Understanding Changes to UK Immigration Policies
- May 6, 2024
- Posted by: admin
- Categories: Benifits, Health, UK Immigration
The UK government’s recent changes to immigration policies, effective from March and April 2024, have significant implications for international recruits in NHS trusts. Notably, care workers and senior care workers migrating to the UK after March 11, 2024, cannot bring dependents, and only CQC-registered providers in England can sponsor Health and Care Visa applicants. From April 4, 2024, Certificates of Sponsorship for Health and Care Visa applicants must meet either the national pay scale or a new minimum salary threshold of £23,200.
For roles not on the national pay scale, the salary threshold rises to £29,000, affecting both new applications and visa extensions. However, Health and Care Visa holders remain exempt from the Immigration Health Surcharge. Additionally, overseas workers requiring a general Skilled Worker Visa sponsored by an NHS organization must meet a new salary threshold of £38,700 from April 4, 2024.
The Immigration Salary List replaces the Shortage Occupation List, with occupations needing to meet specific salary thresholds. The Immigration Health Surcharge increased to £1,035 per person per year as of February 6, 2024. Family visa income requirements will gradually rise, starting at £29,000 from April 11, 2024, eventually reaching £38,700 by early 2025.
These changes impact various international staff across the NHS and social care. The Health and Care Visa applies to healthcare professionals, and only CQC-registered providers can sponsor care workers. Minimum salary thresholds have increased, with exceptions for specific occupations. Despite these changes, Health and Care Visa holders can still bring dependents to the UK, except for care workers or senior care workers in social care. Dependents possess a generic right to work, allowing them employment in various sectors or no work at all.
These policy changes not only affect international staff but also have broader implications for healthcare provision in the UK. With stricter regulations on dependents and salary thresholds, there may be challenges in recruiting and retaining essential healthcare workers, particularly in areas facing staffing shortages. Moreover, the increasing Immigration Health Surcharge and family visa income requirements could deter potential candidates from pursuing opportunities in the UK healthcare sector.
Despite these challenges, it’s crucial for NHS trusts and healthcare providers to adapt to these policy changes effectively. This may involve exploring alternative recruitment strategies, offering competitive compensation packages, and providing support services for international staff and their families to ensure a smooth transition and retention.
In conclusion, while the changes to the UK immigration policy aim to streamline processes and address certain concerns, their impact on the healthcare sector underscores the importance of careful planning and proactive measures to sustain the delivery of quality care to patients across the UK.