Secondment Worker Visa UK Guide

The Secondment Worker visa is part of the UK’s Global Business Mobility (GBM) routes, designed for overseas workers temporarily seconded to the UK as part of a high-value contract or investment between their overseas employer and a UK business. This route recognises the need for international companies to transfer employees to the UK to deliver on key projects without creating a path to permanent settlement.

What this article is about
This guide provides a detailed overview of the Secondment Worker visa for individuals and employers. It covers the legal requirements, application process, permitted activities, visa duration, and compliance obligations for both sponsors and visa holders. Employers will gain insight into sponsorship duties, right to work compliance, and risk management, while applicants will understand how to prepare a strong application and maintain lawful status in the UK.

The Secondment Worker visa is different from other GBM routes, such as the Senior or Specialist Worker visa, because it applies specifically to workers seconded to the UK under the terms of an eligible contract or investment. It is intended for short-term, project-specific assignments rather than long-term employment in the UK. Understanding the route’s limitations — including the fact that it does not lead directly to Indefinite Leave to Remain (ILR) — is key to avoiding compliance issues and planning future immigration options.

The rules for the Secondment Worker visa are set out in Appendix Global Business Mobility – Secondment Worker of the Immigration Rules, with related sponsor obligations in the Sponsor Guidance. The eligibility and application process require careful coordination between the overseas business, the UK sponsor, and the applicant, particularly where project timelines are tight or the Home Office has strict documentary requirements.

Section A: Eligibility Requirements

To qualify for a Secondment Worker visa, both the UK sponsor and the overseas worker must meet specific eligibility requirements set out in the UK Immigration Rules. These criteria ensure that the route is used only for genuine secondments connected to substantial business arrangements between the UK and an overseas entity.

1. Sponsor eligibility

Only UK-based employers holding a valid Secondment Worker sponsor licence can sponsor a worker under this route. The sponsor must be listed on the Home Office register of licensed sponsors and have an approved high-value contract or investment with the overseas employer. The contract or investment must have been pre-assessed and approved by UK Visas and Immigration (UKVI) before the sponsor can assign a Certificate of Sponsorship (CoS) for a Secondment Worker visa.

2. Worker eligibility

The applicant must be employed by an overseas business that is linked to the UK sponsor through an eligible contract or investment. The role in the UK must be directly related to the delivery of that contract or investment and must be genuine, skilled, and temporary. The worker must remain employed by the overseas company for the duration of the secondment.

3. Overseas employment requirement

Applicants must have been employed by the overseas business for at least 12 months before the application date, unless they are either:

• Earning at least £73,900 per year
• A Japanese national seconded under a UK–Japan Comprehensive Economic Partnership Agreement

This requirement demonstrates a substantive employment relationship and ensures the worker is genuinely being seconded from the overseas company rather than recruited for a UK-based role.

4. High-value contract or investment requirement

The UK sponsor’s agreement with the overseas business must meet the Home Office definition of a “high-value contract” or “investment”. UKVI currently defines this as a contract worth at least £10 million per year or £50 million in total value, unless an exception applies. The contract or investment must be registered with UKVI and actively in place for the period of the secondment.

5. English language requirement

There is no English language requirement for the Secondment Worker visa. This differentiates it from other work visa categories, although applicants must still meet other eligibility criteria.

6. Financial requirement

Unless the UK sponsor certifies maintenance on the CoS, the applicant must show proof of personal savings of at least £1,270, held for 28 consecutive days ending no more than 31 days before the application date. This requirement is waived for applicants who have been in the UK for at least 12 months at the time of applying.

Section Summary
Eligibility for the Secondment Worker visa hinges on three core elements: the sponsor’s status and approved contract or investment, the applicant’s existing overseas employment, and the genuineness of the secondment. The rules are designed to ensure that the route facilitates legitimate project-related mobility rather than permanent employment in the UK. Both employers and applicants should verify that all eligibility requirements are met before proceeding to the application stage, as failure to satisfy any of them will result in refusal.

Section B: Application Process

The Secondment Worker visa application process involves close coordination between the UK sponsor and the overseas worker. The sponsor must take the initial steps by assigning a Certificate of Sponsorship (CoS), after which the worker can submit their application to UKVI.

1. Certificate of Sponsorship

Before the worker can apply, the UK sponsor must issue a valid CoS through the Sponsor Management System (SMS). The CoS confirms that the applicant meets the eligibility requirements and that the role is connected to an approved high-value contract or investment. It contains a unique reference number which the worker will need to enter in their visa application. The CoS is valid for three months from the date of issue, and the application must be made within this period.

2. Online application form

Applicants must complete the Secondment Worker visa form online via the GOV.UK website. The application should be made from outside the UK unless the applicant is eligible to switch from another visa category from within the UK. Switching is not allowed from certain categories, including visitors, short-term student visa holders, seasonal workers, and those on immigration bail.

3. Supporting documents

The application must be accompanied by the required supporting documentation, which typically includes:

• A valid passport or other travel document showing identity and nationality
• The Certificate of Sponsorship reference number
• Evidence of employment with the overseas company for at least 12 months (unless exempt)
• Evidence of the approved high-value contract or investment between the overseas employer and UK sponsor (usually provided by the sponsor)
• Financial evidence if the sponsor has not certified maintenance (e.g., bank statements showing £1,270 in savings held for 28 consecutive days ending within 31 days of application)

4. Biometric enrolment

Applicants must provide their biometric information — fingerprints and a photograph — at a visa application centre. In some cases, applicants may be able to use the UK Immigration: ID Check app to verify their identity without attending a centre.

5. Application fees

The Home Office fee for the Secondment Worker visa is £298, plus the Immigration Health Surcharge (IHS) at £1,035 per year of the visa. Additional costs may apply for document translation, priority processing, or legal assistance.

6. Processing times

Standard processing is typically within 3 weeks for applications made outside the UK and 8 weeks for those made inside the UK. Priority and super-priority services may be available at additional cost, subject to appointment availability.

Section Summary
The Secondment Worker visa application process is largely sponsor-led, with the CoS acting as the foundation for the worker’s application. Ensuring the accuracy and completeness of both the CoS and the supporting documents is critical to avoiding delays or refusals. Applicants should allow sufficient time for biometric enrolment and processing, especially where project start dates are fixed.

Section C: Visa Conditions and Duration

The Secondment Worker visa grants temporary permission to work in the UK on a specific secondment arrangement. Visa holders must comply with all conditions set out by UK Visas and Immigration (UKVI) and remain within the limits of their grant of leave.

1. Length of stay

A Secondment Worker visa is granted for up to 12 months initially. It can be extended once by a further 12 months, giving a maximum stay of 2 years in total. Importantly, the total time spent in the UK across all Global Business Mobility routes cannot exceed 5 years in any rolling 6-year period, or 2 years in any rolling 6-year period for the Secondment Worker route specifically. The visa’s validity is also tied to the duration of the Certificate of Sponsorship and the underlying high-value contract or investment — if the contract ends earlier, the visa may be curtailed.

2. Restrictions

Visa holders can only work in the job described on their Certificate of Sponsorship and for their licensed sponsor. They cannot take up a permanent role with the UK sponsor and cannot access public funds. Certain supplementary work is allowed but must be carried out outside normal working hours.

3. Dependants

Applicants can bring dependants to the UK, including a partner aged 18 or over and children under 18. Children aged 16 or over must be living with the main applicant unless in full-time education and financially dependent. Dependants must apply separately and pay the relevant visa fees and Immigration Health Surcharge. They will generally have the right to work (excluding work as a professional sportsperson) and study in the UK.

4. Conditions

Secondment Worker visa holders must not claim public funds and must comply with UK laws. They may take supplementary employment for up to 20 hours a week in roles that are either in the same occupation code as their sponsored job or in a shortage occupation, provided it is outside their normal working hours. Voluntary work is also permitted.

5. Extensions

Visa extensions can only be granted if the maximum time limit has not been reached and the original high-value contract or investment is still in force. The sponsor must assign a new CoS for the extension application. Applicants should apply before their current visa expires to maintain lawful status.

Section Summary
The Secondment Worker visa is a strictly time-limited immigration route that supports project-specific secondments but does not provide a route to permanent residence. Compliance with all visa conditions is essential to avoid curtailment or refusal of future applications. Employers and visa holders should plan work schedules and contract timelines carefully to fit within the maximum permitted stay.

Section D: Compliance and HR Considerations

The Secondment Worker visa imposes specific compliance duties on both the UK sponsor and the visa holder. Failing to meet these obligations can result in significant consequences, including visa curtailment for the worker and enforcement action against the sponsor.

1. Sponsor duties

UK sponsors are required to meet all standard sponsor licence compliance obligations, as set out in the Home Office Sponsor Guidance. This includes:

• Maintaining accurate and up-to-date records for each sponsored worker, including copies of passports, right to work documentation, and contact details
• Keeping a copy of the registered high-value contract or investment agreement on file and providing it to UKVI upon request
• Reporting certain changes in the worker’s circumstances via the Sponsor Management System (SMS) within 10 working days, such as early termination of the secondment, changes to job duties, or unauthorised absences
• Ensuring the role being carried out matches the role described in the Certificate of Sponsorship and is directly linked to the approved high-value contract or investment

2. Right to work checks

Sponsors must conduct right to work checks on all Secondment Worker visa holders before employment starts and repeat them where necessary. These checks can be done online using the Home Office online right to work service, with the worker providing a share code. Failure to carry out correct checks can result in civil penalties of up to £60,000 per illegal worker and can harm the sponsor’s licence rating.

3. Immigration compliance

Both sponsors and visa holders must ensure compliance with all immigration rules. For the worker, this includes working only in the sponsored role, adhering to supplementary work limits, and leaving the UK when their visa expires. For the sponsor, non-compliance — such as failing to report changes or employing workers outside the approved role — can lead to licence suspension or revocation.

4. Returning overseas

As the Secondment Worker visa is temporary, visa holders are expected to leave the UK when their assignment ends or when their visa expires. If the worker needs to return for another secondment in future, a fresh application must be made, and the sponsor must issue a new Certificate of Sponsorship linked to a qualifying contract or investment.

Section Summary
Compliance is central to the Secondment Worker visa route. Sponsors must maintain rigorous HR and reporting systems, while visa holders must stick to the conditions of their leave. Breaches can have long-term consequences, including future application refusals and the loss of a sponsor’s ability to hire under the Global Business Mobility routes. Clear processes, regular internal audits, and effective communication between the sponsor and worker are essential to staying compliant.

FAQs

Can a Secondment Worker visa lead to settlement in the UK?
No. The Secondment Worker visa does not provide a direct route to Indefinite Leave to Remain (ILR). However, if eligible, holders may switch into another visa category from within the UK that does lead to settlement, provided switching is permitted under the Immigration Rules.

How is a “high-value contract” defined?
The Home Office defines a high-value contract or investment as one worth at least £10 million per year or £50 million in total value, unless exempt by a specific trade or investment agreement. It must be registered with UKVI before a CoS can be issued.

Can I switch to another visa route from a Secondment Worker visa?
Switching is possible in certain circumstances. For example, you may be able to switch to a Skilled Worker visa if you meet the eligibility criteria and your employer has the appropriate sponsor licence. You cannot switch into this route from within the UK if you are on a visit visa or certain short-term visas.

What is the minimum salary for a Secondment Worker visa?
There is no specific minimum salary threshold for this route, unlike the Skilled Worker visa. However, the salary must comply with UK employment law, including National Minimum Wage requirements, and reflect the nature of the secondment role.

Can dependants work or study in the UK on this visa?
Yes. Dependants of Secondment Worker visa holders can usually work (except as a professional sportsperson) and study in the UK. They must apply separately and meet the relevant application and financial requirements.

Conclusion

The Secondment Worker visa provides a targeted immigration route for overseas employees to work in the UK temporarily under an approved high-value contract or investment. It enables international businesses to meet project demands, share expertise, and strengthen commercial relationships without creating a long-term immigration commitment.

For applicants, success depends on meeting the strict eligibility criteria, preparing accurate supporting documentation, and ensuring their secondment genuinely relates to the qualifying contract or investment. For employers, holding the correct sponsor licence and maintaining robust compliance processes is essential, not only to secure the visa for the worker but also to protect the sponsor licence itself.

Given that this route is time-limited, both workers and sponsors should plan well in advance for the end of the visa period. This includes considering whether future project requirements may require a fresh application or whether switching to another immigration category is a viable option.

In short, the Secondment Worker visa can be a highly effective solution for short-term assignments in the UK, provided all parties understand and adhere to the requirements set by UKVI. Effective planning, clear communication, and strict compliance with immigration rules are key to making the most of this route.

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