Global mobility continues to evolve as governments across key destinations introduce new immigration rules, adjust visa frameworks and strengthen compliance requirements. For Indian businesses, HR teams and professionals managing international assignments, these changes can directly influence travel planning, employee onboarding, documentation and work authorization timelines.

In this week’s Immigration News September 2026 roundup, we look at important developments across India, Canada, Peru, New Zealand, Australia and the United States, with a focus on what these changes could mean for Indian travellers, skilled professionals and businesses managing cross-border mobility.

India: New Passport Validity Rules and Revised Fees

India has introduced changes to passport rules covering children’s passport validity and passport-related fees. Under the amended rules, a 36-page ordinary passport issued to a child below 15 years of age will be valid for five years from the date of issue or until the child turns 18, whichever is earlier. The amendment came into effect in September 2026. This change is particularly relevant for Indian families planning international travel, overseas education or relocation with children. Parents should check passport validity well before making international travel arrangements, particularly when a child’s passport may expire during the planned period of travel. The Ministry of External Affairs also revised passport fees from July 1, 2026. A standard 36-page adult passport now costs ₹2,500, while a 60-page passport costs ₹3,500 under the normal category. For minors, 36-page fresh or reissued passport costs ₹1,750 under the normal category. Tatkal and replacement applications carry higher applicable charges. For businesses managing international assignments from India, passport validity remains an important pre-application check. A valid passport is foundational to visa filing, travel documentation and employee mobility planning.

Canada: Employer of Record Model Restricted for LMIA Applications

Canada has clarified employer eligibility requirements under the Temporary Foreign Worker Program, with significant implications for Employer of Record (EOR) and staffing arrangements. Employment and Social Development Canada have clarified that staffing and employment agencies recruiting workers for another business cannot obtain Labour Market Impact Assessments (LMIAs) where the foreign worker will ultimately work for a third-party Canadian business. EORs also do not qualify as LMIA sponsors for LMIA-based work permits. The key consideration is the actual employment relationship. Canadian authorities will look at which entity controls and supervises the employee’s work. Businesses using third-party employment structures should therefore review their existing arrangements before applying for an LMIA, renewing an LMIA-based work permit or planning a new international assignment. For Indian IT consultants, skilled professionals and companies deploying talent to Canada, this reinforces the importance of aligning the immigration application with the actual employer-employee relationship rather than relying solely on an intermediary employment structure.

Peru: Immigration Processing Delays Continue

Peru is experiencing widespread immigration processing delays due to operational and staffing challenges within its immigration authority. The delays are affecting multiple processes, including in-country and consular visa applications and work authorization. For Indian professionals travelling to Peru for assignments, projects or business activities, these delays can have a practical impact on joining dates and workforce planning. Employers should account for additional processing time rather than planning travel and onboarding around standard timelines. Where an application is being processed in Peru, foreign nationals should also carefully consider international travel before leaving the country, as the status of a pending application and the ability to complete the process may be affected. For companies managing employee mobility, the key takeaway is simple: build additional immigration lead time into Peru-bound assignments and avoid making employment start dates dependent on standard processing assumptions.

New Zealand: AEWV Work Location Requirements Clarified

Immigration New Zealand has clarified the location requirements applicable to holders of the Accredited Employer Work Visa (AEWV). When an employer submits a Job Check, the location or region where the role will be based must be specified. Where a role regularly requires work across multiple locations, those locations need to be reflected appropriately in the Job Check. AEWV holders may temporarily work outside their approved location for up to six weeks, or 30 working days, within a 12-month period without the employer completing a new Job Check. However, where an employee will work outside the approved location for more than 30 working days, additional immigration action is required before the employee begins working at the new location. This is particularly relevant for Indian technology professionals, project-based employees and skilled assignees whose roles may involve movement between offices or client locations. Employers should therefore ensure that actual working locations remain aligned with the approved immigration conditions. A change in office, branch or long-term work location should not be treated as a routine operational change without first checking its immigration implications.

Australia: Migration Settings Tighten Further

Australia has announced a series of measures aimed at reducing Net Overseas Migration, with the government targeting 245,000 in 2026–27 and 225,000 in 2027–28. Several measures affect temporary visa holders. Among the changes, most new international students and Temporary Graduate visa holders will no longer be able to bring partners or dependent children under the existing dependent arrangements, subject to specified exceptions. The measures also include tighter controls around students changing to lower-level qualifications as a way of extending their stay. For Indian applicants, the changes are significant because India remains a major source of international students in Australia. Indian students accounted for around 16% of Australia’s international student population in the year to May 2026, according to figures cited by Business Standard. For employers and families planning an Australia move, visa category, family eligibility and long-term stay plans should therefore be reviewed together rather than treated as separate considerations.

United States: U.S. Visa Appointment Wait Times Vary Across Indian Cities

The U.S. Department of State has updated visa appointment wait-time information for applicants in India, highlighting continued differences across major U.S. consular posts. As of September 17, 2026, B-1/B-2 visa appointment waits were around 11 months in Mumbai and approximately 12 months in Hyderabad, while Chennai and New Delhi reported shorter waits of around 7.5 months and 10 months, respectively.  For Indian professionals travelling to the U.S. for business meetings, conferences, client visits or short-term business activities, these timelines can have a direct impact on travel planning. Companies should account for visa appointment availability well ahead of planned travel dates instead of scheduling international business trips around standard processing assumptions.

What These Immigration Updates Mean for Indian Businesses?

Across these countries, one common trend is becoming increasingly visible: immigration compliance is becoming closely connected with workforce planning. Passport validity can affect visa filing and travel readiness. Employer structures can determine LMIA eligibility. Processing delays can affect joining dates. Work location can influence visa compliance. Family eligibility can change relocation planning. Visa availability can influence long-term talent strategies. For HR, mobility and legal teams, keeping track of these changes is therefore not simply about knowing when a rule changes. It is about understanding how that change can affect the employee, the employer and the wider business timeline.

Staying Ahead of Global Mobility Changes

Immigration policies can change quickly, and a small regulatory update can have a significant impact on an international assignment, employee relocation or business expansion. For Indian companies and professionals managing cross-border mobility, proactive planning, accurate documentation and continuous monitoring of immigration requirements are essential. Lex Visas helps businesses and professionals navigate global immigration requirements with end-to-end support across inbound and outbound mobility, documentation and visa processes. As global mobility continues to evolve, staying informed is the first step. The next is ensuring that every international move is planned with the right documentation, timelines, and immigration strategy.

Stay connected with Lex Visas for the latest global mobility and immigration updates.