Skilled Worker Visa vs Health & Care Worker Visa – Choosing between these two sponsorship routes is one of the most important decisions for UK employers looking to recruit from overseas. Each pathway comes with different conditions, expectations, and obligations, and making the wrong choice can lead to delays, unnecessary costs, or compliance issues that affect your ability to build the workforce you need. Employers in health, adult social care, and wider skilled sectors must weigh up which visa type matches their staffing requirements and long-term workforce planning goals.
For those aiming to sponsor a health care worker UK, the Health & Care Worker visa often seems like the natural fit, but it is not always the only option. The Skilled Worker visa remains essential for many roles across health and allied professions, and employers must look closely at eligibility, salary bands, and application commitments before applying. By taking time to understand the differences and aligning your choice with your business needs, you create stability, protect compliance, and ensure a smoother recruitment process.
What Each Visa Route Is Best For?
| Visa Route | Ideal for Employers in the Health / Care Sector |
| Skilled Worker Visa | A broader range of skilled roles beyond purely clinical care. E.g. administrators, technical specialists, allied health professionals, or leadership roles in health trusts; roles that are not covered specifically under the Health & Care Worker visa route. Employers use this route for more flexibility or when the role does not meet the criteria for the Health & Care Worker visa. |
| Health & Care Worker Visa | Specifically tailored for medical professionals, nurses, doctors, and adult social care professionals working for the NHS, adult social care providers, or approved suppliers. If the role is listed as eligible under this visa route, employers benefit from some concessions (e.g. fee reductions or exemptions, sometimes a lower salary threshold under pay scales). |
Eligibility: Key Differences in 2025
Here are some of the eligibility distinctions for each route, relevant to health and care employers:
- Under the Health & Care Worker visa, eligible job roles must be among those approved for the route (qualified nurses, doctors, certain adult social care roles, etc.), and the employer must be a licensed sponsor.
- Skilled Worker visa eligibility has become tighter: many roles below RQF Level 6 (degree level) are only still eligible if included on the Immigration Salary List (ISL) or Temporary Shortage List (TSL), and only under transitional or interim provisions.
- Some occupations in health and adult social care (especially care workers / senior care workers) have had their access changed: new overseas recruitment applications for these roles under the Health & Care route were closed from July 2025, though existing workers may have transitional rights.
Salary Thresholds & Going Rates for 2025 (Updated)
- The general minimum salary for many Skilled Worker visa roles has been raised to £41,700 per annum for full-time positions. If the “going rate” for a specific occupation is higher, that must be paid instead.
- There are reduced rates for certain categories, including new entrants (recent graduates, etc.), PhD holders (in or out of STEM subjects), and roles included on the Immigration Salary List (ISL). Those reduced thresholds may be lower (for example, around £33,400) but still require meeting the occupation-specific going rates or the reduced standard, whichever is higher.
- For Health & Care Workers employed under national pay scales (e.g. NHS roles), the threshold often remains at £25,000 per year for eligible roles, or the job’s going rate if that is higher.
Fees & Cost Implications for Employers
Another important area is the cost to the employer when sponsoring a worker under either route. Some key points:
- Health & Care Worker visa applications benefit from lower fees or fee reductions compared with some Skilled Worker visa applications in many cases. Also, holders are exempt from the Immigration Health Surcharge (IHS).
- Employers applying for Certificates of Sponsorship will need to pay the standard CoS fees, and must not pass these costs on to the worker under recent rules.
- Dependants (partner/children) for Skilled Worker visa holders generally incur additional costs, and employers often need to assist or provide documentation; in Health & Care visa cases, dependants’ rights remain, but the financial burden or support expectations may differ.
- Because of the increased salary thresholds and going rates in 2025, budgeting for these roles (especially in health/care roles outside of the standard NHS pay scale) needs careful planning. Employers must ensure that payroll meets or exceeds the statutory minimum and that all additional costs (sponsorship, visa fees, possible relocation) are taken into account.
What the Recent Changes Mean for Health & Care Employers?
Employers in health and social care need to pay attention to these updates in 2025:
- The closure of new overseas recruitment for certain care worker roles has created a transitional period during which existing workers or those already on visa routes may change status or extend visas.
- For roles still eligible under the Health & Care visa, the salary requirements are relatively favourable compared with some non-health Skilled Worker roles, as long as the role is on national pay scales. This makes the Health & Care visa an attractive route for employers in the NHS, social care, and approved suppliers for those eligible roles.
- Employers must keep up to date with the Immigration Salary List (ISL) and the Temporary Shortage List (TSL), as these affect eligibility and salary thresholds. Some roles may only qualify under those lists temporarily.
Which Route to Use & How to Comply?
For employers deciding whether to use the Skilled Worker visa or the Health & Care Worker visa (or both) when sponsoring health care staff, here are practical steps:
- Verify Role Eligibility
Check whether the job is listed under the Health & Care Worker visa eligible occupations. If not, see if it qualifies under the Skilled Worker route via the ISL or TSL, or via an RQF Level requirement. - Check Salary & Going Rate
Look up the going rate for the role with UKVI, check national pay scales if relevant (e.g. NHS bands), and ensure the salary offer meets or exceeds minimum thresholds for the visa route. - Sponsor Licence Requirements
Ensure your organisation holds a valid sponsor licence, is registered (for Health & Care, possibly CQC-registration or equivalent where required), and that the job is sponsored properly (Certificate of Sponsorship etc.). - Estimate Fee & Immigration Costs
Budget for CoS, visa application fees, possible dependent fees, and ensure compliance with the rule that employers often must cover certain costs. - Plan for Transition Zones
If the role is in a transitional category (e.g. role below RQF6 but on ISL/TSL), be aware of upcoming deadlines and changes (e.g. certain care roles closed from 22 July 2025), and plan for switching or extending staff under new requirements. - Review Internal Pay Policies and Contracts
Make sure employment contracts, pay, benefits, and job descriptions clearly align with the Visa category, occupation code, and qualifications. This avoids visa refusals or sponsor licence issues.
Final Words!
Navigating between the Skilled Worker and Health & Care Worker visa routes can feel complex, but it ultimately comes down to choosing the pathway that aligns with your organisation’s staffing needs and long-term plans. Rather than getting lost in technicalities, it’s about clarity, preparation, and ensuring every application meets the standards. To stay ahead and avoid costly mistakes, follow Sponsor Licence Hub for clear guidance, practical tools, and insights that simplify the process and keep your sponsorship strategy on track.
