Sponsorship, hours and benefits

A licensed employer formally backs your work visa. They issue a sponsorship document (a certificate of sponsorship, work permit approval or the local equivalent), and you use it to apply for the visa in your home country.

No. Employers pay our recruitment fees and the sponsorship costs required by law in the destination country. We never charge caregivers or auxiliary nurses a placement fee.

Most decisions take three to eight weeks after submission. Preparing documents, credential recognition and the language test usually adds one to three months before that.

A valid passport, your care or nursing qualifications, proof of experience, police clearance, a medical check and an approved English or local-language test result. We review your file before anything is submitted.

In most destinations sponsored workers can bring a spouse and dependent children, subject to salary and accommodation rules. We confirm the exact position for your country and role before you accept an offer.

You can move to another licensed sponsor. The new employer issues a fresh sponsorship document and you apply to switch. We can help you find a compliant next role.

Most sponsored contracts are full time, typically 36 to 40 hours a week. Every vacancy states the contracted hours before you apply.

Senior living runs around the clock, so shifts usually rotate across days, nights and weekends. Night and unsocial-hours work normally carries an enhanced rate.

Often yes, and it is voluntary. Overtime is paid at the rate set in your contract and cannot be used to replace your contracted hours.

Employers we work with publish rotas at least two to four weeks in advance so you can plan rest days and family time.

Salaries must meet the minimum threshold for a sponsored care role in each country. You can compare typical ranges on our destination pages and on every job listing.

Many employers provide or subsidise first accommodation for your arrival period, and some offer staff housing long term. The listing says which applies.

Flights, airport pickup and initial registration are commonly covered by the employer. Anything not covered is stated clearly before you sign.

You receive the statutory paid annual leave, public holidays and sick pay of the destination country, as a directly employed member of staff.

Yes. Employers provide induction, mandatory care training and dementia-care training where relevant. Many fund further qualifications so you can progress to senior carer or nursing roles.

In several destinations sponsored care work counts towards settlement after a qualifying period. We explain the route for each country before you commit.