Global Business Mobility – UK Expansion Worker Visa: Overseas Employment Criteria

Applicants for the Global Business Mobility – UK Expansion Worker Visa must meet strict employment requirements, particularly if their gross annual salary is below £73,900 (calculated on a maximum 48-hour work week). Unless exempt under specific trade agreements, you must currently be employed by an overseas business that is linked to your UK sponsor through common ownership or control. Additionally, you must have accumulated at least 12 months of employment outside the UK with this linked business or organisation. This 12-month work requirement may be met through employment as a salaried worker, self-employed contractor, or through other valid working arrangements.

Exemptions Based on Trade Agreements or Salary

The 12-month overseas employment requirement does not apply if:

• Your annual salary is £73,900 or higher; or

• You are a Japanese national establishing a UK branch or subsidiary under the UK-Japan Comprehensive Economic Partnership Agreement; or

• You are a national or permanent resident of Australia seeking to set up a UK branch or subsidiary under the UK-Australia Free Trade Agreement (once in force or provisionally applied).

In these cases, you must still demonstrate that you are currently employed by a business or organisation linked to your UK sponsor via common ownership or control, but no minimum overseas employment period is required.

Accumulating the 12 Months of Overseas Work

The 12 months of overseas employment can be accrued over a historic period, provided that you have maintained continuous employment with the linked business or organisation either in the UK or abroad prior to the visa application date. Acceptable breaks in this period include:

• Statutory leave, such as maternity, paternity, parental, shared parental, or adoption leave

• Authorised sick leave

• Participation in lawful industrial action

• Time spent assisting in a national or international humanitarian or environmental crisis, with the approval of the sponsor group

Why These Requirements Matter

These provisions are designed to ensure that individuals applying under the UK Expansion Worker Visa route have a proven, established relationship with the overseas business linked to the UK sponsor. This strengthens the legitimacy of the application and ensures the expansion is undertaken by genuine, skilled professionals with ties to the parent company.

Global Business Mobility – UK Expansion Worker Visa: Certificate of Sponsorship (CoS) Requirement

To apply for a Global Business Mobility – UK Expansion Worker Visa, applicants must hold a valid Certificate of Sponsorship (CoS), which confirms the job role they intend to undertake in the United Kingdom. This certificate must be issued by an employer who is officially authorised by the UK Home Office to sponsor UK Expansion Workers.

The sponsoring organisation must be classified as A-rated on the Home Office’s register of licensed sponsors. However, there are certain exceptions to this requirement. You may apply if:

• You were last granted permission as a UK Expansion Worker and are continuing employment with the same sponsor as in your previous permission; or

• You are the Authorising Officer of the sponsoring business, and the sponsor currently holds a provisional rating on the Home Office’s register of licensed sponsors.

The Certificate of Sponsorship must have been issued no more than 3 months prior to the submission date of your UK Expansion Worker Visa application.

Mandatory Information on the Certificate of Sponsorship

Your Certificate of Sponsorship must include essential details, such as:

• Your personal details, job title, and salary for the sponsored role.

• Confirmation of overseas employment: Evidence that you have worked for the sponsoring employer outside the UK for at least 12 consecutive months, unless:

  • You are classed as a high earner with an annual salary of £73,900 or more; or

  • You are a Japanese national establishing a UK branch or subsidiary under the UK-Japan Comprehensive Economic Partnership Agreement; or

  • You are an Australian national or permanent resident establishing a UK branch or subsidiary under the UK–Australia Free Trade Agreement (once the agreement is fully operational or provisionally applied).

• A start date for your employment in the UK that falls within 3 months of the date of your visa application.
  
  
• Confirmation of validity: The certificate must not have been used in any previous visa application that has been approved or refused, and it must not have been withdrawn by the sponsor or cancelled by the Home Office.

Genuine Employment Requirement for a UK Expansion Worker Visa

To successfully obtain a Global Business Mobility – UK Expansion Worker Visa, applicants must demonstrate to the UK Home Office that they are being sponsored for a legitimate and bona fide role within the sponsoring organisation.

If the Home Office has reasonable grounds to suspect that the proposed position is fictitious, has been deliberately fabricated for the sole purpose of securing a visa, or does not genuinely exist, the application will be refused.

Furthermore, the Home Office requires assurance that the applicant will not be placed in a temporary or permanent role with a third-party organisation that is not the official sponsor. Similarly, the visa cannot be granted if the applicant is expected to undertake contractual or routine services for a third party that is unrelated to the sponsoring entity.

Global Business Mobility – UK Expansion Worker Visa: Job Skill Level Criteria

To qualify for the Global Business Mobility – UK Expansion Worker Visa, the position for which you are being sponsored must meet a specific minimum skill threshold, as defined by UK immigration rules.

The role must be categorised at RQF Level 6 (graduate-level equivalent). While a formal university degree is not a strict requirement, the nature of the position must align with responsibilities typically expected of a graduate-level role.

The Home Office maintains a comprehensive list of eligible occupations for applicants under the Global Business Mobility – UK Expansion Worker route. This list outlines the relevant occupation codes, job categories, and associated job titles.

Eligible roles are defined in Appendix Skilled Occupations, each assigned a unique SOC 2020 occupation code. To be considered for this visa, applicants must be sponsored for a position that falls within one of these designated SOC 2020 codes.

Meeting the job skill level requirement is typically straightforward if the role being offered is included on the official list of eligible occupations.

Importance of the Correct Occupation Code

It is crucial that your sponsoring employer selects the most accurate occupation code when assigning your role. If the Home Office determines that the code provided is not appropriate, your application for the Global Business Mobility – UK Expansion Worker Visa will be refused.

When assessing the suitability of the occupation code, the Home Office will examine:

• Whether the employer has demonstrated a genuine need for the role described.
  
  
• Whether the applicant possesses the necessary qualifications, skills, and professional experience to fulfil the requirements of the job.
  
  
• The sponsor’s history of compliance with UK immigration and employment regulations.

Global Business Mobility – UK Expansion Worker Visa Salary Criteria

For employers aiming to relocate an employee to the UK under the Global Business Mobility – UK Expansion Worker Visa, it is essential to meet specific salary thresholds. The sponsored worker must be offered a remuneration package that satisfies both the minimum general salary requirement and the ‘going rate’ applicable to their designated role, as defined by the relevant occupation code.

Global Business Mobility – UK Expansion Worker Visa: Salary Threshold

Under the Global Business Mobility – UK Expansion Worker Visa category, the standard salary requirement is £52,500 per annum. Consequently, applicants must generally receive a salary that meets or exceeds £52,500 annually and at least 100% of the pro-rated ‘going rate’ for their specific occupation as detailed in the SOC 2020 occupation codes, whichever figure is higher.

When determining if the salary criteria are satisfied, the calculation is based on guaranteed gross basic pay (up to 48 hours per week). This figure may also include allowances that are guaranteed throughout the period of employment in the UK such as London weighting, mobility premiums, or cost-of-living allowances as long as these payments are assured and form part of the contractual package.

For applicants whose sponsored roles involve irregular working patterns, where weekly hours and pay may fluctuate, any work completed in excess of 48 hours during certain weeks can be counted towards the £52,500 threshold. This is permissible provided that, across a defined cycle (which can be shorter than but must not exceed 17 weeks), the average working hours do not surpass 48 hours per week. It is also important to note that any unpaid rest weeks within the cycle will be included when calculating the overall average for salary assessment purposes.

Global Business Mobility – UK Expansion Worker Visa: Financial Requirements

Except where exempt, applicants for the Global Business Mobility – UK Expansion Worker Visa must demonstrate access to personal funds of at least £1,270.

These funds must have been maintained for a continuous period of 28 days, with the final day of that period falling no more than 31 days prior to the date of the visa application.

Applicants seeking to extend their stay, who have already been lawfully residing in the UK for 12 months or longer on the date of application, are automatically considered to have met the financial requirement and are therefore not required to provide evidence of available funds.

Global Business Mobility – UK Expansion Worker Visa: English Language Requirement

Applicants for the UK Expansion Worker Visa, under the Global Business Mobility route, are not required to demonstrate proficiency in the English language as part of their application process. This visa category is specifically designed to enable overseas businesses to establish a presence in the UK, and the absence of an English language requirement ensures a more streamlined and accessible pathway for eligible professionals.

Transitioning to the Global Business Mobility – UK Expansion Worker Visa Route

Individuals holding valid leave to remain under a different UK immigration category may be eligible to switch to the Global Business Mobility – UK Expansion Worker visa in order to extend their stay in the United Kingdom. However, this option is not available to those who currently hold, or were last granted, permission under the categories of Visitor, Short-term Student, Parent of a Child Student, Seasonal Worker, Domestic Worker in a Private Household, or any status falling outside the Immigration Rules.

Duration of a Global Business Mobility – UK Expansion Worker Visa

When an application for the Global Business Mobility – UK Expansion Worker Visa is approved, the holder is granted entry clearance for either one year from the employment start date listed on the Certificate of Sponsorship (CoS) or for the period specified on the CoS plus an additional 14 days, whichever duration is shorter.

For those seeking to remain in the UK beyond the initial term, it is possible to apply for a visa extension of up to 12 months. However, the total permitted stay under this visa category is capped at two years.

Maximum Duration Allowed Under the Global Business Mobility Routes

Individuals who have previously spent time in the UK under any of the Global Business Mobility visa routes or the former Intra-Company Transfer routes may face restrictions on the total period they can remain in the UK under a UK Expansion Worker visa.

The immigration rules stipulate that the maximum stay permitted is 5 years within any rolling 6-year period, encompassing time spent under all Global Business Mobility categories as well as the legacy Intra-Company Transfer visas. This means that any time already spent in the UK under these visa categories will be counted towards the total allowance, potentially limiting the full duration of a new UK Expansion Worker visa.

Conditions of Stay on a Global Business Mobility – UK Expansion Worker Visa

Holders of a Global Business Mobility – UK Expansion Worker Visa are authorised to work exclusively for their sponsoring employer in the specific role outlined within their Certificate of Sponsorship. In addition to fulfilling their employment duties, visa holders are permitted to engage in academic courses or undertake voluntary work during their stay in the UK. However, it is important to note that this visa category does not grant access to public funds or state benefits.

Settlement Options on the Global Business Mobility – UK Expansion Worker Visa Route

The Global Business Mobility – UK Expansion Worker Visa is not a direct pathway to permanent settlement in the United Kingdom. However, after entering the UK under this category, it may be possible to transition into an alternative immigration route that does provide a route to Indefinite Leave to Remain (ILR), such as the Skilled Worker Visa or the Innovator Founder Visa. In order to switch, you must meet the eligibility requirements specific to the visa category you intend to pursue.

A comprehensive overview of major UK immigration routes, including details on which ones lead to permanent settlement, can be explored on our website.

Alternatively, you may be eligible to extend your stay under this visa until you can apply for settlement through the Long Residence route, provided you fulfil the relevant criteria.

Dependants of Global Business Mobility – UK Expansion Worker Visa Applicants

Holders of the Global Business Mobility – UK Expansion Worker Visa have the option to be accompanied by their immediate family members during their stay in the United Kingdom. Eligible dependants include a spouse or unmarried partner aged 18 or above, as well as children under the age of 18 who are financially and emotionally reliant on the primary visa holder.

Global Business Mobility Sponsor Licence Application

The Global Business Mobility (GBM) routes enable organisations of all sizes to expand into the UK, provided they maintain an operational presence overseas and have an eligible corporate connection with a UK-based entity.

To successfully obtain a Global Business Mobility sponsor licence, the UK entity intending to sponsor workers must demonstrate that it:

• Maintains a legitimate and established presence within the UK;

• Possesses a qualifying link to an overseas enterprise from which workers will be assigned;

• Has competent key personnel in place to oversee and manage the sponsor licence; and

• Operates robust HR and compliance systems to fulfil all sponsor licence obligations.

The definition of a qualifying link between the UK entity and the overseas company varies depending on the nature of the assignment for which the worker is being deployed to the UK.

UK Expansion Worker Sponsor Licence Requirements

For organisations applying under the UK Expansion Worker route, the sponsoring UK entity must present credible evidence of its intention—and capacity—to establish a new UK branch or wholly-owned subsidiary of an already well-established overseas business.

As a general rule, the overseas parent company must have been actively trading for at least three years, although certain exceptions may apply in specific scenarios.

Unlike other GBM routes, businesses seeking a UK Expansion Worker sponsor licence need only demonstrate a UK footprint rather than a full trading presence. This footprint could be evidenced by either a registered UK office address or Companies House registration, without the requirement of commencing trade in the UK prior to the licence application.

The overseas entity, however, must be fully operational and financially stable. The Home Office typically expects such businesses to present:

• A track record of trading overseas for three or more years (subject to exceptions);

• A credible business plan that outlines the proposed UK expansion strategy;

• Demonstrable financial capability to support the expansion and future operations in the UK;

• Evidence of preparatory work already undertaken to facilitate the expansion.

Key Personnel and Sponsor Management

Applicants for a UK Expansion Worker sponsor licence must nominate key personnel responsible for compliance and licence management. This includes an Authorising Officer, who is a senior and reliable individual overseeing the use of the Sponsor Management System (SMS).

In cases where there is no suitably settled worker in the UK to act as Authorising Officer, the Home Office permits an exceptional arrangement:

• A Proposed Authorising Officer can be based overseas during the application stage.

• In this case, the sponsor licence will initially receive a ‘provisional rating’ and be allocated only one Certificate of Sponsorship (CoS).

• The first worker sponsored must be the Proposed Authorising Officer, who will assume full responsibilities upon arrival in the UK.

• Once this individual is settled in the UK, the sponsor can upgrade to an ‘A-rating’ and request up to five CoS in total.

If the organisation already has a suitable settled worker in the UK who can act as the Authorising Officer, the licence can immediately be granted ‘A-rated’ status with access to up to five CoS from the outset.

How Link and Day Lawyers Can Support You

At Link and Day Lawyers, we specialise exclusively in UK immigration services, providing expert legal guidance to businesses of all sizes. Whether you are a start-up, a growing enterprise, or a multinational corporation seeking to establish or expand operations in the UK, our skilled immigration advisors are here to simplify the process.

We have extensive expertise in securing UK Expansion Worker visas for employees, ensuring that your business can bring the right talent to the UK. Our team can also assist with obtaining and maintaining a UK Expansion Worker sponsor licence, helping employers remain fully compliant with Home Office regulations while retaining their licence at the highest rating.

At Link and Day Lawyers, we pride ourselves on delivering a proactive, client-focused service. Our approach combines professionalism with a personal touch, ensuring every client receives tailored immigration advice that is both clear and strategic. With a strong commitment to excellence, we work tirelessly to support businesses in achieving their UK immigration goals.