Can I Sponsor an Intern or Trainee?

Sponsoring an Intern or Trainee is a question that many UK employers raise when they begin shaping training pathways, graduate pipelines, or early-career development programmes that involve international talent. The UK’s sponsorship framework includes several immigration routes that can apply to interns and trainees, each created with its own purpose, compliance responsibilities, and employer obligations. Choosing the right pathway requires an understanding not only of immigration rules but also how these routes fit into long-term workforce planning, skills development, and organisational growth in 2025.

What Is a Sponsor Licence?

To employ or engage a person from overseas who does not have a settled status, or who requires visa support, the employer must hold a valid sponsor licence for the relevant route.
A sponsor licence allows an employer (or organisation) to assign a Certificate of Sponsorship (CoS) to overseas workers for particular visa or temporary worker routes.

Routes Relevant to Interns and Trainees

There are several immigration routes potentially applicable to individuals in training or internship-style roles. Some relevant ones include:

Route	Description	Typical Use for Interns / Trainees / Training Roles
Government Authorised Exchange (GAE)	Temporary work route for work experience, job shadowing, training, research, and language programmes via approved schemes.	Suitable for internships, training placements, or development schemes via approved exchange schemes.
Global Business Mobility — Graduate Trainee	For employees of overseas businesses on structured graduate training programmes, doing placements in the UK branch or a linked business.	Useful for graduate trainees transitioning into managerial or specialist roles, involving a formal training programme.
Skilled Worker	Worker route for roles meeting the required skill level, salary thresholds, and other criteria.	Can be used for training roles if requirements are fully met (job code, salary, skill level, etc).

What GAE Covers and Eligibility?

• The route may be used for “work experience programme”, “research and training programme”, or “overseas government language programme” schemes.
• The role under a GAE sponsorship must be supernumerary — it must not fill a permanent or ongoing vacancy in the employer’s workforce.
• The occupation code must be listed in the eligible tables for GAE sponsorship to apply.
• Length of stay under a GAE visa varies by scheme: some schemes permit up to two years; for work experience schemes, the maximum may be 12 months, depending on scheme specifics.

Licence Requirements for GAE

• Employers must hold a valid sponsor licence covering the GAE route to assign CoS for GAE workers.
• If the employer already has a licence but not for GAE, they can apply to add the route.
• From November 2025, the guidance clarifies certain amendments to Part Suitability of the Immigration Rules relevant to GAE.

Pros & Considerations

Pros:

• Flexibility to bring in trainees or interns under structured exchange or training schemes without needing long-term permanent commitment.
• Useful for non-standard employment setups, e.g. placements, job shadowing, or structured schemes, when job roles are carefully defined as supernumerary.

Considerations:

• Employer may not directly sponsor under GAE unless designated by the scheme, unless they fall under specific “eligible endorsed sponsor” exceptions (such as higher education institutions, UKRI-endorsed organisations, or diplomatic missions under certain schemes) per guidance.
• Must maintain sponsor duties and compliance under Home Office rules to avoid licence suspension or revocation.

Global Business Mobility — Graduate Trainee Route for Training Roles

Eligibility & Requirements

• The route applies to employees of overseas businesses who are on structured graduate training programmes and are posted to a linked UK branch or business for a placement as part of their training.
• To sponsor, the employer must hold a valid GBM sponsor licence for the relevant route(s).
• Period of stay: up to one year at a time, within the permitted cumulative limits for GBM routes.
• The role offered in the UK may change within the training programme structure, without requiring a new application, provided conditions are met and changes are notified.

Documents and Employer Duties

• Employer must allocate CoS for each trainee.
• Must ensure the role and programme are genuine, and all recruitment and record-keeping requirements are satisfied under sponsor duties guidance.
• Must comply with salary, skill-level, and other eligibility criteria under GBM guidance when hiring and sponsoring.

Skilled Worker Route & Training Roles

Eligibility Overview

• The Skilled Worker route is meant for roles at a required skill level as per Home Office rules and going-rate/ minimum salary thresholds corresponding to the job code.
• Sponsors must hold correct licence permissions for the Skilled Worker route if they intend to assign CoS under this route.
• Roles offered must be “genuine vacancy” roles and fulfil all job and salary conditions in line with guidance.

Training or Intern-style Roles via Skilled Worker

• If a trainee role meets the requirements (skill level, job code, salary/going rate), it is possible to sponsor via Skilled Worker.
• Employers should evaluate whether the role fits occupational code and salary criteria—junior or entry-level roles may face challenges if thresholds or skill requirements are not met under the route.

SME vs Large Employer / Multinational: Pathway Differences

Employer Type	Preferred Route for Interns/Trainees	Key Considerations
SME / Small Companies	Skilled Worker (if job role meets requirements) or via third-party exchange schemes under GAE (host via overarching sponsor).	SMEs may find the GBM Graduate Trainee route less viable if they don’t have an overseas business link or corporate training programme.
Large Employer / Multinational	GBM Graduate Trainee is often ideal where a global structure exists; Skilled Worker for directly hiring trainees; GAE if working with approved scheme administrators.	Employers must manage compliance, salary requirements and programme authenticity when using GBM routes.
Public Sector / Research / Academia	Eligible for certain GAE exemptions and schemes if the institution qualifies (e.g. higher education, research bodies).	Following guidelines for “eligible endorsed sponsor” or overarching sponsor criteria is essential.

Route Comparison

Route	Appropriate for Interns / Trainees?	Employer / Sponsor Steps	Employee Condition & Limitations
Government Authorised Exchange	Yes, when aligned with the approved scheme, ideal for training, internship placements through recognised programmes.	Obtain/hold GAE route licence; assign CoS via SMS; ensure role is supernumerary; work with scheme administrators.	Defined by scheme; max stay variable (often up to 2 yrs or 12 months for some schemes)
GBM Graduate Trainee	Yes, for structured graduate training placements with an overseas employer link.	Sponsor must hold a GBM licence, assign CoS, meet salary/occupation requirements, and maintain sponsor duties.	Temporary work assignment; up to one year per grant; role must tie into training programme.
Skilled Worker	Conditional, suitable if role meets skill, salary and job code requirements.	Employer must hold a Skilled Worker licence; assess role; assign CoS; comply with reporting requirements.	The worker may apply for permission/extension per Skilled Worker rules; the role must continue to meet the criteria.

Conclusion!

Supporting interns or trainees through the UK sponsorship system begins with clarity — clarity about which routes apply, what your organisation can offer, and how each option aligns with your long-term talent goals. Whether you are exploring scheme-based training, preparing structured graduate pathways, or developing early-career roles within your workforce, choosing the right route depends on understanding your responsibilities as a sponsor and the level of support your business can realistically provide. Taking time to evaluate your internal processes, documentation, and compliance readiness will help you build a smoother pathway for international interns and trainees. For more guidance, insights, and practical help with sponsorship decisions, make sure you follow the Sponsor Licence Hub.