UK Standard Visitor Visa: Employer Guide 2025

This article is a comprehensive guide for UK employers on the Standard Visitor Visa route. It explains what the visa permits, employer compliance responsibilities when engaging with visitors, and how to avoid illegal working breaches. The content covers the scope of permitted business activities, right to work obligations, common pitfalls, and best practices for managing compliance risks.

 

Section A: What is the UK Standard Visitor Visa?

 

1. Definition and Purpose

 

The UK Standard Visitor Visa is the primary route under Appendix V of the Immigration Rules for non-UK nationals visiting the UK for short-term purposes, including tourism, family visits, and permitted business activities. It consolidates previous visitor visa categories into a single route with defined permissions and strict work-related restrictions.

For employers, it is critical to understand that the Standard Visitor Visa does not confer permission to work in the UK. While certain business-related activities are permitted, these are narrowly defined, and visitors must not undertake paid or unpaid work for a UK-based organisation.

 

2. Activities Permitted under the Standard Visitor Visa

 

Visitors may undertake specific permitted activities during their stay, including:

• Attending meetings, conferences, seminars, and interviews.
• Negotiating and signing business contracts.
• Attending trade fairs for promotional purposes only, without selling directly to the public.
• Conducting site visits and inspections.
• Providing one-off training to UK employees, where part of a global service agreement.
• Engaging in internal corporate activities for their overseas employer.

 

Certain professionals may also undertake a Permitted Paid Engagement (PPE), provided it is pre-arranged and falls within the specific categories set out in Appendix V. These include roles such as guest lecturers, performers, and invited experts.

 

3. Prohibited Activities and Work Restrictions

 

Under the Standard Visitor Visa, visitors are prohibited from:

• Taking up employment with a UK organisation.
• Engaging in work, whether paid or unpaid, that amounts to filling a role or providing routine services to a UK business.
• Providing goods or services directly to members of the public.
• Undertaking self-employed activities or freelancing in the UK.
• Participating in internships or work placements.

 

Breach of these restrictions can lead to visa curtailment, removal from the UK, and bans on re-entry. Employers who engage visitors in breach of these conditions face civil penalties of up to £60,000 per illegal worker, sponsor licence revocation (if applicable), and reputational damage.

 

4. Duration and Conditions of Stay

 

The Standard Visitor Visa typically allows stays of up to six months. Visitors must leave the UK at the end of their authorised stay and are prohibited from living in the UK through frequent or successive visits.

Visa conditions include:

• No recourse to public funds.
• No employment or work activity permitted in the UK (except for limited PPE exceptions).
• No long-term residence intentions.

 

Employers must ensure that any interaction with visitors is compliant with these conditions and that they are not facilitating activities which could constitute illegal working.

 

Summary:
Understanding the scope and limitations of the Standard Visitor Visa is critical for employers. While certain business-related activities are allowed, these are narrowly prescribed, and employers must ensure that visitor engagements do not breach immigration rules. Failure to do so can result in illegal working penalties and UKVI enforcement actions.

 

Section B: Employer Compliance Responsibilities

 

1. Right to Work Checks for Visitors

 

Employers must understand that individuals on a Standard Visitor Visa do not have the right to work in the UK. Consequently, they cannot pass a right to work check for employment purposes. If a visitor undertakes work for a UK-based organisation, whether paid or unpaid, this constitutes illegal working under the Immigration, Asylum and Nationality Act 2006.

However, when engaging with a visitor in a permitted business capacity — such as attending meetings or negotiating contracts — employers are not required to conduct a right to work check, as no employment relationship exists.

Employers must exercise vigilance. If a visitor’s activities cross into areas resembling employment — for example, performing tasks that benefit the UK entity — this could trigger an illegal working breach. Employers are advised to document the purpose of visitor engagements and assess whether the activities fall squarely within the permitted business activities defined in Appendix V.

 

2. Understanding ‘No Work’ Conditions

 

The ‘no work’ condition attached to the Standard Visitor Visa is absolute. Visitors are prohibited from:

• Filling a role or vacancy within a UK organisation.
• Providing goods or services directly to the public or a UK business.
• Undertaking tasks that would be classified as employment or self-employment under UK law.

 

This restriction applies irrespective of whether payment is involved. For employers, this means ensuring that visitors are not given access to company systems, assigned to client projects, or involved in any activity that could be construed as productive work for the UK entity.

 

3. Permitted Paid Engagements (PPE)

 

There are narrow exceptions under the Permitted Paid Engagement (PPE) rules where a visitor may undertake specific paid activities. These include roles such as:

• Academics invited to examine or assess students.
• Guest lecturers at higher education institutions.
• Performers participating in pre-arranged engagements.
• Experts invited by UK organisations for professional activities.

 

PPE activities must:

• Be pre-arranged before the visitor travels to the UK.
• Be undertaken within 30 days of arrival.
• Align with the prescribed list of eligible professions in Appendix V.

 

Employers must verify that the individual’s visa conditions explicitly allow PPE activities and that the scope of engagement does not exceed what is permitted.

 

4. Common Employer Compliance Risks

 

Engaging with visitors without a full understanding of their visa restrictions exposes employers to serious compliance risks, including:

• Civil penalties of up to £60,000 per illegal worker.
• Sponsor licence revocation or suspension (for licensed sponsors).
• Reputational harm and media scrutiny.
• Increased likelihood of unannounced UKVI compliance inspections.

 

A common compliance pitfall is assuming that business visitors can assist during busy periods or perform minor operational tasks. Even seemingly trivial breaches — such as asking a visitor to assist with office administration — can constitute illegal working.

Employers should establish clear internal policies to manage visitor engagements, ensuring all staff are aware of the limitations imposed by the visitor’s immigration status.

 

Summary:
Employers must enforce a strict policy of non-engagement in work-related activities with individuals on Standard Visitor Visas, except within the narrowly defined scope of permitted business activities or PPE rules. Understanding and respecting the ‘no work’ condition is crucial to preventing illegal working breaches and avoiding significant penalties under UK immigration law.

 

Section C: Business Visitor Activities – What is Allowed?

 

1. General Business Activities (Permitted)

 

Visitors under the Standard Visitor Visa are allowed to undertake a limited set of business activities in the UK, provided they are not employed or delivering work for a UK entity. Permitted activities include:

• Attending business meetings and internal discussions with UK colleagues or clients.
• Negotiating and signing business deals and contracts.
• Participating in trade fairs or exhibitions for promotional purposes, provided no direct selling to the public occurs.
• Carrying out site visits and inspections of UK facilities or projects.

 

These activities must be incidental to the visitor’s employment overseas. There must be no intention to perform work that provides a service to a UK company or directly benefits a UK client beyond preparatory or advisory interactions.

 

2. Internal Corporate Activities

 

Visitors employed overseas may undertake certain internal corporate activities at a UK branch or subsidiary of their employer. These include:

• Attending internal meetings, strategy sessions, and briefings.
• Sharing best practices or training UK colleagues where part of a global service arrangement.
• Discussing internal projects, provided no productive work is performed for UK clients.

 

The activities must be limited to the visitor’s employer group. No services can be delivered to external UK clients or the public under this route.

 

3. Conference & Meeting Attendance

 

Visitors may attend conferences, seminars, workshops, and meetings in the UK as part of their visit. However, active participation in delivering these events (e.g., as a paid speaker or panelist) is only permitted if the individual qualifies for a Permitted Paid Engagement (PPE) and meets the eligibility criteria.

Attendance must remain passive, focusing on learning, networking, or observing. Delivering services, hosting events, or facilitating workshops beyond incidental participation is prohibited.

 

4. Activities Requiring a Different Visa Route

 

If a visitor’s planned activities exceed the scope of the Standard Visitor Visa, they will require a different visa route. Examples include:

• Delivering services or fulfilling contracts for a UK client.
• Participating in training placements or internships at a UK organisation.
• Undertaking hands-on project work for a UK entity.
• Taking employment or engaging in self-employed work in the UK.

 

In these cases, the individual must secure an appropriate work visa — such as the Skilled Worker Visa — before commencing activities. Employers must conduct due diligence to ensure that visitor engagements do not stray into these restricted areas.

 

Summary:
Employers must differentiate between permitted business visitor activities and tasks that require visa sponsorship or alternative immigration permission. The scope for business visitors under the Standard Visitor Visa is intentionally narrow. Any activity that delivers a service or work product to a UK business or client requires proper work authorisation. Robust internal procedures are essential to ensure compliance.

 

Section D: Managing Compliance Risks for Employers

 

1. Policies and Procedures for Visitor Engagements

 

Employers should establish clear internal policies addressing how the organisation engages with visitors holding Standard Visitor Visas. These policies must:

• Define the scope of permitted visitor activities in line with Appendix V.
• Outline approval processes for arranging visitor interactions.
• Specify escalation routes for compliance queries or concerns.

 

Employees responsible for organising meetings, events, or collaborations involving overseas visitors must be trained on these policies and the limitations imposed by the visa route.

 

2. Record-Keeping Obligations

 

While right to work checks are not required for visitors engaged solely in permitted activities, it is recommended that employers maintain internal records for auditing purposes. Documentation should include:

• The visitor’s identity and visa type (Standard Visitor Visa).
• The stated purpose and nature of the visit.
• Confirmation that activities remain within permitted parameters.

 

Maintaining these records demonstrates a proactive approach to compliance, particularly if scrutinised by UKVI during an audit or compliance visit.

 

3. Training Staff on Visitor Visa Rules

 

It is essential that all employees involved in hosting or liaising with overseas visitors are trained to:

• Understand the limitations of the Standard Visitor Visa.
• Identify activities that risk breaching visa conditions.
• Escalate concerns if a visitor’s activity appears to go beyond the permitted scope.

 

Training should be part of ongoing compliance efforts, ensuring staff remain informed of any changes to UKVI guidance or immigration rules.

 

4. Responding to UKVI Compliance Visits

 

In the event of a UKVI compliance visit, employers must be able to:

• Demonstrate that visitor engagements were limited to permitted activities.
• Provide documentation evidencing the purpose of visits and visitor immigration status.
• Show that the organisation has robust compliance procedures to prevent illegal working.

 

A proactive compliance culture, underpinned by policies, records, and training, will significantly reduce the risk of enforcement action.

 

Summary:
Effective management of visitors on Standard Visitor Visas requires clear policies, diligent record-keeping, regular staff training, and readiness for UKVI inspections. Employers must ensure all interactions with visitors remain fully compliant to mitigate the risk of illegal working penalties and protect their business reputation.

 

FAQs

 

1. Can a visitor do unpaid work in the UK?

 

No. The prohibition on work under a Standard Visitor Visa includes unpaid work. Any activity that constitutes employment or service provision to a UK entity, whether remunerated or not, is prohibited.

 

2. What happens if a visitor breaches visa conditions?

 

Visitors found breaching visa conditions may face curtailment of leave, removal from the UK, and re-entry bans. Employers who facilitate illegal working can be fined up to £60,000 per illegal worker and face further sanctions, including sponsor licence revocation and reputational damage.

 

3. Are virtual meetings covered under business visitor rules?

 

Yes, visitors may attend virtual meetings while in the UK, provided they are not undertaking work or service delivery for a UK-based organisation. Passive participation in meetings is permitted; however, any productive work activity would breach visa conditions.

 

4. Do right to work checks apply to visiting clients?

 

No. Right to work checks are only required where an individual is being employed or contracted to provide work or services. Visiting clients attending meetings or negotiations under a Standard Visitor Visa do not require a right to work check, but employers must ensure the visitor’s activities stay within permitted business visitor parameters.

 

Conclusion

 

The UK Standard Visitor Visa imposes strict limitations on the activities visitors may undertake. For employers, engaging with visitors requires careful compliance management to avoid illegal working breaches. Establishing clear internal policies, training staff, documenting visitor interactions, and staying informed of UKVI guidance are essential measures to mitigate compliance risks and protect the organisation from enforcement action.

 

Glossary

 

Term	Definition
Standard Visitor Visa	The UK visa route under Appendix V for short-term visits, including tourism, business, and other permitted activities, with no right to work.
Right to Work Check	A statutory check to verify an individual’s right to work in the UK, required when employing individuals for work-related purposes.
Permitted Paid Engagement (PPE)	A limited exception under Appendix V allowing visitors to undertake specific paid engagements during their visit, subject to eligibility criteria.
UKVI	UK Visas and Immigration, the Home Office division responsible for immigration control, enforcement, and compliance.
Illegal Working	Employment or provision of services in breach of UK immigration law, which can result in civil penalties for employers and immigration sanctions for individuals.

 

Useful Links

 

Resource	Link
UK Standard Visitor Visa Guide	https://www.davidsonmorris.com/uk-visitor-visa/
UK Visitor Visa Application Process	https://www.davidsonmorris.com/uk-visitor-visa-application/
Standard Visitor Visa Activities	https://www.davidsonmorris.com/standard-visitor-visa/
Permitted Paid Engagements Guidance	https://www.davidsonmorris.com/permitted-paid-engagement/
XPATS Guide to Visitor Visas	https://www.xpats.io/uk-visitor-visa/