Kate Gamester

The Senior or Specialist Worker route enables businesses with linked entities overseas to transfer established employees to work in their UK offices in a skilled role. The Graduate Trainee route is for graduate recruits who are being transferred to undertake a role in the UK which is part of a structured graduate training programme, with clearly defined progression towards a managerial or specialist role within the organisation. Both routes are Global Business Mobility routes. This Practice Note outlines the key aspects covering entry clearance and permission to stay applications, other than the issue of a Certificate of Sponsorship by a sponsor. It looks at the financial, validity and suitability requirements and the period and conditions of permission.

The Senior or Specialist Worker route enables businesses with linked entities overseas to transfer established employees to work in their UK offices in a skilled role. The Graduate Trainee route is for graduate recruits who are being transferred to undertake a role in the UK which is part of a structured graduate training programme, with clearly defined progression towards a managerial or specialist role within the organisation. Both routes are Global Business Mobility routes. This Practice Note outlines the eligibility criteria and procedure for issuing a Certificate of Sponsorship (CoS) by a sponsor employer. It also looks at the skill level, salary, and previous minimum employment requirements.

This Q&A looks at whether an employer can employ someone to work remotely while their skilled worker visa application is being decided? Will this impact the individual's visa application and if so, how can this be impact be reduced?

This Q&A looks at whether the shortage occupation list wording which says that care workers cannot be hired by a private household or individual extend to senior care workers? Can an individual therefore hire a senior care worker? Why would there be such a distinction?

This Q&A deals with how the salary for skilled workers is calculated at an hourly rate.

This Q&A looks at if a Turkish Worker has been on a Turkish Worker visa since June 2018 without interruption and working for the same employer, are they able to move employers without a further visa application, where their current Turkish Worker visa does not expire until June 2024. If the individual does move employers, would the Home Office need to be informed.

This Q&A considers the meaning of 'permanent' in the context of key personnel with respect to the application for and maintenance of sponsor licences.

This Q&A looks at what the consequences are if a sponsor licence holder has not retained the documents provided as part of the sponsor licence application