Immigration news updates for AMER and EMEA regions
Americas
Canada: New rules for international student work permits
Eligible international students enrolled in post‑secondary programs are now no longer required to obtain a separate work permit to participate in mandatory work-integrated learning, such as co‑op terms or internships. Students may work with employers approved by their designated learning institution as part of their academic program requirements.
This update reduces administrative burden by ensuring that only one permit is needed for the completion of a single study program. It does not expand the number of students authorized to work, nor does it have an impact on temporary resident numbers; it removes an administrative step that is no longer necessary.
International students who currently have co‑op work permit applications in progress do not need to take any further action. IRCC will automatically withdraw all eligible, active co‑op work permit applications.
This summary was prepared using information provided from the Government of Canada
Disclaimer: The above information is provided for general information purposes only and should not be construed as legal advice. If you have any further inquiries regarding the applicability of this information, please contact Joanna Sogeke (European Client Services Manager – Immigration).
Europe, Middle East and Africa
Denmark: New AR1 form introduced to improve application experience
On March 27, the Danish Agency for International Recruitment and Integration (SIRI) introduced an updated version of the AR1 application form. The new version features a simplified structure and clearer guidance on the information required, with improved language throughout. The AR1 form is used under several schemes for first‑time applicants who have been offered employment in Denmark, and the update aims to streamline the application process.
Employers who initiated an AR1 application (Part 1) before March 27, must ensure the form is submitted to the employee for completion, and that the employee submits their section by April 26. This deadline also applies to employees who have already begun completing AR1 Part 2
Both employers and employees can access ongoing applications through the online portal by logging in to view their cases. For applications started on or after March 27, the updated AR1 form will be used automatically by both parties.
This summary was prepared using information provided from The Danish Immigration Service
France: Update on the residence permit and renewal application
The French Ministry of the Interior has reported a significant backlog of residence permit and renewal applications, with approximately 930,000 cases currently pending. Average processing times have climbed to 117 days, more than double the official target of 55 days. This situation is largely attributed to a 57% increase in residence permits issued over the past decade, while staffing levels at prefectures have grown only marginally.
In response, the Minister of the Interior issued a strategic instruction to all Prefects on April 5, 2026, aimed at reducing delays and safeguarding skilled and professional immigration, particularly to prevent disruptions to the right to work.
The instruction is supported by a concrete action plan that includes:
- Simplifying procedures for changes of address to ease administrative workloads
- Enforcing strict compliance with legally required document lists
- Automating the issuance of extension certificates (attestations de prolongation)
Over the coming months, authorities expect:
- Work authorisation processing times to return to normal, decreasing from 12 weeks to 8 weeks
- Priority processing for professional immigration, including Talent and Salarié permits, with longer timelines anticipated for dependants, family/private life applications, and students
- Recruitment of additional staff dedicated exclusively to case processing, rather than appointment management or front-desk services at prefectures
These measures are intended to restore efficiency to the residence permit system while maintaining France’s ability to attract and retain skilled foreign workers.
This summary was prepared using information from a non‑public instruction issued by the Ministry of the Interior on April 5, 2026.
Poland: Draft regulation to limit work rights for certain visa free nationals
On March 27, the government released a draft regulation providing that work permit holders from certain countries will not be allowed to work in Poland while staying under the visa‑free regime.
Under the proposed rules, nationals of Colombia, Georgia and Venezuela who intend to work in Poland would be required to obtain an appropriate national visa or residence permit before starting employment, even if they already hold a valid work permit.
The draft regulation also introduces a transitional provision allowing citizens of these countries who began working in Poland during a visa‑free stay before the regulation enters into force to continue their employment under the existing rules. The implementation date is yet to be confirmed.
This summary was prepared using information provided by our Service Provider.
Romania: Proposal of changes to the immigration rules
The Romanian Government has recently announced Emergency Government Ordinance regarding immigration and the employment of foreign workers.
The proposed changes will have a major impact on employers who transfer or recruit staff from outside the European Union, by introducing a significant number of new rules and by fundamentally changing the work-related immigration process.
The analysis below is based on the official draft normative act published by the authorities, which is currently under public consultation. The draft does not represent the final version of the law.
1.Fundamental change to the immigration system
The current system, based on separate legal frameworks for residence permits and work authorizations, is being replaced by an integrated and digitalized model.
Work-related immigration will no longer be treated as a sequence of separate administrative steps, but as a unified process aimed at improving transfer timelines to Romania for non-EU employees:
- the right to work and the right of residence are assessed simultaneously;
- the employer’s history and conduct become relevant;
- the focus shifts toward prevention, traceability, and continuous compliance.
2.The single WorkInRomania platform
All procedures will be carried out through the WorkInRomania.gov.ro platform.
3.Essential clarification: what happens to the employment authorization and visas
Control of access to the labor market is not eliminated but integrated into a single application.
Through this single application, the authorities simultaneously assess:
- the employer (eligibility, history, compliance),
- the job position (salary, working conditions, duration),
- the worker (qualifications, experience, migration risk).
The institutions involved in the verification process are ANOFM, MEC, ITM, and IGI.
The long-stay visa remains in place but its role changes.
The work visa will have a predominantly formal role (identification, biometrics, security checks), relying on a single application already approved by IGI, ITM, ANOFM, and MEC.
4.Two distinct work-related immigration regimes: D/AM1 and D/AM2
D/AM1 – direct application by the employer (limited exceptions)
Applicable to specific categories, such as:
- highly qualified workers;
- ICTs;
- EU Blue Card holders;
- academic and research staff;
- activities requested by ministries or central authorities;
- artists employed by cultural institutions;
- professional athletes.
In these cases, the employer or the consultant applies directly through the platform, without the involvement of a placement agency.
D/AM2 – general rule (mandatory placement agency)
Applicable to the majority of recruitments from third countries:
- permanent low- / medium-skilled workers (specifically those without university degrees who can be classified under the List of Shortage Occupations by COR code);
- seasonal workers;
- cross-border workers.
In this case, the single application must be submitted exclusively by an authorized placement agency, reflecting the legislator’s intention to professionalize and stabilize international recruitment, reduce risks, and accelerate legal labor migration flows.
The authorized placement agency is required to lodge a deposit of EUR 200,000 for a maximum of 1,000 non-EU nationals placed on the labor market per year.
5.Secondments and intra-corporate transfers (ICT)
Secondments
Secondment will be permitted exclusively from the EU / EEA / Switzerland, for individuals holding a residence right issued by these states.Secondment from third countries is eliminated as an option.
Intra-corporate transfers (ICT)
ICT remains a distinct and lawful mobility pathway from third countries, applicable exclusively to genuine transfers within the same group of companies (managers, specialists, trainees).
6.Placement agencies – new rules and impact on employers
Placement agencies will be allowed to operate only based on ANOFM authorization and the establishment of a significant financial deposit.
They are prohibited from charging fees to workers, and their information, monitoring, and reporting obligations are significantly expanded.
Should the new regulation be implemented, the main provisions are as follows:
- Until June 30, 2026, there will be a transition period mainly dedicated to employer registration procedures, authorization of placement agencies, and the operationalization of the electronic platform
• Applications for employment or secondment work permits submitted and registered by May 31, 2026 will be processed in accordance with the legislation applicable prior to the entry into force of the new ordinance
• Foreign nationals may apply for long-stay visas for employment or secondment based on work permits issued prior to the entry into force of the ordinance, as well as those issued based on the applications mentioned above, within 180 days from obtaining the work permit, but no later than August 31, 2026
Please note that, once the new regulation enters into force, there will be a transition period during which the processing of applications will be characterized by:
- implementation of new mechanisms (digital platform, authorization procedures, etc.)
• possible operational delays in the processing of applications
In this context, we recommend that any planned local hire or secondment processes should be started ASAP to be handled under the current legislative framework and to avoid delays generated by the transition period.
It is also important to note that appointment availability for submitting work permit applications is currently extremely limited, which may significantly impact the timeline for initiating such processes.
This summary was prepared using information provided by our Service Provider.
Disclaimer: The above information is provided for general information purposes only and should not be construed as legal advice. If you have any further inquiries regarding the applicability of this information, please contact Joanna Sogeke (European Client Services Manager – Immigration).
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