Staffing in the care home industry has been in crisis for several decades before Brexit. They were the first that suffered the consequences of the Covid pandemic and have continued to face challenges throughout their time since.
In response to this in April 2021, Senior Care workers were placed back on the Shortage occupation list having been removed from it for some years despite the then clamour for staff. These changes have enabled Sponsors to bring Senior Workers for a minimum salary of £20,480 per annum.
However, with the crisis deepening, the Migration Advisory Committee recommended further measures.
The result is that as of 15 February 2021, Care workers have also been added to the shortage list. This means that the skill level of the position is no longer relevant.
The code includes a whole list of positions including, home carers, care assistants, care workers, carer, home care assistants, support workers (nursing homes).
However, Care workers will only be allowed to work for sponsored businesses that deliver care. The regulations will not enable private households to employ staff.
Applications made before 15 February 2022 will be considered under the old regulations.
These changes will undoubtedly be welcomed by an industry faced with considerable strain. The Shortage Occupation list reflects the current shortages.
Only employers who hold a sponsor licence will be able to apply for these staff.
In addition, it is necessary to meet the other requirements which include English language and maintenance requirements, and health and criminal record checks will be carried out. Job offer from an employer who holds a Sponsor licence
Right to work checks changing
At present employers can choose to use either the Home Office online service or a physical card to evidence a right to work to an employer.
From 6 April 2022, holders of BRC and BRP and FWP holders can only evidence their right to work using the Home Office online service. Employers will no longer be able to accept physical cards for the purposes of a right to work check even if it shows later expiry date.
Retrospective checks will not be required on biometric cardholders who, before 6 April 2022, used the physical card to demonstrate a right to work
To carry the online check, the employer will need the employee’s date of birth and a valid share code generated by the employee. The shared code is valid for 30 days.
