For international companies with a presence in the UK, the ability to move established staff across borders is key for managing operations and sharing knowledge. The Global Business Mobility (GBM) – Senior or Specialist Worker route is the specific immigration category designed for this purpose. It replaced the previous Intra-Company Transfer (ICT) route in April 2022.
This route allows overseas businesses to transfer senior managers or specialist employees to their UK branch or subsidiary for a temporary assignment. Unlike the Skilled Worker route, which is generally for new hires filling a specific vacancy, the Senior or Specialist Worker route focuses on the movement of existing staff who have significant experience with the employer.
While this route delivers flexibility for internal transfers, it comes with specific limitations—most notably, it does not lead to settlement (permanent residence) in the UK
Who is the Senior or Specialist Worker Route For?
The Senior or Specialist Worker route is strictly for employees who are already working for the sponsor’s group of companies outside the UK. It is not for new recruits.
To qualify, the worker has to meet specific criteria regarding their employment history and the role they are coming to perform:
The Sponsorship Requirement: Linking the Businesses
Before you can sponsor a worker on this route, your UK organisation must hold a valid sponsor licence specifically for the Global Business Mobility – Senior or Specialist Worker route.
A key part of obtaining this licence is proving the relationship between the UK entity and the overseas entity. You must show that the two entities are linked by common ownership or control. This usually means one company owns the other, both are owned by the same parent company, or they operate under a joint venture agreement. You cannot use this route to transfer workers from an unrelated company, even if you have a contract with them (for that scenario, the Service Supplier or Secondment Worker routes might be appropriate).
Job Eligibility and Skill Level
Not every job is eligible for this route. The role must be skilled to at least RQF Level 6 (graduate level).
You must select a valid Standard Occupational Classification (SOC) 2020 code for the job. The Home Office publishes a list of eligible occupation codes in Table 2 of Appendix Skilled Occupations. If the job you intend to sponsor is not on this list, you cannot use this route.
Salary Requirements
The salary requirements for Senior or Specialist Workers are strict to prevent the undercutting of the UK resident labour market. Unless a transitional arrangement applies (for workers who held permission before April 2011), you must pay the worker whichever is the higher of the following two amounts:
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1The General Salary Threshold
£52,500 per year.
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2The Going Rate
The specific minimum salary for the occupation code, as listed in the immigration rules.
The Certificate of Sponsorship (CoS)
Type of CoS
For the Senior or Specialist Worker route, you will generally use an Undefined CoS. This comes from your annual allocation of certificates. Unlike the Skilled Worker route, where you must apply for a specific “Defined” CoS for overseas candidates, GBM sponsors usually request an allocation of an Undefined CoS to cover their anticipated intra-company transfers for the year.
What to Include on the CoS
When creating the Certificate of Sponsorship (CoS) for senior or specialist workers, you must provide:
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The worker’s personal details.
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The start and end dates of the assignment.
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The correct occupation code.
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The gross salary and any applicable allowances.
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Confirmation that the worker has met the 12-month overseas work requirement (or is a high earner).
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The PAYE reference number (if the worker will be paid via a UK payroll).
Costs of Sponsorship
Sponsoring a worker on this route includes several government fees.
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Small or charitable sponsors
£480 for the first year + £240 for each additional 6 months.
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Medium or large sponsors
£1,320 for the first year + £660 for each additional 6 months.
Visa Duration and Maximum Stay
A major difference between the Senior or Specialist Worker route and the Skilled Worker route is the limit on how long a person can stay in the UK.
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Standard Limit
Most workers can stay for a maximum of 5 years in any 6-year period.
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High Earners
If the worker earns £73,900 or more, they can stay for a maximum of 9 years in any 10-year period.
Once a worker reaches this limit, they must leave the UK and generally cannot return on a GBM route until the “rolling” time period resets.
Does Senior or Specialist Route Lead to Settlement?
No. The Senior or Specialist Worker route is a temporary route. It does not lead to settlement (Indefinite Leave to Remain).
If your employee wishes to settle permanently in the UK, they will need to switch to a route that permits settlement, such as the Skilled Worker route. They can switch from inside the UK, as long as they meet all the requirements for the new route (including the English language requirement, which is not required for the Senior or Specialist Worker route). However, the time spent in the UK as a Senior or Specialist Worker does not count towards the 5-year residency requirement for settlement on the Skilled Worker route.
Conditions of Stay
While in the UK, Senior or Specialist Workers:
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Must work for you
They are generally tied to the job described in their CoS.
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Cannot take public funds
They cannot claim most state benefits.
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Supplementary Employment
Generally, they cannot take a second job (supplementary employment). This restriction differs from that of the Skilled Worker route. The only exception is for workers covered by a specific transitional arrangement who held permission before April 2022.
Conclusion
The Global Business Mobility – Senior or Specialist Worker route is an invaluable tool for international businesses needing to deploy experienced leaders and technical experts to the UK. It offers an efficient process that does not require proof of English language proficiency or advertising the role to the local market.
However, the high salary threshold (£52,500) and the lack of a path to settlement make it distinct from the Skilled Worker route. Employers must thoroughly evaluate their long-term goals for the employee. If the transfer is intended to be short-term or rotational, this route is ideal. If the goal is to permanently relocate the employee to the UK, the Skilled Worker route may be a more appropriate alternative, despite the different compliance requirements. As with all sponsorship matters, selecting the correct route at the outset is the key to a successful global mobility strategy.
