The UK Global Business Mobility (GBM) routes are temporary work visas for overseas workers being moved into the UK as part of an existing employment relationship with an overseas business — not for direct UK hires. There are five sub-routes: Senior or Specialist Worker, Graduate Trainee, UK Expansion Worker, Service Supplier, and Secondment Worker. None lead to settlement.
The GBM routes replaced the older Intra-Company Transfer (ICT) route in April 2022. They''re designed for multinational businesses moving employees temporarily — not for permanent UK hires. For most UK businesses bringing in new permanent talent, Skilled Worker (not GBM) is the correct route.
When GBM applies vs Skilled Worker
| Situation | Right route |
|---|---|
| Hiring a new permanent UK employee from overseas | Skilled Worker |
| Moving an existing overseas employee to your UK office temporarily | GBM (Senior or Specialist Worker) |
| Bringing a graduate trainee from the overseas parent for a UK rotation | GBM (Graduate Trainee) |
| Establishing a new UK presence using overseas team members | GBM (UK Expansion Worker) |
| Hiring a vendor''s technical staff for a UK project under a service contract | GBM (Service Supplier) |
| Hosting an overseas employee on secondment via a contract between UK and overseas firms | GBM (Secondment Worker) |
The fundamental distinction: GBM requires an existing employment relationship with an overseas business. The worker is being moved temporarily. Skilled Worker is for direct UK hires.
The five GBM sub-routes
1. Senior or Specialist Worker
The main GBM route — for established employees of an overseas business linked to the UK sponsor (parent, subsidiary, branch, or joint venture).
Eligibility:
- Sponsor must be linked to an overseas business (group company).
- Worker must have been employed by the overseas business for at least 12 months (some exceptions).
- Salary minimum: higher of £48,500 or the going rate for the SOC code.
- Role must be at RQF Level 6 (graduate level) or higher.
Visa duration: up to 5 years total in any 6-year period (up to 9 years for high-earners over £73,900).
Settlement: not available via GBM. Time spent on GBM doesn''t count toward Indefinite Leave to Remain (ILR) under Skilled Worker route — workers must switch routes.
2. Graduate Trainee
For recent graduates being moved through a structured graduate training programme.
Eligibility:
- Sponsor must be linked to an overseas business.
- Worker must have been employed by the overseas business for at least 3 months.
- Role must be part of a structured training programme leading to a senior/specialist role.
- Salary minimum: higher of £25,400 or 70% of the going rate for the SOC code.
Visa duration: up to 12 months.
3. UK Expansion Worker
For overseas senior employees establishing a new UK branch or subsidiary.
Eligibility:
- The UK presence must be new (a "qualifying overseas business" expanding to the UK).
- Worker must be a senior employee of the overseas business.
- Salary minimum: higher of £48,500 or going rate.
- Each overseas business can sponsor a maximum of 5 UK Expansion Workers.
Visa duration: 2 years initial; can extend by 1 year.
Note: this route replaced the much-loved "Sole Representative" route. It''s more restrictive — particularly the 5-worker cap.
4. Service Supplier
For overseas service providers delivering services under a contract that''s subject to UK trade agreements.
Eligibility:
- Linked to specific UK trade agreements (the worker''s home country must be a party to a relevant treaty).
- Service contract in place with a UK business.
Visa duration: typically up to 12 months.
This is a niche route — mostly used by Commonwealth and some other partner-country service exporters.
5. Secondment Worker
For workers seconded from an overseas business to a UK business as part of a contractual arrangement worth over £50 million.
Eligibility:
- High-value contract (£50m+) between the UK business and the overseas business.
- Worker is being temporarily seconded.
Visa duration: up to 12 months initially.
This is rarely used outside large corporate engagements.
Sponsor licence requirements
To sponsor GBM workers, the sponsor needs a specific GBM licence type. This is separate from the Worker licence for Skilled Worker route.
Many UK businesses with sponsor licences hold BOTH types:
- Worker licence — for Skilled Worker route.
- GBM licence — for the various GBM sub-routes (one application covers all five).
Application process is similar to Worker licence: nominate Key Personnel, evidence systems and structure, pay the fee (£574 small / £1,579 medium-large), wait 8-16 weeks.
Costs (2024/25)
| Cost | Senior/Specialist Worker (5 years) | Graduate Trainee (12 months) |
|---|---|---|
| Sponsor licence (one-off, every 4 years) | £574-£1,579 | Same |
| CoS fee | £239 | £239 |
| Immigration Skills Charge | £364/yr (small) or £1,000/yr (medium+) | Reduced |
| Visa application | ~£610-£1,084 | ~£259 |
| Immigration Health Surcharge | £1,035/yr | £1,035/yr |
For a 5-year Senior or Specialist Worker visa: typically £10-£15K combined cost.
Practical limitations
No settlement route
The most significant constraint. A worker on GBM cannot accrue UK residency toward ILR. If the worker wants to settle in the UK long-term, they need to switch to Skilled Worker — which means a new CoS, a new visa application, and new £38,700+ salary requirement.
Many UK businesses use GBM for the initial 2-4 years (when the worker''s role and salary may be evolving), then switch them to Skilled Worker once they''re established.
Higher salary thresholds
GBM salary minimums are higher than Skilled Worker (£48,500 vs £38,700 general threshold). For mid-skill roles, the GBM minimum is binding.
12-month employment requirement
For Senior or Specialist Worker route, the overseas employment requirement (12 months minimum) prevents using GBM for newly-hired overseas employees just to bring them to the UK.
No spouses/dependants restrictions
Dependants can accompany GBM holders on the same visa — same as Skilled Worker.
What to do if you''re considering GBM
- Confirm the worker has the qualifying overseas employment relationship.
- Confirm the UK business has (or can quickly obtain) the GBM licence type.
- Run the maths: salary thresholds, ISC costs, the 5-year duration cap.
- Plan the long-term route — if the worker may want to settle, plan the Skilled Worker switch.
- Get specialist immigration advice — GBM rules have shifted significantly since 2022 and continue to evolve.