What type of work visa will my employee require to temporarily relocate to our UK branch?

24 Jun 2024, 01 mins ago

If you are planning to temporarily relocate an existing employee to your UK office, they will likely need a visa under the Global Business Mobility route (previously known as the Intra-Company Transfer route). This route offers ease of mobility for overseas workers to temporarily work within the UK offices of their current organisation.

This route does not lead to settlement in the UK, and there is a limit on the time the employee can spend in the UK under this visa category.

The Global Business Mobility route is the temporary work category that would most likely apply in this situation, but it depends on the purpose of the employee’s relocation. There are 5 categories under the Global Business Mobility route:

  1. Senior or Specialist workerfor meeting specific needs of the overseas employer.
  2. Graduate Traineefor undergoing structured training as part of a work placement
  3. Secondment Workerfor supporting high-value contracts with UK firms or investments in the UK
  4. UK Expansion Workerfor establishing UK presence for the overseas business
  5. Service Supplierfor transfer to the UK in line with UK trade agreements

The first 3 categories apply to organisations that have an existing UK presence, and the last two are for organisations that do not.

Regardless of the category, the application process includes the following requirements:

  • The applicant must be sponsored by the UK entity.
  • The role must meet the appropriate skill level and salary threshold.
  • The applicant must have worked for the organisation for a minimum duration before the UK assignment.

How Gherson can assist

Gherson’s Business Immigration Team are highly experienced in advising on UK visa matters. If you have any questions arising from this article, please do not hesitate to contact us for advice, or send us an e-mail. Don’t forget to follow us on XFacebookInstagram, or LinkedIn to stay-up-to-date on the latest developments.

The information in this article 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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