Businesses are increasingly expanding their operations into foreign countries to access new markets, talent, and resources. However, to establish a foreign presence, they often need to relocate key employees across borders, which means they must comply with international immigration regulations and secure the necessary visas and work permits.
For organisations looking to expand into the UK, the Global Mobility Visa can streamline this process. These visas aid the movement of skilled workforce, enable businesses to quickly capitalise on international opportunities, and empower employees to grow their careers on a global scale.
Understanding the Global Mobility Visas
The Global Business Mobility visas are a group of work visas that allow foreign-based businesses to send workers to the UK branch of their organisation for a temporary work assignment that a settled worker cannot do.
They consist of five separate visas suited to different purposes and with varying requirements. Additionally, they are sponsored visas, which means that the overseas organisation must obtain a sponsor licence from the UK Home Office before their staff can apply for the visa.
Since the Global Mobility visas are temporary, they do not lead to permanent settlement in the UK. All individuals on this immigration route will be required to leave the country at the end of their visa’s validity or switch to another visa route if they are eligible.
Senior or Specialist Worker Visa
The Senior or Specialist Worker Visa is designed for employees in senior management or specialist roles. It allows them to enter the UK to undertake a work assignment in a UK business linked to their overseas business.
A linked business is one that has shared ownership, control, or a joint venture agreement with the overseas company.
Employees to be sponsored on this visa must be paid at least £48,500 per year. Additionally, the maximum time they can stay in the UK is:
- 5 years in any 6-year period if you’re paid less than £73,900 a year
- 9 years in any 10-year period if you’re paid £73,900 a year or more
Graduate Trainee Visa
The Graduate Trainee Visa is for employees sent to work for their employers in their UK branch. The work assignment must be part of a graduate training programme for a senior management or specialist position.
Graduate trainees must have worked for their employers outside the UK for at least three months immediately before applying for the visa. Their role in the UK must earn them at least £25,410 or 70% of the job’s going rate for your job, whichever is higher.
Additionally, employees can live and work in the UK under the Graduate Trainee route for 12 months or the time given on their certificate of sponsorship plus 14 days, whichever is shorter.
UK Expansion Worker Visa
The UK Expansion Worker Visa allows employees to come to the UK to set up a branch of an existing overseas business that has yet to start trading in the UK.
The expansion worker must already work for the organisation overseas in a senior manager or specialist role. In addition, they must be paid at least £48,500 or the going rate for their job, whichever is higher. Furthermore, the maximum time they can stay in the UK is 2 years.
Service Supplier Visa
The Service Supplier Visa is for foreign workers who have a contract to provide services for a UK company as either:
- An employee of an overseas service provider or
- A self-employed independent professional based overseas
The service they intend to deliver must be covered by one of the UK’s international trade agreements.
Service suppliers who are employees must have worked for their organisations for at least 12 months outside the UK, while self-employed service providers must have at least 12 months’ professional experience in their role.
Depending on the type of trade agreement under which they are providing the service, a service supplier can stay in the UK for 6 or 12 months or the time given on your certificate of sponsorship plus 14 days, whichever is shorter.
Secondment Worker Visa
The Secondment Worker Visa is specifically for workers being transferred to the UK to work for another organisation as part of a high-value contract or investment by their overseas employer. The high-value contract must be worth at least £50 million.
Secondment workers must have worked for their overseas employer for 12 months and can only stay in the UK for 12 months or the time given on your certificate of sponsorship plus 14 days, whichever is shorter.
The Impact of Global Mobility Visas on Businesses and Talent
Global Mobility Visas aids global business expansion initiatives and significantly benefits businesses and their employees.
For businesses, they enjoy the flexibility of relocating key employees to high-value markets, ensuring that their talent is strategically deployed where it can have the greatest impact. It also enables them to respond swiftly to market opportunities and challenges.
Additionally, talent mobility is linked to increased business profits. According to a survey conducted by Localyze, 78% of respondents, mostly business owners and CEOs, mention that relocated employees demonstrate higher performance and commitment to business goals, which boosts company profits.
When comparing the cost of relocation to its impact on performance, engagement, and productivity, respondents reported a high ROI gain of up to 270%.
Global mobility visas also offer a wealth of opportunities for the personal and professional growth of employees. The cultural exchange and experiences they gain through international assignments can broaden their horizons, develop their intercultural skills, and improve their understanding of different perspectives.
- Also read: The Highs and Lows of a UK Care Worker Visa
Conclusion
With the Global Mobility visas, businesses looking to expand their operations into the UK can easily move their workforce across borders.
However, businesses must understand the specific criteria for sponsoring foreign workers under the Global Mobility visa routes. This includes meeting the sponsor licence requirements, ensuring that the jobs being filled meet the required skill levels, and adhering to the minimum salary thresholds set by the UK government.
Without compliance with these regulations, they may face delays or obstacles in transferring employees, which could impact their expansion plans.
