UK Global Business Mobility: Complete Employer Guide

The Global Business Mobility (GBM) routes allow overseas businesses to establish a commercial presence in the UK, transfer existing staff for temporary assignments, and fulfil cross-border trade agreements. Governed by Appendix Global Business Mobility of the Immigration Rules, these five sponsored visa pathways cater to senior executives, specialist personnel, graduate trainees, service suppliers, and seconded workers. Unlike the Skilled Worker route, Global Business Mobility visas are strictly temporary arrangements that do not lead directly to UK settlement (Indefinite Leave to Remain), though holders can switch into settlement-eligible routes from within the UK subject to eligibility.

For detailed analysis of eligibility criteria and operational requirements, see our guide on the Global Business Mobility Visa: Requirements, Routes and Rules.

Key facts

What is Global Business Mobility?

Introduced in April 2022, the Global Business Mobility framework consolidated and restructured the UK's previous temporary business routes, including the Intra-Company Transfer (ICT) routes and the Sole Representative of an Overseas Business route. GBM sits within the UK points-based immigration system, providing a flexible framework for international businesses that need to deploy staff to the UK for specific, temporary commercial purposes.

The umbrella category contains five distinct sub-categories:

1. Senior or Specialist Worker Visa: Replaced the Intra-Company Transfer route. It allows overseas entities to transfer established senior managers and technical specialists to a linked UK branch, subsidiary, or parent company.
2. UK Expansion Worker Visa: Replaced the Sole Representative route for business expansion. It allows overseas companies without an active UK trading presence to send senior personnel to establish a UK footprint.
3. Graduate Trainee Visa: Replaced the Intra-Company Graduate Trainee route. It facilitates the temporary transfer of recent university graduates undertaking a structured management training programme with an overseas group company.
4. Service Supplier Visa: Replaced the contractual service supplier provisions under the previous Temporary Work - International Agreement route. It allows contractual service suppliers and independent professionals to deliver services under UK international trade agreements.
5. Secondment Worker Visa: A dedicated route for overseas businesses transferring workers to a UK entity as part of a high-value commercial contract or investment worth at least £50 million.

A core structural characteristic of the Global Business Mobility framework is that it is strictly temporary. Time spent on any GBM visa does not count towards the 5-year continuous residence requirement for Indefinite Leave to Remain (settlement). Furthermore, cumulative stay across all GBM routes is capped at either 5 years in any 6-year period or 9 years in any 10-year period (for high earners).

The Five Global Business Mobility Routes and Eligibility Requirements

Each route under the Global Business Mobility umbrella contains mandatory prerequisites set out in Appendix Global Business Mobility, Appendix Skilled Occupations, and Appendix ATAS of the Immigration Rules.

                    ┌───────────────────────────────────────────────┐
                    │    Global Business Mobility Routes (GBM)      │
                    │        (Temporary Overseas Deployments)       │
                    └───────────────────────┬───────────────────────┘
                                            │
        ┌───────────────────┬───────────────┴───────────────┬───────────────────┐
        │                   │                               │                   │
┌───────▼────────┐  ┌───────▼────────┐             ┌────────▼───────┐   ┌───────▼────────┐
│   Senior or    │  │  UK Expansion  │             │    Graduate    │   │Service Supplier│
│   Specialist   │  │     Worker     │             │    Trainee     │   │  & Secondment  │
├────────────────┤  ├────────────────┤             ├────────────────┤   ├────────────────┤
│• Linked UK co. │  │• No UK trading │             │• Linked UK co. │   │• Trade treaty  │
│• Min £48,500   │  │• Min £48,500   │             │• Min £25,410   │   │  or £50m+ deal │
│• 12m overseas  │  │• Max 2 yrs cap │             │• 3m overseas   │   │• Temporary     │
│• Up to 5/9 yrs │  │• Max 5 CoS     │             │• Structured trg│   │  contract stay │
└────────────────┘  └────────────────┘             └────────────────┘   └────────────────┘

1. Senior or Specialist Worker

The Senior or Specialist Worker route caters to multinational corporations requiring senior managers or technical experts to work in a UK-linked business.

• Sponsorship: The applicant must possess a valid Certificate of Sponsorship (CoS) issued by a UK entity holding an A-rated Senior or Specialist Worker sponsor licence.
• Corporate Link: The UK sponsor and the overseas employer must be linked by common ownership or control (e.g., parent, subsidiary, sister company, or registered joint venture).
• Skill Level: The job must be aligned with an eligible Standard Occupational Classification (SOC) code listed at RQF Level 6 (degree equivalent) or above in Table 1 or Table 2 of Appendix Skilled Occupations.
• Salary: The gross annual salary must equal or exceed £48,500 per year or 100% of the going rate for the SOC 2020 occupation code, whichever is higher (as updated in the April 2024 Immigration Rules).
• Prior Service: The applicant must have worked continuously for the overseas linked business for at least 12 months outside the UK immediately prior to the application, unless their UK gross annual salary is £73,900 or higher (the "high earner" threshold), in which case the prior employment requirement is waived.

2. UK Expansion Worker

The UK Expansion Worker route is designed for overseas entities that have not yet begun trading in the UK and wish to establish a UK branch or wholly-owned subsidiary.

• No Active UK Trading: The business must have a UK registered footprint (such as a Companies House registration or commercial lease) but must not have commenced trading in the UK. If trading has already begun, the business must apply for a standard Senior or Specialist Worker licence or a Skilled Worker licence instead.
• Authorising Officer: The overseas entity can nominate an overseas senior employee to act as the Authorising Officer (AO). If the overseas employee will also be the visa applicant, they can be granted a provisional licence with an allocation of 1 Certificate of Sponsorship to enter the UK and establish operations.
• Skill and Salary: The role must be at RQF Level 6 or above, paid at least £48,500 per year or the full going rate for the SOC code, whichever is higher.
• Prior Service: 12 months of continuous employment with the overseas business is required, unless the applicant earns £73,900 or more, or is an eligible Japanese national establishing a branch under the UK-Japan Comprehensive Economic Partnership Agreement (CEPA).
• Cap on Workers: A UK Expansion Worker licence permits a maximum allocation of 5 Certificates of Sponsorship across the business. The visa can be granted for up to 12 months at a time, up to an absolute maximum continuous stay of 2 years.

3. Graduate Trainee

The Graduate Trainee route is targeted at overseas employees on a structured graduate development programme leading to a senior management or specialist position within a corporate group.

• Sponsorship and Corporate Link: Requires a licensed UK sponsor with a verified corporate link to the overseas employer.
• Training Programme: The assignment in the UK must be part of a structured graduate training programme that includes clear progression milestones and periodic reviews.
• Skill Level: The job must fall under an eligible RQF Level 6 SOC code.
• Salary: The applicant must be paid at least £25,410 per year or 70% of the going rate for the occupation code, whichever is higher.
• Prior Service: The applicant must have been employed by the overseas group entity for a continuous period of at least 3 months immediately preceding the application date.
• Cap on Numbers: Sponsors are subject to a statutory limit of no more than 20 Graduate Trainee CoS allocations per financial year (6 April to 5 April).

4. Service Supplier

The Service Supplier route allows employees of overseas service providers or self-employed independent professionals to enter the UK to supply services covered by an eligible UK international trade agreement.

• Covered Trade Agreements: The service being delivered must fall strictly within the scope and sectoral commitments of a valid trade treaty, such as the EU-UK Trade and Cooperation Agreement (TCA), the UK-Japan CEPA, the UK-Australia Free Trade Agreement, or the WTO General Agreement on Trade in Services (GATS). Specific sector eligibility is detailed in GOV.UK: Service Supplier visa: eligible trade agreements and sectors.
• Eligible Contracts: The UK sponsor must have registered an eligible commercial contract with the Home Office, awarded through a genuine tender process, with a duration not exceeding 12 months.
• Professional Qualifications and Experience: The applicant must possess a university degree or equivalent technical qualification, alongside a minimum of 3 years of professional experience in the relevant sector (6 years for independent professionals).
• Prior Employment: Employed service suppliers must have worked for the overseas service provider for at least 12 months immediately preceding the date of application.

5. Secondment Worker

The Secondment Worker route facilitates the temporary transfer of personnel from an overseas business to a UK organisation to deliver assignments under high-value investment or commercial contracts.

• Eligible Contracts: The overseas business and the UK sponsor must have entered into a substantial commercial contract worth at least £50 million. This contract must be formally registered and approved by the Home Office before the sponsor can assign a CoS.
• Prior Employment: The applicant must have been employed by the overseas business for at least 12 months outside the UK.
• Skill Level: The role must be at RQF Level 6 or above. There is no specific general salary threshold, but remuneration must comply with the National Minimum Wage Act 1998 and UK employment legislation.
• Duration: Visas are granted for up to 12 months initially, extendable to a maximum total stay of 2 years.

Global Business Mobility vs Skilled Worker: Strategic Comparison

When an organisation needs to transfer overseas staff to the UK, the two primary immigration options are the Global Business Mobility (Senior or Specialist Worker) route and the Skilled Worker route. Deciding between them depends on whether the individual intends to settle in the UK, salary levels, English language proficiency, and corporate structuring.

┌───────────────────────────────────────┬───────────────────────────────────────┐
│     Global Business Mobility          │            Skilled Worker             │
│    (Senior/Specialist Worker)         │                                       │
├───────────────────────────────────────┼───────────────────────────────────────┤
│ • No English language requirement     │ • Mandatory English language (CEFR B1)│
│ • Direct settlement (ILR): NO         │ • Direct settlement (ILR): YES (5 yrs)│
│ • Minimum general salary: £48,500     │ • Minimum general salary: £38,700     │
│ • Requires linked overseas entity     │ • No overseas entity required         │
│ • 12m overseas service (if <£73,900)  │ • No prior service requirement        │
│ • Subject to cumulative stay caps     │ • No maximum limit on total stay      │
└───────────────────────────────────────┴───────────────────────────────────────┘

English Language Exemption vs Mandatory Testing

The most immediate practical operational distinction is the English language requirement:

• Global Business Mobility: Applicants across all five GBM routes do not need to satisfy a mandatory English language test. This provides a clear advantage when deploying key technical specialists or senior directors from non-English speaking jurisdictions on urgent temporary projects.
• Skilled Worker: Applicants must prove English language proficiency to at least level B1 on the Common European Framework of Reference for Languages (CEFR) in reading, writing, speaking, and listening, either through an approved Secure English Language Test (SELT), an eligible degree taught in English certified by Ecctis, or qualifying nationality.

Salary Thresholds

Following the major changes to the Immigration Rules in April 2024:

• GBM Senior/Specialist Worker: The baseline general salary threshold is £48,500 per year or 100% of the standard going rate for the SOC 2020 occupation code, whichever is higher. GBM does not permit salary trade-offs or "tradable points" (e.g. for holding a PhD or working in a shortage occupation).
• Skilled Worker: The baseline general salary threshold is £38,700 per year or the occupation-specific going rate (50th percentile of full-time earnings), whichever is higher. However, Skilled Worker permits lower minimum salary floors (£30,960 to £34,830) under specific tradeable points options (such as holding a relevant STEM PhD or qualifying as a "new entrant").

Settlement and Residence

• GBM Routes: GBM does not lead directly to Indefinite Leave to Remain (ILR). Time spent under GBM cannot be combined to form a 5-year qualifying period for settlement, although it can count towards the 10-year Long Residence route under Appendix Long Residence. Furthermore, holders are subject to statutory maximum cumulative stay limits (e.g. 5 years in any 6-year period for earnings below £73,900).
• Skilled Worker: The Skilled Worker route provides a direct 5-year pathway to ILR. There is no cumulative stay ceiling; an individual can hold Skilled Worker status indefinitely or apply for permanent settlement once the 5-year continuous residence requirement is met.

Prior Service Requirements

• GBM Senior/Specialist Worker: Requires at least 12 months of continuous prior employment with the overseas linked group, unless earning £73,900 or more per year.
• Skilled Worker: No prior service requirement exists. Employers can hire candidates directly from the global labour market without prior corporate affiliation.

Should We Use Global Business Mobility or a Sponsor Licence to Move Staff?

A common point of confusion among international organisations is whether to use "Global Business Mobility" or a "Sponsor Licence". In law, Global Business Mobility is not an alternative to holding a Sponsor Licence; it is a category of Sponsor Licence.

An overseas business cannot deploy staff to the UK under any GBM route without a UK sponsor licence. The real strategic decision for an employer is determining which type of sponsor licence to apply for, or whether to hold multiple licence sub-tiers simultaneously.

                        ┌──────────────────────────────────────────────┐
                        │        Corporate Immigration Objective       │
                        └──────────────────────┬───────────────────────┘
                                               │
            ┌──────────────────────────────────┴──────────────────────────────────┐
            │                                                                     │
┌───────────▼───────────────────────────┐             ┌───────────────────────────▼───────────┐
│  UK Entity Already Trading in UK?     │             │    No UK Trading Entity Yet?          │
└───────────┬───────────────────────────┘             └───────────────────────────┬───────────┘
            │                                                                     │
    ┌───────┴───────────────┐                                                     │
    │                       │                                                     │
┌───▼────────────────┐  ┌───▼────────────────┐                        ┌───────────▼───────────┐
│ Permanent Roles /  │  │ Temporary Intra-   │                        │ UK Expansion Worker   │
│ Settlement Focus   │  │ Group / No English │                        │ Sponsor Licence       │
├───┬────────────────┤  ├───┬────────────────┤                        ├───┬───────────────────┤
│   │ Skilled Worker │  │   │ GBM Senior or  │                        │   │ Send up to 5 key  │
│   │ Sponsor Licence│  │   │ Specialist CoS │                        │   │ staff to set up   │
└───┴────────────────┘  └───┴────────────────┘                        └───┴───────────────────┘

Scenario 1: Establishing a New Presence (UK Expansion Worker Licence)

If an overseas company has registered a UK entity (e.g. at Companies House) but has not yet begun trading, it cannot obtain a Skilled Worker licence or a Senior/Specialist Worker licence. It must apply for a UK Expansion Worker sponsor licence. This allows the overseas business to sponsor an initial senior manager (the Authorising Officer) to come to the UK, secure commercial premises, open bank accounts, and commence operations. Once the UK entity begins actively trading, the business can apply to add the Skilled Worker and Senior/Specialist Worker routes to its licence.

Scenario 2: Active UK Trading Entity Transferring Group Staff

If the UK entity is already actively trading, the business has two primary options:

1. Apply for a Skilled Worker Licence: Best if the business wants the option to recruit external hires, prefers lower baseline salary thresholds (£38,700 vs £48,500), or wishes to offer staff a direct path to permanent UK settlement (ILR). Candidates must pass an English language test.
2. Apply for a Global Business Mobility (Senior/Specialist Worker) Licence: Best if the overseas group frequently rotates international executives or specialists who need to start quickly without sitting English exams, or where the assignment is strictly fixed-term and will not lead to UK settlement.

Most multinational corporations choose to hold a hybrid sponsor licence encompassing both Skilled Worker and Global Business Mobility (Senior or Specialist Worker) routes on the same Sponsor Management System (SMS) account.

Sponsor Licence Application Process for Global Business Mobility

To sponsor an employee under any GBM route, the UK business must secure the appropriate licence from UK Visas and Immigration (UKVI).

┌─────────────────────────────────────────────────────────────────────────────┐
│ 1. Verify Corporate Link / Overseas Footprint                               │
│    Establish corporate linkage (GBM) or overseas operations (Expansion)     │
└──────────────────────────────────────┬──────────────────────────────────────┘
                                       │
┌──────────────────────────────────────▼──────────────────────────────────────┐
│ 2. Appoint Key Personnel & Collate Appendix A Evidence                      │
│    Appoint AO, KC, Level 1 User; assemble mandatory corporate documentation │
└──────────────────────────────────────┬──────────────────────────────────────┘
                                       │
┌──────────────────────────────────────▼──────────────────────────────────────┐
│ 3. Submit Online Application & Pay Licence Fee                              │
│    Submit application form and upload documents within 5 working days       │
└──────────────────────────────────────┬──────────────────────────────────────┘
                                       │
┌──────────────────────────────────────▼──────────────────────────────────────┐
│ 4. UKVI Compliance Review & Pre-Licence Audit                               │
│    Standard processing (up to 8 weeks) or Priority Service (10 working days)│
└──────────────────────────────────────┬──────────────────────────────────────┘
                                       │
┌──────────────────────────────────────▼──────────────────────────────────────┐
│ 5. Licence Granted & Certificate of Sponsorship (CoS) Assigned               │
│    A-rating issued; assign Defined or Undefined CoS to the applicant worker │
└─────────────────────────────────────────────────────────────────────────────┘

Step 1: Establish the Qualifying Corporate Link

For Senior/Specialist Worker and Graduate Trainee licences, the sponsor must provide documentary evidence showing common ownership or control between the UK entity and the overseas business. Qualifying relationships include:

• One entity owns more than 50% of the voting shares of the other.
• One entity has the legal power to appoint more than 50% of the board of directors of the other.
• Both entities are owned by the same ultimate parent company or individual shareholders.
• The entities are registered as a joint venture, where one party holds at least a 20% stake.

Step 2: Collate Supporting Documentation (Appendix A)

Sponsors must submit at least 4 specific corporate documents listed in Appendix A of the sponsor guidance. For standard GBM routes, these typically include:

• UK bank statements from an FCA-regulated bank.
• Proof of UK premises ownership or commercial lease agreement.
• HMRC Employer PAYE and VAT registration certificates.
• Audited financial accounts for the UK entity and overseas parent company.
• Corporate structure charts showing the percentage shareholdings and directorships linking the entities.

For a UK Expansion Worker licence, the overseas company must provide evidence of its international footprint, trading history (typically at least 3 years of overseas trading), audited accounts, and a comprehensive UK business expansion plan detailing the planned UK investment and operations.

Step 3: Appoint Key Personnel

The business must nominate individuals to key operational roles on the Sponsor Management System:

• Authorising Officer (AO): The most senior person responsible for immigration compliance and licence integrity. (For UK Expansion Worker licences, this can be an overseas employee who will then sponsor themselves on the visa).
• Key Contact: The main point of liaison with UKVI.
• Level 1 User: The individual responsible for day-to-day management of the licence and assigning Certificates of Sponsorship.

Step 4: Submit Application and Await Decision

The online application is submitted to UKVI along with the mandatory fee. Supporting documents must be uploaded via the Home Office online document portal within 5 working days of submission. Standard licence processing takes up to 8 weeks, though an expedited 10-working-day Priority Service is available for an additional fee of £500.

Step-by-Step Visa Application Process for Employees

Once the UK employer holds an active sponsor licence with the relevant GBM tier, the employee application proceeds through the following stages:

Step 1: Assigning the Certificate of Sponsorship (CoS)

The sponsor's Level 1 User accesses the SMS portal to assign a CoS to the overseas employee. The sponsor must record:

• Personal details and passport information.
• Job title and matching 4-digit SOC 2020 occupation code.
• Detailed job description and summary of duties.
• Start date, end date, and hours of work.
• Gross salary and breakdown of guaranteed allowances.
• Confirmation of whether the employer certifies maintenance (accommodation and living costs for the first month).

Step 2: Online Visa Application

The worker completes the relevant Global Business Mobility application online on GOV.UK, referencing the unique CoS number. The worker must pay:

1. The visa application fee.
2. The mandatory Immigration Health Surcharge (IHS).

Step 3: Biometrics and Identity Verification

Applicants verify their identity either by:

• Using the "UK Immigration: ID Check" smartphone application to scan their biometric passport and upload a digital facial photograph; or
• Attending an overseas Visa Application Centre (VAC) to provide physical fingerprints and facial photographs.

Step 4: Submission of Personal Supporting Evidence

The applicant must upload mandatory personal documents (detailed below), including TB certificates where applicable.

Step 5: Visa Decision and Entry

Standard processing for out-of-country GBM visas is typically 3 weeks. Priority (5 working days) and Super Priority (next working day) services are available in many locations. Once granted, the applicant receives an entry vignette sticker in their passport (valid for 90 days) or a digital immigration status (eVisa), allowing them to travel to the UK and begin employment on the CoS start date.

Required Documentation Checklist

Applications require documentation from both the sponsoring organisation and the individual applicant.

Organisational Documents (Sponsor Licence Stage)

• Corporate Proof: Certificate of Incorporation, VAT Certificate, and HMRC PAYE registration.
• Premises: Commercial lease agreement, freehold title deed, or serviced office contract.
• Financial Standing: Last 12 months of UK business bank statements and audited corporate accounts.
• Corporate Link Evidence: Share certificates, register of members, SEC filings, or joint venture agreements establishing the ownership link between overseas and UK entities.
• UK Expansion Plan (if applying under Expansion route): Detailed business plan, financial projections, corporate pitch decks, and commercial contracts demonstrating expansion plans.

Individual Applicant Documents (Visa Stage)

• Valid Passport: With at least one blank page for visa vignette issuance.
• Certificate of Sponsorship: The unique alphanumeric CoS reference issued by the UK sponsor.
• Proof of Overseas Employment:
  • Senior/Specialist Worker (<£73,900): 12 months of consecutive payslips, corresponding bank statements showing salary credits, and an overseas employer letter confirming job title, start date, and role description.
  • Graduate Trainee: 3 months of payslips and a copy of the formal graduate training programme agreement.
  • Service Supplier / Secondment: Proof of 12 months employment with the service supplier or overseas company.
• Tuberculosis (TB) Test Certificate: Required if the applicant has resided in a listed country for more than 6 months immediately preceding the application.
• Financial Maintenance: Bank statements showing at least £1,270 in personal savings held for at least 28 consecutive days, unless the UK sponsor has certified maintenance on the CoS ("A-rating certified maintenance").
• Academic / Professional Credentials: Degree certificates or professional memberships (mandatory for Service Supplier; Ecctis comparability where applicable).

Costs, Fees, and Processing Timelines

Employing staff under the Global Business Mobility route involves costs for both the sponsor and the worker.

Summary of Government Fees

(All fees reflect current published rates on GOV.UK: Visa fees and GOV.UK: UK visa sponsorship for employers.)

Understanding the Immigration Skills Charge (ISC)

The Immigration Skills Charge applies to sponsors assigning a CoS on the Senior or Specialist Worker and UK Expansion Worker routes.

• Rates: Small or charitable sponsors pay £364 for the first 12 months plus £182 for each additional 6 months. Medium or large sponsors pay £1,000 for the first 12 months plus £500 for each additional 6 months.
• EU Exemption: Under the UK-EU Trade and Cooperation Agreement, sponsors are exempt from the Immigration Skills Charge if:
  1. The worker is an EU national (or Latvian non-citizen);
  2. The worker is assigned from an EU-based business to a UK-linked business; and
  3. The duration of the assignment stated on the CoS is 36 months or less.
• Route Exemptions: The ISC is not payable on Graduate Trainee, Service Supplier, or Secondment Worker visas.

Processing Timelines

• Sponsor Licence: Standard processing takes approximately 8 weeks. Priority processing takes 10 working days.
• Visa Applications (Entry Clearance from overseas): Standard processing is 3 weeks from biometric appointment or digital app submission.
• Visa Applications (In-country switching/extension): Standard processing is 8 weeks.
• Expedited Visa Services: Priority service provides a decision within 5 working days; Super Priority provides a decision by the end of the next working day.

Common Refusal Reasons and How to Avoid Them

Home Office caseworkers assess GBM applications against strict compliance criteria. Common refusal grounds include:

1. Ineligible SOC Code or Inaccurate Skill Level Matching

• The Issue: UKVI will refuse an application if it considers that the job does not meet RQF Level 6 (degree equivalent), or if the assigned SOC code does not reflect the actual job duties.
• How to Avoid: Avoid generic job descriptions. Align day-to-day responsibilities directly with the indicative job tasks in the ONS SOC 2020 occupational coding index. Ensure the role genuinely requires degree-level skills.

2. Failure to Meet the Salary Threshold

• The Issue: Sponsoring an employee below the baseline threshold (£48,500 for Senior/Specialist and Expansion; £25,410 for Graduate Trainee) or below the 100% / 70% going rate for the SOC code.
• How to Avoid: Check the updated salary tables in Appendix Skilled Occupations. If standard working hours exceed 37.5 hours per week, pro-rate the going rate upwards to ensure compliance. Guaranteed allowances may only be included if they are clearly contractual and paid directly into the employee's bank account.

3. Insufficient Evidence of Overseas Employment

• The Issue: Failing to prove 12 continuous months of employment with the overseas group entity immediately preceding the application date (or 3 months for Graduate Trainees).
• How to Avoid: Submit 12 consecutive months of payslips alongside matching bank statements clearly showing the salary credits from the overseas employing entity. If there are gaps in payroll due to statutory parental leave or sick leave, provide explanatory HR letters and medical evidence.

4. Breaching Cumulative Maximum Stay Caps

• The Issue: Applying for a visa that would cause the worker to exceed the maximum permitted time on GBM/ICT routes (5 years in any 6-year period, or 9 years in 10 for high earners).
• How to Avoid: Audit the applicant’s full immigration history. Calculate all previous periods of UK leave held under Tier 2 (Intra-Company Transfer) and any Global Business Mobility routes. Any time spent in the UK under these routes during the preceding 6-year rolling window counts towards the 5-year cap.

5. Genuine Vacancy and Corporate Link Challenges

• The Issue: UKVI assesses whether the overseas and UK entities share genuine common ownership, and whether the UK assignment represents a genuine business requirement rather than a role created solely to facilitate UK entry.
• How to Avoid: Provide clear corporate group structure charts supported by official company registry extracts. Document the specific project requirements, reporting lines, and commercial necessity of the temporary transfer.

What to Do If Things Go Wrong

If an employer's licence application or a worker's visa application is refused, several remedies are available depending on the nature of the decision.

1. Sponsor Licence Refusals

If UKVI refuses a Sponsor Licence application, there is no statutory right of appeal or administrative review.

• Pre-submission Errors: If the refusal was caused by an administrative error by UKVI caseworkers (e.g. overlooking an uploaded document), the business can submit an Error Correction Request within 14 calendar days.
• Cooling-off Period: If refused for failing to meet eligibility requirements or providing false information, the business may be subject to a statutory cooling-off period of 6 to 12 months before it can reapply. Ensure all underlying deficiencies are remedied before submitting a fresh application.

2. Visa Refusals: Administrative Review

GBM visa refusals do not carry a full right of immigration appeal to the First-tier Tribunal (unless a human rights claim was formally made). Instead, applicants can apply for an Administrative Review:

• Out-of-country applications: Must be submitted within 28 calendar days of receiving the refusal notice.
• In-country applications: Must be submitted within 14 calendar days (or 7 days if detained).
• Scope: Administrative Review is restricted to identifying "case working errors" (e.g. miscalculating the applicant's salary, failing to review valid documents submitted with the application, or misapplying Appendix Global Business Mobility rules). Fresh evidence is generally inadmissible unless it proves a caseworker error.

3. Switching into the Skilled Worker Route

Because Global Business Mobility does not lead directly to settlement, many overseas workers decide to switch into the Skilled Worker route from within the UK:

• Eligibility to Switch: An individual holding valid permission under any GBM route can apply to switch into the Skilled Worker route without leaving the UK, provided they have a valid CoS from a licensed Skilled Worker sponsor.
• Resetting the Settlement Clock: Switching into Skilled Worker begins the worker's 5-year continuous residence clock towards Indefinite Leave to Remain. Time previously spent on the GBM route does not count towards this 5-year period.
• Salary and English Requirements: The applicant must meet the full Skilled Worker requirements, including passing a CEFR B1 English test and meeting the Skilled Worker salary thresholds (£38,700 or the SOC going rate, unless eligible for tradeable points).

4. Licence Compliance, Downgrading, and Curtailment

If an employer fails to meet its sponsorship obligations (such as failing to report an unapproved absence, failing to maintain right-to-work records, or paying less than the CoS salary):

• UKVI may downgrade the licence to a B-rating and impose an action plan (costing £1,476), or suspend/revoke the licence.
• If a sponsor licence is revoked, all sponsored workers have their permission curtailed to 60 calendar days (or the remaining duration of their leave, whichever is shorter). During this time, the worker must find a new licensed sponsor, switch visa routes, or depart the UK.

Frequently asked questions

What is Global Business Mobility?

Global Business Mobility is an umbrella category of five temporary UK work routes introduced in April 2022 to allow overseas businesses to deploy staff to the UK for intra-corporate assignments, expansion, or contract delivery. It includes the Senior or Specialist Worker, UK Expansion Worker, Graduate Trainee, Service Supplier, and Secondment Worker routes. None of these routes lead directly to permanent UK settlement (ILR).

Can Global Business Mobility lead to permanent settlement (ILR) in the UK?

No, time spent on any Global Business Mobility visa does not count towards the 5-year continuous residence requirement for Indefinite Leave to Remain. However, a GBM visa holder can switch into the Skilled Worker route from within the UK, starting a new 5-year qualifying period for settlement. Alternatively, time spent under GBM can count towards the 10-year Long Residence route.

Should an employer apply for a Skilled Worker licence or a Global Business Mobility licence?

If the employer is an actively trading UK entity that wishes to hire staff permanently, offer a path to UK settlement, or recruit external candidates, a Skilled Worker licence is generally the best choice. If the employer needs to rotate existing overseas group personnel quickly without requiring English language tests, a GBM licence is ideal. Many employers maintain a hybrid licence covering both routes.

Is there an English language requirement for Senior or Specialist Workers?

No, there is no mandatory English language requirement for any of the five Global Business Mobility routes. Applicants are not required to pass a Secure English Language Test (SELT) or obtain an Ecctis degree verification to qualify.

Can family members (dependants) accompany the worker under GBM routes?

Yes, eligible partners (spouses, civil partners, or unmarried partners living together for at least 2 years) and dependent children under the age of 18 can apply to accompany or join the main visa holder in the UK. Dependants receive full work and study rights in the UK, subject to standard professional exclusions (such as working as a professional sportsperson).

How long can an employee remain in the UK under the Global Business Mobility routes?

For most GBM routes, the maximum cumulative stay is capped at 5 years in any 6-year rolling period. For high earners earning £73,900 or more per year on the Senior or Specialist Worker route, the cap extends to 9 years in any 10-year period. UK Expansion Workers and Secondment Workers are subject to a shorter total cap of 2 years, while Graduate Trainees are limited to 1 year.

What is the minimum salary requirement for a Senior or Specialist Worker?

Following the April 2024 changes to the Immigration Rules, the minimum general salary threshold for a Senior or Specialist Worker is £48,500 per year or 100% of the going rate for the relevant SOC 2020 occupation code, whichever is higher. High earners earning at least £73,900 are exempt from the 12-month prior overseas employment requirement.

Sources

• GOV.UK: Senior or Specialist Worker visa (Accessed April 2024)
• GOV.UK: UK Expansion Worker visa (Accessed April 2024)
• GOV.UK: Graduate Trainee visa (Accessed April 2024)
• GOV.UK: Service Supplier visa: eligible trade agreements and sectors (Updated April 2024)
• GOV.UK: Secondment Worker visa (Accessed April 2024)
• Immigration Rules: Appendix Global Business Mobility routes (Updated April 2024)
• Immigration Rules: Appendix Skilled Occupations (Updated April 2024)
• GOV.UK: Workers and Temporary Workers: guidance for sponsors part 2: sponsor a worker (Updated April 2024)
• GOV.UK: UK visa sponsorship for employers: Immigration skills charge (Updated April 2024)
• GOV.UK: Visa fees (Updated April 2024)

Reviewed by Wesbridge Associates editorial team on 8 September 2026. We check our published guidance against GOV.UK and current Home Office rules.