Europe Intra-Company Transfers: Choosing the Right Route
Intra-Company Transfers (ICT) are a key tool for people teams and organisations moving skilled employees internationally. Although ICTs are often discussed as a single concept, there are different frameworks in operation across the EU, each with its own rules, eligibility requirements, and limitations.
This article explains the EU Framework and the routes used in the UK, Denmark, Ireland, Norway, and Switzerland, highlighting what HR, Global Mobility, and Talent teams should consider when planning temporary international assignments.
The EU Framework
The EU framework covers the majority of countries normally included within the scope of a European mobility programme. It is set by the ICT Directive (2014/66/EU), which covers non-EU managers, specialists, and trainee employees moving to a member state for more than 90 days. Employees must live outside the EU when they apply and normally need 3 to 12 months of prior "group employment" (3 to 6 months for trainees), depending on the member state. The Directive also supports intra-EU mobility. However, each country implements the Directive differently, so salary tests, documentation, and second-country mobility vary. Denmark and Ireland are also not bound by it and operate their own routes.
Participating countries: Austria, Belgium, Bulgaria, Croatia, Cyprus, the Czech Republic, Estonia, Finland, France, Germany, Greece, Hungary, Italy, Latvia, Lithuania, Luxembourg, Malta, the Netherlands, Poland, Portugal, Romania, Slovakia, Slovenia, Spain, and Sweden.
Denmark and Ireland: National Routes
- Denmark: Employers use national work and residence routes, commonly the Fast-track Scheme, Pay Limit Scheme, or another category, depending on the role, salary, and employer status. Short assignments require a separate assessment of any work permit exemption.
- Ireland (Éire): The Intra-Company Transfer Employment Permit covers temporary transfers of non-EEA senior management, key personnel, and trainees to a connected Irish entity. Employees remain on the overseas employer's payroll.
Other Key European Relocation Hubs
Additional routes for other countries that fall outside the EU, but are highly relevant to European-wide talent mobility programmes:
The UK uses the sponsored Senior or Specialist Worker route within Global Business Mobility, replacing the former Tier 2 Intra-company transfer route. For certificates of sponsorship assigned on or after 22 July 2025, the general salary threshold is £52,500 or the occupation's going rate, whichever is higher. Stay is limited to five years in any six-year period, or nine years in any ten-year period for employees earning at least £73,900. At that higher salary, the usual 12-month overseas "group employment" requirement is waived.
Switzerland uses national work authorisation, with separate annual permit quotas for third country and UK nationals. Qualifying transfers, senior managers, and indispensable specialists may be exempt from the labour market test requiring employers to show that no suitable candidate was available in Switzerland or the EU/EFTA area. Quotas, Swiss salary, and employment conditions, and cantonal and federal approval still apply. It is important to confirm current quotas before planning an assignment.
Norway does not operate the EU ICT permit. Depending on the assignment, non-EEA employees may need a skilled-worker or assignment-based residence permit. Special rules can apply to employees lawfully employed by a company in another EU/EEA country and posted temporarily to Norway.
Who Qualifies?
ICT routes generally cover existing employees transferring temporarily within the same corporate group from outside the destination country or region. New hires and permanent moves may need another route.
What Does "Group Employment" Mean?
"Group employment" means employment within the same corporate group as the business receiving the employee, such as an overseas parent company or subsidiary. Corporate relationship tests and minimum prior-employment periods vary by route. Under the EU ICT Framework, employees must retain their employment relationship with the sending company throughout the assignment.
Guidance for HR and Talent Mobility Teams
- Choose the route before confirming the assignment. Check the group relationship, temporary nature, salary, prior employment, quotas, and any work planned in other countries.
- Compare alternatives. Consider whether the EU Blue Card, a national skilled-worker route, local employment, or business travel better fits the circumstances.
- Recheck requirements. Review salary thresholds, quotas, and national rules before each application and renewal.
- Document the decision. Retain the facts, route assessment, and supporting evidence in case an authority questions the assignment.
Looking Ahead
The EU Talent Pool, expected to be fully operational by the end of 2027, will help employers in participating member states recruit candidates from outside the EU to address labour shortages, but it is separate from ICT routes and does not replace national work and residence permit requirements.
For support with Intra-Company Transfers, visas and work permits, residence permits, and other immigration requirements contact Sirva's Visa and Immigration team. We have in-house experts across Europe and worldwide: Global Visa & Immigration Services.
This article provides general information and does not replace case-specific immigration advice. Requirements should be checked against current official guidance before an assignment is confirmed.
Smart. Helpful. Human. Responsible.