Expansion Worker Visa for Your First UK Operation
The UK Expansion Worker Visa is for senior managers and specialist employees of an overseas business establishing its first UK operation. It can only be used before the overseas business starts actively trading in the UK, although the business must already have a qualifying UK footprint and sponsor licence.
Key points include:
- Expansion must relate to the overseas business.
- The UK entity needs a qualifying ownership or control link.
- The worker normally needs 12 months’ overseas employment.
- The route is temporary and does not directly lead to settlement.
For the broader category and its other temporary business mobility routes, see our Global Business Mobility Visa service.
UK Expansion Worker Visa Eligibility Criteria
UK Expansion Worker Visa is for applicants aged 18 or over who are existing senior managers or specialist employees of the overseas sponsor group. The main overseas employment requirements include:
- At least 12 months’ overseas employment is normally required.
- Employment must be outside the UK within the sponsor group.
- The worker must remain continuously employed by that group.
The 12-month requirement does not apply to qualifying high earners paid more than £73,900 or certain Japanese and Australian applicants covered by trade agreements.
Other UK Expansion Worker Visa requirements relate to the sponsored UK role. The job must be genuine, use an eligible SOC 2020 occupation code and normally be skilled to RQF level 6 or above. The worker also needs a valid Certificate of Sponsorship and must satisfy the relevant salary requirement.
UK Expansion Worker Sponsor Licence & Expansion Evidence
The UK Expansion Worker sponsor licence is central to the route. The overseas business must not already be actively trading in the UK, but its UK business expansion evidence must demonstrate a qualifying footprint.
This can include:
- a registered UK branch or subsidiary;
- suitable UK business premises;
- a qualifying ownership or control link; and
- an active overseas trading presence.
The business must also provide a credible UK Expansion Worker business plan showing how it intends to establish UK trading within two years.
Home Office guidance normally requires evidence that the overseas business has traded for at least three years, subject to specific exceptions. The planned expansion must involve the same type of business carried on overseas. A sponsor may support only the number of workers genuinely required for the UK launch, up to 10 at any one time.
Once trading begins, other sponsored routes may need to be added for future workforce planning.
What Counts as an Overseas Business Expanding to the UK?
The overseas business must be genuinely active and trading. For this route, the Home Office describes trading as carrying on business or professional activity, such as producing, buying or selling goods for profit or surplus, or providing services. Businesses primarily holding investments without actively providing goods or services to customers do not normally meet this trading requirement.
The UK expansion must also represent the same type of business operated overseas. The route cannot ordinarily be used to create an unrelated new venture under the same corporate ownership.
A qualifying relationship can include a UK branch forming part of the overseas legal entity or a qualifying subsidiary linked through common ownership or control. A joint venture agreement by itself does not satisfy the UK Expansion Worker qualifying-link requirement.
Can the UK Business Already Be Trading?
No. The UK Expansion Worker route is specifically designed for expansion before active UK trading begins.
Certain limited preparatory activities can occur without necessarily establishing an active trading presence. However, where the organisation is already commercially trading in the UK, another sponsorship route such as Senior or Specialist Worker or the Skilled Worker Visa route may be more appropriate.
UK Expansion Worker Salary and SOC Code
The worker must obtain 60 points across sponsorship, an appropriate skill level and salary. The proposed role must use an eligible SOC 2020 occupation code and the actual duties must match the code selected by the sponsor. UKVI can consider whether there is a genuine need for the role and whether another occupation code more accurately reflects the work.
UK Expansion Worker Visa Salary Requirement
The UK Expansion Worker Visa salary requirement is:
| Requirement | Current Rule |
|---|---|
| General salary threshold | £52,500 per year |
| Occupation going rate | 100% of the applicable going rate |
| Which figure applies? | Whichever is higher |
| Table 2 going-rate calculation | Normally pro-rated using weekly hours against 37.5 hours |
| General threshold and long hours | Normally only the first 48 hours per week count, subject to the irregular-hours rule |
Only qualifying salary elements can be counted. Guaranteed basic gross pay is included, while bonuses, overtime, employer pension contributions, most benefits in kind and payments covering immigration costs do not count. Guaranteed mobility or cost-of-living allowances can qualify in defined circumstances, while accommodation allowances are capped for salary-assessment purposes.
A salary above £73,900 does not replace the £52,500 and going-rate requirements. Instead, it is relevant because a worker earning above this level does not normally need to complete the 12-month overseas employment period.
Certificate of Sponsorship for an Expansion Worker
The UK Expansion Worker sponsor assigns an electronic Certificate of Sponsorship containing information about the worker and proposed role. The CoS should accurately state the:
- job title and duties;
- SOC 2020 occupation code;
- annual salary and qualifying allowances;
- proposed start and end dates;
- sponsor details and relevant PAYE information.
The worker must use a valid CoS within the required timeframe. The Immigration Rules require the Certificate of Sponsorship to have been issued no more than three months before the visa application.
Read our detailed Certificate of Sponsorship guide for employers and workers.
Evidence of a Credible UK Expansion Plan
The UK Expansion Worker sponsor licence is not based simply on incorporating a dormant UK company. The overseas business must demonstrate a credible intention and financial ability to establish active UK operations within two years.
Home Office evidence can include:
- the commercial reasons for entering the UK market;
- sectors in which the UK business will operate;
- proposed investment into the UK operation;
- projected operating expenditure for at least the first 12 months;
- the proposed organisational and workforce structure;
- planned UK jobs, SOC codes and salaries;
- market research supporting the expansion decision;
- evidence of engagement with UK professional advisers;
- annual reports and investor information where relevant.
The overseas organisation will also normally need to demonstrate at least three years of active overseas trading, although specific provisions apply to some Japanese, Australian and listed businesses.
UK Expansion Worker Sponsor Licence Rating and CoS Allocation
The licence arrangement can differ depending on where the proposed Authorising Officer is based.
Authorising Officer Already Based in the UK
Where the qualifying Authorising Officer is already based in the UK and the licence is approved, the sponsor can normally receive an A-rating and an appropriate CoS allocation. The number must reflect the genuine requirements of the expansion and cannot exceed 10 UK Expansion Workers at one time.
Authorising Officer Based Overseas
Where no suitable person is already based in the UK, a senior employee of the overseas business can potentially become the Authorising Officer. An approved application is initially given a provisional rating, allowing one CoS for that Authorising Officer.
After obtaining permission and becoming legally resident in the UK, the Authorising Officer can update the Sponsorship Management System, obtain an A-rating and request additional CoS. The total allocation remains limited to the number genuinely required, with a maximum of 10 workers at one time.
UK Expansion Worker Visa Cost and Processing Time
Costs arise at both worker and sponsoring-business level.
| Cost | Amount |
|---|---|
| UK Expansion Worker Visa application | £340 per applicant |
| Immigration Health Surcharge | Usually £1,035 per year for an adult |
| Main applicant maintenance funds | £1,270, unless exempt |
| UK Expansion Worker sponsor licence | £611 |
| Certificate of Sponsorship | £55 per worker |
| Immigration Skills Charge | Not payable for UK Expansion Worker sponsorship |
The Home Office classifies the Expansion Worker sponsor licence under the Temporary Worker fee category. The sponsor is responsible for paying its CoS fee and must not recover the relevant sponsorship fee or associated administrative costs from the sponsored worker.
UK Expansion Worker Financial Requirement
An applicant who needs to meet the maintenance requirement must normally hold at least £1,270 for 28 consecutive days, with the end of that period falling within 31 days before the application. An applicant who has already been living in the UK lawfully for at least 12 months can normally meet the financial requirement without showing those savings.
Unlike several other sponsored routes, the UK Expansion Worker provisions require the applicant to meet the applicable funds requirement rather than relying on sponsor maintenance certification.
UK Expansion Worker Visa Processing Time
After the online application, identity requirements and supporting documents have been completed, the Home Office states that applicants will usually receive a decision within:
- 3 weeks when applying from outside the UK;
- 8 weeks when applying from inside the UK.
These are normal service standards rather than guaranteed decision dates. Additional checks, evidence requests or other circumstances can extend processing.
UK Expansion Worker Dependants
A qualifying partner and dependent children can apply to accompany or join a UK Expansion Worker. Their applications are separate and must meet the relevant relationship, suitability and financial requirements.
Where the dependant financial requirement applies, the additional maintenance amounts are currently:
- £285 for a partner;
- £315 for the first child;
- £200 for each additional child.
The funds are generally subject to the 28-day requirement unless the applicable UK residence exemption is met.
Successful dependants can generally work, including through self-employment, and study in the UK. They cannot work as a professional sportsperson or sports coach, and they do not have access to public funds.
Axis can also advise on related family and dependant immigration matters where additional family immigration issues arise.
Switching to a UK Expansion Worker Visa
An eligible applicant already in the UK may be able to switch into the Expansion Worker route, but their existing immigration status matters.
You cannot normally switch from within the UK if your current or most recent permission is as a:
- Visitor;
- Short-term Student;
- Parent of a Child Student;
- Seasonal Worker;
- Domestic Worker in a Private Household;
- person on immigration bail; or
- person granted permission outside the Immigration Rules.
Those applicants generally need to leave the UK and make the appropriate application from overseas. Special conditions also apply to applicants switching from the Student route.
Extending a UK Expansion Worker Visa
An Expansion Worker can apply for an extension where the route requirements continue to be met. The applicant must normally:
- remain in the same job;
- continue under the same occupation code;
- remain employed by the sponsor that issued the current CoS;
- receive a new valid CoS where required; and
- remain within the route’s maximum permitted stay.
The UK Expansion Worker Visa maximum stay is two continuous years. An extension application cannot be used to exceed that limit and you cannot apply for ILR with a UK Expansion Worker Visa.
Depending on the worker’s circumstances, role and the immigration rules at that time, switching to a route such as Skilled Worker may provide a potential longer-term immigration path.
Anyone planning their long-term residence should assess the settlement rules separately. See our Indefinite Leave to Remain service for further guidance.
How to Apply for a UK Expansion Worker Visa
The sponsor licence and individual visa stages should be planned together so the business case, sponsored position and worker evidence remain consistent.
- Confirm overseas trading, UK footprint, ownership structure and pre-trading status.
- Apply for the UK Expansion Worker sponsor licence and appoint appropriate Key Personnel.
- Review overseas employment, SOC code, role, salary and genuine business need.
- Record accurate sponsorship details and prepare the supporting worker documentation.
- Apply online, pay the required charges, prove identity and provide requested evidence.
Where the applicant meets the relevant rules, UKVI will assess the sponsorship, skill and salary points together with validity, suitability and financial requirements before making its decision.
UK Expansion Worker Visa Requirements
Overseas Business and UK Footprint
- The overseas company must be active and genuinely trading outside the UK.
- A qualifying UK footprint must exist before the sponsor licence application.
- The UK operation must not already have an active trading presence.
Sponsorship and Certificate of Sponsorship
- The UK entity must hold the correct UK Expansion Worker sponsor licence.
- Each worker requires a valid CoS containing accurate role and salary details.
- The sponsored position must represent a genuine UK expansion requirement.
Overseas Employment Requirement
- The applicant must currently work within the overseas sponsor group.
- At least 12 months’ overseas employment is normally required before applying.
- High earners and specified Japanese or Australian applicants have exceptions.
Eligible Occupation and SOC Code
- The role must use an eligible SOC 2020 occupation code.
- The code must properly reflect the worker’s actual proposed UK duties.
- The worker must have the skills and experience for the sponsored role.
UK Expansion Worker Salary Requirement
- Salary must normally be at least £52,500 per year.
- The full occupation-specific going rate must also be satisfied.
- Working hours and qualifying salary components must be calculated correctly.
Common Problems in UK Expansion Worker Application
UK Trading and Expansion Evidence Problems
- Active UK trading can make the Expansion Worker route unsuitable.
- Weak expansion evidence may not sufficiently explain the proposed UK operation.
- The business plan may lack clear funding, investment or projected expenditure details.
Corporate Relationship and Business Evidence Issues
- Ownership documents may not clearly demonstrate the required corporate relationship.
- Control or group evidence can be inconsistent between the overseas and UK entities.
- Weak corporate evidence may affect the UK Expansion Worker sponsor licence application.
SOC Code and Salary Errors
- The selected SOC code may not accurately reflect the worker’s genuine duties.
- A role may appear to use a code primarily because of a lower going rate.
- Salary may meet £52,500 but fail the applicable occupation going rate.
Overseas Employment and CoS Problems
- Evidence may not establish the worker’s required overseas employment history.
- Employment records may not demonstrate qualifying continuity within the sponsor group.
- CoS details may conflict on salary, dates, occupation code or PAYE information.
Sponsor Licence Compliance Issues
- Required Key Personnel may not be appointed or suitable for their sponsor roles.
- Reporting procedures may be insufficient for Home Office sponsor duties.
- Sponsor compliance systems may not adequately support ongoing licence obligations.
