Immigration news updates for APAC and EMEA regions
Asia-Pacific
Australia: New visa medical assessment rules
The Australian Government has introduced the Migration (Specification of Required Medical Assessment) Instrument 2025, updating how health checks are managed for visa applicants. The new rules clearly define when medical exams are required, which tests apply, and the approved providers in Australia and overseas. These changes aim to improve transparency, reduce uncertainty, and ensure consistent health risk management.  It’s important to note that additional tests may be triggered by certain health conditions or complex travel histories, which could extend processing timelines, so applicants are advise should plan accordingly.
Key Highlights:
- Health examination requirements:Â Determined by the Department of Home Affairs and communicated to applicants during the visa process.
- Additional Tests: Certain health conditions or complex travel/activity histories may trigger extra tests, potentially extending processing times.
- Approved Providers Only: All medical assessments must be completed by authorized clinics and panel physicians in Australia or overseas.
- Impact on Processing: Additional requirements or findings during examinations can delay visa decisions.
What This Means for Applicants
- Be prepared for possible additional medical checks based on your personal circumstances.
- Schedule examinations only with approved providers to avoid delays.
- Understand that health-related findings may require follow-up tests.
This summary was prepared using the information from the Australian Government
Malaysia: 1:3 Internship Policy
The Malaysian Government, through TalentCorp, has introduced the 1:3 Internship Policy to strengthen local talent development and align expatriate hiring with national workforce goals.
This policy is mandatory for companies applying for Employment Pass (EP) approvals via ESD or MDEC.
For every expatriate hired under an Employment Pass, companies must offer structured internships to Malaysian students based on the following ratios:
- EP Category I: For an Employment Pass holder earning RM20,000 or more, the internship ratio is 1 EP equals 3 interns.
- EP Category II: For an Employment Pass holder earning between RM10,000 and RM19,999, the internship ratio is 1 EP equals 2 interns.
- EP Category III: For an Employment Pass holder earning between RM5,000 and RM9,999, the internship ratio is 1 EP equals 1 intern.
Internship requirements are capped at 2% of your total Malaysian workforce.
Non-compliance does not invalidate or delay an approved Employment Pass that has already been granted.
However, compliance with the policy will be considered in the Government’s holistic assessment of future Employment Pass applications and expatriate workforce planning.
Persistent non-compliance may affect future Employment Pass considerations as part of a broader workforce planning assessment.
Next Steps for Employers
- Review your expatriate hiring plans for 2026.
- Prepare structured internship programs aligned with MySIP requirements.
- Register internships via MyNext portal early to avoid delays.
Exceptions to this policy will be granted to companies or organisations that meet the following conditions:
- New companies that have been operating in Malaysia for less than two (2) years;
- Companies with Representative or Regional Offices (RERO);
- Companies that receive tax exemptions from the government, especially in key sectors like digital and energy.
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This summary was prepared using the information from the Talentcorp and Talentcorp
Changes to Employment Pass categories and minimum salary requirement
The Ministry of Home Affairs (KDN) has announced revisions to the minimum salary requirements for Employment Pass categories. These changes will impact all new and renewal EP applications submitted on or after June 1, 2026.
The official announcement currently applies to companies under MDEC’s purview. There has been no announcement from ESD yet; however, it is expected that the requirements will be standardized soon.
Revision Details:
- EP Category I:
- Current minimum salary: RM10,000 and above
- Revised minimum salary (effective 1 June 2026): RM20,000 and above
- EP Category II:
- Current minimum salary: RM5,000 to RM9,999
- Revised minimum salary (effective 1 June 2026): RM10,000 to RM19,999
- EP Category III:
- Current minimum salary: RM3,000 to RM4,999
- Revised minimum salary (effective 1 June 2026): RM5,000 to RM9,999
Important Note:
- EPÂ Categories III (RM3,000 – RM4,999) will be no longer applicable from June 1, 2026.
- The minimum salary threshold for foreign professional hires is now RM5,000.
What This Means:
- Review and update your Compensation & Benefits packages for expatriate hires to align with the new salary requirements.
- Ensure all new and renewal EP applications submitted from June 1, 2026, comply with these revised thresholds.
This summary was prepared using the information from the Expatriate Service Division and Expats Service Centre
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 Debra Beynon (Regional Immigration Manager, APAC).
Europe, Middle East and Africa
Denmark: Residence cards for British citizens
British nationals who were granted temporary residence in Denmark under the Withdrawal Agreement between the EU and the UK should now consider applying for permanent residence.
Since Brexit, nearly five years have passed since residence cards were first issued to British citizens living in Denmark. As a result, many of these cards are now approaching their expiry date.
Applicant may be eligible if:
- Have lived legally in Denmark for a continuous period of at least five years, and
- Have met the conditions for at least one grounds for residence during that time, such as employment, self-employment, studies, person with sufficient funds, or as a family member of a British citizen.
This summary was prepared using the information from our Service Partner.
Europe: Updates to minimum salary thresholds
The following minimum salary thresholds apply as of January 1, 2026:
Belgium:
– Highly Skilled: EUR 53,220 per annum
– Highly Skilled (<30 years old): EUR 53,220 per annum
– EU Blue Card: EUR 68,815 per annum
– EU Blue Card (<3 years experience): EUR 55,052 per annum
– ICT Managerial: EUR 68,815 per annum
– ICT Specialist: EUR 55,052 per annum
– ICT Trainee: EUR 34,408 per annum
The published 2026 salary thresholds apply to the Walloon Region. Brussels and Flanders have not yet published updated 2026 thresholds; therefore, the 2025 levels remain applicable until further notice.
Finland:
According to place of residence:
– Helsinki metropolitan area: EUR 1,210 gross per month
–  Other large municipalities: EUR 1,090 gross per month
–  Other municipalities: EUR 1,030  gross per month
France:
– Standard Local Hire Permit and Student Permit: EUR 1,823.06 gross per month
Netherlands:
–  HSM / ICT 30+ years old: EUR 5,942 gross per month
–  HSM / ICT -30 years old: EUR 4,357 gross per month
–  HSM recent graduates: EUR 3,122 gross per month
–  EU Blue Card: EUR 5,942 gross per month
–  EU Blue Card recent graduates: EUR 4,754 gross per month
These thresholds apply to new applications, extensions, and change‑of‑employer cases. Employers are not required to increase salaries on January 1 unless an application is being submitted.
UAE:
– Work Permit: AED 6,000 gross per month
This summary was prepared using the information from our Service Partners, Â Ministry of Human Resources and Emiratisation and Finnish Immigration Service
Poland: Immigration and employment reforms in 2026
Poland has been implementing significant reforms in immigration, employment, and administrative procedures. These changes will have far-reaching implications for employers, foreign students, Ukrainian nationals, and all stakeholders interacting with public authorities. The legislative updates emphasize regulatory compliance, the gradual withdrawal of emergency measures, and a transition toward digital communication with government institutions.
1.Employing Foreign Students
Starting in 2026, not all foreign students will be exempt from work permits. Only those enrolled in Universities approved by the Ministry of the Interior and Administration—or institutions not requiring approval such as public academic Universities— will qualify.
Employers must verify the student’s university and legal basis for employment. Transitional rules allow previously legal employment without a permit until June 30, 2026,
2. Phase-Out of the Ukrainian Special Act
A draft act published on December 29, 2025, begins phasing out the Ukrainian Special Act, affecting hundreds of thousands of Ukrainian nationals.
Employers should review employees’ legal status and update internal procedures. Foreign nationals must prepare for new residence and work authorization requirements, with some changes effective March 4, 2026.
3. Mandatory e-Doręczenia for Public Institutions
From January 1, 2026, all public institutions—including immigration offices—must use e-Doręczenia for official correspondence.
Implementation varies: some offices are fully operational, while others are still adapting. Online interactions may not yet be possible everywhere.
This summary was prepared using the information from our Service Partner.
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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