Asia-Pacific
Key trends shaping APAC's labor and immigration landscape
Workforce policy calibration and economic resilience
Across the Asia Pacific region, governments continued to refine labor and immigration policies in the first quarter of 2026 to balance economic copetitiveness, workforce transformation, and domestic employment priorities. For employers, this reinforces the importance of aligning workforce strategies with policy settings that support innovation while managing growing regulatory complexity.
As part of this calibration, several jurisdictions are maintaining controlled access to foreign talent while signaling policy stability in core frameworks. For example, Singapore, Australia, and China continue to rely on salary thresholds, targeted talent pathways, and structured eligibility criteria to support access to critical skills while operating within increasingly selective immigration systems.
Strengthening domestic workforce priorities and localization
A clear regional trend is the increased emphasis on protecting local labor markets and promoting workforce sustainability. Governments are embedding localization objectives, cost controls, and planning obligations into immigration frameworks to reduce long‑term reliance on foreign labor.
From an employer perspective, this trend translates into heightened scrutiny on foreign hiring and rising expectations around succession planning and skills transfer. Measures introduced in Malaysia, Singapore, and Indonesia illustrate this shift, where localization requirements, higher levy or salary costs, and labor market prioritization mechanisms reinforce the primacy of domestic employment.
Rising salary thresholds and value‑based talent selection
Across APAC, rising salary thresholds continue to be a central policy lever, reinforcing a move toward value‑based migration favoring senior, experienced, and high‑impact professionals.
Employers should anticipate higher entry points and more stringent eligibility criteria when sponsoring foreign nationals. Recent confirmations of increased salary benchmarks in Australia, China, and Singapore underscore a broader regional direction toward selective talent admission aligned with economic contribution rather than volume.
Administrative tightening alongside targeted mobility facilitation
Immigration systems across the region are becoming more structured and compliance‑driven, with greater emphasis on front‑loaded eligibility assessment, documentation quality, and procedural discipline. While processing timelines may not materially change, employers encounter reduced flexibility and increased importance of advance planning.
In addition, governments are pursuing a dual‑track approach by facilitating short‑term mobility to support commercial activity while maintaining firm controls over long‑term employment pathways. Visa facilitation initiatives in the Philippines, China, and India reflect this trend, enabling short‑term business travel and engagement without materially easing access to local labor markets.
Heightened compliance expectations and employer accountability
Compliance standards across APAC continue to rise, with governments strengthening evidentiary requirements, monitoring mechanisms, and employer obligations throughout the employment lifecycle.
Employers should expect closer regulatory oversight at both application and post‑approval stages. Developments in Japan, Vietnam, and Indonesia exemplify this regional enforcement trend, placing greater responsibility on employers to demonstrate ongoing eligibility, accurate reporting, and adherence to immigration conditions.
Australia
Australia has introduced stricter sequencing requirements for Training (subclass 407) visas, requiring sponsorship and nomination approvals before visa lodgment. Employers should plan for longer lead times and more structured application sequencing.
China
China has increased salary thresholds for foreign work permits in key cities while expanding short‑term visa‑free entry for selected nationalities. Employers must balance tighter long‑term employment eligibility with improved short‑term mobility options.
Hong Kong
Hong Kong now allows eligible visa holders to file extension applications earlier, providing greater planning flexibility and reducing renewal risk without altering substantive eligibility requirements.
India
India introduced the e‑Production Investment Visa under the e‑Business framework, enabling specified investment and production‑related activities. This streamlines qualifying business engagements while preserving clear boundaries with employment visas.
Japan
Japan revised permanent residence eligibility rules, requiring applicants to hold the maximum authorized stay under their current visa at the time of filing. Transitional flexibility applies until March 2027, making timing assessment critical.
Malaysia
Malaysia implemented extensive reforms to the Employment Pass regime, including higher salary thresholds, mandatory localization (Replacement) plans, and caps on total employment duration. These changes materially affect medium‑ and long‑term foreign workforce planning.
New Zealand
New Zealand increased the median wage threshold affecting multiple visa categories and refined work conditions for open work visa holders, requiring employers to reassess eligibility and permissible work arrangements.
Philippines
The Philippines introduced visa‑free entry for Chinese nationals for short‑term travel, supporting business and tourism mobility while maintaining existing controls on employment and residence.
Singapore
Singapore announced a new AI & Tech track under the ONE Pass and confirmed upcoming increases to Employment Pass and S Pass salary thresholds, reinforcing its selective, high‑value talent strategy within a predictable policy framework. In addition, Singapore’s new Budget reinforces a drive to continually review and refresh its long-term economic strategy and ensure that the nation is agile in the face of technological disruption to its workforce. This includes significant focus on driving artificial intelligence (AI) adoption and measures to cultivate a resilient and skilled workforce.
Vietnam
Vietnam further decentralized work permit processing and strengthened documentary requirements, alongside stricter residence card practices in major cities. Employers should expect increased scrutiny and greater local‑level variability.
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Cherie Wright
Partner
Cloe Jin
Senior Associate