Immigration updates for the new year 2015

Welcome to the January 2015 edition of Crown World Mobility's global immigration news bulletins. These bulletins provide readers with the latest global immigration news and developments. Questions and comments are always welcome and can be directed to Angie Volz, Global Immigration Program Manager, avolz@crownww.com.

Asia Pacific

Australia

Longer stays possible with Subclass 400 Visa

With immediate effect, the maximum period of stay for a Subclass 400 Temporary Work (Short-Stay Activity) Visa has increased from three months to six months.

However, stays of over three months will only be granted in exceptional circumstances, backed by a strong business case and evidence that the activities will not adversely affect Australian workers. The validity of the visa has also been extended, so that applications can be made up to six months before the intended date of travel.

Criteria for granting an extended stay

Applicants for a Subclass 400 visa requesting a stay period of more than three months must demonstrate:

  • Employment conditions satisfy Australian workplace standards
  • The Subclass 457 visa route is not being circumvented
  • The importance of the project to the local community
  • The need for specialist advice or which not available in Australia
  • The number of Australians to be employed on the project
  • The time available to train an Australian to do the work in the long-term
  • Any contractual obligations relating to the installation or servicing of equipment

Other Australia immigration news

  • The Department of Immigration and Border Protection (DIBP, formerly DIAC) will no longer be assessing 457 visa applications where the standard business sponsorship (SBS) is about to expire (that is, within three months). It is therefore more important than ever for employers to consider their future visa needs well in advance of any expiry date.
  • DIBP is increasingly asking questions of sponsors as to whether a position is 'genuine', especially where a proposed annual salary is around AUS$55,000 - $65,000. The 'genuine' criterion has been in the Migration Regulations for several years but was not previously actively enforced. The questions are aimed at satisfying the Department that employers have made efforts to source workers from the local labour market.
  • There are some delays in visa processing due to a new system of Collective Case Management, in which applications are managed at random DIBP offices rather than at the office closest to the sponsoring employer. This has been introduced due to a recent significant drop in Subclass 45 visa applications and a corresponding reduction in staff numbers in immigration offices.

This summary was prepared using information obtained from Peregrine Immigration Management.

Hong Kong

Suspension of the Capital Investment Entrant Scheme (CIES)

The Capital Investment Entrant Scheme (CIES) was implemented in 2003 with the purpose of attracting capital investment to Hong Kong during a time when the economy was in recession. In short, individuals with at least ten million Hong Kong dollars to invest in Hong Kong may qualify for the scheme.

On January 14, 2015, the Hong Kong Chief Executive announced during his policy address that the CIES is suspended until further notice. In view of the latest economic situation, the Hong Kong government would like emphasis on attracting talent and professionals and less on getting investment capital to Hong Kong. As a result, the CIES is now suspended with the following arrangements:

  • The Hong Kong Immigration Department will not accept new CIES applications. Applications submitted on January 14, 2015 or before will still be processed, comprising of the cases that are approved (that is, approval-in-principle and formal approval) or still being in progress.
  • Applications submitted on or after January 15, 2015, will be accepted when the investment made is more than HK$10 million in permissible investment assets within six months immediately before the application date and the whole process is completed before the suspension date, provided other eligibility criteria under the Scheme at met.

Indonesia

New appointment system processing delays at the Manpower Department

The Manpower Office has now introduced a new appointment system for the manual submission of applications for the RPTK (Expatriate Placement Plan), the TA-01 (individual foreign employee approval) and the IMTA (individual work permit).

Previously, paper applications could be submitted manually the day after completing the relevant online application. Under the new system, the appointment date may be set for more than three weeks after the online application, significantly delaying processing at all three stages.

There is also changes to the documentary requirements for TA-01 applications and to the validity period of work permits in some cases.

When the online application is submitted, a receipt will be issued by the Manpower Department, containing a barcode and a date for an appointment to submit the paper documents.

A recent typical online application for TA-01, on December 14, 2014, resulted in the issuance of a receipt with an invitation to go to the Manpower Department for the manual application on January 7, 2015, (nearly four weeks later).

After the appointment, an RPTK or IMTA application should take seven to ten days to process, while a TA-01 application should take three to five days.

Stricter document requirements in support of TA-01 Applications

With immediate effect, a copy of a university degree certificate, curriculum vitae or letter of reference from a previous employer (if applicable), in support of a TA-01 application must be submitted with the sponsoring company's stamp and signed by the HR Director. The first two of those documents must also have a ''meterai'' (a signed duty stamp obtainable from the post office).

Shorter validity of Work Permits for employers holding Principal Permit

Foreign Investment Companies with only an initial Principal Permit, rather than a Permanent Licence (IUT) will henceforth only be able to obtain employment authorization for a foreign national employee for up to six months, except for Director positions.

This summary was prepared using information obtained from Peregrine Immigration Management.

Malaysia

Higher salary threshold for sponsoring dependents, possible delays due to 2015 Employment Pass projection processing and minimum salary requirements for Employment Pass holders employed by Multimedia Super Corridor (MSC) status companies

A higher salary threshold has been set for Employment Pass (EP) holders employed by Multimedia Super Corridor (MSC) status companies and Information and Communication Technology (ICT) companies who wish to sponsor Dependent Passes (DP) for their spouses or children.

Also, delays are expected in Expatriate Services Division (ESD) Employment Pass processing. Employers are required to submit a new Employment Pass projection for 2015 before any applications can be submitted, but were not previously warned about this.

New salary threshold for dependent sponsorship

For Employment Pass (EP) holders employed by MSC status companies and ICT companies, who wish to sponsor Dependent Passes for their spouses or children, the minimum monthly salary is now RM5,000.

Who is Affected?

  • Employment Pass holders at MSC status companies and ICT companies who earn less than RM5,000 per month will not be able to sponsor Dependent Passes or long-term Social Visit Passes for dependent family members.
  • An existing Employment Pass holder at an ICT company or MSC status company earning less than RM5,000 per month will face difficulties with the renewal of any Dependent Passes for their spouse or children unless their salary has been increased to at least RM5,000 by the time of EP renewal. Otherwise, any dependents will have to leave the country at the expiry of their current Dependent Pass.
  • Employment Pass holders without dependents at MSC status companies and those who carry out "shared services" at ICT companies are only required to earn at least RM2,500 per month. EP holders who are not sponsored by MSC status companies or ICT companies are not affected by this rule change.

2015 Projection delays

The Expatriate Services Division (ESD) did not notify employers in 2014 that they would be required to file a new Employment Permit (EP) projection for 2015 before any EP applications could be filed; however, this is a requirement.

The processing time for the projection is approximately three weeks, and any company submitting applications via the ESD which has not yet submitted its projection for 2015, should therefore allow at least this amount of lead time before submitting any Employment Pass applications for 2015.

For MSC status companies and ICT companies administered by the Multimedia Development Corporation (MDeC), the MDeC normally sends out reminders of the projection requirement in December. As such these companies are more likely to have completed their projection before 2015 to avoid the delays.

The Multimedia Super Corridor (MSC) is a Special Economic Zone in Malaysia designed to promote development of the Malaysian ICT industry. The Multimedia Development Corporation (MDeC) administers Employment Passes for MSC status Companies and other ICT companies. Other Employment Passes and expatriate services are managed by the Expatriate Services Division (ESD), which launched its online application services in 2014.

This summary was prepared using information obtained from Peregrine Immigration Management.

Minimum salary requirements for Employment Pass holders employed by Multimedia Super Corridor (MSC) status companies

According to an update that Crown Malaysia received from MSC Malaysia e-Xpats Centre on January 5, 2015, Employment Pass holders with a monthly salary of less than RM5,000 are no longer eligible to sponsor dependent visas or long-term social pass applications.

In addition, the minimum monthly salary requirement to apply for work authorization without an accompanying dependent is now RM2,500.

With immediate effect, both these restrictions apply to companies under MSC status.

Singapore

Notification Letter required for Employment Pass holders

With effective from March 16, 2015, Employment Pass (EP) holders must obtain a Notification Letter (NL) in order to commence employment for the employer in Singapore in lieu of In-Principle Approval (IPA), currently in place.

Currently, the IPA functions as a document to show that the EP application is approved. Transferees have six months from the date of IPA issuance to relocate to Singapore. Transferees can start employment while the IPA is still valid and the EP is still processing.

The Work Pass Division of the Ministry of Manpower (MOM) has streamlined the EP issuance process. The EP can be issued in less than two days, as soon as the employer notifies the MOM that the transferee has arrived in Singapore. Under the new process, a NL will be issued as soon as the employer notifies the MOM that the transferee has arrived in Singapore. The transferee can then start working as soon as the NL is issued.

Employers and transferees should be aware that the IPA will no longer be effective as a means to allow employment in Singapore. They should notify the MOM as soon as the transferee arrives in Singapore to ensure the NL is issued before the transferee commence employment in Singapore.

Thailand

New document certification regulations

With immediate effect, the Immigration Department at the One Stop Service Center (OSSC) in Bangkok requires certain corporate documents for initial or extension applications for non-BOI (Board of Investment) long-term visas or work permits to be officially certified by the relevant government agency. Previously, non-certified copies were acceptable.

The new regulations are expected to cause considerable inconvenience, expense and delays in processing work permits and visas.

Non-BOI companies which qualify to use the OSSC for visa and work permit applications include certain Bangkok-based companies or branch offices employing managers or experts, representative or regional offices and companies operating under the Petroleum Act or the Industrial Estate Authority of Thailand Act.

Documents to be Certified

  • Copy of Financial Statement in Thai containing balance sheet and profit and loss statement for the previous year, audited and signed by the company's CPA (Certified Public Accountant) and officially certified by either the Revenue Department or Ministry of Commerce.
  • Copy of form and receipt of previous year corporate income tax return (P.N.D. 50 form), officially certified by the Revenue Department.
  • Copy of form and receipt of monthly salary withholding tax for the latest month of all Thai and foreign employees (P.N.D. 1), officially certified by the Revenue Department.
  • Copy of form and receipt of monthly Value Added Tax (VAT) return (Phor Por 30 form) for the latest month, officially certified by the Revenue Department.
  • Copy of form and receipt of monthly social security contribution for the latest month of all Thai and foreign employees, officially certified by the Social Security Office.
  • Copy of form for submission of audited financial statement for the previous accounting year acknowledged by the Department of Business Development, Ministry of Commerce (Sor Bor Chor 3 form), officially certified by the Ministry of Commerce.
  • Copy of form and receipt of personal income tax return (PND 91) of the employee for the latest year, officially certified by the Revenue Department.

The new regulations are being implemented due to the number of fraudulent documents that have been submitted in the past.

The One Stop Service Centre for Visas and Work Permits aims to facilitate visa extension and work permit applications, and enables considerably reduced processing times for the work permit and visa extension applications.

Photo requirements

Each renewal application is required to submit a color photo of all expats currently employed by the company. The photo must be taken in the office in Thailand. Each photo must include the full name, home address and contact phone number in Thailand. For example, if the company employs 20 expats, all 20 expats must provide a photo to support each expat's visa renewal application.

This new requirement will require extra effort to secure the documents required. Extra costs and delays should be expected.

This summary was prepared using information obtained from Peregrine Immigration Management.

Vietnam

Intra-Company Transfers (ICTs) under 11 service sectors may apply for Work Permit Exemption

With immediate effect, foreign nationals who have been employed in certain classifications by a company for over 12 months (in a position of managerial level, experts, specialists or technicians) before taking a secondment to Vietnam's entity, may be eligible to apply for a work permit exemption if the company is in one of 11 service sectors.

Work permit exemption applies to the following service sectors:

  1. Business services
  2. Communication services
  3. Construction and related engineering services
  4. Distribution services
  5. Educational services
  6. Environmental services
  7. Financial services
  8. Earth and social related services
  9. Tourism and travel related services
  10. Recreational, cultural and sporting services
  11. Transportation services

Applications can be filed at the provincial Department of Labor, Invalids, and Social Affairs (DeLISA). In the event that the DeLISA cannot decide whether the corporation is operated under the above service sectors, they will refer to the Ministry of Industry and Trade for their opinion.

Employers and assignees should be aware that determining eligibility of exemption is subject to the interpretation by the DELISA or the Ministry of Industry and Trade.

Disclaimer: The above information is provided for general information purposes only and should not be construed as legal advice. If you have any further enquiries regarding the applicability of this information, please contact the Regional Immigration Manager, Asia Pacific, Kit Tang: kittang@crownww.com

North America

The United States

Revised Form I-129 (Petition for Nonimmigrant Worker) now available

The United States Citizenship and Immigration Service (USCIS) recently published revised Form I-129, Petition for a Nonimmigrant Worker. The revised Form I-129 is labeled with an Oct. 23, 2014, edition date. Effective May 1, 2015, USCIS will accept only the Oct. 23, 2014, edition of Form I-129. USCIS will not accept previous editions of Forms I-129 on or after May 1, 2015. The revised form with instructions can be downloaded from the USCIS forms website.

U.S. Department of Labor to review recruitment and application requirements for the PERM Program

The U.S. Department of Labor will be initiating a review of the existing PERM Labor Certification process to reflect worker and industry practices which have changed since the PERM program's inception ten years ago.

The Department's fact sheet indicates it will seek input on the current regulation to adapt to modern changes in the national workforce, seeking specific input on the following:

  • Options for identifying labor force occupational shortages and surpluses and methods for aligning domestic worker recruitment requirements with demonstrated shortages and surpluses
  • Methods and practices designed to modernize U.S. worker recruitment requirements
  • Processes to clarify employer obligations to insure PERM positions are fully open to U.S. workers
  • Ranges of case processing timeframes and possibilities for premium processing
  • Application submission and review process and feasibility for efficiently addressing nonmaterial errors

Known employer program

The Department of Homeland Security is considering a "Known Employer" pilot program to facilitate legitimate cross-border business travel along the Northern border ports of entry.

The pilot program, a bi-national commitment under the North American Free Trade Agreement as well as the U.S. Canada Beyond the Border, which the Department expects to commence by late 2015, is intended to test a program designed to streamline adjudication of certain types of employment-based immigration benefit requests filed by eligible U.S. employers. A goal of the pilot would make adjudications more efficient and less costly, while reducing paperwork and delays for both the Department and U.S. employers who seek to employ foreign workers. The pilot would be jointly implemented by U.S. Citizenship and Immigration Services, U.S. Customs and Border Protection, and U.S. Immigration and Customs Enforcement.

Bipartisan bills in Senate aim to increase numbers of high-skilled immigrants

Two bipartisan bills introduced in the Senate would increase the number of visas and green cards available to high-tech workers, and make it easier for high-tech firms in the United States to hire more foreign specialists in science, technology and engineering.

The first bill by Senate Finance Committee Chairman Orrin Hatch of Utah, would increase the number of high-tech visas to 115,000 a year from 65,000. The cap could go as high as 195,000 and otherwise allow for more legal immigration to the U.S. The bill would relax restrictions on permanent resident status in the United States for some high-tech workers and their dependents.

A second bill,  backed by Sens. Jerry Moran (R., Kan.), Mark Warner (D., Va.) and four others would create an "entrepreneur's visa" to allow people who want to start companies to stay in the country. Both bills would create new visa or green-card opportunities for foreign students who graduate from U.S. schools with advanced degrees in science, technology, engineering or math.

Canada

Canada launches pilot program offering early work authorization to spouses pending permanent residence

The government of Canada has launched a pilot program issuing work permits to certain spouses and common-law partners of Canadian citizens and permanent residents.

Applicants  residing in Canada and making an Inland application for permanent immigration to Canada may now be issued open work permits before the "approval in principle" decision has been made on their application. Advocates of the pilot program commend it for minimizing the need for applicants to choose between joining one's partner in Canada but being unauthorized to work, or waiting until final approval before immigrating to Canada, where the applicant is physically separated from his or her partner and family for potentially extended periods of time.

Disclaimer: The above information is provided for general information purposes only and should not be construed as legal advice. If you have any further enquiries regarding the applicability of this information, please contact the Regional Immigration Manager, Americas, Laura Taggart: ltaggart@crownww.com

Latin America

Colombia

Canadian visitors charged $80 on entry to Colombia

Canadian citizens traveling to Colombia are now required to pay a COP160,000 or $80 CAD (about 65 USD) entry fee. According to reports, Canadian dollars are not accepted by immigration officials. The fee must be paid in US dollars or Colombian pesos. As stated by the Colombia's Foreign Ministry, Canadians can still travel to Colombia without having to get a visa first, but have to pay the entry fee when passing through Migration either at the airport. The fee is charged to both tourists and diplomats. The Canadian entry fee has to be paid on Colombia's mainland with the exception of Cartagena. Canadian travelers to the Caribbean islands of San Andres and Providencia are exempt from paying the entry fee.

Disclaimer: The above information is provided for general information purposes only and should not be construed as legal advice. If you have any further enquiries regarding the applicability of this information, please contact the Regional Immigration Manager, Americas, Laura Taggart: ltaggart@crownww.com

Europe, Middle East & Africa

France

2015 Minimum salary increases

Effective January 1, 2015, the French government has announced an increase in the minimum legal monthly salary requirement (SMIC), bringing it up to 1457.52EUR per month (up by 8%, from 1445.38EUR per month in 2014).

The SMIC is the minimum legal salary for all workers in France. A change to the SMIC affects minimum salary thresholds for some types of work permit.

Salary Requirements in France

Foreign nationals locally hired in France must be paid salaries comparable to what a French national in the same position at the same company would expect to receive.

Employees on assignment to France should be also be paid according to their level of expertise and experience, and salaries in all cases should meet minimum requirements as stated in the applicable French conventional labour regulation (that is, collective bargaining agreement) applicable to the parent French company.

Intra company transferees

The increase to the SMIC particularly affects employees coming to France as intra company transferees (that is, using the Salarié en Mission route) as the minimum salary level for this route is set at SMIC x 1.5; that is, at least 26,236EUR per year. However, please note, the salary must be relevant for the actual position and experience of the applicant.

SMIC increases every year in France. It is calculated as an hourly rate, with the monthly rate being worked out assuming a 35 hour week.

New work permit application forms

With immediate effect, three new work permit application forms will replace the existing seven, in an attempt to streamline and modernise application procedures.

What are the new forms?

  • Form 15186*01 should be completed by an employer applying for a work permit for a foreign national employee resident in France
  • Form 15187*01 should be completed by an employer applying for a work permit for a foreign national employee resident outside of France
  • Form 15188*01 should be completed by an employer applying for a work permit for a foreign national employee resident outside of France with a service contract or on an intra-company transfer

Official forms for working in France are administered by CERFA (le centre d'enregistrement et de révision des formulaires administratifs).

Additional information requested on the new forms is the salary being paid for a comparable French national employee. This may have a major impact for those who are "détaché" in France (that is, not locally hired in France), who only need to be paid according to the national minimum salary (as per the provisions of the law or the applicable bargaining agreement) plus expenses (mainly housing, food and travel), and not necessarily according to the internal salary grid of the French host company. It is therefore not currently clear how this field on the new forms should be completed for a détaché employee, however we will provide additional information as soon as it is available.

Greece

Translation requests via agents require Power of Attorney

Effective immediately, the Translation Service of the Ministry of Foreign Affairs in Greece has announced that any third party representative submitting any document for translation on behalf of an applicant of any nationality must present a signed legal authorisation form (power of attorney).

The Translation Service of the Ministry of Foreign Affairs provides certified translations of documents as required in support of various applications.

This summary was prepared using information obtained from Peregrine Immigration Management.

Ireland

Non-EEA students holding Immigration Stamp 2 - Changes to the employment entitlements

The Irish Naturalisation and Immigration Section have announced changes to the Employment entitlements of Non-EEA Students holding Immigration Stamp 2, with immediate effect.

The work concession will be standardised and will no longer be dependent on the term times set by colleges. Students holding a valid immigration stamp 2 will be permitted work 40 hours per week during the months of May, June, July and August and from 15 December to 15 January inclusive. At all other times they will be limited to working 20 hours per week.

As part of regulatory reforms for international education, announced in September by the Ministers for Education & Skills and Justice & Equality, some changes have been made to the terms of the concession under which non-EEA students are permitted to work.

Slovenia

Changes to immigration laws in Slovenia affecting non-EU citizens

Articles of the new immigration law have come into force which affect non-EU citizens with immediate effect. The principle change is that employees and assignees from non-EU (third countries) can join family members only after one year of living in Slovenia and holding a residence permit valid for at least one year. There are exceptions, including for EU Blue Card holders, for foreigners who have a work permit to work in the field of research and higher education, and workers whose work in Slovenia is in the interest of the Republic of Slovenia.

South Africa

Positive new rules on extensions of ICT Permits and Visas

The South African Department of Home Affairs has issued additional clarifications to the October 2014 Directive, which state that extensions can be submitted within South Africa, and also that new applications from the home country may be submitted for assignments lasting beyond four years.

The amendments to the South African immigration legislation made in late May 2014 made it possible for Intra Company Transfer (ICT) Work Visas to be issued for periods of up to four years. However, there was considerable uncertainty over whether extensions of ICT Work Permits with two year validity would be permitted or not.

In October 2014, the Department issued a Directive making it clear that holders of two year ICT Work Permits would be permitted to apply for new, four year ICT Work Visas, but only if they returned to their home country and applied at the South African diplomatic post there.

The new clarifications state plainly that holders of ICT Work Visas issued prior to 26 May 2014 may apply for a new ICT work visa (with validity of up to four years) either at the South African diplomatic post in their original country of residence, or from within South Africa.

This is significant as previously, it was not possible to apply for the new ICT Work Visa from within South Africa.

Extensions beyond four years

The new clarifications also state that where an assignee has completed four years of an international assignment and is needed for a further period, it is possible for them to apply for a new ICT Work Visa with validity of up to four years. However, such an application must be submitted at the South African diplomatic post in their original country of residence.

This is a very positive development as it now gives companies the possibility of having assignees in South Africa for up to eight years on an ICT Work Visa.

This summary was prepared using information obtained from Peregrine Immigration Management.

The Netherlands

2015 Minimum salary levels announced

The Dutch immigration authorities have announced the new minimum salary levels to take effect immediately for knowledge migrant workers (aka Highly Skilled Migrants) and Blue Card applicants going to the Netherlands.

Since January 2014, salaries must meet minimum monthly pro-rata levels, must include 8% holiday allowance, and must also be paid directly into the bank account of the foreign national.

The new 2015 minimum salary levels are as follows:

  • Knowledge migrants aged over 30: €54,289.44EUR per annum (up from €52,462.08) This must be paid in monthly instalments of at least €4524.12EUR/month (this amount includes 8% holiday pay)
  • Knowledge Migrants aged under 30: €39,800.16EUR per annum (up from €38,465.28) This must be paid in monthly instalments of at least €3316.68EUR/month (this amount includes 8% holiday pay)
  • Persons who have graduated in the Netherlands within the last 12 months: €28,524.96EUR per annum (up from €27,565.92)

This must be paid in monthly instalments of at least €2377.08EUR/month (this amount includes 8% holiday pay)

  • Blue Card Holders: €63,607.68EUR per annum (up from €61,469.28EUR)

This must be paid in monthly instalments of at least €5300.64EUR/month (this amount includes 8% holiday pay)

Payments must meet the minimum monthly amounts stated above, which include 8% holiday pay. Payments must also be made directly into the bank account of the foreign national, and the onus is on the employer to prove that such payments have been made and meet monthly requirements. Failure to be compliant with this rule may result in fines of up to €12,000EUR per violation.

The new salary criteria applies only where the application for the regular provisional residence permit (Machtiging Voorlopig Verblijf or MVV) has not been made prior to January 1, 2015. For applications made prior to this date, the 2014 salary criteria apply.

It is not necessary to adjust salaries of existing Knowledge Migrants in the Netherlands unless applying for a renewal of the residence permit. The new levels apply only where an application, either for a new residence permit or a renewal of an existing residence permit, is made. Per diems and allowances may only be included if they are guaranteed and stated in the employment contract.

It should be noted that salaries must also meet the market salary rate for the specific position. If the Immigration and Naturalisation Service (the IND) consider the suggested salary to be less than sufficient, they can ask the UWV Werkbedrijf (the body that provides opinions on behalf of the Dutch Ministry of Social Affairs and Employment (SZW) for an opinion. Additional justification for the salary level would likely be requested from the prospective employer. Applications which do not meet market conditions as adjudicated by the UWV Werkbedrijf will be rejected.

This summary was prepared using information obtained from Peregrine Immigration Management.

Turkey

Stricter passport validity requirements

With immediate effect, a foreign national will only be able to enter Turkey if their passport is valid for at least 60 days beyond the expiry of visa, visa exemption or work/residence permit. The rule will also apply to those foreign nationals already in Turkey who are planning to exit and re-enter the country.

The new rule is being implemented as part of Turkey's "Law on Foreigners and International Protection" (Law No.6458), which began to come into effect in 2014.

This summary was prepared using information obtained from Peregrine Immigration Management.

Disclaimer: The information contained in this immigration alert is provided for general information purposes only and should not be construed as legal advice. If you have any further enquiries regarding the applicability of this information, please contact Crown’s Regional Immigration Manager, EMEA.

Meet the team: Nijil Kudumbiyil - Immigration Manager – India, Crown World Mobility

Nijil KudumbiyilNijil joined Crown in 2012 and in his role as Immigration Manager, he oversees the day-to-day operational and strategic management of the immigration delivery team in India and the immigration services in Srilanka, Pakistan and Bangladesh. The team consists of six Immigration Consultants spread across the country and three Assistant Immigration Managers based in Bangalore, Delhi and Mumbai, who among them have over 15 years immigration experience collective.

Nijil is responsible for ensuring the delivery of high-quality immigration services, KPIs and service level agreements and manages a varied portfolio of corporate clients’ immigration and visa needs. He also works closely with the Regional Immigration Manager – Asia, to roll-out compliance and business continuity plans for the India immigration team to build and maintain relationships with clients and proposal submissions to prospects.

Nijil’s market expertise and more than 12 years of experience in Global Immigration and World Mobility Services, has been instrumental in Crown India extending immigration support to newer locations and identifying suitable service partners.