The Global Business Mobility (GBM) Secondment Worker route enables an overseas business to second an employee to the UK on a temporary basis where the UK assignment forms part of a high-value commercial arrangement between the overseas business and the UK sponsor. The route is typically used where the overseas business is delivering goods, services or investment under a qualifying contract and needs to place an employee in the UK to support delivery of that arrangement.
For GBM Secondment Workers, sponsorship is provided by the UK-based organisation receiving the investment under the qualifying contract (the UK sponsor), rather than by the overseas business sending the worker. The UK sponsor must hold the relevant sponsor licence and must register the underlying contract with the Home Office before sponsorship can be pursued.
This is a short-term route and does not lead to settlement (ILR). Compared with some other GBM routes, it can be more flexible because it does not operate a general salary threshold and going rate requirement (although pay must still comply with UK employment law and National Minimum Wage).
To qualify under the GBM UK Expansion Worker route, an applicant must meet the requirements set out in the immigration rules, which include:
English language is not a requirement under the Global Business Mobility Secondment Worker route. Applicants are therefore not required to take an approved English language test or provide evidence of an English-language qualification as part of the application.
The Secondment Worker route is intended for existing employees of the overseas business that is party to the qualifying contract with the UK sponsor. For most applicants, this means the overseas work requirement must be met.
In summary, the applicant must be currently working for the overseas business on the date of application and must normally have completed 12 months’ work outside the UK for that overseas business. The 12 months’ overseas work does not need to be continuous, provided it is accumulated during a qualifying period of continuous employment with the overseas business before the date of application.
Certain absences (for example statutory parental-related leave, adoption leave, sick leave, agreed humanitarian/environmental crisis work, lawful industrial action, jury service and attendance at court as a witness) can be treated as permitted absences for the purpose of assessing continuity, although time on permitted absences does not count towards the minimum period of work outside the UK.
Extension applications
Where the applicant is applying for permission to stay to continue as a Secondment Worker with the same UK sponsor (an extension application), the overseas work requirement does not apply.
It is possible to apply from within the UK to switch into the GBM Secondment Worker route, provided the applicant meets certain requirements.
Switching is not normally permitted where the applicant was last granted permission as:
In those situations, the individual will usually need to leave the UK and apply for entry clearance as a GBM Secondment Worker.
Where the applicant has, or last had, permission as a Student, switching is only permitted if one of the student-specific conditions is met on the date of application. Broadly, this requires course completion (or an eligible course change) or that the course will have finished before the start date on the Certificate of Sponsorship; for PhD students, the rules include a specific requirement linked to the period of PhD study completed.
As with other GBM routes, switching can be constrained in practice by the overseas work requirement. For most Secondment Worker applicants, 12 months’ overseas work is required unless the application is an in-country extension to continue with the same sponsor.
If a GBM Secondment Worker application is granted, permission is time-limited and is linked to the work dates on the Certificate of Sponsorship (CoS), subject to strict maximum periods.
A Secondment Worker will normally be granted permission until the earliest of:
In practice, this means the route is typically granted for up to 12 months initially, and may be extended for a further period, but the maximum continuous time available on the Secondment Worker route is 2 years. In addition, most applicants are subject to the wider GBM cumulative limit of 5 years in any 6-year period across the GBM routes.
The GBM Secondment Worker route is a temporary route and does not lead to settlement (indefinite leave to remain). Time spent in the UK with permission as a Secondment Worker does not count towards the qualifying residence period for settlement.
Where longer-term UK residence is required, it is usually necessary to consider an onward immigration strategy and, where permitted under the Immigration Rules, switching into a route that can lead to settlement. Whether this is possible will depend on the role, the sponsor, and the individual’s circumstances.
The Secondment Worker route can be attractive where a business needs to deploy personnel to the UK in connection with a major contract or investment, but it is often complex in practice. Common challenges include determining whether the underlying arrangement meets the high-value contract requirements, preparing the sponsor licence application and contract registration in a way that aligns with Home Office expectations, and ensuring the proposed role meets the skill level and genuineness rules. Distinct Law supports UK sponsors and overseas businesses with a structured approach from feasibility through to sponsorship and visa applications.
Services typically include:
Where a genuine high-value contract or investment arrangement exists, the Secondment Worker route can be an effective alternative to other sponsorship routes for short-term deployments. It is designed specifically for temporary postings linked to a qualifying contract and does not require the worker to meet a general salary threshold or going rate requirement (although pay must still comply with UK employment law). It can also provide a compliant mechanism for repeat temporary assignments to the UK, rather than relying on visitor travel for activities that may amount to working. If the business’s need is project-based and time-limited, and the contract requirements can be met and registered, the route can reduce risk and improve certainty around lawful work in the UK. However, it is not a substitute for long-term hiring plans, as it is time-limited and does not lead to settlement.
The sponsor is the UK organisation that holds the sponsor licence for the Secondment Worker route and has registered the eligible contract with the Home Office. The worker remains employed by the overseas business, but the UK sponsor must issue the Certificate of Sponsorship and meet the sponsor compliance duties for the duration of the assignment.
There is no general salary threshold or going rate requirement for Secondment Workers, and there is no English language requirement. That said, the sponsor must still ensure pay arrangements comply with UK employment law (including National Minimum Wage), and the role must meet the skill level and genuineness requirements for the route.
