UK Expansion Worker Visa Guide 2025

The UK Expansion Worker visa provides overseas businesses with the ability to send senior employees to the UK to set up a branch or subsidiary. It is a temporary route, limited to a maximum of two years, and does not in itself lead to settlement. To sponsor an Expansion Worker, the overseas company must first obtain a UK sponsor licence, and if the licence application is refused, expansion plans can be significantly delayed or disrupted. Early immigration planning is therefore critical to ensure continuity of operations, including preparing alternative options for retaining personnel once the Expansion Worker visa reaches its two-year limit.

Section A: What is the UK Expansion Worker Visa?

The UK Expansion Worker visa is part of the Global Business Mobility routes. It allows employees of an overseas company that has not yet started trading in the UK to come and establish operations. The visa enables eligible organisations to deploy senior managers or specialist employees on a temporary basis to set up a UK branch or subsidiary as part of the business’s expansion strategy.

1. Permissible Activities

Holders of the UK Expansion Worker visa are permitted to carry out the role described on their Certificate of Sponsorship (CoS). They may also undertake voluntary work and study while in the UK. Dependants, including partners and children, can apply to join or accompany the main applicant if they meet the relevant criteria. The main applicant and their family are allowed to travel in and out of the UK during the visa period. Access to healthcare through the NHS is available following payment of the Immigration Health Surcharge (IHS).

Once the UK office is formally established and begins trading, the sponsor may apply to add other visa categories to its sponsor licence, such as Skilled Worker. However, the Expansion Worker category itself is only available until the UK entity has started trading.

2. How Long Does a UK Expansion Worker Visa Last?

A successful application will normally grant leave for the shorter of 12 months from the start date stated on the CoS, or 14 days after the job end date listed on the CoS. The visa can be extended once, for up to a further 12 months, provided the business continues to meet the sponsor licence and visa conditions. The total stay under this route is capped at 2 years.

Time spent on this visa also contributes to the wider cumulative limit across Global Business Mobility categories. An individual may only spend a maximum of 5 years in any rolling 6-year period under GBM routes and the former Intra-Company Transfer categories.

This visa does not provide a direct route to settlement in the UK. However, visa holders may be eligible to switch into a settlement route such as the Skilled Worker visa if they meet the relevant requirements.

3. Benefits of the UK Expansion Worker Visa

For employers, the route provides a practical mechanism to deploy trusted senior staff to establish a UK presence. This helps organisations access the UK market, pursue revenue opportunities, and build partnerships and investment. On-the-ground leadership also supports operational oversight and compliance with UK regulatory standards.

For employees, being selected to lead an expansion project provides significant career benefits, including international exposure, leadership development, and the chance to work in one of the world’s most competitive business environments. Visa holders and their dependants can access NHS services via the IHS, further supporting relocation to the UK.

Key Takeaways
The UK Expansion Worker visa provides overseas businesses with the ability to send senior employees to the UK to set up a branch or subsidiary. It is a temporary route, limited to a maximum of two years, and does not in itself lead to settlement. To sponsor an Expansion Worker, the overseas company must first obtain a UK sponsor licence, and if the licence application is refused, expansion plans can be significantly delayed or disrupted. Early immigration planning is therefore critical to ensure continuity of operations, including preparing alternative options for retaining personnel once the Expansion Worker visa reaches its two-year limit.

Section A: What is the UK Expansion Worker Visa?

The UK Expansion Worker visa is part of the Global Business Mobility routes. It allows employees of an overseas company that has not yet started trading in the UK to come and establish operations. The visa enables eligible organisations to deploy senior managers or specialist employees on a temporary basis to set up a UK branch or subsidiary as part of the business’s expansion strategy.

1. Permissible Activities

Holders of the UK Expansion Worker visa are permitted to carry out the role described on their Certificate of Sponsorship (CoS). They may also undertake voluntary work and study while in the UK. Dependants, including partners and children, can apply to join or accompany the main applicant if they meet the relevant criteria. The main applicant and their family are allowed to travel in and out of the UK during the visa period. Access to healthcare through the NHS is available following payment of the Immigration Health Surcharge (IHS).

Once the UK office is formally established and begins trading, the sponsor may apply to add other visa categories to its sponsor licence, such as Skilled Worker. However, the Expansion Worker category itself is only available until the UK entity has started trading.

2. How Long Does a UK Expansion Worker Visa Last?

A successful application will normally grant leave for the shorter of 12 months from the start date stated on the CoS, or 14 days after the job end date listed on the CoS. The visa can be extended once, for up to a further 12 months, provided the business continues to meet the sponsor licence and visa conditions. The total stay under this route is capped at 2 years.

Time spent on this visa also contributes to the wider cumulative limit across Global Business Mobility categories. An individual may only spend a maximum of 5 years in any rolling 6-year period under GBM routes and the former Intra-Company Transfer categories.

This visa does not provide a direct route to settlement in the UK. However, visa holders may be eligible to switch into a settlement route such as the Skilled Worker visa if they meet the relevant requirements.

3. Benefits of the UK Expansion Worker Visa

For employers, the route provides a practical mechanism to deploy trusted senior staff to establish a UK presence. This helps organisations access the UK market, pursue revenue opportunities, and build partnerships and investment. On-the-ground leadership also supports operational oversight and compliance with UK regulatory standards.

For employees, being selected to lead an expansion project provides significant career benefits, including international exposure, leadership development, and the chance to work in one of the world’s most competitive business environments. Visa holders and their dependants can access NHS services via the IHS, further supporting relocation to the UK.

Section B: UK Expansion Worker Visa Eligibility Requirements

Eligibility under the UK Expansion Worker route is assessed under the points-based system and sponsor licensing rules. The worker must qualify on sponsorship, skill and salary, and the overseas business must hold the correct sponsor licence and demonstrate a credible plan to establish a UK trading presence. This section explains the criteria that apply to the applicant and to the sponsoring organisation, including practical nuances that caseworkers apply in practice.

1. UK Expansion Worker Visa Requirements

Points requirement (60 points): Applicants must score 60 points comprising 20 for sponsorship, 20 for skill, and 20 for salary. The role must be genuine and meet all route-specific rules.

Sponsorship (20 points): A valid Certificate of Sponsorship (CoS) must be assigned by a sponsor licensed for the Expansion Worker route. The applicant must be employed by an overseas business that is linked to the prospective UK entity on the date of application, and the role described on the CoS must be genuine.

Overseas employment requirement: The applicant must usually have worked for the linked overseas business for at least 12 months. Exemptions apply where the applicant is a high earner (salary of at least £73,900), a Japanese national employed by a Japanese company expanding to the UK, or an Australian national or permanent resident coming to open a UK branch or subsidiary of their Australian employer. Even where exempt from the 12-month period, the applicant must still be employed by the linked overseas business at the time of application.

Skill level (20 points): The job must be on the list of Global Business Mobility eligible occupations and meet the required skill level for this route. The CoS must state the correct occupation code and duties must align with that code.

Salary (20 points): From 22 July 2025, the salary must be at least £52,500 or the going rate for the occupation code, whichever is higher. Where the high earner threshold of £73,900 is met, certain flexibilities apply (including exemption from the 12-month overseas employment requirement), but the salary must still be genuine and compliant with the code.

Financial requirement: If applying for entry clearance or leave to remain within 12 months of arriving in the UK, the applicant must show personal savings of at least £1,270 held for 28 consecutive days ending within 31 days before the application date, unless the sponsor certifies maintenance on the CoS.

TB testing: Applicants from countries listed in the Immigration Rules must provide a valid tuberculosis test certificate.

English language: There is no English language requirement under the Expansion Worker route.

Route characteristics: Time granted is temporary, capped at 2 years in total (initial grant plus a single extension). Time spent counts towards the 5 years in any 6-year cumulative limit across Global Business Mobility routes (and former ICT categories). The route does not lead directly to settlement; switching to a settlement route such as Skilled Worker is possible if eligibility is met.

2. Sponsor Requirements for UK Expansion Workers

Who can sponsor: The UK entity must be a branch or wholly-owned subsidiary of a genuine, trading overseas business that has not yet commenced trading in the UK. This route cannot be used once UK trading has begun; at that point, employers should add other categories (for example Skilled Worker) to the licence if needed.

Licence prerequisites: To obtain a sponsor licence for the Expansion Worker route, the business must show a UK footprint (for example premises or Companies House registration), an overseas trading presence, and credible plans to expand into the UK. In practice, the Home Office expects evidence of at least several years of genuine overseas trading activity to demonstrate credibility and sustainability, alongside a fit-for-purpose expansion plan tailored to the UK operations.

Authorising Officer (AO) location and ratings: If the AO is UK-based at the point of application, the licence is generally granted with an A-rating and a CoS allocation limited to the genuine number of workers needed to establish operations (typically up to 5). If the AO is overseas, the licence is usually granted with a provisional rating and a single CoS allocation. The AO must assign that CoS to themselves, obtain entry clearance, enter the UK, and then request an upgrade to an A-rating via the Sponsorship Management System (SMS) before further CoS can be allocated.

Certificates of Sponsorship (CoS): Sponsors must only assign CoS where the role is eligible, genuine, and meets the skill and salary rules. The Immigration Skills Charge does not apply to the Expansion Worker route, but the standard CoS assignment fee is payable.

Maintaining eligibility: If the overseas business does not establish a UK trading presence within the expected timeframe under its expansion plan, the Home Office may reduce CoS allocation to zero or take compliance action, preventing the sponsorship of new Expansion Workers and extensions. The sponsor must keep its licence details up to date and comply with all Appendix D record-keeping and reporting duties.

Extension position: The visa can be extended once (up to a 2-year maximum stay) where the business and role continue to meet the route rules and the sponsor licence remains valid. Full UK trading at the exact point of extension is not a hard legal requirement, but caseworkers will expect clear, credible progress against the expansion plan and ongoing compliance.

Section C: UK Expansion Worker Visa Application Process

The application process under the UK Expansion Worker route is designed to ensure that both the sponsoring business and the worker meet the strict conditions of the Immigration Rules and sponsor guidance. Preparation and careful documentation are critical, as the Home Office applies close scrutiny to applications and can refuse them for even minor errors or omissions. This section sets out the steps for making an application, the supporting evidence required, the fees payable, and how long it typically takes to receive a decision.

1. How to Apply for a UK Expansion Worker Visa

Applicants must complete an online application form and provide the Certificate of Sponsorship (CoS) reference number issued by their licensed sponsor. Applications can be made up to three months before the intended UK start date stated on the CoS.

During the process, applicants will be required to prove their identity. Depending on nationality and eligibility, this may be done by using the UK Immigration: ID Check app or by attending a visa application centre to enrol biometrics (fingerprints and a photograph). The online form will confirm which option applies in each case.

Core documents usually required include:

• A valid Certificate of Sponsorship from a licensed sponsor
• A current passport or travel document confirming identity and nationality
• Evidence of overseas employment with the linked business for at least 12 months, unless an exemption applies
• Proof of financial maintenance, if required, unless certified by the sponsor
• A valid tuberculosis test certificate, if the applicant is from a listed country

Additional documents may be needed depending on the applicant’s circumstances, such as proof of family relationship for dependants or evidence of qualifications. The Home Office may also request further information or documents to verify the application.

2. UK Expansion Worker Visa Application Costs

Applicants and sponsors must account for several costs when planning to use the Expansion Worker route. These include visa fees, the Immigration Health Surcharge, and sponsor-related fees. Costs are subject to annual review by the Home Office, so figures should always be confirmed against current guidance at the time of application.

Notably, the Immigration Skills Charge does not apply to the Expansion Worker route, although it applies to other sponsored work categories such as Skilled Worker.

3. UK Expansion Worker Visa Processing Time

Processing times vary depending on where the application is submitted. If applying from outside the UK, decisions are typically made within three weeks of attending a biometrics appointment or using the ID app. Applications made inside the UK generally take around eight weeks. Applicants may pay for priority services where available, but capacity is limited and not guaranteed. Priority processing aims for a decision within five working days, while super priority aims for a decision by the end of the next working day.

Employers and workers should build contingency into business planning to account for potential delays, especially where the UK expansion timetable is commercially sensitive.

Section D: Visa Duration & Conditions

The UK Expansion Worker visa is a temporary category designed to allow overseas companies to establish a presence in the UK. It carries strict time limits and conditions on what the worker can and cannot do while in the country. This section explains how long the visa is valid for, whether it can be extended, and the main conditions attached to the visa holder’s stay.

1. Extending the Expansion Worker Visa

A successful application normally grants permission for the shorter of 12 months from the start date on the Certificate of Sponsorship (CoS), or 14 days after the job end date listed on the CoS. Entry clearance will usually allow the worker to travel to the UK up to 14 days before the sponsored start date. The visa can be extended once for a further period of up to 12 months, provided the sponsor licence remains valid and the role continues to meet the requirements. The total maximum stay on this route is capped at two years, combining the initial grant and the extension.

Caseworkers will expect to see credible progress towards establishing a UK trading presence during the visa period. Even though the Immigration Rules do not mandate full trading at the exact point of extension, the Home Office will expect evidence of genuine steps taken towards expansion in line with the sponsor’s business plan.

Time spent on this visa also contributes to the overall five years in six years maximum cumulative limit across Global Business Mobility routes and the former Intra-Company Transfer categories. Employers and workers must consider this when planning longer-term assignments.

2. Conditions of Stay

Visa holders must work only in the sponsored role for the employer named on their CoS. They are not permitted to take secondary employment, change roles, or change employers without applying for a new visa. They may, however, study or undertake voluntary work, provided these activities do not interfere with their sponsored duties.

Expansion Workers cannot access public funds or the State Pension. They must comply with wider UK immigration requirements, such as keeping personal details up to date with UK Visas and Immigration (UKVI) and following any conditions listed in the grant of leave. Dependants are also subject to strict rules, and changes in family circumstances must be reported where required.

Sponsors are responsible for reporting to the Home Office any significant changes to the worker’s role, salary, or employment status. A breach of these obligations can result in curtailment of the worker’s visa and enforcement action against the sponsoring organisation.

This route does not provide a pathway to settlement. Workers who wish to remain in the UK long term will need to switch into a different route, such as the Skilled Worker visa, if they meet the relevant eligibility requirements.

3. Recruitment Strategy

Once the UK entity is operational and trading, the sponsoring business may wish to recruit further staff from overseas. At that stage, the sponsor can request to add other visa categories, such as Skilled Worker or Senior or Specialist Worker, to its licence. Each additional route carries its own eligibility and compliance requirements, and the Home Office will assess the sponsor’s compliance history when deciding whether to grant them.

Because the Expansion Worker visa is capped at two years and offers no settlement pathway, employers should prepare a long-term immigration strategy early. Planning should account for whether and how Expansion Workers will switch into another visa category, as well as ensuring compliance with Appendix D record-keeping and reporting duties. A clear recruitment and retention strategy will help minimise disruption to business operations and support sustainable growth in the UK.

Section E: Sponsor Compliance Obligations

The UK Expansion Worker route is part of the sponsorship system. This means that once a business holds a sponsor licence and assigns a Certificate of Sponsorship (CoS), the employer takes on strict compliance obligations. The visa holder is also subject to specific duties. Non-compliance by either party can result in enforcement action, including curtailment of the visa, financial penalties, or revocation of the sponsor licence. This section sets out the responsibilities of the employer, the duties of the employee, and the record-keeping and reporting rules that must be followed.

1. Employer Responsibilities

Sponsors must demonstrate that the overseas business remains genuine and active and that the UK expansion plan is credible. Accurate and truthful information must be provided at the licence application stage, when assigning CoS, and throughout the sponsorship period. Any false or misleading information can result in enforcement action.

Employers must ensure that workers carry out only the role described on the CoS and that the salary and working conditions comply with UK employment law. Sponsors must operate HR systems that are sufficiently robust to monitor attendance, track absences, update personnel records, and complete statutory right to work checks. They must also notify the Home Office of significant changes, such as if the worker does not start their role, if job details change, or if employment ends earlier than expected.

Once the UK entity begins trading, sponsors may request to add further work categories, such as Skilled Worker, to their licence. The Home Office will take into account the compliance history under the Expansion Worker route when deciding whether to grant such permissions.

2. Employee Responsibilities

Workers must comply fully with their visa conditions. They may only work in the sponsored role for the employer named on their CoS. Taking up additional employment without authorisation is prohibited. They must also keep their personal details up to date with UKVI and notify their sponsor of relevant changes in circumstances. Where dependants are present, the main visa holder is responsible for ensuring that family members also meet their visa conditions.

In addition, Expansion Workers must comply with UK laws, including tax and National Insurance obligations. Breaching visa conditions can result in curtailment of leave and may also affect the worker’s ability to switch into other immigration categories in future.

3. Reporting and Record-Keeping Requirements

Employers must follow Appendix D of the sponsor guidance, which sets out the records to be retained and the time periods for keeping them. Documents include copies of passports, visas, contact details, employment contracts, payroll records, right to work check evidence, and records of absences. These records must be available for inspection during Home Office compliance visits.

Sponsors must also report specified events to the Home Office, usually within 10 working days. This includes changes in business structure, relocation of premises, variations to the worker’s salary or duties, or if the worker is absent from work without permission for more than 10 consecutive working days. Failure to report within the required timeframe is treated as a compliance breach even if the underlying event is lawful.

For workers, breaches of visa conditions or a failure to notify changes can adversely affect future applications. The Home Office considers compliance history when assessing whether an individual can switch to another route or whether a business can add further categories to its sponsor licence.

4. Risks of Non-Compliance

The Home Office monitors sponsors through audits, data matching, and inspection visits. Non-compliance can lead to suspension or revocation of the sponsor licence, curtailment of visas, civil penalties, and, in the most serious cases, criminal sanctions. A revoked licence prevents the business from sponsoring workers under any route, potentially undermining expansion into the UK.

Employers should treat compliance as an ongoing operational responsibility. A strong compliance record not only reduces risk of enforcement but also supports future applications to add routes such as Skilled Worker to the licence. Businesses that build a positive track record with the Home Office are better placed to retain and grow their UK workforce.

Section F: Summary

The UK Expansion Worker visa offers overseas companies a practical route to establish a foothold in the UK by deploying senior staff to set up a branch or subsidiary. It enables businesses to build local operations and gives employees an opportunity to gain international leadership experience. However, the route is temporary, capped at a maximum of two years, and does not lead directly to settlement. This means employers must plan ahead for long-term immigration options, such as switching into the Skilled Worker route, if they wish to retain staff beyond the Expansion Worker maximum.

The route also sits firmly within the sponsorship regime. This means that both the sponsoring business and the worker must meet ongoing compliance duties, including reporting obligations and record-keeping under Appendix D. Failures in compliance can damage the business’s ability to retain a sponsor licence and compromise its wider immigration strategy. With careful preparation, accurate documentation, and a proactive compliance culture, the UK Expansion Worker visa can form a valuable step in building sustainable UK operations.

Section G: Need Assistance?

Establishing a UK presence through the Expansion Worker route involves more than submitting a visa application. Businesses must navigate the sponsor licensing process, meet strict evidential requirements, and implement ongoing compliance systems. For workers, understanding the eligibility rules, application process, and visa conditions is equally important to avoid delays or refusals.

Organisations considering this route should ensure that their business plans, trading history, and UK footprint evidence meet Home Office expectations. Early preparation helps avoid disruption to expansion timelines and supports future applications to add further visa categories to the sponsor licence. Workers should also plan ahead for their longer-term immigration options, given that the Expansion Worker visa is capped at two years and does not provide a direct route to settlement.

Specialist immigration and compliance advice can help businesses and employees prepare applications, avoid common pitfalls, and develop an immigration strategy that supports both immediate expansion goals and long-term workforce planning in the UK.

Section H: UK Expansion Worker Visa FAQs

What is the UK Expansion Worker visa?

The UK Expansion Worker visa is a temporary immigration route under the Global Business Mobility framework. It allows overseas businesses that have not yet started trading in the UK to send a senior employee to establish a branch or subsidiary.

How much does the UK Expansion Worker visa cost?

The application fee is £319. In addition, applicants must pay the Immigration Health Surcharge, which is £1,035 per year for adults and £776 per year for children under 18. These charges are payable upfront for the full duration of the visa.

Do applicants need sponsorship for this visa?

Yes. A valid Certificate of Sponsorship must be issued by a UK-based entity holding a sponsor licence for the Expansion Worker route. Without this, an application cannot proceed.

Who is eligible for the UK Expansion Worker visa?

The business must be a genuine overseas organisation with no UK trading presence. The worker must be employed by that overseas business, usually for at least 12 months unless exempt, and meet the role and salary thresholds set out under the Immigration Rules.

How long is the visa valid for?

The visa is granted for up to 12 months initially, or 14 days after the job end date on the CoS, whichever is shorter. It can be extended once for a further period, up to a maximum of 2 years in total.

Is there a maximum time limit under this route?

Yes. Time spent on the Expansion Worker visa counts towards the cumulative limit of five years in any six-year period across Global Business Mobility routes and former Intra-Company Transfer categories.

Does the visa lead to settlement?

No. The Expansion Worker route does not provide a direct path to indefinite leave to remain. Workers wishing to settle in the UK must switch into another route, such as the Skilled Worker visa, if they meet the eligibility requirements.

Can family members accompany the main applicant?

Yes. Partners and dependent children can apply to accompany or join the main applicant in the UK, provided they meet the relevant eligibility and financial requirements.

What are the work restrictions under this visa?

Visa holders may only work in the role described on their Certificate of Sponsorship for the sponsoring employer. They are not permitted to take other employment. They can, however, undertake study or voluntary work provided it does not interfere with their sponsored role.

What happens if the application is refused?

If refused, applicants may be able to request an administrative review to challenge caseworking errors or submit a fresh application addressing the reasons for refusal.

What documents are required for the application?

Applicants will typically need a valid passport, a Certificate of Sponsorship, evidence of overseas employment (unless exempt), proof of maintenance funds if required, and a tuberculosis test certificate if applying from a listed country. Dependants must provide evidence of their relationship to the main applicant.

What are the financial requirements?

Applicants must show they hold at least £1,270 in personal savings unless the sponsor certifies maintenance on the CoS. The funds must have been held for at least 28 consecutive days, ending no more than 31 days before the application date.

Section I: Glossary

Section J: Additional Resources and Links

Gill Laing

Gill Laing is a qualified Legal Researcher & Analyst with niche specialisms in Law, Tax, Human Resources, Immigration & Employment Law. Gill is a Multiple Business Owner and the Managing Director of Prof Services - a Marketing & Content Agency for the Professional Services Sector.

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