Immigration news updates for APAC and EMEA regions
Asia-Pacific
New Zealand: AEWV English requirements expanding to skill level 3 roles
Immigration New Zealand has confirmed an important update to the Accredited Employer Work Visa (AEWV) framework, with minimum English language requirements extending to skill level 3 occupations from June 1, 2026.
From this date, applicants for AEWV roles classified as ANZSCO or National Occupation List (NOL) skill level 3 occupations will need to demonstrate English language ability as part of their visa application. The requirement is intended to demonstrate basic everyday English for common workplace and day-to-day situations and may be met through:
- Recognised English language testing
- Citizenship from an eligible English-speaking country
- Eligible work or study completed in English
Key considerations for employers:
- Future candidates for skill level 3 roles may need to complete English testing before lodging a visa application
- Recruitment and onboarding timeframes may be impacted
- Existing workers may fall within transitional arrangements or exemptions
- The changes apply based on the visa application date, not the job check approval date
Exemptions will apply to certain current AEWV holders, including eligible workers applying for a further AEWV before their current visa expires. The update reflects New Zealand’s ongoing focus on workforce planning, migrant protection measures, and long-term settlement outcomes.
This summary was prepared using information provided from the New Zealand Immigration
Introduction of a new citizenship test in 2027
The New Zealand Government has announced that a formal citizenship test will become a requirement for most applicants seeking citizenship from late 2027.
The test will assess an applicants’ understanding of the responsibilities and privileges of being a New Zealand citizen, replacing the current declaration-based process already used within citizenship applications.
Key details that have currently been confirmed include:
- The test will apply to most citizenship applicants from 2027. Applicants who lodge an application before the requirement begins will not need to sit the test.
- The test is expected to include 20 multiple-choice questions completed in English.
- A minimum score of 75% will be required to pass.
- Topics are expected to include democratic principles, voting rights, human rights, criminal offences and New Zealand’s system of government.
- Exemptions will apply to certain applicants, including children under 16 and applicants aged 65 or older
Further information, including commencement dates, testing fees and study materials, is expected to be released as the implementation process progresses.
This summary was prepared using information provided from the Government of New Zealand
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 (Director of Immigration Services, APAC).
Europe, Middle East and Africa
France: Minimum wage adjustment
France will implement a 2.41% increase in the statutory minimum wage (SMIC) from June 1, 2026, following a programmed adjustment triggered by inflation exceeding the legal threshold.
From June, the gross hourly SMIC will increase from €12.02 to €12.31, bringing the monthly gross salary (based on a 35-hour work week) to €1,867.02, compared to €1,823.03 previously. This equates to an increase of €43.99 per month. On a net basis, the monthly SMIC will rise from €1,443.11 to €1,477.93, representing an additional €34.82 per month. Annually, this corresponds to a gross salary of €22,404.24 and a net salary of €17,735.16.
Beyond the salary adjustment itself, the French government is introducing a series of complementary measures aimed at supporting the purchasing power of low-income workers. From May 27, 2026, approximately three million individuals became eligible to apply for a “large commuter” allowance (aide grands rouleurs). The SMIC increase will take effect on June 1, followed by a further enhancement on July 1, 2026, when the activity bonus (prime d’activité) will increase, providing an average additional €50 per month to eligible beneficiaries.
From an employer perspective, the SMIC increase requires immediate operational attention. Payroll systems must be updated in time for June salary processing, and all salary levels must be reviewed to ensure compliance with the new statutory minimum. Failure to comply may result in financial penalties of up to €1,500 per underpaid employee. Employers should also verify that apprenticeship and professionalisation salary grids remain aligned with the updated thresholds.
The increase also carries direct implications for immigration and global mobility. The SMIC serves as a benchmark for assessing sufficient income in a number of immigration processes. For work-based residence permits, applicants must demonstrate stable income at or above the new threshold of €1,867.02 gross per month. This requirement similarly applies to self-employed individuals and foreign employers, particularly in the context of residence permit renewals and naturalisation applications.
In addition, visitor visa financial requirements remain aligned with SMIC levels. As such, applicants must now evidence financial resources of at least €22,404.24 gross annually (or €17,735.16 net), and supporting documentation should be updated accordingly.
This summary was prepared using information provided from the Ministry of Labour and Solidarity (available in French language)
Proposal for a more restrictive immigration framework
France’s Justice Minister has outlined proposals to significantly tighten the country’s immigration framework, including the introduction of a potential three-year freeze on most categories of legal immigration.
The proposal focuses on revising residence permit policies, particularly by restricting access to family reunification rights for certain categories of foreign workers.
In addition, the minister has suggested introducing binding annual immigration quotas to replace the current indicative system, allowing authorities to more strictly regulate the number of entrants across various migration categories.
The proposal also includes the possibility of holding a referendum on immigration policy, although constitutional amendments would be necessary to enable such a vote.
It should be noted that these measures are currently at the proposal stage and do not yet constitute confirmed government policy.
This summary was prepared using information provided from the France Info
Sweden: Government introduces exceptions to new salary threshold for work permits
The Swedish government has confirmed regulatory amendments introducing targeted exemptions to the upcoming salary threshold for work permit applications. The new provisions, including these exemptions, are scheduled to enter into force on June 1, 2026.
Under the new framework, foreign workers will be required to earn at least 90% of Sweden’s median salary to qualify for a work permit.
The reform aims to shift labour migration towards highly qualified workers, while ensuring continued access to essential skills. To support this objective, exemptions from the salary threshold have been introduced, particularly in sectors such as technology, industry, and healthcare, where labour shortages remain significant.
Key Updates:
- Exemptions from the salary threshold: a total of 27 shortage occupations are exempt from the new 90 percent salary threshold.
- Additional exemption categories: the following groups are subject to a reduced salary requirement, set at 75% of the median salary:
- Employees of startup in the tech and life sciences sectors
- Individuals with degrees in certain licensed professions
- Recent graduates
- Beneficiaries of temporary protection from Ukraine
- Restrictions on work permits: work permits will no longer be granted for the following occupations:
- Personal assistants
- Berry pickers (forest work)
- Employer reporting obligation: employers must notify the authorities if a foreign employee does not commence employment within four months of the permit start date.
- Expanded access to employer data: the Swedish Migration Agency will be granted access to certain employer data, including information from criminal and suspicion registers.
This summary was prepared using information provided from The Government Offices of Sweden (Regeringskansliet) (available in Swedish language)
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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