UK Secondment Worker Visa: Guide & Requirements

Section A: What is the UK Secondment Worker visa?

The UK Secondment Worker visa is for overseas nationals being seconded to the UK as part of either a high value contract or investment by their employer overseas. It’s a specialist work visa designed to support the transfer of skills and knowledge between international offices and to facilitate UK-based operations, as well as development and expansion opportunities.

The UK Secondment Worker visa is one of five sponsored business immigration routes under the Global Business Mobility visa (GBM) umbrella. This is a collection of various different routes aimed at overseas businesses looking to either establish a presence or expand their business in the UK, or to transfer staff. Unlike some of the other routes under the GBM umbrella, which replace and reform previous routes, the Secondment visa was brought in as a new route, designed to facilitate trade and boost the UK economy. For this visa, the overseas business must have an eligible, Home Office-approved contract for goods or services with the UK sponsor and the seconded worker remains employed by the overseas business.

Under the Secondment Worker route, an applicant can apply for entry clearance from outside the UK. They can also apply for leave to remain if already in the UK, provided they do not have or have last been granted leave as a Visitor, Short-term Student, Parent of a Child Student, Seasonal Worker, a Domestic Worker in a Private Household or outside the UK’s Immigration Rules. There is no general salary threshold on this route, although the pay stated on the Certificate of Sponsorship (CoS) must meet UK employment laws and at least the applicable National Minimum Wage.

1. How Long does a UK Secondment Worker Visa Last?

Secondment Workers can stay in the UK for up to one year initially, with the option to extend this stay by up to a further year. However, two years is the maximum continuous period a visa-holder can stay in the UK on this route.

Secondment Workers are also subject to the maximum cumulative period for the GBM routes, where a person can only stay in the UK for a maximum of 5 years in any 6 year period if they’ve spent time on any of the other GBM or Intra-Company routes.

The UK Secondment Worker visa will not provide the visa-holder with a path to settlement in the UK, although they may be able to apply to switch to a different category, provided they meet the eligibility requirements under that route. For an in-country extension with the same sponsor on the same registered contract, the 12 month overseas employment requirement does not need to be re-met.

2. Visa Conditions for Secondment Workers

With a Secondment Worker Visa, you are permitted to work for your sponsor in the job specified in your Certificate of Sponsorship.

A second job or supplementary employment is not allowed. Any material change to the role, location or duties that would take the worker outside the scope of the assigned role or the registered contract requires new permission before the change takes effect. The worker should keep contact details up to date with the sponsor, comply with UK employment law including minimum wage, and follow any UKVI requests for information. Immigration status will usually be held as a digital eVisa and the worker may be asked to prove status online to the sponsor when completing right to work checks.

You are also allowed to study and may also engage in voluntary work and travel abroad, returning to the UK as needed.

You cannot apply for most benefits, including public funds and the State Pension. Changing jobs is not permitted unless you inform the Home Office and update your visa.

Starting work before permission is granted is also not permitted. Working for an entity other than the licensed sponsor, even within the same group, is not allowed unless new permission is granted. Work must relate to the registered contract and not extend to unrelated client projects. Self-employment is not permitted. Extended unpaid leave beyond Home Office limits, unless falling within permitted exceptions such as statutory leave, can trigger withdrawal of sponsorship. Leaving the UK while an in-country application is pending will normally withdraw that application. Overstaying after visa expiry risks curtailment and can impact any future UK applications.

3. Can Dependants Join Secondment Workers?

A UK Secondment Worker can be accompanied or joined by their partner and dependant children if they meet the relevant requirements for dependants. This includes unmarried partners, provided they are aged 18 or over and have lived with the applicant in a relationship that is akin to a marriage or civil partnership for a period of at least 2 years. The relationship must also be genuine and subsisting, where the applicant and their Secondment Worker partner must intend to reside together throughout the applicant’s stay in the UK.

Partners and children can apply from outside or inside the UK (if they meet the switching rules). Where applying to extend in the UK, they must not have, and must not have last had, permission as a Visitor, Short-term Student, Parent of a Child Student, Seasonal Worker, a Domestic Worker in a Private Household or outside the Immigration Rules.

Section B: UK Secondment Worker Visa Requirements

Applications for the Secondment Worker require the following criteria to be met:

1. Applicant Requirements

As a points-based system visa, and in addition to the age and overseas work requirement, the UK Secondment Worker visa requires applicants to be awarded a total of 40 points against the following two criteria: sponsorship and having a job offer at an appropriate skill level.

To score 20 points for sponsorship as a UK Secondment Worker, the applicant must have a valid Certificate of Sponsorship (CoS) assigned by a UK licensed sponsor for the job which they are planning to do in the UK. They must also be being sponsored for employment which is genuine. This means that the Home Office must not have reasonable grounds to believe that the job the applicant is being sponsored to do is either a sham or has been created mainly so that the applicant can apply for entry clearance or leave to remain. The applicant must also meet the overseas work requirement, which normally means having worked for their overseas employer outside the UK for a cumulative period of at least 12 months (not required again for an in-country extension with the same sponsor on the same registered contract).

To score 20 points for skill as a UK Secondment Worker, the applicant must be sponsored for a job listed in Appendix Skilled Occupations under the Immigration Rules that is identified as eligible for the Global Business Mobility routes. The sponsor must choose an appropriate occupation code, and the Home Office must not have reasonable grounds to believe that the sponsor has chosen a less appropriate occupation code due to the most appropriate occupation code not being eligible under the GBM routes.

To support the assessment, the Home Office may consider whether or not the sponsor can show a genuine need for the job described, and whether or not the applicant is suitably qualified to do that job. It may also consider the sponsor’s history of compliance with the immigration system including, but not limited to, paying its sponsored workers appropriately. There is no general salary threshold on the Secondment Worker route, but pay stated on the CoS must comply with UK employment law and National Minimum Wage.

In addition to the points-based requirements, a UK Secondment Worker from a listed country must provide a valid tuberculosis 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 satisfy a financial requirement. The financial requirement must be met by showing proof of funds of at least £1,270. The applicant will need to have had the money available for at least 28 consecutive days, where the end date of the 28 day period must be within 31 days of the date that they apply. Alternatively, the sponsor must certify maintenance on the CoS for one month.

Read our guide to Certificates of Sponsorship here >> 

2. Sponsorship Requirements

To obtain a UK Secondment Worker visa, the applicant will need to be sponsored by a Home Office approved employer authorised to sponsor this category of worker.

To sponsor a worker under the UK Secondment Worker route, the employer must first hold an A-rated sponsor licence. Businesses should therefore be taking steps to apply for a sponsor licence, if not already on the register of licensed sponsors, or to add Secondment Workers to their existing licence. Only once permission has been granted by the Home Office can the UK employer assign a valid CoS to a prospective overseas worker. The Immigration Skills Charge does not apply to the Secondment Worker route.

You can read our comprehensive guide to Sponsor Licence Applications here >> 

When applying for a licence to sponsor workers under any of the GBM routes, the sponsor must follow the specific route rules. In the context of the UK Secondment Worker route, the sponsor must have an eligible contract with an overseas business for goods or services worth at least £10 million per year and no less than £50 million in total. Where the contract lasts for less than five years, it must be valued at least £50 million. Where it lasts five years or more, it must be worth at least £10 million per year. If the contract has no specified end date, it must be worth at least £50 million over the first five years. This is known as the ‘eligible contract requirement’.

Under the eligible contract requirement, the UK sponsor must have at least one eligible contract with an overseas business. This must be the contract the applicant will be working on whilst in the UK. The sponsor will need to register the contract with the Home Office via the Sponsorship Management System (SMS), either when they apply for their sponsor licence or prior to assigning a CoS to the Secondment Worker. The sponsor must also confirm which contract the applicant will be working on when they assign the CoS. If an application for a sponsor licence on the Secondment Worker route is approved, the sponsor can only assign a CoS to a worker who is coming to the UK to fulfil that specific contract.

If the sponsor wants to bring workers to the UK under a new contract, they have to notify the Home Office and not assign any CoS in connection with the new contract until the Home Office has agreed that it meets the relevant requirements. The sponsor can use the ‘Request change of circumstances function’ in their SMS account to tell the Home Office about any new contract and request an increase in their CoS allocation. Once reported, the sponsor will be asked for supporting evidence, together with a timeframe to provide this documentation.

The sponsor also has to comply with sponsor guidance and right to work regime, or risk Home Office enforcement action.

Section C: Apply for a UK Secondment Worker Visa

The application for a Secondment Worker Visa involves the following steps:

Step 1: Obtain a Certificate of Sponsorship from the UK sponsor.

Step 2: Complete the visa application form online within 3 months of the CoS being issued. Include the CoS reference number in the application. You must not apply more than 3 months before the start date shown on the CoS. Ensure all details are accurate and consistent with your supporting documents to avoid delays or refusal.

Step 3: Pay the visa application fee and the healthcare surcharge.

Step 4: Submit the required documents. These typically include a valid passport, proof of qualifying overseas employment, the CoS, and evidence of financial support. Ensure all documents are up to date and meet the specified requirements.

Step 5: Attend a biometric appointment, to provide fingerprints and a photograph, at a visa application centre if required.

Step 6: Wait for a decision from UK Visas and Immigration. As a guide, decisions are usually made within 3 weeks for applications made outside the UK and 8 weeks for applications made inside the UK. If your application is successful, your decision email will confirm how to access your immigration status, which will usually be digital.

As part of their application for a UK Secondment Worker visa, they will need to prove their identity and provide any supporting documents. They may need to attend an appointment to do this and to provide their biometric information. When applying, the applicant must have:

a. a valid sponsorship certificate from a UK licensed sponsor

b. a passport or other travel document showing their identity and nationality

c. evidence that they have worked for their employer outside the UK for at least 12 months, where applicable

d. proof of funds, where applicable

e. a valid tuberculosis test certificate, where applicable

Once the applicant has submitted their application, proved their identity, provided their documents and paid the application fee, a decision is usually made within around 3 weeks when applying from outside the UK and around 8 weeks for in-country applications.

2. Secondment Worker Visa Application Costs

The Secondment Worker visa application fee is £319. In addition, the applicant will have to pay the Immigration Health Surcharge, which is payable at £1,035 per year of leave.

You can read more about the Immigration Healthcare Surcharge here >> 

As well as the application fees, the applicant will also have to show maintenance funds of at least £1,270, unless their sponsor will be certifying for this on the CoS.

The sponsor will also incur costs, such as the fee to apply for a Temporary Worker sponsor licence, and a fee of £55 for issuing each CoS. The Immigration Skills Charge does not apply to the Secondment Worker route. Sponsors are not allowed to recoup licence or CoS fees from the worker.

3. Secondment Worker Visa Processing Times

Secondment Worker visas are usually processed within 3 weeks if applying from overseas, or 8 weeks if applying from within the UK. Fast-tracked processing may be available for an additional fee, where eligible. The priority service costs £500 for a decision in 5 working days. The super priority service costs £1,000 for a decision by the end of the next working day.

Read more about UK visa processing times here >> 

4. Application risks and fixes

Secondment Worker refusals usually come down to a small set of issues. Treat the points below as a pre-submission audit. For each risk, check what UKVI will expect to see and fix any gaps before you file.

The contract must meet the eligible value tests and be registered on SMS. Applications stumble where the contract totals under £10 million a year or under £50 million in total, or where the contract was never registered. UKVI will expect a signed contract, a clear valuation over the relevant period and SMS registration evidence. Recalculate the valuation if needed, amend or replace the contract, complete the SMS registration and keep a clean evidential trail.

Occupation coding must be correct and eligible for GBM. Using a code that does not match the duties or is not eligible invites refusal. Caseworkers look for a role description mapped to an eligible code, with consistency across the CoS and job documents. Re-map the duties to the correct eligible code and update the CoS before submission.

The 12-month overseas employment requirement needs robust proof. Gaps or UK-based work during the qualifying period weaken the case. UKVI expects 12 continuous months for the overseas employer outside the UK. Compile payslips, payroll and HR letters, and add tax or travel records where helpful to evidence continuity.

The role must be tied to the registered contract. Duties that drift onto unrelated client projects or multiple contracts fall outside the route. Caseworkers want a clear link between the job and the specific registered contract. Keep work within scope or register any new contract before assigning a CoS.

Genuine job concerns arise where the business need is unclear. UKVI looks for a real project with sponsor oversight. Prepare a short project brief, an organisation chart and a delivery plan that align with the CoS so the commercial need is obvious on the file.

CoS accuracy matters. Wrong start dates, locations, contract references, codes or pay details cause quick refusals. The CoS must align with the contract and HR records. Run a line-by-line check against source documents and correct any discrepancies before assignment.

The sponsor licence must be A-rated and the route must be on it. Refusals follow where the licence is not in order. Caseworkers look for an A-rating with the Secondment Worker route enabled. Add the route if missing, resolve any compliance issues and retain screenshots or approval letters.

Financial maintenance must meet the rules. Savings below £1,270 or held for fewer than 28 days will not pass, unless maintenance is certified on the CoS. Provide bank statements covering the full 28-day period within 31 days of application, or ask the sponsor to certify maintenance and make sure the CoS shows it.

TB evidence needs to be valid and from an approved clinic where required. Missing or expired certificates will fail. Book a new test at an approved clinic and upload the correct certificate before submission.

Not all applicants can switch in-country. Last permission as a Visitor or another barred category blocks switching. Check switching rules early. Apply from outside the UK if barred, or choose a route that permits switching in-country.

Time limits are strict. Hitting the 2-year cap on this route or the 5-in-6 GBM cap will stop an approval. Track time spent across GBM and legacy intra-company routes, file extensions in good time, and plan a switch where longer residence is needed.

Suitability issues must be disclosed and explained. Unspent convictions, immigration breaches or unpaid NHS debt can lead to refusal. Settle debts where possible, gather court or official documents, and provide full, candid explanations.

Travel after an in-country submission is risky. Leaving the Common Travel Area will usually see the application treated as withdrawn. Avoid travel until a decision is issued, or apply from overseas if travel cannot be avoided.

Dependants must meet relationship evidential standards. Weak proof of marriage, birth or cohabitation will fail. Provide certificates and, for partners, at least two years of cohabitation evidence such as bank or utility statements, tenancy records and official letters that cover the period end-to-end.

Section D: Staying in the UK

You can extend a Secondment Worker visa for up to a further 12 months, to a maximum of 2 years on the route. An extension application must be made from inside the UK while your current permission is still valid. You must still be working for the same UK sponsor and continue to deliver the same Home Office-registered contract between the sponsor and your overseas employer. The wider Global Business Mobility cap of 5 years in any 6 year period also applies when combined with time spent on other GBM or legacy intra-company routes.

1. Extending your Secondment Worker visa

To extend, you must remain sponsored by the same UK organisation on the same registered contract. A fresh Certificate of Sponsorship is needed for the extension, although the 12-month overseas employment requirement that applied at initial grant does not need to be re-met where you are continuing with the same sponsor on the same contract. You must not have reached the 2-year maximum on this route. If granted, permission will be extended only up to the 2-year cap.

2. Changes to role, sponsor or contract

Material changes are not managed by an “extension”. A change of sponsor, a move to a different contract, or a change to duties that would alter the occupation code requires a new application with a new CoS. The Secondment Worker route is tied to the specific registered contract. If a new contract is in scope, the sponsor must register it with the Home Office before assigning a CoS for any application connected to that contract.

3. Dependants’ permission

Extending your visa does not extend your dependants’ visas. Partners and children must submit their own applications to extend before their current permission expires. Where granted, their new expiry dates will usually align with yours. Dependants can apply at the same time as you or later, provided they apply before their permission ends.

4. Travel while an application is pending

After submitting an in-country application you should remain within the UK, Ireland, the Channel Islands or the Isle of Man until a decision is made. Travel outside the Common Travel Area before a decision will normally result in your application being treated as withdrawn. If that happens, you would need to make a new application.

5. Switching to a different visa

Switching from Secondment Worker to another route can be possible in the UK if you meet the full requirements of the new route and are not in a category that bars switching. Common options include Skilled Worker, provided the UK employer holds the correct licence, assigns a CoS and pays the required salary for that route. Other options may include Global Talent, Innovator Founder or family routes where eligible. Take care to plan timings so there is no gap in permission.

6. Settlement and long residence

The Secondment Worker route does not lead to settlement. Time on this route does not count towards the 5-year settlement requirement of work routes such as Skilled Worker. It can, however, form part of a 10-year long residence application if you later meet all the long residence rules. Most applicants who wish to settle move to a route that leads to settlement and then start accruing qualifying residence on that route.

7. Options to remain after the Secondment Worker visa

If you wish to remain beyond the 2-year cap you would need to qualify under a different route. The usual pathway is a sponsored switch to Skilled Worker with a qualifying role and salary. Alternative routes depend on your circumstances, for example Senior or Specialist Worker for further temporary assignments, Global Talent for recognised leaders or potential leaders, Innovator Founder for qualifying business plans, or family routes where relevant. Each option has its own eligibility and evidence requirements and some routes do not permit in-country switching.

Section E: Summary

The Secondment Worker Visa is a specialist route designed for specific types of assignments. While the route eligibility provides valuable opportunities for employees to gain international experience and for employers to enhance their global operations, the eligibility and procedural requirements are complex. Supporting documents in particular play a key role in the application, ensuring the applicant proves that they meet the visa criteria. This requires the employer and employee to work closely to provide a comprehensive submission.

Section F: Need Assistance?

DavidsonMorris’ business immigration specialists provide guidance on the Home Office requirements to deploy personnel under the Secondment Worker visa including advice on the sponsorship obligations for employers and the visa application process for your employees.

As a team of immigration lawyers and former Home Office personnel, we can work in support of your employers and their personnel, taking care of all aspects of sponsor licence management and sponsored visa applications. Contact us for specialist advice.

Section G: UK Secondment Visa FAQs

What is a Secondment Worker Visa?

A Secondment Worker Visa is a Global Business Mobility route for employees of an overseas business who are seconded to a UK sponsor to deliver an eligible Home Office-registered contract for goods or services. The worker remains employed by the overseas business and the route does not lead to settlement.

Who is eligible for a Secondment Worker Visa?

You must be employed by an overseas business and normally have worked for that employer outside the UK for at least 12 months before applying. You need a UK sponsor with an A-rated licence authorised for this route, a role on the GBM-eligible occupation list, a genuine job, and to meet the financial and TB rules where applicable.

How long does the application process take?

As a guide, decisions are usually made within about 3 weeks for applications made outside the UK and about 8 weeks for applications made inside the UK. Priority and super priority services may be available for an extra fee. Successful applicants will usually receive digital immigration status (eVisa).

What documents are needed for the application?

A valid passport, a Certificate of Sponsorship, evidence of at least 12 months’ qualifying overseas employment where required, proof of funds unless maintenance is certified by the sponsor, and a TB certificate if you are from a listed country. There is no English language requirement for this route.

Can my family members join me in the UK?

Your spouse or partner and children under 18 can apply as dependants if they meet the rules. Where applying in the UK, dependants must not have, and must not have last had, permission as a Visitor, Short-term Student, Parent of a Child Student, Seasonal Worker, Domestic Worker in a Private Household or outside the Rules. Dependants can work in the UK, other than as a professional sportsperson.

Can I switch to a different visa category while in the UK?

Switching may be possible, for example to Skilled Worker, if you meet the full requirements of the new route and the UK employer holds the correct licence and assigns a new CoS. Some routes do not allow in-country switching. Time on the Secondment Worker route does not count towards settlement; settlement would be via the new route if eligible.

How long can I stay in the UK on a Secondment Worker Visa?

Permission is normally granted for up to 12 months initially, with one in-country extension of up to a further 12 months, giving a maximum of 2 years. Time spent on this route also counts toward the wider GBM cap of 5 years in any 6-year period across GBM and legacy intra-company routes.

Can I apply for a Secondment Worker Visa if I am self-employed?

The route is for employees of an overseas business who are being seconded to a UK sponsor. Self-employment is not permitted on this route.

How much does it cost to sponsor an overseas worker?

For the Secondment Worker route, the UK sponsor must hold an appropriate sponsor licence and pay the sponsor licence fee set by the Home Office. Assigning a CoS costs £55 per worker. The Immigration Skills Charge does not apply to this route. Optional priority services may incur extra fees. Sponsors must not recoup licence or CoS fees from the worker.

Do businesses who want to sponsor workers from outside the UK have to have a sponsor licence?

The UK organisation must hold an A-rated sponsor licence with the Secondment Worker route on it. The sponsor must register the eligible contract on the Sponsorship Management System and then assign a CoS for the worker coming to fulfil that contract.

Section H: Glossary

Section I: Additional Resources and Links