Temporary Work Visa UK Guide 2025

Section A: What is a Temporary Work Visa in the UK?

A Temporary Work visa in the UK is a category of visa that enables foreign nationals to undertake short-term employment for a defined period under strict conditions set by the Home Office. These routes are designed for specific sectors and purposes such as creative work, religious service, charity projects, international agreements, government exchange programmes, and seasonal employment in agriculture or poultry production. They are primarily intended for individuals who wish to engage in temporary work activities that support the UK’s short-term labour or cultural needs, rather than ongoing employment that could lead to permanent settlement.

Unlike long-term work routes such as the Skilled Worker visa, a Temporary Work visa does not provide a direct pathway to indefinite leave to remain (ILR) or British citizenship. Permission is granted only for the period needed to perform the specific role stated in the Certificate of Sponsorship (CoS). Once that period ends, the visa holder is expected to leave the UK unless they qualify to extend or switch into another eligible route under the Immigration Rules.

Temporary Work visas operate under a sponsorship framework. This means an applicant cannot apply independently; they must have a valid job offer or approved placement from a Home Office–licensed sponsor. The employer or scheme operator issues a Certificate of Sponsorship, which contains key details about the role or programme, including start and end dates, sector, and the name of the sponsor. The CoS serves as official confirmation that the role meets the requirements for the relevant Temporary Work route.

For some routes, such as the Seasonal Worker visa, sponsorship is provided only through Home Office–approved scheme operators. Individual growers or employers in the agriculture and poultry sectors cannot hold their own licence. The scheme operators manage recruitment, welfare, and compliance obligations for workers placed with farms or production facilities, and they are responsible for ensuring that all placements remain lawful under immigration and employment law.

Each Temporary Work visa type has its own eligibility requirements and restrictions. Applicants are expected to meet general immigration criteria, including financial maintenance and genuineness assessments, as well as any route-specific conditions. Most routes do not require an English language test, although private servants in diplomatic households applying under the International Agreement route from outside the UK must demonstrate English language ability at CEFR level B1. All Temporary Work visa holders are also prohibited from accessing public funds and are required to support themselves and any dependants during their stay.

Temporary Work visas allow visa holders to live and work in the UK for the period stated on their visa, as long as they continue to meet the terms of sponsorship. In some cases, limited supplementary employment may be permitted — for example, Creative Worker visa holders may take up to 20 hours a week of supplementary work in the same sector and level, or in a job on the Immigration Salary List. The Charity Worker, Religious Worker and Government Authorised Exchange routes allow up to 20 hours a week of supplementary work in the same sector and level, or in a job on the Immigration Salary List. The Seasonal Worker route does not permit secondary employment.

Visa holders may also study in the UK during their authorised stay, as long as study does not interfere with their sponsored role and they comply with the Academic Technology Approval Scheme (ATAS) rules where applicable. They are generally permitted to travel in and out of the UK while their visa remains valid, but time spent abroad does not extend the visa expiry date. Once the visa expires, the individual must either leave the UK or apply to extend their permission if eligible, ensuring that the total stay does not exceed the maximum period allowed for the route.

Section B: What Are the Temporary Work Visas in the UK?

The UK offers a range of Temporary Work visa routes under the Immigration Rules, each tailored to different types of employment or professional activity. These routes are intended to support UK sectors that rely on overseas labour or specialist expertise on a short-term basis, while maintaining strict Home Office oversight through sponsorship controls. Every Temporary Work visa requires a Certificate of Sponsorship issued by a licensed employer or authorised scheme operator, confirming the role or placement details and the applicant’s eligibility to perform that work in the UK.

Temporary Work visas are distinct from long-term work routes such as the Skilled Worker visa or Scale-up visa. They are limited in duration and do not lead directly to permanent residence, but they offer valuable opportunities for cultural exchange, skills development, charity work, and sector-specific support. Below is an overview of the main Temporary Work routes currently open as of October 2025.

1. Temporary Worker – Creative Worker Visa

The Creative Worker visa is for overseas nationals coming to the UK for short-term creative engagements, including acting, music, dance, film, television and other artistic work. Applicants must have a job offer from a UK-based organisation holding a valid Temporary Worker sponsor licence and must be able to show that their work will make a unique contribution to the UK’s cultural life. Eligible roles include performers, film crew, musicians, technical staff, and creative directors.

The visa is granted for up to 12 months initially and may be extended for a further 12 months, to a total maximum of 24 months. Dependants are permitted under this route, and visa holders can take up to 20 hours a week of supplementary work in the same sector and at the same level, or in a job on the Immigration Salary List. Switching into the Creative Worker route from within the UK is not permitted, although extensions within the same category are allowed.

You can read our detailed guide to the Creative Worker visa here.

2. Temporary Worker – Charity Worker Visa

The Charity Worker visa enables overseas nationals to come to the UK to undertake unpaid voluntary work for a registered UK charity. The role must directly relate to the charity’s core purpose and cannot replace a paid position. Applicants must hold a Certificate of Sponsorship from the charity and demonstrate that the position is genuine, voluntary, and compliant with employment law. The visa allows a stay of up to 12 months and cannot be extended beyond that period. Dependants are permitted under this route, subject to financial maintenance requirements.

Charity Worker visa holders can take a second job for up to 20 hours a week in the same sector and at the same level. This route is for unpaid work, so you cannot receive payment for any work while on a Charity Worker visa (reasonable expenses only).

Switching into the Charity Worker route from within the UK is not allowed, so most applicants will apply for entry clearance from overseas. The route does not lead to settlement and cannot be used for paid employment.

You can read our full guide to the Charity Worker visa here.

3. Temporary Worker – Religious Worker Visa

The Religious Worker visa is designed for individuals who wish to support the activities of a UK-based faith organisation, typically through non-pastoral work such as assisting in worship, community outreach, or supporting a religious order. It does not cover roles that involve leading a congregation or establishing a new faith community, which instead fall under the Minister of Religion visa.

Holders may do up to 20 hours a week of supplementary work in the same sector and level, or in a job on the Immigration Salary List.

Applicants must have a Certificate of Sponsorship from a licensed religious organisation and demonstrate their ability to perform the role for which they are being sponsored. The visa is normally granted for up to 24 months, and extensions may be permitted within that cap. Dependants are allowed under this route, and holders may study during their stay as long as it does not interfere with their sponsored duties.

You can read our detailed guide to the Religious Worker visa here.

4. Temporary Worker – Government Authorised Exchange (GAE) Visa

The Government Authorised Exchange visa supports short-term training, internships, research placements, and fellowships under officially approved exchange schemes. These programmes are operated by overarching bodies, government departments, or educational institutions authorised by the Home Office. The route focuses on knowledge and cultural exchange rather than ongoing employment. Permission is usually granted for up to 12 or 24 months depending on the type of programme.

Applicants must have a valid Certificate of Sponsorship from the overarching body running the scheme and meet the maintenance requirement. Switching into the GAE route is permitted from certain categories, including the Student route. Dependants are allowed, and you can do a second job for up to 20 hours a week, and you can also do a job on the Immigration Salary List for up to 20 hours a week alongside your main role.

You can read our detailed guide to the Government Authorised Exchange visa here.

5. Temporary Worker – International Agreement Visa

The International Agreement visa covers employment in the UK under international law, such as for employees of overseas governments, international organisations, or private servants in diplomatic households. The visa is typically granted for up to 24 months, although private servants may be granted permission of up to five years, issued in periods of up to two years at a time.

Applicants must hold a Certificate of Sponsorship from an employer that is party to an eligible international agreement and holds a valid sponsor licence. The English language requirement applies only to private servants applying from outside the UK, who must show English ability at CEFR B1. Supplementary employment (up to 20 hours a week) is permitted only for workers sponsored as employees of overseas governments or international organisations; it is not permitted for private servants in diplomatic households. Private servants may instead take employment as a domestic worker in a different household. Dependants are permitted under this route, subject to standard maintenance requirements.

You can read our detailed guide to the International Agreement visa here.

6. Temporary Worker – Seasonal Worker Visa

The Seasonal Worker visa allows overseas nationals to undertake short-term employment in the UK’s horticulture and poultry sectors. It is available for work between 2 October and 31 December for poultry production roles or lasting up to six months within any 12-month period for horticulture roles, or for visa decisions made on or after 11 November 2025, horticulture permission is capped at six months in any rolling ten-month period. The visa is sponsored exclusively through Home Office-approved scheme operators, and individual farms or growers cannot sponsor directly.

Applicants must have a valid Certificate of Sponsorship from a licensed scheme operator and meet the financial maintenance requirement unless certified by the sponsor. The Seasonal Worker visa does not permit dependants, secondary employment, or switching to another visa category from within the UK. Visa holders must leave the UK once their permission expires. The application fee is £319, and the route is exempt from the Immigration Health Surcharge due to its short duration.

You can read our detailed guide to the Seasonal Worker visa here.

Section C: Temporary Work Visa Requirements

Each Temporary Work route has its own eligibility rules and supporting requirements, but all share the same underlying principle:  the applicant must have a confirmed role or placement in the UK that qualifies for sponsorship and meets the route-specific conditions. The Home Office expects both sponsors and workers to satisfy not only the formal eligibility requirements but also the wider immigration control standards of genuineness, capability, and financial stability.

1. Eligibility by visa type

The following is an overview of the main eligibility factors that apply to each Temporary Work category and the general requirements that every applicant must meet before a visa will be issued. For details of each route, see our relevant guide:

2. Common eligibility requirements

Each temporary worker visa has specific eligibility requirements, but many criteria are common across the routes.  These include:

a. Sponsorship 

Every applicant must hold a valid Certificate of Sponsorship assigned by a licensed sponsor authorised for the relevant Temporary Work route. The CoS is an electronic record confirming the details of the role, the employment period, and the route under which the individual is being sponsored. Each Certificate carries a unique reference number, which must be included in the visa application.

For most routes, such as Creative Worker, Religious Worker and Charity Worker, the sponsor is the UK employer or organisation directly engaging the worker. For the Seasonal Worker visa, sponsorship is limited to approved scheme operators who hold a Temporary Worker licence specific to that route.

b. Financial requirement 

Applicants must demonstrate they can support themselves on arrival in the UK unless their sponsor certifies maintenance on the Certificate of Sponsorship. The current financial threshold is £1,270 in personal savings held for at least 28 consecutive days before the date of application. Each dependant, where permitted, must also meet a separate maintenance requirement unless the sponsor agrees to certify maintenance for them as well.

c. Genuineness and capability 

The Home Office will only grant a Temporary Work visa if satisfied that the applicant genuinely intends to perform the sponsored role and is capable of doing so. This may involve assessing previous experience, qualifications, and evidence of relevant work history. With the exception of the Seasonal Worker route, caseworkers can request additional information or interview the applicant to confirm the authenticity of the employment arrangement.

d. English language requirement 

Most Temporary Work visas have no English language requirement. The only exception applies to private servants in diplomatic households applying from outside the UK under the International Agreement route, who must demonstrate English language ability to at least CEFR level B1. This ensures the applicant can meet basic communication and safety needs while in the UK.

e. Tuberculosis and background checks 

Applicants may need to take a tuberculosis (TB) test if they are applying from a listed country where screening is mandatory for visa applicants. For certain roles, particularly those involving vulnerable people, a criminal record certificate may also be required. Sponsors are expected to verify that any background or medical requirements are met before assigning the Certificate of Sponsorship.

f. Compliance with general immigration requirements 

Applicants must have a valid passport or travel document, must not fall under the general grounds for refusal, and must not breach immigration control in the UK. Those applying from within the UK — for example, switching into the Government Authorised Exchange route — must have valid leave at the time of application and must meet all route-specific requirements to be eligible to switch.

3. Meeting the Home Office evidential standard

When assessing eligibility, the Home Office applies a strict evidential threshold. All documentation must be genuine, valid, and consistent across application forms, CoS records, and supporting evidence. Sponsors are responsible for ensuring the accuracy of the data they input into the Sponsorship Management System (SMS), and inconsistencies are one of the most common causes of visa delays or refusals.

Applicants are strongly advised to check that their Certificate of Sponsorship details exactly match their visa application — including job title, salary, start and end dates, and sponsor licence number. The Home Office may refuse the application or request additional evidence if discrepancies are identified.

4. Key documents for eligibility verification

In support of their visa application, most Temporary Work applicants will need to provide:

• A valid passport or travel document covering the entire stay in the UK
• The Certificate of Sponsorship reference number issued by the UK sponsor or scheme operator
• Proof of personal funds (bank statements showing at least £1,270 for 28 consecutive days) unless maintenance is certified
• TB test results, if applicable
• Criminal record certificate for roles involving work with children or vulnerable adults
• Qualifications or evidence of relevant work experience, where required by the sponsor

Failure to provide complete and accurate documentation can result in refusal under paragraph 9.7.1 of the Immigration Rules, which gives UKVI the power to refuse an application for missing or invalid information. Sponsors and applicants should therefore ensure that all evidence is prepared in line with the latest UK visa application process guidance before submission.

Section D: Temporary Worker Sponsor Licence Requirements

Any UK organisation that wants to employ or engage overseas nationals under the Temporary Work routes must hold a valid Temporary Worker sponsor licence. Without a licence, the organisation cannot assign Certificates of Sponsorship and overseas candidates cannot apply for a visa. The licence confirms to the Home Office that the organisation is genuine, operating lawfully in the UK, and able to meet the duties that come with sponsoring workers.

A Temporary Worker licence is separate from a Skilled Worker licence. Many employers hold both if they recruit across short-term and long-term routes. The Temporary Worker licence covers sub‑categories such as Creative Worker, Charity Worker, Religious Worker, Government Authorised Exchange, International Agreement and Seasonal Worker. Sponsors must only assign Certificates under the categories they have been approved for.

1. Eligibility to hold a Temporary Worker sponsor licence

To qualify, an organisation must be able to show that it is lawfully established and trading in the UK, honest and reliable, and capable of carrying out sponsor duties. The Home Office will consider the organisation’s history, ownership and control, key personnel, and any previous immigration or regulatory breaches. Where there are concerns, the Home Office can refuse the application or grant a licence at a lower rating with closer monitoring.

Sponsors must have robust HR systems to track sponsored workers, record absences, store right to work evidence, and report changes on time. The Home Office can visit the business before a licence is granted to test these systems. For some routes there are route‑specific criteria, for example the need to be an approved overarching body for Government Authorised Exchange, or to meet the sector standards set out in the creative or charity guidance.

2. Key personnel and system access

Every licence must name three roles:

a. Authorising Officer (AO). The most senior person responsible for immigration sponsorship and recruitment of overseas workers. The AO signs the submission sheet and is accountable for compliance.

b. Key Contact. The main liaison with the Home Office about the licence and any compliance queries.

c. Level 1 User. The person who uses the Sponsorship Management System day to day to assign Certificates of Sponsorship and submit reports. Additional Level 1 and Level 2 users can be added after approval.

Key personnel should usually be office holders or employees based in the UK, with clean immigration and criminal records. Using third‑party agents is possible for some functions, but the licence holder remains responsible for compliance.

Read our comprehensive guide to key personnel here > 

3. Evidence and documents

Applicants must submit supporting documents to prove they are genuine and trading. The required documents are set out in Appendix A of the sponsor guidance and vary by organisation type. Typical evidence includes incorporation documents, VAT or PAYE registrations, business bank statements, insurance certificates, premises evidence and, for charities, registration details. At least four documents, or combinations, are usually needed. Mandatory items must be included where specified for the chosen route.

4. Applying for the licence

The application is made online. The fee for a Temporary Worker sponsor licence is £574. After submitting the form, the applicant prints and signs the submission sheet and sends it with the supporting documents within five working days. The Home Office can request more information or arrange a site visit before deciding.

Decisions typically take around eight weeks, although complex structures or adverse history can extend the timeline. Priority services are sometimes offered in limited volumes but are not guaranteed. If approved, the licence is granted for four years. It must be renewed before expiry to avoid disruption to sponsored workers.

5. Assigning a Certificate of Sponsorship

Once licensed for the relevant route, the sponsor can assign an electronic Certificate of Sponsorship to an eligible candidate. Each Certificate costs £55 to assign. The Certificate must accurately set out the role or programme, location, dates, and any route‑specific details. Sponsors must only assign Certificates where the job or placement is genuine and permitted under the route. For Seasonal Worker, only approved scheme operators can assign Certificates and place workers with growers or producers.

Errors on Certificates are a common cause of refusals and compliance findings. Dates on the Certificate must align with the intended employment period and any maximum stay rules for the route. Any material change, such as an earlier end date, must be reported without delay.

6. Ongoing sponsor duties

After approval, sponsors must maintain accurate records for each sponsored worker, including contact details, right to work checks, employment contracts, absences and any variations to terms. Sponsors must report through the Sponsorship Management System when a sponsored worker does not start, is absent without permission, leaves early, or changes work location, usually within strict reporting timescales. Changes to the sponsor organisation itself, such as a change of ownership or a merger, also need to be reported within the required timeframe.

Sponsored roles must continue to meet route rules. For unpaid roles under the Charity Worker visa, the activities must be genuinely voluntary and must not replace paid work. For the Creative Worker route, sponsors should be able to evidence the nature of the engagement and that it fits the creative codes of practice. For International Agreement, the work must fall within the scope of the relevant treaty or organisation. For Government Authorised Exchange, the programme content must match the scheme under which the Certificate was issued.

7. Compliance visits and sanctions

The Home Office undertakes compliance visits both before and after a licence is granted. Officers will expect to see HR files, right to work checks, attendance records, and clear processes for reporting changes. They may interview sponsored workers and relevant managers. Where shortcomings are identified, action can include improvement measures, licence downgrading, suspension or revocation. If a licence is revoked, all active Certificates are cancelled and affected workers’ visas are curtailed.

8. Managing the licence, renewals and record‑keeping

Licences are valid for four years. Sponsors should diarise renewal well in advance and ensure key personnel, contact details and addresses are current on the Sponsorship Management System. Records listed in Appendix D must be retained for the required period and be readily available for inspection. Many sponsors adopt an annual internal audit to test their systems and identify gaps before the Home Office does.

9. Fees and internal budgeting

Typical costs include the £574 licence fee, the £55 Certificate assignment fee per worker, and any legal or advisory spend. Temporary Worker routes are not subject to the Immigration Skills Charge. Where an organisation expects regular short‑term recruitment, budgeting for compliance time and periodic system checks usually saves cost compared with remedial action after a Home Office visit.

10. Frequent problem areas

Common pitfalls include assigning a Certificate before systems are ready to monitor the worker, using job descriptions that do not match day‑to‑day duties, missing absence records, and late reports of early terminations or location changes. Sponsors sometimes overlook corporate changes such as acquisitions or changes of Directors, which must be reported within set timelines. These issues often lead to adverse findings during audits.

For step‑by‑step guidance on building compliant sponsorship processes, see our in‑depth sponsor licence resource: Sponsorship Licence. For the worker‑side application stages and evidence, our overview is here: UK Visa Application Process. If you are planning to assign Certificates for Temporary Work routes at scale, our route‑specific guides provide further detail: Creative Worker, Charity Worker, Religious Worker, Government Authorised Exchange, International Agreement and Seasonal Worker.

Section E: How to Apply for a Temporary Work Visa

Applying for a UK Temporary Work visa involves a formal online process managed by UK Visas and Immigration (UKVI). While the precise steps vary slightly depending on the visa type and whether you apply from inside or outside the UK, the overall process is largely standardised across the Temporary Work categories. All applicants must have a valid Certificate of Sponsorship (CoS) before submitting their visa application.

Initial applications are usually made from outside the UK. Extensions in the same route are generally made in-country. Switching is tightly limited: Government Authorised Exchange allows certain in-country switches (including from Student), while switching into Creative Worker, Charity Worker or Religious Worker is not permitted.

The following step-by-step guide outlines the general procedure for applying for a Temporary Work visa, along with information about fees, processing times, and documentation requirements.

1. Step-by-step application process

a. Determine the correct visa type 

Before applying, ensure you select the correct Temporary Work category for your role or placement. Each route has specific conditions, durations, and eligibility criteria, and submitting an application under the wrong route will almost always result in refusal. Employers and scheme operators should confirm that their sponsorship licence covers the relevant category before assigning a Certificate of Sponsorship.

b. Obtain a job offer and Certificate of Sponsorship 

The first stage is to secure a job offer or placement from a licensed sponsor in the UK. The sponsor must then issue a Certificate of Sponsorship confirming the details of your role, the period of work, the location, and the salary or conditions. The CoS is a digital record — not a physical document — and you will need the unique reference number when completing your visa application form.

For some routes, such as the Seasonal Worker visa, sponsorship is available only through Home Office-approved scheme operators rather than individual employers. These operators act as intermediaries between the workers and the farms or poultry producers where the seasonal work is carried out.

c. Prepare supporting documentation 

Once you receive your CoS, gather the required supporting documents. These generally include your valid passport, proof of funds (unless maintenance is certified by your sponsor), and any required certificates or test results. You must ensure that all documents are consistent with the information provided by your sponsor. Any discrepancies can lead to delays or refusal.

d. Complete the online application form 

Applications are submitted online via the official UK government website. You must use the correct application link for your visa category and location of application. The form will require details of your sponsor, the CoS reference number, your personal information, travel history, and evidence that you meet the financial requirement.

When completing the form, double-check every section for accuracy. Even minor inconsistencies, such as mismatched start dates or incorrect employer details, can cause the Home Office to refuse or delay the application.

e. Pay the visa fee and Immigration Health Surcharge (if applicable) 

The application fee for all Temporary Work routes is currently £319. The Immigration Health Surcharge (IHS) applies only where the visa length exceeds six months. The current standard IHS rate is £1,035 per year, although most Temporary Work visas are short-term and therefore exempt. The Seasonal Worker visa, for instance, does not require payment of the IHS because its maximum duration is six months.

f. Verify your identity and provide biometrics 

Once the form and payment are submitted, you will be instructed how to verify your identity. Depending on your nationality and passport type, you will either use the “UK Immigration: ID Check” mobile app or attend an appointment at a Visa Application Centre (VAC).

Applicants using the app will upload an image of their passport and scan their face for biometric verification. Applicants attending a VAC appointment will need to provide fingerprints and a photograph in person. You will be told which option applies when you submit your application.

g. Submit supporting documents 

Documents can usually be uploaded digitally through the online application portal or, if required, provided in person at the visa centre. You must include all relevant documentation at this stage — incomplete evidence may result in refusal. Keep digital and hard copies of all documents submitted, as sponsors may need these for compliance purposes.

h. Wait for a decision 

Once your application is submitted, UKVI will review the information and conduct checks against the sponsor licence and CoS record. Processing times vary depending on location and route, but decisions are typically made within three weeks for overseas applications. In-country applications, such as switching into the GAE route, generally take up to eight weeks. Priority and super-priority processing may be available for an additional fee, depending on the country of application.

UKVI will notify you of its decision by email. If approved, your visa will be granted digitally (for eVisa routes) or as a visa vignette in your passport for non-digital routes. The visa will specify the start date, duration, and conditions attached to your stay.

You can read our step-by-step guide to the UK visa application process here.

2. Required documentation

The specific documents needed vary by route, but most Temporary Work applicants must prepare the following:

• A valid passport or travel document covering the intended period of stay in the UK.
• The Certificate of Sponsorship reference number issued by your UK sponsor or scheme operator.
• Proof of funds — usually recent bank statements showing a balance of at least £1,270 for 28 consecutive days — unless your sponsor has certified maintenance on your CoS.
• Evidence of qualifications or relevant work experience, if required by your sponsor or route.
• Tuberculosis (TB) test results if you are applying from a country listed under the UK’s TB screening requirements.
• A criminal record certificate if the job involves working with children or vulnerable adults.
• Additional evidence such as a marriage or birth certificate for dependants, if applying with family members.

Applicants under the International Agreement route who are private servants in diplomatic households must also show proof of English language ability to at least CEFR level A1 when applying from overseas. For all other Temporary Work routes, there is no English language requirement.

Further information on preparing supporting evidence can be found in our guide to UK visa supporting documents.

3. Fees and processing times

The standard visa application fee for Temporary Worker routes is £319. Each Certificate of Sponsorship assigned by a sponsor costs £55. Where the employer does not already hold a valid sponsor licence, they must apply for one before assigning a CoS. The fee for a Temporary Worker sponsor licence is £574.

Processing times are typically three weeks from outside the UK or eight weeks for in-country applications under eligible categories such as the Government Authorised Exchange route. Expedited services, where available, allow faster processing for an additional cost. Applicants are strongly advised to start the process early, particularly during peak travel or recruitment periods.

Further details on application costs and current timeframes can be found in our article on UK visa fees and UK visa processing times.

4. After the visa decision

Once your visa is granted, you should carefully review the details to confirm that the start date, length of stay, and conditions are correct. If you applied for a digital eVisa, your permission will be linked to your UKVI account and can be accessed online. If you received a physical visa vignette, you must travel to the UK within the validity dates shown on the sticker.

After arrival, you should retain copies of all visa-related correspondence, proof of entry, and the Certificate of Sponsorship for your records. Sponsors must also maintain these for their compliance files. You may begin working on or after the visa start date listed on your CoS, not before.

It is important to comply with all visa conditions throughout your stay. Failure to do so — such as working in an unauthorised role, exceeding the permitted hours of supplementary work, or failing to leave the UK when required — can lead to visa curtailment and affect future immigration applications.

Section F: Temporary Work Visa Duration & Conditions

The duration of stay permitted under a Temporary Work visa depends on the specific route, the nature of the sponsored work or programme, and the terms set out in the Certificate of Sponsorship (CoS). Each category sets strict limits on how long the holder can remain in the UK and what they are allowed to do while here. Although the visa may allow repeat or extended sponsorship in limited circumstances, Temporary Work visas are not designed for long-term residence or permanent settlement. All visa holders are bound by route-specific restrictions, including on dependants, secondary employment, and access to public funds.

It is essential that both sponsors and workers understand these limits before the visa application is made. Failure to comply with timeframes or conditions can result in visa curtailment, sponsor licence penalties, and future refusals. Below is a detailed overview of the current rules on visa duration, conditions, and switching options as at October 2025.

1. Length of stay allowed under each visa type

2. Visa conditions and restrictions

Temporary Work visa holders must work only in the role and for the employer or organisation listed on their Certificate of Sponsorship. They may not take up other employment unless the rules for their route explicitly allow supplementary work. Any unauthorised employment counts as a breach of visa conditions and can lead to curtailment of leave and future immigration restrictions.

Creative Worker, Religious Worker and Government Authorised Exchange permit up to 20 hours a week of supplementary work in the same sector and level, or in a job on the Immigration Salary List; International Agreement permits this unless the holder is a private servant; Seasonal Worker does not allow supplementary employment.

Temporary Work visa holders cannot access public funds such as Universal Credit or housing benefit and must remain financially self-sufficient throughout their stay. They must also keep their contact details and employment status up to date with the Home Office and their sponsor. Breach of these obligations may lead to enforcement action or visa revocation.

3. Dependants and travel rights

Most Temporary Work routes allow the main applicant to bring dependants — a spouse, civil partner, unmarried partner, and children under 18 — provided the applicant meets the financial maintenance requirements. Dependants are granted leave in line with the main visa holder and are usually allowed to work (except as a professional sportsperson) and study in the UK. The only exception is the Seasonal Worker visa, which does not permit dependants.

Temporary Work visa holders can travel freely in and out of the UK for the duration of their permission, but time spent outside the UK does not extend the visa expiry date. They must leave the UK once their visa expires unless an extension or new application has been made before expiry. Failure to depart on time is considered overstaying and can severely impact future visa eligibility.

4. Switching between visa routes

Switching options for Temporary Work visa holders are limited. Most routes require the individual to apply for a different visa category from outside the UK once their current permission ends. The only significant exception is the Government Authorised Exchange route, which allows certain applicants to switch from eligible visa categories such as the Student visa.

Individuals who wish to transition to a longer-term route, such as the Skilled Worker visa, may do so if they meet the eligibility criteria and secure a new Certificate of Sponsorship from a licensed employer under that route. Any switching application must be submitted before the current leave expires, and work must not commence until the new visa is granted.

5. Impact on settlement and future applications

Time spent on a Temporary Work visa does not count towards the five-year continuous residence requirement for Indefinite Leave to Remain (ILR). However, experience gained under these routes can support future applications for long-term work visas or employer sponsorship in other categories. Individuals who later switch into routes such as the Skilled Worker visa may then start building qualifying residence towards ILR from the date their new visa is granted.

Holders should plan their career and immigration strategy accordingly, taking into account the limited duration and non-settlement nature of Temporary Work visas and any time gaps between roles or routes that might affect continuity of residence.

Section G: Temporary Work Visa Rights & Responsibilities

Temporary Work visa holders in the UK are granted specific legal rights, including permission to live and work in the country for the period of their visa. However, these rights are conditional and come with obligations that must be met throughout their stay. Failing to comply with visa conditions or broader immigration requirements can result in enforcement action, visa curtailment, or refusal of future immigration applications.

Understanding the rights and responsibilities that apply to each Temporary Work route is critical for both the visa holder and their sponsor. Employers must monitor compliance, and workers must ensure that their activities remain within the bounds of what their visa allows.

1. Key rights of Temporary Work visa holders

Temporary Work visa holders have the right to work in the job specified on their Certificate of Sponsorship and for the employer named on their visa. Certain routes, such as the Creative Worker and International Agreement visas, allow supplementary work of up to 20 hours per week in the same sector or in an occupation listed on the Immigration Salary List. Charity Worker and Religious Worker allow up to 20 hours a week of supplementary work in the same sector and level (and for Religious Worker, roles on the Immigration Salary List); Seasonal Worker does not allow second jobs.

Temporary Work visa holders who have paid the Immigration Health Surcharge (IHS) as part of their application are entitled to use the National Health Service (NHS) on the same basis as UK residents for the duration of their visa. This includes access to GP services, hospital treatment, and maternity care. Some routes, such as the Seasonal Worker visa, do not require IHS payment because the visa length is less than six months, meaning visa holders must instead rely on private or employer-provided medical cover.

Temporary Work visa holders are permitted to study in the UK while employed, provided the study does not interfere with their sponsored work and they meet any additional conditions such as obtaining Academic Technology Approval Scheme (ATAS) clearance if applicable.

Holders of a Temporary Work visa can travel in and out of the UK during their authorised period of stay. However, any time spent outside the UK does not extend the visa expiry date. The visa must still be valid for re-entry, and individuals must return before their permission expires.

Dependants, including a spouse, civil partner, unmarried partner, and children under 18, may accompany the main applicant under most Temporary Work routes, except for the Seasonal Worker visa. Dependants are granted leave in line with the main applicant and are usually permitted to work (other than as a professional sportsperson) and study in the UK. Each dependant must make a separate visa application and meet the financial maintenance requirement, either through personal funds or sponsor certification.

2. Main responsibilities under Temporary Work visas

Visa holders are legally required to comply with the conditions of their stay. This includes working only in the role described on their Certificate of Sponsorship, not taking up unauthorised employment, and respecting limits on supplementary work and study. Working outside the authorised role or beyond the permitted hours is treated as a breach of immigration conditions and can lead to visa curtailment or refusal of future applications.

Temporary Work visa holders are not permitted to access public funds, including Universal Credit, housing benefit, or other forms of state welfare. They must maintain themselves and any dependants financially during their stay. Sponsors are responsible for ensuring that employment meets at least National Minimum Wage or National Living Wage requirements where applicable, except in categories involving unpaid voluntary work such as the Charity Worker visa.

Visa holders must notify the Home Office of any material change in their circumstances, such as a change of residential address, marital status, or dependants, within ten days of the change. If employment ends earlier than expected or if the worker changes role, the sponsor must also report this through the Sponsorship Management System (SMS). Failure to report changes promptly can lead to compliance action for both the worker and the employer.

All visa holders are required to abide by UK law at all times. This includes not only immigration law but also employment, criminal, and civil law. Serious offences, including fraud, theft, or violence, may lead to visa cancellation and deportation. Sponsors are expected to take reasonable steps to ensure that their sponsored employees continue to meet all legal requirements and maintain good conduct.

Visa holders must leave the UK on or before the expiry date of their visa unless they have applied for an eligible extension or new visa route. Remaining in the UK after expiry constitutes overstaying, which can severely affect the individual’s immigration record and lead to a future re-entry ban. Sponsors are required to report any worker who stops attending work or whose visa has expired.

3. Rights and responsibilities summary table

4. Sponsor responsibilities towards visa holders

Sponsors have parallel obligations to monitor and support the compliance of Temporary Work visa holders. This includes ensuring the worker’s attendance, reporting absences, maintaining contact information, and storing accurate records of employment and visa status. Employers must also retain copies of all right-to-work checks and immigration documents for each sponsored employee in accordance with Appendix D of the sponsor guidance.

Sponsors are prohibited from assigning Certificates of Sponsorship for roles that do not genuinely exist, for unpaid work that should be paid, or for employment outside the permitted scope of their licence. The Home Office routinely audits Temporary Worker sponsors and may suspend or revoke licences where compliance failings are found.

Further information on sponsor duties and licence management can be found in our detailed guide to sponsor licence compliance.

Section H: Summary

Temporary Work visas provide structured, short-term permission to work in the UK where the activity is clearly defined, time limited, and sponsored by an approved organisation. These routes support sectors that rely on overseas talent for specific projects or seasonal peaks, including creative engagements, charity roles, religious service, international programmes and agriculture or poultry production. They are bound by route rules that set the maximum length of stay, whether family members can accompany the worker, and if any supplementary work is allowed.

Every applicant needs a valid Certificate of Sponsorship. For most routes the sponsor is the UK employer, while for Seasonal Worker it is an approved scheme operator. The certificate anchors the visa application to a genuine role or programme with start and end dates, location, and precise duties. Errors or inconsistencies between the certificate and the application are common causes of refusal, so careful coordination between sponsor and applicant is important at the evidence stage.

Temporary Work visas do not count toward settlement. Individuals who want a long-term pathway will need to qualify for and move into an eligible route, such as the Skilled Worker visa, and start building residence from that point. Switching options from Temporary Work routes are limited, with Government Authorised Exchange the main in-country switching route. Planning around visa timelines, switching rules, and project durations avoids gaps in permission that can disrupt employment.

Sponsors carry ongoing compliance duties, from accurate record-keeping to reporting changes on time through the Sponsorship Management System. The Home Office undertakes audits and can suspend or revoke a licence where systems fall short. A revoked licence leads to curtailment of leave for sponsored workers. Robust HR processes, consistent documentation, and periodic internal reviews reduce risk and support business continuity.

For workers, the key is to stay within the role on the certificate, respect any limits on second jobs, and keep personal details current with both the sponsor and the Home Office. Public funds are not available. Travel is permitted while the visa is valid, but time abroad does not extend permission. Leaving or extending on time protects the individual’s immigration history and future options in the UK.

Section I: Need Assistance?

DavidsonMorris are UK work visa specialists. For expert advice on temporary visa options to hire foreign nationals or to work in the UK, contact us.

Section J: Temporary Work Visa FAQs

What is a UK Temporary Work visa?

It is short-term permission to work in the UK in a specific role or programme with a licensed sponsor. Routes include Creative Worker, Charity Worker, Religious Worker, Government Authorised Exchange, International Agreement and Seasonal Worker. These routes do not lead directly to settlement.

Who can apply for a Temporary Work visa?

Applicants need a confirmed role or placement from a licensed UK sponsor and a valid Certificate of Sponsorship. They also need to meet financial, suitability and any route-specific requirements such as TB screening or background checks.

Do Temporary Work visas require English language?

There is no English requirement for these routes, except for private servants in diplomatic households under the International Agreement route applying from overseas who need English at CEFR A1.

Can family members come to the UK as dependants?

Yes on most routes. Dependants are allowed on Creative Worker, Charity Worker, Religious Worker, Government Authorised Exchange and International Agreement. Dependants are not allowed on Seasonal Worker.

How long can I stay on a Temporary Work visa?

It depends on the route. Creative Worker allows up to 12 months with extension to 24 months. Charity Worker is up to 12 months. Religious Worker is up to 24 months. Government Authorised Exchange is up to 12 or 24 months depending on the scheme. International Agreement is usually up to 24 months, with private servants able to hold up to five years in two-year blocks. Seasonal Worker is up to six months in any 12 months, or 2 October to 31 December for poultry.

Can I extend my Temporary Work visa?

Extensions are possible on some routes within their caps, for example Creative Worker, Religious Worker, Government Authorised Exchange and International Agreement. Charity Worker and Seasonal Worker cannot be extended beyond their maximum periods.

Can I switch into or out of a Temporary Work route from inside the UK?

Switching is limited. Government Authorised Exchange allows certain in-country applications, including from Student. Switching into Creative Worker, Charity Worker or International Agreement is generally not permitted in the UK. Seasonal Worker does not allow switching.

Can I take a second job?

Only where the rules allow. Creative Worker and International Agreement permit up to 20 hours per week of supplementary work in the same sector at the same level or in an occupation on the Immigration Salary List. Government Authorised Exchange may allow additional activity if it forms part of the approved programme. Charity Worker, Religious Worker and Seasonal Worker do not allow second jobs.

What fees apply?

The application fee is £319 per applicant for Temporary Worker routes. The Certificate of Sponsorship assignment fee is £55. A Temporary Worker sponsor licence costs £574. The Immigration Health Surcharge is payable only where permission exceeds six months; Seasonal Worker is IHS-exempt because it is under six months.

How long do applications take?

Standard processing is usually around three weeks for applications made outside the UK. Where in-country applications are permitted, decisions typically take up to eight weeks. Priority services may be available for an additional fee in some locations.

What documents are needed?

Typically a valid passport, the Certificate of Sponsorship reference, proof of funds of at least £1,270 for 28 days unless maintenance is certified, TB test results if required, criminal record certificate for certain roles, and any qualifications or experience evidence relevant to the sponsored activity.

Do Temporary Work visa holders have access to public funds?

These visas carry a no recourse to public funds condition. Applicants need to be able to maintain themselves and any dependants without state support.

What happens if my employment ends early?

The sponsor is required to report early termination to the Home Office. Leave is usually curtailed, giving a short period to leave the UK or make a new application if eligible. Continuing to work without valid sponsorship breaches visa conditions.

Can I travel while my visa is valid?

Travel in and out of the UK is permitted during the visa validity. Time spent outside the UK does not extend visa expiry. Re-entry requires the visa to remain valid.

Does time on a Temporary Work visa count towards settlement?

Time on these routes does not count towards the five-year residence needed for Indefinite Leave to Remain. Individuals seeking settlement need to qualify for and move into a route that leads to settlement, such as Skilled Worker.

Section K: Glossary

Section L: Additional Resources