1. Importance of transitional arrangements
- Staff already on a pathway to settlement under existing rules should not be disadvantaged by these changes.
- Many were recruited from 2021 to address significant shortages in essential care giving roles, and removing transitional arrangements would be unfair and disruptive to the workforce.
2. Fair and consistent settlement periods
- All health and care workers, regardless of skill level (including roles below RQF level 6), should have the same 10-year baseline qualifying period for settlement.
- Public service occupations should receive the same 5-year reduction in settlement qualifying periods, regardless of skill level. The importance of these roles is defined by the essential services they provide, not by whether the role is above or below degree level.
3. Concerns about the proposed 15-year route
- The proposed 15-year settlement route for below RQF level 6 is considered unfair and harmful to workforce retention.
- It disproportionately impacts lower‑paid workers, many of whom are women, creating equality and fairness concerns.
4. Financial impact on staff and employers
- Additional years on visas also significantly increases sponsorship related costs for both employers and individuals, adding to financial pressures.
- This is despite the fact that throughout their employment individuals are working, earning, paying tax and National Insurance and spending money withing local communities, directly supporting both public finances and local economic activity.
5. Family impact
- Differing settlement timelines for family members could lead to separation and create anxiety.
6. Recognising contributions to communities
- Volunteering and wider community support activity should be recognised as a positive contribution within settlement applications.
- However, this should be seen as additional to (and not a substitute for) the recognition given to the type of role or employment an individual undertakes in delivering public services. Paid health and care workers, including those in roles below RQF level 6, make a direct and essential contribution to the workforce and economy and this must be reflected fairly in the settlement pathway.
7. Refugees
- Refugees employed should be eligible for the same deduction. Unlike sponsored workers, they have not entered the UK through standard visa pathways and have already faced substantial challenges in rebuilding their professional lives.
8. Risk to workforce retention
- Retention is likely to decline as international staff choose countries with shorter routes to residency, particularly in roles below RQF level 6.
- This risks reversing progress in patient‑facing care and weakening community services that support the health and wellbeing of local populations.
