Impact of Court of Appeal Ruling on Migrant Care Workers (Health and Care Visa Scheme)

Introduction
A recent Court of Appeal ruling in the UK has major implications for migrant care workers on the Health and Care Worker visa. The decision clarifies when and how the Home Office can revoke an employer’s sponsor licence – and what that means for the overseas care staff they employ. Below, we break down the key points of the ruling, how it affects migrant care workers’ immigration status and job security, real examples of workers caught up in licence revocations, legal options and alternative visas for those affected, and practical steps to take if your sponsoring employer loses its licence.

Overview of the Ruling
What was the case about? In March 2025, the Court of Appeal delivered a significant judgment on whether the Home Office must consider the impact on a care home, its workers, and patients before revoking the care home’s sponsor licence . Two cases were involved – one brought by Prestwick Care, a large care home operator, and the other by the Home Office appealing a ruling in favor of Supporting Care Ltd. Both care providers had their sponsor licences revoked for alleged non-compliance with sponsor duties, and the question was whether the Home Office needed to do a “global assessment” of the consequences (for the business, the migrant employees, and service users) before revoking a licence .

What did the Court decide?
The Court of Appeal firmly sided with the Home Office on this issue. It held that the Home Office is not legally required to weigh the wider impact on the sponsor or its staff and clients prior to revoking a sponsor licence . In other words, if a sponsor breaches the immigration rules or sponsor guidance in a way that triggers revocation, the Home Office can revoke the licence based on those breaches alone. The judges found no basis in law or policy that forces the Home Office to consider factors like staff hardship or care home residents’ needs before revocation – imposing such a requirement “would significantly undermine the regime” of strict compliance . They emphasized that a sponsor licence is a privilege, not a right, obtained for an employer’s benefit (access to an overseas labour pool) on the strict condition that the sponsor duties are followed . Employers know when they sign up that if they fail to meet the rules, the expected consequences (like suspension or revocation) will apply .

Why does this matter to migrant care workers?
This ruling confirms that the Home Office can revoke a care provider’s sponsor licence solely for compliance breaches, without special consideration of what will happen to the migrant care workers on that licence. For migrant workers, it means that if your employer isn’t following the sponsorship rules, the Home Office can terminate their ability to sponsor you even if that puts your job and residence in jeopardy. The Court of Appeal stressed the “precarious nature” of a sponsor licence – by extension, a sponsored worker’s position is also precarious if their employer fails to comply. In the Supporting Care Ltd case, the High Court had earlier quashed a licence revocation partly because of the harm to 68 migrant staff and the elderly residents they cared for, but the Court of Appeal overturned that reasoning . The bottom line is that compliance is king: the Home Office’s priority is that sponsors follow the rules, and it has legal backing to revoke licences when they don’t, even if it causes disruption.

(It’s worth noting the Court of Appeal did uphold one aspect of the Supporting Care case on different grounds – it found the Home Office acted procedurally unfairly in that specific case by accusing the care home of deliberately exaggerating a worker’s role without proper evidence . However, that was a fact-specific point. The big takeaway for most workers is that the Home Office doesn’t have to consider your personal situation when pulling your employer’s licence for rule breaches.)

Impact on Migrant Care Workers

If your employer’s sponsor licence is revoked, the effects on you as a sponsored migrant care worker are immediate and serious. Your ability to work and remain in the UK is tied to that licence. Here’s what a revocation means for your immigration status, job security, and right to stay:

• Visa Curtailment (Shortening of Your Visa)
  When a sponsor loses their licence, any Certificates of Sponsorship (CoS) for ongoing employment are cancelled and the Home Office will limit (curtail) the existing visas of their workers . In practice, your current work visa (Skilled Worker / Health and Care visa) will be shortened to 60 days from the date of the curtailment notice (or if you had less than 60 days remaining on your visa, it may just allow the time left) . This is effectively a grace period for you to either find a new sponsor or make plans to leave the UK. After that period, your leave expires.

• Loss of Your Job and Income
  A sponsor licence revocation means your employer is no longer authorised to employ you as a sponsored worker. The Home Office guidance plainly states you’ll have to leave your job if your employer loses its licence . Even though you might still have a short window of legal stay, you cannot continue working for that employer (they would be employing you illegally without a valid licence). This can be financially devastating, especially if you rely on that income or have family to support in the UK or back home.

• Uncertainty about Right to Remain
  Once your visa is curtailed, you are on the clock. If you do not secure a new visa or sponsor within 60 days, you must leave the UK or risk overstaying. Overstaying is unlawful and can lead to removal and difficulties re-entering the UK in the future. In short, a licence revocation can turn a stable work situation into a countdown toward potential loss of lawful status. For many care workers, this is frightening – you may have uprooted your life to come to the UK, and suddenly you face the prospect of having to depart on very short notice.

• Effect on Family Members
  If you moved with family (spouse, children) as your dependants, their visas are tied to yours. If your visa is curtailed or cancelled, your family’s visas will typically end on the same date. This means your children’s schooling, your partner’s work (if they have permission) and your family’s life in the UK are all disrupted. All of you would be expected to leave the country if you cannot find a solution. This adds tremendous pressure, as families may have given up jobs or schooling back home to settle in the UK.

• Emotional and Practical Hardship
  Beyond the legalities, the situation can be extremely stressful. Migrant care workers have reported feeling “innocent and abandoned” when their employer’s licence was revoked without their fault . You might have loans or debts (many workers pay large recruitment fees to come to the UK) and fear how you’ll repay them if you lose your UK income . There’s also anxiety about the future – for example, the care home in the Supporting Care case pointed out that if it lost its licence, 68 migrant workers and their families would be required to leave the UK, causing “distress” to those workers and their dependants, and even impacting the vulnerable elderly residents they were caring for . This highlights how a licence revocation can send shockwaves through many lives at once.

• Possibility of Immediate Visa Cancellation in Serious Cases
  One important caveat – if the Home Office believes you personally were involved in the sponsor’s wrongdoing, it can cancel your visa immediately with no 60-day grace period . For instance, if you knowingly gave false information or helped your employer evade the rules (perhaps by agreeing to work a different role than stated on your CoS), then you could be considered complicit. In such cases, your permission to stay can be terminated at once and you would have to leave the UK immediately . Fortunately, most care workers are not involved in their employer’s compliance issues – more often it’s management failings or exploitation of the worker – so most will still get the short grace period to act.

In summary, a sponsor licence revocation puts migrant care workers in a precarious position: your job is gone, your visa’s ticking towards expiry, and you face an urgent scramble to stay legally in the country. Next, we’ll look at some real-world cases that illustrate these impacts.

Real-World Examples of Licence Revocations Affecting Workers

To understand the human impact, here are a few case studies and examples of what happened when care sector employers had their sponsor licences revoked. These examples show how dozens (or even hundreds) of migrant care workers can suddenly find themselves in legal limbo:

• Prestwick Care Ltd (North-East England)
  Prestwick was a large care home operator that employed 219 overseas care workers on Health and Care visas . After a compliance audit in 2022 found several breaches (such as staff not performing the exact roles stated on their visas, and some being underpaid), the Home Office revoked Prestwick’s sponsor licence in early 2023 . Prestwick challenged the decision, but the High Court agreed with the Home Office, emphasizing that sponsorship is a privilege and the company had admitted to breaches . The revocation meant 219 care workers who had come from abroad to work in Prestwick’s care homes were suddenly at risk of losing their visas. They would no longer be allowed to work for Prestwick and, as per the rules, each of those workers would have their visa curtailed and needed to find a new sponsor or leave the UK. This case was a wake-up call about how many lives can be affected by one employer’s non-compliance.

• Renaissance Personnel (Brighton, South-East England)
  Renaissance was a care agency that recruited migrant care workers (including many from Africa and South Asia) and placed them in care jobs. In 2024, the Home Office revoked Renaissance’s sponsor licence amid concerns that the jobs it offered were not genuine and that it was effectively acting as an unlicensed recruitment agency . The fallout was massive: over 100 migrant care workers (and their families) sponsored by Renaissance suddenly had no employer. They were all given the standard 60-day notice to find another sponsor or leave the country . According to news reports, this left them “in a precarious situation” . For example, a Pakistani care worker named Mohammad had paid £19,000 to a recruiter for a job through Renaissance and moved his wife and four children to the UK, only to discover the promised job barely existed. With the licence revoked, he told Sky News his children were asking, “Baba, what will we do?”, as the family’s future became uncertain . Many affected workers had borrowed huge sums to come to the UK and now feared they’d be sent home with no way to pay off debts . This case highlights the human toll: skilled caregivers ready to work, but due to their sponsor’s misconduct, they were left jobless and potentially forced to uproot their lives again on very short notice.

• Supporting Care Ltd (London)
  This care home with 68 sponsored care workers had its licence revoked in 2023 after the Home Office found one of the workers was not performing the duties listed on her Certificate of Sponsorship. The company fought back in court, arguing the Home Office hadn’t considered the devastating effect on its staff and residents. A High Court judge agreed and quashed the revocation, noting the Home Office failed to consider the “wider considerations”, such as the 68 migrants and their families being made to leave the UK and the impact on vulnerable residents . However, the story didn’t end there: the Home Office appealed, and as discussed above, the Court of Appeal overturned the idea that such a broad impact assessment was required . While Supporting Care won on a different technical point, the case ultimately affirmed that the Home Office can revoke first and foremost for rule breaches. This means even a sympathetic scenario (where a revocation would badly hurt workers and patients) might not stop the licence from being taken away. It’s a stark example that migrant workers cannot assume their importance to a service will protect their visas if their employer breaks the rules.

These real-world examples demonstrate a common theme: when a sponsor licence is suspended or revoked, migrant care workers often pay the price. Dozens or hundreds of people can be affected in one go – losing jobs, facing visa cancellation, and experiencing enormous stress. Next, we discuss what legal rights and options those workers have in such situations.

Legal Options for Affected Workers

Facing the loss of your visa because your employer’s sponsor licence was revoked is daunting, but it’s important to know your legal rights and possible remedies. Here’s an overview of what you (as a worker) can and cannot do, legally, in this situation:

• No Direct Appeal Against Licence Revocation
  Unfortunately, the law does not give you (or even your employer) a straightforward right to appeal a sponsor licence revocation in the immigration tribunal. The revocation is an administrative action by the Home Office – it “is not possible to appeal” this decision through the normal appeal process . The sponsoring employer’s only recourse is to file a judicial review (JR) in the High Court to challenge the lawfulness of the revocation. Some care companies have done this (as seen in the examples above), but as an employee you can’t personally appeal your employer’s loss of licence. In short, you cannot stop your visa from being curtailed by appealing, because the rules don’t provide an appeal route for that scenario.
  

• Challenging Your Own Visa Curtailment or Refusal
  If your visa is curtailed or an application refused due to your sponsor’s licence revocation, your options are limited. You won’t have a normal appeal right against a curtailment of a work visa. You may be able to apply for an Administrative Review if, for instance, you had an extension application refused – but keep in mind if the refusal was because the sponsor was no longer approved, the decision was likely correct under the rules. An administrative review is unlikely to help unless there was a genuine error (for example, if the Home Office mistakenly thought the licence was revoked when it wasn’t). A judicial review could be considered in exceptional circumstances – for example, if you believe the Home Office acted unfairly or unlawfully in how they handled your case. The Supreme Court’s judgment in Pathan (2020) established that it’s procedurally unfair if the Home Office fails to notify a migrant promptly that their sponsor’s licence was revoked while the migrant had an ongoing visa application . However, succeeding in a JR as an employee is rare. In the recent Tammina case (2025), a worker argued it was unfair his extension was refused without notice of his employer’s licence revocation – but the Court of Appeal rejected this, noting that Mr. Tammina actually knew his employer was in trouble, so he wasn’t “kept in the dark” the way Mr. Pathan was . The lesson is: unless the Home Office truly blindsides you (failing to follow their own process, for example), courts are unlikely to intervene on an individual’s behalf. It’s still worth getting legal advice (see next point) to see if there’s a unique angle in your case, but be aware that legal challenges are an uphill battle.

• Right to Switch Employers
  The most practical “right” you have is the ability to switch to a new sponsor if you can find one. The Home Office does allow a Skilled Worker (including Health and Care visa holders) to change employers by applying for a new visa, without having to leave the UK, as long as you do so within your permitted time. That 60-day curtailment window is critical. You have the right to apply for a new Skilled Worker visa with a different licensed employer during those 60 days (or however long remains on your visa) . If you submit a new application in time, your status can continue legally while that application is decided. Importantly, you do not need the Home Office’s permission to look for another job – you simply need a new job offer and Certificate of Sponsorship from a licensed sponsor, and then you lodge an in-country “Change of Employment” application. Many care workers use this route to stay in the UK: for example, if one care home loses its licence, workers might quickly seek out alternative care homes or NHS trusts that are hiring carers and have sponsor licences. (The health and care sector is still in demand of workers, so other employers may be willing to sponsor you.) This right to switch is often the best and fastest solution for a worker to preserve their stay in the UK after a licence revocation.

• Human Rights Grounds
  In some cases, migrant workers might have developed personal circumstances in the UK that could form the basis of a Human Rights application – for instance, if you have a British citizen child, or you’ve been in the UK for many years and removal would impact your family life. If your visa is being cancelled and no other options, making a human rights claim (Article 8 – private/family life) is a last-resort legal option. It would typically involve submitting an application to remain on human rights grounds before your leave expires. This can give you an appeal right if refused. However, success is far from guaranteed and such claims depend heavily on individual facts (for example, children who have lived in the UK for 7+ years, etc.). This is a complex route and requires professional legal advice. It’s mentioned here for completeness, but most recent care worker arrivals may not yet have strong enough ties to succeed on this basis unless there are compelling circumstances.

• Protection for Exploited Workers
  Some migrant care workers caught up in licence revocations are actually victims of exploitative practices (e.g. being charged illegal recruitment fees, promised fake jobs, or even conditions of modern slavery). If you believe you were a victim of trafficking or forced labour, there are legal protections available such as the National Referral Mechanism (NRM) for modern slavery victims. Being recognized as a victim can lead to temporary permission to stay and work while your case is considered. This is a very specific situation, but worth noting: if your employer’s licence was revoked for serious worker abuse (like Renaissance in the example above), you should speak to law enforcement or specialized charities because you might qualify for protection that way. Similarly, it’s illegal in the UK for an employer or agent to charge you for a work visa or CoS – such violations can be reported, and while that doesn’t immediately grant you a visa, it might support a claim that you were wronged rather than at fault.

In all scenarios, one of your best moves is to consult an immigration lawyer quickly. They can advise which (if any) of these legal avenues apply to you and help you pursue them. For most people, the focus will be on finding a new sponsor or alternative visa rather than court action – which leads us to the next topic.

Visa Alternatives for Migrant Care Workers

What if you cannot stay on your current work visa because your sponsor’s licence was revoked? Aside from switching to a new employer on the Skilled Worker route, are there other visas you could apply for to remain in the UK? Here are some visa alternatives to consider:

• Another Skilled Worker Visa (New Sponsor)
  This is the most straightforward alternative – find a new employer who is licensed and willing to sponsor you, and apply for a Skilled Worker visa with them. It doesn’t necessarily have to be another care home; if you have transferable skills or qualifications, it could be any job that meets the Skilled Worker criteria. However, for many care workers, the likely path is to find a different care provider or healthcare employer (some might move into the NHS or another care home). Remember, you need a job offer and CoS from the new employer to apply. The new job must meet salary and skill requirements of the visa (senior care worker roles, for example, usually qualify). If successful, this puts you back on a stable visa and you can continue living in the UK.

• Health and Care Worker Visa (with a different health/care employer)
  This is actually a subtype of the Skilled Worker visa, so it’s not a separate category per se. But it’s worth highlighting: if you were on a Health and Care visa, you’d want to find another job in the health or social care sector that keeps you eligible for this route (because of its benefits like reduced fees and exemption from the immigration health surcharge). Any NHS entity or approved care home or care agency could sponsor you. The process is the same as switching skilled jobs, but make sure the new role is one of the eligible healthcare/care occupations.

• Student Visa (Study Route)
  Some workers choose to pivot to studying as a way to stay in the UK, especially if finding a new job sponsor is difficult. For example, you could enroll in a college or university course and apply for a Student visa. You’ll need an offer from an educational institution that can sponsor students (they have a Student sponsor licence) and you’ll need to show proof of funds and meet academic entry requirements. This can buy you time in the UK to perhaps improve your qualifications or simply wait out a period until you can re-apply for jobs. Be aware, as a student you’d have limited work hours and you’d have to pay tuition – it’s an investment, but it is a lawful way to remain if work isn’t immediately available.

• Family Visa (Partner or Parent Route)
  If you have a British citizen or settled partner, or if you marry one, you could switch to a Spouse/Partner visa. This requires meeting relationship and financial requirements, but it’s a path to stay in the UK not tied to a job. Similarly, if you have a child who is British or has lived in the UK for a long time, you might be able to apply as a parent on the basis of your child. These are part of the family migration routes. They come with their own strict criteria (and usually an expensive application), but for those who have built personal lives here, it’s an option.

Other Work Routes
Beyond the typical Skilled Worker, there are a few other work-related visas, though these are less common for care workers. For instance, the Global Talent visa (requires a high level of professional achievement in certain fields – not applicable to most care workers), the High Potential Individual visa (for recent graduates of top global universities), or the Scale-up visa (for workers with a job offer from a recognized high-growth company). There’s also the Temporary Work routes (Charity Worker, Religious Worker, etc.) if you find a sponsoring organization in those categories. While most of these won’t fit the average care worker’s situation, it’s worth scanning the possibilities – the UK government even suggests checking “your eligibility for visas” if you want to stay after a sponsor loss . A qualified immigration advisor can quickly tell you if any niche category might suit you.

• Long Residence (10-year rule)
  This won’t apply to most, but if you’ve been in the UK legally for close to 10 years continuously (perhaps in various visas), you might aim for Indefinite Leave to Remain based on long residence. If a licence revocation happens when you are only months away from 10 years, seek legal advice; you might need to maintain lawful status until you qualify. This is a rare scenario but important for those who are on the cusp of long-term settlement rights.

• Voluntary Departure and Re-entry
  As an alternative, you might decide to leave the UK and reapply from abroad for a new visa (maybe even come back with a new job if you found a sponsor but couldn’t switch in time). While not an “alternative visa” to stay immediately, it’s a strategy: sometimes workers whose visas were curtailed choose to depart before overstaying, then later return on a new work visa if they secure a job offer. This avoids getting an overstay mark on your record and keeps the door open to come back in the future.

Each alternative has pros and cons. Switching to a new work sponsor is typically the fastest way to regain stability. Study or family routes might require major life changes (becoming a student or relying on a partner), but they can provide a lifeline if work options are limited. The key is to act quickly to figure out what you qualify for. Now, let’s move on to practical steps you should take if you find yourself in this situation.

Practical Steps for Migrant Care Workers if Your Employer’s Licence Is Revoked

If you are a migrant care worker and your employer’s sponsor licence is suspended or revoked, here are actionable steps to protect yourself. These steps will help you navigate the uncertainty and maximize your chances of staying on a legal footing in the UK:

1. Confirm the Situation and Understand the Timeline
   First, verify whether your employer’s sponsor licence is indeed suspended or revoked, and note the date. Usually, your employer will inform you (sponsors are generally required to tell affected employees). You might also receive an official curtailment notice from the Home Office by email or post. This notice will typically state that your visa will expire 60 days from a given date. Carefully note that deadline. All your next steps hinge on that window. If, for some reason, you haven’t received a notice but you know the licence was revoked, you can contact the UKVI helpline or check with an immigration lawyer – you don’t want to miss the countdown because of a lost letter. Also, stop working for that employer once the licence is revoked (if it’s just suspended, you can continue working during suspension). With revocation, the law says you cannot continue your sponsored work, so continuing to work could put you in breach – the official guidance says you must leave that job unless/until the employer gets its licence back, which in most cases won’t happen in time . It’s tough because you lose your income, but it’s important not to inadvertently work illegally.

2. Seek Legal Advice Immediately
   As soon as you learn about the licence problem, consider consulting a qualified immigration solicitor or advisor. Many law firms experienced in immigration (like those who handled the cases mentioned above) can give you an initial consultation. They will confirm what your options are – e.g. can you switch visas, do you have any grounds to challenge decisions, etc. A lawyer can also help communicate with the Home Office on your behalf if needed. For example, if a curtailment letter has an error or you have not received one, they can help sort that out. They can also advise on any compensation or employment law issues (for instance, if you paid your employer money you shouldn’t have, or if you’re owed wages). While not everyone will need to file an appeal or court case, getting advice ensures you don’t overlook an opportunity. If you cannot afford a lawyer, try reaching out to charities or organisations that support migrants’ rights – they might offer some guidance or refer you to free services.

3. Communicate with Your Employer (if possible)
   Depending on circumstances, stay in touch with your (former) employer or manager. In some cases, the employer might be challenging the revocation or seeking suspension relief. If the employer plans to fight the decision and possibly get the licence back, ask how that affects you. However, do not rely solely on this – unless a court grants a quick injunction (interim relief), the revocation will proceed and your visa will still be curtailed. Still, it’s good to know if the company is doing something. They might also provide you with documentation, like a letter acknowledging the situation, which could be useful when you search for new jobs (e.g. to explain why you’re suddenly available or why you need sponsorship).

4. Start Job Hunting for a New Sponsor
   Time is of the essence, so begin looking for a new job with a licensed sponsor immediately. Update your CV, reach out to any contacts in the care industry, and consider registering with reputable care recruitment agencies (ones that are properly licensed and following the rules). You can also search the official Register of Licensed Sponsors to find care homes or companies in your area that have a sponsor licence . Focus on employers in the health and social care sector since your experience is there – many care homes, home care agencies, and NHS trusts hold licences and are often in need of staff. When you approach them, be upfront that you already have a work visa but need to switch sponsors due to your previous employer’s licence issue. Since you’re already in the UK and presumably have the necessary qualifications (like a care certificate or experience), a new employer might find it easier to hire you than to bring someone from abroad afresh. Once you get a job offer from a licensed employer, they’ll issue you a new Certificate of Sponsorship and you must submit your visa application before your 60-day window expires. If you apply in time, you can stay in the UK legally while awaiting the decision – even if the 60 days pass during the processing, you are in an extension of leave (this is called Section 3C leave

   A pro tip: if you secure a new CoS quickly, don’t delay your application; the sooner you apply, the sooner you get a decision and peace of mind. Also, if you have multiple prospects, it’s wise to pursue them simultaneously given the time crunch.

5. Explore Other Visa Options (if a job switch isn’t coming through)
   If weeks are passing and you’re not finding a new sponsor job, widen your scope of solutions (refer back to the Visa Alternatives section). For instance, if you decide to pursue a Student visa, you’ll need to get an acceptance letter from a college/university and arrange finances – start that process early if it’s an avenue you might take. Or if you have a serious partner and marriage or a partner visa is an option, discuss it with them frankly given the situation. Essentially, have a “Plan B” ready in case a new job doesn’t materialize. It could even be preparing to leave the UK voluntarily before your time is up, with the aim of applying to return later when you find a sponsor from abroad (this way, you leave on good terms rather than overstaying). It’s a hard decision, but have a timeline in your mind, like “If I don’t have a solid job lead by week X, I will do Y (enroll in a course or book a flight home, etc.).” Planning ahead will reduce panic as the deadline nears.

6. Maintain Documentation and Keep the Home Office Informed (if needed)
   Keep copies of all relevant documents – the revocation notice (if your employer gave you one), your curtailment letter, any emails with dates, your new job offer or new CoS if you get one, etc. If you leave the UK, keep proof of when you left (boarding passes) in case you need to demonstrate you didn’t overstay. Generally, you don’t need to proactively “contact the Home Office” unless you have a specific issue – for example, if your 60-day curtailment period is almost over and you still have pending applications or other complications, your lawyer might contact the Home Office to request discretion or confirm status. If you submit a new visa application, that itself notifies the Home Office that you intend to stay under a different route. If you decide to leave the UK, you don’t have to inform them, but doing so through the Voluntary Departure Service can be prudent as it helps record that you left on time. Another scenario to contact the Home Office is if you didn’t get a curtailment letter and it’s been a while since the licence was revoked – you might want to call to ensure they have your correct address or email, so you don’t miss it. Always communicate in writing or through official channels; if you call by phone, note the date/time and what was said.

7. Take Care of Yourself and Your Dependants
   This is more of a personal step, but crucial. The stress of potentially losing your right to live and work in the UK is immense. Make sure you reach out for support – whether it’s talking to family, friends, or community groups. If you have children, calmly explain the situation in age-appropriate terms (they might sense something is wrong if suddenly you’re not working and are anxious). Have a contingency for their schooling or housing if you might have to move. Also, be mindful of scams – sadly, desperate migrants can be targets for unscrupulous agents promising “guaranteed visas” or fake job offers. Stick with trusted sources and don’t pay large sums to anyone unofficial claiming they can sort a visa outside the legal process. Use reputable advisors and registered sponsors.

8. Stay Within the Law
   Lastly, it may be tempting to “buy time” by any means, but do not overstay your visa and do not work illegally. Overstaying even by a day can have negative consequences on future visas. Working without authorization (for example, after your visa curtails or for an employer who isn’t licensed) could get you into much bigger trouble, including a possible ban from re-entering. It’s not worth it. The 60-day period is meant to give you a chance; use it as wisely as you can. If the worst-case scenario happens and you have to leave, leave cleanly and on time – you may be able to come back on a new visa in the future when things are sorted.

Conclusion
A sponsor licence revocation is one of the most challenging situations a migrant worker can face. The recent Court of Appeal ruling underscores that the system prioritizes compliance over compassion in these instances, meaning workers must be prepared to act fast to protect themselves. By understanding the rules and your rights – and taking proactive steps like seeking new sponsorship or legal advice – you can improve your chances of weathering this storm. Remember, you’re not alone: many others have gone through it, and there are resources and people out there to help. Stay informed, stay prepared, and don’t hesitate to get support as you navigate the process. Your skills as a care worker are valued in the UK, and with determination, you may find a new opportunity to continue your journey here despite this setback. Good luck!

Sources

1. • Court of Appeal judgment (March 2025) – confirmed no requirement for global impact assessment before licence revocation .

2. • Official Home Office guidance on consequences for workers if a sponsor licence is lost .

3. • High Court cases in the care sector (Prestwick Care, Supporting Care) – illustrated the principle that sponsorship is a privilege and revocation decisions focus on rule breaches .

4. • News reports on care agencies losing licences (Sky News/Dawn) – e.g. 100+ care workers given 60 days to find new jobs or leave after Renaissance Personnel’s licence was revoked .

5. • Examples of affected care home staff numbers: Prestwick Care (219 workers) , Supporting Care (68 workers) , New Hope Care (156 workers) .

6. • Pathan [2020] UKSC 41 and Tammina [2025] EWCA Civ 24 – legal cases on procedural fairness when a sponsor’s licence is revoked during a migrant’s application .