United States: Restriction on study abroad duration for F-1 visa holders
Amidst the turmoil of the US presidential election campaign, international students with F-1 visas have encountered new challenges. A recent policy update, effective August 27, mandates that F-1 visa holders can only participate in study abroad programs for a maximum of five months. This enforcement marks a significant shift from previous practices, where students could study abroad indefinitely as long as they maintained enrollment in an American institution. Students exceeding the five-month limit now risk losing their student status.
The policy also requires students to spend at least one year in the United States before they can study abroad again. Many educational institutions offering programs longer than five months are calling for a review of this policy. They argue that the government has not fully considered how these changes disrupt students' academic paths. Universities are actively seeking a grace period for those currently studying abroad and have reached out to Congress for support to revert to the prior regulations.
Visa appointments: 250,000 additional slots for Indian talent
In an effort to alleviate delays and streamline the process, the US mission in India has introduced 250,000 new visa appointment slots for skilled workers, students, and tourists from India. The US continues to attract significant numbers of Indian professionals and students, with 6 million Indians currently holding non-immigrant visas. This year alone, travel to the US by Indians has increased by 35% over the previous year, with over 1.2 million arrivals. To address the high demand, the US has committed to shortening visa appointment wait times ranging from 50 to 70 days across various consulates and about 53 days at the New Delhi embassy. The US mission's efforts underscore its commitment to facilitating the influx of Indian talent, reflecting an ongoing trend of robust engagement.
Canada: Proposed wage adjustments for high-wage temporary foreign workers
The Canadian government is set to raise the minimum hourly wage, targeting only the higher-earning temporary foreign workers. This decision is designed to incentivize hiring domestic workers over temporary foreign ones. The upcoming change will require those under the Labour Market Impact Assessment (LMIA) for high-wage positions to earn at least 20% above their province's median wage to qualify for a work permit. For instance, in Ontario, the required hourly wage for high-wage temporary workers would rise from CA$28.39 to CA$34.07.
This adjustment is part of a broader strategy to decrease the reliance on temporary foreign workers. Taking effect on November 8, this change will not impact current work permit holders but will apply to all renewals and new applications thereafter. The government anticipates that approximately 34,000 foreign workers will be impacted by this new policy.
Fewer open work permits for spouses of international students
In a move that tightens conditions for expatriates, Immigration Minister Marc Miller has introduced stricter eligibility requirements for the Spousal Open Work Permit (SOWP). As of September 18, these are restricted mainly to spouses of master's students enrolled in a program lasting at least 16 months. Previously, spouses of doctoral and some professional program students were eligible, but the scope will now be more limited.
The SOWP will remain available only to spouses of master's or doctoral candidates attending a designated learning institution (DLI). A few select, highly sought-after undergraduate programs may still qualify under exceptional circumstances. The government's plan includes reducing the issuance of such work permits by 50,000 over the next three years, with master's and doctoral students' permits falling under a new cap in the 2025 study permit allocations, reserving 12% of the 437,000 total permits for these students.
Furthermore, spouses of temporary foreign workers will face stricter conditions, limiting eligibility mostly to those who are highly skilled or employed in sectors experiencing labor shortages. This policy is projected to result in a significant reduction of up to 100,000 work permits over the next three years, aligning with the government's goal of cutting the number of temporary residents.
Eligible programs for post-study work permits in Canada
The Canadian Ministry of Immigration has recently released a detailed list of educational programs eligible for post-study work permits, effective November 1. To qualify, graduates must have completed one of the 966 specified programs, focusing on sectors with high demand, such as health, agriculture, science, technology, and transportation. The list is dynamic and may be revised according to the changing needs of these sectors.
Notably, study programs in tourism and hospitality have been excluded from eligibility, a move industry professionals have labeled as catastrophic, particularly for rural areas that heavily depend on these sectors. This decision has sparked controversy and debate regarding its impact on local economies.
The transition rules are clear: candidates who have already submitted their applications by November 1 will be processed under the previous guidelines. Furthermore, university graduates from programs not specified on the list will continue to be eligible for a three-year post-study work permit without restrictions on their field of study.
The response from educational institutions and provinces has been mixed, with some expressing concerns over insufficient consultation and potential decreases in their attractiveness to international students. Provinces like Ontario have voiced opposition to the new restrictions and are advocating for an immigration policy that is better aligned with regional labor market needs.
Potential drop in international student intake in Quebec
Quebec's Minister of Immigration and Francization, Jean-François Roberge, presented a bill on October 10 aimed at curbing the intake of international students. However, it will not limit access to programs taught in French. The proposed legislation grants the minister the power to cap foreign student admissions by decree, considering various criteria such as the type of programs offered. While specific numbers have yet to be disclosed, Minister Roberge has referred to the reduction as "adequate" and anticipates releasing detailed figures by late 2024 or early 2025. This follows Premier François Legault's earlier statement about his intention to halve the foreign student population.
Since 2014, Quebec has seen a dramatic 140% increase in international student admissions, from 50,000 to 120,000 over the past decade. The new bill intends to manage this growth by setting "minimum thresholds" for domestic students in private institutions and establishing enrollment limits for foreign students, which the minister could adjust as needed. There is a particular emphasis on prioritizing regional programs and those conducted in French.
University leaders have reacted negatively, pointing out international students' vital role in Quebec's economy. Institutions like Concordia University report a significant drop in foreign student enrollment—down 15.9% this year, following a minor decrease of 0.9% in 2023. These developments suggest a complex balancing act between managing educational resources and maintaining the economic and cultural benefits that international students bring to Quebec.
Impact of student enrollment caps in Atlantic Canada
Atlantic Canada is facing significant repercussions from the federal government's decision to cap international student enrollments. As of the 2024-2025 academic year, there has been a notable decrease of 3,000 international student enrollments across the region, with Nova Scotia alone seeing a reduction of 2,983. These measures, which aimed to cut study permits by 35% in 2024 with an additional 10% reduction set for 2025, have been met with strong opposition from local universities. Peter Halpin, president of the Association of Atlantic Universities, has described the impact as "devastating," highlighting the vital roles foreign students play in contributing to the region's economy, social fabric, and international ties.
The caps are seen as contrary to the objectives of the Atlantic Immigration Program, which seeks to integrate international students as future Canadian citizens. University leaders are raising alarms about a potential erosion of Canada's reputation among international students, expressing concerns over loss of confidence and significant financial repercussions. With an aging population and labor shortages, the reduction in foreign student numbers poses a threat to the growth and vitality of Canadian territories. Halpin has termed these measures as a "significant loss" that undermines efforts to attract and retain international talent in the region.
Quebec's entrepreneurial visa for francophone businesspeople
In January 2024, Quebec launched targeted programs to attract Francophone businesspeople, including entrepreneurs, investors, and self-employed individuals. The entrepreneurial visa program is designed to encourage establishing or acquiring businesses within the province, focusing on ensuring economic vitality and sector-specific support.
Quebec is particularly advocating for business acquisitions over new startups, recognizing the lower risk and existing resources, such as customer bases and experienced staff, that come with purchasing established businesses. This approach is influenced by the high proportion of small and medium-sized enterprises (SMEs) and very small enterprises (VSEs) in Quebec's economic landscape, coupled with an aging business owner demographic—37% of whom are 55 or older. This demographic trend is driving a shift towards more business transfers as retirements become more common.
Eligibility for the entrepreneurial visa includes being 18 or older, possessing at least CA$600,000 in capital, demonstrating proficiency in French, and having adequate financial resources to sustain oneself. Additionally, the business to be acquired must have been operational for a minimum of five years, ensuring it has a solid foundation for new owners.
These initiatives are part of Quebec's broader strategy to use immigration to sustain its economic and demographic growth, focusing on attracting Francophone entrepreneurs who can contribute to the province's prosperity.
Belgium: Updated legislation for employing expats
On October 1, Belgium implemented new legislation governing the employment of expatriates in Brussels, specifically targeting non-EU/EEA and Swiss nationals. Under the new rules, all foreign workers are required to obtain a work authorization, either through a work permit or a newly established single permit for employment exceeding 90 days. Existing applications filed before October 1 will continue to be processed under the old legislation.
Employers in Brussels must demonstrate their inability to fill positions with local candidates, except in sectors experiencing labor shortages where this requirement is waived. Actiris, Brussels' public employment service, plays a key role in identifying shortage occupations and maintaining a list that exempts employers from proving the unavailability of local candidates for listed positions.
The legislation also identifies 24 categories of non-European workers who are advantaged in obtaining work permits. This includes holders of the European Blue Card, seconded journalists, highly skilled professionals, and others. Each category is associated with a specific salary threshold, currently set at a gross monthly salary of €4,604 for the Brussels-Capital region.
Sweden: Job search visa to attract foreign talent
Sweden offers a job search visa for highly qualified non-European talents despite tightening its overall immigration policy. This visa targets applicants with higher education degrees or advanced vocational training who can demonstrate financial self-sufficiency during their stay. Applications must be made from outside Sweden.
The visa permits a nine-month stay in Sweden to seek employment or establish a business without allowing any form of employment during this period. Should the visa holder secure a job or start a business, they may then apply for a standard work permit or an independent work permit accordingly.
France: Implementation of a French language test for residence Permits
France is poised to enforce a new requirement for residence permit applicants, necessitating a French language test. This announcement was made by the Secretary of State for Citizenship and the Fight Against Discrimination, Othman Nasrou, on October 22. The forthcoming requirement stipulates that applicants for a multi-year residence permit must demonstrate an elementary level of proficiency (A2), while those applying for a residence card need an intermediate level (B1).
This measure accelerates an earlier policy scheduled for January 2026, now set to take effect on July 1, 2025. Beyond accelerating the timeline, the government aims to raise the language proficiency requirements to enhance the integration of expatriates. Additionally, the Secretary of State proposes extending the Republican integration contract from one year to three years. This indicates a move towards a standardized language requirement across all types of residence permits, including those for work, retirement, asylum, and family reunification.
Germany: Higher work visa quotas for skilled Indian expats
The German government has taken a significant step to alleviate labor shortages by increasing the annual quota of skilled work visas for Indian expatriates from 20,000 to 90,000. This policy change is designed to fill critical gaps, particularly in the fields of information technology, nursing, and personal care services. In an effort to attract more qualified professionals, the government has streamlined visa processing, reducing the time from nine months to just two weeks. Additionally, Germany is easing the pathway for highly skilled Indian workers to secure the European Blue Card by lowering the salary requirements and waiving the German language proficiency requirement. Now, applicants only need to hold a university degree to qualify.
Portugal: 'Programa Integrar' introduced for foreign workers
In response to an aging workforce and persistent labor shortages, Portugal has initiated "Programa Integrar," a comprehensive support system for foreign workers. The program is available to expatriates registered with the Institute for Employment and Professional Training (IEFP) and is tailored to those entering the job market for the first time, those undergoing career transitions, and individuals seeking professional training.
Upon registration with the IEFP, participants undergo an initial assessment to identify their professional and educational needs, followed by an evaluation of their Portuguese language proficiency. Based on these assessments, a personalized action plan is developed to guide each participant through the program. "Programa Integrar" offers a holistic approach that enhances technical skills and facilitates social integration. This includes overcoming cultural barriers, preparing for the Portuguese job market, and further training to refine professional competencies.
By implementing this program, the Portuguese government aims to fill job vacancies and ensure that foreign workers are well integrated into the community and workforce, addressing immediate and long-term labor market challenges.
Italy increases visas for non-European caregivers amidst healthcare challenges
Italy, facing a significant caregiver shortage, has decided to expand its visa allocation for non-European foreign caregivers by 10,000, raising the total to 165,000 for 2025. This increase is a continuation of the trend seen from 151,000 visas this year and 136,000 visas in 2023. The government is experimenting with this expansion and plans to enhance the monitoring of visa applications from countries deemed "high risk" for submitting fraudulent documents.
The Italian healthcare sector continues to struggle, marked not only by staffing shortages but also by rising violence against medical personnel. In response to over 16,000 recorded assaults in 2023, mostly against nurses, caregivers have held protests calling for increased safety measures, including more staffing and better security infrastructure in hospitals. Despite these internal challenges, the shortfall of approximately 65,000 nurses and the aging caregiver workforce, Italy is also dealing with a growing trend of Italian caregivers seeking transfers abroad, further exacerbating the labor crisis in healthcare.
Revision of Italian citizenship acquisition by descent
Italy's Supreme Court of Cassation has recently issued clarifications on the acquisition of Italian nationality by descent (Jure Sanguinis - right of blood), which is pertinent for those with Italian ancestry born outside of Italy. To qualify, individuals must demonstrate an unbroken lineage of citizenship from their Italian ancestors. The Court addressed scenarios where the Italian ancestor might have lost their nationality through naturalization or held dual nationality.
The ruling states that having dual nationality does not interrupt the citizenship chain for those born in a country recognizing jus soli (right of soil), provided they also inherit citizenship through Jure Sanguinis from an Italian parent, as outlined in law no. 555/1912. However, if an Italian parent voluntarily naturalizes in another country while their children are minors, this act disrupts the citizenship continuity for their offspring. Those affected must wait until adulthood to reapply for Italian citizenship.
Further, for the reclamation of Italian nationality through ancestry where the Italian predecessor had naturalized in another country, it's necessary to prove that this ancestor had reacquired Italian nationality before the descendant's birth. Additionally, descendants must present foreign documents, such as birth certificates, to substantiate their claims. The Court also specified that adult children who are judicially recognized as offspring of Italian parents are entitled to citizenship retroactively from birth, not from when the recognition request was made, thus allowing their descendants to claim Italian citizenship by descent.
The Czech Republic grapples with pension reform amidst demographic shifts
The Czech Republic, facing demographic challenges due to an aging population, is currently navigating a contentious pension reform. The center-right government has proposed a gradual increase in the retirement age to 65 years for individuals born after 1971, with the reform already passing initial approval in April and now under debate in the Chamber of Deputies.
Opposition parties have raised concerns about "intergenerational equity," stressing that the reform should consider the impacts on other vulnerable groups, especially women who often experience more discontinuous careers than men. There is also public apprehension about the potential for the retirement age to be pushed beyond 70 years in the future, though Labor Minister Marian Jurečka has assured that it will not exceed 67 years.
To mitigate the effects of these changes, the government plans to introduce specific support measures, including new maternity benefits, which aim to address some of the disparities impacted populations face. Additionally, the government is leveraging the country's low unemployment rate — the lowest in the Eurozone at 5.9%—and a promised wage increase in the public sector (an additional 1,400 crowns in 2025) as strategies to bolster public acceptance of the reform. These economic measures also respond to the recent strikes that disrupted the country, reminiscent of the significant strikes in November 2023 that unified public and private sector workers.
Amidst these domestic policy changes, the Czech Republic faces criticism from the European Commission, which has once again flagged the nation for discrimination against Romani children in schools. This ongoing issue highlights the country's struggle with complying with EU laws aimed at combating racial and ethnic discrimination, adding another layer of complexity to the government's current reform challenges.
The Netherlands adjusts the expat tax benefit scheme
The Netherlands is modifying its tax benefit framework for highly skilled expatriates. The previous arrangement, known as the 30% rule, allowed 30% of an expatriate's salary to be exempt from tax and social contributions. In January 2024, the government planned to shift to a "30-20-10" system: an initial 30% exemption for the first 20 months, reducing to 20% and then to 10% before phasing out completely after 60 months.
However, the upcoming 2025 tax reform has scrapped this planned system. Instead, a revised 27% exemption will be applied consistently over 60 months starting from 2027. The 30% rule will stay in place for 2025 and 2026. Additionally, the minimum salary requirement to qualify for this benefit will rise from €46,107 to €50,436 annually from January 1, 2027. This new threshold is adjusted from the 2024 salary thresholds and will be indexed annually thereafter. For foreign employees under 30 holding a master's degree, the qualifying salary will increase from €35,048 to €38,338. Expatriates who were already receiving the 30% benefit before January 1, 2024, will be able to continue under the existing conditions, but if this benefit ceases, the transitional provisions will no longer apply.
Moreover, despite previous votes to abolish the partial non-resident status in 2023 with a 2025 effective date, this status will persist for certain expatriates eligible under the 30% rule before 2024, continuing until 2026. This status allowed eligible expatriates to be declared as non-residents for tax purposes in some cases, even while residing in the Netherlands.
Finland encourages skilled immigration through visa sponsorship
Finland actively encourages the immigration of skilled workers from outside Europe through a government-backed sponsorship scheme designed to address labor shortages in critical sectors. Launched last year, the program requires applicants to demonstrate adequate financial resources, possess travel insurance, and ideally secure a job offer prior to applying. Applicants may also need to provide proof of living arrangements, such as a rental agreement.
Leading Finnish companies like Ikea, Supercell, Cisco, Fingrid, and Relex are participating in this initiative, offering sponsorships not only to highly skilled professionals but also to semi-skilled and unskilled workers. The online application process facilitates access to these opportunities, which include benefits such as stable employment and language training in Finnish or Swedish. These perks are designed to not only fill immediate staffing needs but also potentially pave the way for permanent residency or Finnish citizenship for non-European workers who meet all required criteria.
For more information and to apply for sponsorships, visit the websites of participating companies such as Ikea, Supercell, Cisco, Fingrid, and Relex.
Estonia reviews immigration quotas amid falling applications
Estonia has yet to meet its 2024 quota for foreign workers, with the nation shorting 300 expatriates to reach the target. Interior Minister Lauri Läänemets reports that while the annual immigration cap is set above 1,300, there's been a notable decrease in applications for residence permits—from over 10,000 in 2021 and 2022 to just 4,702 this year. In response, Läänemets suggests reducing the quota to 1,298 starting next year. Despite this decline, the Estonian government is determined to enhance its appeal to international talent to stimulate economic growth.
Economy Minister Erkki Keldo proposes potentially tripling the quota to 4,000 foreign workers if the country's economic growth exceeds 2%, a target currently forecasted by the OECD at a modest 0.4% for May 2024. Keldo's plan to tailor quotas and salary thresholds by industry sector has garnered support from Education Minister Kristina Kallas, contingent on securing union agreements, although it faces opposition from Läänemets.
Croatia revamps the Blue Card to attract foreign expertise
Croatia is set to significantly reform its European Blue Card system, aimed at attracting more highly skilled non-European professionals to address its labor shortages. Key reforms include extending the Blue Card's validity from two to four years and broadening eligibility to seasoned IT professionals without formal degrees, assessed by a dedicated committee. The European Blue Card allows holders to work and reside in EU member states, offering benefits like mobility within the EU and a streamlined path to permanent residency. Applicants must have a valid employment contract of at least one year and earn at least 1.5 times the average Croatian annual salary, currently €24,845.64. Prime Minister Andrej Plenković emphasizes that these changes will provide greater stability for foreign workers, enhancing Croatia's ability to retain them.
Sweden also enhances the Blue Card to attract skilled workers
Sweden is also revising its European Blue Card policy in an attempt to attract more highly qualified non-European professionals. This revision includes lowering salary thresholds to 1.5 times the average gross Swedish salary, accepting six-month contracts instead of long-term ones, and extending eligibility to professions previously excluded. Additionally, Blue Card holders will have the flexibility to switch jobs more easily within their field without reapplying for a new card, coupled with simplified procedures for converting a residence permit to a Blue Card. These changes are part of a legislative proposal aimed at drawing and keeping non-European talent, with a planned implementation date of January 1, 2025.
Poland tightens visa regulations in the wake of scandal
Following a damning audit revealing a visa bribery scheme under the previous government, Poland is overhauling its visa system. The audit uncovered that consulates in Africa and Asia were pressured to issue work visas to Russian citizens, among others, for substantial bribes despite EU sanctions against Russia. Over 357,000 visas were issued in this corrupt scheme, with fees reaching up to €35,000. Foreign Minister Radosław Sikorski has confirmed these findings, labeling it the "biggest scandal of the 21st century" in Poland. As a corrective measure, the new administration under Prime Minister Donald Tusk is implementing stricter visa regulations to ensure that visas are granted only for their intended purposes, enhancing scrutiny to prevent misuse within the EU.
UK tax reform could have potential benefits for British expats
The Labour government's upcoming tax reform, slated for implementation in April 2025, could offer significant advantages to British expatriates. The reform aims to allow these expatriates to repatriate their assets and income to the UK without facing tax penalties, with the provision set to last four years. This marks a departure from the current non-domiciled (non-dom) system that restricts the repatriation of assets and income. By abolishing the non-dom tax regime, the reform could encourage wealthy British expatriates to return to the UK, potentially boosting the economy with increased asset inflows. To access these benefits, expatriates need to have resided outside the UK for a minimum of 10 years and must plan to return to live in the UK. However, they should be aware that after the four-year period, their global assets will be subject to UK taxation once more.
Australia welcomes Indian nationals with Working Holiday Visa program
As part of the India-Australia Economic Cooperation and Trade Agreement (AI-ECTA), India has been included in Australia's Working Holiday Visa (WHV) program starting October 1. This initiative allows 1,000 Indian nationals between the ages of 18 and 30 to apply annually for the WHV (subclass 462 visa). The visa permits travel, short-term study, and work in Australia for a year, focusing primarily on cultural exchange. Both countries are exploring further enhancements to the AI-ECTA to deepen their economic ties.
Australian solar energy industry calls for global expertise
In an aggressive push toward renewable energy, the Australian government approved a substantial solar park project in August, set to commence operations by 2030 and eventually provide electricity overseas, including to Singapore, via submarine cables. With ambitions to become a "renewable superpower," Australia plans to invest over 7.8 billion US dollars in renewable energy initiatives over the next decade.
The Australian Cooperative Research Centre RACE for 2030 predicts that employment in the renewable sector will nearly double by 2030, from 30,000 to 63,000 jobs, and rise to 119,000 by 2050. However, current labor shortages mean Australia must attract skilled foreign professionals to meet these goals. The International Labour Organization emphasizes the importance of investing in local training and raising awareness of environmental careers to support the growth of this sector. Currently, Australia ranks as the 10th most prosperous country in solar energy employment globally.
New Zealand expands work rights for partners of migrant workers
The New Zealand government has introduced expanded work rights for partners of migrant workers, effective from December 2. This policy allows partners to work for any employer, which is intended to improve the living conditions for these families and help retain skilled foreign workers, especially in sectors with labor shortages. The government aims to make the immigration system more effective while safeguarding local employment through these changes. Eligibility for these expanded rights includes partners of those holding an Accredited Employer Work Visa (AEWV) in positions categorized as level 1 to 3 in the national list of professions, earning at least NZ$25.29 per hour and at least 80% of the median wage. Moreover, partners of those on an AEWV in lower-skilled roles moving towards residency or those with an Essential Skills work visa earning the specified hourly rate also qualify.
Extension of visa duration for partners of New Zealand citizens
There's good news for individuals partnered with New Zealand citizens as well: the government has extended the duration of their visas, encompassing work, visitor, and residence categories. The extended visa lasts up to three years, provided the applicants can demonstrate at least one year of cohabitation with their New Zealand partner. This extended duration applies to all applications received after October 1. Applications still pending before this date will also benefit from this extension. However, individuals whose applications do not meet these conditions will not receive automatic updates and must apply for extensions through the appropriate channels.
Tightening of visa rules to protect migrant workers against exploitation
The current New Zealand government has revised the Migrant Exploitation Protection Work Visa (MEPV), which was established in January 2021 to aid foreign workers facing exploitation. As of October 31, the policy changes include the removal of the six-month extension previously available under the MEPV. Under the new rules, only exploitation linked to a "genuine employment relationship" will qualify for the visa. Economic layoffs and non-payment of final salary due to judicial liquidation are now excluded unless the non-payment involves other exploitative practices or procedural irregularities. Immigration Minister Erica Stanford asserts that the previous application of the MEPV was overly broad and that the new restrictions will better protect migrant workers by not prolonging their vulnerability. In contrast, opposition voices argue that these tighter rules may increase the risk and frequency of exploitation among foreign workers in New Zealand.
New Zealand doubles Working Holiday Visa quota for Vietnamese nationals
New Zealand has expanded its Working Holiday Visa (WHV) program for Vietnamese nationals, effectively doubling the available slots from 100 to 200 as of October 24. This decision aims to foster cultural exchange and allow young Vietnamese individuals to experience life in New Zealand. Applicants must be between 18 and 30, and the visa allows for a stay of one year with the condition that holders may engage in temporary employment but cannot hold a permanent job or work for the same employer for more than three months. Additionally, visa holders may study or train for up to six months. The application process will remain open until the increased quota is filled, after which it will close until the next cycle in the following year.
Australia and New Zealand update visa classifications for foreign workers
In a significant update to their immigration frameworks, Australia and New Zealand have introduced new visa classifications that will be effective on November 20 in New Zealand and December 6 in Australia. This change follows the dissolution of their joint Australian and New Zealand Standard Classification of Occupations (ANZSCO), which has existed since 2006. The decision to end the joint classification system and develop separate lists—New Zealand's National List of Professions unveiled on October 11—stems from the evolving labor market needs distinct to each country.
Despite the separation in visa classification systems, both countries will maintain their collaborative efforts, particularly in areas involving trans-Tasman comparisons. This ongoing cooperation ensures that accreditations and comparisons remain robust and relevant, facilitating a smoother transition for businesses and expatriates accustomed to the joint system. This update reflects both countries' commitment to adapting their immigration policies to better suit their individual economic and labor market developments.
South Africa introduces major reforms to attract foreign workers
On October 9th, South Africa announced a transformative plan designed to attract international workers and depart from previous immigration policies criticized as xenophobic.
Under the existing protocol, foreign workers often face months or even years of delays, with many experiencing unexplained visa rejections despite securing employment. The new strategy includes two significant changes. Firstly, it introduces a remote work visa tailored for digital nomads, enabling individuals to work for overseas companies while residing in South Africa. Secondly, it overhauls the points-based permit system to be more streamlined, transparent, and user-friendly. Moreover, the income requirement for applicants outside South Africa's Trusted Employer Scheme has been doubled to 650,796 ZAR (about $36,660), aiming to safeguard lower-wage jobs while drawing highly skilled talent.
Indonesia lures wealthy expats with Golden Visa
Silmy Karim, Director General of Immigration, has announced a goal to issue 1,000 Golden Visas by the year's end, following the program's launch on July 25, 2024, by the outgoing President Joko Widodo. Karim often highlights Shin Tae-Yong, the South Korean football coach whose leadership vaulted the national team to its highest FIFA ranking, as an example of the "foreign talent" Indonesia seeks with this visa.
A central aspect of the visa is substantial investment, with a particular focus on attracting Russian expatriates. Minister of Tourism Sandiaga Salahuddin expressed hopes that the program will not only draw affluent foreigners but also generate local employment opportunities. While current applications are predominantly for Bali, considerations are expanding to Jakarta and Labuan Bajo. Despite controversies marring the end of his presidency, President Widodo continues to champion investments to enhance the tourism sector.
Eligibility and benefits of the Indonesian Golden Visa
With the official launch following a preliminary phase last year, the Indonesian Golden Visa targets affluent expatriates prioritizing quality over quantity. Silmy Karim describes the program as a mutually beneficial arrangement, with three tiers available:
- The first tier offers a 5-year visa for entrepreneurs initiating a business with a minimum investment of $2.5 million.
- The second tier provides a 10-year visa for investments of at least $5 million.
- The third tier accommodates non-commercial investors who, without starting a business, can invest $350,000 for a 5-year visa or $700,000 for a 10-year visa.
Indonesia's strategy aims to attract $101.5 billion in investments by the year's end, targeting a growth rate of 5.2%.
Singapore adjusts minimum salary requirements for foreign workers
Singapore has announced an increase in the minimum salary thresholds for foreign workers to prioritize local employment. Effective January 1, 2025, foreign workers in general roles will see their minimum salary rise from $5,000 to $5,600 and those in the financial sector from $5,500 to $6,200.
This adjustment might not significantly alter the employment landscape. Most companies in Singapore already favor local employees over expatriates, a trend bolstered by government policies promoting local hiring post-health crisis. Economists suggest the impact of the salary adjustments may be minimal, as the government continues to find a balance between attracting foreign talent and boosting local employment.
Highly skilled foreign workers are likely to remain unaffected by this change. As of June 2024, the Ministry of Labour reported 202,000 holders of highly skilled work permits among 1.55 million total work visas. However, there is concern among businesses about attracting top-tier foreign talent, fearing that stricter regulations could diminish Singapore's appeal, given its ongoing reliance on expatriates to fill critical skills gaps.
Hong Kong extends multiple-entry visa validity for non-permanent residents to mainland China
Starting October 16, non-permanent residents of Hong Kong with foreign passports can now benefit from an extended multiple-entry visa to mainland China. The government is prioritizing applications from foreigners employed by local companies. Hong Kong's Chief Executive, John Lee, has announced that the visa validity, previously set at 5 years, will be extended to encourage frequent travel and investment in mainland China.
This initiative is part of a broader strategy to attract foreign investors and promote entrepreneurship among expatriates in Hong Kong. Alongside visa extensions, John Lee is also leveraging tax incentives, particularly targeting the maritime and commodities trading sectors, to revitalize Hong Kong's financial, commercial, and maritime industries. The administration is exploring additional sectors to enhance Hong Kong's global economic presence.
Thailand eases immigration with TM6 form suspension for land and sea arrivals
Thailand has streamlined its immigration process by suspending the "To Mo 6" (TM6) form—a document previously required for all foreigners entering the country, detailing their identity and travel specifics. Initially removed for air arrivals in July 2022, this suspension has now been extended to those entering via land and sea. Effective immediately, this measure aims to ease congestion at checkpoints and will remain in place until April 30, 2025, to facilitate smoother entry procedures.
Kuwait enhances work permit flexibility for public sector expatriates
As of November 3, foreign workers engaged in government projects in Kuwait will be able to transfer their work permits to other sectors. This change is part of a broader initiative by the First Deputy Prime Minister and the Ministries of Interior and Defense to increase labor mobility and alleviate shortages. Following a successful policy from July 14 to September 12, which allowed 55,000 public sector workers to move to the private sector, this new policy introduces specific criteria for permit transfer: completion of government projects, an official release from the contracting government agency, a one-year waiting period post-recruitment, endorsement from the initial employer, and a fee of 350 Kuwaiti dinars ($1,142).
Temporary work visas reintroduced for government contract foreigners in Kuwait
Kuwait is reinstating work visas for foreign nationals on temporary government contracts, limiting their duration to one year. This decision by the Ministry of Interior aims to facilitate the completion of short-term projects by bringing in foreign expertise without intending to extend their stay beyond the contract period. The visa process is designed to attract skilled foreign professionals to address immediate and specific needs within government projects, enhancing the flexibility and efficiency of the workforce.
Kuwait extends driving license validity for expats
While progressing with its job nationalization agenda, Kuwait continues to value foreign expertise. In a move to simplify the lives of expatriates, the Ministry of Interior has recently extended the validity period of driving licenses from one to three years. This adjustment, effective as of late September, covers both new licenses and renewals and can be conveniently processed online through the Kuwait Mobile ID app on both Android and iOS platforms.
This extension coincides with a shift in vehicle inspection regulations: newly purchased vehicles now require their first inspection after three years, with a second inspection three years later and a subsequent final inspection two years after that.
Stricter driving laws impacting expatriates
Alongside extending license validity, Kuwait has introduced a new regulation that limits expatriates to owning a single vehicle. This law aims to reduce traffic violations and congestion. Associated fines have also been sharply increased to enforce compliance: unauthorized parking fines will rise from 5 KD to 15 KD ($16 to $49), seatbelt violations from 10 KD to 30 KD ($33 to $98), and mobile phone use while driving from 5 KD to 75 KD ($16 to $245). Further increases include penalties for reckless driving, from 30 KD to 150 KD ($98 to $490), misuse of disabled parking spaces, from 10 KD to 150 KD, and driving under the influence, which could see fines soar from 1,000 KD to 3,000 KD ($3,268 to $9,805). This legislation is pending approval from the Emir of Kuwait.
Qatar launches AI-powered job search platform
To outpace regional competitors like the UAE and Saudi Arabia in attracting foreign talent, Qatar has introduced an AI-driven platform named "Ouqoul." Announced on August 5, 2024, by the Ministry of Labor, this initiative aims to speed up the recruitment process for graduates educated in Qatar. Although the Ouqoul website is not yet active, a robust promotional campaign is in progress, in collaboration with Google Cloud and Qatari ICT firm Mannai InfoTech.
Ouqoul is tailored to serve local and foreign job seekers as well as businesses, offering a customized interface for each user type: local graduates, foreigners, and private companies. The platform goes beyond basic job matching; it employs AI to analyze resumes, pinpoint the strengths and weaknesses of candidates, and guide them to suitable job opportunities. Additionally, Ouqoul supports job seekers throughout the interview process and up to the employment contract stage, promising a more streamlined job-hunting experience.
UAE awards Golden Visas to "outstanding teachers"
On World Teachers' Day, October 5, Dubai's Crown Prince awarded Golden Visas to foreign teachers who have significantly contributed to education across Dubai and the UAE. This recognition is part of the UAE's strategy to retain top educational talent by offering them long-term residency without needing a sponsor. Eligible educators range from those in early childhood centers to international universities.
The Golden Visa for "specialized educators" was opened on October 15. Applicants must hold advanced degrees and demonstrate a tangible impact on educational innovation and student performance. This visa aims to foster a stable environment for teachers to develop their careers in the UAE.
UAE introduces E-visa for expats in GCC countries
The UAE has recently launched an e-visa service for expatriates residing in any Gulf Cooperation Council (GCC) country, allowing them to easily obtain a visa for short visits. Starting October 14, the e-visa is valid for 30 days upon entry, with a possible extension for another 30 days. Eligibility hinges on the applicant having a GCC residence permit valid for at least one year from entry and a passport valid for six months.
UAE innovates with "palm ID" for payments
At Gitex Global 2024, the UAE unveiled "Palm ID," a pioneering technology that replaces traditional payment methods with biometric palm recognition. Managed by the Federal Authority for Identity, Citizenship, Customs, and Port Security (ICP), this technology is aligned with the UAE's Vision 2031 to enhance convenience for residents. Unlike facial recognition, Palm ID uses less intrusive biometric data, reflecting the UAE's commitment to harnessing cutting-edge technology to simplify daily transactions and public services access.
Saudi Arabia reforms temporary visas for Hajj and Umrah services
The Saudi Ministry of Human Resources and Social Development has changed its temporary visa system for those providing Hajj and Umrah services. The rebranded "temporary work visa for Hajj and Umrah services" now features an extended grace period from February 14 to July 25 to better align with the labor demands of these religious events. Additionally, businesses can now extend these visas by 90 days without prior approval from authorities.
To prevent visa misuse, the ministry mandates that a formal employment contract be signed between the worker and the employer and requires medical insurance for visa issuance. The Saudi Ministry of Tourism has implemented a fine of $264.91 for expatriate pilgrims or tourists attempting to access Mecca without proper documentation, with further penalties for those violating Hajj regulations.
New insurance policy for expat workers in Saudi Arabia
A new insurance scheme, launched on October 6, aims to safeguard expatriate workers against financial adversities, such as non-payment of wages by employers. This collaboration between the Ministry of Human Resources and Social Development and the Insurance Authority ensures that insurance covers contributions and maintains entitlements such as repatriation tickets. This initiative is part of Saudi Arabia's broader strategy to enhance the welfare of foreign workers and attract a larger expatriate workforce.
Bahrain is considering restricting work permits for expats
As part of its ongoing efforts to nationalize employment, Bahrain is proposing amendments to its labor laws, specifically targeting technical and administrative roles filled by expatriates. Proposed by Minister Muneer Surur, the amendment would restrict foreigners to a single two-year work term, with only one renewal allowed, and then only under exceptional circumstances such as the absence of a qualified local replacement.
The proposal aims to limit the presence of expatriates deemed unnecessary for Bahrain's economy, prioritizing highly skilled individuals who offer significant value. This legislative move is expected to alleviate local unemployment by reducing the number of expatriates, whom the minister claims contribute to job scarcity for nationals. The proposal is set for parliamentary debate, marking a significant step in Bahrain's job nationalization campaign.
Bahrain tightens requirements for expats in public sector
Bahrain has introduced stringent new qualifications for expatriate workers in the public sector as part of its nationalization policy. The latest law requires foreign employees to hold a master's degree and have at least ten years of relevant experience, an upgrade from the previously required bachelor's degree. Additionally, their employment contracts are capped at two years and may only be extended with approval from the Civil Service Bureau.
In line with these regulations, each expatriate must also mentor a Bahraini successor, ensuring a seamless transition and skill transfer to local staff. Despite broad parliamentary support, some contend that these more demanding requirements could lead to operational challenges within government ministries due to a potential shortfall in qualified staff. Currently, there are 5,800 foreign workers in Bahrain's public sector, a 17% decrease, with 28 positions unfilled because suitable Bahraini candidates could not be found. Critics suggest revisiting these policies to maintain governmental efficiency.
Bahrain proposes new standards for housing foreign workers
Legislative efforts spearheaded by Mahmood Al Fardan on October 15 aim to introduce a new classification for shared accommodations housing expatriate workers, focusing on enhancing their living conditions. The initiative seeks to regulate these accommodations to ensure the safety and well-being of foreign workers while also preserving the cultural and social fabric of residential areas by limiting the density of expatriate residents.
A specialized team from various ministries and the Labour Market Regulatory Authority will be tasked with inspecting these accommodations across all governorates. This measure underscores Bahrain's commitment to upholding the health and safety standards for all residents, including expatriates.
Stricter penalties for employers breaching expat hiring regulations
The Labour Market Regulatory Authority (LMRA) has revamped its penalty system for companies that violate expatriate employment regulations. Fines for hiring workers without proper work permits have been set at 500 Bahraini dinars ($1,326), with penalties doubling for repeat offenses.
Companies that employ expatriates with expired or no work permits face scaled fines based on the duration of the offense. These start at 100 dinars if the permit expired less than 10 days ago and can increase to 300 dinars if the expiration extends beyond 20 days. Beyond 30 days, the maximum statutory fines apply. Moreover, expatriates found working illegally will also be fined, starting at 500 dinars. This updated penalty system, replacing the 2008 framework, includes online payment options, streamlining the enforcement process.
