The Senior or Specialist Worker visa is one of the routes under the UK’s Global Business Mobility (GBM) framework, designed for overseas employers who need to transfer senior managers or specialist employees to a UK branch or linked entity. For UK businesses, understanding this visa route is critical when planning international assignments, supporting mobility across group companies, and ensuring compliance with immigration rules.
What this article is about: This guide explains the Senior or Specialist Worker visa from an employer perspective. It outlines the eligibility requirements for employees, the obligations for sponsors, the costs involved, and the practical steps for making a compliant application. It also highlights the HR and workforce planning considerations that employers need to take into account when deploying staff under this route.
The Senior or Specialist Worker visa is not a settlement route, which means workers cannot secure indefinite leave to remain in the UK through this category. However, it remains an important option for businesses needing to bring in senior or specialist expertise on a temporary basis. Employers must be aware of the visa’s limits, the Home Office’s compliance expectations, and the wider implications for workforce strategy.
Section A: Overview of the Senior or Specialist Worker Visa
The Senior or Specialist Worker visa sits within the Global Business Mobility (GBM) routes, introduced in April 2022 to consolidate and update several previous temporary work routes. This visa allows overseas businesses to transfer their senior managers and specialist employees to a linked UK entity on an assignment basis. For employers, this route is vital when a UK branch or subsidiary needs access to overseas talent and expertise that cannot be sourced locally.
1. What is the Senior or Specialist Worker visa?
The Senior or Specialist Worker visa is the successor to the Intra-Company Transfer (ICT) visa. It is designed specifically for employees who are either senior managers or specialists with critical skills being deployed to the UK from an overseas branch, parent company, or subsidiary. Unlike the Skilled Worker visa, it is not intended to support long‑term recruitment into the UK labour market but to facilitate short‑to‑medium term intra‑company mobility.
This route does not lead to settlement, which means holders cannot use time spent on this visa to qualify for indefinite leave to remain (ILR). However, they can switch into another qualifying immigration route from within the UK if eligible, such as the Skilled Worker visa, which may then provide a path to settlement.
2. Key eligibility requirements
To qualify, the worker must meet specific eligibility requirements:
- Sponsorship: The UK entity must hold a valid sponsor licence under the Global Business Mobility category and assign an undefined Certificate of Sponsorship (CoS) for this route.
- Employment relationship: The worker must already be employed by the linked overseas business and, unless a high earner, must have been employed for at least 12 months. The high earner threshold is £73,900, which removes the 12‑month overseas service requirement (the worker must still be employed by a linked overseas entity).
- Skill level: The role must be on the GBM eligible occupation list and skilled to RQF Level 6 (graduate level) or above.
- Salary threshold: Pay must meet the higher of the route’s general threshold or the occupation’s going rate. For CoS assigned on or after 22 July 2025, the GBM general threshold for this route is £52,500 (previously £48,500).
- Genuineness: The role and assignment must be genuine, and the worker suitably qualified or experienced.
These requirements are assessed against the Immigration Rules and sponsor guidance, placing responsibility on the UK employer to ensure compliance when assigning a CoS.
3. Length of stay and visa conditions
Permission is typically granted for the period stated on the CoS plus up to 14 days, subject to cumulative caps: up to 5 years in any 6‑year period, or up to 9 years in any 10‑year period for high earners.
Workers can undertake the job described in their CoS and may also study and bring dependants (partner and children) with them if eligible. They cannot access public funds or take up a second job, save for narrow historic ICT exceptions referenced in guidance, so sponsors should treat secondary employment as generally prohibited on this route.
Section Summary
The Senior or Specialist Worker visa enables multinational employers to transfer key staff to the UK, providing flexibility for international operations. It is not a settlement route and is subject to strict eligibility criteria, including updated salary thresholds from 22 July 2025. Employers should approach this route as a temporary solution, ensuring assignments are carefully planned and compliant.
Section B: Sponsorship and Employer Duties
For employers, the Senior or Specialist Worker visa route places significant responsibility on the sponsoring UK entity. Securing and maintaining a sponsor licence is a prerequisite, and compliance with Home Office obligations is critical to avoid penalties or licence revocation. This section sets out the key sponsorship requirements, the ongoing duties for HR and management teams, and the financial implications for businesses using this visa category.
1. Sponsor licence requirements
A UK entity must hold a valid sponsor licence under the GBM category to sponsor Senior or Specialist Worker visa applicants. Once approved, the sponsor uses the Sponsorship Management System (SMS) to manage compliance and assign CoS. The licence is granted at an A-rating but can be downgraded or revoked for non-compliance.
2. Compliance and reporting duties
Holding a sponsor licence places a range of duties on the employer. HR systems must be robust and well-maintained. Core duties include:
- Right to work checks – prescribed checks must be carried out before employment starts.
- Record-keeping – sponsors must maintain detailed personnel records, including contact details, contracts, salary and absence records.
- Reporting obligations – certain changes must be reported to the Home Office within set deadlines, such as job role changes, location moves or early termination.
- Compliance inspections – sponsors must be prepared for Home Office audits, which may be unannounced.
Failure to comply can result in enforcement action ranging from civil penalties to sponsor licence suspension or revocation, with serious implications for the business and any workers already sponsored.
3. Costs for employers
Employers should budget for the following (current figures):
- Sponsor licence application fee: £574 (small/charitable sponsors) or £1,579 (medium/large sponsors).
- Certificate of Sponsorship (CoS) fee: £525 per worker (as of 9 April 2025).
- Immigration Skills Charge (ISC): £364 per year (small/charitable sponsors) or £1,000 per year (medium/large sponsors). Note: EU nationals (and Latvian non-citizens) are exempt from the ISC for up to 3 years on this route if CoS assigned on/after 1 January 2023.
- Visa application fees: £769 (up to 3 years) / £1,519 (over 3 years) as of 9 April 2025, usually paid by the applicant unless covered by employer policy.
Many businesses also invest in professional immigration support and compliance audits to minimise risks.
Section Summary
Sponsoring a Senior or Specialist Worker involves significant compliance responsibilities and updated cost lines (including £525 CoS and April 2025 visa fees). Effective systems reduce risk and support continuity of access to international talent.
Section C: Application Process
Once a sponsor licence is in place, the next step is to sponsor and apply for the Senior or Specialist Worker visa. The process involves both employer and employee responsibilities, with the Home Office assessing the sponsorship arrangements, eligibility criteria, and supporting documentation. Employers should ensure that HR and mobility teams are familiar with each stage of the process to minimise delays and avoid refusals.
1. Certificate of Sponsorship (CoS)
The employer assigns an undefined CoS for this route via the SMS, confirming job details, salary, start date, and the group link between the UK sponsor and the overseas entity. Accuracy is critical: occupation codes, salary levels and work location must all be correct to avoid refusal.
2. Visa application steps
The worker then applies online for the visa, providing supporting documents and attending a biometric appointment. The process typically involves:
- Completing the online application form via GOV.UK.
- Submitting supporting documents, such as a valid passport, proof of overseas employment, and evidence of salary and role.
- Attending a biometrics appointment at a visa application centre to provide fingerprints and a photograph.
- Paying fees, including the visa application fee and Immigration Health Surcharge (IHS).
Dependants (partner and children) can also apply at the same time, using linked applications.
3. Processing times and decision outcomes
Visa processing times for Senior or Specialist Worker applications are usually:
- Standard service: around 3 weeks for applications outside the UK, or around 8 weeks for applications inside the UK.
- Priority service: for an additional fee, decisions are normally made within 5 working days.
- Super priority service: where available, decisions may be made by the next working day.
Decisions are now normally provided digitally, but some applicants may still receive a Biometric Residence Permit (BRP). If refused, the decision notice will explain why. There is no right of appeal, but applicants may seek an administrative review if they believe a caseworking error has occurred.
Section Summary
The application process for the Senior or Specialist Worker visa involves two main stages: the employer assigning an accurate undefined CoS, and the worker submitting a complete visa application with correct supporting evidence. Careful handling of both stages reduces refusal risk and ensures that key personnel can be deployed to the UK without unnecessary delay.
Section D: Practical Considerations for Employers
Sponsoring staff under the Senior or Specialist Worker visa involves more than simply meeting the Immigration Rules. For employers, there are wider HR, operational, and compliance issues to consider to ensure that assignments run smoothly and deliver value to the business. Planning ahead is key to maximising the benefits of this visa while avoiding potential pitfalls.
1. Planning international assignments
When deploying staff under this route, employers should carefully structure international assignments. This includes defining the purpose and duration of the assignment, setting clear terms for return or onward transfer, and ensuring consistency between immigration documentation and employment contracts.
Employers may also need to consider:
- Tax implications – PAYE, NIC and social security contributions, and how double taxation treaties apply.
- Employment law issues – whether UK employment rights apply and how contractual obligations are framed.
- Repatriation planning – clarifying what happens at the end of the UK assignment for both the employer and employee.
Careful planning reduces disruption and ensures the business derives maximum benefit from the transfer of key personnel.
2. Immigration risks and common issues
Several risks can arise when using the Senior or Specialist Worker route. Common issues include:
- Visa refusals due to errors in the CoS or supporting documentation.
- Non-compliance with sponsor duties, leading to Home Office scrutiny or penalties.
- Assignment overruns where workers remain in the UK longer than permitted, breaching visa time limits.
- Strategic misalignment, where the route is used for roles better suited to the Skilled Worker visa.
Employers should maintain strong communication between HR, mobility, legal and compliance teams to ensure risks are identified and managed effectively.
3. Future immigration strategy
The Senior or Specialist Worker visa should be seen as one part of an employer’s wider immigration strategy. Since this visa does not lead directly to settlement, employers should assess whether long-term business needs may be better met through alternative routes such as the Skilled Worker visa.
Businesses should also regularly review sponsor licence compliance frameworks, workforce planning, and succession strategies to remain aligned with UK immigration policy changes. Proactive planning allows employers to adapt quickly to evolving Home Office requirements and labour market demands.
Section Summary
Employers must look beyond the visa’s basic requirements and consider the wider HR, legal, and strategic implications of deploying staff under the Senior or Specialist Worker route. With careful planning and compliance management, this visa can be an effective tool for international workforce mobility, but businesses should remain alert to its risks and limitations.
FAQs
Can Senior or Specialist Worker visa holders settle permanently in the UK?
No. Time spent on the Senior or Specialist Worker visa does not count towards indefinite leave to remain (ILR). The route is intended for temporary international assignments. However, if eligible, workers may be able to switch into a settlement route, such as the Skilled Worker visa.
How long does the Senior or Specialist Worker visa take to process?
Processing typically takes around 3 weeks for applications made outside the UK and around 8 weeks for applications made inside the UK. Priority services may reduce this to 5 working days, and super priority may allow for a next-day decision, depending on availability.
What is the difference between the Senior or Specialist Worker visa and the Skilled Worker visa?
The Skilled Worker visa is designed for longer-term recruitment into the UK labour market and can lead to settlement. The Senior or Specialist Worker visa, by contrast, is for temporary intra-company transfers of senior managers or specialist employees. It does not provide a route to settlement.
Can dependants join a Senior or Specialist Worker visa holder in the UK?
Yes. Eligible dependants (a partner and children under 18) can apply to join or accompany the main visa holder in the UK. They must make a linked visa application and pay the relevant fees and Immigration Health Surcharge.
Do employers have to pay the Immigration Skills Charge?
Yes. Sponsors are required to pay the Immigration Skills Charge (ISC) when assigning a CoS for a Senior or Specialist Worker. The ISC is £364 per year for small/charitable sponsors and £1,000 per year for medium/large sponsors. EU nationals (and Latvian non-citizens) sponsored for up to 3 years are exempt if their CoS was assigned on or after 1 January 2023.
Conclusion
The Senior or Specialist Worker visa is a valuable route for employers needing to transfer senior managers and specialist staff from overseas group companies into the UK. It enables businesses to deploy key personnel quickly and effectively, supporting international projects and group-wide operations.
For HR and management teams, however, this route brings compliance responsibilities that must not be overlooked. Sponsors must hold and maintain a valid sponsor licence, keep accurate records, conduct right to work checks, and report changes promptly to the Home Office. Employers also face updated cost lines including £525 CoS, current GBM application fees and ISC, plus a £52,500 GBM general salary floor for new CoS from 22 July 2025.
Unlike the Skilled Worker visa, this route does not provide a pathway to permanent settlement. Employers must therefore consider whether the Senior or Specialist Worker visa is the most appropriate option for their long-term staffing needs, or whether alternative routes should be factored into immigration strategy.
By planning carefully, ensuring compliance, and aligning visa use with workforce strategy, employers can make effective use of the Senior or Specialist Worker route while avoiding legal and operational risks.
| Term | Definition |
|---|---|
| Senior or Specialist Worker visa | A UK visa under the Global Business Mobility route allowing senior managers and specialist employees of multinational companies to work in a UK branch or subsidiary on an intra-company assignment. |
| Global Business Mobility (GBM) | UK work visa routes introduced in April 2022 for temporary business assignments across linked entities (Senior or Specialist Worker, Graduate Trainee, UK Expansion Worker, Secondment Worker, Service Supplier). GOV.UK |
| Certificate of Sponsorship (CoS) | An electronic record assigned by a licensed sponsor. Undefined CoS are used for this route. The fee is £525 from 9 April 2025. GOV.UK |
| Immigration Skills Charge (ISC) | A levy payable by sponsors on certain routes (including this one), currently £364/£1,000 per year depending on sponsor size; EU 3-year exemption applies on this route for CoS from 1 January 2023. GOV.UK DavidsonMorris | Solicitors |
| High earner | For this route, £73,900 — removes the 12-month overseas service requirement and permits longer cumulative stay. Lewis Silkin |
| Resource | Link |
|---|---|
| GOV.UK – Senior or Specialist Worker visa | https://www.gov.uk/global-business-mobility-senior-specialist-worker-visa |
| GOV.UK – UK visa sponsorship for employers (CoS & ISC) | https://www.gov.uk/uk-visa-sponsorship-employers/certificates-of-sponsorship |
| GOV.UK – Immigration and nationality fees (from 9 April 2025) | Fees table |
| DavidsonMorris – Senior or Specialist Worker visa | https://www.davidsonmorris.com/senior-or-specialist-worker-visa/ |
| DavidsonMorris – Global Business Mobility visa | https://www.davidsonmorris.com/global-business-mobility-visa/ |
| Xpats.io – Senior or Specialist Worker visa | https://www.xpats.io/senior-or-specialist-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.
