Update, May 8, 2024: China has extended the visa-free policy for short-term visits to China for 12 countries until December 31, 2025. The extension is “to promote exchanges between Chinese and foreign nationals”, and applies to citizens of France, Germany, Italy, the Netherlands, Spain, Malaysia, Switzerland, Ireland, Hungary, Austria, Belgium, and Luxembourg. Citizens of these countries with ordinary passports will be allowed to enter and stay in China visa-free for up to 15 days for business, tourism, visiting relatives and friends, and transit.

Update, March 7, 2024: The government of China is extending limited visa-free travel to an additional six European countries. As of Thursday, 14 March, passport holders from Switzerland, Ireland, Hungary, Austria, Belgium, and Luxembourg will also be allowed to visit China for business, tourism, or to visit family, for up to 15 days without a visa. The waiver for these six countries will remain in effect until 30 November 2024.

For visits of longer than 15 days, or for reasons other than those cited above, visitors will still need to apply for the appropriate visa from the Chinese government.

Late last year, China launched visa-free travel for up to 15 days for passport holders from six countries – please see our original post below for additional information.

Original Post, November 27, 2023: China is granting a visa-waiver to citizens of six countries, allowing them to visit China for periods up to 15 days for Business, Tourism, Family Visit, and Transit purposes. The waiver applies to citizens/passport holders from the following countries.

• Germany​
• The Netherlands​
• France
• Italy
• Spain
• Malaysia​

China already allows short-term visa-free travel from some Asian nations, including Singapore.

The waiver is being introduced on a temporary basis and is expected to be in place for at least the next year. The waiver goes into effect for passport holders from the six countries on 01 December. It allows entry through any port-of-entry in Mainland China. People traveling on the visa-waiver are limited to a single entry/exit; multiple entries are not permitted. The traveler must exit China by midnight of the 14th day of their visit.

The policy may be revoked by the Chinese government at any time. It comes as China continues to try to build back international tourism following the COVID-19 pandemic. While China has seen domestic travel now exceed pre-pandemic levels, international travel to China is still lagging. ​

Immigration Insights​

Although the policy has been formally announced, a number of questions remain. It is unclear if existing visas for travel from these countries for periods under 15 days will still remain valid. China is indicating travelers will not be able to apply for visas “just in case” as a backup, if they qualify for the waiver. It is also unclear if airlines and cruise lines have been informed of the policy change, and if attempting to travel visa-free will cause issue with air carriers and cruise lines.

We will continue to monitor this developing situation and continue to provide updates about its implementation.

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case- or company-specific assessments.
​

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On March 31, 2024, Japan launched a new residence status called “Digital Nomad Visa”. This visa allows eligible foreign nationals to remain in Japan for up to six months in a 12-month period and work remotely for their overseas employer. Digital Nomad Visa holders are permitted to carry out the provision of paid services or selling of goods to overseas clients and are geared towards professions such as software developers, digital designers, virtual assistants, or sole proprietors of foreign companies.

How do applicants qualify for this visa?

• Applicants must be a national of a visa-exempt country and a country with a bilateral tax treaty with Japan. 
• Applicants must be employed by and remunerated by their employers overseas. 
• Applicants must have a minimum annual income of at least JPY 10 million (approx. USD 68,300) or more at the time of application 
• Applicants must hold an insurance policy that covers death, injury, and illness during their stay in Japan. Coverage of 10 million yen or more for the costs of treatment for injuries and illnesses must be in place.

A Digital Nomad Visa-holder can bring a legally married spouse and children with legal parentage to Japan, provided they also meet eligibility criteria. The Digital Nomad Visa will come under the “designated activities” visa category. Refer to the table below for the list of eligible nationalities.

As always, don’t hesitate to reach out to your Newland Chase dedicated contact or submit an inquiry here should you have any specific questions regarding this announcement.

Nationalities Eligible for Japan’s Digital Nomad Visa

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case- or company-specific assessments. 

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A Stamp 4 immigration permission allows a non-EEA national to work in Ireland without an Employment Permit, to work in a profession (subject to any regulatory requirements), to establish and operate a business; and to access state funds and services, as determined by Government departments and agencies. As such, it’s similar to the concept of “permanent residence” in other jurisdictions, albeit it does need to be renewed.

The Irish Department of Justice (the “Department”) has been reviewing the position on an applicant’s eligibility to apply for a Stamp 4 immigration permission “upgrade”, since its initial announcement on this issue on November 15, 2023.

Arising from this review, the Department issued a policy update on April 3, 2024, to the effect that non-EEA nationals who have been employed in Ireland on a Critical Skills Employment Permit (“CSEP”) can now apply for a Stamp 4 immigration permission “upgrade” within 21 months from the date that they first commenced employment on their CSEP. This, in effect, reverses the position, as announced in November 2023, whereby CSEP holders were only eligible to apply for their Stamp 4 immigration permission “upgrade” within 21 months of the date that they first registered for their IRP Card (Stamp 1).

This change in policy is excellent news for employers and employees alike. Employees are now less likely to require a second CSEP as a ‘bridging permission’ to allow them to accrue the mandatory 21 months, which had amounted to an additional cost and administrative burden. It has also removed uncertainty where the November 2023 policy was being applied inconsistently county-by-county, thereby causing confusion and ambiguity for applicants and their employers.

Other key takeaways from the Department’s update include:

• General Employment Permit holders who have completed 57 months employment in Ireland will also be eligible to apply for a Stamp 4 immigration permission “upgrade”.
• Employees residing in Ireland on a Stamp 1 or Stamp 1H on foot of a Hosting Agreement as a Researcher or a Multi-Site General Employment Permit as a Non-Consultant Hospital Doctor will also be eligible for a Stamp 4 immigration permission “upgrade” upon completion of 21 months from commencement of employment in Ireland.

In all instances, commencement of employment in Ireland will be determined by the detail contained in an applicant’s “Employment Detail Summary” Revenue Commissioners document.

For any questions on this update or on any Irish immigration matters, please feel to contact Jane Pilkington or Aine Hartigan in our Dublin office.

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A Stamp 0 immigration permission is described as a “low level stamp” as the holder cannot work or engage in any business, trade or profession; is precluded from receiving any state benefits or using publicly funded services; and is not permitted to have a family member join them. The holder of a Stamp 0 permission is expected to continuously reside in Ireland, although reasonable absences for holidays and exceptional family circumstances are permissible.

The Stamp 0 permission must be issued before the non-EEA national can move to Ireland. In addition, Stamp 0 permission applications will not be accepted if an applicant is already in Ireland.

In order to apply, an applicant must be financially independent and must meet the following financial conditions:

1. Have an individual income of €50,000 per year net of annual expenses;
2. Have access to a lump sum of money to cover any sudden major expenses. In terms of the amount, the Department of Justice & Equality provides that this should be equal to, for example, the price of a residential dwelling in Ireland which in 2024 amounts to approximately €320,000 as the average cost of a house in Ireland; and
3. Provide independent verification of these conditions by way of a financial report certified by an Irish accountancy firm, which must also show income and expenditure per month.

In terms of documentation, in addition to the above financial report, which should include evidence of finances, an applicant will need to submit a completed application form, a full copy of their passport, a copy of their birth certificate, a copy of their marriage certificate (if applicable), details of any family members residing in Ireland, reasons for their request, to include details of any Irish ancestry, a police clearance certificate from the applicant’s country of origin and a health declaration from the applicant’s medical provider.

Application processing times vary depending on the volume of applications but the average from submission to granting of permission is typically four months.

If an application is successful, an applicant will be issued with a conditional letter of offer and an agreement form for signature.

For Entry Visa required applicants, they will need to obtain a “D” Visa in order to travel to Ireland to take up their Stamp 0 immigration permission. Non-Visa required applicants can travel to Ireland on the basis of their conditional letter of offer.

Post-arrival in Ireland, an applicant will need to send their conditional letter of offer and signed agreement form to the Department, together with their original passport. Their passport will be stamped and returned to them and they can then attend by appointment at their local immigration office in order to obtain their Irish Residence Permit (“IRP”) Card Stamp 0 which is their residency card.

A Stamp 0 permission is granted for a period of one year and will need to be renewed annually in advance of the current permission expiring. For any renewal application, there is a continuing obligation to satisfy the financial conditions, to include providing an up-to-date financial report.

Although the Department has long stated that time spent on a Stamp 0 does not amount to “reckonable residence” i.e. cannot be relied upon to apply for Irish citizenship, there is an emerging view that this may be incorrect. We will be submitting citizenship applications on behalf of a number of Stamp 0 holders in the coming months and will be sure to provide an update!

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case- or company-specific assessments.

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Do you have an Irish born grandparent? If so, you may be entitled to apply for Irish citizenship by having your birth registered on what is termed, the Foreign Birth Register. Once an applicant’s birth is registered on the Foreign Birth Register, they are an Irish citizen and can apply for an Irish passport.

You will generally only be entitled to apply for Foreign Birth Registration on the basis of having an Irish born grandparent, if your relevant parent applied for Foreign Birth Registration before you were born. If they did so, you are also eligible to apply and if each generation applies for their registration before the next generation is born, each successive generation can benefit from the process.

In support of an application, an applicant will require official documentation relating to three generations, to include themselves. Usefully, siblings can submit their applications together, and can rely on one set of original documentation for their parent and Irish born grandparent.

The current processing time for Foreign Birth Registration applications is approximately 9 months from the date of submission. However, an applicant who is an expectant parent or a stateless person can expect to have their application expedited, on request.

The benefits of Irish citizenship include being recognised as a national of Ireland, a citizen of the European Union and having the right to live and work in Ireland, the UK and the European Union. Arising from these benefits, demand for Foreign Birth Registration has increased significantly since Brexit.

In addition, the Irish passport is ranked joint third (with Austria, Denmark, Luxembourg and the UK) by the Henley Passport Index which ranks the world’s passports according to the number of destinations their holders can access without a prior visa.

Please contact our Irish MD, Jane Pilkington, for any questions or assistance: jane.pilkington@newlandchase.com

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case- or company-specific assessments.

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As the world’s largest economic region, and home to many of the highest scoring countries for quality of life and general well-being, Europe attracts foreign workers and business visitors from all over the world. In addition, its rich cultural heritage and diverse natural landscapes position the region as the global leader for tourism.

Most European countries have either joined the European Union (EU)¹ and/or the European Economic Area (EEA)², or have applied for membership of the EU. Between the EU and EEA countries, and to a lesser extent, Switzerland, there exists freedom of movement of capital, goods, persons, and services. This provides for some interesting options for cross border travel and work within the region (hereafter referred to as EU+), both for nationals of these countries as well as nationals from the rest of the world—so-called third-country nationals (TCNs).

The EU+ countries, with the exception of Bulgaria, Cyprus, Ireland and Romania, have also joined together to create the Schengen Area³—a single travel area within which generally no border controls take place⁴.

However, the cooperation between these countries also comes with limitations, which are often unknown or misunderstood by employers and their employees, and visitors generally. In this article we address some of the most common misconceptions about short-term travel within Europe from abroad.

Misconception 1: One visa allows travel to all European countries

The countries which form the Schengen area have defined a common list of third country nationalities who are visa-exempt for a cumulative stay up to 90 days in each rolling 180 days period (90/180 days, in short) in the whole of Schengen⁵. Nationalities not included in the visa-exempt list will require a so-called Schengen C visa for such short stays, which can be issued as Single Entry for one specific trip, Double Entry for two specific trips or (after having compliantly travelled on one or both of these several times) Multiple Entry within a longer period. Such Schengen C visas upon entry generally allow travel throughout the whole of the Schengen area (with border crossings within Schengen not being considered separate entries). The maximum allowed stay on a Schengen C visa can also be up to 90/180 days but is subject to the validity duration approved by the consulate.

Therefore, while one visa can indeed facilitate travel to many European countries, Bulgaria, Cyprus, Ireland and Romania, although part of EU and EEA, are not part of Schengen and therefore have their own visitor visas. Bulgaria, Cyprus and Romania do allow travel for Schengen visa holders to some extent, but the Schengen visa cannot be obtained through their consulates, and their national visas do not allow travel to Schengen. All other European countries outside of these four also have their individual visas which cannot be used for international travel within Schengen or the rest of Europe.

Misconception 2: A visa-exempt stay in Schengen can be extended by obtaining a Schengen visa or a second passport

Many travellers who are exempt from requiring a Schengen visa incorrectly believe that if they want to stay longer than the 90/180 days, they will simply be able to apply for a Schengen visa when nearing the maximum allowed period of stay. In fact, it is generally not possible for exempt nationals to obtain a Schengen C visa at all.

There are some circumstances in which a Schengen visa waiver national would require a special Schengen C visa (most commonly if the individual wants to work for a short period in certain countries), but in such scenarios the time spent on that special Schengen C visa will still count towards the 90/180 days stay limit. (Stays on a special C visa will be counted together with the visa free stay).

Obtaining a second passport does not extend the allowed stay beyond 90/180 days. This restriction applies per person, not per passport.

The only way to obtain authorisation for a stay of longer than 90/180 days in Schengen is to obtain long term residence authorisation in a specific country (either through a residence permit or the equivalent Schengen long stay D visa for that country), in which case stay in that country only will no longer count towards the 90/180 days restriction. However, such residence authorisation can generally only be obtained if the planned stay in that country is more than 90/180 days, and in most cases requires a company sponsoring the permit for work related reasons, as well as having a residential address in the country.

Therefore, it is crucial for frequent travellers to Schengen to plan their trips as far in advance as possible, and to keep close track of all dates of stay in Schengen (including dates of arrival and departure, no matter how short the stay). This should include not only dates travelled for work—personal stays in Schengen will also need to be counted.

If travel is planned by someone else (e.g. a project manager), then those personal dates of stay in Schengen will need to be shared with them. The European Commission has created a Schengen calculator which allows you to verify that planned travel is within the allowable limit: https://ec.europa.eu/assets/home/visa-calculator/calculator.htm?lang=en⁶

Misconception 3: Visa exempt stay allows work

Many people refer generally to immigration documentation as “visa requirements”. This may be because there are a few well known countries in the world where work and residence authorisation are both issued in the form of a visa, most notably the USA. However, in most countries a visa only allows its holder, subject to the border control officer’s discretion, to enter a country for a pre-determined period. In most countries, work authorisations and long term residence authorisations are issued through separate documents, most commonly work and residence permits (potentially combined in a single permit). For this reason, it is better to refer to “immigration requirements”.

Due to the incorrect use of the term “visa requirements”, people could incorrectly assume that if they are visa exempt for a short stay in Schengen (or another country or region), that this means that they are authorised to carry out working activities on this visa free status as well.

However, generally this is not allowed, and activities should be strictly limited to activities such as tourism, visiting family and friends, and any activities recognised as business in the specific host country.

The same restrictions apply for people travelling on a Schengen C visa as for visa waiver nationals (unless, in either case, additional work authorisation has been obtained). Furthermore, if the activities are considered work, then other requirements, such as a Posted Worker Notification and related obligations, may also apply.

A special note for British nationals: although the EU and the UK negotiated a Trade and Cooperation Agreement⁷ (TCA), this agreement does not in general allow work to be carried out by British nationals in the EU (or vice versa). The TCA does contain a list with some activities that should be allowed on business status which otherwise tend to be considered work, however, some of these activities are open to different interpretations. In addition, some non-conforming measures have been included by some of the EU member states, which means that it has been agreed for them still not to allow some of those activities without a work permit, or for them to add additional restrictions to the activities for them to be allowable on business status. Posted Worker obligations may also still apply, even if the activity is work permit exempt.

Misconception 4: All countries in Europe allow the same activities on business status

Although there is a lot of cooperation between European states, this in general does not include a common list of allowed activities on business status. Many countries do not even themselves have a clear definition of what business activities are, so there are a lot of grey areas.

Therefore, whenever travelling abroad for work related reasons, even if it is only for one or a few days, it is always important to verify if the planned activities are allowed on business status or would potentially require work authorisation. Companies that have many frequent travellers could benefit from a robust assessment tool, to obtain visibility and ensure their employees are travelling compliantly.

However, apart from the aforementioned TCA business-allowed activities for British nationals, there is one other exception: the EU Blue Card Directive (2021/1883)⁸ contains a list of activities which EU Blue Card holders should be allowed to carry out when travelling on their Blue Card for business to other EU states: attending internal or external business meetings, attending conferences or seminars, negotiating business deals, undertaking sales or marketing activities, exploring business opportunities, or attending and receiving training. That said, new Directive, although officially due to be implemented into national legislations by 18 November 2023, has not been implemented yet in most EU countries. In addition, some of the activities as included in the list above are still subject to multiple possible interpretations. Therefore, it is expected that there will remain differences in what will be allowed for EU Blue Card holders when travelling on business to other EU countries.

Misconception 5: You can choose where to apply for a Schengen visa

Although a Schengen C visa, once issued, can in most cases be used to travel throughout the Schengen area, this does not mean that you can freely choose through which country’s consulate you want to apply for the visa. Instead, the visa needs to be obtained through a consulate of the country of main destination. In case the person is planning to travel to multiple countries, then in principle, the country where the person will stay the longest is considered the main destination. If stay will be equally long, then the country of first entry into the Schengen area has jurisdiction. Note that if multiple destinations are known at the time of visa application, supporting documentation regarding all those destinations will need to be provided.

Furthermore, a person needs to apply at the consulate with jurisdiction over their country of nationality or country of residence (which in some low volume locations can actually be in another country). Within that country there may be multiple consulates and/or visa application centres representing the same Schengen country.

Often then one consulate/visa application centre will have jurisdiction based on city of residence, although some Schengen states may allow applications to be filed at any of their representations within a specific country.

Preparations are currently being made to move the Schengen application process to one unified online system. Although this online system is planned to be implemented within the next few years, the current experience of continuing delays in the implementation of two other travel related digitalisation efforts (ETIAS travel authorisation for visa exempt nationals and the Entry and Exit System-EES) may cast doubt on whether such short timeline will be met.

Misconception 6: You can apply for a tourism visa to carry out business activities

Schengen C visas can be issued for different purposes, most commonly tourism and business, each of which require different types of supporting documents. Furthermore, different countries can issue different visa types. For example, Switzerland has a separate Schengen C visa category for visiting family, while many other countries may include this in the more generic tourism visa type.

The visas are sometimes issued with a remark from the issuing Schengen country regarding the purpose for which the visa has been issued. However, if the visa is issued for Multiple Entry (not to be confused with a Double Entry visa), then the visa can also be used for a purpose other than the one indicated in the Remark (if that type of activity is allowed on a visitor status by the host country). This means that, for example, a visa with the remark of tourism can be used for a business visit. However, this does not mean that you can apply for a Tourism Schengen C visa, if the purpose of obtaining the visa is to carry out business activities.

At time of application for a Schengen C visa, it is mandatory to provide information and documentation related to all planned visits at that time, and all information needs to be accurate at that time (for example, it is not permitted to use dummy hotel reservations).

This means that if, at the time of application, you have already planned a specific business visit, you will need to submit supporting documentation related to that business visit and apply for a business visa. Not doing so may be considered fraud.

However, if you currently only have tourism activities planned, then you can apply for a tourism visa with related supporting documents. If the issued validity allows, you can then later use that visa for a later planned business visit as well.

If using a visa with a remark referring to a different purpose, it is advisable to bring some proof that you have initially travelled for the purpose for which the visa was issued. In the event that the initial trip for which the visa was obtained was cancelled, then documentation relating to the cancellation of the trip should ideally be available. Without such documentation the border control officer may draw the conclusion that you have obtained your visa on a fraudulent basis, which may result in refusal of entry and visa cancellation and can negatively impact future visa applications.

About the author: Carlijn Langeveld is a seasoned global immigration specialist with more than 16 years of experience under her belt. As Advisory Services Manager she provides strategic immigration advice to Global Mobility and Travel Managers of both Small and Medium Sized companies, as well as large Fortune 500 multinationals. Her specialties include work related travel in Schengen and the EU, and Posted Worker Compliance.

1 EU consists of Austria, Belgium, Bulgaria, Croatia, Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, Netherlands, Poland, Portugal, Romania, Slovakia, Slovenia, Spain and Sweden

2 EEA consists of EU, plus Iceland, Norway and Liechtenstein

3 Bulgaria and Romania are making significant steps towards joining the Schengen area. As part of this process, from 31st March 2024 border control between Schengen and these countries will be abolished for travellers through air and sea.

4 If special circumstances threaten its safety, a Schengen country can temporarily reintroduce border controls. This exception has e.g. been widely used during the Covid crisis, and is currently being used by some countries related to the war in Ukraine.

5 This means that on any day of stay in Schengen on visa exempt visitor status you need to look back at the past 180 days (including that day), and determine if this day of stay will bring you beyond the allowed 90 days in that 180 days period.

6 Newland Chase has a more user-friendly Schengen stay calculator available which allows for more continuous tracking and planning.

7 https://eur-lex.europa.eu/legal-content/EN/TXT/HTML/?uri=CELEX:22021A0430(01)&from=EN#d1e33059-10-1

8 https://eur-lex.europa.eu/legal-content/EN/TXT/PDF/?uri=CELEX:32021L1883&from=EN

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In the ever-evolving landscape of global mobility and immigration, the year 2024 stands as a pivotal moment for significant transformations and technological advancements. This article provides a comprehensive analysis of the latest shifts and innovations in the field, ranging from the implementation of the EU Entry/Exit System (EES) to the increasing digitization of visa processes, the strategic pursuit of global talent, and the crucial balancing act between immigration compliance and enforcement.

As nations strive to attract highly skilled professionals while ensuring robust border security, let’s explore the intricate dynamics and forward-thinking strategies that are shaping the future of global immigration and mobility.

Entry/Exit System (EES)

The EU Entry/Exit System (EES) is an automated system for registering travellers from third-countries, both short-stay visa holders and visa exempt travellers, each time they cross an EU external border. The system will register the person’s name, type of travel document, biometric data (fingerprints and captured facial images), and the date and place of entry and exit, all while fully respecting fundamental rights and data protection.

The introduction of this system will ensure that travelling to European countries is more efficient and removes the need for passport stamping and border control procedures on arrival as registration will be done at the external border. The EES will also make it easier for immigration officials to identify any traveller who has overstayed in EU countries or confirm if an individual has no right to enter.

Whilst the exact date that the EES becomes operational is still to be confirmed it is expected to be in place in or around October 2024.

Digitisation Persists

Throughout 2024, we expect to see an increase in countries continuing to leverage advanced online filing systems to simplify immigration procedures. Governments have continued to phase out mandatory requirements to submit hard copy applications, with the widespread adoption of electronic visas expected to become more standard practice.

For example, the Australian Government are looking to implement changes that will improve the migration system’s efficiency. Their plans include streamlining visa application routes and enhancing overall user-friendliness within the immigration system.

Countries such as Kenya have recently implemented digital pre-travel security checks for visa-waiver nationals through electronic travel authorization systems. This will eliminate the requirement to obtain a visitor visa for Kenya. The UK are also preparing to introduce the ETA in 2024 and final preparations will be made for the implementation of ETIAS in EU/Schengen which has a revised start date to begin in 2025.

Global Talent Dynamics

The competition for global talent will remain as organizations seek specialized skills. Countries will prioritize attracting and retaining highly skilled professionals to drive economic growth. In December 2023, Ireland’s Department of Enterprise, Trade & Employment announced an increased eligibility for employment permits for non-EEA nationals adding 11 roles to the Critical Skills Occupation List and made an additional 32 roles eligible for a General Employment Permit.

The recent update to the EU Blue Card is another example that demonstrates greater facilitation of the movement of foreign nationals, specifically within the EU. Once the EU Blue Card holder has completed 12 months employment in the first member state (which was previously required to be 18 months) they may then be eligible to enter, reside, and subsequently work in a second member state within 30 days of filing a simplified new EU Blue Card application. Time spent on the EU Blue Card in the first Member State will count towards the legal residency requirement for obtaining EU Long Term Residency status in the second member state.

Furthermore, remote work visa options and digital nomad visas continue to be considered by an increasing number of countries as a means to attract foreign workers and accommodate the rise in flexible work arrangements. South Korea have recently begun a pilot operation of the digital nomad visa which began on January 01, 2024. This visa allows foreign nationals to work remotely while being able to avail of an extended stay in South Korea. The foreign national must be employed outside of South Korea.

Another emerging trend is that of governments choosing to extend visa-waiver options to nationals of additional countries. From March 2024, Thailand and China will permanently waive visa requirements for each other’s citizens. Additionally, China is granting a visa waiver to nationals of six countries (Germany, France, Spain, Italy, Malaysia and the Netherlands), who will be able to visit China for up to 15 days for business, tourism, family visits and transit purposes.

Despite all the above-mentioned measures being introduced to lure foreign talent, protectionist measures will persist due to ongoing economic challenges. Governments will need to navigate a delicate balance between global talent acquisition and safeguarding jobs for local workers. Hungary is introducing changes to existing immigration rules, with an aim to tighten their immigration regulations.  In the second half of 2024, elections will take place in the United Kingdom and United States and the outcome of these will determine immigration policies in both countries.

Immigration Compliance and Enforcement

Governments will intensify efforts to enforce immigration compliance by way of visa inspections and increased scrutiny of purpose of travel at borders.

For example, we have recently observed German immigration authorities requesting temporary reinstatement of internal Schengen borders.  We also anticipate an increase in inspections to verify posted worker compliance in EU and EEA countries as well as more focus on the social security aspect of compliance (A1 form).

Countries including the US, Canada, and South Africa continue to grapple with huge application backlogs, largely rooted in the COVID-19 pandemic. These backlogs leave foreign nationals in a state of limbo for extended periods and lead to some seeking more efficient administration and security elsewhere, which is problematic, particularly in the case of highly skilled migrants. The United States Department of Homeland Security plans to make changes in 2024 to the process for adjustment of status to permanent residence. This change is anticipated to reduce processing times and promote the efficient use of immediately available immigrant visas

Preparing for the Next Global Challenge

Finally, companies increasingly find themselves operating in challenging locations and subject to adapting to the latest “polycrisis”. Emergency situations and the need for crisis management are becoming increasingly common and require complex strategic solutions. The need for urgent international travel—either in to or out of locations—can result from many types of emergencies: from natural disaster to pandemic; from political upheaval to military conflict.

We also anticipate growth and high volumes of movement in the Middle East and particularly Saudi Arabia. Authorities in Saudi Arabia have introduced a tourist eVisa, which allows foreign nationals to take part in tourism-related activities such as events, family and relatives visits, or leisure activities. It is also anticipated that Saudi Arabia will introduce an eVisa for business travel. With Saudi Arabia being the sole bidder for the FIFA World Cup in 2034, we expect that this will create a significant increase in job opportunities for companies seeking to hire foreign talent.

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case or company-specific assessments. 

The post Navigating New Horizons in Global Immigration: Emerging Trends 2024 appeared first on Newland Chase.

DETE also noted that 40,000 employment permits were issued in 2022, with demand remaining high in 2023, during which 31,000 employment permits were issued. We expect demand for employment permits to remain high in 2024, although the increased salary levels discussed below may present employers with budgetary headaches.

In this article we outline the headline changes for employers.

Additional roles eligible for employment permits

The Department of Enterprise, Trade and Employment has added 11 roles to the Critical Skills Occupation List and made 32 roles eligible for a General Employment Permit. These changes are focused around sectors experiencing labour shortages particularly within the construction, healthcare, pharmaceutical and agricultural sectors and within the transport and mechanics industries.

Amongst the new roles added, electricians, electrical engineers and contractors and skilled metal workers are now eligible for General Employment Permits. Chemical and project engineers are eligible for Critical Skills Employment Permits. The addition of these roles will assist the Irish Government to meet housing targets and to build and improve infrastructure in line with Ireland’s National Development Plan.

Increased Salary Thresholds

The increase in the minimum salary thresholds (indicated below) reflect the fact that they have not been raised for quite some time and is designed to align the thresholds with inflation and economic growth. The changes are also intended to recognise the valuable contribution of migrant workers to the Irish workforce and society by ensuring they are offered good quality employment in Ireland. The changes will also align permit holders with the minimum salary requirement to avail of family reunification.

• The minimum salary requirement for Critical Skills Employment Permit applications will increase from €32,000 to €38,000, effective as of 17 January 2024, with no change for Critical Skills Employment Permit applicants with no relevant degree/third level qualification, where the minimum salary remains at €64,000.
• The minimum salary requirement for most General Employment Permit applications will increase from €30,000 to €34,000, effective as of 17 January 2024.
• For Intra Company Transfer Employment Permit applications, the minimum salary requirement will increase from €30,000 to €34,000 for trainee applications, effective as of 17 January 2024 and from €40,000 to €46,000 for all other such applications.
• For Contract for Services Employment Permit applications, the minimum salary requirement will increase from €40,000 to €46,000, effective as of 17 January 2024.
• The minimum salary requirement for healthcare assistant and home carer roles will increase from €27,000 to €30,000, effective as of 17 January 2024, in line with the existing family reunification salary threshold.
• The minimum salary requirement for horticultural workers and meat processor roles will increase from €22,916 to €30,000, effective as of 17 January 2024, in line with the existing family reunification salary threshold.

Where a Labour Market Needs Test is required for a General Employment Permit application, it will need to reflect these revised salary thresholds. This will cause issues for employers, where they have already advertised to comply with the Labour Market Needs Test, where salary thresholds need to exactly align with those advertised. Where this occurs, the employer will need to either re-advertise or ensure that they submit the relevant applications in advance of January 17, 2024.

From an employer perspective, the salary changes will affect 2024 and future budgetary considerations when making job offers where a permit is required. As above, employers should also submit any existing permit applications, where the new salary thresholds cannot be met, in advance of January 17,2024 and also note that there may be a spike in applications in January 2024 which may, in turn, temporarily increase processing times.

Employers should also keep in mind that the thresholds will increase on a rolling basis in 2025 and 2026. While the thresholds are set to increase year on year to allow businesses to prepare for the impact of these changes, the increased salaries will be introduced on a phased basis.

See the following official table for the roadmap for minimum salary changes in 2024 (effective as of January 17, 2024), 2025 and 2026, although it should be noted that the 2025 and 2026 figures are preliminary and may be subject to future change:

* January ’25 and January ’26 figures are preliminary, based on most recent CSO data and subject to change with further releases 

** Changes to the salary requirements are effective as of January 17, 2024. 

*** Extension of existing quotas are effective as of January 17, 2024. 

Extension of Existing Quotas

Existing employment permit quotas are increased for dairy farm assistants, butchers/deboners, meat processors and horticultural workers effective as of January 17, 2024. The new quotas are as follows:  

• 1,000 General Employment Permits for meat processing operatives. 
• 350 General Employment Permits  for butcher/deboners. 
• 350 General Employment Permits  for dairy farm assistants. 
• 1,000 General Employment Permits  have been provided for horticultural workers to support the sector until the introduction of the Seasonal Employment Permit which is expected to occur in 2024. 

We hope that this update is helpful for our Irish and Global clients. For any questions on these new policies or on Irish immigration in general, don’t hesitate to contact us at: jane.pilkington@newlandchase.com

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case or company-specific assessments. 

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If you’re moving to the United Kingdom, you may be wondering about British culture and the types of norms and customs that make up British life. Even if you are moving from an English-speaking country and don’t have a language difference to navigate, you may find the cultural differences and norms surprising, from British food to British humor.

Though it’s most commonly just referred to as the UK, the United Kingdom of Great Britain and Northern Ireland actually comprises not one but four nations: England, Scotland, Wales, and Northern Ireland. Let’s take a look at some of the finer points of UK culture and British society to help you better understand the country where you’re moving.

Business culture and workplace etiquette in the UK

There are some key differences in culture and workplace etiquette in the UK. Communication styles between Brits and Americans tend to differ slightly. Whereas Americans are very direct, British people tend to spend a lot of effort making their opinions and views sound polite and well-measured. If you find it difficult to parse what your British colleague thinks—or perhaps find them distant or not very warm—that’s possibly a cultural difference at play and not something to take personally.

British people also tend to have more respect for holidays and annual leave, as it is afforded to every working person regardless of their job. While taking time off from work in the US can be seen as a luxury, in the UK it’s seen as more of a right for all working people.

You may also notice that British people apologize extensively, even when it seems that there’s not much to apologize for. This emphasis on politeness is a very British trait that you may find yourself picking up after some time spent in the UK.
British culture and society

You may notice an emphasis on the class system in British culture. If you’re coming from the US, for example, you may be used to terms such as “white-collar workers” to describe certain sectors of the economy. But in the UK, people tend to heavily identify with the class they are from, whether it’s working class, middle class, or upper class—the latter commonly referred to derisively as “posh.”

The class system is a holdover from Britain’s past, when the gentry were granted land by the monarch (more on that below). You may find it surprising to hear people openly describe themselves or others by their class, but it remains a common reference within British society.

Whether it’s the Beatles, the BBC, or Charles Dickens, people in the UK tend to be proud of British literature, British art, and British culture. Generally speaking, the government values it as well, providing more funding to the arts and culture than the US does.

British history is very obvious in everyday life in the UK, whether it’s just walking by London’s St. Paul’s Cathedral (which was built in the 17th century) or the blue plaques commonly seen on buildings indicating which historical figure used to live or work there. If you pay attention to architecture or even the small details of everyday life, you can learn a lot about the past.

Another thing Brits are renowned for is their sense of humor. It does tend to be a lot drier and more deadpan than American humor, though, so you might be surprised at the things people find funny here. It’s good to know that “banter”—the practice of sending good-natured insults or jabs back and forth—is generally seen as a sign of affection, so try not to take offense.

Differences between British and American English

You’d be forgiven for thinking that, since English is the official language of both the US and the UK, you won’t have any problem navigating language differences in Britain. But British English and American English have some surprising differences.
Pay attention to American spelling differences, as British people are known to take some pride over their way of spelling things—”color” becomes “colour,” “empathize” becomes “empathise,” “center” becomes “centre,” etc.

Some common word differences: pants are known as trousers in the UK (and underwear as pants), and a cell phone is a mobile phone (or just a mobile). Trash becomes bin, vacation becomes holiday, apartment becomes flat, first floor becomes ground floor, and elevator becomes lift. Slang, of course, is also very different here and can often sound quite rude to the uninitiated. Before taking offense, make sure you’re not misunderstanding what the person is saying.

British monarchy and government

The British government is a constitutional monarchy. Though the reigning monarch (currently King Charles III) is the head of state, he does not make any governing decisions or make laws. For that, the UK relies on its parliamentary system, which has three major political parties: Labour, the Conservative Party, and the Liberal Democrats. In an election, British citizens vote for members of parliament (MP) to represent them in the House of Commons. Whichever party wins the most seats takes the majority and is entitled to elect their party leader, who then serves as the Prime Minister of the United Kingdom.

Since the postwar period, Britain has had a social welfare state that includes entitlement to medical care under the National Health Service, as well as a fairly robust benefit system. If you are working on a visa in the United Kingdom, you will generally have access to some of these services as a legal resident.

Though the British royal family sparks great interest worldwide, it can be something of a divisive issue in the UK. Some British people can be described as monarchists, meaning they believe the institution and traditions of the royal family provide a benefit and are still relevant to modern-day life. Others take a more “republican” view and believe the royal family should no longer be funded in part by taxpayers and instead be consigned to British history.

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As you prepare to embark on your journey to the United Kingdom, understanding the intricacies of British culture and society becomes paramount. Navigating these cultural nuances, from workplace etiquette to the renowned British humor and the subtle yet significant differences in language, is key to a seamless transition.

An experienced immigration specialist can help you navigate the complexities of settling in and adjusting to a new culture. Contact Newland Chase for a quote today.

The post Understanding British Culture and Society: A Guide for Employees Moving to the UK appeared first on Newland Chase.

Gen Z, born between the late 1990s and early 2010s, is the most diverse in history and looks at work as a place to earn and a space to contribute, learn, and grow. They are entering the workforce during challenging economic times and grew up witnessing social upheavals, global instability, and pivotal events that have shaped their perspective on work and life. Their expectations on all aspects, from culture to pay to output, are different from those of previous generations, and they are pushing employers to innovate and improve on all fronts.

As the travel and global mobility sector looks to onboard, manage, and integrate these new professionals, it’s essential to understand their unique expectations regarding workplace wellbeing. 

1. Fair pay

Gen Z expects just compensation for their efforts. While one study found that 69% of Gen Z workers believe they receive fair wages, this number is noticeably lower compared to the satisfaction levels of previous generations. The setbacks caused by the pandemic, notably the disproportionate job losses in Gen Z, highlight this generation’s emphasis on adequate remuneration.

This sentiment is not confined to the US. A global survey of 12,000 employees conducted by Cigna revealed that 39% of Generation Z individuals identify financial insecurity as their primary source of stress, compared to 34% of millennials and 29% of 50- to 64-year-olds.

Tip: Adequate compensation packages are a tangible demonstration of an employer’s investment in its workforce. Conduct periodic industry benchmarking and internal pay audits to ensure pay equity and competitive compensation. Transparently communicate the findings and any remedial actions to employees.

2. Flexibility and remote work

Gen Z, having come of age during significant technological advancement and a global pandemic, has a distinct perspective on workplace flexibility. The traditional 9-to-5 has lost its charm: This generation desires flexibility, be it through hybrid work models, staggered work hours, or compressed weeks.

More than three-quarters of UK Gen Zs (77%) and millennials (71%) would consider looking for a new job if their employer asked them to go into their workplace full-time, according to Deloitte’s 2023 Gen Z and Millennial Survey. In its 12th year, the survey gathered insights from more than 22,000 Gen Z and millennial respondents across 44 countries.

Another study conducted in the UK found that 37% of Gen Z employees want to work for a company that offers flexible options, such as remote work, flexitime, and compressed work weeks.

None of this is without merit; many argue that such arrangements enhance productivity and mental wellbeing.

Tip: Invest in training managers and teams on best practices for remote work, ensuring everyone is equipped with the necessary tools and understands how to maintain productivity in a remote setting. Look for opportunities to encourage collaboration across teams in varying locations, whether it’s offering employees the chance to work from company offices while abroad or simply taking different time zones into account when scheduling meetings. 

3. Diverse teams

The value Gen Z places on diversity, equity, and inclusion (DEI) is unparalleled. For them, DEI isn’t a checkbox; it’s a reality. The days when employees would tolerate discrimination or bias are waning. With 88% of Gen Z keen on gender-pronoun recognition, it’s clear they want their workplaces to reflect the wider society’s diverse makeup.

The need for diverse workplaces is another significant expectation from Gen Z. As the most racially diverse generation to date, with 47% identifying as BIPOC and 15.9% as LGBTQ, Gen Z values workplaces that mirror this diversity. They not only seek racial and gender diversity but also respect and inclusion for varied perspectives, beliefs, and backgrounds.

Tip: Collaborate with diverse professional groups and universities to expand recruitment reach. Also, leverage blind recruitment processes to reduce potential biases during the hiring phase.

4. Sustainability

Environmental concerns are at the forefront of Gen Z’s expectations. Having grown up amidst global discussions on climate change, biodiversity loss, and resource scarcity, Gen Z recognizes the urgency of adopting sustainable practices. They are well aware of the consequences of inaction and expect their employers to recognize these challenges and actively work towards creating sustainable solutions.

In some cases, social and environmental ethics go hand in hand. For example, Gen Z expects more from their employers regarding ecological and social responsibility, said Sam Ingram, CEO of Northreach, which delivers staffing solutions to the public and private sectors around the UK, on a recent episode of his podcast. He found that three-fourths, or 76%, of Gen Z employees want to work for companies that prioritize these values.

Tip: Adopt and transparently communicate a comprehensive sustainability strategy that aligns with the United Nations’ Sustainable Development Goals (SDGs). Ensure that this commitment is a part of daily operations and involve employees in green initiatives, such as tree-planting events or sustainability workshops, to foster a shared sense of responsibility and commitment. 

5. Genuine communication

Gen Z, growing up in an era dominated by social media and technology, has been surrounded by communication methods often curated and filtered. They crave authentic, unfiltered interactions in their professional lives. For them, genuine communication is not just about speaking but also about being heard and understood.

Tip: Foster a culture of open feedback. Implement regular town-hall meetings, where leaders communicate openly and employees have a platform to share their thoughts without fear of reprisal.

6. Career growth

Gen Z is entering the workforce during a time of rapid technological and societal change, which has instilled an inherent understanding of the need for continuous learning and growth. However, they don’t just see growth as climbing the corporate ladder; it’s also about personal development and acquiring diverse skills. Adobe’s Future Workforce Study found that 70% of Gen Z employees in the US are eager to grow in their leadership and impact in the workplace.

Tip: Offer a comprehensive professional-development program, including access to online courses, workshops, and mentoring opportunities. Enable employees to allocate a certain number of hours per month for focused learning.

7. Meaningful work

For Gen Z, the meaning behind their work is paramount. They want to feel a genuine connection to their work and ensure their tasks have a purpose. Compared to other generations, Gen Z members do not derive special meaning from their work alone, underlining the importance of purpose-driven roles. New research from LinkedIn found that more than two-thirds (68%) of workers in the UK, France, Germany, and Ireland want to work for companies that share their values.

Gen Z (ages 18 to 25) and millennials (ages 26 to 41) are the most committed to this, with nearly nine in 10 European respondents saying they’d change jobs to work somewhere that better matches their values, compared to seven in 10 Gen Xers (ages 42 to 57). Furthermore, 60% of Gen Zers and millennials say values are a deal-breaker when considering job opportunities today.

Similarly, a 2022 PwC survey of nearly 18,000 workers across Asia Pacific—primarily Gen Z and millennial employees—found that a sense of meaning was extremely or very important, with 64% of respondents citing a need to find their work fulfilling when considering changing jobs.

Tip: Regularly share stories and updates on how the company’s work is making a difference in the community or industry. Encourage team projects that align with business goals and social or environmental causes, allowing employees to see the direct impact of their contributions. 

8. Focus on mental health

This generation, recognized by the American Psychological Association as the most stressed, heavily values psychological and emotional wellbeing at work. Gen Z desires workplaces where they can speak openly about mental health and have access to wellness programs, and where taking time off for mental rejuvenation isn’t frowned upon.

Tip: Offer health and wellness programs catering to physical and mental health. Given Gen Z’s emphasis on mental wellbeing, initiatives like regular check-ins, mental health days, and stress-reducing measures will be particularly impactful. Partner with mental-health professionals to lead workshops on stress management, resilience, and mental wellbeing.

9. Intentional onboarding

In an era dominated by remote work, Gen Z emphasizes the need for a thoughtful and engaging onboarding process. Such an experience, characterized by personal connections, ensures new hires remain motivated and feel integrated into the company culture from day one.

Tip: Implement a buddy system for new hires, pairing them with a more experienced team member who can guide them, answer questions, and help them integrate into the company culture. Onboarding kits, swag bags, and personalized notes can make Gen Z hires feel valued and welcome.

Looking Ahead

Gen Z is redefining the workplace, asking for authenticity, respect, and holistic growth. While these expectations figure prominently in Gen Z’s thinking, they are also universal principles that enhance overall employee wellbeing.

By fostering a culture of appreciation, inclusion, and wellbeing, businesses can ensure an environment that attracts and retains top talent and position themselves as forward-thinking entities in today’s dynamic business landscape. After all, the youth of today will be the leaders of tomorrow. 

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Ready to navigate the complexities of global mobility with a trusted partner by your side? Newland Chase transforms challenges into opportunities. Contact us for a quote today.

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