Immigration news update for all regions
Americas
Argentina: Changes in immigration
Recently Argentina modified its Immigration Law through Decree 366/2025, establishing:
- Compulsory s proof of health insurance for foreigners entering the country under any of the following immigration categories: Temporary Residents (including tourists, business professionals, technicians and others) and Temporary Residents of Mercosur and Non-Mercosur.
- In emergencies, access to social assistance or healthcare must not be denied to any foreigner, no matter their immigration status.
- To obtain Permanent Residence, it is necessary to prove that individuals have sufficient means to survive in the country and that they have no criminal records.
- Foreigners with Permanent Residency will have access to the public health system on par with Argentine citizens.
- Foreigners with Permanent Residency will have access to the free University Education (publicly funded) on par with Argentine citizens.
- Foreigners must present a valid local address upon entering the country and when they start any immigration procedure.
This summary was prepared using the information from the Argentinian Government (available in Spanish)
Mexico: Electronic visa for Ukrainian, Russian and Turkish nationals
As of August 9, 2025, the Ministry of Foreign Affairs implemented the Electronic Visa, for foreigners who intend to travel to Mexico by air as “Visitors without permission to carry out remunerated activities”. This visa type allows for   stays not to exceed 180 days for tourism, transit through Mexico, business, worship, technical work in companies without receiving pay in Mexico, philanthropic activities, sports, receiving medical treatment, attending fairs or conferences.
For now, only nationals of Ukraine, Turkey, and Russia are eligible to apply for it and they will not need to attend an appointment at a Mexican Consulate or obtain a paper visa. It is expected that, over time, more nationalities will be added to this list to expand the benefit.
If authorized, an Electronic Visa with a QR code will be generated, which the foreigner can print and/or download to an electronic device.
If the Electronic Visa is denied, foreigners may initiate a new visa application in person at a Mexican Consular Office in any country, complying with the requirements and procedures established for the type of visa foreigners are applying for.
This summary was prepared using the information from the Ministry of Foreign Affairs (available in Spanish)
United States: DHS clarifies scope of H-1B proclamation
The Department of Homeland Security (DHS) has issued a policy memorandum clarifying how the application of the new rule will be applied on H-1B entry restrictions and fees.
According to the memorandum, the USD 100,000 supplemental fee will apply to H-1B petitions filed on or after September 21, 2025. This means that any petitions submitted before this date, as well as beneficiaries of already approved petitions and individuals currently holding valid H-1B visas, will not be affected by the new fee or entry restrictions. The fee does not apply to extensions and renewals.
DHS has also confirmed that individuals with valid H-1B visas may continue to travel to and from the United States without being subject to the new supplemental fee. This statement clarifies the status of current visa holders and those with approved petitions, as their conditions and travel rights remain unchanged for now.
To strengthen the compliance with H-1B visa program, the U.S. Department of Labor (DOL) launched Project Firewall on September 19, 2025, a new enforcement initiative. While the initiative does not introduce new legal obligations for employers, it signals a shift toward more rigorous enforcement. Key elements include an expanded use of Secretary-certified investigations, which allow the DOL to initiate reviews even without external complaints; increased coordination with other federal agencies such as the Department of Justice, EEOC, and USCIS; and a greater focus on documentation and compliance audits. Employers are still required to meet existing obligations, such as filing certified Labor Condition Applications (LCAs), providing proper notice to U.S. workers, maintaining accurate records, paying the required wage, and avoiding displacement of U.S. workers.
The main takeaway is that although the rules remain the same, the enforcement landscape has changed—making it essential for employers to ensure their H-1B compliance practices are thorough, up to date, and well-documented.
This summary was prepared using the information from our Service partner Maggio, Kattar, Nahajzer + Alexander, PC.
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 Operations Director, Immigration).
Asia-Pacific
New Zealand: New Skilled Migrant Category resident visa announced
The government has announced changes to the Skilled Migrant Category Resident Visa that will help employers retain skilled workers and support long-term economic growth.
From mid-2026, two new residence pathways will open:
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1.Skilled Work Experience pathway: for migrants in skilled roles (Â ANZSCOÂ skill level 1 to 3) with at least 5 years of directly relevant work experience, including two years in New Zealand earning at least 1.1 times the median wage.
2. Trades and Technician pathway: Trades and technician pathway — for migrants in specified trades or technician roles who hold a relevant Level 4 or higher qualification and have at least 4 years of post-qualification experience, including 18 months in New Zealand paid at or above the median wage.
These pathways are designed to better reflect the value of practical skills and migrants’ contribution to New Zealand’s workforce. Additional eligibility criteria will apply to certain occupations to manage immigration risk and ensure the pathways remain targeted to genuine skill needs.
The New Zealand work experience requirements will be modestly reduced for some current pathways. This change reduces the amount of New Zealand work experience required for most migrants, from a maximum of three years to a maximum of two years.
Other changes also include removing the requirement to have an increased wage rate when applying for residence. Instead, migrants will only need to maintain the same median wage rate throughout their required period of New Zealand work experience.
These changes come into effect in August 2026, and we will provide detailed information closer to the time.
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
Czech Republic: Changes in legislation
Effective October 1, 2025, there will be a change in the employer’s obligations when employing foreign nationals, as per Section 87 of the Employment Act (Act No. 435/2004 Coll.).
Under the amended legislation, employers are now required to notify the Labour Office of the Czech Republic no later than the day before a foreign national begins employment. This is a shift from the current requirement, which allowed for same-day notifications.
Failure to comply with this updated reporting obligation will be classified as “unreported work”, a newly defined administrative offence. Employers found in breach may face penalties of up to CZK 3,000,000, compared to the current maximum amount of CZK 100,000.
This summary was prepared using the information from the State Labour Inspection Office (available in Czech language)
Change of employer notification period for employee card holders
According to an upcoming amendment to the Act on the Residence of Foreign Nationals, effective October 1, 2025, the notification period for a change of employer for holders of the Employee Card will be extended from 60 to 90 days.
Key Changes
- foreign nationals who terminate their employment will have 90 calendar days to notify the Ministry of the Interior of a new employer.
- If the change is not reported within this period, the Employee Card will expire.
Transitional Provisions
- If the employment relationship ended on or before August 1, 2025, the 60-day notification period still applies.
- If the employment ended on or after August 2, 2025, the new 90-day period applies.
This summary was prepared using the information from the Ministry of the Interior of the Czech Republic (available in Czech 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 Roberta Carnaccini (Global Director of Immigration).
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