish before employment whether a worker can realistically travel to work and between care locations. Be clear where a driving licence or access to a vehicle is essential.
Provider Checklist
Before sponsoring or employing an eligible international care worker, check that:
- your organisation holds an appropriate sponsor licence where required;
- your organisation has active CQC registration;
- the vacancy is a genuine SOC 6135 or SOC 6136 role;
- the worker’s immigration and sponsorship position has been checked;
- the role meets current sponsorship requirements;
- salary and contracted hours meet current requirements;
- correct right-to-work checks have been completed;
- your organisation understands its sponsor duties;
- the worker has accurate information about the role;
- accommodation and transport arrangements are realistic;
- an appropriate induction process is in place;
- the worker has access to independent support;
- managers recognise warning signs of exploitation; and
- previous recruitment debt or exploitation concerns are handled sensitively.
Providers considering recruiting a displaced care worker should visit:
ESPIC Displaced Worker Sponsorship Scheme:
https://espic.co.uk/international-recruitment-displaced-worker-scheme/
Useful Resources
Regional Guidance
SESCA International Workforce Hub
https://sesca.org.uk/international-recruitment/
SESCA Sponsorship Support
https://sesca.org.uk/international-recruitment/sponsorship-support/
SESCA Compliance & Legal Guidance
https://sesca.org.uk/international-recruitment/compliance-legal/
Sponsorship & Employment
Home Office – Sponsor a Skilled Worker
https://www.gov.uk/government/publications/sponsor-a-skilled-worker
Sponsor Duties & Compliance
https://www.gov.uk/government/publications/workers-and-temporary-workers-guidance-for-sponsors-part-3-sponsor-duties-and-compliance
Apply for a Sponsor Licence
https://www.gov.uk/uk-visa-sponsorship-employers/apply-for-your-licence
Right to Work Checks
https://www.gov.uk/check-job-applicant-right-to-work
National Minimum Wage Rates
https://www.gov.uk/national-minimum-wage-rates
Care Quality Commission
https://www.cqc.org.uk/
Worker Welfare & Independent Support
Modern Slavery & Exploitation Helpline
08000 121 700
https://www.modernslaveryhelpline.org/
Citizens Advice
https://www.citizensadvice.org.uk/
The Care Workers’ Charity
https://www.thecareworkerscharity.org.uk/
Shelter
https://england.shelter.org.uk/
Keeping This Information Current
Immigration, sponsorship and salary requirements can change. Providers should refer to SESCA for detailed regional guidance and check current GOV.UK guidance before making sponsorship decisions or acting on an individual’s immigration status.
Where an individual case is complex or unclear, advice should be obtained from an appropriately qualified immigration adviser or solicitor.
SESCA International Recruitment Hub
Funded by the Department of Health and Social Care, SESCA has been supporting international recruitment efforts in the South East to help grow the adult social care workforce for the past few years. Their International Recruitment Hub now includes a dedicated Sponsorship Support section for care providers, outlining the new scheme for sponsoring displaced workers.
The Hub also provides guidance for migrant care workers on accessing support, what to do if sponsorship breaks down, and where to find local services.
