Several updates to visa and immigration policy have emerged recently from the Philippines. We outline these developments in detail below.

Downgrading of PEZA visa

The Bureau of Immigration (BI) PEZA Extension Office has initiated a new procedure where the approval of a downgrading application for a Philippine Economic Zone Authority (PEZA) Visa will now be communicated via email.

This email will serve as the formal notice of approval and will also contain information on the downgrading implementation, emigration clearance certificate (ECC-A), and order to leave information, if applicable. This new measure is effective immediately and companies are advised to monitor their email accounts for such notification.

Suspension of motion for reconsideration

Effective immediately, the BI has suspended the filing of motions for reconsideration related to denied visa applications. This suspension will continue until new guidelines are established or further notice is given.

Companies are advised to complete the visa application carefully and provide the complete set of documents when filing a visa to avoid refusals. Otherwise, if the visa application is refused, a new application has to be re-submitted given the filing for a motion for reconsideration will no longer be available until further notice.

New rules for extending Temporary Visitor’s Visa online

The BI has issued new guidelines for extending Temporary Visitor’s Visas (TVV) online. Effective immediately, foreign nationals can use the Online Application and Payment System (OAPS) to extend their TVVs, except for specific ineligible groups who are still required to visit the BI office for extension applications.

Online extensions are only available to those admitted under Section 9(a) of the Philippine Immigration Act of 1940 or Executive Order No. 408. It is worth noting that visa extensions should be filed before the expiry of the initially granted authorized stay.

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.

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 PHILIPPINES – Key Updates on PEZA Visa, Motion for Reconsideration and Temporary Visitor Visa appeared first on Newland Chase.

With effect from February 1, 2024, the authorities will suspend the medical clearance requirement for nationals of 53 countries. The memorandum issued by the authorities did not state a duration for the suspension. In the absence of any period, it is assumed to be suspended until the authorities issue another memorandum to reinstate such requirement.

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.

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 PHILIPPINES – Suspension of Medical Clearance Requirement appeared first on Newland Chase.

Personal appearance is mandatory for ACR-I card holders. Individuals will need to bring their original ACR-I card/original paper-based ACR together with their original valid passport. BOI no longer allows representatives to complete the annual report on behalf of the ACR-I card holder.

Certain individuals are exempted from the mandatory personal appearance. They are:

• Those aged below 14 years, or 60 years and above;
• Those who hold a Person with a Disability ID; and
• Pregnant women and foreign nationals with a medical condition who are able to present a medical certificate.

Newland Chase Insights

Adherence to this reporting requirement within the specified period is crucial to avoid potential fines and penalties.

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.

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 PHILIPPINES: ACR-I Annual Report appeared first on Newland Chase.

Issued by the Bureau of Immigration of The Philippines, the ECC certifies that you have no pending obligation with the government of the Philippines.

In-person appearance is now required for foreign citizens who are required to secure regular ECC or ECC-A prior to their departure such as:

• Holders of Temporary Visitor Visa who have stayed in the Philippines for six months or more,
• Holders of expired or downgraded Immigrant or Non-Immigrant Visa,
• Holders of Temporary Visitor Visa with Orders to Leave.

Immigration Insights

No written communication has yet been issued regarding personal appearance for ECC applications. However, we understand this policy to be in effect. We will continue to monitor and issue a supplemental client alert as necessary.

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 PHILIPPINES – Personal Appearance for Emigration Clearance Certificate Applications 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.

• The Understudy Training Program (UTP) or Skills Development Program (SDP) submission is no longer a pre-requisite to obtain a PEZA visa. However, this may still be requested by Department of Labor and Employment (DOLE) authorities.
• Downgrading of PEZA Visa will normally require foreign employees to leave the country in order to apply for a new visa in the Philippines. An exemption on the Order to Leave (OTL) requirement is available for foreign employees who need to undergo downgrading as a result of changing their position, title and job position while they remain working for the same employer. Downgrading applications for such cases will now be required to provide an original and duly accomplished employment contract and notarized undertaking stating that they will be immediately applying for a PEZA visa.
• PEZA visa applications filed less than 30 days to visa expiry will no longer require a letter to the Director General.

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.

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 PHILIPPINES – Updates on PEZA Visa appeared first on Newland Chase.

In addition, the Philippines clarified the entry requirements for foreign tourists and foreign temporary visitors. To legally enter the Philippines, travelers must meet three criteria:

• Have passports which are valid for at least six months at the time of entry
• Have a valid visa – if a visa is required for your country
• Have a ticket either to travel back to your country of origin, or on to a third-party country

The foreign spouses and children of Filipino citizens, who are traveling with them are exempt from the onward/return ticket requirement.

In addition, the Philippines Economic Zone Authority (PEZA) has also dropped the COVID-era requirement that foreigners who were issued a PEZA visa to also get a Travel Pass. PEZA announced it will no longer process Travel Pass requests.

PEZA further announced as of 1 August 2023, it will only accept online payments for services.

Immigration Insights

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 PHILIPPINES – COVID Travel Restrictions Lifted appeared first on Newland Chase.

The new countries added to the eTA program are:

• Antigua and Barbuda
• Argentina
• Costa Rica
• Morocco
• Panama
• Philippines
• Kitts and Nevis
• Lucia
• Vincent and the Grenadines
• Seychelles
• Thailand
• Trinidad and Tobago
• Uruguay

Travelers from these countries who have either held a Canadian visa in the last 10 years or who currently hold a valid United States non-immigrant visa can now apply for an eTA instead of a visa when travelling to Canada by air. Effective June, 6, eligible travelers from these countries can benefit from the program.

Newland Chase Insights

This will make it faster, easier, and more affordable for thousands of travelers from different nations to visit Canada for up to six (6) months for either business or leisure. This will also aid in the growth of Canada’s economy by facilitating more travel, tourism and international business. The Canadian government also expects a reduction in visa caseload, allowing for increased efficiency for the processing of visa application, benefiting visa applicants worldwide.

Individuals who already have a valid visa can continue to use it to travel to Canada. Those who are not eligible for an eTA, or who are travelling to Canada by means other than air (e.g. car, bus, train, boat – including by cruise shop) will still need a visitor visa.

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.

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 CANADA – Countries Added to eTA Program appeared first on Newland Chase.

The eTravel system was previously utilized for the COVID declaration of inbound travelers. The authorities have now expanded its purpose in a move to discontinue the usage of paper-based arrival or departure cards. There will be a 15-day grace period where the authorities will remain to accept paper-based forms. However, from 1 May 2023, the authorities will only accept online departure and arrival forms from the eTravel system and will no longer accept paper-based forms.

All inbound travelers are now required to complete the online arrival card via the eTravel system within 72 hours of the scheduled arrival time in the Philippines and all outbound travelers are required to complete the online departure form within 72 hours but not later than 3 hours from the scheduled departure time from the Philippines.

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.

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 PHILIPPINES: eTravel System Requirement 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.