If you run a care home, a home care service or a supported living provider, you already know that finding good staff is the hardest part of the job. In 2026 it has changed again. Overseas recruitment of care workers closed in July 2025, international arrivals into the sector have fallen sharply, and the number of British nationals working in adult social care is also going down.
The good news is that vacancies have eased, and more candidates are looking for work than a year ago. Providers who recruit care workers well, onboard them quickly and keep them, are filling rotas. This guide explains what has changed, where to find care staff in the UK now, and a step-by-step process you can use before winter.
The short answer: how do you recruit care workers in 2026?
To recruit care workers in 2026, most providers in England now need to hire from the UK labour market. In practice that means:
- Widening your talent pool to career changers, returners, students and people from retail and hospitality.
- Recruiting for values and training for skills.
- Making the offer competitive on pay, hours and travel, not just the hourly rate.
- Running compliance checks (right to work, enhanced DBS, references) quickly and properly.
- Using temporary or contract-to-hire staff to cover gaps while you build a permanent team.
- Focusing hard on retention, especially in the first 90 days.
What has changed for care worker recruitment?
The care worker visa route closed to overseas applicants
From 22 July 2025, the Immigration Rules closed entry clearance (applications from outside the UK) for Skilled Workers sponsored as care workers and home carers (occupation code 6135) and senior care workers (code 6136). According to the Home Office explanatory memorandum to the rule change (HC 997):
- People already in the UK on another visa can still switch into these roles during a transition period until 22 July 2028.
- To switch, a worker must have been legally working for the provider sponsoring them for at least three months before the certificate of sponsorship is assigned.
- Workers already on the Skilled Worker route in these roles are exempt from the closure.
- The Government has said the transitional arrangement will be kept under review.
In England, sponsored care workers and senior care workers must also work for an employer registered with the Care Quality Commission (CQC). If you are thinking about sponsorship, take specialist immigration advice before assigning any certificate of sponsorship.
International recruitment has dropped, and so has the British workforce
Skills for Care’s 2026 report on the size and structure of the adult social care workforce in England (covering 2025/26) shows how fast things have moved:
| Measure (England, adult social care) | 2024/25 | 2025/26 |
|---|---|---|
| Vacancy rate | 7.0% | 6.2% |
| Vacancies on an average day | about 107,500 | about 96,000 |
| International recruits into direct care roles (independent sector) | about 50,000 | about 30,000 |
| Staff turnover rate (independent sector) | 24.7% | 23.6% |
Source: Skills for Care, The size and structure of the adult social care sector and workforce in England, 2026. The 2024/25 vacancy figure is derived from the reported fall of 11,500.
Two other figures matter for employers:
- Only around 1,500 of those 30,000 international recruits came through the Health and Care Worker visa.
- Filled posts held by British nationals fell by 40,000 (3.6%) in 2025/26, and by 130,000 since 2020/21.
Looking ahead, Skills for Care estimates that around 410,000 extra posts could be needed by 2040 to keep pace with the growing population aged 65 and over.
The jobs market is loosening, but care demand is still rising
The KPMG and REC UK Report on Jobs published on 10 October 2026 found that candidate availability kept rising sharply in September, although at the slowest pace in three years. Overall vacancies fell, but Nursing/Medical/Care was one of only three sectors to record growth in demand for temporary staff. Hotel and catering saw some of the sharpest falls in vacancies.
For care employers, that combination is an opportunity. More people are looking for work, including people leaving hospitality and retail, while demand for care staff keeps growing.
Where to find care workers in the UK now
With overseas hiring mostly closed, the providers doing best are fishing in more ponds. Good sources include:
- Career changers from hospitality and retail. Customer service, shift work and working under pressure transfer well to care.
- Returners. Former carers, parents returning to work and people who left the sector during the pandemic.
- Students and graduates. Nursing, health, psychology and social work students often want flexible, relevant shifts.
- People already in the UK with the right to work. This includes dependants and others whose visa conditions allow the work. Always check, never assume.
- Local community networks. Colleges, Jobcentre Plus, community groups and staff referral schemes.
- A specialist healthcare recruitment agency. An agency with an existing pool of vetted candidates can fill temporary shifts quickly and shortlist permanent hires.
Recruit for values, train for skills
Many great care workers have never worked in care. Skills for Care has long promoted values-based recruitment: hiring people whose values, such as compassion, respect and reliability, match your service, and then training the practical skills. New starters in CQC-regulated services are expected to complete a structured induction covering the Care Certificate standards.
Ask scenario questions at interview rather than only checking experience. For example: “A resident refuses their lunch and becomes upset. What would you do?”
A step-by-step process to recruit care workers
Use this process to cut time-to-hire without cutting corners.
- Define the role properly. Domiciliary or residential? Days, nights or waking nights? Driver required? Clear job descriptions reduce early leavers.
- Set a competitive offer. The National Living Wage is £12.71 an hour for workers aged 21 and over from April 2026, so a rate close to the legal minimum will struggle to compete. Compare total package: guaranteed hours, paid travel time and mileage for home care, shift patterns, training and progression.
- Write an honest, mobile-friendly advert. Lead with pay, location, hours and what support new starters get. Most care candidates apply from their phones.
- Respond within 24–48 hours. Good candidates are often talking to several providers at once.
- Interview for values. Use scenario questions and, where possible, a short shadow shift or visit.
- Run compliance checks in parallel. Start right to work, enhanced DBS and reference checks straight after the offer, not one after another.
- Onboard in the first week. Induction, shadowing, rota and a named buddy before the first solo shift.
- Check in at 30, 60 and 90 days. Many care workers who leave do so early. A short check-in catches problems in time.
Compliance checklist for hiring care staff
Compliance is not optional, and CQC inspectors will look at your recruitment records. Before a new care worker starts unsupervised, make sure you have:
- A right to work check completed before employment starts, using the correct method for the person’s documents or share code
- An enhanced DBS check with a check of the adults’ barred list where the role involves regulated activity
- Satisfactory references, with any gaps in employment history explained
- Evidence of identity and relevant qualifications or training
- A health declaration where appropriate
- A signed contract or written statement of particulars on or before day one
- Induction and Care Certificate progress recorded
- For sponsored workers only: the correct certificate of sponsorship, CQC registration and immigration advice
For more detail, see our guides to right to work checks and DBS checks.
Permanent, temporary or contract-to-hire: which is right?
Most providers need a mix. Here is how the options compare.
| Option | Best for | Things to watch |
|---|---|---|
| Permanent hire | Building a stable core team and continuity of care | Longer time-to-hire; cost of a bad hire is higher |
| Temporary staff | Sickness, annual leave, winter peaks, new packages of care | Ensure agency staff are vetted and briefed on your service |
| Contract-to-hire | Trying a care worker in your service before offering a permanent role | Agree conversion terms up front |
A practical example: a 40-bed residential home loses two night carers in October. It books vetted temporary night staff to keep the rota safe, runs a permanent campaign at the same time, and converts one strong temporary worker to permanent through a contract-to-hire arrangement by December.
How to keep the care workers you recruit
Recruiting is expensive. With independent-sector turnover at 23.6% in 2025/26, keeping people is the cheapest way to fill your rota. Practical steps:
- Guaranteed hours where you can. Many care workers leave because their hours are unpredictable.
- Paid travel time and fair mileage in home care.
- Rotas published early so staff can plan childcare and second jobs.
- A clear progression path, such as senior care worker, team leader or nursing associate routes.
- Recognition and supervision that actually happen, not just on paper.
- Fair treatment at work. Employment law is changing under the Employment Rights Act 2025. See our guide to the Employment Rights Act October 2026 changes for what applies now.
Common mistakes when recruiting care workers
- Only accepting candidates with previous care experience
- Slow replies and long gaps between interview and offer
- Starting new staff before checks are complete
- Advertising “competitive pay” without stating the rate
- Relying on one channel, such as a single job board
- Leaving new starters without shadow shifts or a named buddy
Frequently asked questions
Can UK care providers still sponsor care workers from overseas?
Not from outside the UK. Since 22 July 2025, entry clearance for care workers and senior care workers has closed. People already in the UK on another visa can switch until 22 July 2028 if they have worked legally for the sponsoring provider for at least three months. Rules can change, so check GOV.UK and take immigration advice.
Why is it so hard to recruit care workers?
Care work is demanding, and pay has historically been close to the National Living Wage. Overseas recruitment has fallen sharply and the number of British nationals in the workforce has dropped. Vacancies have eased to 6.2%, but there were still around 96,000 vacancies on an average day in 2025/26.
Do care workers need qualifications?
Not usually to start. Most providers hire for values and provide an induction covering the Care Certificate standards, then support qualifications later.
What checks are needed before a care worker starts?
At minimum: a right to work check, an enhanced DBS check with an adults’ barred list check for regulated activity, and satisfactory references. CQC expects safe recruitment records for all staff.
How quickly can an agency supply care staff?
It depends on the role, location and the checks already held. Agencies with a pre-vetted pool can often cover temporary shifts much faster than a direct hire, while permanent placements take longer.
Is it cheaper to use temporary staff or hire permanently?
Permanent staff usually cost less per hour over time, but temporary staff avoid the cost of empty shifts, overtime and burnout. Most providers use both.
How AESN can help
AESN supplies CQC-standard care talent, from healthcare assistants and support workers to Registered Nurses (RGN/RMN), to hospitals and care homes. We offer temporary staffing, permanent placement and contract-to-hire, and every candidate is vetted before deployment, including enhanced DBS checks and reference history.
Whether you need night cover this week or a permanent team for the year ahead, talk to AESN today.
