Section A: What is the UK Expansion Worker Visa?
The UK Expansion Worker visa allows employees of overseas businesses that have not yet begun trading in the UK to come to Britain to establish a UK-based operation. It enables eligible companies to sponsor senior managers or specialist workers on a temporary basis to set up and run the UK branch or subsidiary as part of the business’s expansion plans.
1. Permissible Activities
As a UK Expansion Worker, the visa-holder will be allowed to work in the UK in the job for which they have been sponsored, as described in their Certificate of Sponsorship (CoS). They may also undertake voluntary work and study in the UK.
An Expansion Worker can be accompanied or joined by their partner and dependent children if they meet the relevant requirements for dependants. The applicant and their family will also be able to travel in and out of the UK while their visas remain valid. Access to the UK’s healthcare system is available through since all applicants have to pay the Immigration Health Surcharge as part of their application.
Once the UK office has been established and is actively trading, the business can then add other routes to its UK Expansion Worker sponsor licence to enable further recruitment from overseas. However, the Expansion Worker route itself is only available until the UK entity begins trading.
2. How Long Does a UK Expansion Worker Visa Last?
If an application for a UK Expansion Worker visa is successful, leave will be granted for whichever is shorter of 12 months after the start date of the job on the Certificate of Sponsorship, or 14 days after the end date of that job. If the worker is looking to stay longer in the UK, they can extend their visa once, for up to a further 12 months. The maximum time that an individual can stay in the UK on a UK Expansion Worker visa is 2 years in total.
UK Expansion Workers are also subject to the cumulative limit for time spent under Global Business Mobility routes. This means an individual can only stay in the UK for a maximum of 5 years in any 6-year period if they have previously spent time in the UK on any other Global Business Mobility visa, or under the former Intra-Company Graduate Trainee or Intra-Company Transfer routes.
The UK Expansion Worker route does not provide a path to settlement in the UK. However, a senior or specialist employee may be able to apply for leave to remain under a different immigration route, such as the Skilled Worker visa, which can provide a route to indefinite leave to remain if the eligibility requirements are met.
3. Benefits of the UK Expansion Worker Visa
The UK Expansion Worker visa offers a number of benefits for both employers and employees. For employers, it provides a practical way to establish a presence in the United Kingdom by sending a trusted senior employee to set up a new branch or subsidiary. This can give the business direct access to the UK market, helping to open opportunities for revenue, partnerships and investment. Having a senior representative on the ground also allows businesses to manage local operations more effectively and ensure compliance with UK standards.
For employees, being chosen to lead an expansion project offers significant career development. It provides international experience, leadership opportunities and exposure to the UK’s diverse business environment. The visa also gives legal permission to live and work in the UK, with access to healthcare through the NHS via payment of the Immigration Health Surcharge, which can be an important benefit for the worker and their family.
DavidsonMorris Strategic Insight
The UK Expansion Worker visa is a bridging mechanism to deploy a key employee to the UK and get operations up and running. Beyond this, the visa is highly restrictive. It only lasts for a maximum of two years, cannot be extended further and only allows a small number of workers.
Because of these limitations, overseas companies are advised to have a succession plan for how they will retain UK-based staff and avoid disrupting operations or damaging growth plans. For example, employers should identify early which route workers will switch into, in most cases, the Skilled Worker visa.
Section B: UK Expansion Worker Visa Eligibility Requirements
Applicants must be at least 18 years old to qualify for a UK Expansion Worker visa. The applicant must also already be working for a linked overseas business on the date of application and, unless they fall within an exemption, must have worked for that business for a prescribed minimum period.
1. UK Expansion Worker Visa Requirements
As a points-based system visa, the UK Expansion Worker visa requires applicants to be awarded a total of 60 points against the following three criteria: sponsorship, skill and salary.
To score 20 points for sponsorship, the applicant must have a valid Certificate of Sponsorship (CoS) assigned by a licensed sponsor and be sponsored for employment that is genuine and meets the overseas work requirement.
To be eligible for sponsorship, the applicant must currently be working for an overseas linked employer and have done so for at least 12 months, unless one of the following exemptions applies: the applicant is earning over £73,900, or is a Japanese national doing work for a Japanese company expanding to the UK, or is an Australian national or permanent resident coming to the UK to open a branch or subsidiary of their Australian employer. In these cases, the individual must still be employed by the overseas linked employer, but the 12-month overseas service requirement does not apply.
To score 20 points each for skill and salary, the applicant must be sponsored for an eligible job role at or above the required skill level, and with a salary that meets the minimum threshold. From 22 July 2025, the minimum salary requirement is £52,500 or the ‘going rate’ for that role, whichever is higher.
Only roles featured on the UK Government’s list of Global Business Mobility: eligible occupations and codes are eligible. Each eligible role is assigned a going rate, which must be met or exceeded unless the high earner exemption applies.
In addition to the points-based requirements, applicants from listed countries must provide a valid TB test certificate.
Those applying for either entry clearance or leave to remain, where they have been in the UK for less than 12 months, must also meet a financial requirement unless their sponsor certifies maintenance. This is satisfied by showing personal savings of at least £1,270, held for 28 consecutive days, with the end date of the 28-day period falling within 31 days of the date of application.
2. Sponsor Requirements for UK Expansion Workers
The employing organisation must be a branch or wholly-owned subsidiary of an established overseas business. Unlike other sponsored work visas, the UK Expansion Worker route can only be used if the business has not yet begun trading in the UK. If the UK entity is already trading, the appropriate visa route would instead be the Senior or Specialist Worker visa or the Skilled Worker visa, provided the UK entity holds the relevant sponsor licence.
When sponsoring a UK Expansion Worker, the sponsor must hold a valid licence for this category of worker and ensure that the role offered in the UK meets the relevant skill and salary requirements. Only then can the sponsor issue a valid CoS.
To obtain a licence to sponsor applicants under this route, the sponsor must show a UK ‘footprint’. This may be demonstrated with evidence such as UK business premises or Companies House registration. The business must also prove an overseas trading presence, together with credible plans to expand to the UK. In practice, the overseas business will usually need to evidence that it has been active and trading for at least 3 years, and that it intends and is capable of establishing a UK branch or wholly-owned subsidiary within 2 years of the licence being granted.
The sponsor licence rating depends on the location of the Authorising Officer (AO) nominated in the licence application. If the AO is based in the UK, the sponsor will be given an A-rating and a full CoS allocation, capped at the number of workers genuinely needed to establish the business in the UK, up to a maximum of 5. Once the UK entity is trading, other visa categories can be added to the licence.
If the AO is based overseas, the licence will initially be granted with a provisional rating and a CoS allocation of 1. The AO, who must also act as the Level 1 user of the sponsorship management system (SMS), must assign that CoS to themselves and then apply for entry clearance. After arriving in the UK, the AO must request through the SMS that the licence be upgraded to an A-rating, which will then allow further CoS allocations.
If the overseas business fails to establish a UK trading presence within the required timeframe, the sponsor’s CoS allocation under this route will be reduced to zero. This will prevent any new sponsorship of Expansion Workers or extensions for existing sponsored workers, and the licence may even be revoked.
DavidsonMorris Strategic Insight
The eligibility requirements can become complicated quickly. Salary levels have to be calculated following strict rules and going rates or exemptions have to be applied correctly and precisely, otherwise the visa application risks refusal, wasting valuable time and resources. Don’t rely on a generic business plan; it has to be fit for this purpose and be tailored to demonstrate genuine overseas trading history and a credible UK footprint.
Section C: UK Expansion Worker Visa Application Process
The UK Expansion Worker visa application process is more demanding than it first appears. Both the sponsoring business and the worker have to meet strict requirements, and the Home Office will scrutinise every detail. Careful preparation and awareness of the evidential rules are key to avoiding costly refusals.
1. How to Apply for a UK Expansion Worker Visa
To apply for a UK Expansion Worker visa, the applicant must complete an online application using their Certificate of Sponsorship (CoS) reference number. Applications can be submitted up to 3 months before the day the worker is due to start in the UK, as stated on the CoS.
As part of the process, applicants will need to prove their identity and provide supporting documents. Depending on nationality and circumstances, they may be required to attend an appointment to enrol biometric information, although some applicants can use the UK Immigration: ID Check app instead. They will be informed during the online application which option applies to them.
The core documents required for a UK Expansion Worker visa include:
- A valid Certificate of Sponsorship from a licensed UK sponsor
- A current passport or travel document confirming identity and nationality
- Evidence of overseas employment with the linked business for at least 12 months, unless an exemption applies
- Proof of funds, where the sponsor has not certified maintenance
- A valid tuberculosis test certificate, if the applicant is from a listed country
Additional documents may be requested depending on individual circumstances, such as proof of relationship for dependants or evidence of qualifications if relevant to the sponsored role. The Home Office may also request further information to verify the application.
2. UK Expansion Worker Visa Application Costs
To apply for a UK Expansion Worker visa, there are several costs to factor in. Where applicable, applicants must show personal savings of at least £1,270, unless their sponsor certifies maintenance on the CoS. In addition, they must pay the visa application fee of £319 and the Immigration Health Surcharge (IHS).
As of September 2025, the IHS is charged at £1,035 per year for most applicants, or £776 per year for children under 18. The surcharge must be paid upfront for the full length of the visa being applied for.
The sponsoring business must also cover the costs of holding a licence and assigning Certificates of Sponsorship (CoS). For sponsor licensing purposes, the Expansion Worker route falls under the Temporary Worker category. The sponsor licence application fee is £574 for small sponsors or charities, or £1,579 for medium and large sponsors. The fee for assigning each CoS is £55. The Immigration Skills Charge does not apply to this visa category.
| Fee Type | Amount | Who Pays |
|---|---|---|
| Visa application fee | £319 | Applicant |
| Immigration Health Surcharge (IHS) | £1,035 per year | Applicant |
| IHS (child under 18) | £776 per year | Applicant |
| Certificate of Sponsorship (CoS) | £55 per CoS | Sponsor |
| Sponsor licence fee (small or charity) | £574 | Sponsor |
| Sponsor licence fee (medium or large) | £1,579 | Sponsor |
| Priority processing | £500 | Applicant |
| Super priority processing | £1,000 | Applicant |
3. UK Expansion Worker Visa Processing Time
Visa processing typically takes around 3 weeks if applying from outside the UK, or 8 weeks if applying from inside the UK. Applicants may be able to pay for a faster decision: the priority service costs £500 and provides a decision within 5 working days, while the super priority service costs £1,000 and provides a decision by the end of the next working day. Availability of priority and super priority services is limited and not always guaranteed.
DavidsonMorris Strategic Insight
Keep in mind that the visa application process is focused on proving that both the company and the worker meet the criteria through comprehensive documentation. Evidence of company expansion submitted at the sponsor licence stage may also be required again with the visa application, so be ready to provide this.
Avoid problems such as missing documents or incorrect formats by thoroughly checking the application before submission. Priority processing is limited and never guaranteed, so employers should build contingencies into project timelines for possible Home Office delays.
Section D: Visa Duration & Conditions
The UK Expansion Worker visa is granted for whichever is shorter of 12 months from the start date stated on the Certificate of Sponsorship, or 14 days after the end date of that job. Entry clearance normally allows the worker to travel to the UK up to 14 days before the sponsored start date. The purpose of this limited period is to give the worker time to establish the new UK branch or subsidiary and ensure the business begins trading in line with its stated expansion plan.
1. Extending the Expansion Worker Visa
The visa can be extended once, provided the business demonstrates continued eligibility and shows that the UK branch or subsidiary is now actively trading and compliant with Home Office requirements. Any request for extension must be made before the existing visa expires. The maximum time that can be spent under this route is 2 years in total, including the initial grant and extension. After this point, the worker must either leave the UK or apply to switch into another immigration route, such as the Skilled Worker visa, if they wish to continue living and working in the UK.
Time spent on the UK Expansion Worker visa also counts towards the overall limit across Global Business Mobility routes. An individual may spend no more than 5 years in any 6-year period under any combination of GBM routes, or under the former Intra-Company Transfer and Graduate Trainee categories. Employers must take this into account when planning longer-term assignments or considering options for retention of key personnel beyond the 2-year Expansion Worker maximum.
2. Conditions of Stay
The visa imposes clear restrictions on what the holder can and cannot do. The worker must only carry out the role described on their Certificate of Sponsorship and only for the sponsoring employer. They cannot take secondary employment outside their sponsored role or change employers without applying for a new visa. They are permitted to study, undertake voluntary work and travel in and out of the UK while the visa remains valid, but they are barred from accessing most public funds and the State Pension.
Visa holders must also comply with wider immigration requirements, such as keeping their details up to date with UKVI and complying with any conditions notified in their grant of leave. Where dependants are in the UK, changes in family circumstances may also need to be reported. In addition, the sponsor must report changes in the worker’s role, salary or employment status to the Home Office. A breach of these rules can result in curtailment of the worker’s visa and enforcement action against the sponsoring business.
The route does not provide a direct pathway to indefinite leave to remain. Workers looking to stay in the UK long term must switch into a route that leads to settlement, such as the Skilled Worker visa, and meet the relevant requirements under that route.
3. Recruitment Strategy
Once the UK entity has been established and is trading, the sponsoring business may need to continue hiring from overseas to build its workforce. At that stage, the company can request that other routes, such as Skilled Worker or Senior or Specialist Worker, be added to its sponsor licence. Each route carries different eligibility and compliance rules, and the Home Office will expect the business to show it has adequate HR systems in place to manage these responsibilities.
Employers should plan recruitment strategy around the limitations of the Expansion Worker visa. Because the route is capped at 2 years with no settlement option, businesses that wish to retain the worker beyond that period must ensure they can switch them into another visa category in good time. They must also maintain full compliance with Appendix D record-keeping and reporting duties, since any compliance failings during the Expansion Worker stage can compromise the business’s ability to secure additional visa routes or retain its sponsor licence.
| Visa Route | Maximum Stay | Settlement Route? | Sponsor Licence Required | Main Use |
|---|---|---|---|---|
| Expansion Worker | 2 years total | No | Yes | Establishing a new UK branch or subsidiary |
| Skilled Worker | 5 years (extendable) | Yes | Yes | Long-term recruitment into skilled roles in the UK |
| Senior or Specialist Worker | Up to 5 years in 6 | No | Yes | Intra-group transfers of senior managers or specialists |
| Graduate Trainee | 12 months | No | Yes | UK placement as part of graduate training programme |
DavidsonMorris Strategic Insight
The stay limits can easily catch employers and workers out. You can mitigate this risk with an immigration strategy that covers the period after the Expansion Worker visa ends. It’s generally best to start planning early for a switch to a longer-term visa. Even if you don’t proceed with the switch, being prepared helps reduce delays as the time limit under the Expansion Worker route approaches.
Section E: Sponsor Compliance Obligations
The UK Expansion Worker visa comes with detailed compliance obligations for both the sponsoring business and the worker. These rules are designed to ensure the route is used only for its intended purpose of establishing a UK trading entity. Non-compliance can result in serious consequences, including refusal of future applications, curtailment of visas, fines or sponsor licence revocation.
1. Employer Responsibilities
Sponsors must show that the overseas business remains genuine and active, while the UK entity is progressing towards becoming fully operational. The sponsor must provide accurate information when applying for the licence, when assigning Certificates of Sponsorship, and throughout the life of the visa. Any false or misleading information risks enforcement action.
Employers must ensure the worker carries out only the role specified on the Certificate of Sponsorship, and that salary and conditions comply with UK employment law. Sponsors must keep robust HR systems in place to track attendance, monitor absences, update records and manage right to work checks. They must also keep the Home Office informed of significant changes, such as if the worker does not start their role, if their job details change, or if the worker leaves employment early.
Once the UK entity begins trading, the business may wish to add other sponsored routes, such as Skilled Worker. The Home Office will look at the compliance history on the Expansion Worker route when deciding whether to grant further sponsor licence permissions.
2. Employee Responsibilities
Workers must comply fully with their visa conditions. They may only work for the sponsoring employer in the role for which they were sponsored. Taking on additional employment without authorisation is prohibited and can result in visa curtailment. They must keep their contact details up to date and notify UKVI of changes such as a new address, while also informing their sponsor of any relevant changes to their circumstances.
Workers must also comply with wider UK laws, including tax and National Insurance obligations. Where dependants are in the UK, the main visa holder is responsible for ensuring their family members also meet their conditions of stay.
3. Reporting and Record-Keeping Requirements
Both sponsors and workers are subject to strict reporting and record-keeping rules. Employers must comply with Appendix D of the sponsor guidance, which sets out what documents must be kept and for how long. This includes copies of the worker’s passport, visa, contact details, right to work checks, employment contract, payroll records and records of absences. These records must be readily available for inspection during a Home Office compliance visit.
Sponsors must report certain events to UKVI within strict deadlines, often 10 working days. These include changes in the business structure, relocation of business premises, changes to the worker’s salary or job description, or if the worker is absent without permission for more than 10 consecutive working days. Failure to report in time is treated as a compliance breach, even where the underlying event is lawful.
For the worker, breaches of visa conditions or failure to notify relevant changes can also affect their ability to switch into other routes in future. The Home Office may review compliance history when assessing later applications, meaning that even minor lapses can have long-term consequences for both employer and employee.
4. Risks of Non-Compliance
The Home Office actively monitors Expansion Worker sponsors through audits and data-matching. Non-compliance can result in suspension or revocation of the sponsor licence, curtailment of the worker’s visa, civil penalties or, in serious cases, criminal sanctions. A revoked licence will prevent the business from sponsoring workers under any route, which can undermine the wider expansion strategy. Employers should therefore treat compliance as an ongoing operational requirement, not a one-off exercise at the application stage.
DavidsonMorris Strategic Insight
With the UK Expansion Worker visa, you’re not just dealing with a visa application. Because this route falls under the sponsorship regime, once you hold a sponsor licence and the visa is granted, your obligations continue in the form of compliance duties. Breach these duties and you risk Home Office investigations and penalties.
What’s also important is that you build a healthy and positive compliance record with the Home Office. What you do with the Expansion Worker route will influence whether the Home Office allows you to add the Skilled Worker (or other categories) to your licence later, which may be critical for your growth plans. It’s a continuing relationship with the Home Office. Sponsors that are labelled as a high compliance risk face far tougher scrutiny on subsequent applications so staying on good footing from the outset is best.
Section F: Summary
The UK Expansion Worker visa offers a strategically valuable route for businesses aiming to grow internationally, and for employees seeking to advance their careers through international assignments. It bridges the gap between global aspirations and local execution, making it an invaluable tool for successful business expansion into the UK. Strict procedural and compliance obligations apply however, requiring specialist advice to avoid issues when applying for the sponsor licence and visa, and for the duration of the visa validity period.
Section G: Need Assistance?
DavidsonMorris’ business immigration specialists can support with your organisation’s plans to expand into the UK.
We provide advice on the Home Office requirements to deploy personnel under the UK Expansion Worker route, including advice on the sponsorship licence and compliance obligations for employers and the visa application process for your employees, as well as strategic immigration guidance for the employer once they are established in the UK. Contact us for specialist advice.
Section H: UK Expansion Worker Visa FAQs
What is the UK Expansion Worker visa?
The UK Expansion Worker visa is for overseas businesses that do not yet have a trading presence in the UK and need to send a senior employee to establish a UK branch or subsidiary.
How much is the UK Expansion Worker visa?
The application fee is £319. In addition, applicants must pay the Immigration Health Surcharge (IHS) of £1,035 per year, or £776 per year for children under 18. The IHS is payable upfront for the full visa period.
Do you need sponsorship for the UK Expansion Worker visa?
The applicant must be assigned a valid Certificate of Sponsorship (CoS) by a UK sponsor licensed by the Home Office to sponsor this category of worker.
Who is eligible for the UK Expansion Worker visa?
Eligibility requires the business to be a genuine and active overseas company with no trading presence in the UK. The worker must already be employed by the overseas business, usually for at least 12 months unless exempt, and must meet the role and salary requirements under this route.
How long is the UK Expansion Worker visa valid for?
The visa is initially granted for up to 12 months, or 14 days after the job end date stated on the CoS, whichever is shorter. It can be extended once, up to a maximum of 2 years in total.
Is there a maximum time limit under this route?
Time spent on this visa counts towards the 5 years in 6 years maximum cumulative limit across all Global Business Mobility routes and the former Intra-Company categories.
Can the UK Expansion Worker visa lead to permanent residency?
This visa does not provide a direct path to indefinite leave to remain. Workers wishing to settle must switch into another route, such as the Skilled Worker visa, that leads to settlement.
Can family members accompany the visa holder to the UK?
The worker’s partner and dependent children may apply to join or accompany them, provided they meet the dependant eligibility and financial requirements.
What are the work restrictions under the UK Expansion Worker visa?
The visa holder can only work for their sponsoring employer in the role stated on the CoS. They cannot take up secondary employment or change employers without applying for a new visa. They may undertake study or voluntary work, provided it does not interfere with their sponsored role.
What happens if the visa application is refused?
If refused, the applicant can request an administrative review of the decision or reapply with a stronger application that addresses the refusal reasons. Taking legal advice can help to avoid repeat errors.
Can the visa be extended?
The visa can be extended once, provided the UK entity is actively trading and continues to meet the requirements. The total stay cannot exceed 2 years.
What are the employer’s responsibilities under this visa?
Employers must comply with sponsor duties, including assigning CoS only to genuine workers, reporting changes to UKVI, paying the required salary, and maintaining records under Appendix D. Failures can lead to licence suspension or revocation.
What documents are required for the visa application?
Core documents include a valid passport, a Certificate of Sponsorship, evidence of overseas employment (unless exempt), proof of funds if the sponsor has not certified maintenance, and a TB certificate if from a listed country. Dependants must provide proof of relationship.
What are the financial requirements for the UK Expansion Worker visa?
Applicants must show they have at least £1,270 in savings unless the sponsor certifies maintenance. This money must have been held for 28 consecutive days, ending no more than 31 days before the application date.
Section I: Glossary
| Term | Definition |
|---|---|
| UK Expansion Worker visa | A route for employees of an overseas business that has not yet begun trading in the UK to establish a UK branch or subsidiary. |
| Global Business Mobility (GBM) | A group of sponsored routes for temporary business assignments, including Expansion Worker and Senior or Specialist Worker. |
| Certificate of Sponsorship (CoS) | A unique reference issued by a licensed sponsor that confirms role details, salary and start date for the sponsored worker. |
| Sponsor licence | Home Office authorisation allowing a UK entity to sponsor eligible workers. Expansion Worker sits under the Temporary Worker category for fee purposes. |
| Authorising Officer (AO) | The senior person responsible for the sponsor licence. Their UK or overseas location affects the licence rating and initial CoS allocation. |
| Provisional rating | Initial licence status when the AO is overseas. Only one CoS can be assigned to the AO to enter the UK before requesting an A-rating upgrade. |
| A-rating | Full licence rating that allows a wider CoS allocation, subject to genuine need and ongoing compliance. |
| UK footprint | Evidence of a presence in the UK, for example premises or Companies House registration, required for the Expansion Worker sponsor licence. |
| Overseas trading presence | Evidence the parent business is active and genuine overseas, typically with a trading history and credible plans to expand to the UK. |
| Eligible occupation | A job listed in the GBM eligible occupations and codes that meets the required skill level for sponsorship. |
| Going rate | The salary benchmark set for each eligible occupation. The worker’s salary must meet £52,500 or the going rate, whichever is higher. |
| High earner threshold | £73,900. High earners are exempt from the 12-month overseas employment requirement but must still be employed by the linked overseas business. |
| Maintenance requirement | Personal savings of £1,270 held for 28 days unless the sponsor certifies maintenance on the CoS. Applies to the main applicant and dependants if relevant. |
| Immigration Health Surcharge (IHS) | A healthcare levy payable for each year of leave. As at September 2025, £1,035 per year for most applicants or £776 for children under 18. |
| Immigration Skills Charge (ISC) | A levy payable on some work routes. It does not apply to the Expansion Worker route. |
| Appendix D | Sponsor record-keeping rules that set out the documents employers must retain, such as right to work checks, contracts and absence records. |
| Cumulative time limit | Maximum of 5 years in any 6-year period across GBM routes and former Intra-Company categories, including time on Expansion Worker. |
| Settlement (ILR) | Indefinite leave to remain. The Expansion Worker route does not lead to ILR. A switch into a settlement route, for example Skilled Worker, is required. |
| Switching | Applying inside the UK to change into another immigration route, subject to eligibility and route-specific rules and fees. |
| Priority services | Paid services offering faster decisions. Availability is limited and not guaranteed. Current prices are £500 for priority and £1,000 for super priority. |
| TB test certificate | Evidence required for applicants from listed countries to show they are free from active tuberculosis. |
| Dependants | The partner and children under 18 who can apply to join or accompany the main applicant if they meet the rules and financial requirements. |
| Sponsorship Management System (SMS) | The online system used by sponsors to manage their licence, assign CoS and report changes to UKVI. |
| Administrative review | A request for UKVI to check a refusal for caseworking errors. It is not a full appeal on the merits. |
Section J: Additional Resources and Links
| Resource | Description | Link |
|---|---|---|
| UK Government – Expansion Worker Visa | Comprehensive details about the visa, including eligibility, application process and fees. | https://www.gov.uk/expansion-worker-visa |
| Home Office Policy Guidance | Official UKVI guidance documents covering Expansion Worker and other Global Business Mobility routes. | https://www.gov.uk/government/collections/uk-visas-and-immigration-policy-guidance |
| UKVI Contact Information | Contact details for UKVI from inside and outside the UK. | https://www.gov.uk/contact-ukvi-inside-outside-uk |
| Business Plan Requirements | Guidance on preparing a business plan for immigration purposes, including for Expansion Worker sponsors. | https://www.gov.uk/government/publications/business-plan-for-immigration-purposes |
| Immigration Health Surcharge (IHS) | Information on the healthcare surcharge payable by visa applicants for NHS access. | https://www.gov.uk/healthcare-immigration-application |
