What is the difference between a skilled worker visa and a UK expansion worker visa?

In order to apply for either a skilled worker or expansion worker visa, you will need to be sponsored by a UK employer with a relevant sponsor licence. For this reason, it is important to understand which sponsor licence the UK employer needs to apply for.

The UK expansion worker visa (which falls under the global business mobility routes) is designed for established overseas companies that want to send their senior manager or specialist employees to expand the business’ presence into the UK. To apply for a UK expansion worker sponsor licence, the overseas business must have been trading for at least three years, but cannot have begun trading in the UK.

The skilled worker visa, on the other hand, is intended for businesses already established and trading in the UK that are looking to recruit from overseas.

The UK expansion worker visa is granted for an initial period of one year, with the possibility to extend by a further year, after which the migrant is expected to switch into another category, such as the skilled worker visa, if they wish to remain in the UK.

The skilled worker visa can be granted for a period of up to five years. There is no limit on the number of times the skilled worker visa can be extended, and after five continuous years with leave as a skilled worker the migrant can apply for settlement, if they meet the relevant requirements. Crucially, the UK expansion worker route does not lead to settlement.

Although the application process under the expansion worker and skilled worker categories is similar (a certificate of sponsorship is first granted by the employer, followed by a visa application), the requirements of each visa are very different. In particular, skill and salary requirements vary between the categories.

How Gherson can assist

Gherson’s Immigration Team are highly experienced in advising on corporate immigration visa matters. If you have any questions arising from this blog, please do not hesitate to contact us for advice, send us an e-mail, or, alternatively, follow us on Twitter, Facebook, or LinkedIn to stay-up-to-date.

The information in this blog is for general information purposes only and does not purport to be comprehensive or to provide legal advice. Whilst every effort is made to ensure the information and law is current as of the date of publication it should be stressed that, due to the passage of time, this does not necessarily reflect the present legal position. Gherson accepts no responsibility for loss which may arise from accessing or reliance on information contained in this blog. For formal advice on the current law please do not hesitate to contact Gherson. Legal advice is only provided pursuant to a written agreement, identified as such, and signed by the client and by or on behalf of Gherson.

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