How to apply for a Temporary Work – Creative Worker visa

What is a creative worker visa and why is this route useful?

A creative worker is someone who can make a unique contribution to the country’s rich cultural life, for example, as an artist, dancer, musician or entertainer, or as a model contributing to the fashion industry. The Creative Worker route allows them to come to the United Kingdom to work in these sectors on a temporary basis.

Technical and support staff can also travel and work under this visa, if their employment is directly related to the work being undertaken and they have a prior working relationship with the creative worker. For example, production crews with proven technical or specialist skills, or a personal assistant supporting a director of international status in film or television.

An applicant must have a valid Certificate of Sponsorship issued by a Home Office approved A-rated sponsor using a valid Temporary Work – Creative Worker sponsor licence. There is no English language requirement (for now – see comments on the White Paper). Sometimes advertising the role is required, which is similar to a resident labour market test (more on this below).

This is not a route to settlement. A person can be granted permission for up to 12 months initially and can apply to extend their stay up to a maximum of two years if they are still working for the same sponsor. Partners and children can apply as dependants.

Are changes expected under the white paper?

The government published a white paper on 12 May 2025 titled ‘Restoring Control over the Immigration System’. It sets out radical proposals to cut net migration by making changes to the immigration system and border security. See Sonia’s coverage on this for what you need to know.

Because the Creative Worker visa is a temporary route, its impact on long-term net migration figures may be less significant compared to other routes that lead to settlement, like Skilled Worker. That doesn’t mean the route will go unscathed. There are assertions that aspects of the route may change, such as:

• A threat to introduce an English language requirement
• Stricter sponsor compliance obligations and harsher penalties for non-compliance
• Closer monitoring of compliance with immigration conditions for sponsored workers
• Reform to the sponsorship system, which could implement ‘innovative financial measures, penalties or sanctions’ where there is abuse of the sponsorship system

The proposed changes are not attractive and could undermine the advantages of the route. You’ll have to stay tuned for Free Movement’s updates to see how the changes are rolled out. 

Key information

The Creative Worker route is found in Appendix Temporary Work – Creative Worker and the Appendix Creative Worker Codes of Practice. The route is one of five under Appendix Temporary Worker. The others are Charity, Religious, Government Authorised Exchange and Seasonal Workers (and the International Agreement route now falls under the Global Business Mobility – Service Supplier category).

Previously the Creative Worker route was a sub-category of the Tier 5 (Temporary Worker) route in Part 6A of the immigration rules.

The immigration rules should be read in conjunction with the specific sponsor guidance for this route: Worker and Temporary Workers: guidance for sponsors: sponsor a Creative Worker. It contains essential information for employers in the creative sector on how to sponsor a person on this route. There is also specific mention in Appendix D: keeping documents – guidance for sponsors for creative workers. And there’s caseworker guidance too.

Consider alternatives first

Given that this route involves sponsorship and doesn’t lead to settlement, it’s worth exploring other alternative routes:

• Global Talent – a route to settlement
• Skilled Worker – a route to settlement
• Visitor – temporary, but tends to be quicker and less administration

Without getting side-tracked by the visit visa rules, it’s worth mentioning that artists, entertainers and musicians may be allowed to come to the United Kingdom on the visitor route without needing to be sponsored, if they meet the relevant requirements.

Early considerations – border concession

If you go down this route, you should take advantage of the border concession as a stand-out feature. The border concession is beneficial for those entering the United Kingdom, but not for permission to stay.

The border concession allows a non-visa national (a national of a country not listed on the visa national list) with a valid certificate of sponsorship issued for three months or less to travel to the United Kingdom without a visa. They must have proof of funds and not fall subject to any of the grounds for refusal.

They can ask for permission to enter at the border under the Creative Worker visa concession. They must not use the passport e-gates to enter and must speak to a border officer to request a “leave to enter” stamp in their passport (though this rule is different for those coming through Ireland). Aside from the certificate of sponsorship, it’s a cheap and quick way to arrive in the country with a right to work in a sponsored role.

Anyone relying on the concession must apply for an Electronic Travel Authorisation (ETA). An ETA is a pre-travel authorisation scheme and operates in a similar way to the ESTA in the US. ETA was introduced on a phased basis and became fully operational in April 2025. It applies to anyone who is eligible travel to the UK without a visa, including visitors.

Beware that if an applicant has a criminal history or ‘bad character’, they could be refused an ETA. For creative workers with contractual obligations in the UK, an ETA refusal and subsequent delay or inability to enter the UK in time, could land them in breach of contract. Therefore, anyone with a criminal history should consider obtaining legal advice before they apply for an ETA.

For more detail on this, see Ross Kennedy’s article on How to use the creative worker visa concession. 

Early considerations – switching from the visitor route is no longer permitted

Creative workers could previously benefit from a rule that permitted switching from visitor status in-country.  The old rule allowed an applicant to switch if they were standard visitors who entered the country undertaking permitted activities in the creative sector, or undertaking a Permitted Paid Engagement (PPE) as a professional artist, entertainer, or musician.

The switching provision was removed from the immigration rules on 9 November 2022. The change impacts those issued with a certificate of sponsorship on or after this date. 

Who can be a sponsor?

Sponsors must operate or intend to operate in the creative sector. Examples include, but are not limited to a national arts body, an events organiser, a producer, a venue, an agent, a promoter or promotion company, a production company or a media organisation.

A sponsor may not be the applicant’s employer. For example, a theatre troupe and their support entourage plan to do a tour of the United Kingdom. They can be sponsored by the venue or a promoter or an agent, but they will not be direct employees of the sponsor.

Where the sponsor is not the employer, the Home Office may review the arrangements and monitor the sponsor closely to make sure that their duties are being fulfilled. This may include requesting additional information at the time of submitting a defined certificate of sponsorship request, or conducting an audit (with or without notice).

What is the certificate of sponsorship requirement?

In addition to the usual things a sponsor declares when issuing a certificate of sponsorship (name, details of the job, salary etc), they will also confirm:

• that they have complied with any relevant code of practice under Appendix Creative Workers Codes of Practice (where one exists for their role) in dance, theatre, film and television, or as a model in the fashion industry; or
• where a code of practice doesn’t apply, that the applicant will be performing a role in the creative industries that appears in Appendix Skilled Occupations; and
• that the applicant will make a unique contribution to creative life in the UK.

For those who are not familiar with the route, you should know that the above requirements were introduced for applications made on or after 16 May 2024. Before that, the requirements were different.

Where a code of practice applies, the sponsor must follow it. Codes of practice cover the following occupations:

• Ballet
• Dancers (other than ballet)
• Film and television performers
• Opera performers
• Theatre performers
• Film and television workers
• Fashion industry models

A sponsor does not need to follow a code of practice if they are sponsoring a creative worker in a role in the creative industries and the worker will be making a unique contribution to creative life in the UK. The sponsor must state on the certificate of sponsorship how the worker will make a unique contribution. This can include having international status in their field or the need to maintain continuity in a production. Evidence must be kept on file in line with Appendix D.

Sponsors in the creative sector can issue certificates of sponsorship to individuals or groups (such as a performer and their entourage). If you are dealing with a group, read the guidance carefully on the key differences when filling out the certificate.

Workers under the age of 18 are eligible, but the sponsor must demonstrate that they have implemented appropriate measures to safeguard their welfare and complied with relevant legislation (including obtaining a child performance licence if applicable). They must also have parental consent.

Is there a resident labour market test for Creative Workers?

Under the pre-May 2024 immigration rules, there used to be an resident labour market test. Now, there is no requirement for such a test in the traditional sense. Sponsors are required to comply with the relevant codes of practice, which contains a list of specified evidence. It can include advertising the role in specific locations e.g. The Stage for ballet dancers.   

The sponsor must retain evidence of recruitment for sponsored workers, where required, as set out in Appendix D: keeping documents – guidance for sponsors.

What is the difference between single, multiple and consecutive engagements?

A certificate of sponsorship can be issued for one or more engagements by the same sponsor. Rehearsal periods can be included in the period of an engagement, but sponsors must not exaggerate the length of engagement in order to extend a worker’s stay. In doing so, they risk the Home Office revoking their sponsor licence.

Example of a single engagement

Bob Zylan is an American rock star and Best Agent Limited will represent him to play at the Apollo Theatre in London for a period of 12 months. Subject to having a valid A-rated sponsor licence, the Apollo Theatre or Best Agent Limited can sponsor Bob Zylan using a Certificate of Sponsorship to cover the whole 12-month period.

Example of multiple engagements

Best Agent Limited actually decide to send Bob around the UK performing at various different venues. Best Agent Limited can remain Bob’s only sponsor in the UK provided there is no more than 14 days between each individual engagement (excluding time spent outside the UK).

Example of consecutive engagements

While playing in London, Bob is approached by promoters who ask him to play at more venues including a few small independent nightclubs. In these circumstances, each one of those sponsors must assign a Certificate of Sponsorship to cover its own engagement. None of the certificates can overlap and there must not be a gap of more than 14 days (excluding time spent outside the UK) between each certificate assigned. This is known as having consecutive engagements.

The sponsor guidance provides an example of how the 14-day rule operates (on page 25):

When calculating the 14-day period between engagements, any time spent by the worker outside the UK (including the dates of their departure from and return to the UK) will not count towards the 14 days. For example, if the worker has an engagement in the UK on 1 June, they leave the UK on 8 June and return on 15 June, the period from 8 to 15 June inclusive will not count towards the 14-day period. In this scenario, the worker’s next engagement must take place no later than 24 June (assuming they spend no further time outside the UK during this period).

If, in the above scenario, the worker had not spent any time outside the UK, their next engagement must take place no later than 15 June (14 days after the first engagement).

Requirements for temporary workers

The worker must meet the validity, suitability and eligibility requirements. We’ll do a quick tour through the validity and suitability requirements first, then focus in detail on the eligibility requirements.

Validity requirements

The validity requirements are similar to the requirements for most of the points-based routes (but they’re not the same). The applicant must submit a valid visa application and pay the required application fee, immigration health surcharge (if applicable), enrol their biometrics (if they can’t use the ‘UK Immigration: ID Check’ app), submit their documents and have an assigned certificate of sponsorship issued no more than three months before the date of application.

Do remember to utilise the border concession if getting into the UK quickly is your aim.

Suitability requirement

The applicant must not fall for refusal under the grounds set out in Part 9 of the immigration rules. If applying for permission to stay, they mustn’t be in breach of immigration laws except for the usual paragraph 39E (which contains exceptions for overstayers) and they must not be on immigration bail.

Eligibility requirements

Aside from satisfying the validity, suitability and the certificate of sponsorship requirements, an applicant will need to demonstrate that they meet the eligibility requirements. This includes:

• showing that you genuinely intend, and are able, to undertake the role for which you are being sponsored and do not intend to undertake other employment;
• meeting the financial requirement;
• providing a valid tuberculosis certificate, if required; and
• providing parental consent for any applicant under 18 years of age.

There is no English language requirement (yet – but see the white paper comments above).

Genuineness requirement

The applicant must genuinely intend and be able to undertake the role they are being sponsored to do. A caseworker considering the application can request additional information and evidence. When making their assessment, the caseworker must take into account the applicant’s knowledge of the role, relevant experience of the skills needed to do the role, knowledge of the sponsor, explanation of how they were recruited and “any other relevant information”.

Additional information and documentation must be provided within 10 working days of a request from the Home Office, failing which the application will be refused. They can also request that the applicant attends an interview.

On many sponsored visas workers should not intend to undertake employment other than in the role for which they are being sponsored. However, creative workers are permitted to undertake supplementary employment without breaching the genuineness requirement.

Financial requirement

Those who have been present in the United Kingdom with valid immigration status for 12 months or longer on the date of the application do not need to evidence this requirement.

Anyone applying for entry-clearance or applying for permission to stay having been in the country for less than 12 months, must show that they have funds of at least £1,270. Evidence such as bank statements must be in a particular format showing key information and funds must have been held for a minimum 28-day period as specified in Appendix Finance.

Alternatively, (and it’s much easier if) the sponsor ticks to certify maintenance on the certificate of sponsorship. This means that they, as an A-rated sponsor, confirm that if it is necessary, they will maintain and accommodate the applicant up to the end of the first month of their employment for an amount of at least £1,270. This does away with the need to submit extra paperwork like bank statements.

Parental consent requirement for applicants under 18 years

If the applicant is aged under 18 on the date of application, they must have written consent from:

• both parents; 
• one parent, if that parent has sole legal responsibility for the applicant; or
• the applicant’s legal guardian.

The written consent must confirm support for all of the following:

• the application;
• the applicant’s living and care arrangements in the United Kingdom; and
• if the application is for entry clearance, the applicant’s travel to, and reception arrangements in the United Kingdom.

Don’t forget that if two birth parents are not available to sign, things like sole responsibility or legal guardianship will need to be proven, which can be quite a time-consuming and document heavy task. We haven’t covered dependant family member requirements and documents in this briefing but general guidance can be found here.

How much does it cost?

This route is comparatively cheap. The certificate of sponsorship fee is £55 compared to £525 for the Skilled Worker route and there’s no immigration skills charge. If the worker is applying for entry-clearance for a period of less than 6 months, they will be exempt from the immigration health surcharge.

For an entry-clearance application for a duration of 12 months, fees are as follows:

• Application fee: £319
• Immigration health surcharge: £1,035
• Any priority processing fees: up to £1,000

The applicant may also have to pay things like a tuberculosis test or certified, compliant translations. Fee vary slightly for applications made in-country.

The overall cost has increased due to recent hikes in immigration fees. The Home Office’s fees list was last updated on 1 May 2025, but the hikes can be seen in the slightly earlier update on 9 April 2025.  Fees are usually revised every April but following the announcement of the white paper (see above), they could increase again in 2025. See the Home Office website for the up-to-date list.

How long does it take?

Once you’ve applied online, proved your identity and provided your documents, you’ll usually get a decision on your visa within three weeks if you’re outside the United Kingdom and eight weeks if you’re in-country.

What is the visa duration and can it be extended?

If the application is successful, permission to enter and stay will be issued for either 12 months, or the time stated on the certificate of sponsorship plus up to 14 days before and after the period of leave granted, whichever is shorter. Those sponsored to perform consecutive engagements should get 14 days before the first engagement and 14 days after the final engagement.

Creative workers who wish to continue working for the same sponsor may apply to extend their stay for up to a maximum of 24 months. Creative workers who wish to change employers may only stay in the country for a maximum of 12 months.

Those who entered the country for up to three months under the border concession cannot extend their stay on the Creative Worker route.

Once the application is approved

Depending on the circumstances, an applicant might get:   

• A visa sticker covering the duration of stay up to 90 days;
• A visa sticker covering the duration of stay up to 90 days, and they’ll have instructions in their approval email telling them how to apply for their eVisa;
• An eVisa for the duration.

A visa grant will be subject to a number of conditions:

• no access to public funds;
• work is permitted only in the role(s) the applicant is being sponsored for;
• supplementary employment is permitted;
• study is permitted, subject to the ATAS condition in Appendix ATAS. 

This post was first published in September 2022 and has been updated by Pip Hague so that it is correct as at the new date of publication above.