Recruitment Strategies Under the New Care Worker Regulations

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The care sector in the UK is facing unprecedented challenges, particularly when it comes to attracting and retaining skilled workers. With recent changes to immigration policy and regulations for care workers, it’s essential for employers in the sector to adapt their recruitment strategies to meet new requirements while continuing to provide high-quality care to those in need.

In this blog post, we’ll break down the new regulations and offer practical recruitment strategies to help you navigate the changes and build a strong workforce for your care facility.

Overview of the New Care Worker Regulations

The UK government has introduced several changes to the immigration system, particularly regarding the recruitment of care workers from overseas. The key change is that care providers in England must now prioritise recruiting from the existing local workforce before sponsoring overseas applicants for visas.

Here’s what’s changed:

• Priority for local workers: Employers must demonstrate that they’ve attempted to recruit locally before offering sponsorship to overseas workers.

• Sponsorship only for critical roles: Care workers are eligible for skilled worker visas, but only for roles that meet specific criteria. Minimum salary and skill thresholds must be met.

• Temporary changes to visa conditions: While the government has made it easier for care workers to come to the UK, overseas hiring should now be considered a last resort.

These changes may seem restrictive, but they present an opportunity to refine your recruitment strategy and tap into a broader, more sustainable talent pool. Here’s how you can adapt your approach.

1. Focus on Local Talent First

A core aspect of the new regulations is the emphasis on recruiting from the local workforce. Employers are now required to show that they’ve made efforts to attract UK-based candidates before pursuing overseas options.

How to do it:

• Strengthen local advertising: Use local newspapers, community centres, and online platforms targeting UK-based candidates.

• Leverage community connections: Partner with job centres, vocational training schools, and local organisations to find candidates already in the UK.

• Offer training and development: Run recruitment campaigns that include apprenticeships or training for those starting a career in care.

• Engage with retired or returning workers: Consider those re-entering the workforce or retiring early, as they may bring experience and reliability.

Why it matters: Focusing on local talent not only ensures compliance but also reduces sponsorship costs and supports your local community by offering meaningful employment.

2. Strengthen Employee Retention Strategies

Attracting staff is only half the battle — retaining them is equally vital. With historically high turnover rates in the care sector, investing in your current team is crucial.

How to do it:

• Improve employee benefits: Competitive pay, flexible hours, and career progression opportunities make a big difference.

• Invest in professional development: Ongoing training gives staff new skills and a path for career advancement.

• Create a supportive environment: A positive workplace culture helps reduce burnout and boosts morale.

• Recognise staff efforts: Reward dedication with recognition programmes, bonuses, or simply regular praise.

Why it matters: Investing in your current team leads to a more stable and loyal workforce. This consistency enhances care quality and reduces recruitment pressure.

3. Build Partnerships with Educational Institutions

With a focus on local recruitment, developing strong ties with educational institutions can create a reliable talent pipeline.

How to do it:

• Collaborate with training providers: Partner with colleges that offer healthcare qualifications to provide placements or apprenticeships.

• Support work-based learning: Offer practical experience opportunities for students, helping them build confidence and job-readiness.

• Encourage career changers: Provide training paths for individuals switching careers who may not yet be qualified.

Why it matters: These partnerships give you access to trained, enthusiastic candidates while also reinforcing your commitment to community growth.

4. Consider Temporary and Flexible Staffing Solutions

To manage immediate workforce shortages, temporary or flexible staffing can bridge the gap while you build a more permanent team.

How to do it:

• Use specialist staffing agencies: They can help quickly fill part-time or temporary roles in the care sector.

• Offer flexible working options: Shift work, weekends, and part-time roles may suit those with caring responsibilities or other commitments.

• Trial temporary-to-permanent roles: This lets you assess fit before offering permanent contracts.

Why it matters: These solutions give you breathing space and flexibility, especially during peak times or while waiting for visa sponsorship approval.

5. Understand and Navigate Sponsorship Requirements

Although local recruitment is prioritised, overseas hiring may still be necessary. In such cases, understanding the sponsorship process is essential.

How to do it:

• Familiarise yourself with sponsorship rules: Ensure your HR team knows the criteria, including salary thresholds and job eligibility.

• Stay compliant: Know the visa conditions related to hours, job roles, and stay duration.

• Seek professional guidance: Work with immigration consultants to avoid errors, delays, or penalties.

Why it matters: A clear grasp of the sponsorship process ensures compliance and enables your business to access global talent when required.

Conclusion: Adapting to Change and Building a Strong Workforce

The new care worker regulations may feel challenging, but they offer a chance to improve how your organisation attracts and retains staff. By prioritising local talent, investing in your current workforce, and building community partnerships, you create a stable foundation for long-term success.

At the same time, flexible staffing options and a clear understanding of the sponsorship process allow you to stay agile and meet immediate needs.

Care recruitment now demands adaptability, and with the right approach, your organisation can continue delivering exceptional care while navigating this evolving landscape.