Intra-Company Transfer Visa: Eligibility Rules

The Intra-Company Transfer (ICT) visa was a UK immigration route designed to allow multinational companies to transfer employees from overseas branches to a UK branch. It formed part of the UK's points-based immigration system and was governed by the Immigration Rules set by the Home Office.

Although the ICT visa route has now been replaced by the Global Business Mobility routes (particularly the Senior or Specialist Worker visa), the eligibility rules remain relevant for understanding how corporate transfers are regulated under UK immigration law.

This article explains the eligibility requirements that applied under the ICT framework and how similar principles now operate under current UK sponsorship rules.

Overview of intra-company transfer arrangements

An intra-company transfer allows an employee of a multinational organisation to move from an overseas branch to a UK entity within the same corporate group.

The purpose of this route was to:

• enable skilled internal mobility within global companies
• support UK operations with experienced overseas staff
• facilitate short-term or specialist assignments

This type of visa did not lead directly to settlement (Indefinite Leave to Remain), reflecting its temporary nature.

Current replacement route

The ICT visa route has been replaced by the Global Business Mobility: Senior or Specialist Worker visa under UK immigration reforms.

However, the eligibility structure remains similar, particularly in relation to:

• corporate relationship requirements
• skill and experience thresholds
• salary requirements
• sponsorship obligations

The following sections explain the core eligibility rules that apply under this framework.

Core eligibility requirement: corporate relationship

A fundamental requirement is that both the UK and overseas entities must belong to the same corporate group.

This typically means:

• parent and subsidiary companies
• branch offices of the same organisation
• companies under common ownership or control

The Home Office requires clear evidence of corporate linkage, such as:

• group structure charts
• incorporation documents
• evidence of shared ownership or control

Without a qualifying corporate relationship, the transfer is not permitted.

Sponsorship requirement

Applicants must have a valid Certificate of Sponsorship issued by a UK-based employer with a sponsor licence.

The sponsor must confirm:

• job role and duties
• salary level
• duration of assignment
• occupation code

The sponsoring organisation must also be approved under the relevant Global Business Mobility sponsor category.

Eligible employee requirement

To qualify, the employee must generally:

• be currently employed by an overseas branch of the organisation
• have worked for the group for a minimum qualifying period (often 12 months, subject to exemptions)
• be transferring into a skilled role in the UK entity

Certain high-earning or specialist roles may be exempt from minimum overseas service requirements.

Skill level requirement

The role in the UK must meet a minimum skill threshold.

This means:

• the job must be classified at an appropriate occupational skill level under UK immigration rules
• the duties must correspond to an eligible occupation code
• the role must involve specialist knowledge or senior responsibility in many cases

Lower-skilled roles are generally not eligible under intra-company transfer arrangements.

Salary threshold requirement

A key eligibility condition is the minimum salary requirement.

Applicants must usually be paid at least:

• a defined minimum salary threshold set by the Home Office, and
• the “going rate” for the occupation code

The higher of the two figures normally applies.

Salary must reflect:

• base salary (excluding most allowances)
• standard working hours
• occupation-specific pay benchmarks

Failure to meet salary thresholds is a common reason for refusal.

Length of stay and temporary nature

Intra-company transfer routes are designed for temporary assignments.

Key restrictions include:

• maximum stay limits (depending on visa category and salary level)
• no direct route to settlement
• cumulative stay caps across multiple transfers

Time spent under this route may count towards total residence limits within Global Business Mobility categories.

Financial maintenance requirement

Applicants must demonstrate they can support themselves unless the employer certifies maintenance.

This can be satisfied through:

• funds held in personal accounts for a minimum period
• or employer certification on the Certificate of Sponsorship

This requirement ensures applicants are not reliant on public funds.

English language requirement

Unlike the Skilled Worker route, the intra-company transfer route does not generally require proof of English language ability.

This reflects its focus on internal corporate mobility rather than long-term settlement-based migration.

Excluded activities and restrictions

Visa holders under intra-company transfer rules are subject to restrictions, including:

• no access to public funds
• limited ability to change employer (must remain within sponsoring group)
• restrictions on switching into other immigration categories in some cases
• no self-employment or business establishment

Any breach of conditions may result in visa curtailment.

Dependants under intra-company transfer routes

Dependants may accompany the main visa holder, including:

• partners
• children under 18

Dependants must:

• apply separately
• meet relationship and financial requirements
• maintain immigration compliance

Their visas are generally linked in duration to the main applicant's permission.

Employer compliance obligations

Sponsors have strict legal duties under UK immigration law, including:

• maintaining accurate employment records
• reporting changes in employment circumstances to UKVI
• ensuring the worker remains in an eligible role
• complying with sponsorship management system requirements

Failure to comply may result in sponsor licence suspension or revocation.

Common refusal risks

Applications may be refused where:

• corporate relationship cannot be evidenced
• salary thresholds are not met
• role is not sufficiently skilled or eligible
• insufficient overseas employment history is demonstrated
• sponsor licence issues exist
• documentation is inconsistent or incomplete

Most refusals arise from compliance or evidential deficiencies rather than discretionary assessment.

Transition into current immigration framework

The intra-company transfer visa has largely been replaced by the Global Business Mobility routes, particularly:

• Senior or Specialist Worker visa
• Graduate Trainee visa
• Secondment Worker visa (in limited contexts)

These routes continue to regulate corporate transfers but with updated rules aligned to modern immigration policy.

Frequently asked questions

Is the intra-company transfer visa still available?

It has been replaced by Global Business Mobility routes, but similar eligibility principles still apply.

Can ICT visa holders apply for settlement?

No. This route does not lead directly to Indefinite Leave to Remain.

Do applicants need a job offer?

Yes. A valid intra-group job offer and Certificate of Sponsorship are mandatory.

Can visa holders change employer?

No. Employment is restricted to the sponsoring corporate group.

Key Takeaways

The intra-company transfer visa framework allowed multinational companies to transfer skilled employees to UK branches under strict eligibility conditions. Key requirements included corporate relationship, sponsorship, skill level, salary thresholds, and prior employment within the group. Although the ICT route has been replaced by Global Business Mobility visas, the underlying legal principles remain central to corporate immigration policy in the UK. Compliance with sponsorship and immigration rules is essential to avoid refusal or enforcement action.