This guide is maintained as a current resource for July 2026 and covers only the laws of England and Wales. Information is for general guidance, not legal advice. Consult a qualified solicitor for advice specific to your situation.
Secondment Worker visa explained, including eligibility requirements, high-value contract rules, sponsorship process, duration limits, and UK immigration rules for overseas employees on temporary secondments under the Global Business Mobility framework.
The Secondment Worker visa is a UK immigration route within the Global Business Mobility (GBM) framework. It allows overseas employees to be temporarily assigned to the UK as part of a high-value contract between an overseas organisation and a UK business.
This route is designed for structured cross-border commercial arrangements where a UK organisation receives specialist input or services under a contractual agreement. It is not a general employment visa and is limited to specific contract-based assignments approved under the UK's immigration system.
The visa is governed by the UK Immigration Rules under Appendix Global Business Mobility – Secondment Worker.
Purpose of the Secondment Worker Visa
The Secondment Worker visa exists to support international trade and corporate cooperation by enabling:
- Temporary assignment of overseas employees to UK organisations
- Delivery of services under a high-value commercial contract
- Knowledge transfer between overseas and UK entities
- Specialist input into UK-based projects linked to international agreements
The route is commonly used where a UK organisation engages an overseas company under a large-scale contract, and specific employees are temporarily seconded to fulfil obligations under that contract.
Legal Framework and Points Requirement
The visa operates under the UK's points-based immigration system within the Global Business Mobility category.
Applicants must obtain 40 points in total, which are awarded as follows:
- 20 points for sponsorship (valid Certificate of Sponsorship)
- 20 points for job at the appropriate skill level
In addition to the points requirement, applicants must meet non-points conditions, including suitability, financial requirements, and immigration compliance rules.
Eligibility Requirements
Eligibility is strictly defined and must be satisfied in full.
1. Employment with an overseas organisation
The applicant must be employed by a business based outside the UK.
This overseas employer must have a high-value contract with a UK organisation that is approved under the visa rules. The contract is the legal foundation for the secondment.
2. High-value contract requirement
The overseas employer must have a qualifying contract with the UK sponsor. According to UK Home Office guidance, this must typically be a substantial commercial contract (commonly valued at £50 million or more).
The visa cannot be used where the arrangement is informal or not contractually significant.
3. Certificate of Sponsorship
A UK-based organisation must issue a Certificate of Sponsorship (CoS) confirming:
- The applicant's role in the UK
- The contract details
- Duration of assignment
- Job duties and occupation code
The CoS must be valid at the time of application and used within three months.
4. Overseas work experience
Applicants must normally have worked for their overseas employer for at least 6 months outside the UK before applying.
This requirement ensures the worker is genuinely embedded within the overseas organisation prior to secondment.
5. Eligible job role
The UK role must:
- Be listed in eligible occupation codes
- Meet the required skill level (typically graduate-level or above)
- Relate directly to the contracted service
Application Process
The application process is structured and must be completed online.
Typical steps include:
- UK sponsor confirms eligibility under the contract
- Certificate of Sponsorship is assigned
- Applicant submits online visa application
- Identity is verified (biometrics or digital ID check)
- Supporting documents are uploaded
- Fees and Immigration Health Surcharge are paid
- Decision is issued by the Home Office
Applications are usually made from outside the UK, although limited in-country applications may be possible depending on circumstances.
Required Documents
Applicants typically need:
- Valid passport or identity document
- Certificate of Sponsorship reference number
- Job title and occupation code
- Evidence of employment with the overseas employer
- Proof of the qualifying contract (where requested)
- Financial evidence (unless certified by sponsor)
- Tuberculosis test certificate (if applicable)
Additional evidence may be required to confirm the legitimacy of the contract and employment relationship.
Duration of Stay
The visa is temporary and strictly limited.
A Secondment Worker visa is usually granted for:
- Up to 12 months, or
- The time listed on the Certificate of Sponsorship plus 14 days
Extensions may be possible, but the maximum total stay is generally 2 years.
Time spent on this visa also counts towards cumulative limits across Global Business Mobility routes.
Rights and Conditions
Permitted activities
Visa holders may:
- Work only in the sponsored role linked to the contract
- Study in the UK
- Travel in and out of the UK
- Bring eligible dependants
- Undertake limited voluntary work
Restrictions
Visa holders cannot:
- Work for another employer
- Change role without updating sponsorship
- Take secondary employment
- Access public funds
- Apply for indefinite leave to remain under this route
The visa is strictly tied to the sponsoring organisation and the contract under which the secondment is made.
Dependants
Partners and children may apply to accompany or join the main applicant if they meet eligibility requirements.
Each dependant must:
- Submit a separate visa application
- Prove their relationship to the main applicant
- Meet financial and immigration requirements
Key Legal Risks and Common Issues
1. Contract qualification failure
If the UK contract is not considered “high-value” or does not meet Home Office criteria, the application will be refused.
2. Insufficient overseas employment
Failure to meet the minimum period of overseas employment can result in refusal.
3. Incorrect occupation coding
Errors in assigning the job code are a common compliance issue.
4. Sponsorship errors
A missing or invalid Certificate of Sponsorship will invalidate the application.
5. Limited long-term immigration options
The route does not provide settlement rights, which affects long-term planning.
Secondment Worker Visa Compared with Other UK Work Routes
- Secondment Worker visa: Contract-based assignment under a high-value commercial agreement
- Senior or Specialist Worker visa: Internal company transfer to a UK branch
- Service Supplier visa: Delivery of services under trade agreements
- UK Expansion Worker visa: Establishing a new UK business presence
The key distinction is that the Secondment Worker route is contract-driven, not employer-transfer driven.
Common Questions
Does this visa lead to settlement?
No. It does not lead directly to indefinite leave to remain.
Can the applicant change employer?
No. Employment is limited to the sponsoring contract.
What is the main eligibility trigger?
A qualifying high-value contract between an overseas employer and a UK organisation.
Can the visa be extended?
Yes, but only within the overall maximum stay limit (typically 2 years total).
Key Takeaways
The Secondment Worker visa is a temporary UK immigration route that allows overseas employees to be assigned to the UK under a high-value commercial contract. It requires sponsorship, a qualifying contract, and a minimum period of overseas employment. The visa is strictly limited in duration, tied to a specific assignment, and does not provide a route to settlement in the UK.
