The recent UK election saw all three major parties placing a strong emphasis on health and social care issues, mirroring voters’ deep concerns about the condition of the National Health Service (NHS) and social care. On 5 July 2024, Keir Starmer led the Labour Party to a notable triumph, replacing Rishi Sunak as Prime Minister and concluding 14 years of Conservative rule.
This change in government has raised expectations about the implementation of Labour’s manifesto promises, though significant shifts from the previous administration might not be immediate.
The Conservative government, in its final year, adopted a mixed approach to immigration and the health and social care sectors, imposing stricter regulations on the social care sector while maintaining preferential minimum salary rates for the health sector.
In April 2024, the Government introduced changes to its Immigration Rules to reduce immigration in the social care sector, which included stricter sponsorship requirements and the removal of the ability for care workers to bring dependants to the UK. These changes have significant implications for the sector’s workforce composition and immigration trends.
Labour’s Victory and Its Impact on NHS and Social Care Policies
The Labour Party’s manifesto links immigration and skills policy to address skills shortages and upskill resident workers. Reintroducing the Resident Labour Market Test (RLMT), a measure previously discussed when Labour was in opposition, could pose challenges for companies by impacting processing times for immigration and recruitment.
The shortage of medically trained professionals in the UK has led to a reliance on international recruitment, reflected in the fluctuating trends of Health and Care Worker visa applications. However, the Labour government aims to reduce this reliance, which might limit a significant increase in such visa applications.
The Immigration Salary List (ISL), which replaced the Shortage Occupation List (SOL) in April 2024, includes care workers and senior care workers but excludes roles like nurses, doctors, paramedics, pharmacists, or midwives.
The Labour government has not indicated plans to expand this list, which might affect the attractiveness of these roles to overseas workers. Despite this, care workers still benefit from reduced salary requirements under the ISL, though recent visa application declines suggest changes in political conditions could affect future trends.
New conditions for employers, such as linking visa usage to efforts in training domestic workers, imply budgetary and procedural adjustments to prepare for the rising costs of hiring international talent. There are also stricter penalties and bans for employers and recruiters exploiting the immigration system, addressing issues of modern slavery and labour abuse within the Health and Social Care sector.
Data indicates an increase in potential victims of modern slavery, underscoring the need for strict adherence to employment laws and incentivizing compliance to avoid financial penalties.
The Labour government’s commitment to reducing net migration, continuing the focus of the previous Conservative government, aims to address workforce and training plans to lessen reliance on overseas workers.
However, a significant reduction in net migration could exacerbate staffing challenges in the Health and Social Care sector, given the current working conditions and pay scales, making these roles less appealing to the domestic workforce. Healthcare leaders are calling for radical changes in NHS staffing, working conditions, and funding to attract and retain staff.
While holistic changes are not expected immediately following Labour’s recent election victory, the party’s intentions to improve the Health and Social Care system appear positive. These improvements could lead to better working conditions, higher pay, and a more attractive work environment for both domestic and overseas workers.
If implemented effectively, the sector could see an enhanced appeal, making recent immigration rule changes and associated costs less of a barrier, helping sponsors and employers retain workers for longer periods.
