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

International immigration policies continue to shape how Indian businesses hire overseas talent, manage corporate travel and transfer employees across borders. From changes in China visa application procedures to new work visa opportunities in New Zealand, this week brings important developments for Indian HR leaders, multinational companies and global mobility teams. For Indian businesses expanding internationally, staying updated on visa regulations, document authentication requirements and business visitor rules is essential to avoid unnecessary delays and maintain immigration compliance.

In this week’s Lex Visas Weekly Immigration Roundup, we explore six important immigration and global mobility updates across India, China, New Zealand, the UAE, the United Kingdom, Vietnam and Japan, along with their practical implications for Indian employers.

China Visa Applications in India: Direct Submission Begins on 26 October

Effective 26 October 2026, the Chinese Embassy in India and the Chinese Consulate General in Mumbai have begun directly accepting and processing Chinese visa and consular legalisation applications. The previous visa application centre arrangements in New Delhi, Mumbai and Kolkata have been discontinued for new submissions under the revised process. Services for applicants within the Kolkata consular district will temporarily be handled by the Chinese Embassy in India.

For Indian companies sending employees to China for client meetings, supplier visits, technology projects or business negotiations, this change requires a review of existing visa application procedures. Applicants must complete the relevant online application and follow the instructions of the appropriate Chinese diplomatic mission, including the applicable consular jurisdiction and document submission requirements. Although the change removes the previous visa application centre intermediary, companies should not assume that all visa-related fees have been eliminated. Applicable government and consular charges may still apply. Update internal travel checklists, confirm the correct submission location based on the employee’s residence and allow sufficient time for document review and passport submission.

India–New Zealand FTA Introduces New Work Visa Pathways

The India–New Zealand Free Trade Agreement (FTA) entered into force on 20 October 2026, introducing new temporary employment opportunities for eligible Indian professionals. The agreement includes two Temporary Employment Entry pathways: the India Skilled Work Visa and the India Iconic Work Visa. Together, these pathways allow up to 5,000 eligible visa holders to be in New Zealand at any one time. The Skilled Work pathway focuses on highly skilled occupations, with most available places allocated to occupations identified on New Zealand’s Green List. The Iconic pathway covers a smaller number of professions associated with India. These developments may create new opportunities for Indian technology companies, engineering businesses, healthcare organisations and multinational employers seeking to deploy eligible Indian professionals to New Zealand.

However, the new pathways are not unrestricted work permits. Applicants must satisfy the relevant eligibility requirements, including a qualifying job offer from an accredited employer, applicable qualifications, English-language requirements and health, character and identity checks. The temporary employment visas are valid for three years and do not provide a direct pathway to residence. Separately, eligible Indian graduates holding PhDs from New Zealand institutions will gain expanded post-study work rights from 16 November 2026. A working holiday scheme for eligible Indian nationals aged 18 – 30 is also planned within two years of the agreement entering into force. Review upcoming workforce requirements, identify eligible roles and assess whether the new pathways align with recruitment and international assignment plans. Confirm the relevant visa criteria before making employment or deployment commitments.

UAE Five-Year Multiple-Entry Tourist Visa: Financial and Travel Requirements

The United Arab Emirates continues to offer a five-year multiple-entry tourist visa that allows eligible travellers to visit the country repeatedly without requiring a separate host or sponsor for each trip. Under the published conditions, visa holders may stay for up to 90 days per visit, with an extension of a further 90 days possible, subject to the applicable rules. The total stay must not exceed 180 days in a year. Applicants must demonstrate a bank balance of at least USD 4,000, or its equivalent, during the preceding six months, maintain valid health insurance applicable in the UAE and provide the required travel documentation.

For Indian business owners, executives and frequent travellers, this visa can offer flexibility for eligible personal and tourism-related travel. However, it should not be treated as a substitute for an employment visa or an appropriate business entry permission. Companies must distinguish between tourism, permitted business visitor activities and employment. An employee undertaking productive work or a longer-term assignment may require a different immigration route, depending on the nature of the activity. Verify the employee’s purpose of travel, confirm the appropriate entry category and check financial, insurance and documentation requirements before submitting an application.

United Kingdom Simplifies Visitor Visa Rules for Overseas Employee Training

From 8 October 2026, the UK removed the requirement for overseas employees undertaking permitted work-related training as visitors to demonstrate that equivalent training was unavailable in their home country. The change is reflected in the UK Home Office’s updated immigration guidance and explanatory memorandum. This development is relevant to Indian IT professionals, technical specialists and corporate employees travelling to UK offices for company-specific training, internal knowledge-sharing and familiarisation with overseas business practices.

Previously, employers could face additional administrative work to explain why the training needed to take place in the UK rather than in India. Removing that requirement can simplify supporting documentation and make legitimate training visits easier to plan. However, the change does not remove the wider restrictions of the UK Visitor route. Training must relate to the employee’s overseas employment and remain within the activities permitted under the visitor rules. Activities that amount to employment or productive work requiring separate permission are not automatically authorised. Review invitation letters, training agendas and employee travel documentation. Clearly describe the purpose and duration of the visit, and assess whether the proposed activities fall within the permitted visitor rules.

Vietnam Adopts the Apostille System for Public Documents

Vietnam’s accession to the 1961 Apostille Convention took effect on 11 September 2026, simplifying the authentication of qualifying public documents exchanged between India and Vietnam. Previously, certain documents intended for use overseas could require multiple authentication and consular legalisation steps. Under the new arrangements, an eligible Indian public document bearing a valid Apostille can be used in Vietnam without further consular legalisation. The Vietnamese Embassy in India has confirmed the revised procedure.

This is particularly relevant for Indian companies deploying employees to Vietnam or managing documentation for business operations, work permit applications and longer-term assignments.

Depending on the case, documents such as educational records, civil certificates and other qualifying public documents may need to be authenticated. Employers should also check whether certified or notarised Vietnamese translations are required. Importantly, apostille certification verifies the authenticity of the signature, the signatory’s capacity and the relevant seal or stamp. It does not certify the contents of the document, and not every document falls within the Convention’s scope. Identify the documents required for each assignment, verify Apostille eligibility and check local translation and work permit requirements before initiating the process.

Japan’s Pre-Entry TB Screening: Important for APAC Workforce Mobility

Japan’s Pre-Entry Tuberculosis Screening (JPETS) programme remains an important compliance consideration for employers transferring international employees to Japan. Indian nationals are not currently among the nationalities covered by the listed mandatory JPETS requirements. However, HR and global mobility teams managing multinational workforces must account for employees who are nationals of designated countries, including the Philippines, Nepal and Vietnam.

Japan’s official programme also schedules the introduction of Indonesia’s screening process from 2 November 2026, with submission of a TB Clearance Certificate becoming mandatory for relevant Certificate of Eligibility (CoE) or visa applications from 4 January 2027. For Indian multinational companies with regional headquarters, technology centres or project teams across Asia-Pacific, this distinction matters. Immigration requirements can depend on an employee’s nationality and application circumstances, not simply the country from which the employee is being transferred. Check the latest JPETS nationality coverage, confirm whether an employee needs screening at a designated clinic and incorporate medical screening timelines into CoE and visa application planning.

What These Global Immigration Updates Mean for Indian Businesses?

The latest immigration developments highlight an important reality for Indian businesses: successful international expansion depends on more than obtaining a visa. Employers must also coordinate documentation, understand the distinction between business travel and employment, and monitor country-specific compliance requirements throughout an employee’s mobility journey. China’s revised visa submission process requires updated application planning, while the India–New Zealand FTA creates new temporary employment opportunities for eligible Indian professionals. The UK’s training-related visitor rule changes may reduce administrative burdens, Vietnam’s Apostille arrangements can simplify qualifying document authentication, and Japan’s TB screening requirements reinforce the importance of nationality-specific immigration checks. The UAE’s multiple-entry tourist visa also illustrates why the purpose of travel must be assessed before selecting an entry route.

For HR leaders, global mobility managers and multinational companies in India, a proactive approach to work visas, business visas, document authentication, employee relocation and immigration compliance can help reduce avoidable delays and support smoother international assignments. At Lex Visas, we understand that every international assignment involves multiple moving parts, from visa documentation and regulatory checks to employee coordination and destination support. Keeping pace with global immigration updates enables businesses to make informed decisions, plan cross-border travel more effectively and support employees throughout their mobility journey.

Stay connected with Lex Visas for weekly immigration updates, work visa developments and global mobility insights that help Indian businesses navigate international employee movement with greater clarity and confidence.