Global Business Mobility Visa UK: 5 Routes Compared (2026)
Gabriella Bettiga
on
A business bringing an overseas senior manager, graduate trainee, contractor or seconded specialist into the UK must choose one of five Global Business Mobility (GBM) routes. Each route has different eligibility, salary or contract requirements and limits on how long the worker can stay. Using the wrong sponsorship route can lead to refusal, lost fees and a delayed start date, so the route should be checked before a Certificate of Sponsorship is assigned.
This guide compares the Senior or Specialist Worker, Graduate Trainee, UK Expansion Worker, Service Supplier and Secondment Worker routes. It explains who each route is for, the current salary or contract thresholds, maximum stay and what a Global Business Mobility sponsor licence involves for the employer.
Two 2026 points are especially relevant. The Secondment Worker route now requires 6 months of qualifying overseas employment rather than 12 months, and the Home Office fee table changed from 8 April 2026. Fees and thresholds can change, so they should be checked again on GOV.UK before an application is submitted.
Key Takeaways
- Five distinct routes: Global Business Mobility is an umbrella term for five separate sponsored work routes, not a single visa product.
- No direct settlement route: None of the five GBM routes provides a direct path to indefinite leave to remain.
- Different salary rules: Senior or Specialist Worker, UK Expansion Worker and Graduate Trainee have route-specific salary requirements.
- Contract-led routes: Service Supplier depends on trade agreement coverage, while Secondment Worker depends on a qualifying high-value contract.
- Overseas employment varies: The required qualifying period ranges from 3 months for Graduate Trainee to 12 months on several routes, with Secondment Worker now requiring 6 months.
- Maximum stay differs: Graduate Trainee is limited to 12 months, while high earners on Senior or Specialist Worker can spend up to 9 years in any 10-year period.
- Sponsorship is required: The relevant UK organisation must hold the appropriate GBM sponsor licence before assigning a Certificate of Sponsorship.
- Re-check current figures: Sponsor fees, visa fees and salary thresholds should be confirmed from current GOV.UK guidance before applying.
What Is the Global Business Mobility Visa?
Global Business Mobility is the collective name for five sponsored temporary work routes for defined UK assignments. The routes cover senior transfers, graduate placements, overseas businesses establishing a UK presence, services delivered under qualifying trade agreements and high-value secondments. None leads directly to settlement, although a worker may later be able to switch to another route, such as Skilled Worker, if they meet that route's separate requirements.
The Five Global Business Mobility Routes
- Senior or Specialist Worker: an existing employee transferred to an already-trading linked UK business.
- Graduate Trainee: an employee on a structured graduate programme completing a UK placement.
- UK Expansion Worker: a senior manager or specialist establishing a UK branch or subsidiary that has not started trading.
- Service Supplier: an overseas employee or self-employed professional delivering services under a qualifying UK trade agreement.
- Secondment Worker: an employee seconded to a UK sponsor under a qualifying high-value contract.
Who Needs a Global Business Mobility Sponsor Licence?
A UK organisation sponsoring a worker under a GBM route needs the appropriate sponsor licence before assigning a Certificate of Sponsorship. The exact requirements depend on the route. Senior or Specialist Worker and Graduate Trainee sponsors must show a qualifying overseas business link, while UK Expansion Worker is designed for an overseas business establishing a UK presence that has not yet begun trading. Sponsors must also meet the Home Office's suitability and compliance requirements. A Skilled Worker sponsor licence is separate and may be more appropriate for long-term UK recruitment.
Most sponsor licences no longer need routine renewal and remain valid while the sponsor continues to meet the requirements. UK Expansion Worker is an exception: that licence is valid for a maximum of 4 years and cannot be renewed under the same route.
What Is the Senior or Specialist Worker Visa?
The Senior or Specialist Worker visa allows an existing senior manager or specialist employee to transfer to a linked UK business. The UK and overseas businesses can be linked by common ownership or control or, in qualifying cases, a joint venture agreement. Applicants normally need at least 12 months of overseas employment within the sponsor group, but this requirement is waived for high earners paid £73,900 a year or more. Salary must be at least £52,500 a year or the applicable going rate, whichever is higher. Most workers can spend up to 5 years in any 6-year period on GBM and predecessor routes, rising to 9 years in any 10-year period for high earners. Eligible partners and children can apply as dependants.
What Is the Graduate Trainee Visa?
The Graduate Trainee visa is for an employee on a structured graduate training programme leading to a managerial or specialist role who needs a UK placement. The employee must normally have worked for the overseas employer for at least 3 months immediately before applying. Salary must be at least £27,300 or 70% of the applicable going rate, whichever is higher. For certain healthcare and education roles, the full going rate applies instead. Permission is limited to a maximum of 12 months, and the route cannot be extended or switched into from inside the UK.
What Is the UK Expansion Worker Visa?
The UK Expansion Worker visa is for a senior manager or specialist sent to establish a UK branch or subsidiary of an overseas business that has not started trading in the UK. Applicants normally need 12 months of prior overseas employment, although this is waived for high earners paid £73,900 or more and for certain eligible Japanese and Australian nationals or permanent residents under relevant trade agreements. Salary must be at least £52,500 or the going rate, whichever is higher. Permission can be granted for up to 12 months and extended once, subject to a maximum of 2 years on this route. A provisionally rated sponsor can initially assign one CoS to its authorising officer, then request up to nine additional CoS after the licence is upgraded to an A-rating.
What Is the Service Supplier Visa?
The Service Supplier visa is for an employee of an overseas service provider, or a self-employed professional based overseas, delivering services to a UK sponsor under a contract covered by a valid international trade agreement. There is no route-specific flat salary threshold, although UK National Minimum Wage requirements still apply. Eligibility depends on the trade agreement, the role and the applicant's qualifications or experience. An overseas employee generally needs 12 months of employment outside the UK, while a self-employed service provider needs at least 12 months of relevant professional experience. Maximum stay is 6 or 12 months depending on the trade agreement.
What Is the Secondment Worker Visa?
The Secondment Worker visa allows an overseas employee to work temporarily for a UK sponsor where the overseas employer has a qualifying high-value contract with that sponsor. The contract must be worth at least £10 million per year and at least £50 million overall. The worker must have been employed by the overseas business outside the UK for at least 6 months before applying. Permission is normally granted for up to 12 months and can be extended once, subject to a maximum of 2 years on this route. The sponsor must register the underlying contract in the Sponsorship Management System before sponsoring workers under it.
The Five GBM Routes Compared at a Glance
The table summarises the main route differences. Occupation-specific going rates and other eligibility rules should still be checked for the individual role.
| Route | Best Suited To | Salary / Contract Threshold | Prior Overseas Employment | Maximum UK Stay |
|---|---|---|---|---|
| Senior or Specialist Worker | Existing senior manager or specialist moving to an already-trading linked UK business | £52,500/yr or going rate, whichever is higher | 12 months, waived if paid £73,900+ | 5 yrs in any 6; 9 yrs in any 10 for high earners |
| Graduate Trainee | Structured graduate programme placement | £27,300/yr or 70% of going rate, whichever is higher; full going rate for certain health/education roles | 3 months immediately before applying | 12 months; no extension |
| UK Expansion Worker | Setting up a UK branch or subsidiary not yet trading | £52,500/yr or going rate, whichever is higher | 12 months, with specified exemptions | 12 months, extendable once; 2 yrs total |
| Service Supplier | Services delivered under a qualifying trade agreement | No route-specific flat salary threshold; National Minimum Wage still applies | 12 months employment or relevant self-employed experience | 6 or 12 months depending on trade agreement |
| Secondment Worker | Employee seconded under a qualifying high-value contract | Contract at least £10m/year and at least £50m overall | 6 months | 12 months, extendable once; 2 yrs total |
How Do the Five GBM Routes Differ From the Skilled Worker Visa?
The main practical difference is settlement. Skilled Worker can lead directly to indefinite leave to remain after 5 years if the worker continues to meet that route's requirements. None of the GBM routes does. Time spent on GBM does not count towards the 5-year Skilled Worker qualifying period if a worker later switches. Salary rules also differ: relevant GBM going rates use different occupational salary methodology from the main Skilled Worker route. Employers should therefore consider whether the assignment is genuinely temporary or whether the worker is likely to need a long-term UK route from the outset.
What Are the Current Fees for Global Business Mobility Visas?
Costs can arise at sponsor-licence, Certificate of Sponsorship and visa-application stages. The Immigration Skills Charge may apply when sponsoring a Senior or Specialist Worker, subject to the charge rules and exemptions, but it does not apply to the other four GBM routes. The figures below reflect the Home Office fee table in force from 8 October 2026 and should be re-checked before applying.
| Fee | Amount | Applies To / Note |
|---|---|---|
| Worker sponsor licence | £611 small/charitable; £1,682 medium/large | Relevant where applying to sponsor Senior or Specialist Workers |
| Temporary Worker sponsor licence | £611 | Relevant to Graduate Trainee, UK Expansion Worker, Service Supplier and Secondment Worker |
| Combined Worker + Temporary Worker licence | £611 small/charitable; £1,682 medium/large | Where the organisation applies for both licence types |
| Certificate of Sponsorship | £525 Senior or Specialist Worker; £55 other 4 GBM routes | Per CoS assigned |
| Immigration Skills Charge | £480 or £1,320 first 12 months, then £240 or £660 per further 6 months | May apply to Senior or Specialist Worker, depending on circumstances and exemptions |
| Visa application fee | £819 up to 3 yrs or £1,618 over 3 yrs for Senior/Specialist Worker; £340 for other 4 routes | Outside-UK application fees |
| Immigration Health Surcharge | Usually £1,035/year for adults; £776/year for applicants under 18 | No IHS for an outside-UK application for 6 months or less; exact amount depends on permission length |
| Maintenance funds | Usually £1,270 held for 28 consecutive days, unless exempt or sponsor-certified | The 28-day period must normally end within 31 days before applying; dependants have separate maintenance amounts |
What Can Cause a Global Business Mobility Application to Be Refused?
A GBM application can fail where the route, sponsorship or evidence does not satisfy the relevant rules. Potential problems include:
- using a route that does not match the intended assignment;
- meeting the headline salary figure but not the applicable occupation going rate;
- weak or incomplete evidence of the qualifying link between the UK and overseas businesses;
- for Secondment Worker, failing to show that the underlying contract meets the full high-value contract test;
- for Service Supplier, insufficient evidence of the required employment, professional experience, qualifications or trade agreement coverage; and a mismatch between the sponsored role and the duties the worker will actually perform.
The precise refusal risk depends on the route and the facts, so sponsors should check the relevant route requirements before assigning the CoS.
How Do You Choose the Right Global Business Mobility Route?
Start with the purpose of the assignment. An existing senior manager or specialist moving to an established UK group company may fit Senior or Specialist Worker. A new UK presence points to UK Expansion Worker, a structured graduate placement to Graduate Trainee, a qualifying trade-agreement service contract to Service Supplier, and a qualifying high-value secondment to Secondment Worker.
It is also important to check whether GBM is the right family of routes at all. A business hiring someone into a long-term UK role may instead need Skilled Worker sponsorship, while other short-term categories can sit under a Temporary Worker sponsor licence. Choosing the correct licence and route before sponsorship avoids unnecessary rework and delay.
Why MGBe Legal for Global Business Mobility Matters
MGBe Legal advises UK and overseas businesses on GBM sponsor licence applications, route selection and individual visa preparation. As a firm regulated by the Immigration Advice Authority (IAA) at the highest level (Level 3), MGBe Legal can review corporate-link evidence, occupation coding, salary requirements and contract-based eligibility before sponsorship is assigned. The firm is based at 107 Cheapside in London and supports clients in the UK and internationally. See the firm's General FAQs for information about consultations and legal-service arrangements.
Conclusion
Global Business Mobility is a family of five temporary sponsored routes, each designed for a different type of overseas assignment. The salary or contract rules, prior employment requirements, maximum stay and sponsor obligations vary by route, and none leads directly to settlement. Employers should identify the correct route and verify the current requirements before assigning a Certificate of Sponsorship.
Frequently Asked Questions (FAQs)
Gabriella Bettiga
Director of MGBe Legal
I founded MGBe Legal, a firm regulated by the Immigration Advice Authority (IAA), with the mission to provide high-quality, simplified, and accessible legal services to clients from all walks of life.
