UK Intra-Company Transfer Visa: Employer Guide to Eligibility, Process and Compliance 2026

Most companies start the UK Intra-Company Transfer process too late. Between verifying Sponsor Licence status, issuing a Certificate of Sponsorship, and waiting for a Home Office decision, 12 weeks is the realistic minimum. If your employee is expected in the UK next quarter, you need to act now.

The UK ICT visa, formally the Global Business Mobility (GBM) Senior or Specialist Worker route, lets you transfer existing employees from overseas offices to your UK entity. This guide covers which route applies, who qualifies, the application timeline, what it costs, and the compliance obligations you carry once the visa is approved.

ICT or Skilled Worker? Get This Decision Right First

The UK ICT visa is right when:

• The employee already works for your company overseas and is being temporarily assigned to your UK entity.
• The role is senior management or requires specialist skills that cannot easily be sourced locally.
• The assignment is time-limited: up to 5 years for most employees, or 9 years for those earning above £73,900.

Consider the UK Skilled Worker Visa instead when:

• You are making a new, permanent hire rather than transferring an existing employee.
• The employee wants to settle in the UK, the ICT route has no direct pathway to Indefinite Leave to Remain (ILR).

That ILR limitation matters for retention planning. If an ICT employee turns out to be someone you want to keep long-term, a route switch to Skilled Worker needs to be planned well before the 5-year ceiling, ideally at year 3.

Eligibility: What Your Company and Employee Must Both Satisfy

Employer side: Your UK entity must hold a valid Home Office Sponsor Licence before a Certificate of Sponsorship (CoS) can be issued. No licence, no CoS, no visa. If your company does not yet have one, factor in approximately 8 weeks for the licence application before any transfer timeline can begin. The role must also appear on the approved Skilled Occupation list at RQF Level 6 or above.

Employee side: Two distinct routes apply under the GBM framework:

Senior or Specialist Worker vs Graduate Trainee: Key Differences

Requirement Senior or Specialist Worker Graduate Trainee Employment tenure 12 months (waived above £73,900 salary) 3 months Minimum salary (2026) £52,500/year or the going rate, whichever is higher £25,410/year Role type Senior manager or specialist (RQF Level 6+) Structured graduate training programme Maximum assignment 5 years (9 years above £73,900) 12 months

The Graduate Trainee route is often overlooked. It only requires 3 months of prior employment, a much lower bar. If your company runs a structured international programme for early-career staff, this route is worth planning around.

Both routes require the employee to demonstrate:

• English language at B1 level via an approved SELT (unless exempt by nationality or degree language).
• £1,270 in savings, or a maintenance letter from your company confirming financial support.
• A TB test certificate from an approved clinic, required for certain nationalities listed on GOV.UK.

Before assigning a CoS, use Jobbatical's UK Visa Assessment tool to confirm eligibility and flag potential issues early.

Application Process: A Realistic Timeline for Your Team

• Weeks 1–2: Confirm Sponsor Licence status; assign CoS via the Sponsor Management System (SMS).
• Weeks 2–3: Employee compiles documents, passport, payslips, employment contract, English language evidence, TB test if required. The UK ICT Visa Document Checklist covers everything needed.
• Weeks 3–4: Online application submitted on GOV.UK; fees paid including the Immigration Health Surcharge.
• Weeks 4–5: Biometric appointment at a VAC or UKVCAS. Book 4–6 weeks ahead, slots fill quickly.
• Weeks 5–12: Home Office processing. Standard: 3–8 weeks. Priority service: 5–7 working days (additional fee, subject to availability).

After approval, your employee collects their Biometric Residence Permit (BRP) within 10 days of arriving in the UK. Some nationalities must also register with the police within 7 days. Plan for 3 months minimum from the transfer decision to start date. Jobbatical's UK ICT Visa managed service covers CoS assignment through to post-arrival support.

Fees: What the Transfer Will Cost Your Company

UK ICT Visa Cost Breakdown 2026

Cost Item Who Pays Amount Visa application fee Applicant / employer £885–£1,751 (varies by duration) Immigration Health Surcharge (IHS) Applicant / employer £1,035/year per person Certificate of Sponsorship (CoS) Employer £525 Immigration Skills Charge (ISC) Employer £1,320/year (large); £364/year (small/charity)

For a 3-year assignment, total employer cost exposure can exceed £165,000 per employee once the updated salary floor of £52,500 is included. For scenario-based budget planning across assignment lengths, see the 2026 UK GBM Sponsorship Costs guide.

Compliance: Your Ongoing Obligations as a Sponsor

Visa approval is not the finish line. The Home Office expects you to actively manage every sponsored worker throughout their assignment. Many companies underestimate how much ongoing work this involves.

Your duties throughout the assignment:

• Maintain employment records for every sponsored worker: contracts, payslips, and right-to-work verification.
• Report changes to role, salary, location, or working pattern within 20 working days via the SMS portal.
• Report unauthorised absences of 10 or more consecutive working days.
• Notify the Home Office if the assignment ends early, your employee then has 60 days to secure a new sponsored role or leave the UK.

Home Office compliance visits happen unannounced. A licence rating downgrade restricts your ability to issue new CoS; revocation means every sponsored employee loses their right to work. Jobbatical's Sponsor Management System service and compliance training for HR teams keep your company audit-ready year-round.

Planning Beyond the Transfer: Retention and Route Switches

The ICT route has a hard ceiling: 5 years for most employees, 9 years above £73,900. No settlement pathway exists from this route alone. If you want to keep a transferred employee in the UK permanently, a switch to the Skilled Worker visa must be planned in advance, year 3 is the time to act, not year 5.

• Dependants can join on a UK Family (Dependant) Visa with work and study rights; budget for their IHS costs separately.
• Extensions within the stay limit are possible, see UK Visa Renewals and Extensions.
• Settlement path: once on a Skilled Worker visa, your employee begins the qualifying period toward UK Indefinite Leave to Remain.

For a deeper look at the Senior or Specialist Worker route requirements, see the Senior or Specialist Worker Visa guide.

Ready to start a transfer? Book a consultation with Jobbatical's UK immigration team, we confirm eligibility, assign the right route, and manage the full process from Sponsor Licence check to your employee's first day.

Disclaimer: Immigration rules change quite frequently; please verify with official sources or contact us for the latest info before making any decisions.