Immigration news updates for APAC and EMEA regions
Asia-Pacific
India: New immigration law
India has officially enacted the Immigration and Foreigners Act 2025 with effect from September 1, 2025. The new legislation introduces a consolidated legal framework with significantly tougher penalties for immigration violations. The new law replaces four outdated statutes and aims to enhance border security, streamline immigration procedures, and improve enforcement capabilities.
- Severe Penalties for Forged Travel Documents
Individuals found using or supplying forged passports or visas to enter, stay in, or exit India may face two to seven years of imprisonment and fines ranging from INR 100,000 to INR 1,000,000.
- Mandatory Reporting by Institutions
Hotels, universities, hospitals, and other institutions are now required to report information about foreign nationals staying with them. Non-compliance may result in penalties, reinforcing oversight of foreign visitors and visa compliance.
- Carrier Responsibilities
International airlines and shipping companies must submit advance passenger and crew manifests to Indian immigration authorities. This measure supports better tracking and identification of individuals attempting to travel with fraudulent documents.
- Repealed Legislation
The new Act consolidates and replaces the following laws:
- Passport (Entry into India) Act, 1920
- Registration of Foreigners Act, 1939
- Foreigners Act, 1946
- Immigration (Carriers’ Liability) Act, 2000
This summary was prepared using the information from The Economic Times and PRS Legislative Research
New Zealand: New occupations added to AEWV pathway
Immigration New Zealand (INZ) has announced that it is making changes to how occupations are assessed under the Accredited Employer Work Visa (AEWV) program, following the creation of new roles in the National Occupation List (NOL) July update.
The National Occupation List became New Zealand’s official job classification system in November 2024, replacing the Australian and New Zealand Standard Classification of Occupations (ANZSCO). A further update was made on July 1, 2025. The NOL includes new occupations at skill levels 1 to 3, which may allow some workers currently in Level 4 or 5 roles to apply for a further AEWV to extend their maximum continuous stay.
Immigration New Zealand is updating its systems so that Accredited Employer Work Visa applicants in around 90 new higher-skilled (levels 1 to 3) roles can apply based on their National Occupation List skill level. These changes are scheduled to go live on November 3, 2025. Employers will need to undertake the full AEWV process for these roles. Further details will be available in early October.
This summary was prepared using the information from the Immigration New Zealand
Introduction of the Parent Boost visa
The Parent Boost Visitor Visa is designed to help parents of New Zealand citizens and residents spend extended time with their families. It allows eligible parents to stay in New Zealand for up to five years, and leave and re-enter New Zealand unlimited times. There is also the option to apply for a second five-year visa, enabling a total stay of up to ten years.
Key visa settings:
- Duration and flexibility:Â parents can stay up to five years, with multiple entry rights, supporting employees who want ongoing family contact without extended leave requests.
- Second visa option:Â a further five-year visa may be granted, reinforcing New Zealand as a long-term base for employees and their families.
- Compliance check:Â after three years, visa holders must leave temporarily for a compliance check, including a new medical certificate no older than three months and proof that acceptable insurance has been maintained. Employers should anticipate possible short absences.
- No dependent children:Â applicants must not have dependent children, ensuring the visa is strictly for parents and partners.
- Arrival requirement:Â once approved, applicants must travel to New Zealand within six months for the visa to remain valid.
- Eligibility criteria:Â applicants must apply from outside New Zealand, meet character and health standards, and demonstrate they are genuine visitors who will retain ties to their home country.
Compliance touchpoints for employers
Beyond the broader benefits, businesses should understand the compliance requirements linked to this visa. These touchpoints often involve employees directly but can have flow-on effects for employers:
- Sponsorship responsibilities: employees acting as sponsors are legally responsible for their parents’ accommodation, healthcare, welfare, return travel, and any costs associated with deportation if required.  Sponsorship cannot be withdrawn once approved.
- Financial thresholds:Â sponsors must meet specific income requirements, with higher thresholds applying to joint sponsorship or additional parents. Alternatively, parents may meet the criteria through regular income or substantial available funds.
- Sponsorship process: sponsors must complete Immigration New Zealand’s process, either online through RealMe (using a sharing ID and online sponsorship form) or by submitting the paper Sponsorship Form for Temporary Entry (INZ 1025).
- Insurance obligations:Â visa holders must maintain strict minimum insurance cover throughout their stay. Failure to maintain acceptable insurance can result in visa cancellation, deportation liability, and loss of eligibility for future Parent Boost or Parent Resident Visas.
Health and insurance requirements
Applicants must meet an acceptable standard of health, meaning they should not place significant costs on New Zealand’s health system. Importantly, no medical waivers apply under this visa category, removing flexibility.
Visa holders must maintain insurance throughout their stay. Minimum cover includes NZD $250,000 annually for emergency medical care, NZD $100,000 for cancer treatment, and NZD $250,000 for repatriation. Businesses may need to consider how employee support policies align with these requirements, particularly during the compliance check at year three.
This summary was prepared using the information from the Immigration 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 (Regional Immigration Manager, APAC) or Roberta Carnaccini (Global Operations Director, Immigration).
Europe, Middle East and Africa
Belgium: New rules for employment of foreign workers
On July 14, 2025, the Flemish Government approved new regulations for the employment of foreign workers. These changes are part of a stricter labor migration policy and will take effect on January 1, 2026:
- Focus on knowledge migration and medium-skilled shortage occupations that add value to the Flemish economy and society.
- Clearer concentric approach and stricter grounds for refusal to combat abuse and fraud.
- Certain sectors can be temporarily excluded from the list of medium-skilled occupations presumed to face shortages.
- Low-skilled labor will be excluded from economic migration, though temporary seasonal work will be made more flexible.
- A fee (retribution) will be introduced for each application for a combined permit, although this will come into effect at a later date.
Applications submitted before January 1, 2026, will still be processed under the current regulations. The draft legislation will be submitted for advice to the SERV and the Council of State.
This summary was prepared using the information from the Flanders’ Authorities (available in Dutch)
Sweden: Residence permits now accessible for children born in Sweden
Children born in Sweden to parents holding specific types of residence permits—such as research permits, EU Blue Cards, or ICT permits—can now be granted residence permits without having to leave Sweden, according to a recent ruling by the Migration Court of Appeal.
Under the general rule outlined in Chapter 5, Section 18 of the Swedish Aliens Act, individuals applying for a residence permit for the first time must do so from outside Sweden. This requirement has traditionally extended to accompanying family members, meaning that permits must be approved before entering the country.
However, the Migration Court of Appeal has clarified that this rule does not apply to children who were born in Sweden and have never physically entered the country from abroad. Since these children are already present in Sweden by birth, they are not considered to have “entered” the country in the legal sense. As a result, they are exempt from the requirement to apply from abroad.
The Swedish Migration Agency has confirmed that this interpretation should also apply to children of individuals whose residence permits are governed by special provisions in the Aliens Act. This includes children of individuals holding:
- A residence permit to conduct research or engage in mobility research for an extended stay
- A residence permit to seek employment or explore entrepreneurial opportunities after completing research
- An EU Blue Card
- An ICT permit or an ICT permit for long-term mobility
This summary was prepared using the information from The Swedish Migration Agency
Extended passports no longer valid for entry
Starting October 1, 2025, Swedish authorities will no longer accept passports that have had their validity extended using a stamp or sticker—a method used temporarily during the pandemic due to passport material shortages.
Key Points:
- Affected Individuals: Anyone with a passport extended by stamp/sticker.
- Impact: You cannot enter Sweden or receive residence permits, cards, or visas with such a passport after September 30, 2025.
- Action Required: Apply for a new passport from your country of origin or its embassy as soon as possible.
- Even if you receive a decision from the Swedish Migration Agency before October 1, you’ll still need a valid (non-extended) passport to enter Sweden.
This summary was prepared using the information from The Swedish Migration Agency
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 Roberta Carnaccini (Global Director of Immigration).
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