Global Business Mobility visas: eligibility criteria and procedures

Since Brexit, international companies must plan for stricter immigration rules when temporarily transferring employees to the United Kingdom. Global Business Mobility (GBM) visas provide a framework for these professional assignments whilst securing compliance for British employers holding a sponsor licence.

Choosing the wrong category, overlooking the revised salary thresholds, or underestimating the obligations of the sponsor licence exposes the company to visa refusals and non-compliance risks with the Home Office.

This article covers the five GBM categories, their eligibility criteria, the thresholds in force since July 2025, and the key steps to securing each transfer.

What are Global Business Mobility visas in the United Kingdom?

Global Business Mobility visas cover several work visa categories designed for international companies that temporarily transfer employees to the United Kingdom. Unlike the Skilled Worker visa, these visas are not intended for permanent settlement but for specific, time-limited professional assignments.

The British government currently distinguishes five main categories of Global Business Mobility visa:

These five GBM routes replace the former immigration arrangements established before Brexit, notably the Intra-Company Transfer (ICT), the Graduate Intra-Company Transfer and the Representative of an Overseas Business visa.

What are the eligibility criteria for Global Business Mobility visas in the United Kingdom?

Criteria vary by visa category, but several common conditions apply to the majority of applications.

A sponsor licence is mandatory for the British employer

The host company in the United Kingdom must hold a sponsor licence issued by the Home Office. This authorisation enables the British employer to sponsor foreign workers.

The sponsor licence remains valid as long as the company complies with the eligibility requirements set by the Home Office.

⚠️ Important: the ‘UK Expansion Worker’ sponsor licence is limited to 4 years and can generally only be obtained once per international group.

The sponsoring company assumes several responsibilities:

• verifying the employee’s eligibility;
• managing the visa administration and ensuring compliance with the employee’s rights in the United Kingdom;
• reporting certain changes to the Home Office;
• retaining supporting documents throughout the assignment and for approximately 2 years after the end of the sponsorship.

Poor management of the sponsor licence may result in:

• restrictions on international recruitment;
• financial penalties;
• or even suspension of the licence.

Tenure within the sending entity

Depending on the Global Business Mobility visa category concerned, the employee must generally demonstrate a minimum period of employment within the international group before their transfer to the United Kingdom.

For example:

• the Senior or Specialist Worker visa usually requires a minimum of 12 months’ tenure within the group, unless the salary is high;
• the Graduate Trainee visa generally requires at least 3 months’ tenure within a structured graduate programme;
• certain categories such as UK Expansion Worker or Secondment Worker may also have specific conditions relating to the commercial contract or the relationship between the entities.

Eligible roles and minimum salary requirements

Global Business Mobility visas do not apply to all roles. The functions carried out must correspond to the professional categories authorised by the Home Office and meet a minimum level of remuneration.

Depending on the type of visa:

• certain technical, managerial or specialist roles are favoured;
• a minimum salary threshold may be required;
• the level of remuneration must generally be consistent with the British market and official immigration pay scales.

Failure to comply with the remuneration or job classification criteria may result in a visa refusal or jeopardise the compliance of the sponsor licence.

Salary thresholds in force since July 2025:

Special case: employees earning £73,900/year or more are exempt from the 12-month tenure requirement and benefit from an extended maximum duration of 9 years in 10.

What costs should you anticipate for a GBM visa?

Setting up a GBM visa generates several cumulative cost items. HR and finance teams must plan for these ahead of each assignment.

*These costs are normally covered by the company. The employer may, however, ask the employee to reimburse them retrospectively, generally through a clawback letter or a dedicated contractual clause. This mechanism is legal in the United Kingdom but must be formalised in writing before employment to be enforceable.

The Immigration Skills Charge (ISC) is paid in full at the time the Certificate of Sponsorship is assigned. It is not refundable if the employee leaves their role before the visa expires. The ISC applies only to the Skilled Worker visa and GBM Senior or Specialist Worker visa routes.

What is the maximum duration allowed under a GBM visa?

Global Business Mobility visas remain temporary professional mobility solutions. The maximum duration allowed depends on the visa category obtained and any cumulative time under other GBM visas.

In certain cases, an employee cannot exceed:

• 5 years in a period of 6 years; or
• 9 years in a period of 10 years for those on higher salaries.

The calculation takes into account the time already spent in the United Kingdom under several GBM categories, including:

• Graduate Trainee;
• Secondment Worker;
• Senior or Specialist Worker;
• Service Supplier;
• UK Expansion Worker.

It is therefore essential for employers to track precisely the periods of presence in the United Kingdom and to notify the end of assignments correctly in order to preserve the employee’s future rights in international mobility.

It is important to note that these work visas do not generally lead directly to permanent residency in the United Kingdom. Companies must therefore plan their international mobility strategy and assess whether a different immigration status will be required in the long term.

Can family members accompany the employee to the United Kingdom?

Yes. In the majority of GBM categories, dependant family members can join the main visa holder in the United Kingdom.

This generally covers:

• the spouse or partner (married or unmarried);
• dependent children.

Family members must, however, submit a separate application and provide documents corresponding to their specific circumstances.

How long does it take to obtain a Global Business Mobility visa?

Processing times vary depending on:

• the country of application;
• the visa category;
• the complexity of the case.

As a general guide:

• an application from outside the UK takes approximately 3 weeks (standard processing);
• an application made from within the United Kingdom may take up to 8 weeks (standard processing).

A ‘Priority’ or ‘Super Priority’ service, available at additional cost, may reduce processing times depending on the options available.

Our recommendation: taking all stages of the process into account (including document collection, case preparation, and processing times), you should plan your cases at least 3 months in advance.

Please note: unlike the Skilled Worker visa, Global Business Mobility visas do not require any English language test. This is a significant practical advantage for the transfer of international specialists or senior executives.

Why must companies anticipate their UK compliance?

Home Office checks have been progressively increasing since Brexit. International companies must therefore secure:

• their sponsor licence;
• their local HR processes;
• their documentary obligations;
• compliance with employment and remuneration conditions.

A proactive approach reduces administrative risks whilst facilitating international recruitment and talent mobility.

Global Business Mobility visas theoretically simplify post-Brexit transfers — but their implementation remains demanding. Sponsor licence, Certificate of Sponsorship, revised salary thresholds, eVisa 2026 transition: each parameter determines the validity of the case. For HR and mobility teams, outsourcing these formalities to specialists remains the best guarantee of compliance and responsiveness.
To find out more about entry formalities to the United Kingdom, see also our guide on the British ETA: Complete guide 2026: Electronic Travel Authorisation (ETA) United Kingdom