Senior or Specialist Worker Route: ICT Visa Requirements Under Global Business Mobility

Introduction

The Senior or Specialist Worker Route, part of the UK’s Global Business Mobility (GBM) framework, replaced the Intra-Company Transfer (ICT) Visa in April 2022, enabling multinational companies to transfer key employees to their UK operations. For immigration specialists and HR directors, mastering this visa’s requirements is crucial for seamless workforce mobility, compliance with Home Office regulations, and strategic talent planning in 2026. Building on the May 2025 Immigration White Paper, Restoring Control over the Immigration System, and the full implementation of the eVisa system by 31 December 2026, this guide details eligibility, application processes, compliance obligations, and strategic considerations for the Senior or Specialist Worker Route.

Overview of the Senior or Specialist Worker Route

The Senior or Specialist Worker Route facilitates temporary transfers of senior managers, specialist employees, or graduate trainees from overseas branches to UK operations within the same corporate group. It is designed for short-term assignments, offering no direct path to Indefinite Leave to Remain (ILR) but supporting global business operations in sectors like technology, finance, and engineering. As of 2026, all permissions under this route are issued digitally as eVisas, eliminating physical Biometric Residence Permits (BRPs) for new applicants.

Eligibility Requirements

To qualify for the Senior or Specialist Worker Route in 2026, both the employee and the sponsoring company must meet stringent criteria:

For Employees

1. Employment History:
   • Senior/Specialist Workers: Must have worked for the overseas company for at least 12 months outside the UK, unless earning £73,900 or more annually (exemption applies).
   • Graduate Trainees: Must have 3 months of employment with the overseas branch in a structured training program leading to a senior or specialist role.
2. Job Role:
   • Roles must be at RQF Level 6 (degree-level) or above, as defined in the Home Office’s Appendix Skilled Occupations. Note: Certain creative occupations (e.g., artists, actors) were removed from eligible codes in late 2025; existing sponsorships can continue until expiry.
   • Graduate trainee roles must align with a formal training program.
3. Salary:
   • Senior/Specialist Workers: Minimum £52,500 annually or the occupation-specific going rate (whichever higher).
   • Graduate Trainees: Minimum £27,300 annually or 70% of the occupation-specific going rate (whichever higher).
4. Certificate of Sponsorship (CoS):
   • A valid CoS from a UK sponsor with a GBM Sponsor Licence is required, detailing the role, salary, and duration.
5. No English Language Requirement:
   • Unlike the Skilled Worker Visa, no English proficiency test is needed, simplifying the process.

HR Action: Verify employees’ employment history and ensure job roles meet RQF Level 6 and updated salary thresholds. Confirm CoS accuracy to avoid compliance issues.

For Companies

1. Valid GBM Sponsor Licence:
   • The UK branch must hold a Global Business Mobility – Senior or Specialist Worker Sponsor Licence.
   • The licence must be linked to the overseas entity through common ownership or control (e.g., parent-subsidiary relationship).
2. Proof of Business Link:
   • Corporate documents (e.g., shareholder agreements, organisational charts) must demonstrate the connection between UK and overseas entities.
3. Compliance Systems:
   • Robust HR systems are required for record-keeping, reporting changes (e.g., role, salary) within 10–20 working days, and preparing for Home Office audits.

HR Action: Ensure the Sponsor Licence is active and corporate linkage is documented. Implement HR software to manage compliance duties.

Application Process

The application process for the Senior or Specialist Worker Route involves coordinated efforts between HR teams and employees. All new grants in 2026 are eVisas, accessible via UKVI accounts for digital status proof:

1. Secure a GBM Sponsor Licence:
   • Apply via the UKVI portal (8 weeks standard processing or 10 days with £750 priority service, increased from 2025).
   • Fees: £574 (small sponsors) or £1,579 (large sponsors).
2. Issue a Certificate of Sponsorship:
   • Assign a CoS detailing the role, salary, and duration.
   • Fee: £525 per CoS.
3. Submit Visa Application:
   • Employees apply online via the UKVI portal, providing:
     • CoS reference number.
     • Passport and personal documents.
     • Proof of employment history (e.g., payslips, contract).
     • TB test results (if from listed countries).
   • Pay the visa application fee (£769–£1,519 outside UK up to/over 3 years; £885–£1,751 inside UK) and Immigration Health Surcharge (£1,035 per year).
4. Attend Biometric Appointment (if required):
   • Provide fingerprints and photographs at a visa application centre (VAC). For eVisas, this may be streamlined.
5. Await Decision:
   • Standard processing: 3 weeks (outside UK) or 8 weeks (inside UK).
   • Priority service (if available): 5 working days (£500–£800).
   • Super Priority service (select VACs): Next working day (£800–£1,000).

HR Action: Guide employees through the application, ensuring timely document submission and UKVI account setup for eVisa access. Use priority services for urgent transfers.

Benefits of the Senior or Specialist Worker Route

For Companies

• Global Mobility: Transfer key personnel to support UK projects, expansions, or training without a UK labour market test.
• Streamlined Process: No English language requirement reduces administrative barriers.
• Operational Flexibility: Ideal for time-bound assignments in high-skill sectors like tech or finance.
• Compliance Support: Simplified reporting compared to Skilled Worker Visa, with digital eVisa verification.

For Employees

• Career Development: Gain international experience in a global economic hub.
• Family Inclusion: Bring dependants (spouse, children) with work and study rights.
• NHS Access: Utilize UK healthcare via the Immigration Health Surcharge.
• Duration: Up to 5 years (9 years for high earners above £73,900), suitable for medium-term assignments. Time on related GBM routes counts toward limits.

HR Action: Highlight these benefits in employee communications to enhance engagement and retention during transfers.

Compliance Obligations in 2026

With the full eVisa rollout by end-2026, the Home Office has intensified compliance requirements for the Senior or Specialist Worker Route:

• Reporting Duties:
  • Report changes in role, salary, or location within 10 working days via the Sponsor Management System (SMS).
  • Report organisational changes (e.g., address, ownership) within 20 working days.
• Right-to-Work Checks:
  • Conduct checks before employment and annually, using eVisa share codes via the UKVI View and Prove service (BRPs phased out by 31 December 2026).
• Record-Keeping:
  • Retain records of CoS, payslips, contracts, and right-to-work documents for the sponsorship period plus 1 year.
• Audits:
  • Prepare for unannounced Home Office visits, ensuring compliance with updated salary thresholds (£52,500 or £27,300) and corporate linkage.
• eVisa Implementation:
  • All workers now use eVisas; ensure employees have UKVI accounts for status verification and travel.

HR Action: Implement HR software to automate SMS reporting and digital right-to-work checks. Conduct quarterly internal audits to ensure audit readiness.

Challenges and Mitigation Strategies

• High Salary Thresholds: The £52,500 minimum for senior/specialist roles (or £27,300 for trainees) may limit candidate pools. Mitigate by targeting high-value roles or using graduate trainee routes.
• No ILR Pathway: Lack of settlement may deter long-term commitment. Communicate temporary assignment goals or support transitions to Skilled Worker Visas for ILR eligibility (noting potential 10-year qualifying period proposals under consultation).
• Corporate Linkage Proof: Complex structures may delay licence approval. Prepare detailed corporate documentation (e.g., shareholder agreements) in advance.
• Audit Risks: Non-compliance risks licence suspension or revocation. Conduct mock audits and retain comprehensive records, including eVisa proofs.

HR Action: Develop a compliance checklist and provide employee guidance on eVisa management and visa limitations.

Strategic Considerations for 2026

• Stricter Audits: Ongoing Home Office inspections require robust systems and accurate reporting, with increased focus on digital compliance.
• eVisa Full Implementation: All verifications now digital; support employees in maintaining UKVI accounts for seamless proof of status.
• Cost Management: Budget for stable fees but note ISC increases (e.g., 32% rise in late 2025) and potential priority processing (£500–£1,000).
• Talent Planning: Align visa choices with project timelines and employee career goals, considering the route’s temporary nature vs. Skilled Worker’s ILR pathway. Monitor Migration Advisory Committee recommendations for potential median salary adjustments.

HR Action: Integrate visa planning into workforce strategies, using cost-benefit analyses to justify expedited services for critical transfers.

Conclusion

The Senior or Specialist Worker Route under the Global Business Mobility framework remains a vital tool for transferring key employees to UK operations in 2026. Immigration specialists and HR directors must navigate updated eligibility, full eVisa compliance, and audit preparedness to ensure seamless transfers. By leveraging robust digital systems, preparing for inspections, and aligning with business objectives, HR teams can maximize the route’s benefits while minimizing risks, supporting global mobility and operational success.