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Expansion worker global mobility route

The Expansion Worker Global Mobility Route is designed to support multinational companies in transferring employees to the UK to establish or grow new branches, subsidiaries, or business operations. This route ultimately enables businesses to bring in skilled workers from overseas to drive growth, innovation, and international collaboration.

This route is ideal for companies expanding their global footprint and looking to set up new offices or teams in the UK, helping bridge international talent with UK-based opportunities.

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Sponsor Licence Application for Expansion Worker Route

To sponsor Expansion Workers, UK businesses must hold a valid sponsor licence issued by the Home Office. This licence authorises companies to employ overseas workers under specific visa routes, including the Expansion Worker Global Mobility Route.

How to Apply for a Sponsor Licence?

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1. Eligibility: Ensure Your Company is a Genuine Organisation Operating Lawfully in the UK

Before applying for a sponsor licence, your company must prove it is a legitimate business legally operating in the UK. This means:

  • Your company should be registered with the relevant UK authorities, such as Companies House.
  • It must have a physical address in the UK but the entity must not be actively trading at the time of the application.
  • The business should comply with all applicable laws, including tax and employment regulations.
  • The Home Office will check that your organisation is genuine to prevent abuse of the sponsorship system.

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2. Application: Complete the Online Application Through the Home Office Portal

  • The sponsor licence application is submitted online via the UK Home Office’s official sponsorship management system.
  • You will be required to create an account and fill in detailed information about your business, including company details, key personnel responsible for sponsorship duties, and the types of workers you intend to sponsor.
  • Accurate and complete information is critical to avoid delays or refusals.

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3. Documents: Submit Supporting Evidence Such as Proof of Business Registration, Financial Documents, and Details of Company Operations

To support your application, you must provide:

  • Proof of company registration (e.g., Companies House registration documents).
  • Detailed business plan
  • Details about your overseas business operations, including the number of employees, company structure, and nature of the work you undertake.
  • Copies of professional qualifications or licenses, if applicable.
  • Identification documents for key personnel responsible for managing sponsorship compliance.

For a successful Expansion Worker sponsor licence application, a robust business plan is one of the most important supporting documents, especially if your UK entity is newly established or not yet trading. The Home Office uses the business plan to assess whether the UK expansion is genuine, viable, and necessary to support bringing overseas workers.

Here is a breakdown of what your business plan should contain:

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1. Executive Summary

  • Brief overview of your parent company and the purpose of your expansion to the UK.
  • A summary of your business goals in the UK and the role of the Expansion Worker(s)

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2. Company Background (Overseas Business)

  • Description of your parent company: industry, history, number of employees, financial performance, locations.
  • Explanation of your global presence and why the UK is a logical next step.
  • Details of your overseas operations, including key clients or markets.

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3. Rationale for UK Expansion

  • Why you’re expanding into the UK market (e.g. access to customers, strategic growth, supply chain, regulatory reasons).
  • Market research or analysis supporting your entry into the UK.
  • Explanation of how the UK branch will fit into your global structure.

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4. Details of the UK Operation

  • Registered or intended UK address (including whether it’s a temporary or permanent base).
  • Business structure and ownership in the UK.
  • Expected timeline of activity – setup, hiring, operations.
  • Whether the UK entity is already incorporated (e.g. as a UK subsidiary or branch).
  • Description of the industry you will operate in and services/products you’ll provide.

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5. Staffing Plan

  • Details of the Expansion Worker role(s) being sponsored, including job title, duties, and salary.
  • Number of staff you expect to hire locally (UK hires) in the first 1–2 years.
  • Organisational chart showing the relationship between the Expansion Worker(s), UK staff, and the overseas headquarters.

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6. Financial Forecasts

  • Budget for the first 1–3 years of UK operations.
  • Revenue and profit projections.
  • Startup costs (e.g. office space, marketing, hiring).
  • Funding source for the UK expansion (e.g. parent company investment, loans, revenue).
  • Evidence that the company can financially support the UK operation and any workers it sponsors.

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7. Marketing & Sales Strategy

  • How you plan to attract clients or customers in the UK.
  • Marketing methods (e.g. partnerships, advertising, digital marketing).
  • Target markets and sales channels.

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8. Compliance & Governance

  • Statement on how the UK entity will comply with UK laws, including employment, tax, and immigration rules.
  • Identification of key personnel responsible for sponsorship duties and compliance with Home Office requirements.
  • Systems or controls in place to track and report on sponsored workers.

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✅ Tips for Success

Make it detailed and realistic –  avoid vague or overly ambitious projections.

Tailor it to the UK – don’t reuse a generic global plan; focus on the UK-specific operation.

Include data or market research to support your reasoning for choosing the UK.

Align the staffing plan with the Expansion Worker role(s) – justify why that role is essential at this stage.

Use professional formatting – especially if submitted as part of a formal sponsor licence application.

Optional Supporting Documents

Including these with your business plan can strengthen your application:

  • Letters of intent from prospective UK clients or partners
  • Company brochures or service overviews
  • Financial statements from the parent company
  • Incorporation documents or Companies House registration for the UK entity
  • Lease agreement or proof of UK business address

Compliance: Demonstrate That the Company Can Meet Sponsorship Duties, Including Record-Keeping and Reporting Obligations

As a sponsor licence holder, your company must:

  • Understand and commit to the responsibilities involved in sponsoring overseas workers.
  • Have systems in place for maintaining accurate records of sponsored workers (e.g., contact details, job roles, start and end dates).
  • Be able to monitor sponsored employees’ attendance and report certain changes to the Home Office, such as if a worker leaves the company or changes job role.
  • Cooperate with Home Office audits or compliance visits and provide requested information promptly.
  • Ensure that sponsored workers do not engage in activities outside their visa conditions.

Key Personnel: Appointing Key Personnel, CoS Allocation, and Sponsor Licence Rating

Once you have confirmed that you can meet the necessary sponsorship requirements for the UK Expansion Worker route, the next step is to appoint key personnel for managing your sponsorship licence. This includes selecting an Authorising Officer who will oversee the licence, a Key Contact who will serve as the main liaison between your business and the Home Office, and at least one Level 1 User to handle the day-to-day sponsorship duties. These individuals must be in place before you submit your application for the UK Expansion Worker sponsor licence.

Before applying for a UK Expansion Worker Sponsor Licence, you will need to estimate the number of workers you plan to sponsor in your first year (up to a maximum of 5).

The Authorising Officer can either be an employee already based in the UK, who will manage the expansion process, or if no one suitable is available in the UK, a senior employee from the overseas business who will be relocated to the UK for the expansion. In either case, the Authorising Officer must be the most senior person in the company responsible for migrant recruitment and ensuring that all sponsor duties are fulfilled. Alternatively, they may be tasked with overseeing the company’s broader responsibilities as a licensed sponsor.

Certificate of Sponsorship (CoS) allocation and sponsor licence rating will depend on whether the Authorising Officer is located in the UK or abroad.

  • Authorising Officer Based in the UK

If the Authorising Officer is a UK-based employee, they will need to appoint a Level 1 User (and a Key Contact) who must also be based in the UK. The Level 1 User should typically be a settled worker, although exceptions apply. The Authorising Officer can either appoint themselves to these roles or designate others who meet the necessary criteria.

If the Authorising Officer is based in the UK when the application is approved, the sponsoring entity will receive an A-rating and an initial CoS allocation of up to 5.

  • Authorising Officer Based Outside the UK

When the Authorising Officer is based overseas, they must also serve as the Level 1 User.

  • Sponsor Rating for UK Expansion Worker Licence

Once approved for a UK Expansion Worker sponsor licence, your business will receive either an ‘A’ rating or a ‘Provisional’ rating.

A Provisional rating is given if the Authorising Officer (and Level 1 User) is from the overseas business. The UK business will receive a single CoS allocation initially, along with a Provisional licence rating. The Authorising Officer must assign the CoS to themselves to make an initial application for entry clearance to the UK. After the Authorising Officer’s relocation to the UK and the business securing an A-rating, the CoS allocation can be increased (up to a maximum of 4).

  • Duration of a UK Expansion Worker Sponsor Licence

Renewal of a UK Expansion Worker sponsor licence is not possible, as businesses are generally expected to establish a UK trading presence within two years of being granted the licence.

Once a UK trading presence is established, you can apply to expand your sponsor licence to include additional visa routes, such as the Skilled Worker or Senior or Specialist Worker categories. Sponsored workers may then be able to switch to these routes, provided they meet the necessary criteria.

Fees: Pay the Sponsor Licence Application Fee (Fees Vary Depending on Company Size)

The fee depends on the size of your organization:

  • Small or charitable sponsors pay a lower fee
  • Medium or large sponsors pay a higher fee
  • Payment must be made online as part of the application.
  • Fees are non-refundable, even if the application is refused.

Expansion Worker Visa

A crucial eligibility requirement is that the worker must have been employed by the sponsoring business outside the UK for a cumulative total of at least 12 months, unless they are a high earner (earning £73,900 or more per year). Additionally, nationals from Japan or Australia may be eligible under specific trade agreements, such as the UK-Japan Comprehensive Economic Partnership Agreement or the UK-Australia Free Trade Agreement, which allow certain nationals to bypass the 12-month requirement when establishing a UK branch or subsidiary.

Applicants Must:

1. Have a valid Certificate of Sponsorship (CoS)

Applicants must have a valid Certificate of Sponsorship (CoS) issued by a UK employer who is approved as a licensed sponsor under the Global Mobility Route. The CoS confirms that the applicant has a genuine job offer for a specific role in the UK. It acts as a formal document proving the applicant’s eligibility to apply for the Expansion Worker visa. This CoS must be issued by an employer whose business is actively involved in expanding its operations in the UK, and the role must align with the needs of the business expansion.

2. Work in a job role that meets the skill and salary thresholds set by the UK government

The job offered must meet both the skill and salary thresholds required for the Expansion Worker visa under the Global Mobility Route. The role should be at least RQF Level 3 (equivalent to A-levels) or higher, and the salary must meet the minimum salary requirement. It is important to note that salary thresholds can change over time, so applicants and employers must always check the most up-to-date salary requirements with each new application. The role must also contribute meaningfully to the employer’s growth in the UK, supporting the business expansion objectives.

3. Meet health and character requirements, including TB testing if applicable

Applicants from certain countries may be required to undergo tuberculosis (TB) testing as part of their medical check-up. These health checks help protect the health and safety of both the applicant and the UK public, ensuring that they meet the standards expected for immigration to the UK.

4. Intend to work in the UK for the sponsoring employer

The applicant must demonstrate their intention to work for the sponsoring employer for the duration of the Expansion Worker visa. This visa is intended for individuals who will directly contribute to the expansion of the employer’s business in the UK, so it’s essential that applicants have a genuine intent to fulfill the job role for which they were sponsored. If the applicant changes employers during their stay, they will need to apply for a new Certificate of Sponsorship and visa that corresponds to their new employment.

Employers Must:

1. Be registered as a licensed sponsor under the Global Mobility Route

Employers must be registered as a licensed sponsor with the UK Home Office under the Global Mobility Route. This means the employer has met the legal requirements to sponsor foreign workers. The sponsoring business must be actively involved in a UK-based expansion, whether by opening new offices, launching new products, or diversifying their operations. The employer must adhere to all Home Office regulations and maintain the necessary records to ensure compliance with sponsorship duties.

2. Provide a genuine Certificate of Sponsorship

Employers must provide a genuine Certificate of Sponsorship (CoS) that accurately reflects the job offer and role of the applicant. The CoS must clearly detail the terms of employment, including the job title, salary, and specific duties that contribute to the business’s expansion in the UK. The employer must ensure that the role is legitimate and not designed solely to facilitate immigration. Any false or misleading information provided on the CoS can result in penalties, including the revocation of the employer’s sponsor license.

3. Ensure the role is genuine and necessary for the business expansion

Employers must ensure that the role being offered to the applicant is genuine and necessary for the expansion of their business in the UK. This means that the job should directly support the business’s objectives, such as expanding operations, increasing production, or launching new services or products. The employer must provide evidence that the job is crucial for business growth and that they cannot find a suitably qualified candidate from within the UK labor market. This is a key condition of the Expansion Worker visa to ensure that the visa is used for legitimate business purposes.

Key Considerations for the Expansion Worker Visa under the Global Mobility Route

Visa Duration: The Expansion Worker visa allows workers to stay in the UK for up to 12 months, depending on the business expansion needs. In some cases, the visa may be extended, provided the employer continues to meet the requirements and the worker continues to fulfill the role.

Employer Responsibility: Employers must be diligent in ensuring that their sponsored employees comply with the visa conditions and must report any changes in the worker’s status, including early termination or change of employment.

Immigration Compliance: Both the applicant and the employer must be committed to complying with UK immigration rules and regulations. Failure to do so can result in penalties, including the revocation of the employer’s sponsorship license or the applicant’s visa being revoked.

This framework ensures that the Expansion Worker visa under the Global Mobility Route is used to bring skilled workers into the UK who will contribute to the growth and expansion of businesses, while maintaining robust immigration standards for the protection of the UK labour market and economy.

Benefits of the Expansion Worker Route

  • Support for business growth: Allows companies to bring essential talent to establish or grow their UK presence.
  • Family inclusion: Applicants can bring eligible dependents (spouse/partner and children).
  • Pathway to settlement:  Possibility of applying for indefinite leave to remain (ILR) after a qualifying period.
  • Flexibility: Suitable for a range of roles and industries involved in expansion efforts.

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Frequently Asked Questions

Who qualifies as an Expansion Worker?

An Expansion Worker is usually a senior employee being transferred by their overseas company to a new or growing UK branch or office, performing a skilled role critical to the business.

Can family members join me in the UK?

Yes, eligible dependents, including spouses or partners and children under 18, can apply to join or accompany the main applicant.

How long can I stay in the UK under this route?

The visa is typically granted for 12 months, with the possibility to apply for or extend to two years.

What happens if the sponsor licence is revoked?

If the licence is revoked, the company can no longer sponsor overseas workers, and sponsored employees may lose their visa status.

Is English language proficiency mandatory?

Unlike some other UK work visas, there is no need to pass a test to prove your English language proficiency for the Expansion Worker route.

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