Offshore Working: UK Visa Guide 2026

Offshore working refers to employment carried out on oil rigs, offshore wind farms, ships, and other installations located in UK waters or on the UK Continental Shelf (UKCS). Foreign nationals working offshore must have the correct immigration status, which depends on their nationality, where the work is carried out (including whether it takes place in UK territorial waters), how the worker enters or transits through the UK, and the expected duration and pattern of assignments.

In this offshore working guide, we set out the visa options and immigration rules for foreign nationals arriving directly into UK waters for the purposes of working, alongside the employer compliance issues that commonly arise. Where Home Office oversight, permissions and reporting duties apply, employers should treat offshore mobilisation as part of wider UKVI compliance management. For background on the Home Office’s enforcement approach, see UKVI and our wider UK immigration compliance guidance.

Section A: What is offshore working?

Offshore work in the UK refers to employment on oil, gas, wind and other installations wholly at sea and fixed to the sea bed. The rules on working offshore in the UK depend on whether the worker will be working in the 12-mile area surrounding the UK, or in areas connected to the UK Continental Shelf (UKCS), and also on whether the individual enters or transits through the UK as part of the mobilisation.

1. Offshore installations, UK territorial waters and the UKCS

Offshore working can include work on oil rigs and other fixed installations, as well as certain offshore renewable projects. In practical terms, the key compliance question is whether the work takes place within UK territorial waters (up to 12 nautical miles from the UK baseline), whether the worker will enter the UK mainland, and whether any part of the assignment involves activity that is treated as “working in the UK” for immigration control purposes.

The UKCS is commonly described as a 200-mile area of waters surrounding the United Kingdom, which includes areas of the North Sea, the North Atlantic, the Irish Sea and the English Channel. In legal terms, the UK has sovereign rights for specified purposes, including the exploration and exploitation of natural resources on the continental shelf, but this does not automatically mean the UKCS is treated the same as the UK landmass for all immigration control purposes.

For immigration purposes, it is important to separate (i) the UK landmass and (ii) UK territorial waters, from (iii) areas beyond territorial waters associated with the UKCS. UK territorial waters are treated as within the UK for immigration control purposes, meaning UK immigration controls apply in broadly the same way as they do on the UK landmass.

By contrast, areas beyond UK territorial waters associated with the UKCS are not generally treated as the UK for routine immigration control purposes. That said, offshore working cannot be assessed only by reference to a notional “12-mile” line. In practice, workers may still require permission to enter or remain in the UK where, for example, they (a) enter the UK mainland to travel offshore, (b) enter UK territorial waters as part of their work, (c) transfer through UK ports, or (d) are treated as entering the UK under the statutory “deemed entry” framework. Employers should therefore approach UKCS mobilisation as a compliance exercise, cross-checking the relevant Immigration Rules, any applicable concessions and the worker’s travel pattern.

2. UK territorial waters versus work beyond territorial waters

The UKCS should not be confused with the 12-mile zone surrounding the UK, which is defined as UK territorial waters, where UK immigration controls are applied as they are within the UK. Individuals working in UK territorial waters who are not British or Irish citizens and do not hold UK settled status will generally need appropriate UK immigration permission that permits the work in question.

Depending on the role, seniority, and the employing entity, this may include the Skilled Worker visa, the Senior or Specialist Worker visa (as part of the Global Business Mobility visa routes), or a Frontier Worker permit where the individual qualifies under that scheme.

Where a worker will be working wholly beyond UK territorial waters and does not enter the UK mainland or UK territorial waters at any stage, UK immigration control may not apply in the same way. However, this is not a safe assumption to make without checking the precise travel route, vessel movements and whether the work brings the individual into UK territorial waters or otherwise into UK immigration control. As a result, employers should avoid treating “outside 12 miles” as a blanket exemption and should assess each mobilisation on its facts.

Where employers are uncertain, it is usually safer to treat offshore planning as part of wider UK immigration compliance, particularly where UKVI enforcement and sponsor compliance expectations may apply. Where sponsorship is required, employers should also ensure they understand sponsor licence and reporting duties, including broader Sponsor licence compliance requirements.

Section B: Do you need a visa to work offshore on the UKCS?

Whether a foreign national needs a visa to work offshore depends on where the work takes place, how the individual enters UK waters, and whether they travel through the UK mainland. There is no single “offshore worker visa”. Instead, workers must rely on an existing immigration route that permits the work in question, or on a specific concession where applicable. Employers must therefore assess the immigration position at the planning stage of mobilisation rather than after deployment.

1. No formal “Offshore Worker visa” category

The term “Offshore Worker visa” is not an official immigration category under the UK system. Offshore workers typically enter under standard work routes, most commonly the Skilled Worker visa where there is a UK sponsor and an eligible role, or the Senior or Specialist Worker visa under the Global Business Mobility framework for intra-group transfers.

In some cases, EU, EEA or Swiss nationals who meet the historic eligibility criteria may rely on a Frontier Worker permit. Each route has distinct eligibility criteria, sponsorship requirements and compliance obligations.

Where sponsorship is required, the UK employer must hold a valid Sponsor licence and issue a valid Certificate of Sponsorship (CoS) before the individual applies for entry clearance or permission to stay. The absence of a dedicated offshore category means route selection must align strictly with the nature of the employment and the worker’s circumstances.

2. Visa nationals and non-visa nationals

The rules on entry clearance also depend on whether the individual is a “visa national” or a “non-visa national”. Visa nationals must obtain entry clearance before travelling to the UK, regardless of the intended duration of stay. Non-visa nationals may travel to the UK for certain short visits without prior entry clearance, but this does not automatically permit work.

Under the Electronic Travel Authorisation regime, some non-visa nationals must obtain an ETA before travelling to the UK. However, an ETA does not confer permission to work. Where offshore work takes place within UK territorial waters, or where the individual enters the UK mainland as part of the assignment, an appropriate work visa is required. For further detail on ETA requirements, see ETA UK guidance.

Non-visa nationals who intend to stay in the UK for longer than six months, or who will carry out work that is not permitted under the visitor rules, must apply under an appropriate work route under the Immigration Rules. Employers should not assume that visa-free travel equates to permission to undertake offshore employment.

3. Transit through the UK

Applicants transiting through the UK must demonstrate that they are genuinely in transit to another country outside the Common Travel Area, that they will not access public funds or medical treatment, work or study in the UK, and that they genuinely intend and are able to leave the UK within the permitted transit period. Transit permission cannot be used as a mechanism to undertake offshore work in UK territorial waters.

Where offshore workers are entering the UK for the purpose of travelling offshore to work in UK territorial waters, they are not “in transit” in the immigration sense. In such cases, the correct work permission must be obtained in advance. Employers should therefore avoid reliance on transit provisions except where the facts clearly support genuine onward travel without UK-based work. For further information on transit permissions, see Transit visa UK.

In all cases, early assessment of visa status, route selection and sponsor duties reduces the risk of refusal at the border, curtailment of permission or enforcement action by UKVI.

Section C: Leave to remain, concessions and settlement

In practice, many offshore workers are deployed to the UKCS or UK territorial waters for short rotations and return overseas between assignments. However, some workers may wish to base themselves, and in some cases their dependants, in the UK for longer periods while continuing offshore employment. The immigration framework distinguishes between short-term entry for offshore work and longer-term residence in the UK.

1. Concessionary leave for offshore workers

In the majority of cases, offshore workers require entry to the UK for less than six months in order to travel offshore before returning home for leave. In certain circumstances, leave to remain may be granted outside the Immigration Rules as a discretionary concession where the worker is employed wholly and exclusively offshore on the UKCS but wishes to reside in the UK between rotations.

This concession is not a formal visa category and does not create an automatic right to remain. It is discretionary and granted outside the standard work routes. Where granted, it is commonly limited in duration, often up to 12 months, and subject to conditions.

To rely on this concession, offshore workers must provide written confirmation from their employer of the nature and duration of their employment, confirming that it is wholly and only offshore on the UKCS. They and their dependants must also demonstrate that they can be maintained and accommodated without recourse to unauthorised employment or public funds.

Employers should note that concessionary arrangements do not remove wider compliance obligations. Where sponsorship applies, reporting and record-keeping duties continue to operate in line with broader Sponsor licence compliance requirements.

2. Repeated or substantial presence in the UK

Where offshore assignments involve repeated or substantial time spent in or through the UK, individuals are likely to require permission under a formal work route rather than relying on short-term or concessionary arrangements. While historic practice sometimes referenced cumulative time periods, there is no single statutory “180-day rule” governing offshore work. Instead, the assessment focuses on the pattern of presence in the UK and whether the individual is effectively based in the UK.

In such cases, the appropriate route will often be the Skilled Worker visa or, where applicable, a Senior or Specialist Worker visa. Employers must ensure that the role meets the skill and salary thresholds and that a valid Certificate of Sponsorship is assigned before the worker applies.

Failure to regularise status where the individual is effectively living in the UK between offshore rotations can expose both the worker and employer to immigration risk, including curtailment of permission and enforcement action.

3. Indefinite Leave to Remain (ILR)

Offshore workers and their dependants will not ordinarily be eligible to apply for Indefinite Leave to Remain (ILR) where their permission was granted under a concessionary arrangement outside the Immigration Rules, as such leave does not lead to settlement.

Where an individual holds leave under a qualifying route, such as the Skilled Worker visa, time spent physically outside the UK will generally not count towards continuous residence, and absences are subject to strict limits. As a result, rotational offshore patterns often make it difficult to meet settlement requirements.

However, eligibility for ILR must be assessed on a case-by-case basis. In some circumstances, individuals may qualify for settlement under an alternative route, subject to meeting the relevant residence and eligibility criteria under the Immigration Rules.

Section D: Deemed entry, notification duties and employer compliance

Recent legislative changes have significantly altered the immigration landscape for offshore working. Employers operating in oil, gas and renewable energy sectors must understand how “deemed entry” operates, when notification obligations arise and how right to work and sponsorship duties apply in offshore contexts. Failure to comply can result in civil penalties, criminal liability and sponsor licence action.

1. Deemed entry under the Immigration Act 1971

Under section 11 of the Immigration Act 1971, a person arriving by ship or aircraft was historically treated as not having entered the UK unless and until they disembarked. This created legal uncertainty for offshore workers who travelled directly to installations or vessels without physically disembarking on the UK landmass.

The Nationality and Borders Act 2022 amended the 1971 Act to address this position. As a result, individuals who arrive in UK territorial waters for the purposes of working in those waters may be treated as having entered the UK, even if they do not disembark onto land. In practical terms, where work is carried out in UK territorial waters, immigration permission to work is required in the same way as if the work were carried out onshore.

This reform means employers can no longer rely on arguments that a worker has not “entered” the UK simply because they remain offshore. Where work is undertaken in UK territorial waters, appropriate permission must be secured in advance.

2. Offshore worker notification requirements

The Immigration (Offshore Worker Notification and Exemption from Control) (Amendment) Regulations 2023 introduced mandatory notification requirements for certain offshore workers and their sponsors. These provisions took effect in April 2023 and form part of wider UKVI oversight of offshore activity.

Under the rules, the worker or, where applicable, their sponsor must inform the Home Office when the individual arrives in UK waters at the start of the job and when they leave UK waters at the end of the job. Notifications must generally be made no earlier than the date of arrival or departure and no later than 10 working days beginning on the day after the relevant event.

Where the worker is sponsored, the sponsor must report the event through the Sponsorship Management System (SMS). Sponsors should ensure that internal processes align with their broader reporting obligations and that staff responsible for compliance understand SMS requirements. For background on the SMS framework, see Sponsorship Management System (SMS).

Where SMS functionality is unavailable, the Home Office has required notification by email to the designated offshore worker inbox. The notification must include key information such as the sponsor licence number, the Certificate of Sponsorship reference (where applicable), the worker’s identity details, vessel name and the date of entry to or exit from UK waters.

Unsponsored offshore workers are personally responsible for notifying the Home Office of their arrival into and departure from UK waters. Failure to notify in accordance with the Regulations can result in cancellation of permission and may adversely affect future immigration applications.

3. Employer responsibilities and right to work compliance

Employers engaging offshore workers must assess whether UK right to work checks are required. Where the individual enters the UK mainland or works in UK territorial waters, employers must conduct compliant right to work checks in accordance with the statutory scheme. Failure to do so can expose the employer to civil penalties and, in serious cases, criminal liability.

For detailed guidance on conducting compliant checks, see Right to work checks, including acceptable Right to work documents and practical compliance steps set out in our Right to work checklist.

Employers found to be employing individuals without the correct permission to work may face substantial civil penalties under the prevention of illegal working regime. Enforcement risk is particularly acute in sectors subject to heightened scrutiny. For an overview of current penalty levels and enforcement trends, see Illegal working civil penalties and broader Prevention of illegal working guidance.

Where sponsorship applies, failure to notify offshore movements, assign a valid CoS or comply with reporting duties can also result in sponsor licence suspension or revocation. Employers should treat offshore mobilisation as part of an integrated immigration compliance framework rather than a standalone operational issue.

Section E: Oil installations, vessels and shore leave

Offshore immigration compliance also depends on the legal classification of the structure or vessel on which the work is carried out. The distinction between oil installations, service vessels and seafaring crew is particularly important when determining whether immigration control applies and whether specific concessions are available.

1. Oil installations and service vessels

An oil installation generally refers to an oil rig fixed, whether permanently or temporarily, to the sea-bed within the UKCS zone. Installations fixed to the seabed are treated differently from ships or mobile vessels for immigration purposes.

Vessels that service installations, transporting supplies and staff to and from an installation, are not themselves treated as installations. The crew on these service vessels do not fall under any offshore concession applicable to fixed installations. Depending on the facts, they may qualify as joining ship crew where the vessel spends the majority of its time outside UK territorial waters, but this requires careful assessment of the vessel’s operational pattern.

A ship engaged in oil, gas or renewable energy activities does not automatically qualify as an oil installation. Similarly, a seismic vessel is not an oil installation merely because it supports offshore exploration activity. Classification errors can lead to incorrect assumptions about immigration control and exemption from permission requirements.

2. Shore leave and residence in the UK

Subject to normal visa requirements, offshore workers may reside in the UK during shore leave periods where they hold appropriate immigration permission. Where leave has been granted under a concession or under a sponsored work route, residence in the UK between rotations must comply with the conditions attached to that permission.

Where dependants are permitted to accompany or join the offshore worker, their right to reside in the UK will depend on the underlying immigration route. Concessionary arrangements do not automatically confer open-ended rights and remain subject to Home Office discretion and compliance with stated conditions.

Employers should ensure that offshore rotations do not inadvertently result in breach of visa conditions, particularly where the worker undertakes activities outside the scope of their sponsored role while in the UK.

3. Offshore workers and seafaring crew rules

Offshore workers are not subject to the same immigration rules as seafaring crew joining a ship. Offshore workers are not treated as seafaring “crew” for the purposes of the Immigration Act 1971 and are not dealt with in accordance with the specific provisions that apply to crew members.

Seafarers on vessels not engaged in UK trade may benefit from particular immigration exemptions under domestic law and international conventions. Offshore workers on installations or vessels operating in UK territorial waters do not automatically benefit from these exemptions. Each case must therefore be assessed by reference to the nature of the work, the vessel’s operations and whether the activity amounts to work in the UK for immigration purposes.

Given the complexity of the distinction, employers in the energy and renewables sectors should align vessel classification decisions with their wider UK immigration compliance framework to mitigate enforcement risk.

Section F: Offshore Wind Workers Concession and regulatory change

The regulatory position for offshore wind projects changed significantly in 2023. Employers operating in the renewables sector must ensure that legacy assumptions about visa exemptions are not relied upon in current mobilisation planning.

1. Offshore Wind Workers Concession now closed

The Offshore Wind Workers Concession ended on 30 April 2023. The concession had allowed certain foreign workers to join vessels engaged in the construction and maintenance of offshore wind projects in UK territorial waters without holding a standard UK work visa.

Following the closure of the concession, workers who would previously have relied on that arrangement were required to leave the UK and apply for entry clearance under an appropriate immigration route before returning to undertake work in UK waters. For background on the former concession and its withdrawal, see Offshore Wind Workers Concession guidance.

From 1 May 2023 onwards, individuals carrying out work in UK territorial waters in connection with offshore wind projects must hold appropriate immigration permission that permits the work in question.

2. Employment law considerations offshore

In addition to immigration compliance, employers must consider the potential application of UK employment law to offshore workers. The territorial scope of UK employment rights is not determined solely by geography. Case law has established that employees working abroad or offshore may, in certain circumstances, fall within the jurisdiction of UK employment tribunals where there is a sufficiently strong connection to Great Britain and to UK employment law.

Issues such as unfair dismissal protection, whistleblowing, working time limits and National Minimum Wage entitlement may therefore arise depending on the contractual arrangements, the employer’s place of business and the nature of the worker’s connection to the UK. Employers engaging offshore personnel should seek advice on jurisdictional risk, particularly where employees are managed from the UK or are employed by a UK-based entity.

Where sponsorship applies, employment law compliance and immigration compliance must be aligned. Breaches of employment law obligations can also have sponsor licence implications where they undermine the genuineness of the role or compliance with sponsor duties.

Offshore working FAQs

What is offshore working?
Offshore working refers to employment carried out on oil rigs, ships, wind farms and other offshore installations. Workers are usually based in UK or international waters and may require specific immigration permission depending on their nationality, where the work takes place and how they enter UK waters.

Do foreign nationals need a visa to work offshore in the UK?
Where work is carried out in UK territorial waters or the worker enters the UK mainland as part of the assignment, appropriate UK immigration permission is generally required. This may include the Skilled Worker visa or another relevant route. Each case must be assessed individually.

What is the Offshore Wind Workers Concession?
The Offshore Wind Workers Concession was a temporary arrangement allowing certain foreign offshore wind workers to operate in UK territorial waters without a standard work visa. It ended on 30 April 2023. Workers must now hold appropriate immigration permission.

Do EU nationals need a visa for offshore work in the UK?
EU nationals without settled or pre-settled status under the EU Settlement Scheme generally require a valid immigration route that permits work in UK territorial waters, unless they qualify under a separate category such as the Frontier Worker permit.

Can offshore workers apply for Indefinite Leave to Remain (ILR)?
Time spent offshore outside the UK does not normally count towards continuous residence for settlement. Concessionary leave does not lead to settlement. Eligibility for ILR depends on holding a qualifying route and meeting residence and absence requirements.

What are the employer’s responsibilities for offshore workers?
Employers must ensure workers hold appropriate immigration permission where required, conduct compliant right to work checks when the individual works in UK territorial waters or enters the UK, and comply with sponsor licence and reporting duties where sponsorship applies.

What happens if an offshore worker does not have the correct permission?
Employers may face civil penalties and sponsor licence action. Workers may face cancellation of permission and adverse consequences for future immigration applications.

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