This section is for providers employing, or considering employing, sponsored 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 lost their original sponsor.
Here you will find current guidance on displaced worker recruitment, sponsorship compliance, employment rights, worker welfare and retention.
Displaced Worker Sponsorship Scheme
Information about eligibility, provider applications, funding, quality assurance requirements and the Sussex delivery team.
Ethical Sponsorship Programme
Practical support for providers and sponsored care professionals, focused on ethical employment, compliance, early intervention and preventing avoidable sponsorship breakdown.
Modern slavery, labour exploitation and worker welfare
If you or someone you know is in immediate danger, or there is an immediate risk of harm, call 999.
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.
South East regional guidance
The South East Social Care Alliance (SESCA) provides regional guidance and support for adult social care providers and sponsored care professionals across the South East.
1
Sponsorship support
Guidance on sponsorship, displaced worker recruitment and support for employers considering sponsorship.
2
Compliance and legal guidance
Regional information covering sponsor compliance, immigration changes, legal updates and employer responsibilities.
3
Worker support
Information for sponsored and displaced care professionals, including support where sponsorship breaks down.
4
Regional updates
Current programmes, resources, workforce support and developments affecting sponsored care professionals across the South East.
Sponsor compliance
Providers sponsoring care workers or senior care workers are responsible for maintaining compliance throughout the sponsorship period.
Key responsibilities
- Maintain an appropriate sponsor licence.
- Maintain active CQC registration.
- Complete correct right-to-work checks.
- Ensure sponsored roles are genuine.
- Meet current salary requirements.
- Maintain accurate worker records.
- Monitor attendance and working arrangements.
- Report relevant changes through the Sponsorship Management System.
- Ensure employment remains consistent with sponsorship.
- Keep 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.
Salary requirements
Sponsored care workers and senior care workers must meet the applicable Home Office salary requirements throughout their sponsorship.
£25,000
Minimum annual sponsorship salary
£12.82
Minimum hourly sponsorship rate
The National Living Wage increased to £12.71 per hour from 1 April 2026 for workers aged 21 and over.
Providers must ensure pay meets both employment law and the applicable sponsorship requirements. Salary and immigration thresholds can change, so current official guidance should always be checked before assigning a Certificate of Sponsorship or changing a sponsored worker’s pay or hours.
Right to work and eVisas
What employers must do
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 so that an employer can check their current status and any restrictions applying to their employment.
What employers must not rely on
- An old visa document
- Information supplied by a previous employer
- Nationality
- Verbal assurances
- Assumptions about what an existing visa permits
Supporting and retaining sponsored care professionals
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 and supervision
Provide structured onboarding, a named supervisor or buddy, regular one-to-ones and clear information about working arrangements.
Training and communication
Support professional development, care terminology, workplace communication and fair access to learning and progression.
Accommodation and transport
Ensure arrangements are realistic, affordable and suitable for shift patterns, particularly for rural and domiciliary care roles.
Wellbeing and inclusion
Provide clear routes for raising concerns, access to independent support, cultural awareness and appropriate wellbeing assistance.
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 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 professional, 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.
- Previous recruitment debt or exploitation concerns are handled sensitively.
Useful resources
Keeping this information current
Immigration, sponsorship and salary requirements can change. Providers should consult SESCA and 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.