This guidance relates to Sponsorship Requirements Intra-Company Transfer and Graduate Trainee Visa UK. The intricate processes associated with the UK Intra-Company Transfer and Graduate Trainee Visa can often seem complex and daunting. This comprehensive guide will demystify these processes by dissecting each aspect in detail. From understanding the Valid Certificate of Sponsorship (CoS), Sponsor License, and the Immigration Skills Charge (ISC), to delving into the specifics of Genuine Vacancy, Working for Third Parties, and Work for the Sponsor Group Outside the UK – we’ve got you covered.
Table of Contents
I. Introduction
A. Explanation of the Sponsorship Requirements for UK Intra-Company Transfer and Graduate Trainee Visa
Understanding the sponsorship requirements for the UK Intra-Company Transfer and Graduate Trainee Visa is crucial for both employers and potential applicants. This is the first step towards a successful application, ensuring that all parties involved comprehend the necessary steps, responsibilities, and legal requirements.
The UK Intra-Company Transfer Visa allows multinational companies to transfer their existing employees from outside the European Economic Area (EEA) and Switzerland to their UK branch for training purposes or to fill a specific role. The Graduate Trainee category is for transfers to the UK as part of a structured graduate training programme which clearly defines progression towards a managerial or specialist role within the organisation.
The underlying foundation of the application process is the Certificate of Sponsorship (CoS). A CoS is not a physical document or certificate, but a virtual record. Each CoS has its own unique reference number, and the employee will need to enter this number on their visa application.
For an employee to apply for the UK Intra-Company Transfer or Graduate Trainee visa, they must have been issued with a Certificate of Sponsorship (CoS) by their employer who must be a licensed sponsor in the UK. The licensed sponsor is essentially vouching for the individual they wish to bring into the UK, asserting that they meet the criteria of the visa they will apply for.
In the following sections, we will delve into the specifics of the sponsorship requirements, the Certificate of Sponsorship (CoS), its validity, the sponsor’s responsibilities, and more. Stay with us as we unpack the complexities of the UK Intra-Company Transfer and Graduate Trainee Visa sponsorship requirements, ensuring you’re well-equipped with the necessary knowledge.
For further details, please refer to Immigration Rules Appendix Intra-Company Routes.
II. Intra-Company Transfer Visa UK Sponsorship Requirements
Navigating the UK Intra-Company Transfer Visa sponsorship requirements can be a complex task. It involves meeting specific criteria and scoring enough points in the UK’s points-based system. In this section, we’ll break down these requirements and explain how to secure the necessary points for sponsorship.
A. Explanation of How to Score 20 Points for Sponsorship
The UK Visa application process is based on a points-based system. For the Intra-Company Transfer Visa, you need to accumulate a total of 60 points to qualify. The sponsorship requirement contributes to 20 points of the total.
The most fundamental requirement for securing the 20 points is having a Certificate of Sponsorship from a licensed sponsor in the UK. This validates that the UK-based company is ready to have you as part of their team and that they vouch for your qualifications and ability to contribute to their organisation.
B. Detailed List of Requirements to Satisfy for Securing 20 Points
The 20 points for sponsorship can only be claimed if the applicant meets the following requirements:
- Valid Certificate of Sponsorship (CoS): The applicant must have been assigned a valid CoS by a UK licensed sponsor. The CoS should have been issued no more than 3 months before the application date.
- Job Role and Salary: The job the applicant is being sponsored for must either be on the list of eligible occupations or be part of a graduate training programme for a managerial or specialist role. The applicant should also be paid an appropriate salary for their role, as per the UK immigration rules.
- Sponsor License: The sponsor must be a genuine and licensed UK employer. The UK company should have a valid Tier 2 or Tier 5 sponsor license.
- Maintenance Requirement: The applicant must have at least £945 in savings in their bank account for 90 consecutive days before applying or their sponsor must confirm on the CoS that they will support the applicant with at least £945 if needed.
Please note, these are the core requirements. There may be additional ones based on specific circumstances. Therefore, it’s always best to stay updated with the latest immigration rules or seek advice from an immigration expert.
In the next sections, we will discuss the CoS in more detail, including its issuance, validity, and significance in the visa application process.
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III. Certificate of Sponsorship for Intra-Company Transfer Visa UK
When it comes to obtaining an Intra-Company Transfer Visa in the UK, the Certificate of Sponsorship (CoS) plays a pivotal role. It acts as a virtual document, containing all necessary information about the job and the applicant.
A. Description of a Valid Certificate of Sponsorship (CoS)
A valid Certificate of Sponsorship (CoS) is essentially a reference number which records details about the job and your personal information. It isn’t an actual physical certificate or document but is rather a virtual reference that is added to the UK immigration database.
The CoS contains important information including the applicant’s personal details, job details like the role, salary, and job title, and sponsor details. This information is then used by UK Visas and Immigration (UKVI) to assess the applicant’s eligibility for the specific visa type.
It’s important to note that the CoS is only valid for 3 months from the date of issuance. If the visa application is not made within this timeframe, the CoS will expire and a new one will be required.
B. Requirements for the CoS
To obtain a CoS, the following requirements need to be satisfied:
- Licensed Sponsor: Only a licensed sponsor can assign a CoS. The employer in the UK should have a valid sponsorship licence to issue a CoS.
- Genuine Vacancy: The job role should be genuine and should meet the skill level and salary threshold as per the immigration rules.
- CoS Details: The CoS should contain accurate details about the applicant and the job. It should also state that the applicant is able to fill the role and meet the job requirements.
- CoS Limit: The employer should have enough CoS under their annual limit to be able to assign one to the applicant.
- No Adverse History: There should not be any adverse history or issues related to immigration compliance against the employer.
Remember, while obtaining a CoS is a major part of the visa application process, it doesn’t guarantee visa approval. The applicant must meet other eligibility criteria and provide all necessary documentation to support their application.
In the subsequent sections, we’ll dive deeper into how the CoS is checked, its different statuses and what they mean for your visa application.
IV. Licensed Sponsor for Intra-Company Transfer Visa UK
Having a Licensed Sponsor is a vital part of the process of obtaining an Intra-Company Transfer Visa in the UK. The sponsor, usually a UK-based company, must hold a valid Intra-Company route sponsor license to be able to offer a Certificate of Sponsorship (CoS) to the applicant.
A. Requirement of Having a Valid Intra-Company Route Sponsor Licence
The sponsor licence is granted by the UK Home Office to UK companies that fulfil a set of specific criteria and can demonstrate a genuine need to transfer employees from overseas. The employer must be able to show that they have suitable systems in place to monitor and track their sponsored employees.
Having a sponsor licence is a sign of credibility, and it assures that the company is authorised to employ foreign nationals under the Intra-Company Transfer Visa scheme. The licence is usually valid for 4 years, unless revoked earlier due to non-compliance with the duties and responsibilities of a sponsor.
B. Role of the Home Office in Checking Sponsor Licences
The UK Home Office plays a vital role in checking and monitoring sponsor licences. They carry out rigorous checks before granting a sponsor licence to ensure that the employer can comply with the duties and responsibilities of a sponsor.
Once the licence is granted, the Home Office continues to monitor the sponsor to ensure compliance with the immigration rules. This includes checks to ensure that the sponsor is reporting any changes in the circumstances of the sponsored employee, for instance, changes in job role or termination of employment.
The Home Office also conducts audits to verify that the sponsor is managing their responsibilities appropriately. Any non-compliance detected can lead to penalties, including suspension or revocation of the sponsor licence.
V. Immigration Skills Charge (ISC)
The Immigration Skills Charge (ISC) is a crucial element of the sponsorship process for the UK Intra-Company Transfer and Graduate Training Visa. This section will provide a thorough explanation of the ISC and the role of the Home Office in checking ISC payments.
A. Explanation of ISC for Intra-Company Transfer and Graduate Training Visa Sponsorship
The ISC is a fee that sponsors must pay when they assign a Certificate of Sponsorship (CoS) to an employee from outside the European Economic Area. The aim of the ISC is to incentivize employers to invest in training and development for resident workers while using the funds generated to contribute towards addressing the skills gap in the UK workforce.
The ISC payment is linked to the assignment of the CoS and is not tied to the visa application for entry clearance or permission to stay. The responsibility of paying the ISC lies with the Sponsor and not the visa applicant. There are exemptions to the ISC under certain conditions, such as if the applicant is seeking entry clearance for less than 6 months, if the job is in certain specific occupations, or if the applicant has continuous permission under specific visa categories.
The ISC is also calculated based on the type of sponsor and the length of the CoS. A detailed breakdown of the ISC based on the duration of work start and end dates, and the size of the sponsor (small/charitable or medium/large) can provide a clear understanding of the ISC requirements.
B. Home Office’s Role in Checking the ISC Payment
The Home Office plays a key role in the ISC process by checking that the correct ISC has been paid by the sponsor. This is done by using the CoS checker and the work start and end dates on the CoS to determine the length of employment.
If the sponsor fails to pay the ISC or does not pay the correct amount, the CoS is deemed invalid, impacting the application process for the UK Intra-Company Transfer or Graduate Trainee Visa.
VI. Genuine Vacancy for Intra-Company Transfer Visa UK
The concept of a ‘genuine vacancy’ plays an integral role in the Intra-Company Transfer Visa process in the UK. This section will delve into the situations where points may not be awarded due to the lack of a genuine vacancy and discuss the compliance visit and interview process.
A. Conditions Under Which the Immigration Officer Will Not Award Points
The UK Immigration Officer holds the responsibility of determining whether the job on offer is indeed a genuine vacancy. A genuine vacancy is defined as a job which:
- Requires the jobholder to perform the specific duties and responsibilities for the job as outlined, and
- Does not include dissimilar and/or lower-skilled duties.
The Immigration Officer will not award points for a job offer if there are reasonable grounds to believe that:
- The job description has been crafted to exclude resident workers from being recruited, or
- The job on offer is not a genuine vacancy.
B. Discussion on Compliance Visit to the Sponsor and Applicant’s Interview
To verify the genuineness of the vacancy, the Home Office may carry out a compliance visit. During this visit, they will assess the sponsor’s organization and processes, confirm the details given on the CoS and determine whether the job is genuine. They might check the business premises, interview personnel, review records, and more.
Furthermore, the applicant may be asked to attend an interview. The purpose of the interview is to gather additional information to assess if the role being offered is genuine, whether the applicant intends to undertake, and is capable of undertaking, the role described in the CoS, and whether the migrant will be paid the appropriate salary for the role.
Thus, the concepts of genuine vacancy, compliance visits, and applicant interviews are instrumental in ensuring the legitimacy of the Intra-Company Transfer Visa UK process.
VII. Working for Third Parties
Intra-Company Transfer Visa regulations in the UK cover specific rules for instances where workers are being “hired out” to work for one organization by another. This section will explain these rules and provide a definition of “full responsibility,” complete with examples.
A. Rules for Intra-Company Workers Working for One Organization by Another
In some cases, an intra-company transfer might involve a worker being contracted out to a third-party organization. This is permissible under certain conditions.
The Home Office sets out the following rules for such situations:
- The sponsor must not be an employment business or employment agency.
- The worker must be contracted to work for a third party in a role that is the same or linked to the work of the sponsor, and this work must be in line with the work described on the Certificate of Sponsorship.
- The sponsor is still required to fulfill all sponsor duties, such as overseeing the worker’s immigration compliance.
This arrangement should not undermine the employment rights of the worker and should be compliant with all relevant laws.
B. Definition and Example of Full Responsibility
Full responsibility in this context refers to the sponsor maintaining control and responsibility over the worker’s work even when they are working at a third party’s site. The sponsor must still be in a position to terminate the worker’s contract and must still be responsible for paying their salary.
For example, a tech company might sponsor a software engineer to come to the UK on an intra-company transfer visa. If that engineer is then contracted out to work on a specific project at a client’s business, the tech company (the sponsor) still retains full responsibility for the engineer. The company must continue to pay the engineer’s salary, monitor their immigration compliance, and be able to terminate their contract if necessary.
In conclusion, while working for third parties is allowed, the sponsor must retain full responsibility for the worker at all times.
VIII. Work for the Sponsor Group Outside the UK
A significant requirement for an Intra-Company Transfer Visa in the UK is that the applicant must have worked for the sponsor group outside the UK. This section outlines these work-related requirements, from the current work status to specific conditions for high earners and graduate trainees.
A. Requirement of Current Work Status for the Sponsor or a Business Linked to the Sponsor
A crucial requirement for an Intra-Company Transfer Visa in the UK is that the applicant should currently be working for the sponsoring organization or a business that has a direct link with the sponsor outside the UK. This stipulation ensures that the visa is utilized for its intended purpose of facilitating intra-company transfers.
B. Description of the Minimum 12-Months Work Experience with the Sponsor Group
For an applicant to qualify for an Intra-Company Transfer Visa, they must have worked for the sponsoring company or a linked entity for a minimum of 12 months before their application. This period of employment must be continuous, meaning there should not be significant breaks or gaps in the employment record.
C. Explanation of Permitted Absences
While the employment must be continuous, there are certain instances of permitted absences that won’t negatively impact the application. These can include vacation leave, sick leave, or business travel. However, it is essential to provide evidence of such absences during the application process.
D. Requirement of Evidence of Work
To validate the claim of current work status and the minimum 12-months work experience, the applicant must provide sufficient evidence. This could be in the form of employment contracts, pay slips, or letters of reference from the employer.
E. Special Conditions for High Earners and Graduate Trainees
There are certain special conditions applicable to high earners and graduate trainees. For high earners, they do not need to meet the 12-months work experience requirement if their gross annual salary in the UK will be £73,900 or more.
On the other hand, Graduate trainees must have a minimum of 3 months of continuous employment with the sponsor group immediately before the date of the application. This is a different requirement from the standard 12-months work experience, specifically designed for younger or less experienced employees.
By meeting these work-related requirements, an applicant can move one step closer to securing an Intra-Company Transfer Visa.
IX. CoS Checking System
The Certificate of Sponsorship (CoS) Checking System is an essential tool in the application process for an Intra-Company Transfer Visa in the UK. This section will explain what the CoS Checking System is and how to navigate it using either the applicant’s or sponsor’s details.
A. Explanation of the CoS Checking System
The CoS Checking System is an online platform maintained by the Home Office. It stores all the information related to the Certificates of Sponsorship issued to individuals applying for visas under the points-based immigration system. The primary purpose of this system is to allow the Home Office and UK Visas and Immigration to verify the validity and details of the CoS, a crucial requirement for the Intra-Company Transfer Visa.
B. Procedure of Searching the System Using the Applicant’s or Sponsor’s Details
There are two ways to search the CoS Checking System: using the applicant’s details or the sponsor’s details.
To search using the applicant’s details, one needs the passport or travel document number, family name, given name, nationality, date of birth, and gender of the applicant.
For searching using the sponsor’s details, one needs the sponsor license number, sponsor name, postcode, and sponsor address.
The Home Office uses this system to cross-verify the information provided in the visa application. A mismatch or any false information may lead to the refusal of the visa application.
The CoS Checking System is an integral part of the Intra-Company Transfer Visa application process. Knowing how to navigate it can help both the applicants and their sponsoring organizations to ensure a smooth and successful application. The next section will dive deeper into the different status codes associated with the Certificate of Sponsorship.
X. Status of the Certificate of Sponsorship
The status of the Certificate of Sponsorship (CoS) is a key factor in the visa application process. It gives an overview of the current state of the CoS and its implications for the applicant. This section will explain the different statuses that a CoS can have and what each status means.
A. Different Statuses of CoS and Their Implications
- Assigned: If the CoS status is marked as ‘Assigned’, this indicates that it has been allocated to the applicant by the sponsor, and it is in the process of being assessed by the Home Office. This status allows the Home Office to continue the assessment of the application.
- Suspended: A ‘Suspended’ status indicates that the CoS is temporarily on hold. In this case, the Home Office will not make a decision on the application and will reach out to the Sponsor Licensing Unit (SLU) to confirm whether the sponsorship will be reinstated or if it will remain suspended indefinitely. The Home Office will also inform the applicant about this status. If the Sponsor does not issue a new CoS, the application for the Intra-Company Transfer Visa may be refused.
- Withdrawn: If the CoS status shows ‘Withdrawn’, it means that the CoS is no longer valid. This could be due to various reasons, such as the sponsor deciding to withdraw their support or a breach in compliance by the sponsor. In such cases, if the sponsor does not issue a new CoS, the Home Office will refuse the application.
- Used: A ‘Used’ status means that the CoS has already been used for a visa application. If the sponsor has not assigned a new CoS and the previous one is marked as ‘Used’, the Home Office will refuse the application, as there is no valid Certificate of Sponsorship for the Intra-Company Transfer Visa application.
The status of the CoS is an important factor in the visa application process. It helps the Home Office, the sponsor, and the applicant understand the current standing of the application. Any changes in the status should be promptly addressed to ensure a smooth visa application process. In the next section, we will look at the Immigration Skills Charge and how it affects the application process.
XI. Immigration Skills Charge (ISC) Payment
The Immigration Skills Charge (ISC) is a fee that plays a crucial role in the Intra-Company Transfer Visa and Graduate Trainee Visa application process. It’s linked directly to the assignment of the Certificate of Sponsorship (CoS), and its payment forms part of the sponsorship requirements. This section will provide an in-depth overview of the ISC payment, its connection to the CoS, and who is responsible for its payment.
A. Description of the ISC Payment and Its Relation to CoS
The ISC is a mandatory fee that is linked to the assignment of the CoS. This charge is not connected to the visa application itself for entry clearance or permission to stay, but is instead tied to the assignment of the CoS. The payment of the ISC is necessary for the sponsorship process, and the fee depends on the type of sponsor and the duration of the CoS. The Immigration Officer (Home Office) checks the ISC payment amount using the CoS checker and determines the length of employment using the work start and end dates listed on the CoS.
B. Responsibility of the Sponsor in the Payment of ISC
Paying the ISC is the responsibility of the sponsor and not the visa applicant. The sponsor is expected to pay this fee as part of their sponsorship duties. If the sponsor does not pay the charge or does not pay the correct amount, the CoS is considered invalid. The charges depend on the size of the sponsor, with small or charitable sponsors paying lower fees than medium or large sponsors.
The payment of the ISC is an essential part of the sponsorship process. It’s an obligation that the sponsor needs to fulfill, and failure to do so can invalidate the CoS, leading to refusal of the visa application. Therefore, it is in the best interest of both the sponsor and the visa applicant to ensure that the ISC payment is correctly handled. In the next section, we’ll delve into the importance of having a genuine vacancy for the Intra-Company Transfer Visa.
XII. Exemptions from the ISC
While the Immigration Skills Charge (ISC) is a standard fee related to the assignment of the Certificate of Sponsorship (CoS), certain circumstances may exempt an applicant from this payment. Understanding these exemptions is vital for both the applicant and the sponsor as they can significantly influence the overall cost of the sponsorship process. This section will outline the various conditions under which an application may be exempt from the ISC.
A. List and Explanations of the Conditions for ISC Exemption
- Entry Clearance for Less Than 6 Months: If the applicant is seeking entry clearance for a period of less than six months, they are exempt from the ISC.
- PhD-Level Occupations Under Certain SOC Codes: Certain occupations that require a PhD level of education and fall under specific Standard Occupational Classification (SOC) codes are exempt from the ISC. This list includes occupations under SOC codes 2111, 2112, 2113, 2114, 2119, 2150, or 2311.
- Specific Job Categories (e.g., Clergy, Sports Players): Some job roles such as clergy, sports players, sports coaches, instructors, and officials (under SOC codes 2444, 3441, 3442) are exempt from the ISC. However, these occupations are not eligible for Intra-Company Transfer or Graduate Trainee and must apply under the relevant visa route (either T2 Sportsperson or T2 Minister of Religion).
- Switching from the Tier 4 (General) Route or the Student Route: If the applicant is switching from the Tier 4 (General) route or the Student route to the Intra-Company Transfer or Graduate Trainee route, they are exempt from the ISC.
- Overlapping Periods of Sponsorship with the Same Sponsor: If the sponsor is the same as in the applicant’s previous application, and the period covered by the new certificate of sponsorship overlaps the period covered by the previous one, the application is exempt from the ISC for the overlapping period. However, the sponsor must pay the ISC for any extra time beyond this overlap.
- Continuous Permission Under Specific Routes since before April 6, 2017: If the applicant initially entered under the Tier 2 (General), Tier 2 (Intra-Company Transfer), Skilled Worker, or Intra-Company Transfer routes with a CoS assigned before April 6, 2017, and has held continuous permission under any of these routes ever since, they are exempt from the ISC.
These exemptions offer significant savings on the sponsorship process and can make a notable difference in the overall cost and feasibility of obtaining an Intra-Company Transfer Visa or a Graduate Trainee Visa. However, it’s crucial to thoroughly verify the applicability of these exemptions to avoid potential complications in the application process.
XIII. ISC Charges
The Immigration Skills Charge (ISC) is a significant component of the sponsorship process for the UK Intra-Company Transfer and Graduate Trainee Visa. Applications that do not fall under any of the listed exemptions are subject to this charge, which is based on the type of sponsor and the length of the Certificate of Sponsorship (CoS). In this section, we will discuss the ISC charges, the role of the Immigration Officer in verifying these payments, and how the employment dates can impact the ISC amount.
A. Charges for Applications Not Falling Under an Exemption
For applications that do not qualify for any of the exemptions, the ISC is levied based on the size of the sponsor (small, charitable, medium, or large) and the length of the CoS. The charges range from £364 to £5,000 for small or charitable sponsors and £1,000 to £5,000 for medium or large sponsors. The longer the CoS, the higher the ISC.
B. Role of the Immigration Officer in Checking ISC Payment Amount
The Immigration Officer from the Home Office has the responsibility to check the ISC payment amount using the CoS checker. The officer ensures that the sponsor has paid the correct charge based on the type of sponsor and the length of the CoS. If the sponsor fails to pay the correct amount, the CoS is deemed invalid, which may lead to the refusal of the visa application.
C. Impact of Work Start and End Dates on ISC Payment Amount
The work start and end dates mentioned on the CoS play a crucial role in determining the ISC amount. The length of employment directly influences the charge; hence it’s critical that these dates are accurate. The longer the period of employment, the higher the ISC, and vice versa.
Understanding the ISC charges and how they are calculated is crucial for both the applicant and the sponsor. Proper knowledge of these charges helps in accurate financial planning and smooth processing of the visa application.
XIV. ISC for Small or Charitable Sponsor
When it comes to the Immigration Skills Charge (ISC) for UK Intra-Company Transfer and Graduate Trainee Visa sponsorship, it’s important to note that small or charitable sponsors are given different considerations. In this section, we’ll discuss the eligibility conditions for these sponsors, the legal consequences of not meeting the required ISC payment, and provide a table illustrating the charges depending on the work duration and sponsor size.
A. Eligibility Conditions for Small or Charitable Sponsor ISC
For a sponsor to be eligible for the small or charitable sponsor ISC rate, they need to meet certain conditions. They must either have a charitable status or be subject to the small companies’ regime as detailed in Chapter 1, paragraphs 381-384 of the Companies Act 2006, which generally refers to having no more than 50 employees. These conditions are in line with the differential rate that sponsors currently pay for an Intra-Company Transfer or Graduate Trainee sponsor licence.
B. Legal Repercussions of Not Paying the Charge or Underpaying
Payment of the correct ISC amount is a legal requirement, and failure to comply may have serious consequences. If a sponsor does not pay the ISC or pays less than the required amount, the Certificate of Sponsorship (CoS) assigned by them is deemed invalid. An invalid CoS can result in the refusal of the visa application by the Home Office, complicating the immigration process for the applicant.
C. Table of Charges Based on the Length of Work Duration and Sponsor Size
Understanding the charges for small or charitable sponsors is crucial for planning and application processing. Here’s a table summarizing the charges:
| Work Start and End Dates | Small or Charitable Sponsor (Medium or Large Sponsor) |
|---|---|
| 12 months or less | £364 (£1,000) |
| More than 12 months, but no more than 18 months | £546 (£1,500) |
| More than 18 months, but no more than 24 months | £728 (£2,000) |
| More than 24 months, but no more than 30 months | £910 (£2,500) |
| More than 30 months, but no more than 36 months | £1,092 (£3,000) |
| More than 36 months, but no more than 42 months | £1,274 (£3,500) |
| More than 42 months, but no more than 48 months | £1,456 (£4,000) |
| More than 48 months, but no more than 54 months | £1,638 (£4,500) |
| More than 54 months, but no more than 60 months | £1,820 (£5,000) |
These charges emphasize the importance of accurately defining the length of employment during the visa application process, as it directly impacts the ISC that the sponsor is obliged to pay.
XV. Frequently Asked Questions (FAQs)
Sponsorship Requirements Intra-Company Transfer Visa UK
Q1: What are the Sponsorship Requirements for UK Intra-Company Transfer and Graduate Trainee Visa?
A: The Sponsorship Requirements include having a valid Certificate of Sponsorship (CoS), Sponsor License, and understanding the Immigration Skills Charge (ISC). Other requirements are establishing Genuine Vacancy, Working for Third Parties, and providing evidence of work for the Sponsor Group Outside the UK.
Q2: How can I secure the 20 mandatory points for an Intra-Company Transfer and Graduate Trainee Visa Sponsorship?
A: Scoring 20 points requires satisfying several requirements including having a valid CoS, demonstrating a genuine vacancy, and showing that you meet the other relevant criteria outlined in the UK immigration rules.
Q3: What is the role of the Immigration Skills Charge (ISC) in the visa application process?
A: The ISC is a charge that the sponsor must pay. It is linked to the assignment of the Certificate of Sponsorship (CoS) and is not tied to the visa application for entry clearance or permission to stay.
Q4: What is the CoS Checking System?
A: The CoS Checking System is a tool used by the Home Office to verify the status of the CoS, check if the correct ISC payment has been made, and confirm the details of the applicant and the sponsor.
Q5: How can an application be exempted from the ISC?
A: There are several conditions under which an application can be exempt from the ISC. These include situations like entry clearance for less than 6 months, certain PhD-level occupations, specific job categories, and switching from certain visa routes.
Q6: What are the ISC charges?
A: ISC charges vary based on the size of the sponsor and the length of the CoS. Different charges apply for small or charitable sponsors and for larger sponsors. The length of the CoS also determines the amount charged.
Q7: Can Intra-Company workers work for one organization by another?
A: There are specific rules governing such situations, and these will be examined by the Immigration Officer. The key factor is the degree of control the sponsor has over the worker, which must extend to having full responsibility for deciding the duties, functions, and outcomes or outputs of the job.
Q8: Can I work for the Sponsor Group outside the UK?
A: Yes, as long as you are currently working for a sponsor or a business connected to the sponsor, you can work for the Sponsor Group outside the UK. However, you need to meet certain requirements including providing evidence of work and having a minimum 12-months work experience with the sponsor group.