Professional immigration advice for overseas businesses sending a senior manager or specialist employee to establish a UK branch or subsidiary. This route needs careful planning because it is temporary, sponsor-led and not a direct settlement route.
Review whether the overseas business, UK expansion plan, sponsorship position, salary and family documents are ready before the case is prepared.
The UK Expansion Worker Visa is part of the Global Business Mobility framework. It is designed for an overseas business that needs to send a senior manager or specialist employee to the UK to establish a branch or subsidiary before the UK business has started trading.
This route is suitable where the overseas business already operates outside the UK and the proposed UK assignment is connected to genuine expansion activity. It is not a general work visa, not a start-up visa for a new personal business idea, and not the same as the former sole representative route.
At Access Global Immigration Visa Experts, we help overseas companies and key employees assess whether this route is the correct structure, whether the sponsorship position is strong, and whether a different UK route may be more suitable for long-term plans.
The applicant must have valid sponsorship, a suitable role at the required skill level, and salary at the required level. The role must be genuine and must not be created mainly to support an immigration application.
The applicant must usually have worked for the overseas business or linked sponsor group outside the UK for at least 12 months. There are limited exceptions, including high earners paid at least £73,900 and certain expansion assignments connected with specified trade arrangements for Japanese nationals, Australian nationals or Australian permanent residents.
The applicant must also meet suitability requirements, financial requirements where applicable, and any tuberculosis testing or ATAS-related requirements that apply to their circumstances.
A valid Certificate of Sponsorship is central to the application. It must identify the applicant, the sponsored UK role, the salary and allowances, the start date, and whether any specialist clearance requirement applies.
The sponsor must be authorised for the UK Expansion Worker route. In most cases the sponsor must hold an appropriate rating. Where the UK expansion sponsor has a provisional rating, the route is normally limited to the nominated authorising officer who is being sponsored to help establish the UK presence.
This is one of the most sensitive parts of the route. A weak sponsor structure, unclear overseas group connection, poor UK expansion evidence or incorrect role description can create refusal risk.
The role must normally be paid at least £52,500 per year or the full going rate for the relevant occupation code, whichever is higher. Salary assessment is not just about the headline figure; the occupation code, weekly hours and permitted allowances also matter.
Only certain guaranteed pay and allowances can be counted. Some payments, benefits, bonuses, in-kind benefits and immigration cost reimbursements are not counted in the same way. Accommodation allowances are capped when calculating salary for this route.
Before the Certificate of Sponsorship is assigned, the salary and occupation code should be reviewed together so that the sponsored role is presented consistently and accurately.
The initial grant is normally the shorter of 12 months after the job start date on the sponsorship record or the time stated on the sponsorship record plus 14 days. The route can usually be extended by a further 12 months if the requirements continue to be met.
The maximum stay on the UK Expansion Worker route is 2 years. Time spent on this and other Global Business Mobility or Intra-company routes can also affect the overall maximum period allowed in the UK, which is generally 5 years in any 6-year period for the relevant grouped routes.
Because this route is temporary and does not directly lead to settlement, applicants and employers should consider future route strategy before relying on it for a long-term UK plan.
The exact evidence depends on the sponsor structure, overseas group relationship, job role, salary package, UK expansion plan, personal circumstances and whether dependants are applying. A strong application usually presents the sponsorship, role and business expansion position clearly, rather than simply uploading a long list of documents.
Typical evidence areas include the sponsorship record, passport and identity evidence, job title and salary details, occupation code, overseas employment history where required, financial evidence where required, family relationship evidence for dependants, and specialist documents such as TB or ATAS evidence where relevant.
Access Global Immigration Visa Experts can review the evidence before submission, identify gaps or inconsistencies, and help present a clear application position that supports the route requirements.
We can review the sponsor record, job details, salary, overseas employment evidence, funds and dependant documents before the case is prepared.
The current visa application fee is £340 per applicant. The Immigration Health Surcharge is usually £1,035 per year and is payable separately unless a specific exemption applies.
The main applicant normally needs £1,270 in available maintenance funds unless they qualify for an exemption or their sponsor certifies maintenance. Where dependants need to show maintenance, the standard amounts are £285 for a partner, £315 for the first child and £200 for each additional child.
Other possible costs may include priority services, translation, tuberculosis testing where required, professional advice and document-preparation support.
A partner and dependent children may be able to apply as dependants where they meet the relationship, age, care and financial requirements. Their permission will usually be linked to the main applicant’s permission.
Dependant applications need to be prepared carefully where the family is applying from different locations, where a child has turned 18 during a previous stay, where the relationship evidence is limited, or where the family is planning a later route switch.
Dependants may normally work and study, subject to route conditions and any restrictions that apply to their own permission.
An extension may be possible if the applicant is still working for the same sponsor, in the same job and occupation code, and has not reached the maximum stay limit. The applicant must be in the UK to extend and should plan the application before permission expires.
A visa update may be needed if the job changes to a different occupation code while the applicant remains with the same sponsor. Dependants do not automatically extend or update just because the main applicant does; their position should be checked separately.
Access Global can help review timing, sponsorship evidence, salary, job changes and dependant applications before an extension or update is prepared.
The UK Expansion Worker route does not directly lead to indefinite leave to remain. This is a key planning point for businesses and applicants who intend to build a longer-term UK presence.
Where settlement is important, the person may need to consider a later switch to a route that can lead to settlement, such as Skilled Worker, if the sponsor, role, salary and eligibility requirements support that strategy.
Long-term planning should start early because timing, sponsor licence structure, role evidence and family applications can all affect the route available later.
We help overseas businesses and key employees review the correct route, sponsorship position, expansion purpose, salary, occupation code, overseas work history, dependants and long-term UK planning before the application is prepared.
We can assess the business expansion structure, sponsorship record, salary and occupation-code fit, overseas employment evidence, dependants and future route strategy before the application is submitted.
It is used when an overseas business needs to send a senior manager or specialist employee to the UK to establish a UK branch or subsidiary before the UK business has started trading.
No. It is a Global Business Mobility route for temporary expansion assignments. It replaced the earlier sole representative provisions for new applicants but has different rules and does not directly lead to settlement.
Usually no. If the UK business is already trading, a different route may be more suitable. The facts should be checked before sponsorship is assigned.
The role must normally pay at least £52,500 per year or the full going rate for the occupation code, whichever is higher.
Most applicants need at least 12 months of employment with the overseas business or sponsor group outside the UK. Limited exceptions include high earners paid at least £73,900 and certain trade-agreement expansion cases.
A partner and dependent children may apply where they meet the relationship and financial requirements. Their permission is usually linked to the main applicant’s permission.
The initial grant is usually up to 12 months. It can normally be extended once, up to a maximum of 2 years on this route.
No. It is not a direct settlement route. Applicants wanting long-term UK residence should plan whether a later switch to another route may be possible.
Switching may be possible from some visa categories, but not from all. The applicant must meet the route requirements and should check eligibility before relying on an in-country strategy.
Standard decisions are usually around 3 weeks for applications from outside the UK and around 8 weeks for applications from inside the UK, although complex cases can take longer.
These related pages support employers managing sponsor duties, compliance risk, licence applications, refusal issues and revocation risks.
Practical support for sponsor duties, reporting, records and Home Office compliance risk.
Understand refusal-letter review, error correction, cooling-off and reapplication strategy.
Review refusal reasons and plan a stronger response or fresh application strategy.
Speak to Access Global Immigration Visa Experts for advice on sponsorship, salary, occupation code, UK expansion evidence, dependants, extension and long-term route planning.
