The Secondment Worker visa is one of the Global Business Mobility (GBM) routes, designed to allow overseas employees to come to the UK on temporary secondment assignments. This route is often used where a worker is being transferred as part of a high-value contract or investment project between overseas and UK businesses. For employers, the visa provides a structured and compliant way to bring secondees into the UK workforce while maintaining control over sponsorship and immigration compliance.
What this article is about
This article explains the Secondment Worker visa in detail, with a focus on the responsibilities of UK employers and HR teams. It covers the purpose of the visa, who qualifies, the sponsorship and compliance requirements, the application process, and HR considerations such as right to work checks and managing secondees within workforce planning. The guide is structured to help HR directors, business owners and compliance managers understand both the legal framework and the practical steps needed to ensure secondees are lawfully employed in the UK.
Section A: Understanding the Secondment Worker Visa
The Secondment Worker visa is a temporary immigration route under the UK’s Global Business Mobility (GBM) framework. It is specifically designed to facilitate the inward transfer of overseas workers who are being seconded to a UK business as part of a substantial contract or investment agreement. Unlike more permanent immigration categories, this visa is not intended to provide a route to settlement, but instead enables employers to meet short to medium-term business needs requiring specialist skills and knowledge.
1. Definition and purpose of the visa
The Secondment Worker visa allows an employee of an overseas business to work in the UK for a linked UK business on a temporary basis. It is most commonly used where a company outside the UK has signed a high-value contract with a UK organisation, or has invested in a UK business, and employees need to be seconded to the UK to deliver or oversee the contract. The route is aimed at strengthening international trade and investment by enabling specialist personnel to contribute directly to UK-based projects.
Importantly, this route does not apply to intra-group transfers. It is reserved for secondees tied to qualifying external contracts or investments.
2. Eligibility criteria for workers
To qualify for the visa, the worker must:
- Be employed by an overseas business with a contract or investment arrangement with a UK entity.
- Have been employed by the overseas business for at least 12 months prior to the application, unless exempt.
- Be sponsored by a UK business that holds a valid sponsor licence for the GBM Secondment Worker route.
- Have a confirmed Certificate of Sponsorship (CoS) for the role in the UK.
- Meet financial maintenance requirements (unless certified by the sponsor).
There is no English language requirement and no minimum salary threshold for this visa, reflecting its temporary and non-settlement nature.
3. Eligible business activities and qualifying secondments
The secondment must be directly linked to a qualifying contract or significant investment arrangement between the overseas and UK entities. The Home Office applies strict criteria to ensure only genuine secondees are admitted. Employers must demonstrate the commercial nature of the arrangement and the necessity of the secondee’s role in fulfilling the agreement.
Qualifying contracts must usually be worth at least £10 million per year or £50 million in total value. Without this threshold being met and registered with the Home Office, a UK sponsor cannot assign Certificates of Sponsorship for secondees.
Eligible activities typically include technical project delivery, management of contractual obligations, or specialist advisory input that cannot be reasonably provided by UK-based staff.
4. Distinction from other Global Business Mobility routes
It is important to distinguish the Secondment Worker visa from other GBM categories such as:
- Senior or Specialist Worker visa – used for intra-company transfers of senior staff or specialists within multinational groups.
- Graduate Trainee visa – for overseas graduates on structured training programmes linked to multinational employers.
- UK Expansion Worker visa – for senior employees establishing a UK presence for an overseas business.
Unlike these other routes, the Secondment Worker visa is unique in requiring a qualifying contract or investment between the UK and overseas entities. It is therefore narrower in scope but critical for businesses reliant on overseas expertise tied to contractual obligations.
Section Summary
The Secondment Worker visa provides UK businesses with access to overseas employees where there is a significant contractual or investment link. It is distinct from other Global Business Mobility routes due to its focus on secondments under qualifying agreements. To sponsor secondees, UK businesses must hold the correct licence, register the qualifying contract with the Home Office, and ensure secondees meet the eligibility rules, including prior overseas employment and the issue of a valid CoS.
Section B: Employer Sponsorship & Compliance
For a UK employer to lawfully bring secondees into the UK under the Secondment Worker visa route, they must hold the correct sponsor licence and meet all associated compliance obligations. Sponsorship is central to this visa category, with the Home Office relying on UK employers to act as gatekeepers in ensuring only genuine secondees are admitted. Failure to comply with sponsor duties can result in significant penalties, including licence suspension or revocation.
1. Sponsor licence requirements for UK employers
UK employers wishing to sponsor secondees must apply for and hold a sponsor licence under the Global Business Mobility – Secondment Worker route. To obtain the licence, employers must demonstrate that:
- They are a legitimate, trading UK business.
- They have a qualifying contract or investment arrangement with the overseas business.
- The qualifying contract has been registered with the Home Office before any Certificates of Sponsorship can be assigned.
- They have appropriate HR systems in place to meet sponsor duties.
The application involves submitting detailed supporting evidence, including proof of the qualifying contract and business operations, and paying the relevant sponsor licence application fee.
2. Issuing a Certificate of Sponsorship (CoS)
Once a sponsor licence is granted, and the qualifying contract registered with the Home Office, the employer can assign Certificates of Sponsorship to eligible secondees. Each CoS is an electronic record that confirms the secondee’s details, role, and the link to the qualifying contract. A CoS must only be issued where the secondee meets the Home Office criteria, including the 12-month overseas employment requirement, unless an exemption applies.
Employers are responsible for ensuring all information on the CoS is accurate and supported by documentary evidence. Incorrect or misleading CoS assignments may lead to compliance action.
3. Sponsor duties and compliance monitoring by the Home Office
Licensed sponsors must comply with a range of duties, including:
- Record-keeping of secondee details, right to work checks, and supporting evidence.
- Reporting certain events to the Home Office via the Sponsor Management System (SMS), such as a secondee leaving employment early or changes to the qualifying contract.
- Ensuring secondees only carry out the work described in their sponsorship and within the scope of the registered qualifying contract.
- Cooperating with Home Office compliance visits and audits.
The Home Office conducts regular monitoring and compliance checks to ensure sponsor obligations are being met. Breaches of these duties may result in enforcement action.
4. Risks of non-compliance and penalties
The consequences of failing to meet sponsor duties can be severe. Penalties include:
- Downgrading, suspension, or revocation of the sponsor licence.
- Civil penalties and financial sanctions.
- Damage to business reputation and disruption to contractual projects.
Employers must therefore maintain robust HR systems, conduct regular internal audits, and ensure that secondee arrangements remain compliant throughout the duration of the visa.
Section Summary
Sponsorship is the foundation of the Secondment Worker visa route. UK employers must hold a valid sponsor licence, register their qualifying contract with the Home Office, issue accurate CoS records, and comply with extensive reporting and record-keeping duties. Non-compliance risks damaging consequences, making it vital for HR teams to adopt rigorous systems and procedures to manage secondees effectively and meet Home Office expectations.
Section C: Application Process & Employee Considerations
Once a UK business has secured a sponsor licence, registered the qualifying contract with the Home Office, and issued a valid Certificate of Sponsorship (CoS), the secondee must apply for their Secondment Worker visa. This process involves meeting eligibility requirements, submitting an application to the Home Office, and paying the required fees. Employers should support secondees through this process to minimise risks of delays or refusals, particularly where the secondee’s presence in the UK is critical to fulfilling a commercial contract.
1. Visa application steps and documentation
Applicants must apply for the visa online through the Home Office portal. As part of the application, they will need to:
- Provide their Certificate of Sponsorship reference number.
- Submit personal information and travel history.
- Supply supporting documentation, such as a valid passport and proof of employment with the overseas business.
- Provide a letter from their overseas employer confirming their employment and secondment arrangements.
- Demonstrate maintenance funds unless their UK sponsor certifies this on the CoS.
Applicants will also need to attend a biometric appointment at a visa application centre (or use the UK Immigration: ID Check app, where eligible) to verify their identity and provide fingerprints and a photograph.
2. Application fees and Immigration Health Surcharge (IHS)
The main costs for applicants include:
- The visa application fee (currently set at £298 as of 2025).
- The Immigration Health Surcharge (IHS), which is £1,035 per year.
Sponsors may choose to cover these costs for secondees, but there is no legal requirement for them to do so. Employers should, however, factor these costs into workforce planning and secondment budgeting.
3. Processing times and biometric enrolment
Processing times typically range from three to eight weeks, depending on whether the application is made from outside or inside the UK. Priority services may be available for an additional fee, reducing decision times to five working days. Secondees should not travel to the UK until their visa has been granted. Employers should ensure projects and contractual obligations take into account these lead times.
4. Dependants’ eligibility and rights
Secondment Workers may be accompanied by dependants, defined as:
- A spouse, civil partner, or unmarried partner.
- Children under 18.
- Children over 18 if already in the UK as dependants.
Dependants must make their own visa applications and pay separate application fees and IHS. They will generally have the right to work and study in the UK but will not be able to access public funds. Employers should be aware of these considerations, as support for dependants may be an important factor in attracting secondees for UK-based projects.
Section Summary
The Secondment Worker visa application requires careful preparation by both the secondee and the sponsoring employer. Key steps include securing a valid CoS, submitting an online application with the required supporting documents, and paying visa and IHS fees. Processing times vary, and dependants are permitted subject to meeting eligibility requirements. Employers should plan for application lead times and costs to avoid disruption to business-critical projects.
Section D: HR & Workforce Management Implications
From an HR perspective, sponsoring secondees under the Secondment Worker visa route requires careful planning and ongoing compliance oversight. Employers must ensure secondees are lawfully employed, that right to work checks are correctly carried out, and that secondees’ visa conditions are monitored. Beyond compliance, HR teams should also consider the broader impact on workforce planning and how secondees fit into long-term business strategy.
1. Right to work checks and record-keeping obligations
Employers are legally required to conduct right to work checks before a secondee starts work. For sponsored secondees, this typically involves verifying the visa status via the Home Office online service using a share code provided by the worker. HR must retain compliant records for the duration of employment, including copies of passports, visas, and CoS details, together with audit-ready evidence that the work performed falls within the scope of the registered qualifying contract. Failure to maintain adequate records exposes employers to compliance breaches and potential civil penalties.
2. Limits on visa duration and extension rules
The Secondment Worker visa is temporary in nature. The maximum stay is:
- Up to 12 months at a time per assignment; and
- A maximum total of 2 years in the UK on this route within any 6-year period.
Extensions are possible within these limits but the route cannot be used to transition into long‑term residence through repeated assignments. HR should timetable reminders for assignment end dates, CoS validity, and visa expiry, with escalation paths if project timelines change.
3. Route to settlement and long-term workforce planning
The Secondment Worker route does not lead to settlement and time spent on this route does not count towards qualifying residence for Indefinite Leave to Remain (ILR). Secondees who wish to remain in the UK long term would need to switch into a route that provides a settlement pathway (for example, Skilled Worker), subject to meeting eligibility rules and switching permissions. HR should plan early for potential switches where business-critical knowledge transfer extends beyond secondment limits, aligning sponsorship strategy, salary benchmarks, and role design with the criteria of the target route.
4. Best practices for HR in managing secondees
To effectively manage secondees, HR teams should:
- Establish clear internal processes for visa monitoring, reporting, and evidence retention mapped to sponsor duties.
- Deliver induction covering UK employment policies, health and safety, and conduct standards tailored to secondees.
- Coordinate relocation and family support where dependants are involved to aid retention and productivity.
- Review project scopes regularly to confirm that duties remain within the registered qualifying contract; update SMS reports where required.
- Scenario‑plan for end‑of‑assignment outcomes (return, extension within limits, or switch to an eligible route) to avoid project disruption.
Section Summary
HR plays a critical role in ensuring Secondment Worker visa compliance and maximising the benefits of bringing overseas staff to the UK. Employers must complete compliant right to work checks, monitor visa duration, and plan for secondees’ exit or lawful transition at assignment end. Because time on this route does not count towards ILR, early workforce planning is essential where longer UK engagement is anticipated.
FAQs
What is the maximum stay on a Secondment Worker visa?
A secondee can stay in the UK for up to 12 months per assignment, with a maximum total stay of 2 years within any 6-year period on this route.
Can Secondment Workers switch to another visa route?
Yes, secondees may apply to switch into another eligible immigration route from within the UK, such as the Skilled Worker visa, provided they meet the requirements of that route and are not in the UK under a category which prohibits switching (for example, Visitor visa). Switching is not automatic and must satisfy the Immigration Rules in place at the time of application.
Do secondees have access to public funds?
No, Secondment Workers and their dependants are not permitted to access public funds. They must be financially supported either by their overseas employer, UK sponsor, or through personal funds.
Can family members join a secondee in the UK?
Yes, dependants (spouse/partner and children) can accompany or join the secondee in the UK, subject to eligibility and separate visa applications. Dependants can usually work and study in the UK but cannot access public funds.
What records must sponsors keep for compliance?
Sponsors must keep detailed records including copies of secondees’ passports, visas, Certificates of Sponsorship, proof of overseas employment, and right to work checks. They must also report certain events, such as a secondee ending their assignment early or any changes to the qualifying contract, via the Sponsor Management System (SMS).
Can a Secondment Worker change employer while in the UK?
No, a secondee can only work for the UK sponsor named on their Certificate of Sponsorship and within the scope of the registered qualifying contract. They cannot transfer to another UK employer under this route.
Conclusion
The Secondment Worker visa provides UK employers with a compliant route to bring overseas staff into the UK on temporary assignments linked to high-value contracts or investments. For employers, the route offers flexibility in accessing specialist expertise from abroad while meeting business-critical project requirements.
However, the route also brings significant legal and compliance responsibilities. Employers must hold the correct sponsor licence, register the qualifying contract with the Home Office, issue accurate Certificates of Sponsorship, and ensure secondees are employed strictly within the conditions of their visa. HR teams must maintain robust right to work processes, monitor visa durations, and plan strategically for secondees’ exit or transition at the end of assignments.
The visa does not provide a pathway to settlement, and time spent on this route does not count towards Indefinite Leave to Remain. It is therefore best used for short to medium-term workforce needs tied to specific contractual projects. Where longer engagement is anticipated, employers should plan early for possible transitions to settlement-leading routes such as Skilled Worker.
With effective compliance management, secondees can deliver significant benefits to UK businesses, strengthening international trade relationships and supporting business growth while ensuring immigration compliance is fully maintained.
Glossary
| Secondment Worker visa | A UK immigration route under the Global Business Mobility framework, allowing overseas employees to work temporarily in the UK under a qualifying contract or investment. |
| Certificate of Sponsorship (CoS) | An electronic record issued by a licensed sponsor confirming details of the secondee, their role, and their visa sponsorship. |
| Sponsor licence | Permission granted by the Home Office for a UK business to sponsor overseas workers under specific immigration routes, including the Secondment Worker route. |
| Immigration Health Surcharge (IHS) | A mandatory fee paid by visa applicants to access NHS healthcare during their stay in the UK. |
| Right to work checks | Employer checks to verify a worker’s immigration status and eligibility to work in the UK, required before employment commences. |
| Qualifying contract | A high-value contract or investment arrangement between an overseas and UK business that has been registered with the Home Office and under which secondees may be sponsored. The contract must usually be worth at least £10 million per year or £50 million in total. |
Useful Links
| GOV.UK – Secondment Worker visa guidance | https://www.gov.uk/secondment-worker-visa |
| GOV.UK – Sponsor licence application guidance | https://www.gov.uk/uk-visa-sponsorship-employers |
| GOV.UK – Right to work checks | https://www.gov.uk/check-job-applicant-right-to-work |
| DavidsonMorris – Secondment Worker visa | https://www.davidsonmorris.com/secondment-worker-visa/ |
| DavidsonMorris – Global Business Mobility routes | https://www.davidsonmorris.com/global-business-mobility/ |
| DavidsonMorris – Sponsor licence guidance | https://www.davidsonmorris.com/sponsor-licence/ |
| Xpats.io – Secondment Worker visa guide | https://www.xpats.io/secondment-worker-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.
