Temporary care work is subject to the same legal and regulatory requirements as permanent roles, with some added considerations due to the short-term nature of placements.

Mandatory Checks and Documentation
Temporary staff must complete DBS checks, qualification verification, and agency registration prior to assignments. Employers should confirm these checks remain current and consistent with CQC regulations. Accurate documentation protects both clients and the organisation from liability.

Agency Collaboration
Working with reputable staffing agencies ensures that temporary workers meet legal and professional requirements. Agencies often provide induction, training records, and vetting verification, making it easier for employers to comply with legislation while filling urgent roles.

Ongoing Legislative Awareness
Temporary placements must adapt to changes in safeguarding, infection control, or health and safety regulations. Employers and agencies should provide updates and refresher briefings as necessary to maintain compliance during short-term assignments.

Benefits of Compliance
Compliance ensures client safety, protects the organisation legally, and maintains professional standards. Even in temporary roles, adherence to regulations reinforces trust and confidence in the care services provided.

Temporary care workers may not stay long-term, but training and development remain critical to ensure safe and competent care delivery. Agencies and employers must balance speed of deployment with quality training to meet regulatory standards.

Mandatory and Agency-Provided Training
Temporary staff must complete essential training such as safeguarding, manual handling, infection control, and first aid before deployment. Many staffing agencies pre-train workers, but employers should verify credentials and offer additional briefings tailored to specific client needs.

Professional Development in Temporary Roles
While career progression may be limited for short-term staff, temporary assignments can provide varied experience, improving staff adaptability and confidence. Offering opportunities for skill development, even within temporary roles, can increase reliability and attract high-quality candidates for future assignments.

Compliance and Continuous Learning
Even temporary workers are subject to CQC regulations and employer policies. Refresher training and updates on safety or health procedures are critical to maintain compliance and prevent incidents during short-term placements.

Impact on Recruitment and Retention
Well-trained temporary workers are more likely to complete assignments successfully and remain available for future placements. Agencies and employers benefit from a pool of competent, adaptable staff who can fill gaps efficiently while ensuring client safety and quality care.

The recruitment landscape for care workers in the UK has shifted dramatically with the closure of the Skilled Worker visa route for adult social care positions. Effective from July 22, 2025, this policy change has major implications for employers, recruitment agencies, and prospective care workers alike.

Why the Policy Changed

The UK government’s decision is driven by two priorities: protecting vulnerable workers and strengthening the domestic workforce. Concerns over the exploitation of overseas care workers—including illegal recruitment fees, substandard accommodation, and underpayment—prompted a policy change. By ending overseas recruitment, the government aims to ensure fair employment practices and reduce dependency on migrant labor while promoting opportunities for domestic candidates.

Implications for Employers

Employers must now fill roles entirely from the UK labor pool. For care homes and healthcare providers, this requires enhanced domestic recruitment efforts, competitive salaries, and training initiatives to attract and retain local talent. Onboarding processes may also need updating to support domestic hires with less prior care experience.

Opportunities for Domestic Recruitment

Focusing on domestic recruitment allows employers to build sustainable workforce pipelines. Apprenticeships, career progression schemes, and partnerships with local colleges are effective ways to attract new talent. Creating a supportive workplace culture helps retain staff, reducing turnover and recruitment costs.

Transition Periods and Exceptions

Existing visa holders and certain visa extensions remain valid until July 2028, giving employers flexibility. This window allows careful workforce planning, ensuring staffing needs are met while adjusting to the new rules.

Role of Recruitment Agencies

Agencies like Rearden Cord can:

• Source vetted domestic candidates quickly

• Advise on training and qualifications

• Handle contracts and compliance

• Ensure fair treatment and safe working conditions

Conclusion

The closure of the overseas care worker route presents both challenges and opportunities. With strategic planning and professional recruitment support, care providers can build a stronger, more sustainable domestic workforce.