Overseas Domestic Worker Visa UK

The Overseas Domestic Worker (ODW) visa allows a domestic worker who lives outside the UK to accompany their current employer (or the employer’s partner or child) on a visit to the UK for up to 6 months. This article explains when the route can be used, the eligibility and documents you must gather, how to apply, costs and timescales, and the worker’s rights while in the UK. It is written for UK employers, HR teams and principals planning to travel to the UK with staff.

What this article is about: This guide is a practical resource for employers. It sets out who qualifies, what records and terms must be agreed before applying, how the process works, and the rights and safeguards that apply in the UK. It also highlights HR compliance steps and risks to manage, including right to work checks and modern slavery protections.

 

Section A: When you can use the ODW route (eligibility)

 

 

1. Worker requirements

 
To use this route, the worker must:

• Be aged 19 or over at the date of application
• Have worked for the same employer as a domestic worker and lived with them (or in a home they use regularly) for at least 12 months immediately before the application
• Travel to the UK with the employer, the employer’s partner or the employer’s child
• Perform full-time domestic work in a private UK household where the employer will live during the visit
• Intend to leave the UK by 6 months and be maintained without recourse to public funds

 

 

2. Employer requirements

 
The employer must be either:

• A British citizen who usually lives outside the UK and will visit the UK for no more than 6 months; or
• A non-British citizen who is visiting the UK for up to 6 months

Throughout the UK stay the employer must pay at least the National Minimum Wage and honour the agreed written terms.
 

 

3. Time limit and switching

 
Leave is granted for 6 months. You cannot extend on the ODW route and you cannot switch into another immigration route in the UK. The worker may change employer during the 6-month period without notifying the Home Office, but must remain a domestic worker in a private household and must depart the UK by the end of the 6 months.
 

 

4. Modern slavery safeguard

 
If the worker is identified as a victim of modern slavery and receives a positive Conclusive Grounds decision through the National Referral Mechanism, they may apply for permission to stay for up to 2 years under the dedicated modern slavery provisions (separate to the standard ODW rules and not a route to settlement).
 

 

5. What this route is not

 
This is not a sponsored work route, does not require a sponsor licence, and is not a way to recruit new staff in the UK or to remain long-term.
 

Section Summary: The ODW route is a short-stay permission for established household staff to accompany their employer to the UK. It requires a year of continuous, co-resident employment, travel with the employer’s household, full-time domestic duties only, and departure by 6 months. Dependants are not permitted.

 

 

Section B: Employer preparation checklist (what to agree and gather)

 

To lawfully bring a domestic worker to the UK under the ODW route, employers should prepare a concise compliance file before the visa application. This ensures the application is decision-ready, supports UK right to work checks on arrival, and helps HR monitor pay, hours, rest and safeguarding throughout the visit.

 

1. Written terms on the Home Office statement

 
Before applying, agree the UK terms in writing using the Home Office “Appendix Domestic Worker Statement”, signed by both employer and worker. The statement should set out job title and duties, pay at least at National Minimum Wage, hours and rest, holiday, accommodation/board arrangements, and grievance/escalation routes.
 

 

2. Employer letter

 
Provide a signed employer letter confirming:

• Identity of the employer (and partner/child if travelling)
• Worker’s role and length of employment to date
• Intention to visit the UK and to leave within 6 months
• Undertaking to maintain pay and terms as agreed for the UK stay

 

 

3. Proof of 12 months’ employment and co-residence

 
Submit one or more of the following covering the same 12-month period:

• Payslips or bank statements showing regular salary
• Contract of employment and evidence of household residence
• Tax, social security or health insurance records (if applicable)
• Visas/entries showing the worker has previously travelled with the employer

 

 

4. Right to work (on arrival in the UK)

 
On this 6-month route the worker will hold a visa vignette in their passport (no BRP). Carry out a compliant manual right to work check on arrival: inspect the passport and visa vignette, keep clear copies, record the date of the check, and diarise the permission end date. Repeat any follow-up check if the worker’s permission changes.
 

 

5. Pay and conditions during the UK stay

 
Ensure:

• Pay at or above the UK National Minimum Wage throughout the visit
• Accurate wage, hours and rest records (including daily/weekly rest and 20-minute breaks on 6+ hour days)
• Access to written terms, payslips, and a route to raise concerns confidentially
• No passport retention, financial penalties, or restrictions on movement

 

 

6. Travel timing and departures

 
Book travel so the worker arrives with the employer/partner/child and leaves no later than the 6-month expiry. The worker may travel abroad and re-enter within the 6-month validity but must depart the UK by the end of that period.
 

Section Summary: Prepare the Home Office statement of terms, an employer letter, and one or more proofs of the 12-month co-resident employment. Plan for a manual right to work check on the visa vignette, pay at least NMW, record hours and rest, and schedule exit by month six.

 

 

Section C: Applying, fees and processing times

 

The ODW application must be made from outside the UK before travel. Build a decision-ready file so the worker can enrol biometrics and receive a straightforward decision aligned to your travel dates.

 

1. Where and how to apply

 
Applications are submitted online, followed by a biometric appointment at a visa application centre in the worker’s country of residence. Upload all supporting evidence and ensure the Home Office statement of terms is signed by both employer and worker before submission.
 

 

2. Fees and IHS

 
The Home Office fee is £682. The Immigration Health Surcharge is not payable on this 6-month route. Note that most NHS secondary care is chargeable to visitors unless an exemption applies.
 

 

3. Processing times

 
Standard processing is typically around 3 weeks from biometrics. Priority services may be available locally for an additional fee. Plan travel so the worker arrives with the employer and departs by the end of the 6-month permission.
 

 

4. Documents checklist (core set)

 
Prepare and submit:

• Valid passport
• Signed Appendix Domestic Worker Statement (UK terms) from employer and worker
• Employer letter confirming role, length of employment, UK visit and exit within 6 months
• One or more proofs covering the past 12 months’ employment and co-residence (for example, payslips/bank statements, contract of employment, tax or health insurance records, prior visas showing travel with the employer)
• Financial evidence demonstrating maintenance without recourse to public funds

 

 

5. After a decision

 
If granted, the worker will receive a visa vignette in their passport (no BRP for this route). On arrival, carry out a manual right to work check, retain clear copies, and diarise the permission end date. Ensure pay, hours and rest comply with UK law throughout the visit.
 

Section Summary: Apply online from overseas, enrol biometrics, and submit a concise evidence pack centred on the Home Office statement, employer letter, and one or more accepted proofs of 12-month employment and co-residence. The fee is £682, no IHS is payable, and standard processing is about 3 weeks. On arrival, complete a manual right to work check and manage compliance to the end of the 6-month permission.

 

 

Section D: Worker rights and HR compliance in the UK

 

Once granted entry, overseas domestic workers must be employed on lawful terms in line with UK minimum standards. Employers should prepare HR processes to ensure that pay, hours and safeguarding duties are consistently met.

 

1. Pay and records

 
The worker must be paid at or above the National Minimum Wage or National Living Wage, with payslips issued and accurate records retained. Maintain clear documentation of wages, hours worked, rest periods and holiday entitlement.
 

 

2. Working time

 
Domestic servants in a private household are excluded from the 48-hour weekly limit and night-work restrictions under the Working Time Regulations. However, they are entitled to:

• 11 consecutive hours’ daily rest
• 24 hours’ weekly rest (or 48 hours every 14 days)
• A 20-minute break where working more than 6 hours
• Statutory paid annual leave

 

 

3. Changing employer

 
An ODW may change employer in the UK without notifying the Home Office, provided they continue working as a domestic worker in a private household. They must still leave the UK by the 6-month expiry of their visa. Employers should check the vignette validity and conduct a manual right to work check before taking on an ODW.
 

 

4. Public funds

 
ODWs have no recourse to public funds during their stay in the UK. Employers must provide sufficient pay and support so that workers are not placed at risk of destitution.
 

 

5. Protection from exploitation

 
The Modern Slavery Act 2015 applies. Employers are prohibited from practices such as confiscating passports, restricting movement, forcing excessive hours, or underpaying wages. Workers who experience exploitation may access protection through the National Referral Mechanism and support services such as Kalayaan. Civil and criminal penalties apply for breaches.
 

Section Summary: Once in the UK, overseas domestic workers are entitled to minimum pay, paid holiday, rest breaks and statutory protection. Employers must respect the right to change employer, manage manual right to work checks, and ensure the worker departs by the end of the 6-month permission. Exploitation risks severe legal consequences under UK employment and modern slavery laws.

 

 

FAQs

 

 

1. Can an overseas domestic worker stay longer than 6 months?

 
No. The ODW visa is capped at 6 months. It cannot be extended and does not lead to settlement. Employers must plan staffing so that the worker leaves by the end of the permitted stay.
 

 

2. Can the worker switch to another visa route?

 
No. Switching into another UK immigration route is not allowed from within the UK on this visa. Any new application would have to be made from overseas.
 

 

3. What rights does the worker have if mistreated?

 
They may change employer in the UK, provided they continue in a private household role, and they can seek help from the police, Acas, HMRC, Kalayaan or the Gangmasters and Labour Abuse Authority. Victims of modern slavery may apply for up to 2 years’ permission under separate rules.
 

 

4. Does the employer need a sponsor licence?

 
No. The ODW visa is not a sponsored route. There is no requirement for a sponsor licence, but employers must provide compliant terms, carry out manual right to work checks, and respect UK employment law.
 

 

5. What are the penalties for non-compliance?

 
Non-compliance can result in civil penalties of up to £20,000 per illegal worker, reputational harm, and possible criminal liability in cases of exploitation or breaches of the Modern Slavery Act.
 

 

6. Can family members travel with the worker?

 
No. Dependants are not permitted under the ODW route. The visa is solely for the named domestic worker.
 

 

7. Is there an English language requirement?

 
No. There is no English language requirement for entry under the ODW route.
 

 

8. Does the worker have NHS entitlement?

 
No Immigration Health Surcharge is payable on this route. NHS treatment may be chargeable unless an exemption applies, as this visa is under 6 months.
 

 

 

Conclusion

 

The Overseas Domestic Worker visa provides a narrow but useful route for households wishing to bring trusted staff to the UK for short stays. It is strictly limited to 6 months, cannot be extended or switched, and does not permit dependants.

For employers, compliance is critical. The Appendix Domestic Worker Statement must be completed, right to work checks carried out on the visa vignette, and employment terms must meet UK standards including National Minimum Wage and statutory rest. Workers also have the right to change employer during their stay and are protected under UK modern slavery and employment laws.

From an HR perspective, good practice means keeping clear records, ensuring fair pay and conditions, and preparing for the worker’s departure at the end of the 6 months. Safeguarding obligations should be taken seriously: breaches carry severe civil and criminal penalties.

In summary, with careful planning, accurate documentation and respect for employment rights, UK employers can manage the ODW route effectively while meeting their legal duties and safeguarding the wellbeing of their staff.

 

 

Glossary

 

Overseas Domestic Worker (ODW) Visa	A UK visa route allowing private household staff employed abroad to accompany their employer to the UK for up to 6 months.
Appendix Domestic Worker Statement	The mandatory Home Office form confirming UK employment terms, signed by employer and worker.
Right to Work Check	The process employers must follow to verify that a worker has valid permission to work in the UK, including retaining copies of evidence.
Modern Slavery	Exploitation of individuals through coercion or control, including forced labour, debt bondage and restriction of freedom, criminalised under the Modern Slavery Act 2015.
National Minimum Wage (NMW) / National Living Wage (NLW)	The statutory minimum hourly rates of pay that employers must provide to workers in the UK, varying by age and status.
NRM (National Referral Mechanism)	The UK framework for identifying and supporting potential victims of modern slavery or human trafficking.

 

 

Useful Links

 

GOV.UK – Overseas Domestic Worker visa guidance

GOV.UK – Employment rights for domestic workers

DavidsonMorris – Overseas Domestic Worker visa

Xpats.io – Domestic Worker visa