Annex B has the list of fees not chargeable to the individual – link below and copy of annex B  –

Applying for health and social care jobs in the UK from abroad – GOV.UK (www.gov.uk)

Annex B: 4 principles around repayment clauses

As set out in the code of practice for the international recruitment of health and social care personnel in England, any repayment clause included in an employment contract must abide by the 4 principles of transparency, proportionate costs, timing and flexibility. You can use the points below as a guide to the things to look out for with any repayment clause included in your employment contract.

Transparency

The repayment clause must be set out in the contract and job offer letter and explained in full to you before you accept the job.

An itemised list of costs to be reclaimed should be provided to show what is included.

Only genuine evidenced, auditable expenses incurred can be reclaimed.

It must be made clear to you how the costs will be recouped using an auditable method such as bank transfer or salary sacrifice – cash payment is not acceptable.

Your employer must seek confirmation from you that you did not contribute towards the costs or expenses being reclaimed prior to your arrival in the UK, for example if you’ve already paid it earlier on in the process.

Proportionate costs 

Expense costs must not incur any interest on the amount reclaimed.

Costs you must repay can only include expenses met by the employer on your behalf.

An employer is responsible for paying some fees as part of the recruitment process – they cannot ask you to pay these costs.

Recruitment process costs which may be met by an employer on your behalf

The information below sets out typical costs you might incur during the recruitment process and which your employer might meet on your behalf. If your employer expects you to repay the costs met on your behalf, they should give you the option to repay the costs or expenses through a monthly repayment plan.

The fees set out below are correct as of December 2022 and subject to change.

Health and Care Worker visa fees

Health and Care Worker visa fees are:

• £247 (up to 3 years)
• £479 (more than 3 years)

You should be aware that the above visa fees are the only mandated fee you should have to pay. The Home Office operates an Exchange Rate to convert the visa fees to the currency payable from the location of application. The rates are calculated in line with the Home Office exchange rate policy and are updated weekly.

Other costs

Typical costs which you might incur during the recruitment process include:

• tuberculosis test (if applicable) £20 to £130 (estimated) dependent on the country the test is taken in
• professional regulator application, registration and exam fees:
  • nurses and midwives (initial assessment, CBT, OSCE and registration fees)
  • doctors (GMC PLAB parts 1 and 2, GMC registration)
  • allied health professional (HCPC scrutiny fee and registration fee)
  • social worker (SWE scrutiny and registration fee)
• language tests (IELTS, OET, SELT)
• flights £100 to £1000 (estimated)
• airport transfers £100 (estimated)
• accommodation per month (initial costs) £500 to £1000 (estimated)

Recruitment process costs which you should not pay

The information below sets out typical recruitment costs which your employer needs to pay. These costs should not be passed on to you:

• agency fee £2,500 (estimated)
• immigration skills charge
• sponsor licence fee
• certificate of sponsorship

Timing

A repayment schedule must be provided, and rechargeable costs must taper downwards with time.

For example, over a 24 month period, if you:

• leave within 12 months of commencing employment, you may need to pay between 50 to 100% of the total itemised expenses
• complete 12 months of services but leave before completing 18 months service, you may need to pay 50% of the total itemised expenses
• complete 18 months service but leave before 24 months service, you may need to pay 25% of the total itemised expenses
• leave after 24 months of service – in this example, you should not be charged any of the expenses

Flexibility

Employers should apply some flexibility when they consider if they ask you to make the repayment and should consider waiving them in certain circumstances. Each decision should be made on a case by case basis.

Examples of when your employer should consider that you may not have to pay the repayment fees include:

• where you’re leaving your job because your health and wellbeing is being adversely impacted
• where you leave your job due to bullying, discrimination, or poor working conditions
• if your circumstances have changed beyond your control, either in the UK or in your home country
• if you want to move roles for career progression