What visa does an employee need to transfer to the UK?

The main routes are the Senior or Specialist Worker visa (formerly Intra-Company Transfer), the Skilled Worker visa for permanent moves, and the Global Business Mobility routes for short-term assignments. The right visa depends on the duration, role, and nature of the assignment.

Can a company transfer an employee to the UK without a sponsor licence?

No. To sponsor a worker in the UK, your company must hold a valid sponsor licence from the Home Office. The only exceptions are visa routes that do not require sponsorship, such as the Global Talent visa or Youth Mobility Scheme.

How long does it take to get a UK sponsor licence?

A sponsor licence application typically takes 8 weeks. A priority service is available for around £500 which reduces this to approximately 10 working days. See our sponsor licence guide for more details.

What are the costs of relocating an employee to the UK?

Costs include the sponsor licence fee (£536 to £1,476), certificate of sponsorship (£525), visa application fee (varies by route), Immigration Health Surcharge (£1,035 per year), and the Immigration Skills Charge (£364 to £1,000 per year). Plus relocation costs such as flights, accommodation, and settling-in support.

Global Mobility and UK Immigration: Moving Employees to the UK

Moving employees to the UK requires a sponsor licence, the right visa route, and ongoing compliance. The main routes for intra-company transfers are the Senior or Specialist Worker visa and the Global Business Mobility routes. Permanent hires typically use the Skilled Worker visa. Costs are significant and include government fees, professional support, and relocation expenses.

Visa Routes for Employee Transfers

The UK offers several visa routes for companies moving employees from overseas offices. The right route depends on the nature and duration of the assignment:

Senior or Specialist Worker: For established employees being transferred from an overseas branch to a UK branch of the same organisation. Minimum salary requirements apply and the role must be at RQF Level 6 (graduate level).
Skilled Worker visa: For permanent hires or long-term assignments where the employee will be paid by the UK entity. See our Skilled Worker guide.
Global Business Mobility routes: Including Graduate Trainee, UK Expansion Worker, Service Supplier, and Secondment Worker visas. Each has specific criteria.
Global Talent visa: For exceptionally talented individuals in specific fields. Does not require sponsorship. See our Global Talent guide.

Getting a Sponsor Licence

Before you can assign a certificate of sponsorship to an employee, your UK entity must hold a valid sponsor licence. Key steps:

Apply online: Submit the application on the GOV.UK sponsorship page.
Pay the fee: £536 for small or charitable sponsors, £1,476 for medium or large sponsors.
Prepare for a compliance visit: The Home Office may visit your premises to check your HR systems and record-keeping.
Receive your licence: Standard processing takes 8 weeks. Priority service available.

For details on assigning certificates of sponsorship, see our CoS guide and CoS assigning guide.

Costs Breakdown

The full cost of relocating one employee to the UK includes:

Sponsor licence: £536 to £1,476 (one-off, covers multiple employees for 4 years).
Certificate of Sponsorship: £525 per employee. See our CoS fee guide.
Visa application fee: Varies by route and duration.
Immigration Health Surcharge: £1,035 per year per person. See our IHS guide.
Immigration Skills Charge: £364 per year for small sponsors, £1,000 per year for medium/large sponsors. Payable upfront for the full visa duration.
Relocation costs: Flights, temporary housing, shipping, and settling-in support.

For more detail, see our Skilled Worker cost guide.

Compliance Obligations

Holding a sponsor licence comes with ongoing compliance duties. The Home Office can revoke your licence if you fail to meet these:

Record-keeping: Maintain up-to-date records for all sponsored workers, including contact details, attendance, and right to work evidence.
Reporting duties: Report changes such as when a sponsored worker stops working, changes role, or is absent without permission.
Salary compliance: Ensure sponsored workers are paid at least the going rate for their occupation. See our going rate guide.
Cooperation with Home Office: Allow compliance visits and respond to information requests promptly. See our audit guide.

See our sponsor duties guide for a comprehensive compliance checklist.

Settlement and ILR for Transferees

Whether a transferred employee can settle permanently in the UK depends on the visa route:

Skilled Worker: Can lead to ILR after 5 years. See our Skilled Worker to ILR guide.
Senior or Specialist Worker: Does not lead directly to ILR. The maximum stay is 5 years in any 6-year period (or 9 years for high earners). You can switch to a Skilled Worker visa to start accruing time towards ILR.
Global Business Mobility routes: Generally do not lead to ILR.

Best Practices for Global Mobility Teams

Start the sponsor licence application early. Do not wait until you have an employee to transfer.
Build immigration costs into assignment budgets from the outset.
Appoint a dedicated compliance officer to manage sponsor licence obligations.
Provide settling-in support: housing, banking, GP registration, and cultural orientation.
Plan for dependants. Spouses and children may need their own visa applications.
Monitor policy changes closely. See our future of UK immigration guide.