Research and analysis

Global Talent visa evaluation: Wave 2 report

Published 28 March 2024

Ipsos UK

Authors: Ashley Ames, Susan Jensen, Kirsty Macleod, Nazifa Uddin

Home Office Analysis and Insight

Executive Summary

Background and methods

The Global Talent visa forms a key part of the UK’s offer for talented and promising individuals in the fields of science and research, digital technology, and the arts. It was introduced in February 2020 to replace the Tier 1 (Exceptional Talent) visa and make the process smoother, faster and more attractive for exceptionally talented people to live and work in the UK.

In order to understand how the visa is working, the Home Office commissioned Ipsos to conduct a multi-wave, mixed-methods research study with successful Global Talent visa holders. This report covers the second wave of the research, which included an online survey completed by 4,025 successful visa holders, 10 case study interviews, and 25 in-depth interviews.

Visa holders’ motivations for applying for a Global Talent visa

The most common way in which visa holders had heard about the Global Talent visa was through their university or institution (27%), followed by their professional network (23%).

As in the previous wave of the research, factors relating to careers/jobs and the professional environment were cited as the most important when deciding to apply for the Global Talent visa (with over 9 in 10 selecting one or more related factors). Findings from the in-depth interviews highlighted various aspects of the professional environment that visa holders found appealing about the UK, including its strategic geographic location for accessing key markets, the growth of their industry within the UK, and the UK being a hub for fostering new ventures/start-ups in their field.

Participants were also motivated to come to the UK by personal reasons and cultural factors, including the presence of family/social networks, the open and tolerant social environment, and ability to speak the language.

Four in five visa holders (81%) noted that the Global Talent visa had at least some influence on their decision to apply to work and live in the UK, including half overall (50%) who cited it as having influenced their decision to a great extent.

The most attractive aspects of the Global Talent visa in motivating survey participants to come to the UK were the flexibility provided by the visa (66%) and the opportunity to settle in the UK (63%). In-depth interview participants also cited the prestige of the visa as being a motivating factor.

If the Global Talent route had not been available, over 2 in 5 survey participants (43%) said they would have still come to the UK on a different visa. A third (33%) noted they would have applied for a visa to move to another country, with the USA and Canada most frequently mentioned.

Visa holders’ experiences of the Global Talent application process

As in the previous research wave, there were high levels of satisfaction with the application process; 90% of visa holders were very or fairly satisfied with the process overall, 91% with the endorsement process and 87% with the main visa application.

Around 4 in 5 (82%) felt the eligibility criteria for endorsement were clear, whilst a similar number (79%) found the main visa application easy to complete. Views expressed during in-depth interviews were similarly positive, with participants noting the process as straightforward and smooth. Small numbers had technical difficulties or found specific aspects more challenging, such as recalling/filling in previous travel details over a relatively long period.

Almost two-thirds of applicants (63%) said they received help with their endorsement application; two-fifths (39%) received help from their place of work, while 17% received help from a family member or friend, and 7% from a lawyer, immigration advisor or immigration representative.

Around 1 in 3 (34%) visa holders suggested that the endorsement process could be improved through the provision of more guidance on what information you need to provide, with some participants recommending that case studies of successful applicants could be particularly useful. Some of the depth interview respondents suggested there could be further guidance around which endorsing body to apply through if a participant had multiple, cross-cutting skills.

When asked what could be done to improve the visa application process, 3 in 10 (30%) suggested that the application process could be faster, and 27% highlighted that more information was needed about the annual Immigration Health Surcharge (IHS). Several interview participants mentioned how it could be beneficial to have further guidance around the duration of visas, including the subsequent renewal process.

Views around the fairness of the different fees associated with the visa were mixed. Overall, two-thirds (65%) thought the total application fee was fair, compared with 27% who felt it was unfair. In contrast, a greater proportion felt the IHS was unfair than fair (65% and 24%, respectively).

When asked specifically about the cost for dependants, half (52%) of those who applied with dependants thought the fees were fair, while 40% thought they were unfair.

Visa holders’ contributions to the UK

Visa holders typically expressed positive views about their professional and personal experiences in the UK to date. Almost all were in employment of some kind (98%) and around 9 in 10 (87%) agreed that their current job suited their skills and experience to a great extent. Over half (56%) had a gross salary between £31,200 and £51,999, with a further quarter (25%) earning £52,000+ per annum. These findings are in line with the previous wave of research, though are now representative of a far larger population of Global Talent visa holders.

The most frequently cited fields of work were academia (67%), followed by business and commerce (14%), and creative industries (11%). Working status and annual salary tended to vary by field of work.

When asked about their contributions to the UK, around 3 in 10 (31%) mentioned conducting research, the most commonly cited answer, followed by contributions to science/technology (19%), teaching/mentoring (13%), academic work (13%), and networking/collaborating (11%). Responses from the in-depth interviews demonstrated the diverse range of contributions of visa holders across their areas of expertise.

The majority (84%) of visa holders with dependants said their dependants were satisfied with their life in the UK, though findings from the in-depth interviews illustrated how some visa holders and their families were struggling with securing accommodation or with more general cost-of-living pressures.

In-depth interview participants cited various ways in which the Global Talent visa had made a positive difference to their professional and personal lives. These often related to the flexibility of the visa, which had offered opportunities to feel secure despite periods of unemployment, to the ability to work across various industries, or to start up their own ventures.

Visa holders’ intentions towards future settlement

The majority of Global Talent visa holders surveyed were either planning to apply for UK settlement once they were eligible (66%), were in the process of applying (2%), or had already successfully applied for permanent residency (6%).

When asked about their motivations to stay and settle in the UK, visa holders cited many of the same reasons why they initially applied for the Global Talent visa. The most frequently cited factors related to career development, including opportunities for career progression (highlighted by 67% of visa holders), opportunities to be in a role that matched their specific skills (67%), opportunities to make a success of their career (62%), the opportunity to work in a professional environment where they are judged by their skills (59%), and the availability of facilities to support their work (56%).

Access to good quality services such as education and healthcare were also important factors for nearly half (46%) regarding their decision to apply for settlement, with some in-depth interview participants saying they perceived services, such as the NHS, as being better than equivalents in their home countries or other countries where they would consider settling (such as the US).

Visa holders’ decisions were also influenced by personal or lifestyle factors, including networks of family and friends in the UK, and familiarity with British culture (cited by 44% and 35%, respectively). Several of the depth interview participants also highlighted the further benefits of having UK citizenship (in addition to settlement), including the right to vote (and the community engagement attached to this) and having a UK passport.

A few in-depth interview participants had either already settled or were in the process of doing so, with most describing the application process as smooth. Some frustrations were raised around the high fees and longer timelines relating to the settlement of dependants.

Those participants who were unsure about whether they would apply for settlement tended to highlight the fluid and unpredictable nature of work in their fields, which can mean they need to move locations and be based elsewhere in the world (notably some working in academia). Those who were firmer in their plans not to apply for settlement tended to cite family reasons and other ties to their home country.

1. Introduction

1.1 Overview of the policy context and background

The UK government introduced the Global Talent visa in February 2020. The Global Talent visa forms a key part of the UK’s offer for talented and promising individuals in the fields of science and research, digital technology and the arts, who wish to live and work in the UK.

A number of countries offer visas aiming to attract highly skilled and renowned professionals, artists and researchers, including the Global Talent visa programme in Australia, the EB1 visa in the USA, the Global Talent stream in Canada, and the Highly Skilled Professional visa in Japan.

In the UK, the Global Talent visa replaced the Tier 1 (Exceptional Talent) visa. The main changes included:

• lifting the cap on the number of eligible visas
• addition of UK Research and Innovation (UKRI) as an endorsing body
• including a fast-track endorsement pathway for some applicants
• widening the number of eligible fellowships and fields of endorsement

The aim of the changes was to make the application process smoother, faster and more attractive to exceptionally talented individuals. In addition to these changes, Global Talent visa holders are entitled to greater flexibility, such as through the following benefits:

• change jobs/employers without applying for a further grant of leave from the Home Office
• work in multiple jobs, and for multiple employers (and in unrelated sectors), without visa restrictions
• more easily undertake self-employed, freelance and contractual work (while applicants can be non-salaried workers on Skilled Worker, they still need to be sponsored by a Skilled Worker sponsor which in practice is more complex)
• work in roles that provide cultural, scientific or economic benefits to the UK, but that do not attract the minimum wage required for a Skilled Worker visa (£25,600)
• have gaps in employment
• quicker route to settlement (for most)

For most applicants, the Global Talent application process involves 2 stages: endorsement and visa application. Most applicants apply for endorsement either as an Exceptional Talent or someone showing Exceptional Promise in their field^{[footnote 1]}.

A total of 17,012 endorsement applications had been received between April 2020 and April 2023 across the 6 endorsing bodies:

• the British Academy
• the Royal Society
• Royal Academy of Engineering
• Tech Nation^{[footnote 2]}
• Arts Council England
• UK Research and Innovation (UKRI)

Across this time period, 12,243 visas were granted, encompassing both those who had applied via endorsing bodies or through the Prestigious Prize pathway.

Figure 1.1 outlines the application process and includes a breakdown of volumes across different stages and between the different endorsing bodies.

Figure 1.1: Flowchart of the Global Talent endorsement and visa application process

1.2 Overall aims and objectives of the research

In order to understand more about how the Global Talent visa is working, the Home Office commissioned Ipsos to conduct a programme of mixed methods research. This report covers the second wave of Global Talent research, following the first wave which was conducted in 2021 and published in 2022.

This second wave of research was informed by the first wave of the research, covering similar themes, utilising an adapted methodological approach to engage larger numbers of visa holders. The research methodology is outlined in chapter 2 of this report. This second wave of research also sought to capture some longer-term experiences of those living in the UK on the Global Talent visa, reflecting the additional time elapsed since the initial wave of research.

Specifically, this wave of research aimed to understand:

• whether the Global Talent visa scheme is working as intended
• how the Global Talent visa has influenced the attractiveness of the UK for successful applicants, and what benefits of the Global Talent visa have made a difference to and are utilised by visa holders
• what contributions Global Talent visa holders are making to the UK (including the range of contributions)
• what the long-term experiences of Global Talent visa holders are, including future plans for UK settlement or experiences of the settlement process
• what lessons can be learned about scheme implementation and lessons for improvement

1.3 Structure of this report

The structure of this report is as follows:

Chapter 2: Methodology – an overview of the methodological approach to wave 2 of the research, including a sample profile of the research participants and a guide for interpretation of results.

Chapter 3: Visa holders’ motivations for applying for the Global Talent visa – how visa holders first heard about the Global Talent visa and the factors that were important in their decision to apply to move to or remain in the UK, including the role and influence of the Global Talent visa.

Chapter 4: Visa holders’ experiences of the Global Talent application process – visa holders’ views and experiences of the endorsement and visa application process.

Chapter 5: Global Talent visa holders’ experiences in the UK to date – visa holders’ professional and personal experiences and perceived contribution to the UK since having the Global Talent visa.

Chapter 6: Visa holders’ intentions towards future settlement – visa holders’ intentions towards future settlement, as well as experiences of visa holders who have already settled.

Chapter 7: Reflections and considerations – reflections on findings across the research and potential considerations around next steps for the Global Talent visa, as well as potential further areas for future evidence and insights.

Appendix – supporting materials referenced throughout the report.

2. Methodology

A 2-wave, mixed methods approach has been taken to assess and understand how the Global Talent visa is working. The initial wave in 2021 focused on successful applicants’ perceptions and experiences of the application process, as well as their subsequent experiences as Global Talent visa holders.

This second wave of the research covers a larger sample of visa holders to assess how experiences of the application process and visa scheme more broadly have continued to evolve. It provides a deeper understanding of participants’ perceived contribution to the UK and the longer-term experiences and plans of Global Talent visa holders, particularly regarding UK settlement.

The research in both waves included quantitative surveys of successful Global Talent visa holders and in-depth qualitative interviews.

2.1 Quantitative survey methodology

The quantitative survey methodology in wave 2 diverged slightly from the mixed-mode approach used in wave 1, in which an initial telephone survey was followed up with some targeted online surveys. In wave 2, an online survey methodology was used, with telephone interviews to be used if the response rate to the online survey was low. Given the strong response rate observed throughout the initial weeks of fieldwork across all Global Talent pathways additional telephone surveying was not deemed necessary.

The questionnaire was designed collaboratively with the Home Office Analysis and Insight (HOAI) team, building on the wave 1 survey to cover:

• visa holders’ backgrounds and demographic data
• motivations to apply for a Global Talent visa
• satisfaction with and experience of the endorsement and visa application process
• employment status and salary
• perceived contribution to the UK and/or to their field of work
• whether visa holders had applied for settlement or were planning to

Screening criteria were largely designed around participants’ status in the UK, including whether they were still on the Global Talent visa, whether they were living in the UK, and whether they had applied for settlement. Appendix A outlines the various responses to these questions. The majority (92%) of participants were still living in the UK, most on a Global Talent visa (88%), with far fewer (4%) already having achieved settled status.

To account for participants who had previously responded to the wave 1 survey, the questionnaire was updated to include 2 routes. The first route followed a similar structure to the wave 1 questionnaire, and asked participants to explore their motivations and experiences with the endorsement and application processes. The second section of the questionnaire was open to both new wave 2 participants and previous wave 1 participants who were taking part in the research for a second time. This section covered their employment status, income, contributions to the UK, experience of dependants (if any) and future plans for settlement.

This approach meant that previous survey respondents were asked a shorter questionnaire within this second wave as they were not asked again about their motivations for applying or about the application process.

Several groups were excluded from the survey invite to reduce the participant research burden. This included individuals who had previously taken part in the in-depth interviews in wave 1 and those who had taken part in either the case study or in-depth interviews in wave 2.

Fieldwork for the wave 2 survey took place between 18 May and 24 July 2023. An initial invitation email was sent to applicable successful visa holders by the HOAI team. Three reminder emails were subsequently sent from Ipsos to those visa holders who had not yet completed the survey.

Quotas were not set, though completion rates were monitored to ensure sufficient samples of both individuals who applied for the visa from within the UK (in-country applicants) and people who applied for the visa from outside the UK (out of country applicants), and that an adequate spread of responses was reached across endorsing bodies.

A total of 4,025 participants took part in the survey, representing a completion rate of 46%. The final achieved sample profile was broadly reflective of the sample frame of successful applicants provided by HOAI on key visa characteristics including visa type (Exceptional Promise or Exceptional Talent), application type (in-country or out of country), whether the application was fast-tracked, and by endorsing body. Given the sample was broadly representative on these characteristics, no weighting was applied to the data.

Table 2.1: Sample profile - Characteristics of survey participants^{[footnote 3]}

		% Completes
Visa type	Exceptional talent	37%
	Exceptional promise	44%
	Neither / Unknown	19%
Application type	In-country	30%
	Out of country	70%
Track	Fast-tracked	50%
	Not fast-tracked	44%
	Unknown	7%
Endorsing body	Arts Council	13%
	British Academy	10%
	Royal Academy for Engineering	10%
	Royal Society	16%
	Tech Nation	18%
	UK Research and Innovation (UKRI)	32%
	Unknown	1%
Sample wave	Took part in wave 1 and wave 2 surveys	4%
	Wave 2 only	96%
Age	18 to 24	1%
	25 to 34	51%
	35 to 44	38%
	45 to 54	7%
	55 to 64	2%
	65 to 74	1%
	75+	<1%
Gender	Female	34%
	Male	64%
	In another way	<1%
	Prefer not to say	1%
Ethnicity	Arab, Middle Eastern, Central Asian or North African	7%
	Black, black African or Caribbean	12%
	East Asian	8%
	Latin American and Hispanic	3%
	Mixed	3%
	South Asian	15%
	Southeast Asian	1%
	White	23%
	Other	3%
	Prefer not to say	20%
	Don’t know	4%

2.2 Qualitative research methodology

Case study interviews

To understand visa holders’ longer-term experiences in the UK, Ipsos carried out 10, one-hour long case study interviews via Microsoft Teams with participants who had previously been interviewed in wave 1. The purpose of these follow-up interviews was to understand how participants’ careers and lives more broadly were progressing in the UK, and whether they had changed roles or utilised any of the flexible benefits provided by the Global Talent visa.

These interviews were carried out between 3 March and 9 May 2023, prior to the commencement of the quantitative survey fieldwork, and anonymised transcripts were provided to HOAI. Insights from these interviews fed into the quantitative survey questionnaire development.

In-depth interviews

An additional 25 in-depth qualitative interviews were conducted to provide deep-level insights to complement the survey dataset, encompassing diverse views and nuanced experiences of visa holders. Visa holders that had taken part in the first research wave were not eligible to take part (in order to manage the level of burden placed on individuals). These interviews were carried out via Microsoft Teams and took around 45 minutes per individual.

The topic guide for the in-depth interviews was developed by Ipsos and HOAI, largely building on the guide used in wave 1, with the addition of probing questions around participants’ knowledge of certain visa benefits, such as the research-related absence entitlement. The questions followed the visa journey from initial awaress of the visa, through the application process, to visa holders’ personal and professional experiences in the UK and future settlement intentions.

These in-depth interviews took place alongside quantitative survey fieldwork, between 1 June and 9 August 2023. Quotas were set to ensure a range of experiences were captured across areas pertinent to experiences of the visa process, with the total number of interviews for each quota category outlined in table 2.2.

Table 2.2: Profile characteristics of in-depth interview participants

		Completed
Visa type	Exceptional Talent	15
	Exceptional Promise	10
Application type	In-country	12
	Out of country	13
Nationality	EU	5
	Non-EU	20
Track	Fast-tracked	11
	Not fast-tracked	14
Endorsing body	UKRI	4
	Royal Society	4
	Tech Nation	4
	Royal Academy for Engineering	4
	British Academy	4
	Arts Council	5
	Unknown	1%
Dependants	No dependants	13
	Dependants	12
Date applied	2020	5
	2021	6
	2022	9
	2023	5
Total		25

Quality assurance and ethics

Quality assurance was built into all stages of the project, with review and sign off based on clear roles and responsibilities. All research instruments and reports were signed off by the Ipsos Project Director. The project approach was reviewed by an in-house Ipsos Ethics Group, to ensure adherence to all Government Social Research principles.

All participants who took part in the research did so based on informed consent, which made it clear that participation was voluntary. Participants were provided with written information and a privacy notice ahead of each interview/survey, outlining the aims and objectives of the research, and how any data would be used and stored. This included assurances that responses were confidential and that participants would not be identified through the research. This information was also covered at the start of interviews and verbal consent was captured prior to the interview.

2.3 Interpretation of the data

Quantitative survey data

Given the methodological differences between the quantitative survey approaches in waves 1 and 2, direct comparisons between the data from the 2 surveys are not viable. Where applicable, patterns of findings from wave 2 are compared with those from wave 1 and key similarities or differences (if any) are highlighted in this report. Findings from wave 2 are assessed across key sub-groups, including by endorsing body.

The following are important points to consider when reading this report and interpreting the quantitative survey data:

• where percentages in this report do not sum 100, this may be due to rounding or the exclusion of ‘Don’t know’ answers
• an asterisk (*) indicates a percentage of less than 0.5% but greater than zero
• it should be noted that the survey was conducted among a sample of successful visa holders who chose to take part, rather than all Global Talent visa holders
• the achieved profile of survey participants was found to be broadly reflective of the key characteristics of successful visa holders in the sample frame provided by HOAI (such as visa type)
• statistical tests were applied to identify differences between sub-groups among those who chose to take part in the survey. Only differences identified in this way are referenced throughout this report^{[footnote 4]}

Qualitative research findings

The following points should be considered when interpreting the qualitative findings presented in this report:

1. Qualitative research is not intended to be statistically representative of the wider population. Instead, purposive sampling is used to explore nuances in people’s experiences and motivations. As such, they complement the survey findings, providing in-depth insight into relevant feelings and perceptions of visa holders.
2. Verbatim comments from the interviews have been included within this report. These should not be interpreted as covering the views of all participants but have been selected to illustrate relevant insights into a particular issue or topic. Furthermore, some verbatim comments have been edited for clarity and to ensure anonymity, while retaining participant’s original meaning and intentions.

3. Visa holders’ motivations for applying for a Global Talent visa

This chapter outlines key findings on how participants first heard about the Global Talent visa and the factors that were important in their decision to apply to move to or remain in the UK, including the role played by the Global Talent visa.

3.1 Awareness of the Global Talent visa

Sources of awareness

Global Talent visa holders surveyed were most likely to have first heard about the Global Talent visa through their university or institution (27%), followed by just under a quarter (23%) who had heard about it through a colleague or peer within their professional network. Tech Nation and Arts Council applicants were more likely than average to have been made aware through their professional network (39% and 33%, respectively).

Figure 3.1: How visa holders surveyed first heard about the Global Talent visa

How did you first hear about the Global Talent visa?

Around 1 in 7 of those surveyed (15%) first heard about the visa from their employer in the UK. Some of the in-depth interview participants described hearing about the visa through their employer presenting different visa options and suggesting they would qualify for Global Talent.

Among different endorsing bodies, UKRI visa holders were more likely to have heard about the visa from their employer (28% compared to 15% overall). Tech Nation, Arts Council, and Royal Academy of Engineering visa holders, on the other hand, were more likely to hear about the visa via word of mouth, for instance from a friend or family member or a colleague or peer within their professional network. For example, 39% of Tech Nation, 33% of Arts Council, and 31% of Royal Academy of Engineering visa holders first heard about the Global Talent visa from a colleague or peer in their professional network, compared with 23% overall.

Around 1 in 10 visa holders surveyed (11%) had heard about the visa via the UK government website. Some of the in-depth interview participants who applied for the visa without having a job in the UK mentioned looking at visa options online and finding the UK Government website very helpful. Arts Council visa holders were more likely than those endorsed by other bodies to have heard about the visa on the UK Government website (20% compared to 11% overall).

Academics and researchers were particularly likely to have heard about the visa through their employer, in this case, their universities and institutions (44% of British Academy visa holders, 42% of UKRI visa holders, and 31% of Royal Society visa holders had been made aware via this route). In the in-depth interviews, researchers with a fellowship that qualified them for the Global Talent visa noted how they had heard about it through the fellowship. Several participants noted that their university HR department provided them with visa options and highlighted the benefits, particularly the flexibility, of Global Talent over other visas.

“We looked at different options of visas with the support of the university’s HR and then they said, ‘there are these different options. This one seems like it’s the right one for you. You fit all the criteria, it’s a better visa to apply for, it provides flexibility, it fits the profile and what you were going to do.’ So that’s what I applied for.”
British Academy visa holder

Feedback from visa holders suggested that familiarity with the Global Talent visa can vary markedly across universities, which will have impacted visa holders’ experiences when applying. Some universities were highlighted as having excellent, clear guidance that academics could follow.

However, it was highlighted that other universities appeared unclear about the applicability of different roles or levels of seniority to the Global Talent visa. One interview participant who had multiple job offers from universities across the UK noted how they had chosen the university that would help them with their Global Talent visa, citing others as being less willing to support them in their application on the basis that they did not think they would qualify. This visa holder also shared experiences they had heard through their professional network, highlighting the inconsistencies among universities in their familiarity with the eligibility requirements and in their likelihood to recommend the visa.

“I have a friend who has the Global Talent (visa), it was his first job as a lecturer. But then for someone else [another individual known within professional network] who is employed as a senior lecturer doing the same job in another university, [the university] said no this (Global Talent visa) is not available for you…So there should be clarity … because it will mean that everyone who wishes to come on the visa route would be attracted to particular universities who grant that opportunity.”
British Academy visa holder

3.2 Motivations for applying for the Global Talent visa

Visa holders taking part in the survey were asked to select the factors that were important to them when considering coming to or remaining in the UK. These were grouped into themes to understand their relative importance, covering:

• ‘career or jobs’
• ‘professional environment’
• ‘facilities and institutions’
• ‘familiarity with the UK’
• ‘aspects of the Global Talent visa’
• ‘access to services’

Careers or jobs

The factors that were most frequently cited by visa holders related to ‘careers or jobs’: 94% selected one or more related factors, including opportunities for career progression (72%), and role opportunities that matched their specific skills (71%). These were far more likely to be cited as factors in people’s decisions to come to or remain in the UK than attractive pay and benefits, which was selected by around 3 in 10 (29%).

In in-depth interviews, career progression was described as an important motivator, especially for early career researchers who felt there were a lot of potential opportunities in UK universities. Visa holders also cited being motivated by starting a new position in a prestigious institution, as well as opportunities in a specific field where the UK was seen as leading. For example, several Arts Council visa holders mentioned the thriving theatre and entertainment industry in the UK as having been a motivating factor.

Figure 3.2: Importance of factors related to ‘career or jobs’

Which, if any, of the following factors were important to you when considering coming to, or remaining in, the UK to work and live^{[footnote 5]}?

Professional environment

Overall, 93% of visa holders surveyed selected one or more factors related to their ‘professional environment’ as being important in their decision to come to/remain in the UK, including opportunities to make a success of their career (65%), or the opportunity to work in a professional environment where you are judged by your skills (64%). Over half (54%) mentioned access to professional networks (for example, the opportunity to work with leading experts and peers) as a motivation.

Several interview participants mentioned that the UK was a hub for their particular industry for various reasons. For instance, some highlighted that their industry was experiencing growth in the UK due to government investment into technologies such as AI or semiconductors. One participant mentioned that the UK was ideally situated geographically, which would help to facilitate their business activities in Europe. Similarly, another participant also mentioned that the prospect of being somewhere as central as London was a motivator as it would help them progress and network with others in the gaming industry.

“The gaming industry is also pretty strong in London, a lot of events happening, different conferences, different meet-ups. […] That was one of the motivations. Everything happens in London. If you want to see something, or go somewhere to meet, it’s much easier to connect in London, because it’s such a central place, and connected to everything.”
Tech Nation visa holder

Figure 3.3: Importance of factors related to the professional environment

Which, if any, of the following factors were important to you when considering coming to, or remaining in, the UK to work and live?

The ease of setting up a business was far more relevant to visa holders endorsed by Tech Nation, with 45% of these respondents listing it as a motivation, compared to 14% overall. Similarly, Tech Nation visa holders within the depth interviews described the ability to set up a company as having been a motivator to come to/stay in the UK, with London in particular being perceived as a hub for entrepreneurs.

Facilities or institutions

Around three-quarters (74%) of those surveyed said one or more factors related to facilities or institutions were important to them when considering living and working in the UK. These included facilities to support their work (62%) and availability of funding to support their work (46%). Factors related to facilities or institutions were more of a consideration for those working in academia (84% highlighting at least one of these factors as being important to their decision, compared to 74% overall).

Figure 3.4: Importance of factors related to facilities or institutions

Which, if any, of the following factors were important to you when considering coming to, or remaining in, the UK to work and live?

Familiarity with the UK

Familiarity with or connections to the UK were important to many participants when they were considering moving to or remaining in the UK. Overall, 78% of visa holders surveyed selected one or more related factors, including 62% who selected familiarity with the English language and 39% who selected personal networks (such as family or friends in the UK). Within the depth interviews, some participants highlighted how their decision had been motivated by having a romantic partner or social network in the UK. Being able to speak English was viewed as helpful and made working in the UK easier than working somewhere where they do not speak the language. In-country applicants who had been in the UK for several years described how they felt at home, with some expressing a desire to live here permanently.

“Having been in the UK when I was applying for this visa, I think I had been there for almost 5 years. The UK felt like my second home, I had established myself with my friends. I had a new family in the UK, I felt as though I was more at home in the UK.”
Royal Society visa holder

Figure 3.5: Importance of factors related to familiarity with the UK

Which, if any, of the following factors were important to you when considering coming to, or remaining in, the UK to work and live?

Aspects of the Global Talent visa

Features of the Global Talent visa, such as the application process and content of the visa, were selected as important considerations by 59% of visa holders surveyed (experience of and views on the visa application process are covered in more detail in chapter 4). This was especially so for respondents endorsed by Tech Nation or Arts Council (77% and 71%, respectively).

Figure 3.6: Importance of factors related to the Global Talent visa

Which, if any, of the following factors were important to you when considering coming to, or remaining in, the UK to work and live?

Other motivating factors

Access to good quality UK public services, such as healthcare, was selected as an important factor by 2 in 5 visa holders surveyed (40%). This was more likely to be an important consideration for visa holders who included dependants on their application (45%) than those who did not (37%).

The ability to transfer pensions, social security or healthcare benefits from another country was cited as a motivating factor by around 1 in 10 visa holders (9%).

Views expressed in the in-depth interviews demonstrated a mix of perspectives on UK public services, from those who considered them to be world class, to others who felt they were not of a high standard.

Other considerations cited within the depth interviews covered broader societal factors, including the perception of the UK as being tolerant and friendly towards immigrants, especially London, which was highlighted as being highly multicultural. Additionally, tolerance towards LGBT+ rights and acceptance of same sex relationships was highlighted as a positive feature of the UK.

A few participants made direct comparisons to the USA, citing the UK as being safer, with less gun crime and hate crime.

Other factors mentioned by participants in the interviews included the convenience of the UK being close to the rest of Europe, as well as having easy travel links to further afield, including connections to some participants’ home countries and families.

Relative importance of motivating factors

Survey participants were asked to rank the factors that were important to them when deciding whether to move to/remain in the UK. Figure 3.7 illustrates the proportions of people ranking each set of themed factors within their top 3 selections. Factors relating to careers/jobs and the professional environment were, by far, the most frequently prioritised.

This pattern of findings is broadly in line with the findings from the previous wave 1 survey undertaken in 2021, indicating that visa holders’ motivations for moving to/staying in the UK have remained fairly consistent in recent years.

Figure 3.7: Factors ranked in the top 3 most important when deciding whether to move to or remain in the UK

Which, if any, of the following factors were important to you when considering coming to, or remaining in, the UK to work and live? (% ranked in top 3 choices)

These priorities were echoed by in-depth interview participants, who tended to cite a desire to work in the UK and access to career progression opportunities as their main motivations for coming to/staying in the UK. Several participants mentioned the UK as being a hub for their industry or as having high growth potential, such as the semi-conductor industry.

“[T]he Prime Minister has invested 3 billion dollars for the semiconductors […] that’s my expertise, working on the semiconductor. So, I feel like, okay, if I come here and if I have the opportunity to work there […] my career would be more pronounced. So, I was thinking mainly for that one, my career, and especially my career growth.”
UKRI visa holder

The UK’s professional environment and renowned institutions were also mentioned in the in-depth interviews as an important motivating factor. For example, one participant praised UK university research and funding, as well as the infrastructure in London, for providing a positive environment for start-ups.

“I think, especially with the reputation of the UK universities and the funding for research here, the process of having a start-up company here is much, much easier than Europe. I think London is one of the incubators for start-up companies, so this is a supportive thing for the UK.”
UKRI visa holder

The role of the Global Talent visa in decision making

Degree of influence

When asked about the overall influence of the Global Talent visa on their decision to apply to work and live in the UK, 81% of visa holders said it had at least some influence. Overall, half (50%) of the visa holders surveyed said it had influenced their decision to a great extent, with a further 31% saying it had influenced them to some extent.

Visa holders endorsed by Tech Nation or the Arts Council were particularly likely to say that the visa had a strong influence on their decision (72% and 71% respectively noting it had a great deal of influence, compared to 50% overall, across endorsing bodies).

Figure 3.8: The extent to which the Global Talent visa influenced visa holders’ decisions to apply to work and live in the UK

To what extent, if at all, did the Global Talent visa influence your decision to apply to work and live in the UK?

Around 1 in 10 of the visa holders surveyed (11%) said that the Global Talent visa had no influence on their decision to apply to work and live in the UK. This was more common for those endorsed through the British Academy (20%) or the Royal Society (17%), though still represents a minority of these visa holders.

Views expressed in the depth interviews illustrated how for some respondents, the visa was more of a bureaucratic step to enable them to do their role in the UK.

“I didn’t care about the visa […] the university kind of said, ‘Okay, if we hire you, we’ll figure out a visa for you.”
Royal Society visa holder

Attractive features of the visa

Those visa holders who cited aspects of the Global Talent visa as being important to their decision to come to or remain in the UK were asked about the specific aspects that attracted them. Flexibility of the visa (not being tied to a single job or employer) was the most frequently cited feature (66%), followed by the opportunity to settle in the UK (63%), and the opportunity for an accelerated route to settlement (56%).

Around 2 in 5 cited the prestige of the visa (41%) and the eligibility to be endorsed by a recognised body in their field (37%) as aspects that had attracted them to move to/remain in the UK.

Figure 3.9: Aspects of the Global Talent visa that attracted visa holders

Which, if any, of the following aspects of the Global Talent visa attracted you to move to or remain in the UK?

In-depth interview participants similarly noted how they had been motivated by the flexibility of the visa, highlighting the freedom in employment through not being tied to one employer. This freedom and flexibility in employment was especially important to Tech Nation visa holders, with more than 8 in 10 (83%) visa holders endorsed by Tech Nation selecting flexibility of the visa as a factor that attracted them to the UK. In the in-depth interviews, Tech Nation participants mentioned the benefit of not being tied to a single job or employer and the flexibility to start their own venture as key factors.

“I think, first and fundamentally, there are very minimal to no restrictions, that’s something good which allows me to do a part-time job, full-time job, open my venture, and do anything […] I had that freedom.”
Tech Nation visa holder

Some in-depth interview respondents also highlighted the importance of the accelerated route to settlement, particularly to in-country applicants who were already on other work visas and were now able to apply for settlement faster. Several out-of-country applicants also highlighted the fast-tracked, 3-year route to settlement as a primary factor in applying for the visa, particularly if they perceived living in the UK to be more secure for political or security reasons. For example, one participant was searching for a more stable environment for their family and career, and ultimately chose the Global Talent visa and the UK over opportunities in the US because they could apply for settlement more quickly.

“I’m originally from [country], […] I was moving around, because firstly it’s a place where a lot of conflict, where it’s not safe, I cannot have my professional career development. […] I wanted to be in a country that allowed me to settle [and the] Global Talent visa has a very amazing opportunity within 3 years.”
UKRI visa holder

The prestige of the visa was also cited in the in-depth interviews as a motivation for some visa holders. A few participants thought that the Global Talent visa was a “noble route” and that the name of the visa was impressive and gave them an advantage at their jobs or institutions, since they had been recognised and endorsed by leading bodies in their field.

“Global Talent, or especially my endorsement, was exceptional talent. This gives you, kind of, confidence when you are at your institute, at your job. So obviously when you are being endorsed by the institute, your boss is involved in that, they know what’s going on. So this is one thing which gives you an advantage.”
Royal Academy for Engineering visa holder

Within the survey, around 3 in 10 (29%) were motivated by the ease of the application. Depth interview participants highlighted that the Global Talent visa process did not have the demands of other visas where they had to prove their financial capability or their proficiency in the English language.

One feature of the Global Talent visa is the ability to take research-related absences from the UK without affecting eligibility for settlement. Of those eligible^{[footnote 6]} to use this feature, around 1 in 10 (11%) cited this as an attractive feature of the visa. Several researchers mentioned in the in-depth interviews that they had not been aware of this benefit at the time of applying, though had since been able to appreciate its importance to academics who are required to frequently work abroad.

“I felt that [the Global Talent visa] gave me flexibility to do my own research, to work anywhere that I wanted to work in the UK [or abroad].”
Royal Society visa holder

Around two-thirds (68%) of Global Talent visa holders who had applied with the fast-track application pathway said that the ability to apply using fast-track had influenced their decision to apply for the visa.

What visa holders would have done if the Global Talent visa was not available

More than 2 in 5 (45%) said they had considered applying for a different UK visa before applying for the Global Talent visa. Of these, the majority (82%) said they had considered applying for the Skilled Worker visa (formally the Tier 2 (General) visa). Smaller proportions had considered the Start-Up^{[footnote 7]} (6%) or Innovator^{[footnote 8]} (5%) visas, Dependent Partner or Student visas (both 4%).

Visa holders were asked in the survey what they would have done if the Global Talent visa route had not been available. Just over 2 in 5 (43%) said they would have still come to the UK on a different visa. A third (33%) said they would have applied for a visa to move to another country, with the USA and Canada most frequently mentioned^{[footnote 9]}. In the in-depth interviews, the USA was highlighted as having a similar talent visa available (the EB1 visa). One participant mentioned, for instance, that they felt the Global Talent visa was preferable to the EB1 visa as the process was simpler and more straightforward. They further explained that the EB1 visa process was very detailed and waiting times were lengthy.

“There’s another visa category in the US, it’s EB1 visa. It’s also an exceptional talent visa. […] the waiting time for that visa is quite long. […] I know how difficult to get that EB1 visa […] So, that’s always made me like this UK talent visa, I feel like this is also a prominent visa, so I should get this one.”
UKRI visa holder

Around 1 in 7 visa holders surveyed (15%) stated they would have returned to or remained in their home country had the Global Talent visa route not been available.

4. Visa holders’ experiences of the Global Talent application process

This chapter outlines the findings on visa holders’ views and experiences of the endorsement and visa application process.

4.1 Satisfaction with the endorsement and application processes

Overall satisfaction with the application process was high, with 90% of visa holders surveyed saying they were either very or fairly satisfied with the whole process. These high levels of satisfaction were consistent across visa holder types, including both in-country and out of country applicants.

Figure 4.1: Satisfaction with Global Talent visa application process as a whole

Overall, how satisfied or dissatisfied were you with the Global Talent visa application process as a whole?

The high level of satisfaction with the overall process was reflected in visa holders’ views about the 2 main stages of the application process: endorsement (91% satisfied) and main visa application (87% satisfied). These high levels of satisfaction align with the positive ratings recorded in wave 1.

Figure 4.2: Satisfaction with the endorsement and visa application processes

How satisfied or dissatisfied were you with the following?

4.2 Experience of the endorsement process

Choosing an endorsing body

Most visa holders surveyed (82%) found the eligibility criteria for endorsement to be clear. This was reinforced by in-depth interview participants, who described deciding which endorsing body to apply through as being straightforward with guidance from the UK Government and endorsing body websites. In-depth interview participants recalled choosing their endorsing body based mostly on their field of work, however, some took into account the application process and recommendations from other candidates.

“If you Google, there is a lot of candidate feedback, and the general recommendation was Tech Nation. They’re more logical, they don’t take a lot of time, their decisions are very fast. That was the general feedback, and they’re not too complicated also that’s what I read. So I decided to go with them.”
Tech Nation visa holder

However, some in-depth participants described being initially unsure about which endorsing body would be most appropriate and having to check with their employer to confirm. Some of this reflected breadth of skills; participants with talents in multiple fields highlighted how this could make it more challenging to decide on the most appropriate endorsing body.

For instance, one participant shared in an interview the experience of an acquaintance who was unsuccessful in their Global Talent application. They were cited as being skilled in both technical and fiction writing and decided to apply through the British Academy arts track. However, as their fiction writing was in another language, they provided technical writing samples and references which were in English. This resulted in a rejection from British Academy, since the samples did not match the skills they had cited on their application. The participant suggested that more open channels of communication between endorsing bodies could facilitate a more thorough assessment of which endorsing body would be most appropriate for candidates with a more wide-ranging or nuanced set of skills.

“[I]t’s not quite clear whether they need to re-apply for a technical track […] maybe if the different endorsement bodies on this scheme could have some communication channels so they could send the application to another board if it wasn’t quite fitting their remit. That would help the applicants because sometimes they just fall in between the fields or a bit of both, like in this case.”
Royal Society visa holder

Completing the endorsement application

Visa holders surveyed reported positive experiences of the process of applying for endorsement, with only a small percentage expressing dissatisfaction. The majority of visa holders (79%) said the form itself was easy to complete, with the same proportion finding the process open and transparent.

Figure 4.3: Views on the endorsement process

Do you agree or disagree with the following statements about the endorsement process?

Just over a quarter (27%) of visa holders thought the time it took to complete and submit the application was much longer than expected. Tech Nation and Arts Council visa holders were more likely than average to report it taking longer than expected (44% and 36%, compared to 27% average)^{[footnote 10]}. To some extent, this may reflect the lack of a fast-track route available for Arts Council^{[footnote 11]}.

Furthermore, some in-depth interview participants explained that it could take time to obtain letters of recommendation, as many referees they reached out to were busy industry leaders.

“Making sure that you have the endorsement letters […] it takes some time to reach people, to discuss with them. Not every[one] wants to write something. It takes some effort, and then creating all the evidence as well.”
Tech Nation visa holder

Help with the endorsement process

Almost two-thirds of visa holders (63%) said they received help with their endorsement application: two-fifths (39%) received help from their place of work, while 17% received help from a family member or friend, and 7% from a lawyer, immigration advisor or immigration representative.

Figure 4.4: Help with the endorsement application

Now thinking about the process for endorsement, did you get help from anyone when completing your endorsement application form?

UKRI and British Academy visa holders were more likely to have received help from their place of work (67% and 45%, respectively). During in-depth interviews, participants who worked at universities typically described their university HR and visa compliance guiding them through the process and answering any questions they had.

Almost a quarter of Tech Nation visa holders (24%) sought help from a lawyer, immigration advisor or immigration representative, far more than other endorsing bodies.

Several participants within the interviews outlined how they had sought advice from colleagues who had previously applied successfully for the visa or had informally networked with successful applicants via LinkedIn or other means. Participants mentioned that Tech Nation had an established community of Global Talent visa holders who were happy to help prospective applicants.

“It’s a thriving Tech Nation alumni community, who help each other in any respect that people seek help for.”
Tech Nation visa holder

Clarity and guidance on the endorsement process

Over 4 in 5 visa holders surveyed (83%) thought the endorsement application was clear about the information they needed to provide, and a similar proportion (77%) said the quality of written guidance about the endorsement process was good. In-depth interview participants commented on the informative government website, and useful guidance on endorsing bodies’ websites.

“I kind of enjoyed actually the entire process. when you start reading about endorsement requirement it’s lengthy, but well-defined, and you have opportunity to prove yourself as global or exceptional talent. So it is well-structured. And I kind of browsed, and the information which is publicly available is good enough. Very clear and structured.”
Tech Nation visa holder

Whilst the majority expressed satisfaction with the current guidance, when asked to consider what could be done to improve the endorsement process, the most common responses across both the survey and in-depth interviews related to enhanced guidance (most frequent suggestions outlined in figure 4.5 below).

Around 1 in 3 visa holders surveyed suggested that the process could be improved through provision of more guidance about what the endorsement process involves (32%), whilst a similar proportion proposed clearer guidance on the information that needs to be provided (34%).

Where improvements to the endorsement process were suggested, Tech Nation, Arts Council and Royal Academy of Engineering visa holders were more likely than those endorsed by other bodies to say that more guidance should be provided on the information that applicants need to provide. This was also reflected in the experiences of in-depth interview participants, some of whom described not always being sure what evidence to include in their application for endorsement. Several participants mentioned that providing examples or case studies of successful applicants could be very helpful at this stage.

Figure 4.5: Suggested improvements to the endorsement process

What, if anything, do you think could be done to improve the endorsement process?

Receiving an endorsement decision

Over three-quarters of visa holders surveyed said the endorsement decision took the amount of time they expected it to take (78%) and found there was clear information about how long it would take to receive a decision (77%). Views expressed in the in-depth interviews highlighted how those on the fast-track pathway found the process to be quick, often faster than the participants had expected the process to be.

Although the majority of visa holders were satisfied with their endorsement timeline, one-quarter suggested that the endorsement process could have been improved if the application process had been faster. One in five (19%) suggested that the endorsement process could be improved by providing clearer information about how long the process would take.

4.3 Experience of the visa application process

Completing the visa application

Overall, the majority of visa holders surveyed were positive about the visa application process, reflecting the 87% who expressed satisfaction overall (versus 6% who said they were dissatisfied). However, as with the endorsement process, small proportions expressed dissatisfaction with several different aspects of the application process.

Overall, Royal Academy of Engineering visa holders were particularly positive about the application process (94% very or fairly satisfied, compared to 87% across all respondents). British Academy visa holders were slightly less likely to express overall satisfaction and slightly more likely than others to disagree with statements such as ‘the quality of the written guidance provided was good’ and ‘the application form was easy to complete’. However, over three-quarters (78%) of British Academy visa holders were satisfied overall with the visa application process.

The majority of visa holders surveyed felt that both the eligibility criteria (88%) and the application itself (82%) were clear about the information you would need to provide. Similar proportions said the application process was open and transparent (80%) and agreed that the application form was easy to complete (79%).

Figure 4.6: Views on the visa application process

Do you agree or disagree with the following statements about the visa application process?

Those participating in in-depth interviews echoed these positive sentiments, highlighting the application process as straightforward, logical, and the online format as being intuitive. Several participants also commented that it did not take very long to complete.

“The process of applying, pretty smooth. I had the phone application for the identification and so on, so it wasn’t much of a hassle to be honest, it was something that I did in … a couple of hours.”
UKRI visa holder

A handful of in-depth interview participants expressed mixed views of their experiences of completing the application process. While some cited technical difficulties and the need to navigate multiple tabs and webpages, others noted the lengthiness and complexities of the questions. Some participants stated that the travel section of the application was particularly time consuming, reflecting the difficulties in recalling the last 10 years of travel details to input.

Another challenge noted by some of the in-depth interview participants was the collection of biometric information. Some felt it would be more convenient to be able to verify their details using the UK Identity application, which they highlighted is the case for other types of visas, instead of needing to travel to UK visa centres. Participants cited lack of availability of appointments at the centres and COVID-19 protocols (for those who applied during the pandemic) as hurdles.

Help with the visa application process

In-depth interview participants cited several channels through which they sought help or assurance during the application process. Some cross-referenced their application forms with colleagues or peers who had been granted Global Talent visas previously. Others used social media to ask questions or check waiting times; for example, one participant followed a Reddit thread where applicants posted their timelines for hearing back about visa applications.

One participant described how they considered contacting the UKVI helpline but were not clear about the costs that may be incurred in seeking a response to queries.

“I would get anxious about if I was doing it correctly and it’s really hard to ask anyone questions during the process. It’s like, if you call them you have to pay per minute and if you email them you pay for an email that they might not actually answer for you.”
Arts Council visa holder

Suggested improvements to the visa application process

When asked what could be done to improve the visa application process, 3 in 10 (30%) suggested that the process could be faster. Three-quarters (74%) felt that their decision took the amount of time they expected (compared to only 13% who felt it did not), suggesting that whilst the desire for greater speed would be desirable, it is not currently a key driver of dissatisfaction.

Out-of-country visa holders were more likely to suggest a faster turnaround, which was reflected in the in-depth interviews. Those who had applied outside of the UK mentioned that they had to send in their passports while their application was processed, which meant a relatively long period of time without being able to travel.

The next most commonly cited area for improvement was clearer information around the Immigration Health Surcharge (IHS)^{[footnote 12]}, with just over a quarter suggesting further clarity here (27%). In in-depth interviews, participants mentioned that it would be helpful to know what the fees were upfront, before getting to the end of the application and then discovering the total sum they needed to pay.

Almost a quarter of visa holders (23%) suggested there could be more guidance provided on what the visa application process would involve, and the same proportion felt improvements could be made to guidance explaining which information applicants need to provide (23%).

Figure 4.7: Suggested improvements to the application process

What, if anything, do you think could be done to improve the visa application process?

In the in-depth interviews, several participants mentioned a lack of steer around the number of years for which they should apply. For example, one participant only applied for one year as that was the initial duration of their fellowship contract and did not realise at the time that they could have applied for longer due to the flexibilities of the visa. In another case, a visa holder thought that the renewal process would be more straightforward and suggested that applicants should be given more information up front about the process for further time extensions (which may lead to people applying for longer durations up front).

“I applied for a 2-year period. […] I just assumed if you get it and you want to extend it you can just do that, like you press a button and it’s like ‘extend my visa’. But then I found out that you have to completely re-apply and you don’t have to get all of the same supporting documentation. But if I had known that when I first applied I definitely would have done the 5 year because going through all of it again and having to give over my passport is just not ideal.”
Arts Council visa holder

Global talent visa fees

Visa holders’ views on the Global Talent visa fees were more mixed than on most other aspects. Overall, around two-thirds of visa holders surveyed (65%) felt the total application fee (including the endorsement and visa application fee) was fair, while just over a quarter (27%) felt it was unfair. Tech Nation and Arts Council endorsed visa holders were more likely than average to consider the total application fees to be fair (80% and 72%, respectively). Visa holders earning the highest salaries (£150,000 or more per year) were also more likely to believe the total fees were fair (76%).

When asked specifically about the annual IHS, these proportions were reversed, with the majority thinking it unfair (65% unfair and 24% fair).

Just over half (52%) of the visa holders who applied with dependants felt the additional costs for dependants to be fair, whilst two-fifths (40%) found them unfair. In the in-depth interviews, some participants with dependants described how adding dependants to their application meant fees rose over £10,000 in total, which they felt was “challenging”, “demotivating” and/or “a burden”.

Figure 4.8: Opinions on the fairness of the fees of the Global Talent visa

Thinking about the costs involved in the application process and the benefits attached to a Global Talent visa, to what extent do you think the fee for each of the following was fair or unfair?

In-depth interview participants who felt the visa fees were unfair cited various reasons. While several participants who worked at universities had their visa fees partly or fully reimbursed by their employers, the majority funded the visa themselves either through savings or loans, which had caused financial strain in some cases. Some questioned the need for the fee and felt as if they were being “doubly taxed”, as they already contribute through income tax and National Insurance.

Other participants, particularly visa holders from less affluent nations, cited the visa fees as a potential barrier to people applying for the Global Talent given the differing purchasing power of currencies. Some speculated that the fees associated with the visa may prevent talent from being able to come to the UK from less affluent nations.

Some of the visa holders interviewed had not been aware of the requirement to pay an upfront IHS fee for the total number of years for which they had applied.

“You apply for a specific duration and you can pick how much you want to apply for. So, we went with the maximum amount, and after that, there’s information that you need to pay for the NHS […] There’s basically no way of going back after that. So, you just need to pay upfront a lot of money, some you are not expecting, it might be a surprise.”
Tech Nation visa holder

5. Visa holders’ experience in the UK to date

This chapter outlines findings on visa holders’ professional and personal experiences and perceived contribution to the UK since they have held the Global Talent visa.

5.1 Visa holders’ professional experiences in the UK

Visa holders’ professional experiences in the UK have been generally positive, in line with the findings from wave 1 of the research. The vast majority of visa holders surveyed were in employment of some kind (98%) and around 9 in 10 (87%) agreed that their current job suited their skills and experience to a great extent.

Employment and wages

Nearly 4 in 5 visa holders surveyed (79%) were in full-time paid employment. Academics and those endorsed by UKRI, Royal Academy of Engineering, Royal Society or British Academy were more likely to be in full-time paid employment (92% of academics, 96% of those sponsored by UKRI, 91% of Royal Academy of Engineering, and 90% of both Royal Society and British Academy visa holders).

Nearly two-thirds (64%) of Tech Nation visa holders were in full-time paid employment, while a further 25% were self-employed. The majority of visa holders endorsed by the Arts Council were self-employed (62%, compared to 13% across all respondents), with 22% in full-time paid jobs.

Few visa holders overall were in part-time employment (2%), unemployed (2%), or students/in-training (1%).

Figure 5.1: Employment status

Which of the following options best describes your current employment situation?

Reported gross salaries of survey participants tended to reflect the results from wave 1 of the research. More than half of visa holders surveyed (56%) had an annual salary of between £31,200 and £51,999. Three-quarters (74%) of academics surveyed were earning a salary in this range, as were the large majority (88%) of UKRI visa holders.

Figure 5.2: Annual salary before tax

What is your current annual salary before tax?

Almost a quarter of visa holders surveyed (23%) were earning between £52,000 and £149,999, which rose to 35% for British Academy visa holders, 29% of those endorsed by the Royal Society and up to 56% for Tech Nation visa holders. Those endorsed by Tech Nation also made up 80% of the relatively small number of visa holders surveyed earning more than £150,000 per year (3% of the total sample).

Table 5.1: Annual salary before tax – breakdown by endorsing body

What is your current annual salary before tax?

	UKRI	Royal Society	British Academy	Royal Academy of Engineering	Tech Nation	Arts Council
Under £15,600	<1%	1%	1%	0%	1%	16%
£15,600 to £31,199	6%	10%	7%	3%	5%	35%
£31,200 to £51,399	88%	54%	51%	71%	12%	20%
£52,000 to £149,999	5%	29%	35%	24%	56%	9%
£150,000 or more	0%	1%	4%	0%	16%	1%
Don’t know/prefer not to say	2%	6%	3%	3%	10%	18%

Around 1 in 8 visa holders surveyed (13%) were earning less than £31,199. Those endorsed by Arts Council and those working in creative industries were more likely than average to be earning less than £31,199 (51% and 49%, respectively).

Sectors of work

Two-thirds of visa holders surveyed were working in academia or universities (67%), with the majority of those endorsed by British Academy, UKRI, Royal Society, and Royal Academy of Engineering working in this field (97%, 96%, 92% and 87%, respectively).

Figure 5.3: Sectors of work

Which of the following best describes the broader field in which you work? If you feel that more than one applies, please select the main one.

Business/commerce was the next largest field that Global Talent visa holders reported working in (14% overall), including two-thirds of those endorsed by Tech Nation (66%).

Around 1 in 10 (11%) stated their main field of work as creative industries, including the majority of Arts Council visa holders (82%).

Table 5.2: Sectors of work – breakdown by endorsing body

Which of the following best describes the broader field in which you work? If you feel that more than one applies, please select the main one. (Top categories only shown)

	UKRI	Royal Society	British Academy	Royal Academy of Engineering	Tech Nation	Arts Council
Academic/university	96%	92%	97%	87%	4%	6%
Business/commerce	2%	4%	1%	6%	66%	6%
Creative industries	0%	1%	1%	0%	4%	82%
Technology/IT	0%	1%	0%	1%	21%	0%
Charity/third sector	0%	1%	1%	0%	1%	1%
Civil Service or Local Government	0%	0%	0%	1%	1%	1%

Professional contributions to the UK

When asked about professional contributions to the UK, survey responses and in-depth interviews highlighted the breadth of contributions of visa holders, reflecting their diverse and specialist areas of expertise. For example, visa holders’ contributions included:

• contributing to the growth and development of UK intellectual property across various technologies including artificial intelligence (AI), quantum networks and semiconductors
• starting a business in the gaming industry
• working with publishing companies to write academic papers about misinformation in Europe
• consulting large UK enterprises on digital strategy
• researching and developing new medical treatments (such as for childhood tumours)
• mentoring young artists and supporting community art initiatives

When asked to outline how they had contributed professionally to the UK or to their field of work since their visa was granted, over three-quarters of the visa holders surveyed (78%) cited contributions within an open text box provided within the survey.

The most frequent contributions reported by visa holders were related to conducting research (noted by 31% of survey participants). This was more likely to be mentioned by those working in academia (43%) and by those endorsed by UKRI (41%), Royal Society (45%), British Academy (49%), and Royal Academy of Engineering (40%), reflecting the high proportion of academics and researchers endorsed by these bodies. Related to this, 13% of visa holders surveyed mentioned carrying out academic work and 10% highlighted having published a written work or paper.

Figure 5.4: Participants’ contributions to the UK and to their field of work

What do you consider to be your main contribution, professionally, since your visa was granted?

During the in-depth interviews, academic researchers shared some of their professional achievements since being granted the Global Talent visa. Many had published papers in prominent academic journals and had received grants or funding to continue their work. A few academic visa holders mentioned how their research had wider-reaching, global impacts, such as in their home countries (example below).

Contribution case study 1: Royal Society visa holder

This Global Talent visa holder was on a post-doctoral extension visa before they switched to Global Talent with help from their university. They believed that being awarded the Global Talent visa had propelled their research career, which is mainly centred around the use of agricultural innovations in the Global South.

The flexibility afforded by the Global Talent visa allowed them extra time to finish a piece of research they were working on as a post-doctoral researcher, and to win an award for it.

After being recognised for their work, they won funding to run a large geological survey in collaboration with UK-based companies and universities. The study has conducted its first trials in the African country they are from and has seen promising results that they hope to share with other countries.

They highlighted how this would not have been possible without the Global Talent visa, which has permitted them to be a UK-based researcher, and to gain opportunities for research funding which would not have been possible in their home country.

Visa holders in academia were more likely than others surveyed to cite having contributed to teaching, training and mentoring, with 34% of British Academy, 22% of Royal Academy of Engineering, and 18% of Royal Society visa holders highlighting such contributions, compared to 13% of visa holders overall. In the in-depth interviews, academics who had been involved in mentoring or teaching students described utilising their unique skillsets to share knowledge or experience with students. For instance, one British Academy visa holder talked about supervising and mentoring African scholars at their university since they had specialist experience in conducting research in Africa.

“I have contributed quite a lot to training of young scientists because I’ve been supervising, advising, and examining [university] students and undergraduates as well. I’m trying to increase the exposure to field work. There are different schools, different traditions, but fieldwork is key to get(ting) the right skills”
Royal Society visa holder

Another participant exemplified how the contributions of Global Talent holders could cover several different fields, further outlined in the case study below.

Contribution case study 2: Royal Society visa holder

This Global Talent visa holder has had a long career in academia, including time spent working in the UK. Recently, political tensions in their home country drove them to want to move back to the UK.

After receiving a fellowship from the Royal Society, they returned to their previous UK university and were welcomed back, with the university providing a number of benefits which made the move easier.

After their fellowship ended, they were grateful that the Global Talent visa allowed them the flexibility to change careers, and they found a job in a tech start-up where they were able to apply their long-term experience from their academic career.

In addition to these industry pursuits, they have been able to continue some work at their university, where they regularly contribute to research activities, supervising students and leading fieldwork trips. They referred to it as “the best of both [worlds].”

Some participants highlighted how access to specific UK markets and high growth industries had created professional opportunities, facilitating their contribution to the UK. For instance, nearly 1 in 5 (19%) visa holders cited contributing to science and technology in the UK, the most frequently cited field. In-depth interview participants highlighted that the UK, particularly London was seen as a hub for technology start-ups, which facilitated contributions due to networking and collaboration opportunities^{[footnote 13]}.

Contribution case study 3: Tech Nation visa holder

This Global Talent visa holder moved to the UK on a Tier 2 visa. After hearing from a recruiter that they could be better off on the Global Talent visa and reading through the information on the Tech Nation website, they applied and were successful.

They started work at a large financial services company and were able to create jobs for up to 20 individuals. They have been cited as a positive case study by their endorsing body, having been estimated to have contributed hundreds of millions of pounds to the UK economy from their work at the company and the jobs they have helped create.

Furthermore, they have been deeply involved in the Tech Nation community, eventually becoming an ambassador. Through this they have spoken of their experiences of the visa at events, road shows, conferences and lectures to raise awareness of the visa.

Participants emphasised the attractiveness of particular industries in the UK that they saw as hubs for innovation and/or had high growth potential. One participant who launched a start-up creating travel itineraries for electric cars explained that the automotive industry in the UK was well-positioned for their product, since there was an appetite for luxury products and infrastructure in place that caters towards electric vehicles.

“I think [my start-up is] going to be a big contribution into the sector eventually because [even though] the UK automotive technology or generally the automotive industry isn’t the biggest one or the most famous one, it is one of the most luxurious ones […] I hope we will help the automotive industry here grow, electrify faster.”
Tech Nation visa holder

In other interviews, participants lauded the semiconductor industry in the UK, which has recently seen an influx of £1 billion of government investment as part of a 20-year strategy to secure the UK’s position as a global science and technology superpower. Global Talent visa holders working in this field highlighted how this investment was enabling them to carry out research which would both further the UK’s technological advancement in this field and grow their own careers (further explained in the case study below).

Contribution case study 4: Royal Academy of Engineering visa holder

This Global Talent visa holder has a budding career in semiconductor research. They switched from a Skilled Worker visa to the Global Talent visa after hearing about it through a friend at another university.

The Global Talent visa gave them the flexibility to change jobs and work at the semiconductor centre at their university. The UK government has invested in the industry, and they felt as though they had chosen the right place to launch their career.

Their team are currently working on developing a product that has the potential to be mass produced, generating intellectual property for the UK, creating jobs, and boosting the local economy.

“We have this opportunity here where we can get this money from the government, part of this, a chunk of this, and then convert it into something valuable in a sense that either a device or intellectual property which should benefit either UK based industry or an academic […] obviously that will create jobs for the citizens of that area, or throughout the UK, so that will have a ripple effect in the whole of the economy.”

Moving forwards, they hoped to hire a team, attract more funding, and continue researching semiconductors with higher levels of investment.

One in twenty survey participants (5%) highlighted how they had started their own businesses. These individuals were more likely to be endorsed by Tech Nation compared to other endorsing bodies (21% of Tech Nation visa holders highlighted that they had started a business in the UK). In the in-depth interviews, Tech Nation entrepreneurs who had started their own ventures emphasised their role in job creation and innovation as being key contributions to the UK. For instance, one participant was designing a digital product to facilitate interpersonal connections amongst neighbourhoods and communities, which they hoped to scale across the UK.

Participants working in creative industries also demonstrated contributions across a range of functions and industries. Among survey participants, 6% stated that they contributed to the UK arts and culture, with 37% of Arts Council visa holders highlighting that they had contributed in this way. Experiences of Arts Council visa holders discussed in the in-depth interviews were diverse, including but not limited to; acting in television shows, performing at comedy festivals, exhibiting artwork in galleries, and helping other artists create their own platforms. One participant’s contribution since being on the Global Talent visa is outlined further below.

Contribution case study 5: Arts Council visa holder

This Global Talent visa holder first came to the UK to pursue a master’s degree in graphic design and illustration. They wanted to stay in the UK and had a positive initial work opportunity at a prominent art gallery. The UK had state-of-the-art design facilities, which was inspiring. After hearing about the Global Talent visa on Instagram, they checked out the requirements on the Arts Council website.

Upon successfully being granted the visa, they have engaged in various professional pursuits. They have worked as a graphic designer, had their own Etsy shop, and undertaken some occasional TV and film extra work. Most recently, they worked as a technician, finishing pieces for famous artists exhibited in national galleries in London.

They felt that if they had not moved to the UK, they would have still been working as a graphic designer or illustrator in their home country. The innovative nature and cutting-edge facilities of the arts industry in the UK have allowed them to hone their craft and expand their career horizons.

Plans for future professional contributions

In-depth interview participants also spoke about their plans for future contributions. These included:

• academic contributions such as ongoing publications and conferences, as well as continuing to build the reputation of their research institution
• switching career paths from academic pursuits to industry, allowing greater hands-on impact in their field
• creative contributions to the arts, including developing new techniques, writing screenplays or film scripts, producing, and live performing
• starting or growing companies, including expanding into new global markets and hiring additional personnel

Professional challenges faced by Global Talent visa holders

Some visa holders faced professional challenges while living in the UK on the Global Talent visa. In the in-depth interviews, those working in academia noted steep learning curves and different institutional norms as challenges, though not insurmountable.

Periods of unemployment or job searching between posts/contracts were highlighted as leading to challenges; for example, one visa holder was unemployed for 5 months after their fellowship ended but was able to stay in subsidised housing during this period, which eased the burden on their family. Another visa holder mentioned struggling with the job search process due to perceived institutional racism in UK universities.

“Several job interviews which were not successful, and when I spoke to my mentor here he said […] some could be due to racism. They see [university department] to be typically white cohorts. So, if you are coming as a foreigner and black to start competing with them in their [department] .. they will not feel comfortable.”
Royal Society visa holder

Other professional challenges experienced by Global Talent visa holders included barriers to setting up a business in the UK. One Tech Nation visa holder described struggling in the first 6 months of setting up their company and felt as though there could be better access to a support community for Global Talent visa holders, particularly in relation to the administration tasks required to set up a business.

“[Y]ou literally get started with the formation of the company, getting things in place for the company, and then even the hiring process, you know, everything is a struggle […] There is no access to any system of support. There is no incubation … where you are well supported to focus in terms of building your own product or building your venture, rather you spend six months just on the administrative stuff.”
Tech Nation visa holder

5.2 Visa holders’ personal experiences in the UK

In the in-depth interviews, Global Talent visa holders generally described having positive personal experiences of living in the UK. Where visa holders had brought dependants to the UK, the experiences of these family members were an important driver of the visa holders’ own satisfaction levels.

Within the survey, the large majority (84%) of those who were living in the UK with dependents noted how these dependants were satisfied with living in the UK. There were few differences across endorsing body; however, in-country applicants were more likely to say that their dependants were satisfied (90% very or fairly satisfied compared to 84% overall). This could reflect the longer amount of time their family has had to integrate and build a life in the UK.

Figure 5.5: Dependants’ satisfaction with experience in the UK

How satisfied or dissatisfied is/are your dependant(s) with living in the UK (e.g. thinking about their experience with work, school, etc.)?

In the in-depth interviews, most of the participants tended to discuss their dependants’ experiences in the UK in regard to their work (if adults) or school (if children). While some spouses and partners had found jobs in the UK, others had decided to stay home to care for their children or were still looking for work. Several interviewees that were working in academia had partners working in universities or academic research. A few visa holders mentioned that their spouses had had to seek alternative career paths in the UK compared to their home country due to administrative or language difficulties. For example, one participant mentioned that their spouse previously worked in healthcare, but due to the lengthy process of becoming certified in the UK and learning fluent English, they had chosen to get a job in the kitchen at the university where their spouse worked.

Visa holders in the in-depth interviews who had children generally discussed how they were adjusting to the UK education system and whether they felt comfortable and happy, with the majority having had positive experiences to date.

One interview participant described their child’s experience in coming to the UK and finding their schoolwork and lifestyle to be much more balanced compared to her home country, allowing them to take part in extra-curricular activities.

“It’s a very good work life balance compared to [home country] schools where kids tend to have too much learning. Maybe as homework, it could be 40, 50 hours per week. And here it’s a healthy 30 hours. So, [they’ve] been enjoying, [they’ve] been volunteering a lot for our society, has lots of initiatives to support refugees. [They] had free time for that and several job experiences. So, I think it’s been a happy journey.”
Royal Society visa holder

Personal challenges faced by Global Talent visa holders

Visa holders in the depth interviews highlighted personal challenges they had faced either moving to or living in the UK. A common challenge was finding affordable accommodation. One interviewee mentioned needing to live out of an Airbnb when their family moved to the UK as it was difficult to find accommodation they could afford. They also mentioned the bureaucracy required to secure accommodation in the UK, including references for rented accommodation.

Several interview participants mentioned the cost-of-living crisis as a challenging aspect of their lives in the UK so far and pressures were sometimes compounded if the visa holder had dependants they needed to support. One participant mentioned that the visa fees for their dependants had depleted their savings and left them struggling with day-to-day living costs until their partner was able to get a job.

“[It is] a hard time in the UK, the cost of living has gone up, the bills and everything else, so initially when my wife moved in, I thought it will be very difficult to survive with a family initially because you have a burden of visa application fees at the beginning, so you spend all of your savings on that […] I thought it would be very difficult for me to survive with a family, but thank God that she got a job, so then we did not struggle a lot.”
Royal Academy of Engineering visa holder

While most of the Global Talent visa holders in in-depth interviews found it easy to assimilate into the UK based on the English language and a familiar culture, some participants described struggling to integrate due to cultural and language differences. For example, one visa holder who was a teacher described his experience interacting with their students at a secondary school and needing to put in extra effort to ensure they were understood.

“I work in a secondary school […] I find when I talk to [the students], it takes some effort for them to understand what I am trying to pass across to them […] there are some words that we use in the Global South that they don’t understand here […] you have to integrate into the system and understand the languages that they are using in the environment here.”
Royal Society visa holder

5.3 How the Global Talent visa has made a difference

Visa holders generally viewed the Global Talent visa extremely positively, with 98% stating they would recommend it to other (potential) leaders in their areas of work (82% would definitely recommend and a further 16% would probably recommend). When asked in the in-depth interviews how the Global Talent visa had made a difference in their lives and careers, visa holders cited similar factors that appealed to them when deciding to apply for a Global Talent visa (explored in chapter 3).

Flexibility of the visa

Visa holders described how the flexibility and duration of the Global Talent visa facilitated their professional development and contribution to the UK in several ways. As a result of not being tied to a specific employer, in-depth interview participants said they were able to make more valuable, diverse and innovative contributions, such as working with both academia and industry.

Visa holders found the flexibility of the visa to be personally advantageous, especially if they had experienced periods of unemployment or lack of freelance work, since it gave them confidence and peace of mind that their position in the UK was secure despite not having work.

“It makes me feel more, how to say, more guaranteed that I can stay in the UK. Not like the previous [visa] if I lose my job I will be kicked out of the UK immediately.”
Royal Academy for Engineering visa holder

The allowance of research-related absences was also a flexible benefit that was cited as having had a positive impact; with one respondent noting that it aligned well with the ways in which they typically worked as an anthropologist.

“I like this being in the UK for work-related purposes and then also being able to do research outside the UK. Most anthropologists will have an area where they do research and it’s very often outside the country where they live, so that works well.”
British Academy visa holder

Access to the UK

Access to the UK was cited as one of the main professional advantages of the Global Talent visa by in-depth interviewees. Global Talent visa holders perceived being based in the UK as opening doors to prospects in highly attractive UK industries (such as working in the automotive or semiconductor industries), allowed them to receive better research funding, make use of innovative, state-of-the-art facilities to expand career prospects, and to expand their audience or platform. For example, one Arts Council visa holder mentioned that being able to take part in UK events, including high profile festivals, allowed their career to reach new heights.

“It’s just opened up a whole new market, basically. It’s so nice […] it’s been instrumental in being able to grow my audience and especially doing [a UK comedy festival] last year. I got an [international comedy TV programme] audition off of that […] it’s been huge for me.”
Arts Council visa holder

Several interview participants expressed that the UK was a healthy, stable and politically tolerant environment, leading to greater personal and professional benefits. For instance, one visa holder cited that UK lifestyle was more suited to them personally compared to where they were living before, and that the access to greenery, parks and an active way of life had made a positive difference to them and their family.

Prestige of the visa

Other participants mentioned that the Global Talent visa had given them a leg up professionally due to the prestige the visa afforded them. For example, one participant thought that being on the Global Talent visa was an attractive way of positioning themselves and their business when pitching to prospective clients. They mentioned that the exclusivity and the name of the visa (specifically the term “Exceptional Talent”) was impressive to use in conversation and contributed to their credibility.

“I think it gives some form of credibility. I understand there are not a lot of people out there who have this visa and the name is very cool, actually, Exceptional Talent. When you are trying to sell stuff to corporations you need to build credibility.”
Tech Nation visa holder

Similarly, another participant noted that they felt more confident since being on the Global Talent visa.

“It has definitely helped me … progress. I take far more risks … I speak my mind. I have the independence to say things and do whatever I feel like, which I wouldn’t have had before.”
Tech Nation visa holder

Alternative views

A small proportion of the visa holders interviewed noted that the visa had not impacted their lives or career in any significant ways. These tended to be the same individuals who saw the visa as a tool presented to them by their employer or university, and who assumed they would have found a way to work in the UK through other means if required.

“I think, not much [difference was made through having the Global Talent visa]. I guess the difference is the fellowship that I got and the Global Talent visa was just the easiest way to obtain a visa for the UK.”
Royal Academy for Engineering

6. Visa holders’ intentions towards future settlement

This chapter outlines findings on visa holders’ intentions towards future settlement, as well as the experiences of visa holders who have already settled.

6.1 Visa holders’ intentions towards future settlement and the influencing factors

The majority of Global Talent visa holders surveyed had either successfully applied, were in the process of applying, or were planning to apply for UK settlement once they were eligible. At the time of fieldwork, two-thirds (66%) were planning on applying once they were eligible, 6% had already applied and been granted permanent residency (settlement) in the UK, with a further 2% currently in the process.

A small proportion of survey respondents (5%) were not planning for permanent residence/settling in the UK.

Figure 6.1: Visa holders’ future intentions for settlement

Which of the following best describes your current situation with regards to applying for permanent residence (that is, settlement) in the UK?

Among different endorsing bodies, Tech Nation and Arts Council visa holders were the most likely to state their intent to apply for settlement (80% and 79% respectively reporting they will apply when they are eligible). Royal Academy of Engineering survey participants were the most likely to have already applied and been granted UK settlement (15%, compared to 6% overall).

Reasons visa holders would apply for settlement

When asked about the factors influencing their decision to settle in the UK, visa holders cited multiple reasons (on average, survey participants selected at least 6 reasons). The most frequently selected reasons to settle in the UK reflect those factors that motivated visa holders to initially apply for the visa (outlined in chapter 3).

The most influential factors were related to career development, including opportunities for career progression (selected by 67% of visa holders), opportunities to be in a role that matched their specific skills (67%), opportunities to make a success of their career (62%), the opportunity to work in a professional environment where they are judged by their skills (59%) and the availability of facilities to support their work (56%). Over half also cited familiarity with the English language as an influential factor in their choice to settle in the UK (54%).

Figure 6.2: Factors influencing visa holders’ decision to apply for settlement

What are the factors influencing your choice around settling in the UK?

When considering decisions around remaining in the UK long-term, in-depth interview participants similarly tended to focus on the professional benefits and the opportunities that the visa had opened up to them. These professional prospects were influential factors for many visa holders, who were keen to build on the contributions they had made so far and felt that the UK presented them with further career opportunities they would not have in other countries. For example, one participant explained that working in the British TV industry in London had afforded them a career break they would not have had otherwise, including working for high profile TV series.

“I’m very happy with what I have here and with my development here. I just like that I have so many opportunities here. Where else I could have been filmed for [prestigious period drama], just here right? Or, I know just one studio in New York which is same level as ours. it’s all about opportunities, I think. That’s the main reason. And also I like the city, I like London.”
Arts Council visa holder

For some in-depth interview participants there were also “push” factors that made the UK more attractive for settlement, including security concerns and poor economic conditions in their home countries. One participant highlighted the access to economic opportunities they did not have back home.

Factors that can facilitate career progression were important to many visa holders when considering settling in the UK. Availability of facilities to support their work and the access to funding were selected by 56% and 43% of visa holders, respectively. These factors were more likely to have been selected by academics compared to visa holders in other fields (66% of those working in academia selected the availability of facilities and 49% selected access to funding).

Similarly, access to professional networks (for example, the opportunity to work with leading experts and peers) was an important factor that influenced nearly half (49%) of visa holders’ decisions to settle in the UK. This was particularly important for Tech Nation and Arts Council visa holders (selected by 56% and 60%, respectively).

Personal reasons, such as having networks of family and friends in the UK, and familiarity with British culture, were also cited by visa holders as factors influencing their decision to settle in the UK (selected by 44% and 35%, respectively). In the in-depth interviews, some of the participants expressed that they had developed roots in the UK, particularly those with children in school and who had made friends. Others described the ease of fitting into British culture due to minimal language and cultural barriers.

The UK’s tolerance towards foreigners, multi-cultural identity and sense of fairness was also highlighted as a reason to settle in the UK.

“Being from an Arabic background, Muslim country, it’s easier to be integrating in the UK without any major racist or hate behaviours than [in] other countries, especially Europe for example […] since I came to the UK for two years now I haven’t had any hateful or racist things against me, which I have got it in [other countries] before… you will be treated fairly in this country according to your expertise.”
UKRI visa holder

Access to good quality services was selected by nearly half (46%) of survey participants as an influential factor in deciding whether to stay and settle in the UK. In in-depth interviews, the ability to access the NHS, childcare benefits and state pensions were cited as advantageous compared to the quality and availability of similar services in their home countries, or compared to other countries where they could potentially consider applying for visas, such as the US.

“I don’t want to leave the UK. There are many reasons for it, especially the welfare state […] the NHS is quite good, which is quite attractive to the foreigners coming in. [If] you get the settled status, obviously it gives you a lot of benefits. For example, childcare benefits and other state benefits for example. You are counting towards your retirement, like bonuses or pensions, and then, I mean there are a lot of systems in place which protects us as a citizen, so that’s why it is always beneficial to settle in the UK.”
Royal Academy of Engineering visa holder

Other in-depth interview participants also mentioned the benefits of not only applying for settlement in the UK, but also obtaining citizenship. One participant noted that a British passport would improve ease of travel and eliminate bureaucratic hurdles, while another highlighted that contributing to community improvement and civil duties, such as voting, was an important reason to become a British citizen.

“A British passport, well, it’s a great passport by itself, by definition, but it’s a much, much better passport than [home country] passport today […] It’s much easier to go to the States when you have a British passport, much easier to get a visa, you know, so, lots of bureaucratic questions are off the table.”
Tech Nation visa holder

“I would like to stay in the UK in the long term. So, yes, it would be the logical thing. Also, yes, my child and I, we are very environmentally aware. We would like to contribute more. We would like to vote. We’d like to contribute more to the local community as much as we can. So, being a citizen helps in some of these.”
Royal Society visa holder

Several interviewees also highlighted that applying for settlement was driven by financial pressures, to eliminate the need to continually pay future visa fees. This was more likely to be an issue for those with dependants, who had to pay thousands of pounds each time their visa was renewed.

Reasons visa holders would not apply for settlement

Nearly 1 in 5 (17%) were unsure about whether they would apply for settlement. Visa holders who were endorsed by UKRI were more likely than visa holders through other endorsing bodies to be unsure about settlement, with a quarter (26%) stating they had not made their minds up about their settlement decisions.

This aligned with findings from in-depth interviews with academics and those who were endorsed by UKRI or the Royal Society. These participants tended to view their professional pursuits as their main reason for being in the UK, so as long as those opportunities continued to present themselves, they would remain. However, they might be willing to leave if they received a better opportunity abroad. Similarly, as much of the research carried out by these academics was international by nature, their careers tended to be more fluid and unpredictable, driven by the locations where it was most sensible to conduct their research.

Only 5% of Global Talent visa holders surveyed did not plan on applying for settlement. Among different endorsing bodies, Royal Society visa holders were more likely to hold this view (9%).

In the in-depth interviews, a few participants explained that they did not plan to make the UK their permanent home due to their family and friends living abroad, as well as their cultural and emotional ties to their home country.

“After these three years I will for sure go back to [home country] and then afterwards maybe I will travel a little bit more if needed to learn more. Or contribute to my knowledge, to my body of research, but yes right when I finish my PhD I will go back home because that’s [where my family and friends are], I mean that’s my life plan, it happens there, so it makes sense to not stay here.”
UKRI visa holder

Some of these participants also mentioned needing to be closer to family and how care obligations may interrupt their plans to stay in the UK or encourage them to leave sooner.

“The only thing which probably makes me move back to my home country will be my parents. Because last year […] my father got sick and to be very honest, I wasn’t able to work in my lab. […] that social support, and that family love and care, you can’t give it from a distance, right, so this thing probably will, may become a hindrance for me to stay in the UK for long.”
Royal Academy of Engineering visa holder

Other visa holders highlighted how they wanted to have flexibility in their careers and were hesitant to commit to settling in the UK just yet. For instance, one in-depth interview participant mentioned splitting their career between the US and the UK, so they planned on extending their visa and delaying the decision on whether to apply for settlement.

“I think the plan is to be able to have a flexible situation over in England for the foreseeable future, and maybe even the unforeseeable, because now I have a bit of a footprint over [in the UK], it’s like you want to go back and keep building that, so, yes, I think the plan is to be back and forth.”
Arts Council visa holder

6.2 Experiences of those who have settled

A small proportion (6%) of the surveyed visa holders had already applied and been granted UK permanent residency. A few in-depth interview participants had either already settled or were in the process of doing so, with most describing the application process as smooth.

For example, one participant who had already settled indicated that this had made them feel more integrated into UK society, and meant they had not needed to deal with the stresses of further visa applications. They had applied on an in-country application, so with the advantage of the accelerated route to settlement they were able to apply soon after being granted the Global Talent visa. They applied using the Super Priority Service, utilising guidance on their university website.

“I really want[ed] to settle and remain in the UK. I’ve been here for nearly nine years now, so whatever makes me integrate into the society faster, it’s something that I will always grab with both hands. […] for those of us who applied for visas we want to have that peace of mind, you don’t want to keep on waiting for long, you just want to get it done with and then move onto the next stage of your life. So it was fast as well and smooth, I understood, I read up on the guidance, knew what I needed to provide. ”
British Academy visa holder

Another in-depth interview participant had a similar situation and applied for settlement on the accelerated route after switching from a Tier 2 visa. They compared the experience of applying for settlement with the US and found the UK process to be much smoother and hassle-free.

“I’ve been an immigrant, I’ve lived in the US and here as well. So two things. One is the immigration policies, the part 2 [Indefinite Leave to Remain (ILR)], the part 2 citizenship is very, very clear, unlike the US, which is a nightmare.”
Tech Nation visa holder

Several in-depth interview participants who had either successfully applied or who were in the process of applying mentioned there were some challenges in applying for settlement for their dependants. For example, one participant mentioned that the fees placed a large financial burden on their family, in addition to the numerous other visa fees they had accumulated over the years.

“[T]he financial burden. It is astronomical, because for me it was £2,404 and if you multiply that with my 3 kids it is £7,212, and subsequently for my wife it would be £2,404. So, if you add that together it’s getting close to £12,000. It is a similar amount I spent, when I was applying for the Global Talent visa it was about the same amount. And when I was renewing our visa during the COVID for 4 months […] So, you see that it is not friendly when you look at the visa costs.”
British Academy visa holder

In another case, a participant who had settled was frustrated that his dependants were not permitted to apply for permanent residency on the accelerated, three-year timeline. This made them question the benefits of Global Talent over other visas, since his dependants still had to wait the full 5 years to reach permanent residency, even though he was able to apply with the accelerated, 3-year route.

“There is a different timeline for them, which kind of decreases the value of Global Talent, because many of the benefits of the main applicant don’t apply.”
British Academy visa holder

7. Reflections and considerations

This final chapter reflects on the findings from across the research and potential considerations around next steps for the Global Talent visa, as well as potential further areas for future evidence and insights.

Key reflections

As in the wave 1 research, Global Talent visa holders who participated in this wave were generally positive about the different stages of the visa process and its impact, suggesting the visa has had a positive impact in making the UK more attractive as a place to live and work for exceptionally talented and promising migrants.

The large majority of visa holders were satisfied with their experiences of the endorsement and application processes, though there is scope for enhancing some aspects (these are addressed in the considerations set out below).

Factors relating to career opportunities and professional development are critical to visa holders when deciding whether to move to the UK, and the visa facilitated access to varied professional benefits for participants. The opportunity to access the UK market or industry hubs, the prestige of the visa, the flexibility to not be tied to a single employer, and the route to settlement are particularly attractive features.

Findings demonstrated that these factors have not only motivated participants to apply for the Global Talent visa, but they also made a difference to their careers and lives in the UK since having the visa. Many have utilised the flexibility to change jobs, to start new ventures, or to work across locations.

The visa holders within this research are active contributors to the UK economy, with nearly all employed to some extent and able to point to a breadth of professional contributions to the UK. Two-thirds of participants worked in academia, and conducting research was the most commonly cited contribution, though others have started tech companies, developed digital innovations, and participated in major arts and media productions.

The majority of Global Talent visa holders plan to apply for settlement in the UK, citing professional career development and related factors as the main motivating factor. Access to good quality services, the option to obtain UK citizenship, and personal connections (having built networks of family and friends, as well as familiarity with British culture) are also positive influences in visa holders’ decisions to apply for settlement.

Considerations

Increasing familiarity and understanding of the Global Talent visa

Many participants had heard about the visa through their university/organisation HR departments. It was highlighted that levels of familiarity and understanding about the Global Talent visa can vary significantly across different universities. While some universities provide a lot of useful guidance on who is eligible and how to apply, others’ advice can be more limited or even misinformed. Further guidance on Global Talent endorsement/application criteria and key features of the visa could be provided to university HR departments to help address some knowledge gaps.

Improving the endorsement process

Some visa holders suggested that the endorsement process could be improved further through the provision of more guidance on what information you need to provide, with some participants recommending that endorsing bodies should provide case studies of successful applicants on their websites, with examples of evidence provided in the endorsement application. That said, the flexibility of the visa and wide variation in skills means that there is some risk in case studies only having direct relevance to a potentially small proportion of potential applicants, and so this would need to be considered and targeted accordingly.

There was some confusion around choosing an endorsing body for applicants with cross-cutting skills. The Home Office may consider creating a checklist or flowchart for participants to determine which endorsing body best aligns with their skills and professional achievements.

Improving the application process

More upfront information about the duration of visas and the extension/renewal process was requested by several participants to enable more informed decisions about the number of years for which to apply. There could be greater emphasis placed on the fact that applicants will need to cover the full IHS cost to cover the total number of years for which they are applying.

Making information about the fees more prominent in the guidance and including rationale and related benefits, for example, highlighting that people receive access to free healthcare at the point of delivery, and explaining the difference between paying the IHS and taxes/National Insurance. This would need to be considered within the context of GDS guidance around the inclusion of additional information on the website that is not directly helping applicants with the process of the application.

Providing support for personal and professional lives in the UK

Global Talent visa holders generally expressed positivity towards their careers in the UK, though some highlighted personal and professional challenges. The Home Office and endorsing bodies – in liaison with other government departments - may consider what ongoing support is available to visa holders. Participants, in particular, requested support with the administrative steps associated with establishing oneself in the UK, such as applying for a National Insurance Number, getting a bank account, or setting up a business in the UK. Successful visa applicants may benefit from being provided with a guide to these steps and signposted to relevant support channels.

Some academics endorsed through bodies eligible for the absence entitlement had heard of the benefit but had not used it, whilst others had never heard of it. The Home Office may consider how to further emphasise the research-related absence entitlement, potentially through more prominence on the gov.uk website and other communications (though recognising potential constraints of what can be included within the website).

Suggestions for further research

Exploring in more detail how the Global Talent visa route compares with other UK visa routes. This could be done through research with UK migrants on other visas, or with people who have experience of more than one visa over time, to more directly compare experiences and views.

Developing further understanding of the experiences of applicants who are unsuccessful, or who drop out of the application process, but where there is evidence that they may be eligible for a Global Talent visa. This could provide insight into ways to improve the process for future applicants and possibly minimise drop-out, as well as understanding the subsequent actions taken by unsuccessful candidates and any residual impact from the process. Careful consideration would need to be given to the approach, given the relative likelihood of those who had been refused a visa, or who had dropped out of the application process, being willing to take part in research. One option the Home Office could consider is building in data collection to the visa process to gather feedback (in addition to existing data collection measures), such as emailing those who have started the application process but did not continue to capture reasons why.

Assessing levels of familiarity and understanding of the visa amongst universities, key employers and others who have a key role in promoting and facilitating the application process. Visa holders within this research have expressed views around their experiences of different organisations’ roles in making them aware of the visa and its features, facilitating the application process and providing further support; triangulation with the views from relevant organisations would provide a holistic picture and identify where future enhancements may be directed most effectively.

Appendix A: Visa holders’ status

The following question was used to filter participants and route them to relevant questions in the survey.

Table A1: Which of the following best applies to your current situation?

		% Completes
A	Granted a Global Talent visa but not yet moved to the UK	5%
B	Granted a Global Talent visa, but decided not to move to the UK	0%
C	Currently living in the UK on a valid Global Talent visa	88%
D	Previously lived in the UK on a Global Talent visa, but no longer living in the UK	3%
E	Previously lived in the UK on a Global Talent visa, but now living in the UK on a different visa	>1%
F	Previously lived in the UK on a Global Talent visa, but now have successfully applied for UK settlement	4%

• participants who answered options A or D
  • if participated in wave 1: were shown demographic questions, then finished the survey
  • if did not participate in wave 1: were shown questions about their experiences with the application and endorsement process, and then demographic questions
• participants who answered option B would have followed a similar route, but no participants selected this option
• participants who answered option C or E
  • if participated in wave 1: skipped to section 2, which covered experiences in the UK, contribution, settlement, and then demographic questions
  • if did not participate in wave 1: answered the remaining questions in the questionnaire
• participants who answered option F answered follow-up questions about what visa they are currently on and other survey questions

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1. Exceptional Talent is for people who are already established leaders or recognised experts in their field; Exceptional Promise is for people who have the potential to become leaders or recognised experts in their field. This distinction does not apply to those who apply for endorsement through the UKRI ‘endorsed funder’ route. ↩

2. On 25 April 2023, it was announced that Tech Nation has become part of the Founders Forum Group. ↩

3. Given limitations in sample data available, the questionnaire was adjusted to collect self-reported background information on participants, including visa type, application type, application date, track, endorsing body, age and gender. For this reason some of the fields in this table have data that this is “unknown” since respondents provided a ‘don’t know’ response. ↩

4. Strictly speaking, statistical differences apply only to random samples with an equivalent design effect. This has been taken into account in looking at differences, and these should be treated as indicative overall. ↩

5. ‘NET’ refers to the total percentage of visa holders who selected at least one factor related to the overall category as being important to their decision to come to or remain in the UK. ↩

6. Royal Society, British Academy, Royal Academy of Engineering and UKRI visa holders were eligible for research-related absences of up to 6 months. ↩

7. The Start-Up visa scheme is now closed. ↩

8. The Innovator visa is now called the Innovator Founder visa. ↩

9. In open survey responses, 865 survey participants mentioned specific countries that they were considering moving to. Of those, 385 mentioned the USA, 262 mentioned Canada, 192 mentioned Germany, 96 mentioned Australia and 88 mentioned France. ↩

10. Tech Nation applicants are asked to submit an additional form that other endorsing bodies do not require, which asks participants to fill in personal details. ↩

11. Tech Nation applicants who applied on an Accelerator programme were offered a fast-track option which moved their application to the front of the queue, despite having the same evidential requirements as non-fast-track applications (this is different from the fast-track option for UKRI, Royal Society, British Academy and Royal Academy of Engineering, which simplifies the application process and limits the evidence required). ↩

12. The IHS is an annual fee visa holders are required to pay in order to access the National Health Service (NHS). Currently it is £624 per applicant, plus addition fees for dependants (£624 per year if the dependant is over 18 years old, £470 per year for dependants under 18 years old. ↩

13. In a similar vein, participating in networking activities was mentioned by slightly more than one in ten (11%) survey participants as a way they had contributed to the UK. ↩