ICT Visa for Intra Company Transfers

On 11 April 2022 the long-standing Intra-Company Transfer ICT visa was absorbed into the Global Business Mobility framework and re-labelled the Senior or Specialist Worker visa. The change aligned intra-group transfers with four other corporate mobility routes and placed the new category under the “Worker” banner of the points-based system. Under Appendix Global Business Mobility, senior managers or specialist employees can now be seconded to a UK entity that is linked by common ownership or control to their overseas employer.

Organisations choose the Senior or Specialist Worker route when they need to place trusted staff into the UK quickly, without creating a permanent immigration pathway. The category carries a relatively high salary floor, currently £48,500 or the occupation’s going rate, but assignees are exempt from any English language test and they may remain on an overseas payroll, features that can shorten mobilisation times compared with the Skilled Worker route.

Assignments can last up to five years at a stretch and, for earners above the higher salary band, up to nine years in total, giving multinationals ample scope to deliver long projects or leadership rotations.

Employers who already hold a sponsor licence can add the Global Business Mobility route with minimal formality, while newcomers must secure a licence before issuing Certificates of Sponsorship. Although the visa does not count toward settlement, it remains the preferred option for time-bound transfers where retaining overseas terms of employment and avoiding domestic labour-market tests are commercial priorities.

 

Section A: Who Can use Intracompany Transfer Visas?

 

A UK company may sponsor on the Senior or Specialist Worker route only if it is linked to the overseas employer by common ownership or control, or by a qualifying joint-venture agreement. The link must be clear in corporate documents and must be declared when the sponsor licence application is made. A firm that already holds a general Worker licence can add the Global Business Mobility category through a short variation request; newcomers must secure a licence first, providing PAYE, VAT and Companies House references so UKVI can match the group structure. Guidance confirms that the Global Business Mobility – Senior or Specialist Worker licence is intended for intra-group transfers, not third-party outsourcing.

In terms of employee eligibility, the visa is designed for senior managers and technical specialists who are already employed by the overseas entity. Candidates must have worked for the sending business outside the UK for at least twelve continuous months immediately before the application, unless they qualify as high earners on a salary of £73,900 or more; high earners are exempt from the service-length test. Every applicant must be sponsored in a role at graduate level (RQF 6) and paid at least £48,500 a year or the occupation’s going rate, whichever is higher. UKVI checks the salary through PAYE records and verifies the overseas service requirement with employment letters and payslips.

Employers usually use the route for regional directors, project leads, principal engineers, senior solutions architects and other staff whose expertise is essential to a UK project but who are expected to return overseas once the assignment ends. Specialists who need to install proprietary technology, oversee roll-outs or provide hands-on training also fit the profile. Graduate trainees and junior staff do not qualify; they must use the separate Graduate Trainee sub-route.

 

Section B: Senior & Specialist Worker Visa Eligibility Criteria

 

To qualify under the Senior or Specialist Worker visa, the applicant and sponsoring UK employer must satisfy a defined set of requirements relating to sponsorship, role level, salary, employment history, and supporting documentation. Below is a detailed explanation of each element that must be met for the visa to be granted.

 

1. Certificate of Sponsorship (CoS)

 

The UK-based sponsor must assign a valid Certificate of Sponsorship through the Sponsorship Management System (SMS). The CoS must include accurate details of the job title, SOC code, start date, salary, and work location. Once assigned, the certificate is valid for 3 months, during which the applicant must submit their visa application. Any application made after this period, or based on an incomplete or incorrectly assigned certificate, will be refused by UK Visas and Immigration (UKVI).

In addition to assigning the CoS, the sponsor is required to certify maintenance—if they choose to remove the requirement for the applicant to show personal savings—and to pay the Immigration Skills Charge unless exempt. The charge is calculated automatically based on company size and length of sponsorship. The CoS is considered “assigned” only after payment is completed.

Sponsors must also carry out initial reporting duties once a certificate is issued. Within ten working days of the role’s start date, the sponsor must confirm that the worker has commenced employment. If the individual does not start, resigns early, or if there are changes to salary, location or role before the visa is granted, this must be reported to UKVI using the SMS.

 

2. Role Skill Level

 

The job offered in the UK must meet Regulated Qualifications Framework (RQF) Level 6, which corresponds to graduate-level roles. Only positions listed in Appendix Skilled Occupations for the Senior or Specialist Worker route are eligible. The UK sponsor must select the correct SOC code that reflects the actual job duties. UKVI cross-checks job descriptions, and if it finds that the SOC code does not accurately reflect the role, or that an ineligible code has been used, the visa will be refused.

 

3. Salary Threshold

 

Applicants must be paid the higher of the general salary threshold (£48,500 per year) or the going rate for the relevant SOC code. The going rate is derived from the 25th percentile of national earnings for that occupation and is listed in Appendix Skilled Occupations. If the going rate exceeds the £48,500 base, the higher figure applies.

UKVI calculates qualifying salary on the basis of a 48-hour working week. If a contract exceeds 48 hours, only the portion of pay corresponding to the first 48 hours is considered. Variable or non-guaranteed elements—such as bonuses, overtime, shift pay, allowances or accommodation—are excluded from the calculation. The full annualised base salary must meet the required threshold based on this 48-hour cap.

Applicants earning £73,900 or more per year are classed as high earners. They benefit from relaxed rules, including exemption from the overseas employment history requirement and a longer maximum stay in the UK.

 

4. Overseas Employment Requirement

 

Unless the applicant qualifies as a high earner, they must demonstrate at least 12 consecutive months of employment with the overseas entity that is linked to the UK sponsor by common ownership or control. The employment must have taken place immediately before the visa application and must have occurred outside the United Kingdom.

Evidence accepted by UKVI typically includes overseas payslips, employment contracts, and a formal letter from the employer confirming dates of service and the applicant’s job title. UKVI cross-checks the claimed employment history against HMRC records and employer submissions. Sponsors are expected to confirm eligibility before assigning the CoS to avoid compliance risks.

For high earners on £73,900 or more, the 12-month rule is waived. These individuals may be transferred to the UK even if they have only recently joined the overseas company. They are also permitted a cumulative stay in the UK of up to 9 years in any 10-year period, compared with the 5-year cap that applies to lower earners.

 

5. English Language and Maintenance Requirements

 

There is no English language requirement for the Senior or Specialist Worker visa. The applicant is not required to pass a Secure English Language Test or provide evidence of qualifications in English. The absence of this requirement often makes the route faster to process than Skilled Worker applications.

In terms of maintenance, the worker must either have held at least £1,270 in accessible personal funds for 28 consecutive days or be covered by sponsor certification. The end date of the 28-day period must fall within 31 days of the visa application date.

Dependants must meet additional savings thresholds: £285 for a partner, £315 for the first child, and £200 for each additional child. These funds can be held collectively across accounts but must be shown through formal financial evidence such as bank statements or a letter from a regulated financial institution.

Sponsors can eliminate the need for financial evidence by certifying maintenance when assigning the CoS. This means the sponsor commits to supporting the worker (and any dependants) for at least the first month in the UK to a minimum value of £1,270. Once this is selected, no further proof of funds is needed from the applicant.

 

6. Points Requirement

 

The Senior or Specialist Worker visa is granted under the points-based immigration system. Applicants must score 70 points to qualify:

 

Criteria	Points	Details
Certificate of Sponsorship	20	Must be assigned by a licensed UK sponsor under the Global Business Mobility route.
Skill Level	20	Job must be at RQF Level 6 (graduate level) or above and listed in Appendix Skilled Occupations.
Salary	20	Must meet or exceed £48,500 per year or the occupation’s going rate, whichever is higher.
Additional automatic points	10	Awarded automatically once the CoS, skill level, and salary requirements are met.
Total required	70	All elements must be satisfied. There are no tradeable points under this route.

 

Unlike other routes, there are no tradeable points for language ability, qualifications or shortage occupations. The requirements are fixed, and all must be satisfied in full at the point of application.

 

Requirement	Details
Sponsorship	Must have a valid Certificate of Sponsorship (CoS) from a UK-based sponsor authorised under the Global Business Mobility – Senior or Specialist Worker route.
Job Skill Level	The role must be at RQF Level 6 (graduate level) or above and listed in Appendix Skilled Occupations for this route.
Salary	Must be paid at least £48,500 per year or the going rate for the occupation code, whichever is higher (based on a 48-hour working week).
Overseas Employment	Must have worked for the overseas business for at least 12 continuous months prior to application unless earning £73,900 or more (exempt).
English Language	No English language requirement applies for this visa route.
Financial Maintenance	Must show £1,270 in personal savings unless the sponsor certifies maintenance on the CoS or the applicant has been in the UK for 12 months.
Application Type	Can apply from outside the UK or switch from eligible UK visa routes (excluding Visitor, Short-term Student, etc.).
Length of Stay	Initial stay of up to 5 years; capped at 5 years in any 6-year period (or 9 years in any 10-year period for high earners).
Settlement	Does not lead directly to indefinite leave to remain; long residence (10 years) or route switch is required for ILR.

 

 

Section C: How to Apply for a Senior or Specialist Worker ICT Visa

 

Applicants mostly apply from overseas. An applicant already in the United Kingdom can apply to change to the Senior or Specialist Worker visa without leaving the country provided their current permission is not as a Visitor, Short-term Student, Parent of a Child Student, Seasonal Worker, Domestic Worker in a Private Household or Leave Outside the Immigration Rules. Anyone on routes such as Skilled Worker, Student, Graduate, Global Talent, or even a different Global Business Mobility sub-category may switch in-country, so long as they meet the usual salary, skill and overseas-service rules and obtain a new Certificate of Sponsorship from the linked UK entity. UKVI treats an in-country switch as a fresh application, collecting the full fee and Immigration Health Surcharge and resetting biometrics, but time already spent on Global Business Mobility counts toward the five- or nine-year caps.

Applicants begin by completing the Senior or Specialist Worker visa form on GOV.UK, entering the Certificate of Sponsorship number and paying the application fee and Immigration Health Surcharge online. After the form is submitted they prove their identity either at a Visa Application Centre abroad, at a UKVCAS service point inside the United Kingdom, or—if eligible—through the “UK Immigration: ID Check” app that captures a chip-enabled passport. Biometric enrolment and document upload must be completed before UK Visas and Immigration counts the case as “lodged”.

The mandatory evidence usually includes a passport, the digital Certificate of Sponsorship, proof of continuous overseas employment where required, and bank statements only if the sponsor has not certified maintenance. Documents are uploaded to the government portal or scanned at the appointment; originals are rarely retained. When UKVI needs further proof, caseworkers request it by email and pause consideration until the material arrives.

 

1. Processing times

 

UKVI aims to decide Senior or Specialist Worker applications made outside the United Kingdom within three weeks and those made inside the country within eight weeks, measured from the date biometrics or the ID-app submission are accepted.

A five-working-day “priority” service and a next-working-day “super priority” service are offered where capacity allows; eligibility appears automatically in the online payment journey, and the faster-decision fee is collected alongside the standard charges.

Applicants receive an email when a decision is made and then obtain a digital immigration record known as an eVisa; those who used a physical Visa Application Centre collect a biometric residence permit on arrival or at their UK address within ten days.

 

2. Fees and Immigration Health Surcharge

 

A Senior or Specialist Worker visa costs £769 when the application is made outside the United Kingdom for a stay of up to three years, and £1,519 for a certificate that covers more than three years. Those switching or extending inside the United Kingdom pay £885 for permission up to three years, or £1,751 for a longer grant. These sums are paid online at the end of the application form and are non-refundable once processing has begun.

 

Item	Outside UK	Inside UK
Application fee – up to 3 years	£769	£885
Application fee – more than 3 years	£1,519	£1,751
Immigration Health Surcharge (per person, per year)	£1,035
Priority service (5 working days) additional fee	£500
Super Priority service (next working day) additional fee	£1,000
Certificate of Sponsorship (paid by sponsor)	£525

 

In addition to the application fee, each main applicant and dependant must pay the IHS at £1,035 for every year of leave requested. A three-year certificate therefore attracts a surcharge of £3,105, billed automatically during the online process.

Where local capacity allows, applicants can buy faster decisions. The Priority service delivers an outcome within five working days for an extra £500, and the Super Priority service provides a decision by the end of the next working day for £1,000 on top of the standard fee. These upgrades become visible only if slots are available at the chosen Visa Application Centre or UKVCAS location.

Before the worker applies, the UK sponsor must assign a digital Certificate of Sponsorship and pay the associated £525 charge. This payment is made through the Sponsorship Management System when the certificate is issued

 

Section D: Switching, Extensions & ICT to ILR

 

Home Office rules allow a sponsor to request up to five years’ permission on the first Senior or Specialist Worker visa. UKVI will normally grant the full period shown on the Certificate of Sponsorship provided the cumulative-stay limits have not been reached. For transferees paid below £73,900 the ceiling is five years in any six-year rolling window; anyone on £73,900 or more can stay nine years in any ten-year window. Time already spent in the United Kingdom on the predecessor ICT category, or on any other Global Business Mobility route, counts toward these caps.

 

1. Extending a Senior or Specialist Worker Visa

 

When the initial permission is due to expire the employee may apply online to extend, provided the salary threshold and all other requirements are still met and the relevant cap will not be breached by the new grant. UKVI does not impose a gap between assignments: the former twelve-month “cooling-off” rule that applied to legacy ICT visas was scrapped when Global Business Mobility launched in April 2022. Transferees can therefore move in and out of the United Kingdom, or switch between UK sponsors within the same corporate group, as many times as necessary so long as the total time spent on GBM routes remains within the five- or nine-year limits.

Each extension can be granted for any period up to the date on the new Certificate of Sponsorship, again capped by the worker’s remaining allowance under the six- or ten-year window. Applicants must submit the online form and pay the relevant fee and Immigration Health Surcharge before their existing leave ends; leaving the UK while the application is pending withdraws it automatically. Dependants’ visas do not roll forward automatically and must be extended in parallel to preserve their status.

 

2. Switching Rules

 

Holders of a Senior or Specialist Worker visa may switch to another points-based category—most often Skilled Worker, Innovator Founder or Global Talent—without travelling abroad. The only bar arises if, at the point of applying, they have become a Visitor or other short-stay category that blocks in-country applications. A fresh Certificate of Sponsorship or endorsement that meets the target route’s requirements is essential, and the applicant must file before their current permission expires. Because the Senior or Specialist Worker visa does not count toward settlement, many transferees use this flexibility to move onto the Skilled Worker route once they decide to build a longer-term career in the United Kingdom.

 

3. Senior or Specialist Worker to ILR?

 

The Senior or Specialist Worker visa does not create a direct pathway to settlement. Home Office sponsor guidance for Global Business Mobility routes states that permission granted under any of these categories, including Senior or Specialist Worker, cannot be used to reach the five-year qualifying period for indefinite leave to remain (ILR).

Holders who intend to make the United Kingdom their long-term home have two realistic options. First, they may switch into a settlement-leading route, typically Skilled Worker, Innovator Founder or Global Talent, and then complete the five-year residence period required by that category. Time already spent on Senior or Specialist Worker will be discounted once the switch occurs, so early planning is advisable. Second, they can rely on the long-residence provision at Appendix Long Residence, which allows any person who has lived in the country lawfully and continuously for ten years to apply for ILR, regardless of the mix of visa categories held during that decade.

Long-residence applicants must still satisfy the Knowledge of Life and Language requirements, meet the good-character test and show that absences have not exceeded 180 days in any 12-month period across the ten-year span. Dependants cannot be included in the same ILR application but may qualify separately once they meet a relevant residence rule or join the main applicant on a settlement-eligible route.

 

Section E: ICT Visa Dependants

 

A Senior or Specialist Worker may bring a partner and children to the United Kingdom provided each family member meets the Immigration Rules. The partner can be a spouse, a civil partner, or an unmarried partner who has lived with the main applicant in a genuine relationship for at least two continuous years. A child qualifies if under 18 on the date of the first application, or if already in the UK as that person’s dependant. Where a child is 16 or 17, the Home Office must be satisfied that the young person still forms part of the household and is not financially independent.

Unless the sponsor certifies maintenance on the Certificate of Sponsorship, dependants must show access to specific savings held for at least 28 consecutive days: £285 for a partner, £315 for the first child and £200 for each additional child. These sums are in addition to the £1,270 the main applicant may need to demonstrate. The figures can be met from the family’s collective funds and may be held in any regulated bank account that allows immediate withdrawal.

Each dependant submits a separate online visa form referencing the main applicant’s CoS, pays the standard application fee for their length of stay, and settles the Immigration Health Surcharge at £1,035 per year. Successful partners are free to work in almost any occupation except professional sport, while children can attend state or independent schools without additional permission. Dependants receive permission that expires on the same date as the principal visa and may accompany the main applicant in any subsequent extension or switch to another eligible route.

After the family has spent five continuous years in qualifying categories—either on the Senior or Specialist Worker route in combination with another settlement-leading visa—dependants can apply for indefinite leave to remain alongside the principal applicant, provided they meet residence and suitability rules.

 

Section F: Employer Compliance

 

Licensed sponsors must hold a prescribed set of documents for every Senior or Specialist Worker they support, following the checklist in Appendix D of the sponsor guidance. These records include the worker’s signed contract, a copy of the passport photo page, evidence that the salary is being paid through PAYE, and, where applicable, proof of the twelve-month overseas service. Files must be stored securely—electronic or hard copy—for whichever is longer: the whole period of sponsorship or one year from the date it ends. UKVI officers may request any item during a compliance visit or desk-based audit and expect retrieval within the timeframe set out in the guidance.

Sponsors must tell UKVI about key events within ten working days by using the “Report migrant activity” function on the Sponsorship Management System. Reportable events include a worker failing to start on the stated date, unpaid absences of ten consecutive working days, changes to job title, SOC code, work location or salary, and early termination of employment. Failure to file a timely report is treated as a breach even if the underlying event is minor. UKVI monitors SMS traffic and cross-matches data with HMRC to confirm that pay and duties align with the certificate.

Before day one of employment, sponsors must verify and record the individual’s right to work, using the online share-code service for anyone issued with an eVisa or biometric residence permit. A clear copy of the check outcome—including the photograph displayed by the Home Office system—must be retained. Follow-up checks are required if the visa expires before the assignment ends, otherwise the company risks a civil penalty for illegal working.

Compliance performance feeds directly into the sponsor rating. Most licence holders start with an A-rating; repeated failures to keep records, file reports or perform right-to-work checks can result in a downgrade to a B-rating, the issue of an action plan and, in serious cases, revocation. A revoked licence cancels every live Certificate of Sponsorship, forcing affected employees to leave the United Kingdom or find a new sponsor. The Home Office may also impose a cooling-off period before the business can reapply for a licence, a sanction that can derail project delivery for months. By meeting the record-keeping, reporting and checking rules, employers keep their A-rating intact and preserve the ability to assign new certificates at short notice.

 

Section G: ICT Sponsor Licence for Senior or Specialist Workers

 

Overseas employers need a sponsor licence to transfer key employees to the UK. Contact us for advice on applying for a sponsor licence for intracompany transfers.

The ability to transfer overseas workers to the UK to undertake a temporary work assignment is critical for multinational organisations looking to mobilise skills and build their employees’ experience across a global workforce. In order to do this, the UK-based organisation will first need to be approved for what used to be called an ICT sponsor licence, now known as a Senior or Specialist Worker sponsor licence.

The following guide for employers looks at the rules relating to sponsor licences for intra-company transferees under the new Senior or Specialist Worker route, from what this sponsor licence allows, to what will happen if your licence application is refused.

 

1. What is a Senior or Specialist Worker sponsor licence?

 

Formerly known as the ICT sponsor licence, or an Intra-Company Transfer licence, the Senior or Specialist Worker sponsor licence is the permission needed from UK Visas and Immigration (UKVI) to be able to take on transferring senior overseas managers or specialist employees in the UK who have been sent on a temporary work assignment.

The Senior or Specialist Worker visa is one of five new immigration routes under the Global Business Mobility (GBM) umbrella introduced by the UK Government last year, although it is essentially a rebrand of the former ICT route. Still, for those organisations who do not currently hold a licence under either the legacy ICT route or the new replacement route, they will need to be approved by UKVI to sponsor intra-company transferees before being able to assign valid Certificates of Sponsorship (CoS) to migrant workers.

If the UK sponsoring organisation already held a valid ICT sponsor licence before 11 April 2022, the Senior or Specialist Worker route will be automatically added to their licence.

 

2. Senior or Specialist Worker licence general requirements

 

When applying for any type of licence to sponsor a migrant worker, the sponsoring organisation must meet a number of general requirements, including that the sponsor is:

• a genuine organisation and operating lawfully in the UK
• honest, dependable and reliable, where the sponsoring organisation must not be engaging, nor have previously engaged, in any behaviour or actions that are not conducive to the public good
• capable of carrying out its’ sponsorship duties, with reference to its existing recruitment practices and HR systems.

 

UKVI will look at the applicant’s history and background, including evidence of any previous non-compliance with the UK’s Immigration Rules. It will also investigate the background of those involved in the running of the business and the key personnel as set out in the sponsor licence application, including any criminal convictions and immigration issues. The key personnel are the people who will manage the sponsorship process and, if approved, may have access to the sponsorship management system (SMS).

 

3. Senior or Specialist Worker licence route-specific requirements

 

To be eligible for a Senior or Specialist Worker sponsor licence, the sponsoring organisation must also meet a number of route-specific requirements, including being linked by common ownership or control with an overseas business for which the prospective intra-company transferee is working. This is because sponsorship under the Senior or Specialist Worker route operates on the principle that the UK business receiving the worker will be the sponsor licence holder, where the prospective sponsor would need to demonstrate that there is a receiving business and a sending business, with a relationship between the two.

However, it is also possible to prove the necessary relationship between the UK-based business and the overseas business if there is a joint venture agreement in place, where the plan is for the employee to work for their UK sponsor as part of that agreement.

The sponsoring organisation must also additionally be able to show that the job on offer:

 

• is genuine and not a sham, and has not been created mainly so that the intra-company transferee can apply for either entry clearance or permission to stay in the UK
• does not amount to the hiring of the worker to a third party who is not the sponsor to fill a position with that party, or contract work to undertake an ongoing routine role or provide
• an ongoing routine service for a third party, and
• meets the skill level and salary requirements for the Senior or Specialist Worker route.

 

When it comes to the relevant skill level, a transferring senior manager or specialist employee must be coming to the UK to work in a job role that falls within an occupation code listed as being eligible for one of the GBM routes in either Table 1 or Table 2 of Appendix Skilled Occupations of the Immigration Rules. All job roles sponsored on the Senior or Specialist Worker route must also must meet or exceed both of the following:

 

• the general salary threshold of at least £45,800 per year, and
• the going rate for the occupation code in question.

 

 

4. When is an Intra-Company Transfer licence needed?

 

Non-UK nationals, with the exception of Irish citizens, coming to the UK are now subject to immigration control, and must apply for permission to work in the UK.

EEA nationals and their family members who are already living in the UK by the end of EU free movement on 31 December 2020 should apply for settled status (or pre-settled status if they do not yet meet the five-year residence requirement) under the EU Settlement Scheme by 30 June 2021. This will allow them to continue to live and work in the UK lawfully and without restriction.

In contrast, all new arrivals looking to live and work in the UK following the end of the Brexit transition period will need to apply for permission in advance. This means that overseas migrant workers who are looking to work in the UK, even for the same employer, will need to obtain a visa. Equally, as the prospective UK employer of existing overseas migrant workers, you will need to have in place a valid sponsor licence to facilitate this process.

 

5. How to apply for a Senior or Specialist Worker Sponsor Licence

 

To apply for a Senior or Specialist Worker sponsor licence an application must be made online, together with payment of the relevant fee.

As part of the application process, a number of key personnel will need to be nominated, some or all of whom will have access after a licence is granted to the Home Office SMS. The online form will also ask for an estimate of the number of CoS that the applicant will be looking to assign during its’ first year of sponsorship. Finally, the sponsoring organisation will be required to submit a number of detailed documents in support of their application.

 

a. Nominating key personnel

An Authorising Officer (AO) will need to be appointed to manage the licence application. This must be the most senior person in the UK-based organisation responsible for the recruitment of migrant workers. The applicant must also nominate a Key Contact (KC) to act as the main point of contact with UKVI, together with a Level 1 user who will be responsible for the day-to-day management of the sponsor licence using the SMS.

Once a Senior or Specialist Worker sponsor licence has been approved by UKVI, additional Level 1 users can be appointed, together with Level 2 users, although a Level 2 user will have fewer permissions than a Level 1 user. Only Level 1 and 2 users will have access to the SMS, where the AO and KC must be set up as a Level 1 or 2 user to be given access.

The key personnel roles can be filled by either the same person or a combination of people, but they must usually be paid members of staff or office-holders. They must also meet a number of other requirements, such as being based in the UK for the period of their role.

 

b. Requesting CoS

A decision will need to be made at the application stage as to how many intra-company transferees are likely to be sponsored in the first year, as this will determine how many CoS will be needed by the sponsoring organisation if approved for a licence.

A sponsor licence-holder must assign a valid CoS to any migrant worker before that worker can apply to enter or remain in the UK on the Senior or Specialist Worker route. This means that consideration must be given as to how many workers are likely to be recruited during the year and the reasons for this, as the applicant must be able to justify its request to UKVI.

 

c. Submitting supporting documents

Having completed the online application, the submission sheet at the end of the licence application must be emailed, signed and dated by the AO, and all supporting documents sent within 5 working days of the application date. A number of detailed documents must be provided to meet the Senior and Specialist Worker sponsor licence requirements, where these can be found in Sponsor Guidance Appendix A. The additional documentation needed to prove the route-specific requirements can be found under the Home Office online guidance for organisations on how to sponsor a worker on the GBM immigration routes.

Importantly, applying for a sponsor licence can be a complex process requiring a catalogue of documentation to demonstrate that the different requirements have been met including, for example, that the UK-based business is connected to the overseas employer. Seeking expert assistance in navigating the application process, together with the various evidential requirements to be approved for a Senior or Specialist Worker licence is strongly advised.

 

6. How long do sponsor licence applications take to process?

 

Having submitted an application for a Senior or Specialist Worker licence, together with all the necessary documentation, a decision will usually be made in less than 8 weeks, although this may be longer if UKVI would first like to conduct a site visit to ensure that the prospective sponsor is trustworthy and capable of carrying out its sponsorship duties.

If a sponsor licence is approved, this will last for 4 years, unless revoked or surrendered. The licence must be renewed prior to expiry of the 4 years if the sponsoring organisation wishes to continue sponsoring any existing or new senior managers or specialist employees.

 

7. How much is a Senior or Specialist Worker Sponsor Licence?

 

The costs when applying for a Senior or Specialist Worker sponsor licence include the licence application fee, the Immigration Skills Charge (ISC) for every CoS assigned, together with a £239 fee for issuing each sponsorship certificate to an intra-company transferee under the Senior or Specialist route.

The licence application fee will depend on the size and status of the organisation. For small or charitable sponsors, the application fee is £536 and, for medium or large sponsors, the fee is £1,476.

The amount that a sponsoring organisation will need to pay for the ISC is again based on its’ size and charitable status, as well as how long the senior manager or specialist employee will be in the UK, using the start and end dates on the CoS. For small or charitable sponsors, the ISC is set at £364 for the first 12 months, plus £182 for every additional 6-month period. For medium or large sponsors, the ISC is set at £1,000 for the first 12 months, plus £500 for every additional 6 months of stay in the UK.

A sponsoring organisation will usually be classed as a small sponsor if at least two of the following criteria apply: its’ annual turnover is £10.2 million or less; its’ total business assets are worth £5.1 million or less; and/or it has 50 employees or fewer. When applying for a licence, or applying to renew a licence, it is essential that the correct size or type for an organisation is selected, as this will determine not only the licence fee payable, but also the level of ISC the sponsoring organisation will pay throughout the life of its licence.

 

8. If your sponsor licence application is approved

 

Once a Senior or Specialist Worker sponsor licence has been approved by UKVI, the sponsor will be added to the online register of licensed sponsors. The Level 1 user will also be given access to the SMS to enable that individual to effectively manage the sponsorship process, including being able to issue a prospective new recruit with a sponsorship certificate.

To sponsor a senior manager or specialist employee on the Senior or Specialist Worker route, the sponsor must assign them a valid CoS using the SMS account. Provided the certificate is valid, this will enable the intra-company transferee to make a visa application. However, before assigning an CoS, the sponsor must first be satisfied that the worker can meet the relevant immigration requirements for this route. The sponsor will also need to pay the appropriate fee to assign the CoS and, unless an exception applies, the ISC in full.

 

9. If your sponsor licence application is refused

 

When a Senior or Specialist Worker sponsor licence is submitted, the UKVI caseworker deciding the matter can either approve, reject or refuse that application. If rejected, this means that the application has been deemed invalid. This could be where, for example, the application is incomplete or the applicant has paid the wrong fee. In these circumstances, the application fee will usually be refunded and the applicant can re-apply.

However if the application is refused, this is because a decision had been reached that the necessary requirements for a sponsor licence have not been met, where this can have significant ramifications for both the prospective sponsor and intra-company transferee. This is because there may follow a 6 to 12 month cooling-off period to reapply, depending on the reason for the refusal. In extreme cases, the cooling-off period can last up to 5 years. It is therefore key to seek expert advice from an immigration specialist prior to applying.

 

Section H: Need assistance?

 

Our legal experts are highly experienced in all areas of immigration, including sponsor licence applications under the UK’s Global Business Mobility routes, such as the Senior or Specialist Worker visa for intracompany transfers.

For expert advice on meeting your UK immigration needs, contact us.

 

Section I: ICT Visa FAQs

 

Is the old ICT visa still valid?

The Intra-Company Transfer category was rebadged as the Senior or Specialist Worker visa in April 2022. Existing ICT leave remains valid and counts toward the five- or nine-year time cap.

 

Does the route lead to indefinite leave to remain?

Time spent on a Senior or Specialist Worker visa does not count toward the five-year settlement clock, although you can qualify for ILR under the ten-year long-residence rule or by switching to a settlement-leading route such as Skilled Worker.

 

Do I need an English test?

The Home Office imposes no English-language requirement for this route, so Secure English Language Tests are unnecessary.

 

What salary must I earn?

You must be paid at least £48,500 a year or the occupation’s going-rate threshold, whichever is higher. Only guaranteed basic pay for a 48-hour week is counted. Employees on £73,900 or more gain extra flexibilities, including exemption from the twelve-month overseas-service rule.

 

How long must I have worked overseas?

Most applicants need twelve consecutive months with the sending company immediately before the visa application. The requirement is waived for high earners on £73,900 or above.

 

Can my family join me?

Partners and children under 18 may apply as dependants. Unless the sponsor certifies maintenance, they must show savings of £285 for a partner, £315 for the first child and £200 for each further child.

 

How long can I stay in the UK?

The first visa can last up to five years. Those paid under £73,900 are limited to five years in any six-year period; high earners can stay nine years in any ten-year period.

 

Is there a cooling-off period between assignments?

The twelve-month cooling-off rule was abolished when Global Business Mobility launched, so you can re-enter the UK immediately provided you remain within the cumulative-stay cap.

 

Can I switch to another visa inside the UK?

You may switch to categories such as Skilled Worker, Global Talent or Innovator Founder without leaving the country, so long as you meet the fresh route’s requirements and apply before your current leave expires.

 

How long does the Home Office take to decide?

Applications submitted outside the UK are usually decided within three weeks; those made inside the UK carry an eight-week service standard. Priority (five-day) and Super Priority (next-day) upgrades may be available for an additional fee.

 

Do I pay the Immigration Skills Charge?

The UK sponsor must pay the Skills Charge when assigning the Certificate of Sponsorship unless an exemption applies. The worker does not reimburse this fee.

 

Section J: Glossary

 

Term	Definition
Certificate of Sponsorship (CoS)	A digital certificate issued by a licensed UK sponsor to confirm the details of a job and enable a visa application under the points-based system.
Global Business Mobility	The umbrella visa scheme introduced in April 2022 that includes the Senior or Specialist Worker route and four other temporary corporate mobility categories.
Senior or Specialist Worker visa	The current name for the former Intra-Company Transfer (ICT) visa, used for temporary transfers of senior or specialist staff from overseas group companies to a linked UK entity.
Sponsor licence	Authorisation granted by the Home Office to a UK business, allowing it to issue Certificates of Sponsorship and employ overseas workers legally.
Sponsorship Management System (SMS)	The online Home Office portal used by licensed sponsors to assign CoS, report migrant activity, and manage licence details.
Going rate	The minimum annual salary set by the Home Office for each eligible job role, based on national pay data; must be met or exceeded for a valid visa application.
Immigration Health Surcharge (IHS)	A mandatory fee paid by visa applicants to access NHS services during their stay in the UK, currently £1,035 per year per person.
Immigration Skills Charge	A levy paid by UK sponsors when assigning a CoS for most work routes, intended to support investment in the domestic workforce.
Right to work check	A legal check employers must carry out to confirm that a worker has permission to work in the UK, usually done via the Home Office online system.
Appendix Skilled Occupations	The section of the Immigration Rules listing eligible job roles, their SOC codes, salary thresholds, and relevant visa routes.
Long residence	A route to indefinite leave to remain (ILR) for individuals who have lived lawfully in the UK for at least ten continuous years, regardless of visa type.
Settlement	Also known as indefinite leave to remain (ILR); grants permanent residence status in the UK with no immigration restrictions.
High earner exemption	An exception from certain requirements, such as the 12-month overseas service rule, granted to applicants earning £73,900 or more annually.
Cooling-off period	A now-removed rule that previously required ICT visa holders to wait 12 months before returning to the UK on a new visa; no longer applies under Global Business Mobility.

 

 

Section K: Additional Resources

 

Senior or Specialist Worker Visa Overview
https://www.gov.uk/senior-specialist-worker-visa
Official overview of the visa route, including who can apply, eligibility requirements, and how to apply.

 

Senior or Specialist Worker Visa: Eligibility
https://www.gov.uk/senior-specialist-worker-visa/eligibility
Detailed eligibility guidance for applicants, including salary, job role, and employer requirements.

 

Global Business Mobility Routes – Caseworker Guidance
https://www.gov.uk/government/publications/global-business-mobility-routes-caseworker-guidance/global-business-mobility-routes-caseworker-guidance-accessible
Internal Home Office guidance used by caseworkers to assess applications under the Global Business Mobility routes, including Senior or Specialist Worker.

 

Register of Licensed Sponsors (Workers)
https://www.gov.uk/government/publications/register-of-licensed-sponsors-workers
Live list of all UK employers licensed to sponsor migrant workers, including those authorised for the Global Business Mobility route.

 

Immigration Rules Appendix Global Business Mobility – Senior or Specialist Worker
https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-global-business-mobility-senior-or-specialist-worker
Legal source for the rules governing the Senior or Specialist Worker visa, including salary thresholds and switching conditions.

 

Appendix Skilled Occupations
https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-skilled-occupations
List of eligible job roles, salary thresholds, and SOC codes for Skilled Worker and Global Business Mobility routes.

 

Immigration Health Surcharge
https://www.gov.uk/healthcare-immigration-application
Guidance on the Immigration Health Surcharge, including current rates and who needs to pay.

 

Right to Work Checks: Employer Guidance
https://www.gov.uk/government/publications/right-to-work-checks-employers-guide
Official employer guidance on how to conduct compliant right-to-work checks using share codes and biometric documents.