New technology and flexible workforce management could be the lifeline for care providers now facing severe pressure from immigration cuts and a halt on new international care visas, according to workforce management provider, Quinyx. The sector’s ability to retain talent, automate scheduling and match workers to demand will be vital while employers navigate high vacancies and limited recruitment avenues.
New Home Office figures show just 17,000 Health and Care visas were issued in the year ending September 2025, down 89% from the peak in 2023. The number of work visas given to overseas care staff also fell by 81% in the last year.[1] This follows a rule change brought in this summer, banning adult social care providers from sponsoring new overseas staff on health and care worker visas.
The sector had high hopes for signs of relief in the Autumn budget, but no funding announcements came from Rachel Reeves to settle the sector’s concerns over escalating workforce shortages. The Government hopes that The Fair Pay Agreement for social care will make the sector more appealing to UK workers, but it isn’t due to take effect until 2028.
“In the short term, care providers have no choice but to take matters into their own hands” says Ned Gammell, VP of Sales and social care expert at Quinyx. “The only solution is to find new ways of retaining staff and driving greater efficiency in the management of care teams.”
Under pressure to fill rotas, care homes, hospitals and day centres must protect staff wellbeing, comply with regulations and deliver high quality care, often across multiple locations. But with 11,000 vacancies in adult social care[2], and stubbornly high turnover rates, many providers are struggling to keep up with demand.
“With 43% of the sector working part-time, compared to the national average of 25%, social care has to embrace proactive and flexible workforce management,[3] Gammell adds.
“As providers struggle to keep hold of talent and meet patient demands, they need to ask themselves how they are caring for their carers. Flexibility and staff engagement form the gateway to keeping carers motivated, safe and connected to the rewarding nature of their work.
“Under recruitment pressures, flexibility is also one of the most powerful selling points for hiring in 2026. British workers are looking for work-life balance and tailored schedules for their individual priorities. But flexibility is also critical for providers: many operate 24/7, across multiple locations or with variable demand. With a flexible workforce and smart technology, they can care for customers and residents, satisfy staff and reduce expenses.”
[1] Why do people come to the UK – Work? – GOV.UK
[2] The state of the adult social care sector and workforce in England, 2025 – Executive Summary
[3] The state of the adult social care sector and workforce in England, 2025 – Executive Summary
