International businesses often need to move experienced employees to the UK to manage operations, transfer specialist knowledge or support a new business venture. The Global Business Mobility Visa provides immigration routes for eligible overseas workers undertaking specific temporary assignments in the country.
However, arranging a transfer involves more than selecting a job title and submitting a visa application. Employers must consider sponsorship responsibilities, the relationship between the businesses and the worker's eligibility. Employees also need to understand the conditions attached to their permission. This Global Business Mobility Visa service provides a starting point for understanding the available routes and the requirements involved.
How Does the Global Business Mobility Visa Work?
The Global Business Mobility (GBM) category allows eligible overseas businesses to send workers to the UK for temporary assignments connected with a UK organisation. It covers five different routes, each designed for a particular business arrangement.
The five routes are:
- Senior or Specialist Worker: For senior managers or specialist employees transferring to a linked UK business.
- Graduate Trainee: For employees undertaking a UK placement as part of an eligible graduate training programme.
- UK Expansion Worker: For eligible employees helping an overseas business establish a UK presence before it begins trading.
- Service Supplier: For qualifying overseas employees or self-employed professionals delivering services under an eligible international trade agreement.
- Secondment Worker: For employees assigned to a UK business in connection with a qualifying high-value contract or investment.
The routes have different eligibility conditions. Employers should identify the purpose of the assignment before deciding which category to use. The official Global Business Mobility Immigration Rules explain the requirements for each route.
Global Business Mobility Visa Sponsorship Requirements
Sponsorship is a central part of most Global Business Mobility applications. The UK organisation generally needs the appropriate sponsor licence and must assign a valid Certificate of Sponsorship (CoS) to the worker.
A CoS is an electronic record containing information about the proposed employment. It is not simply a confirmation that a business wants to recruit someone. The details must accurately reflect the role and meet the requirements of the relevant route.
Before assigning a CoS, an employer should check:
- Whether the organisation holds the correct sponsor licence.
- Whether the worker and overseas business meet the route requirements.
- Whether the proposed job is eligible.
- Whether the salary meets the applicable threshold and occupation going rate.
- Whether the job description accurately reflects the actual duties.
- Whether the assignment has a genuine business purpose.
A worker will normally need the CoS reference number when completing the visa application. The certificate should be assigned only after the employer has completed the necessary checks.
Employer Responsibilities After Sponsoring a Worker
Obtaining a visa is not the end of the employer's responsibilities. A licensed sponsor must continue meeting its duties throughout the sponsorship period.
Maintain accurate employee records
Employers should keep appropriate records relating to sponsored workers. These may include employment details, contact information, right-to-work evidence and documents required under the sponsor guidance.
Records should be updated when relevant circumstances change. Businesses should have a clear process for storing and reviewing this information.
Monitor attendance and employment changes
Sponsors must monitor sponsored workers and report certain changes through the Sponsor Management System (SMS). Reportable events can include changes to employment, work location, salary or circumstances affecting sponsorship.
The exact reporting requirements and deadlines depend on the event. Employers should consult the current Home Office guidance rather than relying on informal assumptions.
Ensure the worker performs the sponsored role
The employee should undertake the job described in their Certificate of Sponsorship and work within the conditions of their immigration permission.
If the role changes significantly, the employer should check whether the change is permitted or whether further sponsorship action is required. Allowing an employee to work outside the conditions of their permission can create immigration and compliance risks.
The Home Office guidance on sponsoring Global Business Mobility workers explains the responsibilities businesses must follow.
Salary and Employment Eligibility: What Should Be Checked?
Salary requirements are an important part of the application assessment. Some GBM routes have specific general salary thresholds, while the relevant occupation's going rate may also apply.
For example, current Home Office guidance sets a general salary threshold of £52,500 for Senior or Specialist Workers and UK Expansion Workers, and £27,300 for Graduate Trainees. Applicants must also meet the applicable going-rate requirement and any relevant transitional provisions.
These figures should not be treated as universal minimums for every GBM route. Service Supplier and Secondment Worker applications have different salary arrangements.
Employers should review:
- The worker's occupation code.
- The applicable salary threshold.
- The going rate for the occupation.
- The guaranteed basic pay that can be counted.
- The worker's contracted hours.
- Any route-specific exceptions or transitional provisions.
A salary that appears sufficient on an employment contract may not meet the immigration rules if the calculation or occupation code is incorrect.
Common Sponsorship and Application Mistakes
Businesses can encounter difficulties when they overlook details in the sponsorship process. Some common issues include:
Choosing the wrong route: A UK Expansion Worker application may not be appropriate if the UK business has already started trading. Another route may be required.
Incorrect job information: The occupation code, job duties and salary should accurately reflect the proposed position.
Weak evidence of the business relationship: The employer may need to demonstrate that the overseas and UK organisations meet the relevant connection or contractual requirements.
Inadequate record keeping: Missing employee records or failure to report relevant changes can create sponsor compliance problems.
Outdated immigration information: Salary thresholds, eligible occupations and sponsorship guidance can change. Employers should check the rules that apply when they assign sponsorship and when the worker applies.
Reviewing these details before submission can reduce avoidable problems and help the organisation manage its sponsorship responsibilities.
Can Workers Stay in the UK Permanently?
The Global Business Mobility routes are temporary work routes and do not provide a direct route to settlement. Permission under these routes does not count towards the qualifying residence period for settlement under another points-based system route.
A worker who wants to remain in the UK permanently may need to qualify for a different immigration category. This depends on their circumstances, employment opportunities and the requirements of the alternative route.
Employees should consider their longer-term plans before their current permission expires. Employers should also avoid suggesting that a temporary business transfer automatically creates a route to indefinite leave to remain.
Summary
The Global Business Mobility Visa category supports international businesses that need eligible overseas workers to undertake temporary assignments in the UK. However, successful sponsorship requires careful route selection, accurate employment information and ongoing compliance with Home Office duties.
Employers should check the business relationship, job eligibility, salary and sponsorship requirements before assigning a Certificate of Sponsorship. Workers should understand the conditions of their visa and consider their longer-term immigration plans.
Where the circumstances are complex, seeking guidance from experienced Immigration Solicitors can help employers and employees understand the relevant rules, identify potential issues and prepare more carefully.
FAQs
1. Does a UK business need a sponsor licence for a Global Business Mobility Visa?
The UK organisation generally needs the appropriate sponsor licence to sponsor a worker under the relevant GBM route. The licence and sponsorship requirements depend on the category and the organisation's circumstances.
2. What is a Certificate of Sponsorship for a Global Business Mobility Visa?
A Certificate of Sponsorship is an electronic record assigned by an approved sponsor. It contains details of the proposed work and provides a reference number that the worker uses when applying for the visa.
3. Can a Global Business Mobility worker change employers in the UK?
These visas are tied to the sponsored role and employer arrangements. A worker cannot simply move to an unrelated employer without checking the applicable immigration rules and obtaining the necessary permission or sponsorship.
4. Does the Global Business Mobility Visa lead to indefinite leave to remain?
No. The GBM routes do not directly lead to settlement, and time spent on them does not count towards settlement under another points-based system route. A worker may need to qualify under a separate immigration category.