We review the overseas business, the UK structure, the proposed expansion and the employees being assigned. We also consider whether Expansion Worker is the right route or whether another sponsored category would be more suitable.
Private Immigration
For overseas businesses establishing a UK presence for the first time.
Overview
The UK Expansion Worker visa is for overseas businesses establishing a UK presence for the first time. It allows senior employees to be assigned to the UK to set up and oversee the new operation.
The UK business must not already be actively trading when the sponsor licence application is made, although it must have a UK footprint, such as a Companies House registration or business premises.
The route forms part of the Global Business Mobility framework. It is temporary and does not lead directly to settlement. Permission is normally granted for up to 12 months and may be extended for a further 12 months, subject to an overall maximum of two years on this route.
Key Benefits
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Bring senior managers or specialist employees to the UK to lead the expansion
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Establish a UK branch or subsidiary before the UK operation begins trading
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No fixed minimum investment requirement
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Sponsor the number of workers genuinely required to establish the business, up to the permitted limit
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An eligible partner and dependent children can apply with the main applicant
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Move into a longer-term sponsored route once the UK business is established, provided the relevant requirements are met
Key Requirements
The route has two sets of requirements: business and individual. Both must be met.
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The overseas business must be active and trading and will normally need to have traded overseas for at least three years. Limited exceptions apply to certain businesses.
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A UK entity can be registered (e.g. a limited company at Companies House) and undertake preparatory activities but cannot have begun trading.
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A credible business plan must demonstrate genuine, viable UK expansion with sufficient financial backing.
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The proposed UK operation must generally carry on the same type of business as the overseas company rather than an unrelated new venture.Â
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The UK entity must be appropriately linked to the overseas business through ownership or control.
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The UK organisation must obtain permission to sponsor under the UK Expansion Worker route.
- Existing overseas employment. The applicant will normally need to have worked for the overseas business for at least 12 months. Exceptions apply to high earners and to certain employees of qualifying Japanese and Australian businesses.
- A senior or specialist role. The applicant must be a senior manager or specialist employee undertaking an eligible role that is appropriate to the needs of the UK expansion.
- A Certificate of Sponsorship. The applicant must be sponsored by the UK organisation under the Expansion Worker route.Â
- The required salary. The role must pay at least £52,500 a year or the applicable going rate for the occupation, whichever is higher.Â
- Financial and other requirements. The applicant must meet the relevant maintenance, suitability and immigration requirements.
Where applications fall short
The most common issues we see:
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This route is intended for the period before an active UK trading presence has been established.Â
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The plan should explain the UK market, proposed activity, finances, staffing and practical steps towards establishing the operation.Â
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A proposal to carry on an unrelated activity, or an expansion that is not credible given the size and history of the overseas business, may raise concerns.Â
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A senior-sounding job title will not be enough if the duties are junior or general in practice.Â
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The role must be eligible and meet both the general salary threshold and the relevant going rate.Â
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The 12-month requirement must be checked carefully unless a specific exception applies.Â
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The visa is limited to two years, so the business should consider its future sponsor licence and the worker’s longer-term immigration position from the beginning.
Is this route right for you?
The Expansion Worker route is likely to suit if: you operate an established overseas business looking to set up in the UK; you want to deploy senior employees to lead the setup and you are not yet trading in the UK. You can plan for the transition into long-term sponsorship from the outset.
For overseas businesses transferring senior or specialist employees to an already-established UK entity, the Senior or Specialist Worker sub-route under Global Business Mobility is usually the right alternative.
How we approach Expansion Worker applications
Initial Assessment
Corporate and Immigration Planning.
We help ensure that the UK entity, ownership structure, business plan and immigration strategy align. Where needed, we work alongside corporate and tax advisers.
UK Branch or Subsidiary Registration
We assist with registering the UK entity and ensure that its structure, ownership and corporate documents are consistent with the proposed expansion and sponsor licence application.
Sponsor licence and visa applications
We prepare the UK Expansion Worker sponsor licence application, advise on key personnel and compliance systems, and prepare the individual visa applications following approval.
Long-term planning
We plan for the stage after the UK operation begins trading, including adding Skilled Worker or Senior or Specialist Worker to the sponsor licence and assessing whether employees can switch into a longer-term category.
Highly Rated By Our Clients
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5-Star
Client-rated
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22+
Years’ experience
Frequently Asked Questions
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No. The route is for an overseas business establishing its first UK trading presence. The UK entity may be registered and carry out limited preparatory activity, but it must not already be actively trading when the sponsor licence application is made.
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The business can sponsor the number of workers it genuinely needs to establish the UK operation, up to a maximum of 10 at any one time. A business relying on certain exceptions to the normal three-year overseas trading requirement may initially be limited to one worker.
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Permission is normally granted for up to 12 months and may be extended for a further 12 months. The maximum continuous stay on this route is two years, subject also to the wider cumulative limits applying across Global Business Mobility routes.
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No. The Expansion Worker route does not lead directly to indefinite leave to remain. Once the UK business is established and eligible to sponsor under Skilled Worker, the employee may be able to switch. The Skilled Worker qualifying period for settlement begins only after that switch.
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There is no fixed investment amount. However, the business must have sufficient funds and resources to make the UK expansion credible and achievable.
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The sponsor can apply to add another route, such as Skilled Worker or Senior or Specialist Worker, to its existing licence. Employees can then apply to switch if they meet the requirements of that route.
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Yes. An eligible partner and dependent children can apply with the main applicant or join later.
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The Home Office expects the business to establish a UK trading presence within two years. After that period, the sponsor’s Expansion Worker Certificate of Sponsorship allocation will normally be reduced to zero, preventing new sponsorship and further extensions on this route.
Speak To Us
If you are planning to establish a UK branch or subsidiary, we can assess whether the UK Expansion Worker route is the right fit and coordinate the business, sponsor licence and visa requirements.
What Our Clients Say
Clear, calm advice at the point we needed it most — and there wasn’t a word of jargon in any of it.
Private client
Spouse visa
We were kept informed at every stage and never once had to chase an update. Knowing exactly where the application stood made a difficult year considerably easier to carry.
Private client
Skilled Worker visa
Moving part of our senior team to London looked impossible on the timescale we’d been given. The route was mapped out at the first meeting, the Home Office correspondence was handled end to end, and every application came back granted.
HR Director
Corporate client
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