Skilled Worker Visa vs. ICT: Which Route is Right for Your International Transfer?

Introduction

For HR business partners and immigration specialists, selecting the appropriate visa route for international employee transfers to the UK is a strategic decision that impacts compliance, costs, and long-term workforce planning. The Skilled Worker Visa and the Intra-Company Transfer (ICT) Visa, now part of the Global Business Mobility (GBM) – Senior or Specialist Worker route, are two primary options for transferring talent in 2025. With updates from the May 2025 Immigration White Paper, Restoring Control over the Immigration System, and the eVisa transition by 31 December 2026, understanding their differences is critical. This guide compares the Skilled Worker Visa and ICT Visa, outlining eligibility, benefits, costs, and compliance to help HR teams make informed decisions.

Overview of Visa Routes

• Skilled Worker Visa: Designed for non-UK nationals to fill skilled roles (RQF Level 6 or above) with a UK employer holding a Sponsor Licence. It offers a pathway to Indefinite Leave to Remain (ILR) and is suitable for long-term hires.
• ICT Visa (GBM – Senior or Specialist Worker): Facilitates temporary transfers of senior managers or specialists from overseas branches to UK operations within the same corporate group. It is ideal for short-term assignments but does not lead to ILR.

Key Comparisons

1. Eligibility Criteria

Skilled Worker Visa

• Job Role: Must be at RQF Level 6 (degree-level) or on the Temporary Shortage List (TSL) as of 22 July 2025.
• Salary: Minimum £41,700 (general threshold), £33,400 for new entrants, or £31,300 for pre-July 2025 transitional cases.
• English Proficiency: CEFR Level B1 (or B2 for some roles) in reading, writing, speaking, and listening.
• Employment History: No prior employment with the sponsor required.
• Sponsor: Requires a valid UK Sponsor Licence and Certificate of Sponsorship (CoS).

ICT Visa

• Job Role: Senior or specialist roles at RQF Level 6 or above, or graduate trainee roles in structured programs.
• Salary: Minimum £48,500 for senior/specialist roles, £25,410 for graduate trainees.
• English Proficiency: No language requirement, simplifying the process.
• Employment History: 12 months with the overseas branch (waived for high earners above £73,900) or 3 months for graduate trainees.
• Sponsor: Requires a GBM Sponsor Licence and proof of corporate linkage between UK and overseas entities.

HR Action: Assess the employee’s role, salary, and prior employment to determine eligibility. The ICT Visa is easier for short-term transfers due to no English requirement, while the Skilled Worker Visa suits broader roles with lower salary thresholds.

2. Duration and Settlement

Skilled Worker Visa

• Duration: Up to 5 years, extendable indefinitely.
• Settlement: Pathway to ILR after 5 years (transitional cases) or 10 years (post-July 2025), with an “earned settlement” option for exceptional contributors.
• Citizenship: Eligible for British citizenship after 1 year of ILR.

ICT Visa

• Duration: Up to 5 years (9 years for high earners above £73,900), non-extendable beyond this.
• Settlement: No direct ILR pathway; employees must switch to another route (e.g., Skilled Worker) for settlement.
• Citizenship: Not directly accessible without switching visa categories.

HR Action: Choose the Skilled Worker Visa for employees seeking long-term UK residency. Opt for ICT for temporary assignments where settlement is not a goal.

3. Costs

Skilled Worker Visa

• Sponsor Licence: £574 (small sponsors) or £1,579 (large sponsors).
• CoS Fee: £525 per worker (increased April 2025).
• Immigration Skills Charge (ISC): £364/year (small) or £1,000/year (large) for the visa duration.
• Visa Fee: £625–£1,423, depending on duration and location.
• Immigration Health Surcharge (IHS): £1,035/year.
• Example: For a 3-year visa (large sponsor, 1 worker): £1,579 (licence) + £525 (CoS) + £3,000 (ISC) + £1,423 (visa) + £3,105 (IHS) = £9,632.

ICT Visa

• Sponsor Licence: £574 (small) or £1,579 (large).
• CoS Fee: £525 per worker.
• Visa Fee: £625–£1,423.
• IHS: £1,035/year.
• Example: For a 3-year visa (large sponsor, 1 worker): £1,579 (licence) + £525 (CoS) + £1,423 (visa) + £3,105 (IHS) = £6,632 (no ISC).

HR Action: Budget for higher Skilled Worker costs due to the ISC, but note its long-term value with ILR. ICT is cheaper for short-term transfers without settlement goals.

4. Compliance Requirements

Skilled Worker Visa

• Reporting: Report changes (e.g., role, salary, location) within 10 working days via the Sponsor Management System (SMS).
• Audits: Stricter 2025 audits require robust records of CoS, right-to-work checks, and job compliance (RQF Level 6 or TSL).
• eVisa Transition: By 31 December 2026, verify status via eVisa share codes.

ICT Visa

• Reporting: Similar SMS reporting duties for worker changes (10 days) and organisational updates (20 days).
• Audits: Requires proof of corporate linkage and compliance with salary thresholds (£48,500 or £25,410).
• eVisa Transition: Same eVisa requirements by 2026.

HR Action: Implement HR software to track compliance and eVisa transitions. Ensure corporate linkage documentation for ICT audits.

5. Flexibility and Purpose

Skilled Worker Visa

• Purpose: Fills skill shortages in the UK with permanent or long-term hires.
• Flexibility: Allows employer changes with a new CoS, supporting career mobility.
• Suitability: Ideal for roles not tied to an overseas parent company, with long-term UK integration.

ICT Visa

• Purpose: Temporary transfers to support UK operations of a multinational.
• Flexibility: Tied to the sponsoring company’s UK branch; no employer changes without switching visa types.
• Suitability: Best for short-term assignments (e.g., project-based roles, training programs).

HR Action: Use ICT for intra-company transfers with clear end dates. Choose Skilled Worker for permanent hires or roles requiring employer flexibility.

Strategic Considerations for 2025

• Stricter Audits: Increased Home Office inspections in 2025 emphasize accurate reporting and job compliance, particularly for RQF Level 6 roles.
• eVisa Transition: By 31 December 2026, all workers must use eVisas, requiring UKVI accounts for verification.
• Salary Thresholds: Higher ICT thresholds (£48,500) may limit candidate pools compared to Skilled Worker (£33,400–£41,700).
• Settlement Goals: Employees seeking ILR must use the Skilled Worker route or switch from ICT, impacting retention strategies.

HR Action: Align visa choice with employee career goals and company objectives. Prepare for audits with robust record-keeping.

Decision Framework: Which Route is Right?

• Choose Skilled Worker Visa if:
  
  • The employee seeks long-term UK residency or ILR.
  • The role is not tied to an overseas parent company.
  • Salary meets £33,400–£41,700, and English proficiency is achievable.
  • Budget allows for ISC and long-term costs.
• Choose ICT Visa if:
  
  • The transfer is temporary (up to 5–9 years) with no settlement intent.
  • The employee has 12 months’ prior employment with the overseas branch.
  • The role requires specific expertise tied to the multinational’s operations.
  • Avoiding English testing or ISC costs is a priority.

HR Action: Create a decision matrix for each transfer, weighing duration, settlement goals, costs, and compliance.

Conclusion

Choosing between the Skilled Worker Visa and ICT Visa in 2025 depends on the transfer’s purpose, duration, and settlement goals. The Skilled Worker Visa suits long-term hires with ILR aspirations, while the ICT Visa is ideal for temporary, intra-company transfers. HR business partners and immigration specialists must weigh eligibility, costs, and compliance—particularly with 2025 audits and eVisa transitions—to ensure strategic alignment and operational success. Robust systems and clear communication will support effective decision-making and compliance.

‍