No. Skilled Worker is usually used for UK employment with a sponsoring UK employer and can lead to settlement. Secondment Worker is a temporary Global Business Mobility route and does not directly lead to settlement.

Current route rules usually require at least 6 months of overseas work for the overseas business before applying, unless an extension exception applies for the same sponsor.

There is no separate English language points requirement for this route. The key focus is sponsorship, eligible occupation, genuine secondment and financial eligibility.

There is no separate salary-threshold points requirement, but the sponsor must record pay details and the role must comply with relevant employment rules.

Initial permission is normally up to 12 months or the CoS period plus 14 days, whichever is shorter. The maximum stay on this route is 2 years.

A partner and dependent children can apply where they meet the relationship, age, care and financial requirements. Their permission is normally linked to the main applicant.

An extension may be possible if the applicant continues working for the same sponsor on the same qualifying contract and has not reached the maximum stay limit.

No. This route does not directly lead to indefinite leave to remain. Long-term UK plans should be reviewed early, especially if settlement is important.

A visa update may be needed if the occupation code changes or the role no longer matches the sponsored assignment. The position should be reviewed before any role change is implemented.