Employers often struggle to choose between the Skilled Worker and Global Business Mobility (GBM) visa routes when hiring international staff. The decision depends on more than just individual eligibility, it’s about your company’s structure, hiring plans and the role’s purpose. The Skilled Worker route is for UK businesses sponsoring skilled employees for ongoing jobs, it can eventually lead to UK settlement. By contrast, GBM routes are designed for short-term assignments by overseas companies (e.g. sending an executive to a UK branch) and have no direct path to settlement. This guide will help translate the immigration rules into practical advice for your hiring strategy.
In practice, you’ll assess factors like whether the role is meant to be a permanent UK hire or a temporary overseas assignment. The Skilled Worker route suits continuing employment in the UK whereas the GBM routes fit fixed-term positions or project roles by an overseas parent company. We’ll break down each option’s purpose, requirements and typical use cases so you can pick the right path for your business.
Overview: Skilled Worker vs Global Business Mobility
Skilled Worker visa: This is the standard route for a UK company to hire a skilled worker from abroad. An employer must hold a sponsor licence and issue a Certificate of Sponsorship. The worker must have a confirmed job offer in an eligible occupation. Under Skilled Worker visa, the employee is directly employed by the UK company, usually in a full-time role. Because of this, it’s intended for longer-term positions. Under the current rules, after 5 years in the UK the worker can typically apply for settlement.
Global Business Mobility (GBM) routes: GBM actually comprises five sub-categories for intra-company transfers and international projects. For example, the Senior or Specialist Worker visa lets an overseas manager or specialist come to a linked UK branch on a temporary assignment. Other GBM routes include Graduate Trainee, UK Expansion Worker, Service Supplier and Secondment Worker. All GBM visas require the employee to remain tied to their overseas employer or contract and are granted for a fixed period. They are temporary by design – generally up to 5 years at a time (or longer for high earners) – and do not lead to indefinite leave to remain. GBM is appropriate when your company needs short-term international expertise or is expanding its overseas-linked operations.
When the Skilled Worker Route Is the Right Choice
Use the Skilled Worker visa when your company is directly hiring and sponsoring an employee in the UK for the long haul. Key indicators include:
- Permanent UK employment: The candidate will be employed by your UK company, with an open-ended or long-term contract. You’ll use your sponsor licence and assign a Certificate of Sponsorship.
- Skilled role and salary: The job must meet the Skilled Worker skill level (typically graduate level) and pay at least the minimum Skilled Worker salary (for most jobs this is at least £41,700 or the “going rate” for the occupation).
- Settlement potential: You intend to keep the employee long-term. After 5 years on this route, they can apply for indefinite leave to remain.
- Ongoing sponsorship model: As a sponsor, you’ll be responsible for reporting duties (e.g. start and end dates, absences) and compliance throughout the worker’s stay.
Key considerations: Ensure you meet the sponsor requirements (approved UK employer that can evidence compliance). Plan for the Immigration Skills Charge (ISC) – an annual fee (currently £480-£1,320 depending on business size) paid by the employer. Budget for visa application fees and be prepared to demonstrate the role is genuine and essential to your organisation.
When Global Business Mobility Is More Appropriate
Use a GBM route when the role is clearly an assignment or project tied to an overseas parent company. Common signs include:
- Overseas-linked employee: The worker remains employed and paid by a related company abroad. For example, a US-based engineer is sent to a UK branch or project office. (The Senior or Specialist Worker GBM visa covers senior managers or experts in this scenario.)
- Temporary assignment: The work is for a limited time. GBM visas are granted for the assignment’s duration (for Senior/Specialist Worker: up to 5 years initially, extendable). If the role is definitely not intended to become permanent UK employment, GBM is the fit.
- Business expansion or contracts: Roles like opening a new UK branch (use UK Expansion Worker) or fulfilling an international contract (use Service Supplier or Secondment routes) fall under GBM.
- No Direct route to settlement: You do not plan to apply for settlement for the worker (and indeed can’t on GBM). GBM is strictly about completing the assignment.
Key considerations: Verify the employee meets GBM criteria, often this includes a qualifying link between your UK entity and the overseas business, and prior work experience overseas. The minimum pay for, say, a Senior/Specialist Worker is quite high (currently about £52,500).
Key Differences That Affect Route Choice
Duration and Purpose of the Role
- Skilled Worker: Intended for ongoing employment in the UK. The visa lasts as long as the job offer (up to 5 years at a time) and can be extended indefinitely, subject to conditions. It’s used when an employee is joining your UK workforce on a continuing basis.
- GBM: Intended for defined assignments or projects. For example, a Senior/Specialist Worker visa is valid for the length of the assignment (often up to 5 years). GBM visas automatically expire when the assignment ends or after their maximum grant period (5 or 9 years total).
Settlement Potential
- Skilled Worker: Path to settlement. After 5 years on this route, the employee can apply for indefinite leave to remain. If long-term retention or citizenship is part of your plan, Skilled Worker is the appropriate route.
- GBM: No settlement route. GBM visas do not count towards UK settlement time. If an employee will need or want ILR in the future, they would have to switch into another category later. GBM should be used only for roles that truly are temporary or limited in nature.
Salary and Cost Implications
- Skilled Worker: Salary must meet the Skilled Worker thresholds (at least £41,700 for most jobs, or the appropriate going rate). Employers also pay the Certificate of sponsorship, Immigration Skills Charge and sponsor licence fees (unless already licensed)
- GBM: Salary requirements vary by sub-route. For example, Senior/Specialist Workers must be paid a minimum of £52,500 or the job’s going rate. Graduate Trainees must be paid at least £27,300. Sponsorship costs are similar (licence, CoS, ISC fees), but some GBM routes (like Service Supplier) may avoid the full ISC.
Compliance and Reporting Responsibilities
- Sponsor licence: Both routes require a valid sponsor licence for either route or both.
- Ongoing duties: In both cases you must report employment end dates, changes in role, any breaches, etc. GBM has extra requirements to verify the qualifying overseas link (e.g. common ownership or contract).
- Permissible fees: Note that sponsors cannot charge the CoS & ISC fees to workers. In both routes, the employer must cover the sponsor licence and CoS and ISC fees without seeking reimbursement from the employee.
Common Employer Scenarios and Route Selection
- Hiring overseas talent permanently: Use Skilled Worker. The candidate will be your UK employee. The organisation requires a sponsor licence and CoS, and the role should meet the skilled occupation and salary criteria. This route supports building your workforce long-term.
- Transferring existing overseas staff: Often GBM. For example, assigning a foreign manager or expert to your UK office works under the Senior/Specialist Worker route (GBM). It keeps them employed by the overseas company while they work in the UK.
- Expanding a business into the UK: Use the UK Expansion Worker (GBM) if you are an overseas business opening a UK branch. It is specifically for senior staff sent to set up a UK subsidiary. If your UK entity is already established, new hires there would instead use Skilled Worker.
- Short-term specialist assignments: GBM often applies. A contractual service provider might use the Service Supplier route, or an employee sent for a fixed project might use a Secondment Worker visa (GBM). If instead you were directly recruiting them into a permanent UK role, you’d use Skilled Worker.
Common Mistakes When Choosing Between Routes
- Using GBM for long-term roles: Since GBM visas can’t lead to settlement, selecting GBM for an ongoing UK job can block a valuable employee from a pathway to settlement
- Overlooking settlement implications: Failing to recognise that only Skilled Worker visas count towards ILR is a big pitfall. If you need an employee to stay permanently, make sure they’re on the Skilled Worker route.
- Misunderstanding overseas employment requirements: Not every overseas employee qualifies for GBM. A common error is assuming any foreign worker can be transferred. In reality, most GBM routes require the worker to have worked for the overseas business (typically 12 months) and show a clear link between the companies.
- Choosing by speed over suitability: It’s tempting to pick the route with the fastest processing time, but both routes have similar timelines (around 3 weeks from abroad, 8 weeks from within the UK when using the standard service). Don’t sacrifice the right category for speed, prioritise the route that fits the business case.
How to Decide Which Route Is Right for Your Business
- Assess your goals: Are you filling a permanent position or covering a temporary need? If you plan to make the role indefinite, Skilled Worker is likely correct, if it’s a fixed project assignment, GBM could be an option
- Review employment structure: Is the individual moving from abroad on assignment, or will they be employed in the UK? Check if there’s an overseas business link (for GBM) or a straightforward UK job offer (for Skilled Worker).
- Consider future workforce plans: If you expect growth and want to retain talent in the UK long-term, factor in the settlement path. Skilled Worker supports long-term retention, whereas GBM is for time limited engagements.
- Seek early advice: Immigration rules are complex and change often. Getting professional guidance before deciding can save time and cost. Consulting early can help ensure you pick the route that matches your hiring strategy and avoids delays.
FAQs
- Is Skilled Worker better than Global Business Mobility?
There’s no one-size-fits-all. Skilled Worker is better if you need a permanent UK employee with a path to settlement. GBM is better if the role is clearly a temporary assignment of an existing overseas worker. There is also no English Language requirement for GBM. Evaluate the role’s nature and your business needs rather than assuming one route is better.
- Can a GBM worker switch to Skilled Worker later?
Yes. A person on a GBM visa can apply to switch into the Skilled Worker category if they later qualify (for example, they get a permanent UK job offer and meet the B2 English Language requirements). This is how an employer can retain talent beyond the GBM assignment. However, the employee must meet all Skilled Worker requirements at the time of switching. - Which route is cheaper for employers?
The costs are broadly similar in that both require a sponsor licence and CoS fees. Skilled Worker often has the Immigration Skills Charge (up to £1,320/year), which GBM may avoid for some routes, so GBM can sometimes be less costly in that respect. However, GBM roles often have higher salaries requirements. - Do both routes require a sponsor licence?
Yes. Any employer sponsoring under either route must hold a valid UK sponsor licence. The licence type differs, but the obligation is the same. You must apply for the appropriate licence and comply with its conditions for whichever route you use. You can also apply both routes on the same licence application (if eligible) - Which route is faster?
Processing times are much the same. Typically, a Skilled Worker or GBM visa application (outside the UK) is decided within 3 weeks, and an in-country extension or switch takes around 8 weeks under the standard service. Neither route has a significantly faster service, so timing should not be the main factor.
Choose the Route That Fits Your Business Plan
There is no universally best option, right route depends entirely on your circumstances. Skilled Worker visas work best for hiring and retaining long-term UK staff (and allow settlement), while Global Business Mobility routes fit defined overseas-linked assignments. To make a strategic choice, map out your business goals, role duration, and future plans. If you’re still unsure, consider professional advice. Migrate UK, has processed thousands of Skilled Worker and GBM applications and can help clarify the best approach.
If you’re unsure whether Skilled Worker or Global Business Mobility is right for your organisation, tailored advice can help you choose the most suitable option. Contact Migrate UK for our guidance.
