For many healthcare employers, international recruitment has been an important part of workforce planning. However, recent changes to UK immigration policy, combined with increased scrutiny from UK Visas and Immigration, mean that sponsorship is no longer a straightforward or widely accessible solution.
While sponsorship licences remain a legitimate route to accessing overseas talent in certain healthcare roles, employers are now operating in a more tightly regulated environment. Policy changes, increased enforcement activity, and restrictions on specific roles have led many organisations to reassess their approach.
This guide outlines what has changed, what it means in practice, and what healthcare employers should be doing now.
What is a Sponsorship Licence?
A sponsorship licence is official permission from the UK Home Office that allows an organisation to employ workers from outside the UK under specific visa routes.
For healthcare providers, this typically means holding a Worker licence, which covers skilled roles and is used for long-term or permanent positions. This remains the licence required for eligible roles under the Health and Care Worker visa.
For a full breakdown of licence types, see the GOV.UK guidance:
https://www.gov.uk/uk-visa-sponsorship-employers/types-of-licence
What Has Changed in the Current Landscape?
The approach to sponsorship in healthcare has shifted significantly.
Key developments include:
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Increased compliance activity from UK Visas and Immigration, including more frequent audits and enforcement action
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Greater scrutiny of healthcare sponsors, particularly around genuine vacancies and employment practices
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Policy tightening from the UK Government, aimed at reducing overall migration levels
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Changes to visa rules, including restrictions affecting dependants and eligibility in some roles
As a result, some employers have seen licences suspended or revoked, while others have chosen not to pursue sponsorship due to increased complexity and risk.
Important Update for Social Care Employers
One of the most significant recent changes affects the social care sector.
In March 2024, the landscape for sponsoring care workers shifted significantly as new, stricter regulations came into effect. While transitional arrangements may apply in limited circumstances, new sponsorship for these roles is no longer available in the same way as it was previously.
This means that although sponsorship licences still exist, their relevance for many care providers has changed considerably. Employers in this space must now rely more heavily on domestic recruitment or alternative workforce strategies.
Who Needs a Sponsorship Licence in Healthcare?
Any healthcare employer looking to recruit overseas workers who require a visa will need a licence.
This includes:
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Nursing services
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Private healthcare organisations
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Certain regulated clinical roles
Care homes and domiciliary care providers may still hold sponsorship licences, but their ability to use them for new overseas recruitment is now limited due to the changes outlined above.
For employers sponsoring roles in England, registration with the Care Quality Commission (CQC) remains a requirement where applicable.
You can read the official visa requirements here:
https://www.gov.uk/health-care-worker-visa/your-job
What is a Certificate of Sponsorship (CoS)?
A Certificate of Sponsorship (CoS) is a digital record issued by a licensed employer to a specific worker.
It includes:
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Job details
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Salary information
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Employer details
Each worker must have a valid CoS before applying for a visa, and applications are typically required within three months of it being issued.
Further detail on CoS can be found via NHS guidance:
https://medical.hee.nhs.uk/medical-training-recruitment/medical-specialty-training/overseas-applicants/overseas-sponsorship-guidance/certificate-of-sponsorship-cos
Salary and Role Requirements
To sponsor a worker under the Health and Care Worker visa, the role must meet specific criteria.
This includes:
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Being an eligible occupation
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Meeting the required skill level
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Meeting the relevant salary threshold
Current guidance states that salaries are typically at least £31,300 per year, or the “going rate” for the role, if higher. Some roles may be subject to different thresholds depending on occupation and pay structure.
Why Sponsorship Licences Are Under Greater Pressure
The increased scrutiny around sponsorship reflects wider changes across the sector.
Key contributing factors include:
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Rapid growth in international recruitment in previous years
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Concerns around misuse of sponsorship in parts of the market
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Increased focus on worker welfare and employment standards
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Political pressure to reduce reliance on overseas labour
This has resulted in a more controlled and compliance-led approach from the Home Office.
Responsibilities of Sponsorship Licence Holders
Holding a sponsorship licence comes with ongoing responsibilities. Employers must be able to demonstrate that they are managing sponsorship appropriately at all times.
Key responsibilities include:
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Verifying workers’ skills and qualifications
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Maintaining accurate employee records
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Monitoring attendance and reporting unexplained absences
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Keeping contact details up to date
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Reporting relevant changes to UKVI
Failure to meet these responsibilities can result in licence downgrading, suspension or revocation.
You can review full sponsor duties here:
https://www.gov.uk/uk-visa-sponsorship-employers/your-responsibilities
What This Means for Healthcare Employers in Practice
Sponsorship is no longer simply a recruitment tool, it is an ongoing compliance responsibility.
In practice, employers are now facing:
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Higher compliance expectations and more robust oversight
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Greater operational risk if processes are not well managed
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More complex and structured recruitment journeys
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Increased need for long-term workforce planning
Employers must be confident not only in their ability to recruit internationally, but in their ability to manage sponsorship compliantly over time.
Is International Recruitment Still a Viable Option?
International recruitment remains a viable option for some healthcare roles, but it is no longer universally accessible across the sector.
It is most suitable for:
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Regulated clinical roles where shortages persist
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Organisations with structured HR and compliance processes
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Employers taking a long-term approach to workforce planning
It is less suitable for:
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Employers relying on care worker recruitment from overseas
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Organisations without strong internal processes
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Short-term or reactive hiring strategies
A more selective and considered approach is now required.
What Employers Should Be Doing Now
Given the current environment, healthcare employers should be taking proactive steps to manage risk and ensure compliance.
This includes:
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Reviewing and strengthening internal compliance processes
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Auditing existing sponsored employees and records
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Ensuring all roles meet eligibility and salary requirements
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Preparing for potential UKVI audits or inspections
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Reassessing workforce strategies in light of recent policy changes
Sponsorship licences continue to play a role in UK healthcare recruitment, particularly for regulated and higher-skilled roles.
However, the landscape has changed significantly. Increased scrutiny from UK Visas and Immigration and ongoing policy direction from the UK Government mean that sponsorship must now be approached with greater care, structure, and long-term planning.
For healthcare employers, success will depend not just on securing a licence, but on managing it effectively and understanding where it remains a viable option.
If you are reviewing your approach to international recruitment or considering your next steps, taking informed, practical advice early can help reduce risk and ensure compliance.
Partner with the Experts at RJS
Recruiting internationally in 2026 requires more than just a vacancy; it requires a partner who understands the high standards of the UK healthcare sector.
At RJS Resourcing, we specialise in identifying and vetting high-calibre international talent for nursing, private healthcare, and regulated clinical roles. Our team brings deep expertise in overseas recruitment, ensuring every candidate we present is not only a clinical fit but fully prepared for the requirements of the Health and Care Worker visa route.
From initial screening to ensuring all candidate documentation is in order, we help you build a robust, high-quality workforce while navigating the complexities of the modern recruitment landscape.
Contact RJS today to discuss your 2026 international recruitment strategy.
https://rjsresourcing.co.uk/contact-us/