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

Global immigration regulations continue to evolve, influencing how businesses manage international assignments, employee relocations, and cross-border workforce mobility. In November 2026, several countries have introduced important changes covering travel documentation, work permit processing, training visas, temporary residence, and employment permits.

These developments are particularly relevant for Indian professionals, multinational companies, HR leaders, and global mobility teams managing international workforce requirements. This month’s immigration roundup explores five significant updates across India, Canada, Australia, Brazil, and the Philippines, along with their implications for employers and international employees.

1. India Revises Travel and Identity Requirements for Nepal and Bhutan Routes

India’s Ministry of Home Affairs has introduced amendments to the Immigration and Foreigners (Exemption) Order, 2025, through the Immigration and Foreigners (Exemption) (Amendment) Order, 2026, published on November 5, 2026. The revised provisions clarify identity verification and passport requirements for Indian, Nepali, and Bhutanese citizens travelling across the respective borders. Indian citizens travelling to or returning from Nepal and Bhutan by land or air can continue to benefit from the passport exemption, provided they produce an approved identity document specified in India’s Visa Manual before an Immigration Officer. However, an important exception applies to third-country travel. Indian citizens travelling to or returning from countries other than Nepal or Bhutan through the Indo-Nepal or Indo-Bhutan borders must possess a valid passport and use designated immigration posts.

Similarly, Nepali and Bhutanese citizens travelling to or from destinations other than Nepal and Bhutan must carry valid passports. Additional passport and visa requirements apply to those who have embarked from or transited through China, Macau, Hong Kong, or Pakistan. Companies arranging international travel through Nepal or Bhutan should carefully review employee itineraries and travel documentation. Corporate travel and mobility teams must distinguish between direct India-Nepal or India-Bhutan journeys and third-country transit arrangements to avoid documentation issues at immigration checkpoints.

2. Canada Removes the 90-Day Limit for Work Permit Applications Awaiting LMIA Decisions

Canada has introduced greater flexibility in its work permit application process by removing the previous 90-day limit for holding eligible applications while awaiting an employer’s Labour Market Impact Assessment (LMIA) decision. Under the updated Immigration, Refugees and Citizenship Canada (IRCC) instructions, immigration officers can now wait until the employer’s LMIA decision is issued before deciding on the associated work permit application. Previously, eligible applications under concurrent processing arrangements could be held for a maximum of 90 days while awaiting the LMIA outcome.

The revised approach applies to eligible Temporary Foreign Worker Program (TFWP) applications where concurrent processing is permitted. This development offers greater flexibility to Indian professionals applying for eligible work permits or extensions in Canada while their employers complete LMIA formalities. For employers and HR teams, the change supports better workforce planning and reduces the risk of an eligible application being refused solely because the LMIA decision was not received within the previous 90-day period. Applicants must still meet the relevant work permit and immigration requirements.

3. Australia Introduces Mandatory Offshore Lodgement for Subclass 407 Training Visas

Australia is introducing a significant change to its Temporary Activity (Subclass 407) Training Visa requirements, effective November 12, 2026. Under the revised rules, applicants must be outside Australia when submitting their visa applications and when the visa is granted. Applications lodged from within Australia on or after the implementation date will be considered invalid, even if the online system accepts the submission. Additionally, applicants must have approved temporary activities sponsor and an approved training nomination before lodging their visa applications, unless the applicable Commonwealth Government agency exemption applies.

Applicants lodging offshore will not receive a bridging visa linked to their Subclass 407 application. Applications validly submitted before November 12, 2026, will continue to be assessed under the rules applicable when they were lodged. The changes are particularly relevant to Indian corporate assignees, IT trainees, and overseas graduates participating in structured training programmes in Australia. Employers should review sponsorship approvals, nomination timelines, employee visa expiry dates, and international travel arrangements before initiating applications. Advance planning will be essential to avoid invalid applications and unnecessary disruptions to training assignments.

4. Brazil Introduces a Special Work Authorisation Pathway for International Mega-Events

Brazil has introduced a dedicated temporary residence framework under Interministerial Ordinance No. 68/2026 for foreign professionals supporting the preparation and execution of qualifying international mega-events. The framework covers events meeting specific international participation, scale, infrastructure, and organisational requirements. These include events involving at least 50,000 participants or visitors, or attracting a flow exceeding 500,000 people.

The new pathway provides two main categories of authorisation: temporary employment linked to the event and specialised technical assistance directly connected to event operations. For employment-based assignments, residence authorisation may correspond to the fixed-term employment contract, up to 24 months, subject to the event-related restrictions. Technical assistance authorisation may be granted for up to one year, with a possible extension for an equivalent period. Applications with complete and compliant documentation can receive a decision within 10 working days through Brazil’s MigranteWeb system. Purely administrative, financial, or managerial activities are not covered under the specialised technical assistance category. The framework may benefit eligible Indian IT, infrastructure, engineering, and technical service providers supporting major international events in Brazil. Companies should assess whether their assignments qualify under the new framework and ensure that employee responsibilities, service agreements, and supporting documents meet the relevant requirements.

5. Philippines Streamlines the Alien Employment Permit (AEP) Application Process

The Philippines is simplifying its Alien Employment Permit (AEP) process through Department Order No. 248-C, Series of 2026, issued by the Department of Labor and Employment (DOLE). The updated framework aims to reduce administrative requirements and improve processing efficiency for foreign employees and sponsoring employers. One of the most important changes is the reduction in standard AEP processing time from 15 to 10 working days. Authorities may allow a one-time extension of another 10 working days, where necessary. The revised rules also discontinue mandatory paid newspaper publication for labour market testing. Employers can instead use the DOLE Official Portal or Public Repository, or file the required notice through the University of the Philippines Law Center’s Office of the National Administrative Register. Certain supporting permits and documents from other government agencies are no longer required at the initial AEP filing stage. However, employers must continue complying with the applicable regulations of those agencies. The streamlined process can make employment permit applications more manageable for Indian professionals relocating to the Philippines. For multinational companies and HR teams, shorter processing timelines and reduced documentation requirements can support more efficient employee deployment. Nevertheless, employers must continue meeting AEP eligibility, labour market testing, and local employment compliance obligations.

Staying Prepared for Changing Global Immigration Regulations

The latest immigration developments across India, Canada, Australia, Brazil, and the Philippines highlight the importance of staying updated with international travel and employment regulations. While some countries are simplifying work permit procedures and introducing faster processing pathways, others are tightening documentation and application requirements. For Indian professionals and multinational employers, understanding these changes is essential for effective workforce planning, timely employee deployment, and immigration compliance.

At Lex Visas, we support businesses with end-to-end global mobility solutions, including work permits, business visas, inbound immigration, employee relocation, and expat housing and destination services in India. Whether your organisation is managing international assignments or hiring foreign talent, our team helps simplify immigration processes and support smoother employee mobility across borders.

Connect with Lex Visas for reliable immigration and global mobility support.