Foreign expatriates have been returning to Israel in greater numbers over the past two weeks. Individuals seeking to return but with upcoming or past visa expiration circumstances should consider submitting an application for a waiver from consular processing. We recommend liaising with a specialist immigration provider for support with this as the approval of waivers requires strong justification and a compelling case needs to be submitted to Israeli immigration authorities.

Foreign nationals seeking to secure work authorisation in Israel should be aware that, effective January 1, 2024, the minimum monthly prevailing wage for foreign national experts has now increased to NIS 24,758—up 5.5 percent from 2023.

Additionally, from within Israel, the US Embassy has resumed non-immigrant and immigrant visa services. Appointments are available on the scheduling site for Israelis seeking to schedule interviews for H, L and E employee applications, as well as O and other non-immigrant visa classifications. The State Department has extended the interview waiver program for certain eligible non-immigrant applicants who wish to renew their visas. Israeli nationals may qualify for interview waiver if they apply in Israel; have no prior visa refusals (unless waived or overcome); and display no apparent or potential ineligibility. Renewal applicants must apply within 48 months of the prior visa’s expiration date. It should be noted that in-person interviews may still be required based on individual cases and at the discretion of the Consular Officer.

As the Israel-Palestine crisis continues to evolve, CIBT will continue to monitor any developments and provide updates as necessary.

Friday 10 November Update:

The Ministry of Interior in Israel are yet to provide further information regarding an automatic extension to work visas for foreign employees beyond 9 November.

Further to our previous alert advising that expiration dates of valid work visas would be extended up to 9 November 2023, immigration authorities have not yet released an additional automatic extension of work visas for foreign employees or published any official guidelines to clarify the situation.

Foreign nationals who have already departed Israel with visas due to expire whilst they are outside of Israel must have their visa extensions processed at Israeli consulates before the expiry of their current visas. Due to the complexity and evolving nature of the conflict, we recommend liaising with immigration providers for further advice as several Israeli consulates worldwide are working with reduced hours or are currently closed. All matters, including the lack of clear government guidelines for visa extensions, should be reviewed on a case-by-case basis and will depend on various factors including the employee’s nationality, physical location, and visa expiration date as well as other considerations.

For some consular matters, there may be a possibility to submit a special request for a waiver from consular processing and to instead have this completed in Israel, However, should this be successful, work activities can only commence once the visa processing is complete in Israel (which may take an additional 1-2 days).  We would recommend that all employers of foreign nationals seeking to extend their stay in Israel, begin the process for visa renewals three months prior to their visa expiration date to allow for sufficient time for work visas to be processed.

Meanwhile, the Rafah crossing from Gaza into Egypt continues to open periodically. This week, a number of foreign passport holders and some injured evacuees passed through the crossing following a two-day suspension.  The Rafah border crossing is the only exit from Gaza that does not border Israel.

As the Israel-Palestine crisis continues to evolve, CIBT will continue to monitor any developments and provide updates as necessary.

Wednesday 01 November Update:

The Rafah border crossing connecting Gaza with Egypt has reopened for the first time since the start of the conflict between Israel and Hamas.  Severely injured Palestinians requiring hospital treatment as well as dual national foreign passport holders have been permitted to evacuate Gaza.  The embassies of the people permitted to leave the warzone have been informed in advance.  It is expected that further evacuations will take place in the coming days.

Meanwhile, Israeli immigration authorities have advised that that the expiration date for all visas (other than B-1 work visas) – which were due to expire before 8 February 2024, will automatically be extended to 8 February 2024. Additionally, foreign nationals working in the domestic caregiving and agriculture sectors whose work permits were due to expire between 7 October 2023, and 7 January 2024, will now be granted an extension of three months from the expiration date of each permit.

Unless any further announcements are made regarding extensions, visas should be extended following the regular extension process.  As mentioned previously, all visa holders with an expiration date prior to 9 November 2023, including work visas, will automatically be extended to 9 November 2023.

The Israeli Ministry of Foreign Affairs have now closed Israeli embassies in the following countries: Egypt, Jordan, Bahrain, Turkmenistan, and Morocco.

As the Israel-Palestine crisis continues to evolve, CIBT will continue to monitor any developments and provide updates as necessary.

Friday 27 October update:

Immigration authorities in the United Arab Emirates have placed additional security checks on Palestinian and Israeli nationals applying for visas required to obtain employment and dependent permits.  Additionally, Newland Chase has observed an increasing trend of visit visa refusals from Lebanon, Egypt, and Palestine.

It is still possible for Israeli citizens to enter the UAE, and the UAE is still granting visa on arrival for tourism/business meetings.

Currently, it is not possible for Israeli nationals to enter Lebanon, Egypt, Qatar or Saudi Arabia unless there are humanitarian grounds to apply for an exemption to enter these countries. As the conflict develops, we anticipate that additional countries may consider restricting entry for Israeli citizens.

Finally, a growing number of countries are advising their citizens to avoid travel to Lebanon at this time. The US State Department has raised its advisory for Lebanon to Level 4: Do Not Travel. The US embassy in Lebanon is advising American citizens who wish to depart Lebanon to leave immediately, due to the unpredictable security situation. International flights from Beirut–Rafic Hariri Airport are still operating, though at reduced capacity. The US Embassy in Lebanon further is offering potential financial assistance to Americans wishing to leave Lebanon, but who lack funds.

Tuesday 24 October update:

Cyprus to assist with evacuation and repatriation 

The Ministry of Foreign Affairs in Cyprus have implemented the Special National Plan ESTIA to support with the evacuation and repatriation of foreign citizens from an area in crisis.

Special National Plan ESTIA is activated in times of emergency or crisis, to allow for the safe evacuation of civilians from a nearby crisis area (in this instance the wider Middle East region) through Cyprus.  More specifically, in consultation with the embassies of 26 countries (including the US, Denmark, UK, Portugal, Holland, Belgium and Germany), Cyprus will operate as a transit for foreign nationals seeking to return to their home countries. Cypriot authorities are arranging temporary accommodation, food, and special return flights to transport foreign citizens back to their country of nationality.  The Special National Plan ESTIA is not applicable for Israeli or Palestinian nationals.

Holders of Israeli passports can enter Cyprus as visitors, without a visa for stays that do not exceed 90 days within a six-month period provided that their passport will be valid for at least three months at the date of departure.

Palestinian nationals cannot enter Cyprus as visitors and will need to apply for a visa. If they are already holders of a visa allowing entry to Cyprus, it is recommended to check with their embassy their individual status to find any available options.

As the Israel-Palestine crisis continues to evolve, CIBT will continue to monitor any developments and provide updates as necessary.

Friday 20 October update:

Israeli citizens eligible for visa-free travel to US effective immediately

The US Department of Homeland Security (DHS) have announced, with immediate effect, that Israeli citizens will be permitted to undertake short-term travel to the United States under the U.S Customs and Border Protection (CBP), Electronic System for Travel Authorization (ESTA) scheme.

US authorities had previously designated Israel into the U.S. Visa Waiver Program effective 30 November 2023, however the implementation date has now been brought forward due to the ongoing conflict in the Middle East.  Successful applicants will be able to enter the United States for tourism or business purposes for up to 90 days. Israeli citizens and nationals who currently have a valid B-1/B-2 visas can also continue to use them for business and tourist travel to the United States.

Eligible Israeli citizens and nationals must have a biometrically enabled passport book. ESTA applications may take up to 72 hours for processing. The ESTA application will be available in English only at this time and is expected to be available in other languages by 1 November 2023.  ESTA is an automated system that assists in determining eligibility to travel to the United States under the Visa Waiver Program. Upon completion of an ESTA application, travellers are notified of their eligibility to travel to the United States under the Visa Waiver Program. Holders of non-biometric, temporary, or emergency travel documents, or travel documents from a non-Visa Waiver Program designated country will not be eligible for an ESTA but can instead apply for a U.S. visa.  Additionally, any individuals intending to stay in the United States longer than 90 days should consider applying for a visa instead of an ESTA.

Eligible travellers can apply online for authorization to travel to the United States through the ESTA at esta.cbp.dhs.gov or by downloading the “ESTA Mobile” app through iOS App Store or the Google Play Store.

Rafah border remains closed to Palestinian and foreign nationals in Gaza

Meanwhile, Palestinians and all foreign nationals continue to be unable to evacuate from Gaza across the neighbouring border to Egypt. In addition to border sites with Israel being closed, the Rafah crossing on the border of Egypt and Gaza remains shut meaning that it is not possible to evacuate the ongoing war taking place in Gaza.

As the Israel-Palestine crisis continues to evolve, CIBT will continue to monitor any developments and provide updates as necessary.

Friday 13 October update:

On 12 October 2023, the immigration authorities in Israel (known as the Population, Immigration and Border Authority ‘PIBA’), have announced that they will be closed to the public until further notice.  No indication has been provided regarding the duration of the closure.  This is likely to cause a further delay to work permit applications currently in process in Israel and/or at Israeli Consulates internationally.  For up-to-date information on the specific locations of the office closures, we recommend reviewing information on the PIBA website (piba.gov.il) or on telegram at: https://t.me/pibaIsrael.

Travel to Israel continues to be severely impacted by the ongoing conflict between Israel and Palestine. Whilst some scheduled flights are operating as normal, individuals planning to enter or depart Israel should anticipate delays or cancellations.  The Ministry of Interior desk at Ben Gurion Airport Terminal 3 should be contacted in case an emergency passport is required for any individuals who has a flight booked within a 48-hour period.  More information on eligibility and issuance of emergency passports can be found on the PIBA website (Issue a emergency passport(temporary) or travel document | Population and Immigration Authority (www.gov.il))

As the Israel-Palestine crisis continues to evolve, CIBT will continue to monitor any developments and provide updates as necessary.

Wednesday 11 October update:

Further to our client alert on 9 October 2023, the security situation in Israel and Gaza remains unstable due to the ongoing conflict.  Ben Gurion Airport remains operational and commercial airlines are continuing flights to and from Israel, albeit with several scheduled flights being delayed or cancelled. As of 11 October, there have been no reported consular or embassy closings in Israel. This could change at any time and we will continue to monitor the situation and advise accordingly.

Immigration authorities in Israel have confirmed that the expiration dates of all currently valid work visas expiring for the next month will be extended until at least 9 November 2023. After this period, if no subsequent notification is issued, work permits or visas will need to be extended in accordance with the standard procedures.

Work permit applications currently in process may be delayed due to staff shortages within the immigration authorities in Israel and/or at Israeli Consulates internationally. As the Israel-Palestine crisis continues to evolve, CIBT will continue to monitor any developments and provide updates as necessary.

Monday 9 October:

The attacks by Hamas against Israel on Saturday have sparked a crisis situation across the country. CIBT has been monitoring the situation to determine how travel in and out of Israel will be affected.

As of Monday morning, there were no reported consular or embassy closings in Israel. This could change at any time, and we will continue to monitor the situation.

The US State Department in an official announcement is saying “the situation in Israel remains dynamic” but has not as yet issued a formal travel advisory. The State Department has published the following information for US citizens in Israel, saying: “US citizens seeking to be in touch with the US Embassy in Israel, can call 1-833-890-9595 (toll free) and 606-641-0131 (local). For the latest security alert regarding Israel, please click here.”

Meanwhile, the government of the United Kingdom issued an urgent advisory warning people to “avoid travel to Israel and the Occupied Palestinian Territories.” The Foreign and Commonwealth Development Office has specifically warned against all travel to Gaza, the Sheba’a Farms, and Ghajjar, as well as any areas within 500 meters of the borders with neighboring Lebanon and Syria, as well as all but essential travel to areas in the northern West Bank.

In terms of travel, Ben Gurion International Airport – Israel’s primary international airport – remains open, though sporadic closures due to Hamas rocket attacks are possible. A number of airlines, including America, Delta, British Airways, and Lufthansa, cancelled flights to Tel Aviv over the weekend and are scaling back operations this week. Anyone with a scheduled flight to or from Israel should check with your carrier on the current status of your flight.

Cruise lines are also being affected by the conflict. On Saturday both Holland America Lines and Oceana immediately suspended shore excursions and hastily left the port of Haifa in northern Israel on Saturday. Most cruise lines are either diverting from scheduled stops in Israel or canceling shorter cruises entirely.

The situation in Israel is rapidly developing. CIBT will continue to monitor the situation and provide updates as necessary.

Frequently Asked Questions

Are consulates and embassies in Israel operating differently in light of the conflict? Will there be delays in visa and work permit issuance?

As of October 13, we have no reports of foreign embassy or consulate closures in Israel, though this may change as the conflict goes on, so please follow Newland Chase’s blog and social media accounts for updates.

On 12 October 2023, the immigration authorities in Israel (known as the Population, Immigration and Border Authority or ‘PIBA’), have announced that they will be closed to the public until further notice.  No indication has been provided regarding the duration of the closure.  This is likely to cause a further delay to work permit applications currently in process in Israel and/or at Israeli Consulates internationally.

Does CIBT provide services in the region?

Yes, we can provide travel document services to the region, including providing visas.

Can business travelers still move in and out of the region?

Yes, there are no broad travel bans currently in place, though some governments, like the United Kingdom and United States, are advising against travel to the region in general and are saying not to travel to Gaza specifically.

Flights into and out of David Ben Gurion airport – Israel’s main international airport – are subject to delays and cancelations, with some airlines stopping flights into Israel.

Can tourists still move in and out of the region?

Yes, there are no general travel bans currently in place, though many governments are advising against travel to the region. Flights into and out of David Ben Gurion airport – Israel’s main international airport – are subject to delays and cancelations, with some airlines stopping flights into Israel.

Cruise lines have been diverting away from port calls in Israel, and ending shore excursions, so if you are traveling to Israel as part of a cruise, the itinerary will likely remove any stops in Israel.

Anyone traveling to Israel currently for tourist purposes should exercise extreme caution and register with your country’s embassy in Israel upon arrival so you can be contacted in case of emergencies.

What precautions should foreign nationals in the region take?

If you are a foreign national currently in the Israel/Palestine region (or even in a neighboring country such as Lebanon or Jordan which could see fighting spill over into their countries) we recommend you register with your country’s embassy or consulate in case support is needed at any time.

US citizens should enroll in STEP (Smart Traveler Enrollment Program), which both lets local embassies and consulates know you are in the region and provides you with emergency alerts and advisories.

It is also important to keep a copy of your travel documents (copies of your passport, national ID cards, travel visas, work permits, etc.) with you at all times. Also monitor local media for real-time information on any potential disturbances in your immediate area.

Can Israelis travel to the United States without a visa?

Yes. A visa-waiver scheme between the US and Israel was scheduled to go into effect in November. Due to the ongoing conflict, the visa-waiver program has begun immediately. Israelis can now travel to the US for periods up to 90 days without a visa. For longer stays, a visa will still be required.

Can foreign nationals who are currently in Gaza leave?

Foreign governments have been working to arrangements for their citizens currently in Gaza to leave, though mobility is greatly affected by active military operations. The foreign nationals should plan to leave via the Rafah border crossing between Gaza and Egypt. The Rafah crossing has been open for limited periods of time for humanitarian reasons since the beginning of the conflict. Foreign nationals should work with their local embassy or consulate on procedures to leave Gaza.

How long is this conflict expected to last?

There is no way to tell, though we will work to provide information and travel document service for the duration of the conflict.

Where can travelers get regular updates?

Our staff is following developments in the region closely and will provide updates on any announced travel restrictions or embassy/consulate closings. Please follow our social media channels and our blog for updates.

Links
Blog: Immigration Insights – Newland Chase Global Immigration Services for Corporations & Individuals
LinkedIn: https://www.linkedin.com/company/cibt/
Facebook: https://www.facebook.com/cibtcorp
Twitter: https://twitter.com/CIBTGlobal

The post ISRAEL/PALESTINE – Urgent Travel Advisories and Changes appeared first on Newland Chase.

Immigration for professional opportunities can be a significant step in an employee’s career journey. The prospect of expanding one’s horizons, diving into new cultural experiences, and seizing career growth opportunities can be incredibly refreshing and enriching. Still, it’s equally important to acknowledge and address the psychological implications of such a transition.

Read on to discover how immigration can affect mental health, and how employers can further assist their employees during this challenging transition.

Why immigrate for work: the benefits

Before addressing the potential risks to immigrants’ mental health, let’s explore some of the many reasons why—against all challenges—professionals accept and seek out the opportunity to move abroad for a role.

Career growth

Moving to a new country often presents unique professional opportunities unavailable in one’s home country, leading to accelerated career growth and development.

Skill enhancement

Working in a new environment with different norms and practices can help individuals broaden their skill set, including technical skills related to their work and soft skills, such as communication, adaptability, and problem-solving.

Cultural exchange

Living in a different culture can be a fantastic learning opportunity that leads to a deeper understanding of the world, personal growth, and an enhanced worldview.

New relationships

Immigration provides the opportunity to build relationships with people from diverse backgrounds, leading to lasting friendships and a more extensive support network.

Financial stability

Professional immigrants often move to take advantage of higher salaries or more robust economies, leading to increased financial stability.

Foreign language skills

Living in a new country provides an excellent opportunity to learn a new language, an invaluable skill in today’s globalized world.

Quality of life

Depending on the home and host countries, moving can lead to improved quality of life, due to better access to amenities, healthcare, education, and other social services.

Immigrating for work: mental health challenges

While there are countless reasons to consider emigrating for a role, immigrant professionals commonly face unique mental health challenges related to isolation, identity crisis, and acculturation stress. The more risk factors an immigrant experiences, the higher the likelihood of facing mental health difficulties. It can also bring about significant mental health symptoms of stress and anxiety. Let’s explore some of the potential challenges.

Adapting to a new culture

Between adjusting to new norms, customs, and societal expectations, assimilation into a new culture can sometimes be overwhelming. That unfamiliarity can lead to a phenomenon known as culture shock, which can induce disorientation and unease, affecting an individual’s mental well-being.

Learning a new language

Linguistic barriers can make it difficult for immigrants to communicate effectively, leading to frustration, isolation, and anxiety. In a professional context, these language difficulties can also affect job performance and career progression, increasing stress levels.

Building new social networks

Humans are social creatures who thrive on interpersonal connections, and moving to a new country often means leaving behind established social networks and starting afresh. Developing new relationships in a new cultural context can be exhausting and isolating, potentially impacting mental health.

Navigating the complexities of a foreign work environment

Every country has its unique work culture and professional etiquette. For immigrants, understanding and adapting to these nuances can be challenging. These difficulties may lead to feelings of inadequacy or alienation in the workplace, contributing to stress, anxiety, and even burnout.

Cultural identity negotiation

Immigrants often have to navigate differences between their home culture and the host country’s culture, which can sometimes lead to cultural confusion and even identity crises.

Discrimination and stereotyping

Regardless of their professional status, immigrants may face prejudice, discrimination, or bias, which can have severe implications for mental health.

Work-life balance

Professionals moving to a new country may encounter different expectations around work-life balance. This change can be stressful and lead to overwork or burnout.

Weather and climate changes

Climate and weather significantly influence our mood and well-being. Moving to a country with a vastly different climate can contribute to feelings of discomfort or alienation.

Legal and administrative challenges

The paperwork and bureaucratic processes associated with immigration can be daunting and create additional stress.

These challenges underscore the importance of mental health support for immigrants, particularly those moving for work. If not properly managed, these drastic changes can increase anxiety, depression symptoms, and other mental health issues. As significant stakeholders in this process, employers and community organizations are crucial in providing support and health-care services.

Five common mental health challenges

Moving for a job can lead to mental health problems if not properly addressed throughout the process. Let’s explore some scenarios in which professionals in different fields might deal with immigration mental health issues.

1. A Silicon Valley transfer

Amit, a software engineer from Bangalore, India, has worked for a multinational tech company with a Silicon Valley, California, branch. His exceptional work has led to an inter-company transfer on an L1 visa. John is excited about this new opportunity but also feels anxiety about adapting to a new culture, language nuances, and the time difference affecting his communications with his family back in India.

2. Recruitment to a UK hospital

Maria, a nurse from the Philippines, was recruited to work in a hospital in the UK due to the nursing shortage there. She’s issued a Tier 2 visa to relocate to London. She’s worried about facing potential discrimination, dealing with a new healthcare system, and the mental health toll of being on the frontlines during the pandemic, far from her support system back home.

3. An opportunity to educate abroad

Dr. Ahmed, a prominent Egyptian archaeologist, accepts a position at a university in Germany. Granted a Blue Card EU for Germany, he has the exciting opportunity to lead a newly funded research project. However, he’s concerned about fitting in with the local community and his new colleagues, dealing with the paperwork in German, and the psychological effect of being in a new country with different academic norms.

4. A female executive in a new world

Anna, a petroleum engineer from Calgary, Canada, gets promoted to manager in her company’s office in Saudi Arabia. The company secures a work visa for her. Still, as she prepares for the move, she feels anxious about the different social norms, adapting to a drastically different climate, and being a woman in a leadership role in a predominantly male industry.

5. A consultancy role

Hiroshi, a Japanese business consultant, is sent by his company to its New York office to lead a two-year project. While he’s proficient in English and has visited the city before, the prospect of living there, dealing with work pressure in a highly competitive environment, and managing a team in a different cultural context can pose mental health challenges.

In all these cases, professionals are changing jobs and adapting to a life in a new country, and their employers’ support can significantly improve their mental health status and overall experience. Those social supports may include pre-departure and post-arrival orientation programs, language courses, mental health support, medical services, and initiatives to promote social inclusion.

Language skills and immigrants’ mental health

Language proficiency plays a crucial role in an immigrant’s adaptation to a host country. Limited language skills can lead to feelings of social isolation, hinder professional growth, and contribute to anxiety or depression; therefore language support is critical to any comprehensive employee immigration support program for lowering mental health risks.

According to research published in the International Journal of Intercultural Relations, proficiency in the host country’s language can influence mental health, with better mental health outcomes among immigrants. Language proficiency also reduces stress and improves social integration, ultimately leading to a better mindset.

Six ways for employers to support immigrant employees

While it’s essential to recognize the mental health challenges that immigrant employees may face, exploring ways employers can support their transitioning workforce is equally critical.

Research from Human Resource Management Journal indicates that employer support, including cultural-sensitivity training, community mental health resources, and language courses, can significantly reduce the risk of mental health conditions among immigrant professionals.

Here are five ways to support employees that are at risk for mental health concerns when moving countries for a new job.

1. Promote cultural inclusivity

Foster a welcoming environment that celebrates diversity and encourages inclusivity. Cultivating a sense of community is enormously beneficial when combating mental health conditions and building good mental health—it can help ground immigrant children’s ethnic identity and cultural background with their adopted home.

Significant differences exist in the level of emotional distress and psychological distress among families who integrate into their local community and those who tend to isolate. Social determinants might be the walkability of neighborhoods, safe meeting places such as parks or shopping zones, and a faith-based practice.

2. Offer mental health services

Offer access to counseling or mental-health services in-house or through partnerships with local mental health organizations. Immigration can provoke issues in other areas of life, such as family conflict, tension between family members, and substance use disorders among immigrant youth.

3. Encourage language proficiency

As noted above, language is one of the fundamental pillars of effective communication and social integration. Employers can provide language classes or learning resources to help immigrant employees build confidence and competence in the local language. This support can range from in-house language tutors to subsidizing language learning apps or courses.

Beyond this, it’s crucial to create an environment where employees can practice their new language skills without fear of judgment. Language proficiency helps employees navigate their personal life in a new country and enhances their professional performance.

4. Keep communication channels open

Regular and open communication is required to understand each immigrant employee’s unique challenges. Employers can maintain dialogue through weekly check-ins or regular meetings dedicated to discussing any issues or challenges that have arisen. They should also promote a culture in which immigrant employees feel comfortable voicing their concerns or struggles. Anonymous feedback channels might be beneficial for more sensitive issues.

5. Provide comprehensive training programs

Employers can offer cross-cultural training programs to existing staff, equipping them with the understanding and empathy needed to support their new colleagues. These programs could address cultural sensitivity, unconscious bias, and inclusive communication. By fostering a supportive work environment, companies can enhance team cohesion and mitigate the feeling of “otherness” immigrant employees might experience.

6. Promote physical fitness

Physical and mental health go hand in hand, with regular physical activity known to reduce the risk factor of various mental health issues, including depression and anxiety. Employers can encourage this vital aspect of well-being by providing a fitness stipend or sponsoring gym memberships. On-site fitness facilities or organized sporting events also offer opportunities for social interaction, helping immigrant employees build new social networks.

Be specific for positive mental health outcomes

By acknowledging the unique mental-health challenges of immigration and adopting supportive measures, employers can ensure the well-being of their immigrant employees and foster a more productive, engaged, and resilient workforce. In implementing these measures, employers must consider their immigrant employees’ specific needs and preferences, as one-size-fits-all solutions are rarely effective in such complex and personal matters.

Remember, as an employer you’re not alone in this migration process. Services like Newland Chase assist companies in managing the complexities of global mobility and immigration, helping your employees and, in turn, your business thrive in the global market.

Navigate immigrant mental health care with Newland Chase

Employers are crucial in ensuring immigrant employees’ successful integration and well-being in a globally connected world. By understanding the potential mental-health implications of immigration and providing targeted support, companies can foster an environment conducive to the mental health and overall success of immigrant women and children of immigrants in their workforce.

Navigating the complexities of immigration and providing the necessary support to employees can be challenging, however, which is where expert services like Newland Chase come into play. With its comprehensive range of corporate immigration services and a team of experienced immigration professionals, Newland Chase helps companies ensure a smooth transition for all immigrant employees.

With Newland Chase, leaders are not outsourcing immigration processes; they’re gaining an invaluable partner who understands the intricate balance between successful global mobility and employee well-being. Let Newland Chase guide you and your employees through the immigration journey, allowing you to focus on what matters most: building a productive and thriving global team.

Take the first step in creating a supportive environment for your immigrant employees and enriching your global workforce. Contact Newland Chase Corporate Immigration Services today to find out how we can support your business in managing the complexities of global mobility and immigration.

The post NC INSIGHTS – Immigration’s Impact on Workers’ Mental Health appeared first on Newland Chase.

Most available quotas are only available to nationals of the following countries, which have signed specific cooperation agreements on migration with Italy: Albania, Algeria, Bangladesh, Bosnia-Herzegovina, Egypt, El Salvador, Ethiopia, Gambia, Georgia, Ghana, Guatemala, India, Ivory Coast, Japan, Kosovo, Mali, Mauritius, Moldova, Montenegro, Morocco, Niger, Nigeria, Pakistan, Peru, Philippines, Republic of North Macedonia, Senegal, Serbia, South Korea, Sri Lanka, Sudan, Tunisia, and Ukraine.

In addition, some quotas are reserved for nationals of countries which will enter into agreements on cooperation on migration during the year 2023, while others have no such nationality restriction.

The quotas for 2023 are:

• 44,000 for seasonal subordinate work in the agricultural and tourist-hotel sectors for nationals of the countries with an existing cooperation agreement on migration as listed above;
• 30,105 for non-seasonal subordinate work in the sectors road haulage for third parties, construction, tourism-hotel, mechanics, telecommunications, food and shipbuilding; of these 24,105 are for nationals of the countries with an existing agreement as listed above, and 6000 for nationals of countries still to enter into agreement during 2023;
• 7000 for the conversion of certain existing residence permits into subordinate and autonomous work residence permits;
• 1000 for people who have completed training and education programs abroad as approved by the Ministry of Labour and Education;
• 500 for autonomous workers such as entrepreneurs, freelancers, start-up, professionals, famous artists and directors and auditors of Italian companies;
• 100 for people residing in Venezuela who have Italian origin up to the third-degree direct line of ancestry through at least one parent.

Applications for permits pursuant to the “decreto flussi” for 2023 can be filed from 27 March onwards until the 31 December 2023, provided quotas are still available. 60 days after the quotas open up the authorities can decide to change the subdivision of these quotas if permit demands require this.

Frequently used permits for highly skilled or highly qualified employees, like the EU ICT permit, the non- quota work permit for intra company transferees and the EU Blue Card, as well as the permit for foreign service providers are not subject to the above-mentioned quotas.

Newland Chase Insights

Companies which do not qualify for non-quota work permits for their employees should file their applications for work permits for 2023 under the quota system as soon as possible after the 27th of March – not only to ensure that permits are still available, but also because Italian immigration processes generally take a long time to complete. Newland Chase is able to assist you with both applications under the quota system as well as with non-quota applications.

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 ITALY: Quotas for 2023 Announced appeared first on Newland Chase.

From 11 January 2021, companies registered with the work permit system must verify their accounts on the new government service platform before they can re-log into the system to apply for, extend or cancel work permits for foreign nationals as usual.

Companies are advised to complete the verification as soon as possible to avoid missing deadlines. However, the new system may take some time to stabilize. Please contact Newland Chase for assistance with the re-registration process.

DENMARK: New Salary Rules, Government Fees, Positive Lists

Denmark has increased the minimum salary for the Pay Limit Scheme for 2021 from DKK 436,000 to DKK 445,000 per year. The increase does not apply to pending or renewal applications, as long as the job has not changed.

Please note that all salary paid to foreign nationals on one of the work schemes in Denmark must now be paid to the assignee’s Danish bank account.

Government residence permit fees for work are increased for 2021 from DKK 3215 to DKK 4295 for the principal applicant and from DKK 1470 to DKK 1680 for dependent family members.

Finally, the Positive Lists have been updated for 2021. The Positive Lists are Denmark’s lists of occupations which are currently experiencing a shortage of qualified professional resident workers.

FRANCE: 2021 National Minimum Salary Published

Effective 1 January 2021, the French government has increased the minimum legal monthly salary requirement (SMIC) to EUR 18,655 per year

The SMIC is the minimum legal salary for all workers in France. A change to the SMIC affects minimum salary thresholds for some types of work permit:

• Passeport Talent – Salarié En Mission: EUR 33,579;
• Passeport Talent – Salarié Qualifié: EUR 37,310;

There is no change to the salary threshold for the “EU Blue Card” version of the Passeport Talent, as this is not calculated according to the SMIC.

The SMIC increases every year in France. It is fixed as an hourly rate, with the monthly rate calculated assuming a 35-hour week (which is the general working week in France, although this may vary).

Note that salary specifications of the French company’s bargaining agreement also have to be taken into consideration.

GERMANY: British Citizens Treated as Privileged Nationals

Effective 1 January 2021, the German government has included UK nationals who are not covered by the Withdrawal Agreement in the category of privileged nationals for employment purposes under Section 26, Paragraph 1 of the Employment Regulations (alongside nationals of Australia, Canada, Israel, Japan, New Zealand, South Korea and the United States).

This allows additional immigration options for UK nationals, including a residence permit for work which allows local employment in Germany by a German employer and assignment to a German entity (including assignment directly to a German client or customer).

LUXEMBOURG: 2021 National Minimum Salary Published

On 1 January 2021, minimum salary levels increased in Luxembourg for non-graduate workers and other qualified workers.

• For non-graduate workers, including Work Permit for Salaries Workers applicants, the new minimum wage is EUR 2201.93 gross per month.
• The minimum wage for qualified workers is now EUR 2642.32 gross per month.

The minimum wage increase applies to EU/EEA and Swiss nationals, along with EU Intracompany Transferee (ICT) Permit applicants and graduate applicants for a Work Permit for Salaried Workers. A separate threshold applies to EU Blue Card applicants.

The minimum salary requirements apply to existing permit holders along with new and pending applications as of 1 January 2021. Additionally, EU ICT Permit holders must be compensated at the same rate as a local worker in the same position if that wage is higher.

Benefits and allowances may count toward the minimum wage if they are specified in the employment contract or assignment letter, processed through a payroll, not paid in kind, paid at regular intervals during the employee’s assignment, and fixed and guaranteed. Performance-based bonuses do not qualify.

Employers must pay their workers in EUR regardless of exchange rate fluctuations and payroll location.

ROMANIA: New Minimum Salary for 2021

Effective 1 January 2021, the minimum gross monthly salary is increased from RON 2230 to RON 2300.

This affects employees occupying positions that do not require university studies, and do not have at least one year working experience, as well as their dependents. This includes foreign workers, including standard employees, assignees and EU ICT transferees.

For employees occupying positions that do require university studies, as well as at least one year working experience in positions that require university studies, the minimum gross salary will remain RON 2350 per month.

Highly skilled workers must be paid twice the medium gross salary, which is now RON 5429 x2 = RON 10,858.

The required means of support for family members is the minimum gross salary for each family member.

RUSSIA: HQS Salary Notifications to be Submitted by 29 January 2021

Employers of foreign nationals in Russia must submit quarterly notifications on the salary paid to highly-qualified specialist (HQS) employees in the 4^th quarter of 2020 by 29 January 2021.

Effective 1 January 2021 the new forms approved by the order of the MIA of Russia dated 30.07.2020 No.536 must be used for the notification process.

The reported salary amount should be no less than the minimum level set for HQS employees (standard conditions):

• 167,000 RUB per one calendar month;
• 501,000 RUB per one quarter – if there was a break in work during the reported period.

Payments included in salary in accordance with clause 1, article 129 of the Russian Labour Code should be included in the notification form.

Non-notification or violation of the established notification form or procedure leads to administrative fines imposed on employers:

• officials – from 35,000 RUB to 70,000 RUB;
• legal entities – from 400,000 RUB to 1,000,000 RUB.

Failure to pay the salary in the minimum amount set for HQS:

• a ban on the company employing new HQS employees for two years.

QATAR: All Borders with Bahrain, Egypt, Saudi Arabia and UAE Agree to Reopen Borders

Bahrain, Egypt, Saudi Arabia and the United Arab Emirates have lifted their boycott against Qatar after three and a half years and agreed to restore full diplomatic and trade ties.

All three countries have reopened their land, sea and air borders and permitted flights to and from Qatar to resume.

UNITED STATES: USCIS Modifies H-1B Selection Process to Prioritize Wages

On 8 January 2021 the Department of Homeland Security (DHS) published a final rule, effective 9 March 2021, amending the regulations governing the process by which US Citizenship and Immigration Services (USCIS) selects H-1B registrations for the filing of H-1B cap-subject petitions. Pursuant to the final rule, USCIS will deviate from the current process of random lottery selection where registrations exceed numerical visa allocations and will instead prioritize the selection of H-1B registrations with higher offered wages based on a wage level ranking.

The wage level ranking will follow the current process of first selecting regular cap cases then advanced degree cases. USCIS will rank and select registrations filed using a revised H-1B cap registration form based on the highest Occupational Employment Statistics (OES) wage level that the proffered wage equals or exceeds for the relevant SOC code in the area of intended employment. This will result in USCIS first selecting petitions for the highest paid workers, then selecting petitions in descending order through the remaining wage levels until the cap has been reached. This may lead to no petitions for entry-level wages being selected given recent historical filing numbers.

USCIS aims to have the new selection process in place by the coming Fiscal Year 2022 cap filing season. However, the final rule is expected to be challenged by the new Biden administration, in court and potentially through legislation. USCIS will most likely continue to use the current regulations during the coming Fiscal Year 2022 cap filing season.

VIETNAM: New Work Permit Decree Published

The new decree 152/2020/ND-CP, issued by MOLISA on 30 December 2020, details the implementation of the labour code on the management of foreign nationals.

This new decree, which takes effect on 15 February 2021, includes the basic implementation guidelines on issuance of Work Permit Work Permit Exemption Certificate, renewals, reissuance and revocation.

The key points of the new Decree 152/2020/ND-CP are as follows:

Qualification documents requirements for experts/specialists and for technicians:

Documents to justify an expert/specialist’s qualification are:

• A bachelor’s degree or higher AND at least 3 years of experience working in a specialized field relevant to the job position the foreign worker is expected to occupy in Vietnam (this remains unchanged from previous decree); OR
• At least 5 years of experience and a “practising” certificate relevant to the job position in Vietnam. The “practising” certificate has yet to be fully defined by the authorities.The former decree 11 allowed either a degree with at least 3 years’ experience OR an expert certificate which could be issued by a company overseas.

Documents to justify a technician’s qualification are:

• A training certificate in the targeted technical specialty OR in another a related specialty for at least one year and have worked for at least three years in the trained specialty (this remains unchanged from previous decree); OR
• At least five years of experience in the job relevant to the job the foreign worker is expected to do in Vietnam. This five years’ experience criteria is a new qualification which is a positive development for those who may not necessarily have a training certificate that can justify their expertise.

Demand for employment of foreign national (Job Position Approval)

The Ministry of Labor, War Invalids and Social Affairs or the provincial People’s Committee have the ability to grant job position approval and shall approve or disapprove the use of  a foreign national for each job position within 10 working days from the date of receipt of the written demand. (versus 7 working days in former decree).

Report on the use of foreign employees/assignees

The sponsoring entity shall report twice a year on the use of foreign nationals (previously, the report was quarterly):

• Annually, before July 5, the employer shall make a report on the use of foreign national(s) for the first 6 months of the year (period from 15 December of the previous year to 14 June); AND
• Before 5 January the employer shall make a report on the use of foreign national(s) for the entire year (period from 15 December of the previous year to 14 December).

Investors will only not be required to obtain Work Permit if the entity has reached a minimum capital contribution value of at least 3 billion VND.

Only the owner or stakeholder of a limited liability company or Chairman/member of the board of a Joint Stock Company with a total capital contribution value of at least 3 billion VND will not be required to obtain a work permit.
There remains some clarification needed from the authorities regarding this article.

Short Term assignment for work missions

Foreign nationals coming to Vietnam for short term missions will not be required to obtain a work permit if they come for less than 30 days each time and not exceeding 3 times per year. The former decree didn’t require work permit application for work mission of less than 30 days each stay and not exceeding a cumulative period of 90 days per year with no limitation on the number of entries.

Spouse of Vietnamese nationals

Spouses of Vietnamese nationals are no longer required to obtain a work permit or work permit exemption certificate to work in Vietnam.

Reporting requirement for foreign nationals who are not required to obtain work permit or work permit exemption certificate

The employer/host entity is required to report all foreign nationals who are not required to obtain work permit or work permit exemption to the Ministry of Labor, Invalids and Social Affairs or to the Department of Labor,  Invalids and Social Affairs at least 3 days prior to the date the foreign worker is expected to start working in Vietnam.

Additional requirement for foreign national eligible for Work Permit Exemption Certificate

The application dossier for foreign nationals who are eligible for the Work Permit Exemption Certificate must now include a health certificate for work purpose. Previously, the health certificate was not required for the Work Permit Exemption Certificate.

Work Permit application dossier for Managers

The manager category and related qualification documents required for work permit application will be recognized for managers according to the provisions of Clause 24, Article 4 of the Law on Enterprises:

Executive of an enterprise means the owner of a sole proprietorship, a general partner of a partnership, chairperson or member of the Member/Partner Assembly, President of a company, President or member of the Board of Directors, Director/General Director, or holder of another managerial position prescribed in the company’s charter.

Processing time for Work Permit is shorter

Departments of Labor Invalids and Social Affairs shall issue work permit within 5 working days (versus 7 working days in former decree) from the date of receiving a full and valid application dossier.

Work Permit re-issue application

The application dossier for re-issuing a work permit shall now include the Demand for employment of foreign national(s) (Job Position Approval).

Work Permit renewal term

The term of a work permit can be extended only once for a maximum of 2 years. Unfortunately, there is no further detail in the new decree to clarify the crucial question of what the option/process is for the foreign worker at the expiration point of the renewal. It is unknown at this point if the worker may apply for a new work permit or not. There remains an ongoing dialogue between MOLISA and the Vietnam business community to address this article. Previously, renewals were basically allowed indefinitely.

Work Permit termination

The sponsoring entity shall report within 15 days after the work permit is terminated or expired and the Department of Labor, War Invalids and Social Affairs shall issue a written confirmation of the revocation within 05 working days from the day on which the report is received.

MOLISA’s capacity to grant Job Position approval, Work Permit and Work Permit Exemption Certificate

The new decree indicates that demand for the use of foreign national(s) (Job position approval), work permit and Work Permit Exemption Certificate application could also be submitted to the Ministry of Labor Invalids and Social Affairs.

Document required for Work Permit Exemption Certificates

Documents proving that the foreign worker does not require a work permit and Health Certificate, if issued overseas, shall be legalized.

Our Advice

Employers who may be affected by any of these immigration changes are encouraged to contact Newland Chase for case-specific advice.

The post Top 10 Global Immigration Updates | Week of 11 January 2021 appeared first on Newland Chase.

Normally, first-time work permits issued for Egyptian nationals in Kuwait must be attested by the Egyptian authorities before the applicant applies for an entry visa at the Kuwaiti consulate in Egypt.

Recently, the Egyptian authorities have been concerned about smaller companies in Kuwait sponsoring Egyptian nationals for work permits, then demanding money from the employees before closing their business and abandoning the employees with no job.

Discussions are underway to resolve this issue or to grant exemptions to large or established companies.

In the meantime, Egyptian nationals may be able to obtain business visas for qualifying business activities in Kuwait.

Our Advice

Employers who may be affected are encouraged to contact a Newland Chase immigration specialist for case-specific advice.

For general advice and information on immigration and business travel to Kuwait, please contact us.

The post KUWAIT: Work Permit Attestation for Egyptian Nationals Suspended appeared first on Newland Chase.