The Creative Worker visa allows overseas creatives and their supporting teams to come to the UK for short, time-limited engagements. This revised guide reflects current Immigration Rules and Home Office guidance. It explains what the route is for, who can sponsor, what the visa allows and prohibits, how long permission is granted for, who can apply as a dependant, and how to apply or extend. It also flags common refusal risks such as role ineligibility, evidence gaps around Codes of Practice, and gaps between engagements exceeding the 14-day rule.
What this article is about: a practical, legally accurate overview of the Creative Worker route from eligibility and sponsorship through to application process, fees, processing, extensions, dependants, and switching options, including the 3-month concession for certain non-visa nationals.
Section A: What is the Creative Worker visa?
The Creative Worker visa is a Temporary Work route that enables international talent to deliver specific creative engagements in the UK on a short-term basis. The route covers a wide range of creative roles, including (but not limited to) musicians, actors, dancers, choreographers, film and television performers and crew, theatre and opera performers and crew, models in the fashion industry, designers, photographers, presenters, producers and directors, and other roles that fall within the UK’s creative industries where eligibility criteria are met.
Applicants must have a qualifying job offer from a licensed sponsor. Depending on the engagement, the sponsor may be an agent, producer, promoter, promotion company, production company, media organisation, venue, or events organiser that holds the appropriate sponsor licence permission for the Creative Worker route. A direct employment relationship is not always required, but the sponsor must comply with all sponsor duties and be authorised to sponsor the specific role.
The route replaced the former T5 (Temporary Worker – Creative and Sporting) for the creative strand and operates on the basis of a Certificate of Sponsorship (CoS) assigned for the engagement(s). Where a Code of Practice applies to the role, it must be followed; where no Code exists, the role must be in the creative industries, appear in Appendix Skilled Occupations, and the worker must be able to make a “unique contribution” to UK creative life. The Home Office will refuse applications that do not meet these tests.
1. What the visa allows (overview)
Work for your sponsor in the CoS role: You may undertake only the job described on your CoS for the sponsor who assigned it.
Supplementary work: You may do up to 20 hours per week of supplementary work either in the same sector and at the same level as your main job, or in a role on the Skilled Worker Immigration Salary List, outside the hours of your sponsored role.
Study: Study is permitted provided it does not interfere with your sponsored role. Some courses require Academic Technology Approval Scheme (ATAS) clearance.
Multiple entry: The visa permits travel in and out of the UK during its validity.
2. What the visa does not allow
No access to public funds: You cannot claim UK public funds.
No permanent employment: This route is for temporary engagements and does not confer permission for a permanent job.
No self-employment / no starting a business: You cannot be self-employed under this route and you cannot start your own business.
3. Duration of permission
Permission is usually granted for up to 12 months or the period on the CoS plus up to 28 days, whichever is shorter. Extensions are possible (see Section E) up to the route maximum with the same sponsor, subject to eligibility. For consecutive engagements under one sponsor, there must be no gap of more than 14 days between engagements; time spent outside the UK does not count toward this 14-day limit. Each sponsor must assign its own CoS where you will work for multiple sponsors, again observing the 14-day rule between engagements.
For certain non-visa nationals with short engagements, there is a concession permitting entry for up to 3 months based on a valid CoS without obtaining a visa in advance; conditions and eligibility apply, and carrier/Border Force discretion remains relevant.
4. Working rights and restrictions (at a glance)
| Rights/Restrictions | Summary |
|---|---|
| Work for sponsor | Only in the role stated on the CoS for the sponsoring organisation. |
| Supplementary work | Up to 20 hrs/week in the same sector/level or a role on the Skilled Worker ISL, outside main job hours. |
| Study | Permitted; ATAS may be required for certain courses. |
| Public funds | Not permitted. |
| Permanent employment | Not permitted; route is for temporary engagements. |
| Self-employment / business | Not permitted under this route. |
5. Refusal risks and grouped CoS
Applications are commonly refused where the role is not within the creative industries, does not meet an applicable Code of Practice, or—where no Code applies—fails the unique contribution test or is not covered by Appendix Skilled Occupations. Sponsors must retain specified evidence to demonstrate compliance. Where a group CoS is used for a performing group or entourage and the lead entertainer’s application is refused, associated applications may also be refused. Sponsors face enforcement action for non-compliance, including potential licence downgrades or revocation.
Section Summary: The Creative Worker visa provides targeted, time-limited permission for creative engagements with strict role, sponsorship and evidential requirements. Adherence to Codes of Practice or, where absent, to the skilled occupation/unique contribution test is critical. The route does not allow self-employment, permanent jobs or access to public funds, and consecutive engagements must avoid gaps exceeding 14 days.
Section B: Creative Worker Visa Eligibility Criteria
This section sets out the eligibility rules under the Immigration Rules: Appendix Temporary Work – Creative Worker and the associated sponsor guidance. It reflects the position as at 24 September 2025.
| Criteria | Details |
|---|---|
| Licensed sponsor & job offer | You must have a confirmed role in the UK with an organisation holding a valid Creative Worker sponsor licence. The role must relate to the sponsor’s business. |
| Certificate of Sponsorship (CoS) | A valid CoS must be assigned no more than 3 months before the visa application. It must set out role details, pay and confirmation of how eligibility is met. Temporary Worker CoS assignment currently attracts a £55 sponsor fee. |
| Eligible creative role | Either comply with a relevant Code of Practice (e.g. ballet, dancers, theatre, opera, film/TV performers and workers, fashion models), or, where no Code applies, show the role is within the creative industries and that you will make a unique contribution to UK creative life. |
| Pay & conditions | Pay must meet industry norms and any relevant union minima (e.g. Equity, PACT, BECTU) and comply with UK minimum wage and working time rules. For some sub-sectors (e.g. models, musicians, circuses) alternative pay rules apply. |
| Financial requirement | Personal funds of at least £1,270 held for 28 consecutive days ending within 31 days of application, unless exempt (12 months’ lawful residence in the UK on a qualifying route, or sponsor certifies maintenance). Dependants require additional funds (£285 partner, £315 first child, £200 each additional child). |
| Suitability & procedure | Meet suitability rules (e.g. criminality), provide biometrics and identity evidence, and TB test where required by country of residence. |
| English language | No English language requirement applies to the Creative Worker route. |
| Prohibition on permanent roles | Sponsorship cannot be used to fill a permanent position, including on a “temporary” basis. |
| Costs & expenses transparency | Sponsors must itemise additional costs/expenses in line with current guidance. From 9 April 2025, sponsors must not pass defined sponsorship fees and associated admin costs to sponsored workers. |
1. Licensed Sponsor and Genuine Job Offer
You must be sponsored by a UK organisation holding a valid Creative Worker sponsor licence. There is no requirement for a direct employment contract, but the sponsor must be responsible for the engagement and capable of meeting all sponsor duties. The sponsored work must directly relate to the sponsor’s creative activities and be genuine.
2. Certificate of Sponsorship (CoS)
Your sponsor assigns the CoS through the Sponsorship Management System. The CoS is an electronic record and provides your unique reference number. It must:
- Be assigned within 3 months before you apply.
- Specify role title, duties, dates, locations, and remuneration (including allowances).
- Explain how eligibility is met: either compliance with a relevant Code of Practice, or—where no Code applies—evidence that the role sits within the creative industries and that you will make a unique contribution to UK creative life.
- Confirm any maintenance certification if your sponsor is covering your first month’s costs (up to £1,270).
Multiple or consecutive engagements. A single CoS can cover multiple engagements. If more than one sponsor is involved, you may hold multiple CoS. There must be no gap of more than 14 days between engagements in the UK; time spent outside the UK does not count towards the 14 days.
3. Qualifying Creative Roles
Where a Code of Practice applies. For ballet, dancers (non-ballet), theatre, opera, film/TV performers and workers, and fashion models, the sponsor must follow the relevant Code of Practice and retain the specified evidence (for example: international status, rare skills, continuity from prior productions, or membership of a unit company), including for any entourage/technical staff sponsored under the route.
Where no Code of Practice applies. The sponsor must show the role falls within the creative industries under the recognised occupation framework and that you will make a unique contribution to UK creative life. The sponsor should set out the case on the CoS and keep supporting evidence in line with Appendix D record-keeping duties.
4. Pay and Working Conditions
Pay must at least match prevailing industry or collectively bargained rates (for example Equity/PACT/BECTU minima), and in all cases comply with UK minimum wage and Working Time Regulations. Sponsors must state hours and remuneration on the CoS. Different pay rules can apply to certain roles (e.g. models, musicians, circuses) as specified in the guidance.
5. Financial Requirement (Maintenance)
Unless exempt, you must hold at least £1,270 for 28 consecutive days, with day 28 falling within 31 days of the application. Exemptions apply if you have had permission in the UK for 12 months at the time of application, or your sponsor certifies maintenance up to £1,270 for the first month. Dependants must show additional funds: £285 (partner), £315 (first child) and £200 (each further child). Evidence must meet the Home Office format rules.
6. Suitability, Biometrics and Health
You must satisfy suitability requirements (including criminality), provide biometrics and establish identity. A TB certificate is required if you are applying from a country listed for TB testing. Failure to meet these requirements will lead to refusal irrespective of sponsorship.
7. Costs, Expenses and No Recoupment of Sponsorship Fees
Current guidance requires sponsors to be transparent about additional costs and expenses connected to the engagement, and how these are handled. From 9 April 2025, sponsors are prohibited from passing defined sponsorship fees and associated administrative costs to sponsored workers. Sponsors must ensure any deductions or reimbursement arrangements comply with the sponsor guidance and wider employment law.
8. No English Language Requirement
The Creative Worker route does not impose an English language requirement. Any English requirements that may apply to other work or settlement routes do not apply under this route.
9. Prohibition on Permanent Roles
Sponsors must not use the Creative Worker route to fill a permanent position, including on a supposed temporary basis. The route is strictly for temporary engagements within the creative industries.
Section Summary
Eligibility rests on four pillars: a licensed sponsor and valid CoS; an eligible creative role (either under a Code of Practice or via the unique contribution route); compliant pay and conditions; and meeting the financial and suitability rules. There is no English requirement. The engagement must be temporary and cannot fill a permanent vacancy. Sponsors must disclose relevant costs/expenses and may not pass defined sponsorship fees or admin costs to sponsored workers.
Section C: Eligible Creative Worker Roles
This section explains how to determine whether a proposed role qualifies for sponsorship under the Creative Worker route. Eligibility turns on (i) whether a specific Code of Practice applies to the role, and if so, full compliance with that Code, or (ii) where no Code exists, whether the role sits within the creative industries, appears under a recognised occupation in the immigration framework, and the worker can be shown to make a unique contribution to UK creative life. Sponsors must also meet pay/conditions rules and retain specified evidence.
1. Roles with a Code of Practice
Where a Code of Practice applies, it is mandatory. The Codes currently cover:
- Ballet
- Dancers (other than ballet)
- Theatre performers
- Opera performers
- Film and television performers
- Film and television workers (crew/technical roles)
- Fashion industry models
Sponsors must follow the relevant Code in full and keep the evidence it specifies. Typical evidential themes include one or more of the following (as applicable to the sub-sector):
- International status or profile (for example, press, reviews, awards, touring history, broadcast credits).
- Rarity of skills in the UK labour market that are critical to the production or engagement.
- Continuity where the individual has performed or worked on the same or a directly related production outside the UK and continuity is necessary.
- Unit company membership (e.g. an orchestra, dance or theatre company, circus troupe) where the individual forms part of the established company.
- Compliance with sectoral pay norms or collectively bargained minima (e.g. Equity/PACT/BECTU frameworks) and lawful hours/conditions.
Non-compliance with a Code of Practice can lead to application refusal and sponsor enforcement, including possible licence downgrades or revocation. Where an entourage or technical team is sponsored alongside a principal artist, the evidential case must extend to those roles as required by the relevant Code.
2. Roles without a Code of Practice
Where no specific Code exists, sponsors must satisfy a two-part test:
- Role in the creative industries: The proposed work must fall within the creative sector under a recognised occupation (for example: artists, authors/writers, translators, actors/entertainers/presenters, dancers/choreographers, musicians, arts officers/producers/directors, photographers, camera and broadcasting equipment operators, stage/production managers, stylists, lighting/sound designers, fashion/interior/product designers).
- Unique contribution: The worker must make a unique contribution to the UK’s creative life. The sponsor should explain this clearly in the CoS free-text and, if needed, by sponsor note.
Evidence to demonstrate unique contribution may include any combination of: critical reviews, awards/shortlists, notable venues/festivals/clients, significant streaming or sales metrics, broadcast or publishing contracts, specialist technical credentials rare in the UK, or documentation showing why continuity from an overseas production is necessary.
Sponsors must retain supporting evidence in line with record-keeping duties. The narrative in the CoS should be specific, avoiding generic statements.
3. Entourage and Technical/Support Staff
The route permits sponsorship of essential entourage and technical/support staff where they are integral to the principal engagement (for example: tour/production managers, stage management, choreographic assistants, musical directors, sound/lighting engineers, camera operators, costume/make-up, stylists, riggers, backline/AV technicians). The number and roles must be necessary and proportionate to the engagement and, where a Code applies, consistent with that Code’s evidential requirements. Where a performing group or unit company is sponsored, a group CoS may be used in accordance with the guidance; if the lead’s application is refused, associated applications risk refusal.
4. Tours, Festivals and Multi-engagement Productions
A single CoS may cover multiple engagements with one sponsor provided there is no gap of more than 14 days between UK engagements (time outside the UK does not count towards that gap). If more than one sponsor is involved (e.g. mixed promoter/venue sponsorship across a tour), each sponsor must assign its own CoS for its segment. The itinerary should be clear on dates, locations and duties, and any changes should be updated promptly via sponsor note where material.
5. Sub-sector Pay and Conditions
Pay must meet sector norms and any relevant union minima (e.g. Equity/PACT/BECTU) and in all cases comply with UK minimum wage and working time rules. Sponsors should state contracted hours, overtime arrangements, allowances (per diems, travel, accommodation), and any royalties/usage fees (where relevant for recordings, broadcasts or campaigns). Certain sub-sectors (e.g. models, musicians, circuses) have specific pay/conditions checks in guidance; sponsors must follow those rules precisely.
6. Evidence Checklist for Sponsors
- Clear role description, dates, venues/locations, and duties aligned to a recognised occupation.
- Confirmation whether a Code of Practice applies; if so, file all specified evidence.
- Where no Code applies, a reasoned case for unique contribution with corroborating documents.
- Contracts/engagement letters, call sheets or production schedules, and publicity materials.
- Pay and conditions breakdown showing compliance with sector minima and UK employment law.
- For tours/festivals: itinerary and confirmation of no gaps over 14 days between UK engagements.
- For entourage/technical staff: necessity/proportionality statement linked to the principal engagement.
- Record-keeping: store all evidence in line with Appendix D and be ready to present it on request.
Section Summary
Eligibility hinges first on the presence of a Code of Practice; if one applies, comply with it fully. Otherwise, demonstrate that the role is within the creative industries and that the worker’s contribution is unique, evidencing this in the CoS and sponsor files. Ensure sector-appropriate pay and conditions, proportionate entourage, and robust record-keeping. For tours and multi-engagement projects, respect the 14-day gap rule and allocate CoS correctly where multiple sponsors are involved.
Section D: Creative Worker Visa Application Process
This section explains how to apply for the Creative Worker visa, whether applying from outside the UK for entry clearance or from inside the UK to extend. It covers timing, the online application, proving identity, supporting evidence, fees and surcharges, processing times, refusal outcomes, and practical tips. It reflects the position as at 24 September 2025.
1. How to apply: step-by-step
When to apply. You can apply up to 3 months before the start date shown on your Certificate of Sponsorship (CoS). For certain non-visa nationals with short engagements, a concession permits seeking permission to enter at the border for up to 3 months based on a valid CoS; check eligibility before travel.
| Step | What you do | Notes |
|---|---|---|
| 1. Confirm sponsorship | Secure a genuine offer from a licensed sponsor for an eligible creative role. | Sponsor must hold the Creative Worker licence permission and meet sponsor duties. |
| 2. CoS assignment | Your sponsor assigns a CoS via the Sponsorship Management System. | Must be assigned within 3 months before application; include role, dates, pay, and eligibility narrative. |
| 3. Gather documents | Assemble identity, finance, TB (if applicable), and role evidence. | See the document list in subsection 2. |
| 4. Online application | Complete the Temporary Work – Creative Worker form and pay fees/IHS. | Ensure details match your CoS and supporting evidence. |
| 5. Prove identity | Use the UK Immigration: ID Check app (where offered) or book a biometric appointment. | Appointment availability and any charges vary by location and service level. |
| 6. Decision | Wait for UKVI to process your application; respond promptly to any requests. | Standard and priority timelines are set out in subsection 4. |
2. Supporting documents
Provide documents in the required format; translations must meet Home Office specifications. Typical items include:
- Valid passport or travel document proving identity and nationality.
- Certificate of Sponsorship reference number and CoS details matching the role/dates.
- Bank statements (or equivalent) evidencing at least £1,270 held for 28 consecutive days ending within 31 days of application, unless exempt or maintenance is certified by the sponsor.
- TB test certificate (if required based on country of application).
- Evidence relevant to eligibility where needed (e.g. materials supporting a Code of Practice case, or—where no Code applies—evidence of the worker’s unique contribution).
- For dependants: proof of relationship and maintenance funds (£285 partner, £315 first child, £200 each additional child) unless exempt.
Identity and biometrics. You will either verify your identity in-app or attend a visa application centre/UKVCAS to enrol biometrics. Fees and availability for appointments vary by location and service level.
3. Fees and surcharges
Application fee. £319 per applicant (same fee for applications made outside or inside the UK). The fee also applies to qualifying entourage/technical staff and dependants.
Immigration Health Surcharge (IHS). £1,035 per year for each applicant. Payable upfront for the length of permission requested (rounded to part-years where applicable).
Priority services (optional). If available for your application route/location, you may pay for faster processing: Priority (aim of around 5 working days) and Super Priority (next working day). Published additional fees are commonly £500 and £1,000 respectively, but availability and service standards can vary by location and demand.
Other costs. Document translation, couriers, and any biometric appointment charges (where applicable) are additional. Sponsors pay the CoS assignment fee; do not pass defined sponsorship fees to the worker where prohibited.
4. Processing times
Standard timelines. Applications made outside the UK typically receive a decision in around 3 weeks after biometrics/identity verification. In-country extension applications typically take around 8 weeks.
Paid expedite options. Priority and Super Priority may be offered for an additional fee; availability is limited and not guaranteed. Service standards can vary during peak periods.
5. If your application is refused
Refusals usually cite issues such as ineligible roles, insufficient evidence under a Code of Practice or unique contribution test, gaps between engagements over 14 days, or failure to meet maintenance/suitability rules. Your options depend on the reason for refusal and may include making a fresh application with corrected evidence or seeking an administrative review where a casework error is alleged. Where a performing group or entourage is sponsored under a group CoS, refusal of the lead’s application may result in refusal of associated applications.
6. Practical tips to reduce risk
- Check early whether a Code of Practice applies; if not, draft a clear unique-contribution narrative and keep corroborating evidence on file.
- Ensure the CoS covers all UK engagements and that there are no gaps over 14 days between engagements; use multiple CoS where multiple sponsors are involved.
- Set out hours, pay and allowances clearly; confirm compliance with sector minima and UK employment law.
- Meet maintenance rules or obtain sponsor certification of maintenance on the CoS.
- Use priority services only if time-critical and available at your location; ensure your documents are complete before upgrading.
Section Summary: Apply online within 3 months of the CoS start date, prove identity via the app or at an appointment, submit the prescribed evidence, and pay the application fee and IHS. Standard processing is around 3 weeks (out-of-country) or 8 weeks (in-country extensions), with paid expedite options where available. Most refusals stem from weak eligibility evidence or gaps between engagements; careful CoS drafting and record-keeping mitigate these risks.
Section E: Extending the Creative Worker Visa
This section explains how extensions work under the Temporary Work – Creative Worker route, including who can extend, how long permission can be granted for, timing, documents, conditions while an extension is pending, and common refusal pitfalls. It reflects the position as at 24 September 2025.
1. Extension basics and route maximum
Who can extend. You can apply to extend if you continue to meet the route rules and hold a valid Certificate of Sponsorship (CoS) covering the extended period. You must apply from within the UK before your current permission expires.
Maximum length on the route. Permission is normally granted for the period on the CoS up to a maximum of 12 months at a time. The overall cap for time spent on the Creative Worker route is generally 24 months. Extensions beyond the cap are not granted; consider switching routes if longer-term permission is needed.
Same sponsor vs new sponsor. If remaining with the same sponsor, an extension can be granted up to the shorter of: (i) 12 months, or (ii) the time on the CoS plus up to 28 days, subject to the 24-month route cap. If changing to a different sponsor, you must make a change-of-employment application and obtain permission before starting work for the new sponsor; supplementary work rules do not allow you to start the new sponsored job early.
Gap rule for engagements. Where multiple engagements are covered, there must be no gap of more than 14 days between UK engagements. Time outside the UK does not count towards the 14 days. If multiple sponsors are involved, each must assign its own CoS for its segment.
2. How to apply for an extension
- Timing: Apply before your current permission expires. Aim to submit at least 8 weeks in advance to reduce scheduling risk for productions or tours.
- Form and fee: Complete the online Temporary Work – Creative Worker extension application and pay the application fee and Immigration Health Surcharge (IHS) for the requested period.
- Identity: Verify identity using the UK Immigration: ID Check app if offered, or attend a UKVCAS appointment to enrol biometrics. Appointment availability and any charges vary by location and service level.
- Documents: Provide your CoS reference and details, passport/ID, maintenance evidence (unless exempt or certified by the sponsor), and any eligibility evidence (e.g. Code of Practice materials or the unique contribution case where no Code applies). For dependants, include relationship and maintenance evidence.
3. Fees, IHS and processing times
Application fee: £319 per applicant (same as for initial applications). The same fee applies to eligible entourage/technical staff and dependants applying to extend.
IHS: £1,035 per year for each applicant, paid upfront for the period requested (rounded for part-years where applicable).
Processing times: Standard in-country extensions typically take around 8 weeks after identity verification. Priority and Super Priority services may be available for an additional fee where capacity allows; service standards are indicative and subject to local availability and demand.
4. Conditions while your extension is pending
If you apply before your current permission expires, your conditions are protected while the application is decided. You may continue in your existing sponsored role with the same sponsor under these protections. If you have applied to change sponsor, do not start work for the new sponsor until permission is granted. Travel outside the UK while an in-country application is pending typically leads to the application being treated as withdrawn; travel only after a decision unless advised otherwise.
5. Refusal risks on extension
- Insufficient or incorrect CoS details: Dates, locations, hours, or pay inconsistent with the production schedule or sector minima.
- Codes of Practice non-compliance: Where applicable, missing or weak evidence (e.g. continuity, unit company, rarity of skills).
- Unique contribution not evidenced: For roles without a Code, a generic narrative with no corroboration (reviews, credits, awards, contracts, specialist credentials).
- Gaps over 14 days: Itinerary shows gaps longer than 14 days between UK engagements without coverage.
- Maintenance not met: Funds below £1,270 (or not held for 28 days) and no certified maintenance.
- Sponsor compliance issues: Licence action, rating downgrades, or failure to retain required records.
6. Switching and long-term planning
The Creative Worker route does not lead to settlement. If longer-term residence or a pathway to settlement is required, consider switching (from within the UK where permitted) to a route such as Skilled Worker or Global Talent, provided the relevant rules are met. Plan early to avoid nearing the 24-month cap without a viable onward route.
Section Summary: To extend, you need a valid CoS and continued eligibility. Apply before expiry, keep engagements within the 14-day gap rule, and ensure pay/conditions and evidence align with either the relevant Code of Practice or the unique contribution test. Most refusals arise from weak evidence, itinerary gaps, or maintenance breaches. The route is capped at around 24 months and does not provide a settlement pathway; plan any switch in good time.
Section F: Dependants
This section explains who can come to the UK as a dependant of a Creative Worker, what they can do, how long they can stay, and the evidence and funds they need. It reflects the position as at 24 September 2025.
1. Who qualifies as a dependant
The route allows the main applicant’s partner and children under 18 to apply as dependants. A partner may be a spouse, civil partner, or an unmarried partner in a durable relationship of at least 2 years. Where cohabitation has not been possible, the Home Office will consider alternative evidence of an ongoing, committed relationship. Children over 16 must usually show they are not living an independent life (e.g. same address, financial dependence).
2. When dependants can apply
Dependants can apply at the same time as the main applicant or later as “joiners”. If the main applicant extends, dependants must also extend before their permission expires. Each dependant must make a separate application and pay separate fees and the Immigration Health Surcharge (IHS).
3. Financial (maintenance) requirement for dependants
Unless exempt, dependants must show funds for 28 consecutive days ending within 31 days of the application date. The current amounts are:
- £285 for a partner,
- £315 for the first dependant child,
- £200 for each additional dependant child.
Exemptions apply where the dependant has held permission in the UK for at least 12 months at the application date. A sponsor may certify maintenance on the main applicant’s Certificate of Sponsorship (CoS); if the CoS expressly confirms certification extends to dependants, separate funds for them are not required. Where certification is not provided, each dependant must meet the funds requirement or qualify for exemption through prior UK residence.
4. Documents and evidence
Typical evidence includes passports/travel documents, relationship evidence (marriage/civil partnership certificate or durable-partner evidence), proof of address/ongoing dependency for older children, bank statements for maintenance (unless exempt/certified), and a TB test certificate where required by country of application. Translations must meet Home Office specifications.
5. What dependants can do in the UK
Dependants are generally allowed to work and study. They cannot work as a professional sportsperson or sports coach. They must not access public funds. A dependant’s permission normally ends on the same date as the main applicant’s permission. If the main applicant switches route, dependants usually need to switch in line with the new route’s rules.
6. Common reasons for refusal
- Insufficient or incorrectly evidenced maintenance funds (or funds not held for the full 28 days).
- Inadequate relationship evidence for unmarried partners or adult children.
- TB certificate missing where required, or documents not translated/formatted correctly.
- Out-of-time applications made after the main applicant’s permission has expired.
Section Summary
Partners and children under 18 can accompany or join a Creative Worker if they meet the relationship, suitability and maintenance rules. Each makes a separate application, pays the fee and IHS, and their permission ends when the main applicant’s permission ends. Dependants can work (with limited restrictions) and study but cannot access public funds. Most refusals stem from maintenance or relationship evidence gaps—prepare documents carefully and, where available, rely on sponsor-certified maintenance as confirmed on the CoS.
Section G: Summary
The Creative Worker visa is a time-limited route enabling overseas creatives and essential entourage/technical staff to deliver specific engagements in the UK. Sponsorship is mandatory. Eligibility turns first on whether a Code of Practice applies; if it does, the sponsor must follow it and retain the specified evidence. Where no Code applies, the role must be within the creative industries, appear under the recognised occupation framework, and the worker must make a unique contribution to UK creative life. Pay and conditions must meet sector norms and UK employment law.
Permission is typically granted for up to 12 months, or the period on the CoS plus up to 28 days, with extensions available up to the route’s overall 24-month cap. Itineraries must avoid gaps over 14 days between UK engagements (time abroad does not count towards the gap). Certain non-visa nationals with short engagements may rely on a concession permitting up to 3 months’ entry on a valid CoS, subject to conditions.
The route allows supplementary work up to 20 hours a week in the same sector/level or in a role on the Skilled Worker Immigration Salary List, study that does not interfere with the sponsored role, and multiple entry. It prohibits access to public funds, permanent employment, and self-employment/starting a business. There is no English language requirement. The route does not lead to settlement; longer-term plans may require switching to another category.
Common refusal drivers include weak or missing evidence under a Code of Practice, inadequate unique-contribution cases, itinerary gaps over 14 days, maintenance failures, and sponsor non-compliance. Early scoping of eligibility, precise CoS drafting, and robust record-keeping materially reduce risk.
Section H: Creative Worker Visa FAQs
This FAQ section addresses common queries about eligibility, applications, permissions, dependants, timing, costs and onward options. It reflects the position as at 24 September 2025.
1. What is the Creative Worker visa?
It is a Temporary Work route allowing overseas creatives and essential entourage/technical staff to undertake specific, time-limited engagements in the UK with sponsorship. It is distinct from long-term work routes and does not lead directly to settlement.
2. Who is eligible?
You must have a genuine role in the UK creative industries and a sponsor licensed for the Creative Worker route. If a Code of Practice applies (e.g. ballet, dancers, theatre, opera, film/TV performers/workers, fashion models), your case must meet it. If no Code applies, the role must sit in the creative industries under a recognised occupation and you must make a unique contribution to UK creative life.
3. Is there an English language requirement?
No. The Creative Worker route has no English language requirement.
4. How long is permission granted for?
Typically up to 12 months, or the period on your Certificate of Sponsorship (CoS) plus up to 28 days, whichever is shorter. Extensions may be possible up to the route’s overall cap (generally 24 months), subject to eligibility.
5. Can I do other work?
You may do supplementary work up to 20 hours per week outside the hours of your sponsored role, either in the same sector and at the same level as your main job, or in a role on the Skilled Worker Immigration Salary List. You cannot take a permanent job, and you cannot be self-employed or start a business under this route.
6. Can I work for multiple sponsors?
Yes, but each sponsor must assign its own CoS. For consecutive engagements in the UK, there must be no gap of more than 14 days between engagements. Time spent outside the UK does not count towards the 14-day gap.
7. What are the fees and the Immigration Health Surcharge (IHS)?
The application fee is £319 per applicant (inside or outside the UK). The IHS is £1,035 per year for each applicant, payable upfront for the permission requested. Additional costs (e.g. translations, appointment services) may apply depending on location and circumstances.
8. How long do decisions take?
Standard processing is typically around 3 weeks for applications made outside the UK and around 8 weeks for in-country extensions after identity verification. Priority and Super Priority services may be available for an additional fee, subject to capacity and location.
9. Can I travel during my visa?
Yes. The visa allows multiple entry while it remains valid. If you submit an in-country extension, avoid travel until a decision is made, as travel usually withdraws the pending application.
10. Can I enter without a visa if I am a non-visa national?
Some non-visa nationals with short engagements may seek permission to enter at the border for up to 3 months based on a valid CoS, subject to eligibility and discretion. Confirm the concession and your documentation before travel.
11. What documents do I need?
Passport/identity document, CoS reference and details, maintenance funds evidence unless exempt or certified, TB test certificate if required, and eligibility evidence (e.g. materials under a Code of Practice or a robust unique-contribution case where no Code applies). Dependants submit relationship and maintenance evidence.
12. Can my dependants come with me?
Yes. Partners and children under 18 can apply as dependants if they meet relationship, suitability and maintenance rules. Dependants can usually work (with limited restrictions) and study, and they must not access public funds. Their permission normally ends when yours ends.
13. Does this route lead to settlement (ILR)?
No. It does not provide a direct path to ILR. If long-term residence is required, consider switching to a route such as Skilled Worker or Global Talent if you qualify.
14. What are common refusal reasons?
Ineligible roles, failure to meet a Code of Practice, weak or uncorroborated unique-contribution evidence, gaps over 14 days between UK engagements, maintenance not met, or sponsor non-compliance. Clear CoS drafting and thorough evidence reduce risk.
15. What if my application is refused?
Your options depend on the reason for refusal. You may submit a strengthened fresh application or, if a casework error is alleged, seek an administrative review. Where a group CoS is used for a performing group/entourage, refusal of the lead’s application may result in refusal of associated applications.
16. Can I switch to another visa from within the UK?
Switching may be possible depending on your circumstances and the target route’s rules (for example, Skilled Worker if you have an eligible sponsored job; Global Talent if endorsed). Check switching eligibility and timings carefully before your current permission expires.
17. What pay/conditions must be met?
Pay must at least match sector norms or applicable collective minima (for example Equity/PACT/BECTU) and comply with UK wage and working time laws. Some sub-sectors have specific rules (e.g. models, musicians, circuses) that must be followed precisely.
18. Is there a requirement about when the CoS must be issued?
Yes. The CoS must be assigned no more than 3 months before the visa application. Ensure the CoS includes role, dates, locations, hours and pay, plus the eligibility narrative (Code of Practice compliance or unique-contribution case) and any certified maintenance.
19. Can the sponsor pass sponsorship fees to me?
Defined sponsorship fees and associated administrative costs must not be passed to sponsored workers under current guidance (and from 9 April 2025 specific prohibitions apply). Sponsors should be transparent about any other expenses and ensure any deductions are lawful.
20. What happens if my sponsor changes or loses their licence?
If you change sponsor, you must obtain new permission before starting work for the new sponsor. If your sponsor’s licence is suspended or revoked, your permission may be curtailed; seek advice promptly and consider alternative options where available.
Section Summary: The FAQs confirm the route’s temporary nature, sponsorship and evidential focus, typical timelines and costs, and practical limits (no permanent roles, no self-employment, no English requirement). Success turns on precise CoS drafting, meeting sector pay norms, and strong, role-specific evidence—especially where no Code of Practice applies.
Section I: Conclusion
The Creative Worker visa is a tightly framed, short-term route designed to enable specific creative engagements in the UK. Success depends on rigorous alignment between the engagement, sponsorship, and the evidential framework. Where a Code of Practice applies, sponsors must follow it precisely and retain the prescribed evidence. Where no Code applies, the role must clearly sit within the creative industries and the worker’s contribution must be shown to be unique, with a well-supported narrative on the CoS and corroborating documents on file. Pay and conditions must reflect sector norms and UK employment law, and itineraries must avoid gaps over 14 days between UK engagements (with time outside the UK disregarded for that limit).
For applicants, planning and documentation are critical: secure an accurate CoS (including dates, locations, hours, pay, and eligibility rationale), meet maintenance rules or obtain certified maintenance, and prepare role-specific evidence. For sponsors, compliance disciplines—accurate CoS drafting, sector-appropriate pay, prompt sponsor notes for changes, robust record-keeping (Appendix D), and transparency on costs/expenses—materially reduce refusal and enforcement risk. Groups and entourages require particular care because refusals can cascade where applications are linked. Given the route’s 24-month cap and lack of a settlement pathway, both sponsors and workers should plan early for onward options, including potential switching where permitted.
Handled correctly, the route provides a workable mechanism to bring international creative talent and essential technical staff to UK stages, studios, sets, venues and festivals—without compromising immigration control or labour standards. The key is disciplined evidence, compliant sponsorship, and timely applications aligned to the production schedule.
Section J: Glossary
| Term | Definition |
|---|---|
| Creative Worker visa (Temporary Work) | A short-term UK immigration route allowing overseas creatives and essential entourage/technical staff to undertake specific engagements with sponsorship. |
| Certificate of Sponsorship (CoS) | An electronic record issued by a licensed sponsor confirming the role, dates, locations, pay and how eligibility is met; provides a unique reference number for the visa application. |
| Code of Practice | Sector-specific Home Office rules and evidential requirements (e.g. ballet, dancers, theatre, opera, film/TV, fashion models) that sponsors must follow where applicable. |
| Unique contribution | The test applied where no Code exists: the role is in the creative industries and the individual will make a distinctive contribution to UK creative life, evidenced on the CoS and in sponsor records. |
| Immigration Salary List (ISL) | The list of roles used for certain immigration purposes; under this route it is relevant to permitted supplementary work up to 20 hours per week. |
| Supplementary work | Up to 20 hours per week outside the sponsored hours, in the same sector and level as the main job or in a role on the ISL. |
| Maintenance (financial requirement) | Evidence of funds: generally £1,270 for the main applicant (held for 28 days) unless exempt or certified by the sponsor; additional specified amounts for dependants. |
| Immigration Health Surcharge (IHS) | A per-year charge paid by most applicants to access the NHS during their stay. |
| Appendix D (record-keeping) | Sponsor guidance setting out documents employers must retain (e.g. evidence for Codes of Practice or unique contribution cases). |
| Group CoS | A sponsorship mechanism for performing groups/entourage where linked applications may be affected if the lead’s application is refused. |
| Non-visa national concession (3 months) | A limited concession allowing certain non-visa nationals with a valid CoS to seek permission to enter at the border for engagements of up to 3 months. |
| Settlement (ILR) | Indefinite leave to remain: permanent residence. The Creative Worker route does not lead directly to ILR. |
| Public funds | Specified state benefits and services that are not accessible to holders of this visa. |
| UKVI | UK Visas and Immigration, the Home Office directorate responsible for visa processing and immigration control. |
| UKVCAS / VAC | UK Visa and Citizenship Application Services (in-country) / Visa Application Centres (overseas) used for identity/biometric enrolment where the app is not used. |
Section K: Useful Links
| Resource | Link & Notes |
|---|---|
| Creative Worker visa (overview) | GOV.UK – Creative Worker visa — eligibility, how to apply, documents, fees, conditions. |
| Immigration Rules: Appendix Temporary Work – Creative Worker | GOV.UK – Appendix Temporary Work: Creative Worker — legal rules for the route. |
| Appendix Creative Worker Codes of Practice | GOV.UK – Codes of Practice — ballet, dancers, theatre/opera, film/TV, fashion models. |
| Sponsor guidance (employers) | GOV.UK – Sponsor a worker and Guidance collection — licence duties, SMS, record-keeping (Appendix D). |
| Visa application fees | GOV.UK – Home Office visa fees — Creative Worker fee and priority services where available. |
| Immigration Health Surcharge (IHS) | GOV.UK – IHS — who pays, how much, how to pay. |
| Tuberculosis (TB) testing | GOV.UK – TB test for visa applicants — countries where a TB certificate is required. |
| Immigration Salary List (for supplementary work option) | GOV.UK – Immigration Salary List — roles relevant to permitted supplementary work. |
| UK Visas and Immigration (department) | GOV.UK – UKVI — policy updates, guidance and forms. |
| NHS: using the NHS as a visitor/immigration health surcharge | NHS – Healthcare information — access to services and IHS context. |
| UKCISA guidance (general visa advice) | UKCISA – Creative Worker visa — plain-language guidance and resources. |
| ILPA (find specialist practitioners) | Immigration Law Practitioners’ Association — resources and practitioner directory. |
| British Council – Arts | British Council – Arts & Culture — sector information and international programmes. |
| Creative Worker visa – in-depth explainer | DavidsonMorris – Creative Worker visa — practitioner-led overview and practical considerations. |
| Creative Worker visa – applicant guide | Xpats.io – Creative Worker visa — applicant-focused guidance and FAQs. |
