Care Sector on Alert: Key Immigration Changes Explained | AC Solutions

New rules, tighter control, and what that means for recruitment, compliance & continuity of care.

What’s changing in international recruitment?

The headline shifts in international recruitment, regulation and policy from the past month — and what they mean for you.

COS Applications

Are you finding it difficult to get your COS application approved? Perhaps you’re not providing enough information or struggling to know what the Home Office want? Either way, get in touch with the Director of Adult Social Services in your area and ask them to provide a letter of support.

Salary Compliance

Pay the correct salary every month. Sponsored workers must now be paid at least the minimum salary in each pay period, enabling UKVI to detect breaches without averaging salaries over a full year period. This change is effective from 7 April 2026. Even if you are 15p below, it is still a breach so ensure your staff are getting the correct hours and are paid their minimum salary.

Replacement of the ‘genuine vacancy’ requirement with the new ‘eligible role’

‘Eligible role’ is the new flavour – learn it, live it, love it. Express duty to ensure sponsored workers are informed about their UK employment rights. Retain evidence that employment rights information was given to each sponsored worker. Whilst this is not a new employment law right, it is now explicit sponsorship compliance duty with an evidence expectation. Consider providing a one page ‘Know your Rights’ document signposting these rights and where the further policies live.

Protecting your business — tips & tricks

Practical, actionable advice you can apply this month. Pick one and try it — small consistent improvements compound.

Tip 1 — Circulate a ‘know your rights’ document to your staff

The risk: Sponsored staff do not understand their rights in the UK. It is now a UVI requirement to provide and evidence this to ensure compliance.

The fix: At the start of their employment, issue them with a know your rights document and include a copy in their file that they have signed. Remind staff in meetings where they can find the staff handbook or policies and ensure the meeting is documented.

Tip 2 — Review all Certificates of Sponsorship

The risk: UKVI can come to inspect at anytime. Ensure you are ready for it and have no breaches.

The fix: Audit Certificates of Sponsorship in line with the workers actual duties and reporting lines.

Tip 3 — Review record keeping

The risk: You are not prepared for an inspection and do not know where the information is.

The fix: Review record keeping: rotas, payroll, staff files and other HR systems with sponsor compliance in mind.

Tip 3 — Get in touch with us to find your solution

The risk: Fines, penalties, revocation of licence!

The fix: It can be a struggle knowing where to begin but get in touch for a 30-minute discovery call to get an idea of where to start. AC Solutions will work with you to understand your business, spot any areas of improvement and can work with you on an action plan.