As the UK continues to reshape its immigration system to control net migration, dependant rights under the Skilled Worker visa route have undergone a major shift—especially for care workers, senior care workers, and those in medium-skilled roles.

If you're a migrant worker—or an employer sponsoring one—it's crucial to understand how the latest Home Office guidance will affect your family’s ability to join or remain with you in the UK.

Here’s a breakdown of the rules as of 22 July 2025, and what they actually mean.

⚠️ Who Can No Longer Bring Dependants?
 

The default rule is now clear:

Care workers, senior care workers, and those in medium-skilled jobs (below RQF level 6) cannot bring dependants, unless they fall under specific exemption categories.

This includes jobs listed under SOC codes:

• 6135 – Care workers and home carers
• 6136 – Senior care workers
• Formerly 6145/6146 under SOC 2010
• Medium-skilled jobs in tables 1a, 2aa, 2a or 3a of Appendix Skilled Occupations (see full list here: Skilled Worker Visa Eligible Occupations and Codes)

✅ Who Can Still Bring Dependants?
 

There are transitional exemptions that allow some workers to still apply for or extend dependant visas:

1. Care workers or senior care workers

If the main applicant:

• Applied before 11 March 2024, and
• Has had continuous Skilled Worker permission since then

👉 Their partner and children can still apply—even now.

2. Medium-skilled workers (below RQF 6)
 

If the main applicant:

• Applied before 22 July 2025, and
• Has had continuous permission as a Skilled Worker since then

👉 Their dependants can also apply, unless their job is on the Immigration Salary List or Temporary Shortage List.
 

👨👩👧 Other Exemptions Include:

• The lead applicant is the sole surviving parent or has sole responsibility for the child, and the application is for permission to stay.
• The child was born in the UK and is applying to stay.
• The applicant shares joint responsibility for the child with another eligible Skilled Worker.

🧾 Important Notes
 

• If a worker switches into care work after these cut-off dates, they do so knowing the dependant restrictions. That’s not considered grounds for an exemption.
• Existing dependant visas will remain valid until they expire—but cannot be extended if the main applicant no longer qualifies.
• These rules are meant to reduce migration, but they disproportionately affect sectors like care, where many workers are separated from family.
   

🔍 Why This Matters
 

These changes may deter skilled workers—especially in care—from relocating or remaining in the UK long-term. While the Home Office aims to balance migration numbers, the long-term impact on workforce retention, family wellbeing, and social care sector sustainability remains to be seen.

Employers and applicants must now factor in not just job eligibility, but family separation risk when planning Skilled Worker visa strategies.

📌 Final Thought
 

If you’re already on a Skilled Worker visa—or considering one—check your original application date. It could determine whether your family can stay together in the UK.
 

Conclusion

The UK's approach to skilled migration continues to evolve, with family rights becoming increasingly differentiated by skill level and timing. While these changes may achieve certain policy objectives, they also create real human impact and complex administrative challenges. Success in navigating this new landscape requires understanding both the letter of the law and its practical implications. Whether you're an employer, advisor, or affected worker, staying informed and planning proactively will be essential in the months ahead.