Asia-Pacific

On July 1, 2026, Australia raised the Core Skills Income Threshold from AUD 76,515 to AUD 79,423 and the Specialist Skills Income Threshold from AUD 141,210 to AUD 146,576, as part of the annual indexation process. Visa application charges also increased by approximately 25%, adding to the cost of employer-sponsored mobility.

Effective July 25, 2026, new processing priorities were also introduced for employer-sponsored and skilled visa applications. Priority is now given to onshore applicants; sectors experiencing critical shortages, particularly in construction, health care, teaching, agriculture, aquaculture, fishing, resources and mining, defense, and law enforcement; and the Specialist Skills stream of the Skills in Demand (subclass 482) visa. The directions apply to new and undecided applications; cases outside the priority categories may face longer processing times.

On September 17, 2026, the government also announced a broader package of migration reforms intended to reduce net overseas migration to 225,000 annually by 2028. The announced measures include restrictions on family members accompanying new Student (subclass 500) and Temporary Graduate (subclass 485) visa holders, caps on second- and third-year Working Holiday (subclass 417) visas, and a mandatory No Further Stay condition for new Visitor (subclass 600) visas.

Effective September 15, 2026, China introduced new regulations strengthening oversight of exit and entry administration, including immigration processes, document verification, outbound travel controls, and intermediary service providers. The reforms are intended to enhance compliance, security, and risk management while supporting lawful international travel.

The enhanced scrutiny may increase processing delays, entry or exit refusals, and penalties where immigration documentation is incomplete or inaccurate. Organizations may need to strengthen document review processes and ensure that immigration service providers meet the required compliance standards.

On September 16, 2026, Hong Kong announced a series of talent and mobility initiatives under its first Five-Year Development Plan and 2026 Policy Address. The measures include proposed enhancements to talent attraction programs, expanded immigration facilitation, a new visa pathway for short-term training participants, support for technology start-up founders, and measures intended to improve cross-border mobility. The initiatives are intended to reinforce Hong Kong’s position as a global talent hub and expand options for attracting highly skilled professionals.

Employers may benefit from expanded talent attraction and retention opportunities, enhanced immigration pathways, and improved mobility arrangements for international assignees. Organizations should monitor upcoming policy developments and consider how the new measures can support workforce planning, recruitment strategies, talent mobility programs, and the attraction of specialized talent to Hong Kong. As the measures were announced as policy initiatives, implementation details and effective dates remain subject to further developments.

India introduced a package of immigration reforms covering employment visa classifications, digital services, registration, and border screening. The reforms include the reclassification of employment visa categories, introduction of the digital Overseas Citizenship of India (OCI) card, revised registration requirements for foreign nationals intending to remain in India for more than 180 days, and enhanced prearrival and health-screening declaration requirements.

Together, the changes support the government’s wider objectives of digitalizing immigration services, strengthening foreign national compliance, and enhancing border security. Organizations sponsoring international assignees should account for the revised registration, screening, and declaration requirements when planning deployments. OCI cardholders should maintain accurate and current records under the new digital process to reduce the risk of travel or immigration disruption.

On July 9, 2026, Indonesia expanded visa-free visit eligibility to nationals of Belarus, Brazil, Kazakhstan, Macau, Peru, and Türkiye, subject to existing immigration conditions and restrictions on permitted activities.

Effective July 2026, Malaysia raised the salary threshold for exemption from labor market testing for expatriate hiring. As a result, some positions that previously qualified for an exemption may now require labor market testing before an Employment Pass application can be submitted. The change may add recruitment steps and extend lead and processing times for affected expatriate hires. Organizations are encouraged to review upcoming expatriate hires and factor in additional lead times for roles that no longer qualify for labor market testing exemptions.

The Philippines experienced continued delays in Alien Employment Permit applications following the centralization of processing under the Department of Labor and Employment Central Office. The delays affected both new applications and renewals, extending work authorization timelines for foreign nationals.

To address the disruption, the Philippine Economic Zone Authority (PEZA) has introduced interim measures allowing PEZA Visa applications to proceed while the related Alien Employment Permits remain pending. During this transition period, applicants can submit proof of filing or payment in place of the physical permit card, with the original card required once issued.

The Bureau of Immigration also temporarily permitted proof of Alien Employment Permit filing to support 9(G) visa conversion and extension applications. Applicants must subsequently submit the approved or physical permit within the applicable 60- or 75-day deadline. Failure to meet the relevant deadline may result in denial of the visa application.

Singapore’s Ministry of Manpower released updated COMPASS salary benchmarks that will apply to new Employment Pass applications received from January 1, 2027, and renewals received from July 1, 2027. The revised benchmarks vary by sector and may affect future Employment Pass eligibility, particularly for experienced professionals in industries where salary expectations are rising.

Separately, Singapore also announced measures intended to strengthen its position as a global asset management hub. These include a proposed Investment Management Track under the Overseas Network & Expertise (ONE) Pass framework and a proposed tax exemption for qualifying profit-related returns from fund management services. These announced measures remain proposals, with further eligibility and tax guidance expected as part of Budget 2027.

Effective July 1, 2026, Thailand introduced a Temporary Work Permit for foreign nationals with approved work authorization but without a formal work permit due to administrative or operational delays. The measure allows eligible individuals to begin or continue working while awaiting formal permit issuance.

Thailand also extended temporary facilitation measures for the e-Work Permit system until October 28, 2026. Employers and foreign skilled workers may continue to use the online platform for applications, renewals, and employment notifications while manual submissions remain available where technical issues prevent electronic filing.

Since mid-July 2026, additional supporting documents have been requested for Non-Board of Investment (Non-BOI) visa cancellation applications. These include a list of expatriate employees and copies of their Digital Work Permits, in addition to the standard cancellation documentation.

Effective September 15, 2026, Thailand revised its Visa Exemption Scheme by reducing the visa-exempt stay period from 60 days to 30 days and limiting visa-exempt entry to tourism. The reform also modified eligibility for visa exemption and visa-on-arrival arrangements, although existing bilateral visa-exemption agreements remained unchanged. Business travelers, individuals undertaking work-related activities, and those requiring longer stays may need to use an alternative immigration route.