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Guidance And Support For Prospective Overseas Candidates

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Guidance And Support For Prospective Overseas Candidates

NHS Employers is distributing an update from the Department for Health and Social Care. It states that the guidance for international applicants seeking health and social care jobs in the UK has been revised and reissued. This guidance and support for prospective overseas candidates offers assistance by providing advice on avoiding scams, recognising exploitation, and offering practical information necessary for seeking employment in the UK. It has been divided into two parts for easier access. All international candidates thinking about applying for a health or social care job in the UK should read this guidance and support first.

At Servisource, our recruitment team are aware that healthcare staff can be anxious when moving across the world to another country. However, our team ensure they feel like extended family members by putting them at ease, providing a meet and greet at the airport, supplying a sim card to call loved ones back home when they arrive, escorting them to their accommodation and in some instances taking them on their first shopping trip. This ensures they settle into their new home and surroundings well. 

A Message from our Healthcare Perm Associate Director Aileen McCann:

From a leadership perspective, I always try to lead by example. If I can demonstrate how to do a task, what respect and good communication looks like when taking on a new client or making placements, this shows my team who and what they need to strive for.

Part 1: Applying for health and social care jobs in the UK from abroad 

Healthcare in the UK is mainly provided by the National Health Service (NHS), a group of public bodies that provide or arrange medical care for all permanent residents in the UK (England, Scotland, Wales, and Northern Ireland). There are many varied jobs in the health and social care sector. Some jobs need specific training and skills, and to practice, professionals must join professional registers. Part 1 provides support for prospective overseas candidates applying for jobs including information on:

  • Recruitment processes and agencies
  • How to avoid scams
  • Understanding finances
  • Employment offers and contracts
  • Visas and professional regulation

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1. Finding a good recruitment agency

There are 2 main ways you can be recruited to the UK. You can apply for jobs directly via a jobs board such as NHS jobs or Find a job in social care. Or apply for jobs via a recruitment agency or recruitment organisation. If going through a recruitment agency, check if the agency has a strong track record and positive reviews from both candidates and employers. 

Servisource has become one of Ireland’s leading national and international suppliers of high quality and innovative recruitment and healthcare staffing solutions, enabling continuity of care during peaks in demand, by providing cost-effective solutions which help our longstanding clients manage budgets, reduce workloads, maintain staffing levels and deliver premium patient care. Our team conduct all necessary compliance, educational and police checks, and offer visa assistance and onboarding help when needed.

Guidance And Support For Prospective Overseas Candidates

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2. How to check if a job is untrustworthy

If you’re applying for a job with an independent provider (not publicly funded like the NHS), check that the company is real by looking it up on the Companies House website. 

  • Recruitment fees: a recruitment agency should never ask you to pay a fee for finding you work in the UK. If you are asked to pay a recruitment fee, it is a scam or an illegal act.
  • Offered an easy way to pass exams: people or organisations might offer an easy way to achieve the required English language test score or pass a competence or pre-employment check required for a job.
  • Offered a job which is not real: warning signs can include: you are contacted unexpectedly, you get the job without applying or talking to a recruitment agency, you are required to pay a fee to get the job.
  • Payment to fix a visa problem: no official organisation will ask you to make a financial transaction on the spot or for your bank details. 
Guidance And Support For Prospective Overseas Candidates

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3. Understanding finances

Be clear what costs you’ll need to pay during the recruitment process and whether your employer will pay any of these for you. For most visas, including Health and Care Worker visas, you are not entitled to financial help from the UK government (this is also called ‘no access to public funds’). It is advised to check the following:

  • Does the job meet the minimum salary requirements for the Health and Care Worker visa?
  • How the salary compares to typical salaries and if the salary is fair for the job you are going to be doing?
  • Typical living expenses, ask your potential employer for information about the typical costs for the area you’ll be working in. Compare this with your monthly or annual earnings.
Guidance And Support For Prospective Overseas Candidates

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4. Employment offers and contracts

Make sure you get a job offer letter from your employer which details the salary, hours, location and any repayment clauses before accepting a job and travelling to the UK. Do not allow anyone to pressure you into signing a contract until you’re comfortable with what is included. Do not sign a different contract on arrival in the UK. Some employers have used this as a way of reducing your rights. All employers should provide:

  • An employment offer letter before you accept the role. This sets out details of your employment but it is not the formal employment contract.
  • Give you a ‘written statement of employment particulars’ on your first day of employment.
  • Give you an employment contract within 2 months of starting your employment.
Guidance And Support For Prospective Overseas Candidates

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5. Visas, family dependants, professional regulation and employer support

Information is available though the Health and Care Worker visa requirements guidance if applying for that visa. For care workers or senior care workers, dependants can’t join them in the UK unless they are on a Health and Care Worker visa applied for before 11 March 2024.

  • The Health and Care Worker visa: most health and social care professionals come to work in the UK on a Health and Care Worker visa. You should check with your employer whether they intend to pay for a visa on your behalf, or whether you’ll need to meet the cost yourself.
  • Bringing children from a previous relationship: each application is considered on a case-by-case basis and the burden of proof is on you to provide satisfactory evidence. You should discuss this with your employer and seek guidance on the process and evidence you’ll need to provide.
  • Bringing family dependants: for care workers or senior care workers on a Health and Care Worker visa, dependants cannot join them, unless on a Health and Care Worker visa applied for before 11 March 2024. If working in a health or social care role other than a care worker or senior care worker, partners and children can apply to join or to stay in the UK as dependants if eligible. Make sure to read and understand the requirements.
  • Bringing an adult dependant relative: adult dependant relatives cannot come to the UK on a Health and Care Worker visa. An adult dependant relative includes: parents, grandparents, brothers, sisters, sons or daughters aged 18 years or over.
Guidance And Support For Prospective Overseas Candidates

Part 2: living and working in the UK , what you need to know as a health and care worker 

This part is a guide that provides advice on how to recognise the signs of exploitation, how to avoid it and what to do about it. The code of practice for the international recruitment of health and social care personnel sets out the UK government’s written guidelines for ensuring that international recruitment of health and social care staff is done ethically. Part 2 provides support on the following topics:

  • Being aware of exploitation
  • Arranging accommodation
  • Worker legal rights
  • Employment changes and your visa
  • Equality and inclusion in the workplace
  • Supportive organisations

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1. Be aware of exploitation

Be aware of the signs of exploitation. These include being forced to work under poor conditions, without reasonable time off and for little or no payment. Money and fees issues are discussed as well as working hours and quality of care being provided.

  • Reporting concerns: report concerns about pay, work rights, employment agencies or working hours by completing the government’s online form. In Northern Ireland contact the Labour Relations Agency. For confidential free employment law or workplace advice, contact Acas.
  • UK Visa and Immigration (UKVI): if your concern relates to your visa contact UKVI.
  • Money and fees: if you are receiving less than the minimum salary requirements for your visa. Contact Acas.
  • Working hours: if you are being forced to work excessively long hours contact GLAA, the Health and Safety Executive and/or your local council (if you work in social care).
  • Quality of care being provided: this relates to concerns about the level and/or quality of care being provided by a health or care provider. Contact CQC and your local council (for social care).
Guidance And Support For Prospective Overseas Candidates

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2. Arranging accommodation

Make sure you have a clear plan for where you will live, who is arranging it and for how long. For advice on looking for a home through a private landlord or letting agent, see Shelter. 

  • Tied accommodation: your employer may provide you with accommodation when you arrive (usually for a few weeks or months). It may be offered free of charge, or you may be asked to repay the rent. This is known as tied accommodation.
  • Sharing a house with other people: you may consider sharing a house with other people in what is known as a house in multiple occupation (HMO).
  • Private accommodation: you can find accommodation in the private sector by searching for housing websites. Shelter provide advice on looking for a home through a private landlord or letting agent.
  • Who to contact: if there is a problem, contact Citizens Advice or your local council if your landlord is not helping. The council can make a landlord take action to correct any problems.
Guidance And Support For Prospective Overseas Candidates

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3. Worker legal rights, working hours and taking on additional work

Your rights as a worker are protected by UK law. Read the GLAA workers’ rights leaflet. By law, you must not work more than 48 hours a week on average, unless you ‘opt out’. Even if you opt out, you must take rest breaks from work.  

  • Know your worker legal rights: on a Health and Care Worker visa, you can do additional paid work as long as you’re still doing the job you’re being sponsored for.
  • Know your worker legal rights: the GLAA information leaflet sets out your legal rights as a worker and what you can expect from your employer. It’s available in 19 languages.
Guidance And Support For Prospective Overseas Candidates

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4. Employment changes and your visa

Your visa may be affected if you change jobs, lose your job, or your employer loses their sponsorship licence. Please note that your employer cannot deport you, the Home Office will decide whether to cancel your visa or not.

  • If you want to move jobs: if you want to change employers, you’ll need to ensure your new employer is a Skilled Worker sponsor licence holder and willing to sponsor your visa in the new role.
  • If you lose your job: if you lose your job (this could be through dismissal or redundancy) your employer will inform the Home Office.
  • If a sponsor loses their sponsorship licence: employers can lose their sponsor licence if they don’t maintain their sponsor duties or are found to be in breach of the immigration rules. Find out what to do if your employer loses their sponsor licence.
Guidance And Support For Prospective Overseas Candidates

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5. Equality and inclusion in the workplace

You’re legally protected from discrimination by the Equality Act 2010. If you think you’ve been unfairly discriminated against, you can contact the Equality Advisory Support Service for help and advice, or contact your trade union.

  • Discrimination in the workplace: it is illegal for an employer to give discriminatory terms of employment, deny promotion, training or withhold benefits, facilities, or services on the grounds of a protected characteristic.
  • Continuing professional development: you should be given the same career development and learning opportunities as UK trained workers. Your line manager should provide you with information about continued professional development and what opportunities are available.
  • Bullying and harassment: bullying and harassment is behaviour that makes someone feel intimidated or offended Find out more about harassment in the workplace and advice on what to do about it.
  • Adapting to cultural differences: your employer should encourage a compassionate and inclusive culture. Where possible, training should be offered to ensure your colleagues understand the culture of their international colleagues and to help you learn and adapt to working in a different culture.
Guidance And Support For Prospective Overseas Candidates

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6. Organisations to support you during your employment

If you join after a problem has occurred it is harder for these organisations to represent you, so consider joining when you first start your job. You’ll need to pay a membership fee, but some trade unions offer a discounted membership fee for international members.

  • Trade unions and professional associations: consider joining a UK based health or social care professional trade union or professional association as soon as you begin your employment. These organisations can support you in lots of ways, including providing employment and immigration advice, access to legal services and other professional services.
  • Professional regulatory organisations: if you will be working in a role that is professionally regulated, the professional regulatory bodies can provide advice and guidance on what you need to do to join the register. They will also investigate any concerns about your fitness to practice.
  • Diaspora groups and associations: these are communities or networks of international health or care workers of the same nationality or culture. They can link you up with other international recruits from your home country and support you with your continuing professional development. Examples are nursing associations and doctor associations.
Guidance And Support For Prospective Overseas Candidates

Servisource want to make sure the process of recruitment is understood, and that healthcare workers are well informed about working rights and standards and have the information needed to make decisions. For detailed information on the above, please refer to the gov.uk website.

Contact Servisource to see how we can support you.

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Nurses and Care Workers Immigration Policy Update

5 tips on finding the right homecare provider
The Nursing and Midwifery Council and Supporting Information

Nurses and Care Workers Immigration Policy Update

At Servisource, we strive to keep healthcare workers updated with the latest information. Back in December 2023, the UK government revealed adjustments to the immigration system, and it has been revealed that these adjustments are set to be enacted in March and April 2024. The timeline for implementation of these changes to the UK’s immigration policy and what these changes entail are outlined below as well as how they will impact international recruits across NHS trusts.

Did You Know?

Figures published in November, state that health and care visas were the most common type of work visa on which dependants came to the UK, adding that this was driving the increase in immigration of those on work dependant visas.

Nurses and Care Workers Immigration Policy Update

What will these changes entail?

Nurses and Care Workers Immigration Policy Update
  • Reforms that will restrict care workers from bringing dependants and will require care providers to register with the Care Quality Commission if they are sponsoring migrants.
  • The laying of Immigration Rules, which will include the removal of the 20% going rate discount for occupations on the Shortage Occupation List.
  • A new increase to the minimum salary required for those arriving on the Skilled Worker visa, from £26,200 to £38,700, on 4 April. This will impact trusts that employ overseas staff in non-clinical roles, such as IT or finance. Those coming to the UK via the Health and Care Visa route and those on national pay skills will be exempt from this specific threshold. 
  • Increasing the minimum income requirement threshold in stages for family visas, starting at £29,000 from 11 April.

Below is a description of how these changes will impact various international staff across the NHS and social care.

Health and Care Visas:

  • Applies to those on a Health and Care Visa (such as nurses, doctors, allied health professionals, etc). A list of applicable roles can be found on GOV.UK. 
  • The Health and Care Visa is a sub-type of the Skilled Worker Visa. During the application process, candidates will be asked if they are applying for a Health and Care Visa and will need to select yes. 
  • The increased salary threshold does not apply. Recruitment to these roles can continue as normal (i.e. at least £20,960 or the national pay scale for the role). 
  • They will continue to be exempt from the IHS. 
  • They can still bring dependants to the UK as part of their visa. Dependents have a generic right to work meaning that they can be employed by the NHS, in another sector or not work. 
  • Only CQC-registered providers in England will be able to sponsor Health and Care Visa applicants, of which trusts are already registered. These changes do not affect the NHS.
  • Dependants of those on a Health and Care Visa can be employed by a trust at any role regardless of skill level or salary threshold, as long as the main visa holder meets the appropriate pay scale (as is the current case). 
  • For applications made on/after 11 March 2024, care workers (SOC 6145) and senior care workers (SOC 6146) under the Health and Care Visa will not be able to bring dependants as part of their visa application. 

The Government advises that while it is determined to reduce net migration, it understands the importance of internationally educated health and care workers. The measures will crack down on rising migration, help curb the abuse of the Health and Care visa route and ensure British labour is not undercut by overseas workers. 

When will these changes be implemented?

Nurses and Care Workers Immigration Policy Update

The changes to care workers and senior care workers will be implemented on 11 March 2024. From this date care workers (SOC 6145) and senior care workers (SOC 6146) will be unable to bring dependents when they migrate to the UK, and only CQC-registered providers in England will be able to sponsor Health and Care Visa applicants. These changes do not affect those employed on a Health and Care visa on other occupation codes (SOCs).

The changes to salary thresholds for Skilled Workers will be introduced via Immigration Rules with implementation in April 2024.

The increase of the Immigration Health Surcharge will increase to £1,035 on 6 February 2024.

International Recruitment at Servisource

Our team recruit Nurses and Care Workers across all disciplines from around the world.
We manage all aspects of the recruitment process including interview scheduling, compliance checks, and even welcome international candidates by meeting them at the airport.
Servisource operate regionally, nationally and globally, providing access to the right people with the right skills and knowledge in the right place.

The forthcoming changes to the UK’s immigration system signify a pivotal moment for international recruitment within NHS trusts. Until these adjustments are put forward in March and April 2024, it’s important to stay informed and prepared for the potential impact on employment and visa procedures for overseas workers. By staying vigilant and proactive in navigating these developments, we can ensure the continued strength and effectiveness of healthcare services across the UK.

Please continue to check the NHS Employers and GOV.UK websites for the latest updates and information.

Are you interested in finding out more about our recruitment services?

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How to Support Men’s Health this November

5 tips on finding the right homecare provider
The Nursing and Midwifery Council and Supporting Information

How to Support Men’s Health this November

Movember, the global movement that has taken the world by storm, encourages men to grow moustaches during the month of November. This movement raises awareness about how to support men’s health, particularly prostate cancer, testicular cancer, and mental health problems. In the United Kingdom, this movement has gained significant traction, and this can especially be seen in how the National Health Service (NHS) has created strategies in support of this cause. They address the critical health challenges faced by men, encouraging open conversations and fostering a sense of community.

This awareness highlights the importance of early detection and treatment and emphasises the significance of mental well-being in overall health. It’s aim is to create a brighter, healthier future for men all over.

Did You Know?

Men’s life expectancy is 3.7 years less than females. 
Men go to the doctor less than women. 
Men are 3 times more likely to die from suicide, than women.  

How the NHS is Supporting Men's Health this November

The NHS has created a toolkit designed to help NHS organisations reduce the risk of suicide in their workforce. It will assist organisations to embed suicide prevention strategies in their health and wellbeing policies and guide the approach to supporting those at risk of suicide within the workforce.

Suicide does not discriminate, it affects NHS staff too. In fact some healthcare professions are at a higher risk of suicide than other professional groups.

For information and resources to support health and wellbeing, visit the NHS England website.

There are a number of ways individuals and healthcare professionals can contribute to this very important cause. This involves awareness, fundraising, and proactive involvement.

Raise Awareness:

  • Social media, community events and workplace discussions can be used to spread the word.
  • Educational seminars can be organised, as well as workshops and awareness campaigns in healthcare facilities, to inform people about the importance of regular health check-ups, early detection, and mental health support.

Fundraising Activities:

  • Organise work fundraising events such as charity runs, walks, or other fun events, with the proceeds going towards men’s health initiatives. This is a great way to encourage everyone to join in.
  • Encourage patients and community members to donate to reputable men’s health organisations, including those affiliated with Movember and the NHS. This brings up conversations surrounding men’s health within the community.

Promote Healthy Lifestyles:

  • Offer workshops and resources on adopting a healthy lifestyle
  • This can include information on regular exercise and a balanced diet.
  • Advise on ways to manage stress, such as exercise and meditation, which can significantly contribute to men’s overall well-being.

Education and Training:

  • Provide training for healthcare professionals to enhance their understanding of men’s health concerns, ensuring they can provide appropriate guidance and support to patients.
  • Develop informational materials specifically addressing men’s health issues for distribution in healthcare facilities and community centers.

Servisource Healthcare and Supporting Employee Health

How the NHS is Supporting Men's Health this November

Our partnership with Zevo Health provides employees with access to the Zevo App, offering meditations, recipes, challenges, fitness plans, and mental health resources. Monthly Wellness Webinars cover a range of topics, ensuring our support meets diverse needs. Participation in Ireland’s Fittest Workplaces and Company-Wide Steps Challenges encourages physical activity and camaraderie among employees. Mental Health Champion Training equips selected employees with the skills to support their colleagues’ mental wellbeing.

At Servisource, we believe that a healthy workforce is a happy and productive one allowing us to provide the right people with the right skills and knowledge in the right place.

By fostering open conversations and raising awareness, barriers can be broken down, encouraging men to prioritise their health. Active participation in Movember, through activities like growing moustaches and organising fundraising events, empowers communities to contribute to vital research and support services.

Collaborations between healthcare facilities, professionals, and mental health experts ensure that men receive the necessary guidance and assistance, while promoting healthy lifestyles and regular check-ups. This fosters a future where preventable diseases are detected early, and mental health challenges are met with understanding and compassion. Together, we can make a lasting difference, transforming the landscape of men’s health.

Are you interested in how Servisource Healthcare can benefit you?
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The Nursing and Midwifery Council and Supporting Information

5 tips on finding the right homecare provider
The Nursing and Midwifery Council and Supporting Information

The Nursing and Midwifery Council and Supporting Information

The Nursing and Midwifery Council (NMC), an independent regulator, focuses on nurses, midwives, and nursing associates in the UK and England. Their purpose is to make sure that the practices of nursing and midwifery are secure, effective, and compassionate. They oversee and monitor these professions and the public, to ensure their well-being.

As Servisource stated in our previous blog, The NMC Announce Employers Can Provide Supporting Information For English Language Proficiency, this process is discussed in more detail in the following blog, allowing more high-quality professionals to join the register, helping to provide better care to the public.

SIFE is additional supporting information from an employer that certain applicants to the NMC register can provide as part of their evidence that they meet the NMC’s English language requirements.

As of 27 May 2023, all prospective applicants who haven’t yet submitted their NMC Online applications can now use SIFE via the NMC Online application process.

In September 2022, their Council agreed that SIFE could be used as additional supporting evidence of English language competence, for those people who have been working for 12 months (or FTE equivalent if working part-time) in non-registered practice in a health and social care setting in the UK.

Applicants trained in English in a country where English is not the majority spoken language can use SIFE to evidence listening and speaking competence, demonstrating their ability to interact clinically in English with people who use services, their families, carers, and other healthcare professionals.

Which applicants can provide this supporting information?

Those people who have working for 12 months (or FTE equivalent if working part-time) in non-registered practice in a health and social care setting in the UK and who either:

  • Trained in English but in a country where English is not the majority spoken language, as evidence of their clinical interaction skills. They will still need to provide evidence that their training and assessment was in English.
  • Missed the required score by 0.5 (IELTS) or half a grade (OET) on one of the four language domains, as long as they had exhausted all test combining options.

Applicants must have:

  • Worked in a non-registered role in a health or care setting in the UK for at least 12 months full time or full time equivalent if working part time at the point they submit their application.
  • Had an NMC registrant as their line manager.
  • Had the same line manager for at least 6 months (we will accept supporting information from up to two NMC-registered line managers to cover 12 months or full time equivalent).

Their line manager will be asked to provide information via a link to NMC online to confirm direct experience of their English language competence. Their line manager should be an NHS Band 6 (or non-NHS equivalent) or above. This information also needs be countersigned by an NMC registrant who is an NHS Band 8a (or non-NHS equivalent) or above, to confirm the process has been fair and consistent.

How to access the SIFE form?

The process is fully automated, applicants will access SIFE as part of the application process on NMC online. They will automatically send the applicant’s line managers and counter-signatories a link to provide SIFE via their NMC Online accounts, based on information the applicant provides. Servisource advises you to stay updated by visiting the NMC’s website in relation to these amendments.

At Servisource, we place International Healthcare Professionals in permanent positions across the UK in the private sector and NHS, while offering career progression within a supportive work environment. 

Our team conducted all necessary compliance, educational and police checks, and offer visa assistance and onboarding help when needed. This means each successful candidate is ready to begin work without administrative issues, and can focus on what matters most, their patients.

Are you a Healthcare Professional interested in a UK Permanent Placement?

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