The Graduate Trainee visa forms part of the UK’s Global Business Mobility (GBM) route, which allows overseas businesses to send staff to the UK for specific, temporary purposes. This route is intended for international employers who operate structured graduate training programmes and who wish to transfer graduate-level employees to their UK branch as part of that training.
What this article is about: This guide explains the Graduate Trainee visa from an employer’s perspective. It covers what the visa is, when it should be used, how to sponsor an applicant, eligibility and application requirements (including current salary, fees and maintenance rules), the visa’s duration and conditions, and the options open to employees once their visa expires. It also addresses employer compliance duties under the sponsorship regime, including record-keeping, reporting obligations, and right to work checks.
Employers considering using the Graduate Trainee visa should understand both the benefits and limitations of the route. While it provides a way for international businesses to transfer future leaders into the UK labour market for development purposes, it is not a path to permanent residence and comes with strict compliance duties. HR directors and business owners should therefore carefully plan how this route fits into their wider workforce and immigration strategy.
For context, this route replaced the former Intra‑Company Transfer (Graduate Trainee) sub‑category and sits alongside other GBM routes such as Senior or Specialist Worker, each with different purposes and rules.
Section B: Employer Sponsorship Duties
To use the Graduate Trainee visa route, employers must hold a valid sponsor licence under the Global Business Mobility category. Sponsorship is the cornerstone of the system and places significant responsibilities on the UK-based entity sponsoring the graduate trainee. HR teams and business leaders must understand the duties involved to remain compliant and avoid penalties or licence revocation.
1. Sponsorship licence requirement
Employers must hold a sponsor licence specifically permitting them to sponsor workers under the Global Business Mobility routes. If a business does not yet hold a sponsor licence, it must apply to the Home Office before it can transfer graduate trainees.
The licence application requires businesses to demonstrate they are a genuine, trading entity in the UK, that they have a legitimate need for sponsored workers, and that they have adequate HR systems in place to comply with sponsor duties. Approved sponsors are granted access to the Sponsor Management System (SMS), the online platform used to manage sponsorship activities.
2. Certificate of Sponsorship (CoS)
Once a business is licensed, it must assign a Certificate of Sponsorship (CoS) to each graduate trainee it wishes to sponsor. The CoS is an electronic document containing the details of the role, the training programme, and the applicant.
It is vital that the information provided on the CoS is accurate and complete. Errors or omissions, such as incorrect job details or training programme descriptions, can lead to visa refusals or compliance action against the sponsor. Employers should ensure that only trained staff with SMS access are authorised to assign CoS.
Common issues include failing to evidence that the employee has completed at least three months’ overseas employment before applying, or not clearly linking the role to the structured graduate programme. Both can result in visa refusal and potential compliance concerns.
3. Ongoing HR compliance
Sponsorship is not a one-off process. Once a graduate trainee arrives in the UK, the sponsoring employer must meet ongoing compliance duties. These include:
- Right to work checks: Employers must complete prescribed right to work checks on all sponsored graduate trainees before employment starts and retain evidence.
- Record-keeping duties: Sponsors must keep copies of passports, biometric residence permits (BRPs), contact details, and evidence of overseas employment and graduate programme enrolment.
- Reporting obligations: Sponsors must notify the Home Office of certain changes, such as if the trainee leaves employment early, if training is terminated, or if the employee fails to attend.
Non-compliance with sponsorship duties can lead to serious consequences, including downgrading, suspension, or revocation of the sponsor licence. This can have significant operational impacts for businesses relying on international graduate talent.
Section B Summary
Sponsorship is central to the Graduate Trainee visa. Employers must hold the correct licence, assign Certificates of Sponsorship accurately, and maintain strict HR compliance once graduates are in the UK. Failure to meet these duties exposes employers to sanctions and can undermine their ability to use the route in future.
Section C: Eligibility & Application Process
Employers must ensure both the graduate trainee programme and the individual applicant meet the requirements set out under the Immigration Rules. This section outlines the key conditions that businesses and HR teams need to be aware of when sponsoring a Graduate Trainee visa applicant.
1. Graduate trainee programme requirements
To qualify for sponsorship, the UK employer must operate a structured graduate training programme that leads to a specialist or senior management role within the business. The programme must be clearly defined and recognised within the company’s global operations.
The training scheme should be designed to develop graduates into long-term leaders or subject-matter specialists, and the UK assignment should form part of this overall programme. Employers must be able to evidence the programme’s structure if requested by the Home Office, including programme documentation, progression frameworks, and proof that the scheme operates internationally.
Another key requirement is that the employee has worked for the overseas entity linked to the UK sponsor for a minimum of three months prior to applying. This ensures that the scheme genuinely involves international business operations and is not being used as a shortcut to bring new staff directly into the UK.
2. Visa applicant requirements
Graduate trainees themselves must meet several eligibility requirements:
- Job skill level: The offered role must be on the list of eligible occupations for the Graduate Trainee route and meet the minimum salary threshold. As of July 2025, this is £25,410 per year, or £21,000 per year for new entrants.
- English language requirement: Unlike many other visa categories, applicants are not required to demonstrate English language ability.
- Financial maintenance: Applicants must show they have sufficient funds to support themselves in the UK unless the sponsor certifies maintenance on their behalf. The requirement is £1,270 held for 28 days before application, plus additional sums for dependants (£285 partner, £315 first child, £200 each additional child).
3. Application process
The application for a Graduate Trainee visa is submitted online through the GOV.UK portal. Applicants must provide the following:
- A valid Certificate of Sponsorship from their UK sponsor
- Proof of identity (passport or travel document)
- Evidence of overseas employment with the sponsor group for at least three months
- Evidence of personal savings, unless maintenance is certified by the sponsor
Applicants must also pay the application fee and the Immigration Health Surcharge (IHS). As of 2025, the fee for the Graduate Trainee visa is £298, and the IHS is £1,035 per year of stay.
After submitting the application, the applicant must attend a biometric appointment or use the UK Immigration: ID Check app to confirm their identity. Processing times are usually three weeks for applications made outside the UK, though faster services may be available in some jurisdictions.
Employers should plan ahead to allow sufficient time for CoS assignment, application submission, and decision-making before the intended start date of the UK placement.
Section C Summary
To sponsor a Graduate Trainee, employers must operate a genuine international graduate scheme, ensure the applicant has completed at least three months’ overseas employment, and issue a valid CoS. Applicants must meet role, salary, and financial requirements, and apply online with supporting evidence. Employers should build visa timelines into their workforce planning to avoid disruption to training programmes.
Section D: Duration, Conditions & Future Options
Employers should be aware of the restrictions and limitations of the Graduate Trainee visa when planning how to use it as part of their wider workforce strategy. Unlike permanent work routes, this visa is strictly short term and does not create a pathway to settlement in the UK.
1. Visa length and extensions
The Graduate Trainee visa is granted for up to 12 months, or the time stated on the Certificate of Sponsorship plus 14 days, whichever is shorter. Importantly, it cannot be extended from within the UK.
If an employer wishes to bring the same graduate trainee back for a further UK placement, they must issue a new CoS and the individual must apply for a fresh Graduate Trainee visa.
There is also a wider cap on how long an individual can stay in the UK under Global Business Mobility routes. The maximum permitted stay is five years in any six-year period across all GBM categories. This prevents employers from using the scheme as a substitute for permanent immigration routes.
2. Work and travel conditions
Graduate Trainee visa holders are permitted to:
- Work in the sponsored role linked to their graduate programme
- Study alongside their training, provided it does not interfere with the sponsored role
- Travel in and out of the UK freely during the visa validity period
However, there are strict restrictions. Visa holders cannot:
- Take on supplementary employment outside their sponsored role
- Access public funds
- Apply for settlement (indefinite leave to remain) on this route
These conditions mean the Graduate Trainee visa should only be used for its intended purpose—temporary placements under structured graduate training programmes.
3. Options after the Graduate Trainee visa
Once the Graduate Trainee visa expires, individuals cannot extend their stay on this route. Employers must plan ahead for what comes next.
If the business wishes to retain the graduate in the UK, the most common option is switching the employee to the Skilled Worker visa, provided both the role and salary meet the eligibility requirements. This can create a longer-term pathway to settlement, but it requires careful planning to ensure the employee meets the criteria at the end of their graduate placement.
Alternatively, the employee may return overseas and continue on the global graduate programme. They may still be eligible for future transfers into the UK under other Global Business Mobility routes, subject to the overall five-year cap.
Section D Summary
The Graduate Trainee visa offers a maximum 12-month stay, is non-extendable, and does not lead directly to settlement. While it allows temporary work and travel linked to graduate schemes, it carries strict restrictions on other activities. Employers should plan for post-visa options, particularly whether to transition graduates onto a Skilled Worker visa if they are to be retained in the UK workforce.
FAQs
Who can apply for a Graduate Trainee visa?
The visa is open to employees of multinational organisations who are enrolled on a structured graduate training programme and have been employed overseas by the sponsoring business (within the same corporate group as the UK sponsor) for at least three months before applying.
How long must an employee work overseas before applying?
Graduate trainees must have worked for the overseas entity linked to the UK sponsor for a minimum of three months immediately before their visa application. Applications will be refused if this mandatory requirement is not met.
Does the Graduate Trainee visa lead to settlement?
No. This route does not provide a pathway to indefinite leave to remain in the UK. It is a temporary visa, limited to a maximum of 12 months. If longer-term retention in the UK is required, employers typically consider switching the employee to the Skilled Worker route, subject to role and salary eligibility.
What are the costs for employers?
Employers must budget for the sponsor licence fee and the cost of assigning a Certificate of Sponsorship (CoS) (currently £25 per CoS). The Immigration Skills Charge does not apply to the Graduate Trainee route. Applicants pay the visa application fee (£298 as of 2025) and the Immigration Health Surcharge (£1,035 per year).
Are there salary requirements on this route?
Yes. The role must be on the eligible occupations list and meet the Graduate Trainee salary threshold. As of July 2025, the minimum is £25,410 per year, or £21,000 per year for new entrants.
Can dependants join the visa holder?
Yes. Partners and children can apply as dependants if they meet eligibility and maintenance requirements. Unless maintenance is certified by the sponsor, the financial requirement is £285 for a partner, £315 for the first child, and £200 for each additional child.
How long does the application take?
Standard processing is typically around three weeks for applications made outside the UK, after biometrics or ID verification. Priority services may be available in some locations.
Conclusion
The Graduate Trainee visa provides multinational businesses with a lawful route to transfer graduate-level employees into the UK as part of structured training programmes. It supports international workforce development and helps employers align UK operations with global graduate schemes.
From an employer’s perspective, the key considerations are compliance and planning. Sponsors must hold the appropriate licence, issue accurate Certificates of Sponsorship, and maintain full HR compliance throughout the graduate’s UK placement. The requirement for at least three months of overseas employment, the Graduate Trainee salary thresholds, and the 12-month maximum visa period mean HR teams need to plan carefully around graduate intake and training schedules.
Employers should also be mindful that this is not a settlement route. Businesses wishing to retain graduates in the UK long term will need to explore other options, most commonly transitioning employees onto the Skilled Worker visa if role and salary requirements can be met.
Used correctly, the Graduate Trainee visa can be a valuable tool for building leadership pipelines and ensuring graduates gain meaningful international experience. However, its strict limitations and compliance demands mean it must form part of a wider immigration and workforce strategy.
Glossary
| Term | Meaning |
|---|---|
| Graduate Trainee visa | A UK immigration route under the Global Business Mobility category that allows multinational employers to transfer graduate-level staff to the UK as part of structured training programmes. |
| Global Business Mobility routes | A set of UK visa routes introduced in April 2022 for overseas businesses transferring staff to the UK for temporary work purposes. |
| Certificate of Sponsorship (CoS) | An electronic record assigned by a licensed sponsor to a visa applicant, containing details of the role, training programme, and sponsorship. |
| Sponsor licence | Permission granted by the Home Office for a UK business to sponsor overseas workers under specified immigration routes. |
| Immigration Health Surcharge (IHS) | A fee paid by most visa applicants to access the UK’s National Health Service (NHS) during their stay. |
Useful Links
| Resource | Link |
|---|---|
| GOV.UK – Graduate Trainee visa guidance | GOV.UK – Graduate Trainee visa |
| GOV.UK – Sponsor licence guidance | GOV.UK – Sponsor a worker |
| GOV.UK – Global Business Mobility routes | GOV.UK – GBM routes |
| DavidsonMorris – Graduate Trainee visa guide | DavidsonMorris – Graduate Trainee visa |
| Xpats.io – Graduate Trainee visa guide | Xpats.io – Graduate Trainee visa |
Author
Gill Laing is a qualified Legal Researcher & Analyst with niche specialisms in Law, Tax, Human Resources, Immigration & Employment Law.
Gill is a Multiple Business Owner and the Managing Director of Prof Services - a Marketing & Content Agency for the Professional Services Sector.
