The Global Business Mobility Visa is a relatively new visa category introduced by the UK government to facilitate the movement of skilled workers, executives, and key personnel between multinational companies with operations in the UK. It is designed to support businesses that need to bring their employees to the UK for specific projects, to expand their operations, or to establish a new presence in the country. The visa is divided into several routes, each tailored to different business needs, including the Senior or Specialist Worker route, Graduate Trainee route, UK Expansion Worker route, Service Supplier route, and Secondment Worker route.

The Senior or Specialist Worker route is for senior managers or specialists employed by a business that is already operating in the UK. To apply, the employee must have worked for the company outside the UK for at least 12 months unless they earn over £73,900 annually. The Graduate Trainee route is aimed at workers on a graduate training course leading to a senior management or specialist role. Applicants must be recent graduates and have been employed by the company outside the UK for at least three months.

The UK Expansion Worker route is designed for businesses that are not yet trading in the UK but wish to send a senior employee to establish a presence. This visa allows for the temporary transfer of key personnel to set up a new branch or subsidiary. The Service Supplier route is for employees of a business that provides a service under a contract between their employer and a UK-based organisation. Finally, the Secondment Worker route is for workers being seconded to the UK as part of a high-value contract or investment by their employer overseas.

To apply for any of these routes, the business must be a licensed sponsor, and the applicant must have a valid Certificate of Sponsorship (CoS) from their employer. Each route has specific requirements regarding salary, skills, and length of employment with the company. The Global Business Mobility Visa allows businesses to bring key personnel to the UK for a specified period, usually between one and five years, depending on the route. This visa is particularly beneficial for multinational companies looking to transfer employees to the UK to manage or support their operations without the need for a permanent relocation.

Obtaining a Sponsor Licence is a crucial step for UK businesses that wish to employ foreign workers under the Skilled Worker Visa or other sponsored work visas. The process of obtaining a Sponsor Licence is designed to ensure that businesses meet the necessary legal requirements and are capable of complying with their duties as sponsors. The first step in obtaining a Sponsor Licence is for the business to complete an online application form through the UK government’s official website. As part of the application process, the business must provide detailed information about its operations, including the nature of the business, the number of employees, and the reasons for needing to sponsor foreign workers.

The business must also provide supporting documents to demonstrate that it is a genuine organisation operating lawfully in the UK. These documents may include proof of registration with HMRC, financial records, evidence of operating premises, and details of any relevant industry accreditations. The specific documents required can vary depending on the nature of the business and the type of licence being applied for.

In addition to providing documentation, the business must appoint key personnel within the organisation to manage the sponsorship process. These roles include the authorising officer, who is responsible for the overall management of the Sponsor Licence; the key contact, who acts as the main point of contact with the UK Visas and Immigration (UKVI); and the level 1 user, who is responsible for day-to-day management of the sponsorship process. It is essential that these individuals are trustworthy, reliable, and fully aware of their responsibilities, as the business can be penalised if they fail to meet their obligations.

Once the application is submitted and the fee is paid, the UKVI will review the application and may conduct a compliance visit to the business premises. This visit is to ensure that the business is capable of meeting its sponsorship duties, such as maintaining accurate records of sponsored workers and ensuring that they comply with the conditions of their visas. If the application is successful, the business will be granted a Sponsor Licence, which is valid for four years. The licence allows the business to assign Certificates of Sponsorship (CoS) to prospective employees, enabling them to apply for a work visa.

It is important to note that holding a Sponsor Licence comes with ongoing responsibilities. The business must continue to meet its sponsorship duties, including reporting any changes in circumstances, such as a change of address or a sponsored worker leaving their role. Failure to comply with these duties can result in the Sponsor Licence being suspended or revoked, which could severely impact the business’s ability to employ foreign workers.

Extending a Skilled Worker Visa in the UK involves a structured process that must be followed carefully to ensure that the visa holder remains legally in the country. The first step in the extension process is for the visa holder to confirm that they continue to meet the eligibility criteria for the Skilled Worker Visa. This includes having a valid job offer from a UK employer who holds a Sponsor Licence. The job must still meet the required skill level, typically at RQF level 3 or above, and the minimum salary threshold, which is generally set at £26,200 per year or the “going rate” for the specific job, whichever is higher.

Once the visa holder has confirmed that they meet these criteria, they can begin the extension application process. The application can be submitted online through the UK government’s official website. It is crucial that the application is submitted before the current visa expires, as failing to do so could result in the visa holder losing their legal status in the UK and potentially being required to leave the country.

As part of the application process, the visa holder will need to provide several supporting documents. These typically include a valid Certificate of Sponsorship (CoS) from their employer, proof of employment, and evidence that the job continues to meet the salary and skill level requirements. The visa holder may also need to provide biometric information, such as fingerprints and a photograph, which can be done at a designated biometric enrolment centre.

In some cases, the visa holder may be required to attend an interview as part of the extension process. The purpose of the interview is to confirm the details of the application and ensure that the visa holder meets all the necessary requirements. The interview is usually conducted by a UK Visas and Immigration (UKVI) officer, either in person or via video call.

Once the application and supporting documents have been submitted, the UKVI will review the application and make a decision. The decision process can take several weeks, depending on the complexity of the case and the volume of applications being processed. If the application is successful, the visa holder will be granted an extension of their Skilled Worker Visa, usually for up to five years. This extension allows the visa holder to continue working for their sponsoring employer in the UK.

It is important to note that the visa holder must continue to meet all the conditions of their visa during the extended period. This includes working in the job specified in their Certificate of Sponsorship and earning the required salary. Failure to comply with these conditions could result in the visa being revoked. After holding a Skilled Worker Visa for a continuous period, usually five years, the visa holder may be eligible to apply for Indefinite Leave to Remain (ILR), which would allow them to live and work in the UK without any time restrictions.

Yes, Skilled Worker Visa holders have the ability to bring family members to the UK, allowing them to live together while the main visa holder works in the country. The family members who can be brought to the UK under this visa category include the visa holder’s spouse or partner, and children under the age of 18. This provision is particularly beneficial for those who wish to maintain family unity while pursuing their professional careers in the UK.

To bring family members to the UK, the main visa holder’s dependants must apply for a Dependant Visa. The application process for a Dependant Visa is similar to that of the main visa holder, but there are additional requirements that must be met. Firstly, the relationship between the main visa holder and the dependant must be proven. This can be done by providing evidence such as a marriage certificate for a spouse or birth certificates for children. In the case of an unmarried partner, evidence of cohabitation for at least two years may be required.

In addition to proving the relationship, the main visa holder must demonstrate that they have sufficient financial resources to support their dependants while they are in the UK. This is known as the maintenance requirement. The amount of money required varies depending on the number of dependants, but generally, the visa holder must show that they have at least £285 for a partner, £315 for the first child, and £200 for each additional child. The maintenance requirement can sometimes be met by the sponsoring employer, who may agree to cover these costs.

Once the application is submitted, the dependants must provide biometric information, such as fingerprints and a photograph, at a designated biometric enrolment centre. They may also need to attend an interview as part of the application process. The processing time for a Dependant Visa can vary, but it typically takes several weeks.

If the Dependant Visa is granted, the family members will be allowed to live in the UK for the same duration as the main visa holder. During their stay in the UK, dependant visa holders have the right to work or study, although they may not have access to public funds. It is important to note that dependants must continue to meet the conditions of their visa, such as living with the main visa holder and not engaging in any prohibited activities.

The ability to bring family members to the UK is one of the key benefits of the Skilled Worker Visa, as it allows the main visa holder to pursue their career without being separated from their loved ones. After a continuous period of residence in the UK, typically five years, both the main visa holder and their dependants may be eligible to apply for Indefinite Leave to Remain (ILR), which would allow them to live in the UK without any time restrictions.

The Innovator Founder Visa is a visa category specifically designed for experienced entrepreneurs who wish to establish an innovative business in the UK. Introduced as an evolution of the former Innovator Visa, this visa category focuses on the innovation, viability, and scalability of the business idea rather than requiring a minimum investment amount, as was the case with its predecessor. The Innovator Founder Visa is aimed at those who have a business idea that is not only original but also has the potential to contribute significantly to the UK economy.

One of the key benefits of the Innovator Founder Visa is that it does not require a minimum investment amount. This makes it more accessible to entrepreneurs who may have a highly innovative idea but do not have access to substantial financial resources. Instead of focusing on the amount of money invested, the visa application process is centred around the quality of the business idea. To be eligible for this visa, the applicant’s business idea must be endorsed by a Home Office-approved endorsing body. These endorsing bodies are organisations that have been recognised for their ability to identify and support innovative businesses.

The Innovator Founder Visa allows the holder to stay in the UK for up to three years, with the possibility of extension. During this time, the visa holder is expected to establish and grow their business in the UK. The visa holder can work full-time on their business, and unlike some other visa categories, they are not restricted to working only within their specific business sector. This flexibility is particularly beneficial for entrepreneurs who may need to pivot their business model or explore new opportunities as they develop their business.

Another significant benefit of the Innovator Founder Visa is the potential for settlement in the UK. After three years, the visa holder may be eligible to apply for Indefinite Leave to Remain (ILR), provided they meet certain criteria. These criteria typically include demonstrating that the business is active, trading, and sustainable, and that it has made a positive impact on the UK economy. For example, the business may need to show that it has created jobs for UK residents or that it has generated a certain level of income.

The Innovator Founder Visa is ideal for entrepreneurs who have a unique business idea that can contribute to the UK economy. It offers the opportunity to establish a business in one of the world’s leading economies, with the potential for long-term residency and business growth. The visa is particularly suited to those who have a strong business plan and the skills and experience to execute it. For entrepreneurs who are looking to make a significant impact in their industry, the Innovator Founder Visa provides a valuable pathway to success in the UK.

Supporting an employee’s Skilled Worker Visa application is a critical responsibility for UK businesses that wish to hire foreign workers. To do so effectively, the business must first ensure that it holds a valid Sponsor Licence issued by the UK Visas and Immigration (UKVI). This licence is essential as it authorises the business to sponsor foreign workers and issue Certificates of Sponsorship (CoS), which are required for the visa application process.

Once the business has a Sponsor Licence, the next step is to issue a Certificate of Sponsorship (CoS) to the employee. The CoS is an electronic document that contains detailed information about the job role, including the job title, duties, salary, and duration of employment. The CoS also includes a unique reference number that the employee must use in their Skilled Worker Visa application. It is crucial that the information provided in the CoS is accurate and meets the Home Office requirements, as any discrepancies could lead to the visa application being refused.

The business must also ensure that the job being offered to the employee meets the minimum skill and salary thresholds set by the Home Office. The job must be at RQF level 3 or above, which is equivalent to A-levels, and the salary must be at least £26,200 per year or the “going rate” for the specific job, whichever is higher. These thresholds are in place to ensure that the job is skilled and that the employee is paid a fair wage. The business should also verify that the employee meets the English language requirements for the Skilled Worker Visa, which can be proven through an approved English language test or other qualifying criteria.

In addition to providing the CoS, the business may need to offer further support to the employee during the visa application process. This could include assisting the employee with gathering the necessary documentation, such as proof of qualifications and previous employment, and providing guidance on how to complete the online visa application form. The business should also communicate regularly with the employee to ensure that they are aware of the application timelines and any additional requirements that may arise.

It is important to note that the business has ongoing responsibilities as a sponsor. Once the visa is granted, the business must ensure that the employee complies with the conditions of their visa, such as working in the job specified in the CoS and earning the required salary. The business must also keep accurate records of the employee’s work status and report any changes in circumstances, such as a change of job role or salary, to the UKVI. Failure to meet these responsibilities could result in the Sponsor Licence being suspended or revoked, which would prevent the business from sponsoring foreign workers in the future.

Supporting an employee’s Skilled Worker Visa application is a comprehensive process that requires careful planning and attention to detail. By ensuring that all requirements are met and providing the necessary support, the business can help to facilitate a successful visa application, allowing the employee to legally work in the UK and contribute to the business’s growth and success.

The Skilled Worker Visa and the Global Talent Visa are both popular routes for foreign nationals seeking to work in the UK, but they cater to different types of individuals and have distinct requirements and benefits. Understanding the key differences between these two visa categories is essential for applicants to choose the one that best suits their qualifications and career goals.

The Skilled Worker Visa is designed for individuals who have a confirmed job offer from a UK employer in an eligible occupation. The job must meet specific skill and salary thresholds, with the minimum salary generally set at £26,200 per year or the “going rate” for the job, whichever is higher. The job must also be at RQF level 3 or above, which is equivalent to A-levels. Applicants must obtain a Certificate of Sponsorship (CoS) from their UK employer, who must hold a valid Sponsor Licence. The visa is typically granted for up to five years, and applicants can apply for Indefinite Leave to Remain (ILR) after holding the visa for a continuous period, usually five years.

In contrast, the Global Talent Visa is aimed at highly skilled individuals who are recognised as leaders or potential leaders in specific fields such as science, engineering, humanities, medicine, digital technology, and the arts. Unlike the Skilled Worker Visa, the Global Talent Visa does not require a job offer or a Certificate of Sponsorship. Instead, applicants must be endorsed by a recognised UK body that is relevant to their field of expertise. These endorsing bodies assess the applicant’s skills, achievements, and potential to contribute to the UK’s economy and society. The Global Talent Visa offers greater flexibility than the Skilled Worker Visa, as it allows applicants to work for any employer or be self-employed, and there are no minimum salary or skill level requirements.

Another key difference between the two visas is the pathway to settlement. While both visas can lead to Indefinite Leave to Remain (ILR), the Global Talent Visa offers a faster route for those who are considered leaders in their field. Applicants endorsed under the “Exceptional Talent” category of the Global Talent Visa can apply for ILR after just three years, compared to the five years required for the Skilled Worker Visa. Additionally, the Global Talent Visa allows holders to change jobs or employers without needing to update their visa, providing more freedom and flexibility in their career choices.

The application process for the Global Talent Visa is generally more complex and competitive than that of the Skilled Worker Visa, as it requires a rigorous endorsement process. However, for those who meet the criteria, the Global Talent Visa offers significant advantages, including the ability to work in the UK without being tied to a specific employer and the opportunity to apply for settlement more quickly.

The UK Expansion Worker Visa is a unique visa category under the Global Business Mobility route, designed specifically for businesses that are not yet trading in the UK but wish to send a senior employee to establish a presence in the country. This visa allows businesses to expand into the UK market by transferring key personnel to set up a new branch, subsidiary, or representative office. The UK Expansion Worker Visa differs from other work visas, such as the Skilled Worker Visa, in several important ways.

Firstly, the UK Expansion Worker Visa is intended for senior employees or specialists who are being sent to the UK to establish a new business operation. Unlike the Skilled Worker Visa, which requires a job offer from an existing UK business, the UK Expansion Worker Visa allows for the transfer of key personnel from a company that is not yet trading in the UK. This makes it an ideal option for businesses that are looking to enter the UK market for the first time.

To be eligible for the UK Expansion Worker Visa, the applicant must have been employed by the overseas business for at least 12 months in a senior role or as a specialist worker. The applicant must also have the necessary skills, experience, and knowledge to establish and manage the UK branch or subsidiary. The business must demonstrate that it has the financial resources and business plan in place to support the expansion into the UK. Additionally, the business must hold a valid Sponsor Licence under the UK Expansion Worker route, which is separate from the standard Sponsor Licence required for other work visas.

Another key difference between the UK Expansion Worker Visa and other work visas is that the UK Expansion Worker Visa is a temporary visa, usually lasting for up to 12 months, with the possibility of extension for another 12 months. This visa does not lead directly to settlement in the UK, unlike the Skilled Worker Visa or the Global Talent Visa, which can eventually lead to Indefinite Leave to Remain (ILR). However, the UK Expansion Worker Visa does provide a valuable opportunity for businesses to establish a foothold in the UK market, with the potential to transition to other visa categories in the future once the business is fully operational in the UK.

The UK Expansion Worker Visa also differs in terms of the sponsorship requirements. The overseas business must be able to demonstrate that it is actively trading and that the employee being sent to the UK has the authority and responsibility to establish and manage the UK branch or subsidiary. The business must also show that the expansion into the UK is a genuine and viable business venture, with a clear plan for growth and development.

Applying for Indefinite Leave to Remain (ILR) is a significant milestone for individuals who have been living and working in the UK on a work visa, such as the Skilled Worker Visa. ILR grants the holder the right to live and work in the UK without any time restrictions, effectively giving them permanent residency status. The process for applying for ILR after holding a work visa involves several steps, and it is essential to understand the requirements and criteria to ensure a successful application.

The first step in the ILR application process is to confirm that the applicant meets the continuous residence requirement. This typically means that the applicant must have lived in the UK for a continuous period of five years on an eligible work visa, such as the Skilled Worker Visa. During this period, the applicant must not have spent more than 180 days outside the UK in any 12-month period. Exceptions may be made for specific reasons, such as work assignments or family emergencies, but these must be clearly documented and justified.

In addition to meeting the continuous residence requirement, the applicant must demonstrate that they have been employed in a job that meets the minimum skill and salary thresholds set by the Home Office. This includes providing evidence that they have been earning the required salary for their role, which is generally at least £26,200 per year or the “going rate” for the specific job, whichever is higher. The applicant must also provide proof of employment, such as payslips, tax returns, and a letter from their employer confirming their job role and salary.

Another important requirement for ILR is passing the Life in the UK test. This is a multiple-choice test that assesses the applicant’s knowledge of British culture, history, and values. The test must be taken at an approved test centre, and the applicant must achieve a passing score to qualify for ILR. The applicant must also meet the English language requirement, which can be proven through an approved English language test or by holding a degree taught in English.

Once the applicant has confirmed that they meet all the requirements, they can begin the ILR application process. The application is submitted online through the UK government’s official website. As part of the application, the applicant must provide supporting documents, such as proof of continuous residence, evidence of employment and salary, and the results of the Life in the UK test and English language test. The applicant must also pay the application fee, which can vary depending on the specific circumstances of the case.

After the application is submitted, the applicant may need to provide biometric information, such as fingerprints and a photograph, at a designated biometric enrolment centre. In some cases, the applicant may be required to attend an interview as part of the ILR application process. The interview is usually conducted by a UK Visas and Immigration (UKVI) officer and is intended to confirm the details of the application and ensure that the applicant meets all the necessary criteria.

The processing time for ILR applications can vary, but it typically takes several weeks to receive a decision. If the application is successful, the applicant will be granted Indefinite Leave to Remain, allowing them to live and work in the UK without any time restrictions. ILR also provides a pathway to British citizenship, which the applicant can apply for after holding ILR for a specific period, usually 12 months.

A Certificate of Sponsorship (CoS) is a crucial document in the UK work visa application process, particularly for visa categories that require employer sponsorship, such as the Skilled Worker Visa. The CoS is an electronic document issued by a UK employer who holds a valid Sponsor Licence, and it serves as proof that the employer is authorised by the UK Visas and Immigration (UKVI) to sponsor foreign workers. The CoS contains detailed information about the job role, the applicant, and the employer, and it plays a central role in the visa application process.

The CoS is important because it provides the UKVI with essential information needed to assess the visa application. This information includes the job title, job description, salary, and duration of employment, as well as the unique reference number assigned to the CoS. The reference number is a key component of the visa application, as the applicant must include it in their application form to link their application to the specific job offer. Without a valid CoS, the applicant cannot proceed with their work visa application.

One of the key functions of the CoS is to demonstrate that the job being offered to the applicant meets the requirements for the specific work visa category. For example, in the case of the Skilled Worker Visa, the job must be at RQF level 3 or above, which is equivalent to A-levels, and the salary must meet the minimum threshold, generally set at £26,200 per year or the “going rate” for the specific job, whichever is higher. The CoS also confirms that the job is on the list of eligible occupations and that the employer has conducted a genuine recruitment process to ensure that no suitable UK resident could fill the position.

The CoS also includes information about the applicant, such as their name, date of birth, nationality, and passport number. This information is used by the UKVI to verify the applicant’s identity and ensure that they meet the eligibility criteria for the visa. The employer must ensure that the information provided in the CoS is accurate and up-to-date, as any discrepancies could lead to the visa application being refused.

Another important aspect of the CoS is that it confirms the employer’s commitment to fulfilling their sponsorship duties. This includes ensuring that the sponsored worker complies with the conditions of their visa, such as working in the job specified in the CoS and earning the required salary. The employer must also keep accurate records of the sponsored worker’s employment and report any changes in circumstances, such as a change of job role or salary, to the UKVI. Failure to meet these responsibilities can result in the Sponsor Licence being suspended or revoked, which would prevent the employer from sponsoring foreign workers in the future.

The CoS is typically valid for three months from the date of issue, and the applicant must apply for their work visa within this period. Once the visa is granted, the sponsored worker is allowed to live and work in the UK for the duration specified in the CoS, which is usually aligned with the length of the job contract. The CoS is a vital component of the work visa application process, as it provides the UKVI with the information needed to assess the applicant’s eligibility and ensures that the employer is authorised and capable of sponsoring foreign workers.

Yes, it is possible to switch from a Tier 4 Student Visa to a Skilled Worker Visa while in the UK, provided certain conditions are met. This route is particularly beneficial for international students who have completed their studies in the UK and have secured a job offer from a UK employer. The process of switching visas allows students to remain in the UK and continue their professional careers without needing to leave the country and reapply from abroad.

To be eligible to switch from a Tier 4 Student Visa to a Skilled Worker Visa, the applicant must have a confirmed job offer from a UK employer who holds a valid Sponsor Licence. The job must be in an eligible occupation and meet the required skill level, typically at RQF level 3 or above, which is equivalent to A-levels. Additionally, the job must meet the minimum salary threshold, generally set at £26,200 per year or the “going rate” for the specific job, whichever is higher.

The applicant must also have completed a degree or other eligible qualification at a UK higher education institution. This requirement ensures that the applicant has gained the necessary skills and qualifications to contribute to the UK workforce. The degree or qualification must be at bachelor’s level or higher, and it must have been obtained during the applicant’s most recent period of Tier 4 or Student Visa leave. The applicant must provide evidence of their qualification, such as a degree certificate or transcript, as part of the visa application process.

In addition to meeting the job and qualification requirements, the applicant must also have a valid Certificate of Sponsorship (CoS) from their UK employer. The CoS is an electronic document that provides detailed information about the job role, salary, and duration of employment. The applicant must include the unique reference number from the CoS in their Skilled Worker Visa application to link their application to the specific job offer.

The application to switch from a Tier 4 Student Visa to a Skilled Worker Visa can be made online through the UK government’s official website. It is important to apply before the current visa expires, as failing to do so could result in the applicant losing their legal status in the UK. As part of the application process, the applicant will need to provide supporting documents, such as proof of their qualification, a valid CoS, and evidence of their English language proficiency. The English language requirement is typically met by the applicant’s degree qualification, but additional proof may be required in some cases.

Once the application is submitted, the applicant may need to provide biometric information, such as fingerprints and a photograph, at a designated biometric enrolment centre. In some cases, the applicant may also be required to attend an interview as part of the visa application process. The interview is usually conducted by a UK Visas and Immigration (UKVI) officer and is intended to confirm the details of the application and ensure that the applicant meets all the necessary criteria.

The processing time for switching from a Tier 4 Student Visa to a Skilled Worker Visa can vary, but it typically takes several weeks to receive a decision. If the application is successful, the applicant will be granted a Skilled Worker Visa, allowing them to work for their sponsoring employer in the UK. The visa is typically granted for up to five years, after which the applicant may be eligible to apply for an extension or Indefinite Leave to Remain (ILR), provided they continue to meet the eligibility criteria.