Introduction

The UK Secondment Worker Visa, a vital component of the Global Business Mobility (GBM) route, facilitates international business operations by temporarily enabling overseas companies to transfer staff to the UK. This comprehensive guide, updated for 2025, outlines the latest requirements, processes, and best practices for employers utilising this visa category.

Introduced as part of the UK’s post-Brexit immigration system, the Secondment Worker route specifically addresses the needs of organisations with high-value contracts or investments in the UK. It allows them to deploy essential personnel to fulfil their contractual obligations while maintaining full compliance with UK immigration regulations.

Overview of the UK Secondment Worker Visa

The Secondment Worker Visa is designed for employees of overseas businesses that have secured contracts with UK-based organisations. This route is particularly valuable for companies engaged in international service provision, joint ventures, or significant projects requiring specialised overseas expertise in the UK.

Key features of this visa category include:

1.   Purpose: Facilitates temporary secondments to the UK under eligible contracts
2.   Duration: Initially granted for up to 12 months, extendable for an additional 12 months (maximum stay of 2 years)
3.   Sponsorship: Requires a valid Certificate of Sponsorship from a UK-based licensed sponsor
4.   Skill Level: Applicable to roles at RQF Level 6 (graduate level) or above
5.   Eligibility: Available to employees with at least 12 months prior employment with the overseas company

This visa route represents a significant opportunity for businesses to maintain operational continuity across borders whilst fulfilling contractual obligations with UK partners.

Eligibility Requirements for Employers

To utilise the Secondment Worker route, employers must meet several key criteria:

Contract Requirements

The overseas employer must have entered into a qualifying contract with a UK-based organisation. This contract must be:

1.   Formally documented and legally binding
2.   For the supply of goods or services (not the hire of labour)
3.   Of substantial value, reflecting genuine business needs
4.   By UK procurement and business regulations

Overseas Business Requirements

The sending company must:

1.   Be genuinely trading overseas
2.   Have an established business relationship with the UK organisation
3.   Demonstrate financial viability and legitimate business operations
4.   Maintain appropriate records of the contractual relationship

UK Sponsor Requirements

The UK sponsor must:

1.   Hold a valid sponsor licence under the Secondment Worker category
2.   Be directly involved in the contract with the overseas business
3.   Demonstrate that the secondment is essential to fulfil contractual obligations
4.   Comply with all UK Visas and Immigration (UKVI) regulations

Ensuring these requirements are met will significantly streamline the visa application process and reduce potential compliance issues.

Obtaining a Sponsor Licence

Before sponsoring Secondment Workers, UK organisations must obtain a specific sponsor licence. This process involves:

Application Procedure

1.   Eligibility Check: Confirm eligibility under the Secondment Worker category
2.   Documentation Preparation: Gather required evidence, including:
3.   Company formation documents
4.   Evidence of UK trading presence
5.   Contract agreements with overseas partners
6.   Documentation of genuine business need for seconded workers
7.   Online Application: Complete the sponsor licence application via the UK government website
8.   Fee Payment: Pay the applicable licence fee
9.   Submission: Submit all required supporting documentation
10.   Potential Site Visit: Prepare for a possible compliance visit from UKVI

Licence Maintenance

Once obtained, the sponsor licence:

1.   Must be renewed every 4 years
2.   Requires ongoing compliance with sponsor duties
3.   Is subject to potential UKVI audits and inspections
4.   Must be updated if there are significant company changes

Securing and maintaining a valid sponsor licence is the foundation for successfully using the Secondment Worker route and requires careful attention to regulatory requirements.

Certificate of Sponsorship (CoS)

The Certificate of Sponsorship (CoS) is critical to the Secondment Worker application process. As an employer, understanding the nuances of the CoS system is essential:

CoS Allocation and Management

1.   Annual Allocation: Sponsors receive a yearly allocation of CoS based on projected needs
2.   Additional Requests: Supplementary CoS can be requested with appropriate justification
3.   Validity: Each assigned CoS must be used within 3 months of issuance
4.   Record-Keeping: Sponsors must maintain comprehensive records of all CoS assignments

CoS Content Requirements

When assigning a CoS, employers must provide detailed information, including:

1.   Specific job details and responsibilities
2.   Location of employment
3.   Duration of the secondment
4.   Remuneration package details
5.   Contract reference information
6.   Confirmation of the 12-month prior employment requirement
7.   Skill level confirmation (RQF Level 6 or above)

CoS Assignment Best Practices

To optimise the CoS process:

1.   Conduct thorough pre-assignment checks on potential secondees
2.   Ensure all information is accurate and consistent with contract documentation
3.   Assign the CoS well in advance of the intended start date
4.   Maintain clear communication with the secondee about their application timeline
5.   Review all details before finalisation to prevent costly errors

An adequately assigned CoS significantly increases the likelihood of a successful visa application and reduces processing delays.

Employer Responsibilities and Compliance

Sponsoring a Secondment Worker carries significant compliance obligations under UK immigration law. Employers must adhere to a comprehensive set of responsibilities:

Record-Keeping Duties

Sponsors must maintain accurate records, including:

1.   Copies of all relevant identity documents
2.   Contact details for all sponsored workers
3.   Attendance and absence records
4.   Evidence of appropriate remuneration
5.   Up-to-date contract documentation
6.   Proof of required qualifications and skills

These records must be readily available for UKVI inspection upon request.

Reporting Obligations

Sponsors must report to UKVI within 10 working days if:

1.   A sponsored worker fails to start their secondment
2.   The secondment ends prematurely
3.   The worker is absent without authorisation for more than 10 consecutive working days
4.   There are significant changes to job duties or location
5.   The contract with the overseas entity is terminated or substantially modified

Compliance Monitoring

Effective compliance requires:

1.   Regular internal audits of sponsorship records
2.   Updated policies and procedures reflecting current immigration rules
3.   Designated personnel responsible for sponsorship compliance
4.   Training for HR staff on sponsor duties
5.   Clear communication channels with seconded workers

Consequences of Non-Compliance

Failure to meet sponsor obligations may result in:

1.   Downgrading of sponsor rating
2.   Suspension or revocation of sponsor licence
3.   Civil penalties
4.   Reputational damage
5.   Inability to sponsor future workers

Maintaining robust compliance systems is not merely regulatory box-ticking—it protects the business and its seconded employees from potentially serious consequences.

Benefits for UK Businesses

Utilising the Secondment Worker route offers numerous advantages for UK businesses:

Operational Benefits

1.   Contract Fulfilment: Ensures timely delivery of contractual obligations
2.   Specialised Expertise: Access to niche skills that may be scarce in the UK labour market
3.   Knowledge Transfer: Facilitates sharing of expertise between international teams
4.   Project Continuity: Maintains consistency in delivery across borders
5.   Training Opportunities: Creates learning experiences for UK-based staff

Commercial Benefits

1.   Enhanced Service Offering: Ability to deliver complex international projects
2.   Competitive Advantage: Demonstrates global capability to clients and partners
3.   Market Expansion: Facilitates entry into new international markets
4.   Client Satisfaction: Ensures high-quality delivery through appropriate resourcing
5.   Strengthened International Partnerships: Builds deeper working relationships with overseas entities

Strategic Benefits

1.   Global Talent Deployment: Flexibility in workforce planning across international operations
2.   Reduced Recruitment Costs: Alternative to hiring permanent UK staff for project-specific needs
3.   Risk Mitigation: Distributes project delivery capabilities across multiple locations
4.   Corporate Development: Creates opportunities for developing international leadership expertise
5.   Innovation Transfer: Brings global best practices into UK operations

When properly implemented, the Secondment Worker route represents a valuable strategic tool for businesses with international footprints and partnerships.

Common Challenges for Employers

Despite its benefits, the Secondment Worker route presents several challenges that employers should anticipate:

Regulatory Challenges

1.   Evolving Rules: Immigration regulations continue to change, requiring constant vigilance
2.   Compliance Complexity: Sponsor duties are extensive and require significant resources
3.   Documentation Burden: Substantial evidence requirements for both sponsors and applicants
4.   Timing Constraints: Visa processing timelines can impact project schedules
5.   Licence Maintenance: Ongoing compliance requirements to maintain sponsor status

Operational Challenges

1.   Limited Duration: Maximum 2-year stay restricts long-term planning
2.   Skill Requirements: Limited to graduate-level roles (RQF Level 6+)
3.   Prior Employment Requirement: A 12-month employment history requirement limits flexibility
4.   No Path to Settlement: Lack of settlement options may affect talent retention
5.   Role Rigidity: Limited scope for changing job duties or employer during visa validity

Mitigation Strategies

1.   Develop comprehensive immigration compliance systems
2.   Build relationships with specialist immigration advisors
3.   Create transparent internal processes for secondment management
4.   Plan projects with visa constraints in mind
5.   Consider alternative immigration routes for longer-term needs
6.   Provide thorough briefings to secondees before UK deployment

Addressing these challenges proactively enables businesses to maximise the benefits of the Secondment Worker route whilst minimising disruption.

For Individual Applicants

This section provides essential information for employees being seconded to the UK:

Eligibility and Requirements

To qualify for a Secondment Worker visa, you must:

1.   Be aged 18 or over
2.   Have worked for your overseas employer for at least 12 months
3.   Hold a valid Certificate of Sponsorship from a UK sponsor
4.   Be undertaking a role at RQF Level 6 (graduate level) or above
5.   Receive appropriate salary and working conditions
6.   Apply from outside the UK

Application Process

1.   Preparation: Gather necessary documents, including:
2.   Valid passport
3.   Certificate of Sponsorship reference number
4.   Evidence of employment history
5.   Proof of qualifications, if required
6.   Proof of personal savings (if applicable)
7.   Online Application: Complete the application form via the UK government website
8.   Biometrics: Attend an appointment at a visa application centre to provide fingerprints and photo
9.   Payments: Pay the visa application fee  and Immigration Health Surcharge 
10.   Processing: Wait for a decision (typically 3-8 weeks, or faster with priority services)

Rights and Restrictions

During your stay in the UK, you:

1.   Can work for your sponsor in the role specified on your CoS
2.   Can bring dependant family members
3.   Must register with the police if required
4.   Cannot access public funds
5.   Cannot apply for settlement (Indefinite Leave to Remain)
6.   Cannot switch employers without a new visa application
7.   Cannot stay beyond the maximum permitted period (2 years)

Practical Considerations

1.   Open a UK bank account promptly upon arrival
2.   Register with a GP for healthcare access
3.   Understand UK tax obligations
4.   Secure appropriate accommodation
5.   Familiarise yourself with UK employment rights
6.   Keep your sponsor informed of any changes in circumstances

Careful preparation and ongoing compliance will ensure a smooth secondment experience.

Visa Extension and Switching Options

Understanding the limitations and possibilities beyond the initial visa period is crucial for workforce planning:

Extension Options

The Secondment Worker Visa:

1.   Can be extended up to a maximum total stay of 2 years
2.   Requires a new Certificate of Sponsorship for extension
3.   It must be for the same role and contract purpose
4.   Requires continued employment with the original overseas employer
5.   Involves payment of extension fees and Immigration Health Surcharge

Switching Possibilities

While in the UK on a Secondment Worker visa, individuals:

1.   Cannot switch to most other visa categories from within the UK
2.   Must leave the UK and apply for a different visa category from abroad
3.   May be eligible for a Skilled Worker visa if a UK employer offers a permanent role

Long-Term Strategic Planning

For businesses requiring longer-term arrangements:

1.   Consider whether the Skilled Worker route might be more appropriate initially
2.   Plan phased project delivery to accommodate visa limitations
3.   Develop talent pools with overseas exposure to UK operations
4.   Create clear career pathways for staff post-secondment
5.   Consider potential UK entities for longer-term business needs

Cooling-Off Periods

Be aware that after reaching the maximum stay:

1.   A 12-month cooling-off period typically applies before reapplication
2.   Exceptions may exist for specific high-value contracts
3.   Alternative visa routes should be considered for ongoing needs

Planning for visa limitations ensures business continuity and prevents unexpected disruption to projects.

Dependants and Family Members

Supporting seconded employees’ family needs contributes significantly to successful secondments:

Eligibility for Dependants

The following family members can apply as dependants:

1.   Spouse or civil partner
2.   Unmarried partner (with 2+ years of cohabitation)
3.   Children under 18 years of age
4.   Children over 18 who are currently in the UK as dependants

Application Process for Dependants

1.   Apply either together with the principal applicant or separately
2.   Pay individual application fees
3.   Pay the Immigration Health Surcharge 
4.   Provide evidence of relationship to the principal applicant
5.   Meet maintenance requirements if applicable

Rights of Dependants

1.   Can stay for the same duration as the primary visa holder
2.   Have unrestricted work rights in the UK
3.   Can study without additional visa requirements
4.   Cannot access public funds
5.   Cannot apply for settlement

Employer Support for Families

Comprehensive relocation support often includes:

1.   Assistance with dependant visa applications
2.   School finding services for children
3.   Spousal career counselling
4.   Cultural adaptation support
5.   Housing assistance for larger family units
6.   Healthcare registration guidance

Family support significantly impacts secondment success rates and employee satisfaction.

Post-Brexit Considerations

The UK’s departure from the European Union has transformed the landscape for international secondments:

Impact on EU Nationals

1.   EU citizens now require visas for UK work, including secondments
2.   The 12-month prior employment requirement applies equally to EU nationals
3.   EU qualifications recognition processes have changed
4.   Additional documentation may be required to demonstrate EU business operations

EU-UK Trade and Cooperation Agreement

The TCA provides limited provisions for business visitors but:

1.   It does not remove the need for proper work visas for secondment
2.   Includes some facilitations for contractual service suppliers in specific sectors
3.   It contains professional qualifications recognition frameworks that continue to evolve
4.   May affect contractual arrangements between UK and EU entities

Strategic Adjustments

Businesses may need to:

1.   Revise EU-UK mobility frameworks to accommodate visa requirements
2.   Update contractual templates to reflect new immigration realities
3.   Consider service delivery models that minimise cross-border staffing needs
4.   Develop expertise in both UK and EU immigration systems
5.   Build additional time into project planning for visa processing

The post-Brexit environment continues to evolve, requiring ongoing attention to regulatory developments that may affect secondment arrangements.

Davenport Solicitors: Your Partner for Secondment Success

Davenport Solicitors offers comprehensive, tailored support for businesses navigating the complexities of the UK Secondment Worker route. Our team of specialist immigration solicitors combines technical expertise with practical business insight, ensuring your secondment arrangements are both legally compliant and commercially effective. From securing sponsor licences and managing CoS applications to providing ongoing compliance advice and troubleshooting visa issues, we deliver end-to-end solutions that minimise disruption and maximise value. Contact Davenport Solicitors today on 020 7903 6888 or email contact@davenportsolicitors.com to schedule a consultation and discover how we can transform your approach to international secondments.

Frequently Asked Questions for Employers

1. How quickly can we obtain a sponsor licence?
   Standard processing typically takes 8 weeks, but priority service reduces this to 10 working days. 
2. Can we sponsor secondees if we have multiple UK entities?
   Each legal entity requires its sponsor licence unless they qualify as branches of the same organisation. 
3. What happens if our licence is downgraded?
   You cannot assign new CoS, but existing visa holders can continue working while you address compliance issues. 
4. Can the 12-month employment requirement include time spent working for a group company?
   Yes, provided there is clear evidence of continuous employment within the same corporate group. 
5. Are there minimum salary requirements?
   While there is no specific threshold, remuneration must be appropriate for the role in the UK context and comply with minimum wage regulations. 
6. Can we second employees for client-facing roles?
   Yes, provided the role relates directly to the contracted service delivery and meets skill-level requirements. 
7. How can we expedite visa processing?
   Priority services are available for additional fees, reducing processing times to 5 working days (standard priority) or 24 hours (super priority). 
8. What happens if our contract with the overseas entity changes?
   Significant changes must be reported to UKVI; in some cases, new CoS and visa applications may be required. 
9. Can seconded employees work remotely from the UK for our projects?
   Yes, provided the work aligns with the contracted services and specified job duties.

Learn About: Sponsor Licence Revocation