Lex Visas Weekly Immigration Roundup: Key Global Mobility & Immigration Updates

Global mobility and immigration policies continue to shape how businesses hire international talent, manage cross-border assignments and expand into new markets. For Indian companies with overseas operations and multinational organisations managing employees across borders, staying informed about immigration changes is essential to maintaining compliance and ensuring smoother employee mobility.

This week’s global mobility and immigration updates bring significant developments from the United States, Switzerland, South Africa, Belgium, the United Kingdom, New Zealand and Malaysia. From new mobility opportunities for Indian professionals travelling to Switzerland to revised visa filing rules in South Africa and the suspension of Green Card labour certification processing for major IT companies in the United States, these changes highlight the evolving landscape of international immigration. For Indian IT firms, HR leaders and global mobility managers, understanding these developments is particularly important when planning overseas assignments, managing work authorisations and supporting employees pursuing long-term international careers.

In this weekly roundup, Lex Visas examines the latest immigration policy changes, their potential implications for Indian businesses and the practical considerations organisations should keep in mind while navigating an increasingly complex global mobility environment.

India–Switzerland Mobility Agreement Opens New Opportunities

India and Switzerland signed two mobility agreements on October 5, 2026, aimed at strengthening professional exchanges, education and cross-border mobility. The measures introduce new opportunities for Indian professionals, students and business travellers seeking international exposure. Under the Migration and Mobility Partnership, eligible frequent business travellers may access multiple-entry visas valid for up to five years, with stays of up to six months per visit. Eligible students may also benefit from renewable one-year student permits.

A separate Young Professionals Scheme provides temporary employment opportunities, with an annual exchange quota of 300 participants per country, potentially increasing to 500. For Indian organisations working with Swiss partners, these measures could support smoother business travel, professional development and talent exchanges. However, applicants must still satisfy the applicable eligibility criteria and immigration requirements. HR and global mobility teams should review upcoming assignments, business travel schedules and professional exchange opportunities to determine whether eligible employees can benefit from these pathways.

South Africa Relaxes the 60-Day Visa Filing Requirement

South Africa has introduced an important procedural change by waiving the requirement to submit certain visa extension and change-of-status applications at least 60 days before the existing visa expires. Under Immigration Directive No. 13 of 2026, eligible applications may be submitted up to the existing visa’s expiry date. The relief also covers specified pending applications and certain appeals connected with the previous filing requirement. This change offers greater flexibility to foreign nationals, including Indian IT consultants, corporate assignees and business professionals working in South Africa.

Employers may find it easier to manage cases where documentation or internal approvals prevent an application from being filed two months in advance. However, the application must still be submitted before the existing visa expires. The waiver does not automatically extend immigration status, guarantee approval or remove other documentation and eligibility requirements. Companies should continue monitoring visa expiry dates, maintaining compliance calendars and preparing renewal documents early. The relaxed deadline should be treated as additional flexibility, not a replacement for proactive immigration planning.

Belgium Updates Wallonia’s Shortage Occupation List

Belgium’s Wallonia region has updated its shortage occupation list for the period from October 1, 2026, to September 30, 2027. The revised framework identifies occupations for which employers may recruit eligible non-EU nationals under specific conditions. The update is relevant to international recruitment in sectors experiencing skills shortages, including certain technical, construction and industrial occupations. Depending on the role and applicable requirements, employers may have access to a facilitated route for recruiting foreign workers.

For Indian professionals and businesses hiring talent from India, this could create opportunities in eligible occupations. Employers should note, however, that the shortage list does not eliminate every labour-market assessment or guarantee a permit. The applicable conditions depend on the occupation, qualifications and regional rules. HR teams should check whether a proposed position appears on the current list, confirm the relevant permit requirements and prepare supporting employment documentation before initiating recruitment.

United Kingdom Introduces Contactless Airport e-Gates

The UK Home Office has begun introducing contactless technology at airport e-Gates, using facial comparison to verify passengers against relevant travel and immigration information. The phased rollout began in October 2026, with wider implementation expected by early 2027. The technology is designed to streamline eligible passengers’ border journeys, potentially reducing waiting times while retaining immigration and security checks.

For Indian businesses managing frequent UK travel, this development signals the continuing digitisation of international border processes. However, the initial contactless system is limited to British citizens. Indian passport holders should not assume they can use the new contactless gates, even if travelling frequently for corporate purposes. Organisations should continue communicating current entry requirements to employees and ensure travellers carry valid passports and any required visas or permissions. Digital border improvements do not replace visa eligibility or entry requirements.

New Zealand Introduces a Hybrid Parent Resident Visa Selection Model

From October 5, 2026, Immigration New Zealand introduced a hybrid selection model for Parent Resident Visa expressions of interest (EOIs). Approximately 90% of selections will be made in chronological order, while around 10% will be selected through a random ballot. The annual approval limit of 2,500 visas remains unchanged. The revised system aims to balance predictability for applicants who have waited longer with opportunities for newer applicants to be selected.

For Indian expatriates living in New Zealand, the change is particularly relevant to long-term family planning and bringing eligible parents to live with them. However, selection of an EOI is not the same as visa approval; applicants must still meet the applicable eligibility criteria and complete the required application process. The first selection under the new model is scheduled for November 10, 2026. Eligible applicants should keep their contact details current, monitor official communications and review the requirements for maintaining an EOI in the selection pool.

Malaysia Announces New Measures for Expatriates and Digital Nomads

Malaysia has announced immigration-related measures under Budget 2027, with key changes scheduled to take effect on January 1, 2027. Under the announced measures, spouses holding Dependant Passes linked to Category I Employment Pass holders will be permitted to work, subject to applicable requirements. Malaysia has also announced additional flexibility for eligible digital nomads, including a possible extension of stays by up to two years beyond the existing two-year limit.

These changes could make Malaysia more attractive to Indian technology professionals, senior executives and multinational companies managing regional operations. Allowing eligible spouses to pursue employment may also help organisations address family-related challenges during international relocation. Employers planning Malaysian assignments should review the final implementation requirements, assess the impact on accompanying family members and evaluate how the changes may support employee retention and relocation planning.

United States: PERM Green Card Suspension Puts Indian IT Firms Under Scrutiny

The United States has suspended eight major technology companies, including TCS, Infosys, Wipro, HCLTech, Cognizant and Capgemini, from the PERM Green Card labour certification programme amid compliance audits. The suspension pauses new labour certification filings for affected employers, potentially delaying employment-based permanent residency applications for eligible foreign professionals. Importantly, the measure does not automatically cancel existing H-1B visas or disrupt the companies’ day-to-day operations.

However, increased scrutiny of immigration applications and changes to H-1B extension adjudication policies could create additional uncertainty for employees planning long-term careers in the US. For Indian IT professionals and multinational employers, the development highlights the importance of monitoring immigration compliance, reviewing Green Card application timelines and preparing for potential delays in permanent residency processing. HR and global mobility teams should identify affected employees, communicate potential implications and review H-1B expiry dates and extension requirements to support workforce planning and continued compliance.

Global Mobility Is Not Just About Getting a Visa

A five-year business visa, a relaxed filing deadline or a new digital border system may appear to be separate developments. Yet, for organisations managing international talent, each can influence a much larger question: How prepared is your business to move people across borders without allowing immigration complexity to slow business growth? For Indian companies expanding internationally and multinational employers managing employees across India and overseas, the real challenge is not simply keeping track of immigration news. It is translating changing regulations into timely decisions, compliant documentation and well-planned employee journeys. The latest global mobility and immigration updates reinforce one important lesson: opportunities can emerge quickly, but so can compliance risks. A more flexible visa process does not remove every requirement, and a new mobility pathway does not automatically make every employee eligible.

At Lex Visas, we believe that effective global mobility begins well before an employee boards a flight. It starts with understanding the rules, anticipating changes and aligning immigration planning with business objectives. Because when businesses are ready to go global, immigration should be the bridge to opportunity not the reason it gets delayed. Explore Lex Visas for support with corporate immigration, visa processes and global mobility requirements.