Yorkshire and Humber International Recruitment Project

Newsletter for Care Sector Leaders

September 2026 edition

In This Edition

Celebrating our 1000th displaced worker matched to new employment
Home Office reports highest number of sponsor licence revocations
Displaced Worker Komal wins Caremark Kirklees Carer of the Year 2026 to read more from Caremark’s feature please click here.
Yorkshire and Humber International Recruitment (YHIR) project closure confirmed for March 2027

Supporting Ethical and Sustainable International Recruitment in Care

International recruitment continues to play an important role in supporting workforce resilience across the adult social care sector. This edition highlights a major programme milestone, shares an inspiring success story from the displaced worker programme, provides important sponsorship compliance updates, and outlines plans for the future of the Yorkshire and Humber International Recruitment Programme.

As always, we encourage providers to engage with available support and resources on the YHIR website to help maintain a compliant, resilient and sustainable workforce.

Celebrating our 1000th displaced worker matched to new employment

The Yorkshire and Humber International Recruitment Programme (YHIR) is delighted to celebrate a significant milestone, having recently supported our 1000th displaced worker into new sponsored employment within the health and social care sector.

Since launching in 2024, the programme has worked closely with workers, care providers, local authorities and regional partners to help retain valuable international talent within the sector. By connecting displaced workers with sponsorship-eligible vacancies, the programme has helped both workers and employers navigate workforce challenges while supporting continuity of care.

Supporting workers through transition

The matching service offers more than introductions to vacancies. Our team provides tailored support to help workers successfully secure new employment, including:

Advice and guidance on sponsorship requirements
CV development and application support
Interview preparation and coaching
Signposting to employers with eligible sponsored vacancies
Ongoing support throughout the recruitment process

Since the programme began, over 5800 workers have self-referred for support, demonstrating the significant demand for specialist assistance for individuals affected when their employers sponsorship licence is revoked.

A Collaborative Success

Reaching the milestone of 1,000 successful employment matches is a testament to the commitment and investment made by care providers who employ workers across the region. Project case workers have also worked hard to support workers and help them find and apply for vacancies. Their expertise and persistence in identifying suitable sponsorship-eligible vacancies has enabled workers to continue their careers in health and social care while helping employers address workforce shortages.

The success of the programme also reflects the willingness of care providers across Yorkshire and Humber to offer opportunities to experienced and skilled workers already living and working in the UK.

Home Office reports highest number of sponsor licence revocations

Recent Home Office activity has seen a significant increase in sponsor licence compliance action across the adult social care sector. July 2026 recorded the highest number of care sector sponsor licence revocations to date, highlighting the growing importance of ensuring sponsorship duties and salary requirements are fully met.

The Home Office has attributed much of this activity to increased use of real-time HMRC payroll data, allowing officials to monitor whether sponsored workers are being paid in line with Skilled Worker visa requirements.

Salary underpayment is the reason for almost all sponsorship Revocations

A key area of concern continues to be underpayment of sponsored workers.

Care providers should remember that sponsored care workers who have been assigned a Certificate of Sponsorship (CoS) from April 2025 onwards must be paid:

At least £12.82 per hour for every hour worked, and;
A salary equivalent to at least £25,000 per annum
The correct rate for the role throughout the duration of sponsorship
Pay that meets sponsorship requirements for all contracted and recorded working hours

Unfortunately, there continue to be instances where these requirements are not being met. As a result, employers are increasingly finding themselves subject to compliance checks, investigations and, in some cases, sponsor licence revocation.

Review Your Position Now

We strongly encourage all sponsor licence holders to:

Review payroll records for all sponsored workers
Check that hourly rates meet current sponsorship requirements
Ensure annual salary calculations remain compliant
Check reference period of 12 weeks, and or 17 weeks to ensure compliance at all reference points
Monitor changes to working patterns that may affect salary thresholds

The Yorkshire and Humber International Recruitment Programme (YHIR) is available to provide confidential and impartial advice regarding sponsorship requirements and the correct pay rates for sponsored workers. Detailed guidance is available on the YHIR website.

Taking action now can help protect your sponsor licence, support your workforce and ensure continued compliance with Home Office requirements.

From Opportunity to Achievement: Celebrating an Inspirational Success Story

The YHIR team is proud to celebrate the achievements of workers who have successfully progressed through the Displaced Worker Programme and gone on to make exceptional contributions within the care sector.

One such example is Komal, who was recently awarded Caremark Kirklees Carer of the Year 2026 for outstanding dedication and commitment to delivering high-quality care.

Caremark Kirklees recognised Komal's talent, commitment and professionalism and offered sponsorship after Komal joined the Displaced Worker Project whilst seeking new opportunities in the UK.

A Journey of Opportunity

The programme exists to help displaced workers secure new sponsorship opportunities, enabling talented and experienced care professionals to continue contributing to the sector.

Komal's journey demonstrates the value of supporting displaced workers and ensuring their skills and experience remain within health and social care.

Within a relatively short period, Komal has established an excellent reputation within the organisation and has now been recognised through this prestigious award.

Recognition for Outstanding Care

Reflecting on receiving the award, Komal highlighted the importance of dignity, respect, compassion and kindness in delivering care and expressed gratitude to colleagues and managers who supported her journey.

The award recognises individuals who consistently deliver exceptional care and make a positive difference to the lives of those they support.

An Inspiration for the Sector

We would like to congratulate Komal and the entire team at Caremark Kirklees on this fantastic achievement.

From opportunity to achievement, this success story demonstrates what can be accomplished when talented individuals are given the support and opportunity to thrive.

The journey serves as an inspiration to workers and employers alike and highlights the positive impact of ethical international recruitment.

YHIR Project to Close in March 2027

It is with regret that we confirm the Yorkshire and Humber International Recruitment Programme (YHIR) will come to an end in March 2027 following the withdrawal of funding from the Department of Health and Social Care.

Since its launch, the programme has provided dedicated support to adult social care employers and international workers across the region, helping organisations navigate sponsorship requirements, ethical recruitment practices and workforce challenges, whilst supporting displaced workers to remain within the health and social care sector.

Planning for a Sustainable Transition

Although the programme will close in March 2027, work is already underway to ensure that valuable resources and support remain accessible beyond the life of the project.

A key focus of our exit planning is ensuring that displaced workers can continue to access practical guidance through the YHIR website, including:

Sponsorship information and guidance
Employment resources and support
A directory of pastoral and wellbeing services
Guidance to support workers through employment transitions

Continued Support for Care Providers

Recognising the ongoing need for sponsorship advice within the sector, support will continue throughout Winter 2026/27 through a series of dedicated workshops covering relating to sponsorship compliance. These sessions will provide practical guidance and opportunities for employers to ask questions and share experiences. The YHIR website will continue to be a source of valuable information for care providers beyond project closure.

Looking Ahead

Whilst the closure of the programme marks the end of a significant period of regional support, we remain committed to ensuring employers and workers have access to resources, guidance and learning opportunities that will support future workforce resilience.

We would like to thank all employers, local authorities, partners and workers who have contributed to the programme's achievements and success.

Employment Law and Practice: Strengthening Compliance in a Changing Landscape

The employment law landscape continues to evolve, placing increasing responsibility on employers to ensure robust and compliant workforce practices. With the introduction of the Employment Rights Act in 2026, alongside an established framework of UK employment legislation and international employment standards, the spotlight on employer compliance has never been greater.

Across all sectors, including adult social care, employers should be prepared for increased scrutiny and audit activity from external bodies. This applies regardless of whether an organisation holds a sponsorship licence, with regulators placing a growing emphasis on fair employment practices, workforce governance and legal compliance.

One area receiving particular attention is pay governance. HM Revenue & Customs (HMRC) continues to strengthen its focus on compliance with National Minimum Wage requirements, and employers must ensure that pay practices are regularly reviewed and monitored. Failure to comply can result in significant financial penalties, enforcement action and reputational damage.

Employers should take steps to ensure that all employment arrangements, deductions, working hours and pay calculations are compliant with current legislation and accurately recorded.

For organisations that hold a Home Office Sponsorship Licence, compliance requirements extend beyond general employment legislation. Sponsors must ensure that sponsored workers are paid the correct salary rates in line with visa and sponsorship requirements.

Failure to meet these obligations can have serious consequences, including restrictions on sponsorship activity, suspension of a sponsorship licence or, in the most serious cases, licence revocation. This can impact an organisation's ability to recruit and retain international workers and may create significant operational challenges.

As regulatory expectations continue to evolve, employers are encouraged to adopt a proactive approach to compliance. Reviewing employment practices, strengthening governance processes and ensuring managers understand their responsibilities can help organisations reduce risk and demonstrate their commitment to fair and lawful employment practices.

By investing in compliance today, employers can better protect their workforce, maintain organisational reputation and remain well positioned to meet future regulatory requirements.

Employing Workers on Supplementary Hours: Understanding Employer Responsibilities

Migrant workers who hold eligible visas may be able to undertake additional employment through supplementary work arrangements. This can provide valuable workforce flexibility for adult social care providers, helping employers address staffing pressures and fill vacancies.

However, employers must ensure that appropriate checks are completed before engaging workers on supplementary hours, as failure to meet immigration requirements can result in significant compliance risks.

Regardless of whether a care provider holds a Home Office Sponsorship Licence, organisations may employ eligible migrant workers on supplementary hours, subject to specific immigration requirements being met.

Before employment begins, employers must ensure that the worker has the legal right to undertake supplementary work and that all relevant eligibility criteria are satisfied.

As with all new employees, employers must conduct a valid Right to Work check before employment commences.

In addition, providers employing workers on supplementary hours should take reasonable steps to verify that the individual remains employed by the organisation that currently sponsors them. This is an important part of ensuring that the worker continues to meet the conditions of their visa.

Evidence of these checks should be retained on file and made available if requested as part of a Home Office audit, compliance visit or inspection.

Employing a migrant worker on supplementary hours when they are no longer working for their sponsoring employer is not permitted under immigration rules.

Where appropriate checks have not been completed, employers may face enforcement action, including civil penalties. This highlights the importance of maintaining robust recruitment and compliance processes, particularly when employing workers who are sponsored by another organisation.

Regular reviews of employee records and documentation can help ensure that compliance requirements continue to be met throughout employment.

The number of workers available to undertake supplementary hours is expected to reduce over time as existing visas reach their natural expiry dates. In addition, increasing competition for sponsorship opportunities within the adult social care sector means that some workers may not secure further sponsored employment when their current visa arrangements end.

As a result, employers should be mindful that supplementary work may become a less readily available source of workforce capacity in the coming years.

Contacting UK Visa’s and Immigration

If you’re a provider and you have any sponsorship queries or questions, you are encouraged to use the following email address which specifically dedicated to Health and Care Sector Visa queries; UKVINHSteam@homeoffice.gov.uk Please use this email address instead of calling the Business Helpdesk number, which is for more general visa and sponsorship enquiries.

Requesting additional Certificate Of Sponsorship (COS) allocation; providers

If you have used up your existing COS allocation, or are very close to doing so, and you intend to make a request via the Sponsorship Management System (SMS) for more COS please ensure you include a full justification as to why you require more COS. This should include the number you have used to date since your annual allocation was renewed, the reason why your business needs to recruit and sponsor more employees (staff turnover, winning new business contracts etc). You will also need to include where known the names of the workers you wish to sponsor including whether they are existing skilled workers seeking to switch employer, displaced workers, or individuals on another Visa type (including the type e.g. student, graduate, dependent) seeking sponsorship. If the latter you must also include details of how long the individual has been working for you on their existing Visa type in order to evidence that they have met the 3 month rule. Further details can be found at; Workers and Temporary Workers: guidance for sponsors - Sponsor a skilled worker sections SK4.27 – SK 4.37.

The more detail you can provide to justify your need for requiring to sponsor workers, the more likely your allocation will be accepted. A Yorkshire employer recently requested up to 20 additional COS, explaining the reason why the existing allocation had been used due to staff turnover in a large organisation with over 100 vacancies at any one time. Details were also included about the type of vacancies eligible for sponsorship (in this instance it was more than just care sector). The COS request was approved within 3 working days.

Additional Certificate of Sponsorship (COS) request, for allocation to displaced workers; Director of Adult Social Services (DASS) letters

If you are requesting additional COS that are specifically going to be allocated to displaced workers, you can contact your local caseworker from the displaced worker hub to request a DASS letter, providing you have current contracts with a Local Authority. To be effective the DASS letter must always include the name of the displaced worker you intend to sponsor and details of the role that you will be sponsoring them in.

The Home Office have recently reported that their current operating time is 33% less that their required Service Level time-frame of 18 weeks, hence if your applications are made with full details, there is less likely to be a request for further information which can delay the time of the end to end process.

Final Thoughts

This edition celebrates a major milestone for the programme, highlights the importance of sponsorship compliance and demonstrates the positive outcomes that can be achieved through collaboration between employers, workers and partners.

Together we can continue to: