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Coming to the UK
Moving to and living in the UK
Plan immigration, money, housing, family and everyday administration as one household decision.
A successful move is more than obtaining a visa. Test whether the household can manage housing, schools, childcare, transport, the partner's career and the gap before the first salary.
By the end of this chapter
- Coordinate visa, household finance, housing and family arrangements rather than treating them as separate afterthoughts.
- Plan the first month around identity, banking, health, schools, transport and possible pay delay.
- Recognise cultural transition, racism, faith, belonging and partner careers as practical retention issues.
Keep immigration aligned with the actual job
Many NHS doctors use the Health and Care Worker visa, but eligibility depends on the current rules, an eligible role, an approved sponsor and a valid certificate of sponsorship. The visa application is not the same as the employer's recruitment or right-to-work checks. Confirm the job title, occupation code, salary, work location, start date and sponsor details against the written offer before applying.
Changes of employer or material changes of role can require a new application or update. Do not assume that a visa linked to one employer permits an unrestricted move to another. Check the live GOV.UK guidance and obtain individual immigration advice where circumstances are complex. Preserve copies of applications, decisions and the evidence used to prove digital status.
Practical points
- Written offer and certificate details agree.
- Passport and identity data are consistent.
- Start date allows enough time for the decision and travel.
- Dependants have separate applications and evidence.
- Expiry and change-of-employment dates are recorded.
Build a household budget that survives the first salary gap
The arrival budget is different from the ongoing monthly budget. Include visa and travel costs, temporary accommodation, tenancy deposit, rent in advance, transport, food, phone, basic household items, school or childcare needs and professional fees. The first salary may be later or different from expectation if payroll information, a start date or additional-hours data misses a cut-off.
Use current official figures and real local housing searches. Avoid using a national average to decide whether one specific town is affordable. Keep a reserve that is not committed to a deposit or examination. If family members arrive later, budget for two households and additional travel rather than assuming the separation is cost-neutral.
Practical points
- One-off professional and immigration costs.
- Travel and temporary accommodation.
- Deposit, rent in advance and essential furnishings.
- Monthly household and transport costs.
- Contingency for delayed start or salary.
Choose housing around the whole working week
Distance on a map does not show whether a journey works at night, on Sunday morning or after public transport stops. Check every hospital or community site on the rota, parking rules, shift start and finish times and whether travel between sites occurs during work. A home near the main hospital may still be impractical for cross-site duties.
Understand the tenancy before paying. Verify the landlord or agent, deposit protection, length, notice, bills and inventory. Do not transfer money for a property you cannot verify. Temporary accommodation can be expensive but may allow a safer local decision after you have seen the area and understood the rota.
Practical points
- Test weekday, night and weekend travel.
- Check all work sites rather than the advertised base alone.
- Confirm tenancy, deposit protection and included costs.
- Consider schools, childcare and partner travel in the same map.
Complete first-month administration deliberately
Your employer will require right-to-work, identity, occupational-health, payroll and professional checks. Separately, you may need to access your digital immigration status, obtain or confirm a National Insurance number, open a bank account, register with a GP, arrange phone and internet services and understand local council arrangements. The exact sequence varies, so use a checklist and keep appointment evidence.
Check the first payslip rather than assuming payroll has interpreted everything correctly. Confirm name, employee number, tax code, basic pay, hours or sessions, additional duty payments, pension, deductions and year-to-date figures. Raise discrepancies promptly with payroll and retain the response.
Practical points
- Digital immigration status and share codes.
- Banking and secure address evidence.
- National Insurance and payroll record.
- GP and urgent-care access.
- First-payslip audit.
Plan for the family and for belonging
School admissions are managed through the relevant authority and a preferred school is not guaranteed. Childcare opening hours may not match nights or early shifts. A partner may have work rights but still face registration, recognition or employment barriers. Discuss the likely timetable honestly before the move and identify what support the employer actually offers.
Cultural transition can involve unfamiliar communication, isolation, racism, religious needs and pressure to appear grateful regardless of difficulty. These issues affect wellbeing and safe work. Build connection through colleagues, professional groups and local communities, while using formal routes when behaviour becomes discriminatory or unsafe. Asking for support is not failure to adapt.
Practical points
- School and childcare applications, hours and backup.
- Partner career and registration plan.
- Faith, food, community and language needs.
- Named wellbeing and equality support.
- A plan for loneliness, racism or family strain.
Apply this to your own position
What assumption about housing, childcare, transport or first salary would cause the greatest difficulty if it proved wrong?
Keep any written reflection proportionate and confidential. Do not include identifiable patient or colleague information.- Immigration permission must remain aligned with the real job and employer.
- The first-month budget and administration need a separate plan.
- Family stability and belonging are professional sustainability issues, not optional extras.
Evidence to keep
Build the record as you go
- Visa and sponsorship record
- Status and expiry dates for each family member
- Offer, contract and start conditions
- Relocation budget
- Housing, school and childcare enquiries
- Address and travel history
Practical workbook
Download workbook PDF ↓Moving to the UK and First 90 Days Pack
Plan the household move, first-month administration, induction, scope, supervision and early reviews.
Chapter knowledge check
Test practical understanding
Six questions on Moving to and living in the UK. This is a learning check, not professional, regulatory, legal or immigration advice.
Question 1 of 6
Choose one answer to continue.
Check the live source
Information reviewed 2026-09-07. This independent guide provides general professional information, not individual legal, immigration, employment, pension, tax, regulatory or clinical advice.Official guidance
Rules and processes change. Check these sources again before a significant decision.