Search

How can we help?

Icon

Representative of an Overseas Business Visa: Choosing an appropriate representative

The Representative of an Overseas Business Visa is aimed at overseas companies intending on setting up their business in the UK. This visa allows those companies, which do not already have an active presence in the UK, to send a sole representative for this purpose.

Who to send?

The first question to ask is, who to send? This is primarily a question for the business as they may want to send someone who is capable in setting up the business for them in the UK. However, the visa requirements expressly require this individual to have:

  • Been employed by the overseas (parent) company in a senior job role
  • A track record of setting up branches for other companies, if employed specifically for this purpose
  • Authority take operational decisions once in the UK which should be demonstrated by the company hierarchy.

Overseas Companies should however note that the sole representative cannot be an agent who has been hired as a consultant to market the company’s services, neither can they be sales representative as the purpose of this representative is to have broader responsibility in setting up the business.

The Representative of an Overseas Business Visa is aimed at overseas companies intending on setting up their business in the UK

How many representatives can you send?

The route only allows one individual on this visa, but once the company is set up, the individual can then obtain a Tier 2 sponsor licence to sponsor further employees of the overseas company.

It is important to note that if during the course of this visa, the individual is no longer the sole representative, he should switch to a Tier 2 visa, provided the company has a sponsorship licence.

Can you send a shareholder?

This route is not for majority shareholder of a company, and the Home Office guidance says that applications from shareholders who own more than 50 percent of the company will be rejected.

Disclaimer
This information is for guidance purposes only and should not be regarded as a substitute for taking legal advice. Please refer to the full General Notices on our website.

Author profile

Monica Atwal

Managing Partner

View profile

+44 118 960 4605

About this article

Read, listen and watch our latest insights

art
  • 09 October 2026
  • Employment

Neurodiversity, probation and unfair dismissal: What employers need to know

The next few years are introducing landmark changes to employment law in the UK, under the Employment Rights Act 2025. Part of these changes include the amendments to rights to unfair dismissal, reducing the qualifying period for this right to six months.

art
  • 08 October 2026
  • Commercial Real Estate

Packing up rate mitigation – The end of ‘box shifting’?

What is box shifting and how does it affect property owners and tenants? We examine the Court of Appeal’s decision in City of London v 48th Street Holdings and its implications for intermittent occupation, business rates and lease arrangements.

art
  • 30 September 2026

Clarkslegal celebrates strong results in the Legal 500 UK 2027

Clarkslegal would like to thank its clients for the outstanding feedback that contributed to the firm’s recognition in the Legal 500 UK Solicitors 2027 Guide. We are proud to be recognised across five key practice areas: Litigation, Property, Corporate & Commercial, Employment, and Immigration.

art
  • 29 September 2026
  • Employment

New bereavement leave rights for pregnancy loss

The Government have announced that in April 2027 they will be introducing a new right to bereavement leave to include those who suffer pregnancy loss before 24 weeks. This has been announced in their response to their consultation on bereavement leave “Make Work Pay: Leave for bereavement including pregnancy loss”.

art
  • 25 September 2026
  • Employment

Consultation response on duty to inform workers of right to join a union

The Employment Rights Act 2025, makes it a requirement for employers to inform workers of their right to join a trade union at the same time as the Section 1 particulars are issued to them and at subsequent times. The details of this new duty are to be provided in regulations.

art
  • 24 September 2026
  • Public Procurement

Procurement challenges: What documents and information are bidders entitled to?

A tricky feature of public procurement challenges for unsuccessful bidders is that contracting authorities usually hold all the cards. When the outcome of a tender conducted under the Procurement Act 2023 has been decided, authorities must provide bidders with an Assessment Summary containing their scores for each of the award criteria and those of the successful bidder and an explanation for those scores.