Professional UK immigration advice for senior managers and specialist employees being assigned to a UK branch or linked UK business under the Global Business Mobility route.
Review whether the sponsor, overseas employment, salary, occupation code and family position are strong enough before submission.
The Senior or Specialist Worker Visa is for existing employees of an overseas business who are being assigned to work temporarily for a UK branch or linked UK company. It is used where the role requires a senior manager or specialist employee and the UK role is linked to the overseas employer group.
This route replaced the older Intra-company Transfer route and now sits within the Global Business Mobility framework. It can be useful for multinational groups transferring experienced staff to the UK, but it is not designed as a general recruitment route and it does not directly lead to settlement.
A strong application depends on more than having a job offer. The sponsor relationship, Certificate of Sponsorship, occupation code, salary, overseas work history, maximum stay position and dependant evidence all need to fit the route before the application is submitted.
The route remains open for eligible intra-company assignments where the applicant is sponsored by a licensed UK sponsor linked to the overseas employer group. The minimum salary position is currently at least £48,500 per year or the occupation going rate, whichever is higher.
Applicants paid below £73,900 normally need to show at least 12 months of work for the sponsor group outside the UK. Applicants paid £73,900 or more are treated as high earners for this purpose and do not have the same 12-month overseas work requirement.
The route remains a temporary work route. It can be extended within the maximum stay rules, but it is not a direct ILR route. Applicants who want a longer-term UK future should consider route planning early, especially where a switch to a settlement route may be possible.
An applicant must be an existing employee of a sponsor group and must be assigned to an eligible role in the UK. The UK sponsor must hold the correct sponsor licence and issue a valid Certificate of Sponsorship for the role.
The job must appear on the eligible occupation list for this route. The occupation code must match the real duties of the UK role, not simply the preferred job title. A mismatch between duties, salary and occupation code can create avoidable risk.
The applicant must normally have worked for the sponsor group outside the UK for at least 12 months if they are paid below the high-earner threshold. Where the applicant is paid at least £73,900, the overseas work requirement is treated differently, but the sponsorship, salary and genuineness requirements still matter.
The core salary requirement is currently at least £48,500 per year or the going rate for the occupation code, whichever is higher. The going rate can vary significantly between occupations, so the salary cannot be checked properly without identifying the correct role code.
Salary should be assessed against the sponsored working hours and the duties described in the Certificate of Sponsorship. Where the role description is too generic, too broad or inconsistent with the salary, the application may attract further questions.
Some occupation codes previously linked to older intra-company routes are subject to transitional treatment. Applicants extending in the same legacy role should check carefully whether they are relying on a transitional position or applying under the current eligible role rules.
The strongest applications use a focused evidence bundle that confirms the sponsor relationship, the applicant’s role, the overseas work history where required, salary position, occupation code, identity, finances and any dependant relationship evidence.
We keep the document review practical and high-level at the first stage because the exact evidence depends on the sponsor group structure, salary level, occupation code, country of residence, dependant position and whether the applicant is applying from inside or outside the UK. A professional review can help identify missing or inconsistent evidence before the case is submitted.
A focused document check can help identify weak points in sponsorship, salary, occupation code, funds or dependant evidence before the application is prepared.
A partner and dependent children can apply where they meet the family relationship and financial requirements. Their permission will usually be linked to the main applicant’s permission and may end on the same date.
Family applications should not be treated as an afterthought. Relationship evidence, child dependency, financial evidence and timing can all affect the overall strength of the family application, especially where family members apply separately or from different countries.
The route can usually be extended from inside the UK where the applicant remains in the same sponsored role, under the same occupation code, with the same sponsoring employer, and has not exceeded the maximum total stay limit.
The maximum total stay is normally 5 years in any 6-year period where the applicant is paid below £73,900, or 9 years in any 10-year period where the applicant is paid £73,900 or more. Time spent on certain Global Business Mobility and older intra-company routes counts towards the maximum stay calculation.
An extension should be planned before the current permission expires. The salary, occupation code, CoS dates and cumulative stay calculation should be checked carefully before a new application is submitted.
The Senior or Specialist Worker route does not directly lead to indefinite leave to remain. This is one of the most important points for applicants and employers to understand before choosing this route.
Where a long-term UK plan is important, early strategy is essential. Some applicants may later consider a switch to another route that can lead to settlement, such as Skilled Worker, if the employer, role, salary and sponsorship position support that option.
Access Global Immigration Visa Experts can review whether the current assignment is only a temporary UK transfer or whether a longer-term immigration strategy should be considered before the applicant and family commit to the move.
We help applicants and employers understand whether this is the right route, whether the sponsor and overseas group relationship is clear, whether salary and occupation-code evidence are strong, and whether the application should be planned alongside dependant, extension or long-term settlement strategy.
We can assess sponsorship, salary, occupation code, overseas employment history, dependants and future route strategy before the application is submitted.
It is used for temporary UK assignments where a senior manager or specialist employee is transferred from an overseas business to a linked UK branch or group company.
It replaced the older Intra-company Transfer route and now sits within the Global Business Mobility framework.
The salary must normally be at least £48,500 per year or the occupation going rate, whichever is higher.
If you are paid below £73,900, you normally need at least 12 months of work with the sponsor group outside the UK. If you are paid £73,900 or more, this overseas work requirement is treated differently.
A partner and dependent children can apply where they meet the relationship and financial requirements.
Yes, if you remain eligible, stay with the same sponsor in the same role and have not reached the maximum stay limit.
No. It is not a direct route to indefinite leave to remain. Applicants who want settlement should consider their wider route strategy early.
A switch may be possible where the employer, role, salary and sponsorship position meet the rules for a route that allows switching. The facts should be reviewed before relying on this strategy.
The visa is linked to the sponsored role. Additional work is restricted, and any job change or wider work plan should be reviewed before action is taken.
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.
Compare short-term UK work options where the Creative Worker route is not suitable.
Useful for creative organisations planning to sponsor overseas performers or production talent.
Consider a longer-term sponsored work route where the role is not purely temporary.
Explore a non-sponsored route for established leaders or promising talent in eligible fields.
Understand how the immigration health surcharge affects total visa costs.
Review partner and child dependant planning for temporary work routes.
Speak to Access Global Immigration Visa Experts for advice on sponsorship, salary, occupation code, evidence, dependants, extension and long-term route planning.
