International Agreement Visa UK

The International Agreement visa is a specialist route within the UK’s Global Business Mobility (GBM) framework. It enables overseas workers to carry out assignments in the UK where their role is directly linked to the UK’s obligations under international law, including trade agreements and diplomatic arrangements. Unlike the Skilled Worker route, which is driven by skills and salary thresholds, eligibility here is grounded in treaty commitments, with narrowly defined categories such as contractual service suppliers, independent professionals, employees of overseas governments or international organisations, and private servants in diplomatic households.

What this article is about: This guide explains the International Agreement visa from an employer’s perspective. It covers who can qualify under the GBM: International Agreement route, the eligibility requirements for sponsors and workers, how to apply and what it costs, and the compliance duties for UK sponsors. It also clarifies key conditions such as visa duration limits, Immigration Health Surcharge (IHS) exemptions in certain categories, and practical right to work obligations for HR teams.

While this is not a widely used route, it is critical for organisations delivering services under cross‑border contracts or operating within international and diplomatic frameworks. Because eligibility flows from treaty terms, employers must be precise about which sub‑category applies and maintain robust sponsorship compliance to avoid refusals, curtailment, or licence action.

 

 

Section A: Understanding the International Agreement Visa

 

The International Agreement visa sits within the UK’s Global Business Mobility (GBM) framework and exists to meet the UK’s obligations under international law. It enables specific categories of overseas workers to undertake assignments in the UK where eligibility flows from treaty commitments rather than the skills-and-salary thresholds that underpin mainstream sponsored work routes. Typical legal bases include the WTO General Agreement on Trade in Services (GATS) and provisions in bilateral and plurilateral free trade agreements, as well as arrangements for diplomatic and international‑organisation staff.

 

1. What the International Agreement visa is

 

This route allows time‑limited entry to perform work that the UK has committed to facilitate under treaties or recognised international arrangements. It is not a general work route. Instead, admission is confined to narrowly defined categories whose activities are expressly permitted under the relevant agreement or arrangement. The Home Office uses sponsorship controls to ensure only qualifying activity is carried out, with immigration permission reflecting the specific sub‑category and its limits (including maximum stay rules).

 

2. Eligible roles and workers

 

• Contractual service suppliers (CSS): Employees of an overseas service provider delivering services to a UK client under a qualifying trade agreement. CSS applicants typically must have been employed by the overseas business for at least 12 months and be nationals of a country that is a party to the relevant agreement.
• Independent professionals (IP): Self‑employed service providers contracted to a UK client under a qualifying trade agreement. IP applicants generally require six years’ professional experience (reduced to three in certain regulated professions under some agreements) and must hold any qualifications required by the sector and agreement.
• Employees of overseas governments or international organisations: Staff assigned to the UK in line with recognised inter‑governmental or international‑organisation arrangements.
• Private servants in diplomatic households: Domestic staff employed by eligible diplomatic or international‑organisation officials posted to the UK.

 

Each category has distinct evidential requirements and limits on permitted activities. Critically, many trade‑agreement categories also include sectoral schedules and qualification/experience thresholds that must be met alongside UK sponsorship rules.

 

3. Purpose for UK employers

 

For employers and HR teams, the International Agreement route provides a targeted solution when treaty‑based service delivery or official assignments make mainstream work routes inappropriate. The compliance lens differs from Skilled Worker: eligibility hinges on whether the activity is expressly permitted by the applicable treaty or arrangement. Sponsors should map the engagement to the correct sub‑category, confirm the worker and service meet the agreement’s schedules, and plan around time‑limit and renewal constraints to avoid disruption.

Section Summary: The International Agreement visa is a treaty‑driven GBM route, designed for narrowly defined activities that the UK has committed to facilitate under international law. Employers must identify the correct sub‑category, verify treaty and evidential thresholds, and recognise that the compliance focus is on meeting international‑agreement terms rather than points‑based salary and skill metrics.

 

 

Section B: Eligibility Requirements

 

Eligibility under the International Agreement visa requires both the sponsoring organisation and the worker to meet strict conditions. Because the route arises from treaty obligations, requirements vary between sub-categories, with additional evidential demands for contractual service suppliers and independent professionals.

 

1. Employer requirements

 

Only organisations holding a valid sponsor licence under the International Agreement sub-category can sponsor workers. To obtain or maintain such a licence, the employer must demonstrate that:

• The business is genuine and lawfully operating in the UK.
• The organisation can meet all sponsorship duties, including HR systems for monitoring, reporting, and record-keeping.
• The role offered genuinely falls within the scope of the International Agreement route rather than a mainstream work category.

 

The Home Office may conduct a compliance visit before approving the licence, and ongoing audits are possible throughout the licence period.

 

2. Worker requirements

 

Eligibility for workers differs by sub-category:

• Contractual service suppliers: Must be employed by an overseas service provider for at least 12 months before applying; must be nationals of a country that is party to the relevant trade agreement; must hold the qualifications and professional experience required under the agreement’s schedules.
• Independent professionals: Must be self-employed in their country of nationality; must be nationals of a qualifying country; must hold at least six years’ relevant professional experience (or three for certain regulated professions under some agreements), together with any required qualifications.
• Employees of overseas governments/international organisations: Must be assigned to the UK under recognised agreements; evidence of assignment documentation is required.
• Private servants in diplomatic households: Must show evidence of their employment by a diplomat or international-organisation official posted to the UK, with confirmation the household is eligible under UK diplomatic rules.

 

In addition, standard suitability requirements apply (such as criminality checks). Some categories are exempt from English-language and financial-maintenance requirements, but employers should confirm the latest Home Office guidance.

 

3. Contractual service suppliers & independent professionals

 

These two sub-categories have the most complex evidential demands. Employers and applicants must provide:

• A valid contract for services between the UK client and the overseas provider or professional, clearly showing that the services fall within the scope of a relevant trade agreement.
• Proof that the service sector is covered by the treaty schedules.
• Evidence of the individual’s qualifications and length of employment or professional practice.

 

Restrictions also apply on the type of services that may be provided, and duration is capped at a maximum of 12 months in any 24-month period.

Section Summary: Employers must hold a valid International Agreement sponsor licence and prove the role is treaty-eligible. Workers must meet nationality, qualification, and experience conditions tied to their sub-category, with contractual service suppliers and independent professionals subject to the strictest evidential checks. Failure to evidence treaty alignment risks refusal.

 

 

Section C: Application Process & Costs

 

The International Agreement visa application involves both the sponsoring employer and the worker. Employers must first secure a sponsor licence under this route, after which the worker applies for their visa using an assigned Certificate of Sponsorship (CoS). Each stage has its own requirements, fees, and possible exemptions.

 

1. Applying for a sponsor licence

 

Employers without an existing International Agreement sponsor licence must apply to the Home Office. The application process requires the business to prove it is genuine and lawfully operating in the UK and has the capability to meet sponsorship duties. Evidence typically includes:

• Business registration documents and proof of trading presence in the UK.
• Financial evidence such as corporate bank statements or VAT registrations.
• Details of key personnel responsible for managing the sponsor licence.

 

The Home Office may conduct a compliance visit before granting the licence, to test the employer’s HR systems for monitoring sponsored workers. Failure at this stage will result in refusal of the licence application.

 

2. Visa application process for workers

 

Once the sponsor licence is in place, the employer issues a Certificate of Sponsorship to the worker. The worker then applies for the visa online. The process involves:

• Completing an online application form using the CoS reference number.
• Submitting supporting documentation, which will vary depending on the sub-category (such as contracts, proof of qualifications, or diplomatic employment evidence).
• Providing biometric information (fingerprints and photo) at a visa application centre.
• Awaiting a decision, typically within three weeks for applications made outside the UK, although timescales can vary.

 

Switching into the International Agreement route from within the UK is generally not permitted; most applicants must apply from overseas.

 

3. Fees and costs

 

The following fees apply (as of 2025):

• Sponsor licence fee: £536 for small sponsors/charities; £1,476 for medium and large sponsors.
• Certificate of Sponsorship (CoS): £239 per worker.
• Visa application fee: £298 for most categories.
• Immigration Health Surcharge (IHS): £1,035 per year, unless exempt.

 

Some categories benefit from exemptions. For example, employees of overseas governments or international organisations, and private servants in diplomatic households, are exempt from paying the Immigration Health Surcharge. Employers and applicants should confirm the latest fee tables before applying.

Section Summary: The process begins with the employer obtaining a sponsor licence, followed by the worker’s visa application using a CoS. Both parties must prepare for the evidential requirements and costs involved. While some applicants benefit from IHS exemptions, most categories require significant financial outlay, making early planning critical.

 

 

Section D: Compliance and HR Considerations

 

Sponsoring workers under the International Agreement visa carries the same level of compliance obligations as other routes within the Global Business Mobility framework. Employers must implement effective HR systems to manage, monitor, and report on their sponsored workforce, ensuring the Home Office’s rules are met throughout the visa period.

 

1. Sponsor duties and record-keeping

 

Sponsors must comply with all duties imposed under the sponsor licence regime, including:

• Record-keeping: Maintaining updated contact details, right to work documentation, employment contracts, and assignment information for each sponsored worker.
• Monitoring: Tracking attendance and absences, ensuring workers carry out only the activities stated on their Certificate of Sponsorship, and acting on any breaches of visa conditions.
• Reporting: Notifying the Home Office of significant changes, such as the worker leaving employment, changes to their role, or compliance breaches, usually within 10 working days.

 

Failure to comply may result in the suspension or revocation of the sponsor licence, affecting not only the worker in question but also any other sponsored staff across the organisation.

 

2. Right to work checks

 

Employers must conduct right to work checks on all employees, including those sponsored under the International Agreement visa. To protect against civil penalties, sponsors should:

• Conduct initial right to work checks before employment commences, using the Home Office’s online checking service where available.
• Use share codes provided by the worker to verify their immigration status online.
• Diarise repeat checks before the expiry of the worker’s immigration permission, as International Agreement visas are time-limited.

 

These checks form part of a statutory excuse against penalties for illegal working and are an integral compliance obligation for all sponsors.

 

3. Risks of non-compliance

 

Non-compliance with sponsor duties carries significant risks, including:

• Revocation, suspension, or downgrading of the sponsor licence.
• Visa curtailment or refusal for affected workers.
• Civil penalties and potential criminal liability for employing illegal workers.
• Serious reputational damage and disruption to operations.

 

Section Summary: Sponsors must treat compliance as an ongoing responsibility, not a one-off at application stage. Robust HR processes are needed to ensure lawful employment of workers under this visa route, with careful attention to record-keeping, right to work checks, and timely reporting. Non-compliance can lead to severe operational and financial consequences.

 

 

Frequently Asked Questions (FAQs)

 

Who can apply for an International Agreement visa?
This visa is open to overseas workers whose employment is covered by the UK’s treaty obligations. Eligible categories include contractual service suppliers, independent professionals, employees of overseas governments or international organisations, and private servants in diplomatic households. Applicants must meet nationality, qualification, and professional experience requirements relevant to their sub-category.

How long does the visa last?
The duration depends on the sub-category: contractual service suppliers and independent professionals can stay for up to 12 months in any 24-month period; employees of overseas governments or international organisations may be granted up to 24 months at a time; private servants in diplomatic households are also typically granted up to 24 months, with potential renewals.

Can dependants join a worker under this route?
Yes. Partners and dependent children under 18 can apply to accompany the main visa holder, provided they meet the eligibility and financial criteria. Dependants are normally granted permission in line with the principal applicant’s visa.

What is the difference between the International Agreement visa and the Skilled Worker visa?
The Skilled Worker visa is points-based, requiring applicants to meet minimum skill and salary thresholds. The International Agreement visa, in contrast, is treaty-based and applies only where the UK has committed to permit entry under international agreements or arrangements. It is usually temporary and sector-specific, unlike the broader Skilled Worker route.

Can an International Agreement visa holder switch to another visa in the UK?
Switching into the International Agreement route from within the UK is generally not allowed. Applications must usually be made from outside the UK. If a worker wishes to move to another visa, such as Skilled Worker, they will often need to leave the UK and apply from overseas.

 

 

Conclusion

 

The International Agreement visa is a specialised route within the Global Business Mobility framework, designed to meet the UK’s treaty commitments while ensuring immigration control. It provides employers with a lawful way to engage overseas workers in situations where other routes, such as Skilled Worker, are not suitable. For HR directors and senior managers, it is particularly relevant where cross-border service contracts or diplomatic arrangements underpin the work.

Employers must be aware that eligibility is tightly defined, with sub-categories based on international agreements and specific evidential requirements. Sponsor licences, Certificates of Sponsorship, and rigorous HR systems are all critical to compliance. Visa length is limited, and exemptions—such as those from the Immigration Health Surcharge—apply only in certain categories.

Ultimately, this visa should be approached as a narrow but valuable tool for meeting international contractual and diplomatic needs. Employers who use it correctly can access specialist skills and services in line with the UK’s international obligations, but misuse or poor compliance risks licence action, visa refusals, and significant disruption.

 

 

Glossary

 

International Agreement visa	A UK immigration route within the Global Business Mobility framework, allowing overseas workers to enter where their role is tied to international treaties or obligations.
Contractual service supplier (CSS)	An employee of an overseas service provider contracted to deliver services in the UK under a qualifying trade agreement.
Independent professional (IP)	A self-employed professional contracted to provide services in the UK under a trade agreement, subject to qualification and experience requirements.
Sponsor licence	Home Office authorisation permitting a UK organisation to sponsor overseas workers under specified visa categories.
Certificate of Sponsorship (CoS)	A unique electronic record issued by a licensed sponsor, required for the worker’s visa application.
Immigration Health Surcharge (IHS)	A fee payable by most visa applicants to access NHS services in the UK. Some International Agreement sub-categories are exempt.

 

 

Useful Links

 

GOV.UK – International Agreement Worker visa guidance	https://www.gov.uk/international-agreement-worker-visa
GOV.UK – Sponsor licence guidance	https://www.gov.uk/uk-visa-sponsorship-employers
DavidsonMorris – International Agreement visa	https://www.davidsonmorris.com/international-agreement-visa/
Xpats.io – International Agreement visa	https://www.xpats.io/international-agreement-visa/