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The UK care sector continues to rely on international recruitment, but employers and applicants need to approach sponsorship carefully. A care provider appearing on the sponsor register is only the starting point; the role, salary, eligibility, Certificate of Sponsorship and right to work process still need to be checked before an application is made.

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This updated guide brings the sponsor list into a structured format and explains how candidates and employers should use it. The official source remains the GOV.UK register of licensed sponsors, which should be checked before relying on any employer name.

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How to use this sponsor list

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Use the table as a research starting point, not as a guarantee of sponsorship. A listed organisation may hold a licence, but it may not currently be recruiting, may only sponsor specific roles or may have changed status since the register was last checked.

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• Confirm the employer still appears on the GOV.UK sponsor register.
• Check whether the role being advertised is eligible under the relevant route.
• Review salary, location, hours and job description before applying.
• Avoid paying unofficial agents or relying on screenshots of old sponsor lists.
• Keep records of applications, interviews and employer communications.

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Top care homes with Tier 2 sponsorship in the UK sponsor list

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Regional and sector patterns

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Care-related sponsors appear across all UK regions, including London and the South East, the Midlands, the North West, Wales, the South West, Scotland and Northern Ireland. The list also includes different types of organisations, such as residential care providers, NHS trusts, healthcare organisations, domiciliary care services and social work organisations.

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Applicants should be careful when interpreting the sector column. Some organisations may provide health or social work services without being a care home in the ordinary sense. Others may operate several sites or trade under a different care-home name.

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What applicants should check before applying

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Before applying to a sponsored care role, check whether the employer is recruiting directly, whether the job is genuine, whether the salary meets the route requirements and whether the job description matches the role being sponsored.

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Candidates should also keep their own evidence organised, including passport details, qualifications, employment history, English-language evidence where relevant and any UKVI correspondence. A sponsor licence alone does not remove the need to meet the visa requirements.

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What employers should check before sponsoring

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Employers should verify that the role is eligible, that the proposed salary and working pattern meet the relevant requirements and that sponsor licence records are ready before a Certificate of Sponsorship is assigned.

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For care providers, sponsorship should also be connected to wider workforce compliance. Right to work checks, rota records, training evidence, contract details, work locations and absence monitoring all need to support the same audit trail.

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Conclusion

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The sponsor list is useful, but it should be used carefully. The strongest approach is to combine the list with current GOV.UK guidance, direct employer checks and clear records of each step in the recruitment or sponsorship process.

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For employers, this means treating sponsorship as an ongoing compliance responsibility. For applicants, it means using the list to identify possible employers while still checking whether a genuine and eligible role is available.

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Related Annaizu resources: sponsor licence guidance case specific advice, immigration services overview, sponsorship compliance software for uk employers, mock audit inspection readiness, secure document management, smart alerts reminders.

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Official GOV.UK references: register of licensed sponsors workers, sponsorship information for employers and educators, workers and temporary workers guidance for sponsors part 3 sponsor duties and compliance, health care worker visa.