The Global Business Mobility (GBM) routes allow eligible overseas businesses to transfer workers to the UK for specific business purposes, including establishing a UK presence, transferring senior employees, or bringing specialist skills into a connected UK entity.
A key requirement across many GBM routes is demonstrating that the overseas worker has been genuinely employed by the overseas entity for the required period and that there is a qualifying relationship between the overseas and UK businesses.
One of the most common reasons for delays or refusals in Global Business Mobility applications is insufficient evidence of the overseas employment relationship. Employers must provide clear, reliable evidence showing that the worker is genuinely employed, appropriately qualified for the role, and eligible for transfer.
This guide explains the types of evidence that can support overseas employment, how to demonstrate the relationship between overseas and UK entities, and common mistakes employers should avoid.
For Global Business Mobility routes, the Home Office must be satisfied that:
The Home Office will assess the credibility and consistency of the evidence provided. Documents should clearly demonstrate the worker’s employment history, salary payments, job duties, and position within the organisation.
There is no single document that proves overseas employment. A strong application usually includes a combination of documents that create a clear picture of the employment relationship.
An employment contract is one of the most important documents to evidence overseas employment.
The contract should confirm:
Where possible, the contract should match the information provided in the GBM application, including the proposed UK role and salary.
Any inconsistencies between the employment contract, Certificate of Sponsorship and supporting documents may lead to additional Home Office enquiries.
Payslips are important evidence that the employment relationship is genuine.
Employers should provide:
Payslips should clearly identify:
Where salary is paid through international payroll systems, employers should provide an explanation of the payment process and supporting financial records.
Official tax records can provide strong evidence of genuine overseas employment.
Examples include:
These documents can be particularly useful where payslips are unavailable or where employment records differ between countries.
An organisational chart can help demonstrate the employee’s role within the overseas business.
A suitable organisational chart should show:
For senior employees, such as those applying under the Senior or Specialist Worker route, the organisational structure can help demonstrate that the employee holds the required level of responsibility.
Depending on the circumstances, employers may also provide:
The purpose of supporting evidence is to establish a consistent and credible employment history.
A key requirement for many Global Business Mobility routes is proving that the overseas and UK businesses have a qualifying relationship.
The evidence required will depend on the specific GBM category, but employers should generally demonstrate:
Examples of supporting documents include:
Corporate Documents
Commercial Evidence
Group Structure Evidence
A clear corporate structure chart should explain:
The Home Office must be able to understand why the employee is being transferred and how the UK role supports the business relationship.
A common issue is providing only a short employment letter without supporting documentation.
A letter confirming employment may not be sufficient on its own. Employers should support it with payroll, tax or HR records.
Applications may be delayed where:
Employers should clearly explain any changes in role responsibilities following the transfer.
Applications can fail where employers do not provide sufficient evidence of the connection between the overseas and UK entities.
A company name similarity alone is not enough. The Home Office requires evidence of the actual legal and commercial relationship.
Where the relationship between companies relies on commercial arrangements, insufficient financial evidence can create concerns.
Employers should consider providing:
Documents should be:
Employers should prepare evidence proactively rather than waiting for a Home Office request.
A strong application should:
The Home Office guidance emphasises that sponsors must provide documents that demonstrate they meet sponsor licence and immigration requirements, including evidence of their organisation’s structure and activities. Evidence requirements are set out in the Home Office sponsor guidance, including Appendix A.
Global Business Mobility applications require careful preparation to ensure that overseas employment evidence and corporate relationships are properly documented.
At Migrate UK, our immigration specialists advise employers on GBM routes, sponsor licence compliance and complex corporate immigration matters. We can assist with:
If your business is planning to transfer employees to the UK, contact Migrate UK for tailored advice and support with your Global Business Mobility application.
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