Canada
Regulatory changes to the Ontario Immigrant Nominee Program take effect
On 30 May 2026, previously announced changes to the Ontario Immigrant Nominee Program (OINP) via amendments to Ontario Regulation 421/17 took effect.
The amendments allow the Minister to redesign the OINP by creating or removing selection streams.
Other changes include:
- preparing the regulation to launch new streams, including simplifying the OIA Director’s application processing steps
- updating program streams to better target provincial labour needs, including clarifying the process the OINP Director undertakes when determining draws
- strengthening program integrity by:
- allowing the OINP Director’s refusal and cancellation notices to be sent by email, mail, or in person, and deeming them delivered rather than requiring proof of receipt
- adding OIA sections 14.1 (Standards and Requirements) and 15.1 (Misrepresentation) to the list of provisions that may trigger an administrative monetary penalty.
All applications received under the existing OINP framework will be assessed in accordance with the eligibility requirements in place at the time of application.
Denmark
AR6 and AR7 applications updated with questions about offshore work
The Danish Agency for International Recruitment and Integration (SIRI) has announced that, effective 3 June 2026, it is adding questions about offshore work to the AR6 and AR7 application forms.
When companies use the applications, they will have to answer a few extra questions if the applicant is going to be working offshore
Companies will be asked to specify the duration of the shift work, how many days a week the applicant is required to work, and how many hours a day the applicant is required to work. They will also be asked whether hourly-paid applicants receive holiday allowance.
Finland
Changes to acceptance of travel documents issued by Russia
The Finnish Immigration Service has reminded travellers that, as of 1 June 2026, Finland will no longer accept non-biometric passports issued by the Russian Federation as travel documents. Non-biometric passports are passports that do not have a microchip containing biometric identifiers.
The aim of the decision is to ensure that travel documents approved by Finland are as reliable as possible. In future, non-biometric passports issued by Russia will not be accepted for residence permit applications, with certain exceptions.
The decision includes a transition period from 1 June to 31 December 2026. During the transition period, Finland will accept non-biometric passports that contain a valid visa issued by Finland before 1 June 2026. During the transition period, Finland will also accept non-biometric passports containing a valid visa or a residence permit issued by another EU Member State or Schengen country before 1 June 2026.
Which travel documents are accepted for residence permit applications?
Applicants for a residence permit must usually have a valid and authentic national travel document with which the Finnish Immigration Service can identify them. Those who have been granted an alien’s passport for the purpose of obtaining a national passport should obtain a national passport as soon as possible. Those who have received international protection or are applying for asylum are not required to have a national passport.
Applicants can check on the website of the Ministry for Foreign Affairs (um.fi) which national travel documents Finland accepts for entering the country. The Ministry notes that, while it accepts other documents for purposes such as travelling to Finland, applicants for a residence permit must have a national travel document.
As of 1 June 2026, a non-biometric Russian passport usually does not meet the travel document requirement for obtaining a residence permit. The change applies to applications that are already pending and to new applications submitted on or after 1 June 2026. Those whose application have not been decided before 1 June 2026, must obtain a biometric passport. After 1 June 2026, a non-biometric passport can be accepted for residence permit applications only in exceptional cases.
Exceptions in which a non-biometric passport is accepted after 1 June 2026
- The Finnish Immigration Service may grant those under the age of 18 a residence permit even if they have a non-biometric passport. However, they must still be under the age of 18 at the time when the application is decided. Those who turn 18 during the processing of the application for a first residence permit must obtain a biometric passport.
- If the Finnish Immigration Service has granted a residence permit before 1 June 2026, it may grant an extended permit or a permanent residence permit even if the holder has a non-biometric passport.
- The Finnish Immigration Service may grant a residence permit to a holder of a non-biometric passport if the Ministry has accepted the non-biometric passport for a special reason based on individual consideration.
Ireland
New jobs eligible for employment permits in construction, healthcare, transport, and agri-food sectors
On 28 May 2026, the Department of Tourism, Enterprise and Employment announced a series of updates to Ireland’s employment permits system to address ongoing skills and labour shortages across key sectors.
The measures are designed to support industries experiencing acute shortages across the EU construction sector, the healthcare sector, the transport sector, and the agri-food sectors.
A total of 32 changes to jobs eligible for an employment permit are now confirmed, following a comprehensive review that commenced in Summer 2025:
- 6 roles are recommended to be made eligible for Critical Skills Employment Permits (CSEPs)
- 9 roles are recommended to be made eligible for General Employment Permits (GEPs) (without quota)
- 2 roles are recommended to be made eligible for GEPs subject to newly established quotas
- 15 roles are recommended to have their existing GEP quotas renewed
The full report can be found here: Employment Permits Occupations Lists: Report of the Review 2025.
The government has also approved a proposal to begin preparations to amend the Employment Permits Act 2024 with regard to the criteria that restricts the number of employment permits individual employers can hold (50:50 Rule). The “50:50 rule” means an employer must ensure at least 50% of its workforce are UK/EEA nationals. This is to implement findings of an internal review of the impact of this rule on the health and social care sector.
While the majority of sectors do not report issues meeting the 50:50 rule, the issues currently faced by the health and social care sector, including continuity of patient care, is of concern. In the case of healthcare assistants in nursing homes, disability care and homecare, flexibility within the 50:50 rule is required to sustain long-term care capacity and manage Ireland’s demographic and fiscal trajectory.
Background
For the purposes of the employment permits system, occupations fall into three categories:
- Occupations listed on the Critical Skills Occupations List are highly skilled professional roles that are in high demand and are not always available in the resident labour force. Occupations on this list are eligible for a Critical Skills Employment Permit (CSEP) and include roles such as medicine, ICT, sciences, finance, and business.
- Ineligible occupations are those with evidence suggesting there are sufficient Irish/EEA workers to fill such vacancies. Employment permits are not granted for these occupations.
- Every other job in the labour market, where an employer cannot find a worker, is eligible for an employment permit. For these occupations, the employer is required to undertake a Labour Market Needs Test and if no-one suitable applies for the job, the employer is free to apply for an employment permit. Occupations such as these may be skills of a more general nature and are eligible for a General Employment Permit (GEP).
Malaysia
MDEC issues new requirements for foreign knowledge worker headcount declaration
The immigration authorities have shared further details of their implementation of the revised expatriate salary and employment pass policy .
New process for headcount request
Further to the previous announcement that the existing ‘FKW Headcount Declaration’ request function in the Expats System is discontinued, Malaysia Digital Economy Corporation (MDEC) has now announced that, effective 3 June 2026, companies are required to submit an FKW Projection Request via the eXpats system.
Companies are required to ensure that all mandatory supporting documents are complete upon submission. MDEC will review and evaluate the request based on the revised policy requirements and supporting documents submitted. Decisions are no longer automatic or instant.
Companies will be notified via the system on the outcome of the request by the FKW Approval Committee. Only approved projection headcount will enable companies to proceed with the submission of FKW Individual Application submission
Delayed implementation of succession plan requirement
MDEC also announced, in line with the recent Expatriate Services Division (ESD) announcement, that it will delay the implantation of the new succession plan requirement until 1 January 2027, as part of a phased implementation approach.
As announced on 15 January 2026, the Revised Expatriate Pass Salary Policy will take effect from 1 June 2026. One of the key elements introduced under the new policy is the succession plan requirement, which aims to ensure the structured transfer of knowledge and expertise to local employees throughout the expatriate’s employment period.
Additional Supporting Documents for Specific Arrangements / Requirements
For applications under specific arrangements/ requirements, companies must provide the relevant supporting documents, where applicable as follows:
- Proof of GBS Sector Operations (for Non MD companies only): An official letter or relevant supporting document must be provided to demonstrate that the company operates within the Global Business Services (GBS) sector. This may include:
- Membership with GBS Malaysia;
- Membership with the Contact Centre Association of Malaysia (CCAM);
- Any other relevant supporting documents deemed acceptable by MDEC.
- Native / Near-Native Language Requirement Justification: Companies must clearly justify any native or near-native language requirement for the role.
Companies are strongly advised to ensure that all submissions and supporting documents are complete and accurate to facilitate smooth processing and avoid delays. Incomplete applications may not be processed.
Companies are also reminded that any Certified True Copy (CTC) of an education certificate must be certified either by:
- the Malaysian Embassy / High Commission / Consulate General in the respective country; or
- the Respective foreign embassy in Malaysia; or
- the Commissioner for Oaths, for applicants who studied overseas
Please note that this applies to the education certificate only. Other supporting documents, such as a marriage certificate or a birth certificate, must comply with the applicable certification requirements by the relevant authorities.
Netherlands
Changes to residence permit rules take effect
The Immigration and Naturalisation Service (IND) has confirmed that the revised version of European Directive 2011/98/EU (2024/1233) entered into force on 22 May 2026. This directive is applicable to most permits for residence and employment in the Netherlands. It covers the following purposes of residence:
- Paid employment.
- Work as a highly skilled migrant.
- European Blue Card.
- Research under Directive (EU) 2016/801.
- Work experience.
- Employment as non-privileged military or non-privileged civilian personnel.
- Orientation year (seeking and engaging in (paid) employment).
The entry into force of the revised single permit directive has resulted in the following changes:
The IND is permitted to extend the legal decision period by 30 days
As from 22 May 2026, the IND can extend the legal decision period by 30 days in the case of first residence applications. This applies to an initial application for the residence purposes of paid employment, employment as a highly skilled migrant, an orientation year and employment as non-privileged civilian personnel. However, the IND has to provide reasons as to why the decision period is being extended, for example because of additional research.
The IND must assess a change of employer within 45 days
This deadline applies to holders of residence permits for the following purposes of residence:
- Paid employment.
- Work as a highly skilled migrant.
- European Blue Card.
- Research under Directive (EU) 2016/801.
- Work experience.
Change of employer within period of validity of the current residence permit
If the holder of one of the above-listed residence permits changes employer within the period of validity of this permit, a legal decision period of 45 days will apply. The IND can extend this period by 15 days in exceptional cases. On the grounds of the EU Blue Card Directive, a statutory 30-day deadline applies when changing employers.
Change of residence purpose
If the holder of this residence permit changes to one of the above-listed residence purposes, a legal decision period of 45 days will again apply. The IND can extend this period by 15 days in exceptional cases. On the grounds of the EU Blue Card Directive, a statutory 30-day deadline applies if an authorised sponsor submits the application.
Decision period expired
If the IND fails to decide within the decision period, the applicant will be legally permitted to work for the new employer for the remainder of the period of validity of the current permit.
Changing employer and extending
The applicant can also directly request an extension of the period of validity of the residence permit when changing employers. Two decision periods then apply:
- A period of 45 days will apply for the remaining period of validity of the residence permit.
- A period of 90 days will apply if the period of validity is extended.
Fees must be paid when extending the period of validity of the residence permit and/or changing the residence purpose. If the requirements have been met, the IND will grant the permit for the term of the employment contract with the new employer.
6-month extension of search period in the event of unemployment
If the holder of a residence permit covered by the Directive becomes unemployed and has held this permit for two years or more, they will be allowed to look for a new job for a maximum period of six months instead of three. The same applies if the permit holder has been the victim of labour exploitation. The period of time permitted to look for a new job will never exceed the period of validity of the residence permit.
New Zealand
Family of temporary visa holder applications now on enhanced Immigration Online
Immigration New Zealand has announced that, on 1 June 2026, family of temporary visa holder applications moved to the enhanced Immigration Online system.
Visa products are transitioning to enhanced Immigration Online in phases. INZ first introduced this platform in 2021 and has already moved several types of visa applications onto it, including international student visas, visitor visas, accredited employer work visas and permanent resident visas. From 20 July 2026, new applications will be automatically directed through the new system.
Since 1 June 2026, users are automatically directed to enhanced Immigration Online if starting a new application for any of the following visa types:
- Student visas:
- Dependent Child Student Visa
- Work visas
- Partner of a Worker Work Visa
- Partner of Military Work Visa
- Partner of a Student Work Visa
- Partner of an NZ Scholarship Student Work Visa
- Visitor visas
- Partner of a Worker Visitor Visa
- Child of a Worker Visitor Visa
- Partner of a Student Visitor Visa
- Child of a Student Visitor Visa
- Partner of Military Visitor Visa
- Child of Military Visitor Visa.
All applications that were submitted through the old system on or before 31 May 2026 will be processed. Applicants do not need to resubmit an application if they have already applied. Applicants will have access to their application to upload documents and respond to requests until the application is decided and INZ communicate the decision.
Those who have a draft application in the old system can choose to complete and submit it or start a new application in enhanced Immigration Online. Applications submitted through the enhanced Immigration Online system will be prioritised for assessment during the transition.
The application form in the old system is still used for other visas. The old form will be closed once those visas have moved to enhanced Immigration Online. INZ will contact people with draft applications to ensure they have enough time to complete their application before the form is closed.
New and updated post-study work visa options
Immigration New Zealand (INZ) has announced plans to launch a new visa, as well as changes to the Post Study Work Visa.
The changes include a new Short-term Graduate Work Visa and an extension of Post Study Work Visa eligibility to graduate diplomas at New Zealand Qualifications and Credentials Framework (NZQCF) Level 7. The graduate must also hold a bachelor’s degree (completed in New Zealand or overseas).
People who have previously been granted a Post Study Work Visa are not eligible for a second Post Study Work Visa or a Short-term Graduate Work Visa.
New Short-term Graduate Work Visa
Eligible international graduates who completed study in New Zealand will be able to apply for the new Short-term Graduate Work Visa from Monday 16 November 2026.
This visa provides six months of open work rights, allowing time to look for work and, where appropriate, transition to an Accredited Employer Work Visa.
Eligibility and conditions
To be eligible, applicants must:
- hold a qualification at NZQCF Level 5 to 7 that:
- was studied full‑time for at least 24 weeks in New Zealand;
- is not an English language, foundation, or bridging qualification;
- does not make them eligible for a Post Study Work Visa;
- have at least NZD 5000 available to support themselves;
- have a valid medical certificate and chest X-ray, dependent on their intended length of stay in New Zealand;
- not have previously been granted a Short‑term Graduate Work Visa or Post Study Work Visa;
- have written approval from the Ministry of Foreign Affairs and Trade or Education New Zealand, if their study was supported under the New Zealand Scholarship Programme.
Applications must be submitted within three months of their New Zealand student visa expiring.
Any work undertaken on a Short-term Graduate Work Visa must be for an employer under an employment agreement or contract for services. Business ownership is not allowed.
Short-term Graduate Work Visa holders cannot support a partner for a work visa or children for a Dependent Child Student Visa. However, they can check if they are able to support them for a visitor visa instead. Dependent children can also apply for a student visa as international students, and partners can apply for work visas on their own merit.
An individual can only be granted one Short-term Graduate Work Visa
Short-term Graduate Work Visa holders cannot apply for a second Short-term Graduate Work Visa or extend their first.
Someone who holds, or has held, a Short-term Graduate Work Visa can apply for another student visa if their proposed study is:
- a bachelor’s degree or a programme of study at a higher NZQCF level than the level of the qualification that their Short-term Graduate Work Visa was based on, and
- a qualification that makes them eligible for a Post Study Work Visa.
Student visa holders who previously held a Short-term Graduate Work Visa cannot change their programme of study or education provider unless they continue to meet the above requirements.
More information
Further details about the Short-term Graduate Work Visa will be published closer to when it becomes available.
Extended eligibility for Post Study Work Visa
From Monday 16 November 2026, eligibility for a Post Study Work Visa will be extended to graduates who:
- have completed a graduate diploma at NZQCF Level 7
- studied full‑time in New Zealand for the full duration of the qualification
- have been enrolled in that qualification for the full duration (cross crediting or recognition of prior learning is not eligible), and
- hold a bachelor’s degree, completed in New Zealand or overseas (with no time limit on when it was awarded).
Evidence and conditions
Along with evidence of the graduate diploma, applicants will need to provide:
- a copy of their bachelor’s degree certificate (showing qualification type and awarding institution), and
- an official academic transcript.
An International Qualification Assessment is not required for overseas bachelor’s degrees, but we can check qualification authenticity for immigration purposes.
The Post Study Work Visa can be issued for the duration the student spent studying the graduate diploma in New Zealand, up to a maximum of one year.
An individual can only be granted 1 Post Study Work Visa. Anyone who has held a Post Study Work Visa in the past is not eligible for another, even if the study is at the same or higher level.
People with a Post Study Work Visa are able to support partners and dependent children for visitor, work, or dependent child student visas, as long as requirements are met.
Graduate diploma holders
People who hold a graduate diploma may be granted a visa with open work conditions, if they also hold a bachelor’s degree.
If the graduate diploma holder does not also hold a bachelor’s degree but their graduate diploma is listed in Appendix 13 of the Immigration Operational Manual, they may still be granted a Post Study Work Visa. However, they will be required to work in the occupation specified in Appendix 13 of the Immigration Operational Manual for the duration of their Post Study Work Visa.
If the graduate diploma holder does not also hold a bachelor’s degree and their graduate diploma is not listed in Appendix 13 of the Immigration Operational Manual, they are not eligible for a Post Study Work Visa. Instead, they can apply for the 6-month Short-term Graduate Work Visa.
Visitor visa fees temporarily reduced for Pacific nationals
Immigration New Zealand (INZ) has announced that a temporary reduction in visitor visa fees for Pacific nationals has taken effect from 1 June 2026 for 12 months. The total cost will be reduced to NZD 161 from NZD 216 (this includes the standard immigration levy of NZD 41).
This fee reduction only applies to individuals applying outside of New Zealand. Parent Boost Visitor Visa and Group Visitor Visas are not included in this fee reduction.
Pacific visitors already pay lower fees than visitors from other countries and are not required to pay the International Visitor and Conservation Levy. For comparison, the total visitor visa cost for visitors from other countries is NZD 441.
These changes build on recent improvements, including:
- longer default visa durations
- the current trial of a visa-free pathway for Pacific travellers from Australia.
People visiting from the following Pacific nations will have reduced visitor visa fees:
- American Samoa
- the Federated States of Micronesia
- Fiji
- Kiribati
- Nauru
- Palau
- Papua New Guinea
- Republic of the Marshall Islands
- Samoa
- Solomon Islands
- Tonga
- Tuvalu
- Vanuatu.
People from the Cook Islands, Niue, and Tokelau are New Zealand citizens and do not need visas. Citizens and permanent residents of Australia also travel visa-free under the Trans-Tasman Travel Arrangement.
Qatar
End of automatic extension of entry visas
The Ministry of Interior has announced the end of the automatic extension of all types of expiring or expired entry visa, effective 7 June 2026.
The Ministry clarifies that, starting from the aforementioned date, work will resume according to the approved procedures and guidelines for all types of entry visas, including the specified validity periods and fees for each type.
The Ministry urges all residents, visitors, and relevant parties to verify their legal status, comply with visa renewals, pay the prescribed fees within the specified periods, or leave the country upon the expiration of their visa validity, in order to avoid any legal violations or procedures resulting from exceeding the permitted duration of stay in the country.
The automatic extension was originally announced on 3 March 2026.
Sierra Leone
Nationwide verification of foreign nationals begins 1 June
The Ministry of Information and Civic Education has announced that the government will begin a nationwide verification exercise for foreign nationals living and working in Sierra Leone starting 1 June 2026.
The exercise will verify compliance with requirements for:
- residence permits;
- work permits;
- non-national identity cards.
A taskforce will carry out inspections at workplaces, business premises, institutions, project sites, residential areas and other locations where foreign nationals may be working or residing.
All employers and foreign nationals are advised to ensure that all immigration and labour documents are valid, updated and available for inspection at all times.
Failure to comply with inspections may result in penalties or other legal action.
Applications, renewals and regularisation of residence and work permits can be completed online here.
South Korea
Eligibility for Top Tier Visa expanded to include professors and scientists
On 31 May 2026, the Ministry of Justice and the Ministry of Science and ICT announced the expansion of the scope of the Top-Tier Visa from June to cover professors and researchers in science and technology. The visa had previously been limited to staff at companies in eight high-tech industries, such as semiconductors and artificial intelligence.
The Top Tier Visa program, which took effect in April 2025, aims to attract top-tier foreign talent with residency support in Korea by granting ‘Top Talent Resident (F-2)’ status to senior engineers and their family members. Permanent residence can be granted after three years of stay.
Top-Tier Visa eligibility includes a foreigner who has obtained a master’s or doctoral degree from a university ranked among the world’s top 100 with experience in a global company or research institute and who receives a salary exceeding three times the GNI per capita.
Education or work experience requirements are exempted for those whose annual earned income is four times the GNI per capita.
The eligibility also includes individuals from Korea-based universities or companies fulfilling the above requirements as well as those from overseas universities and companies.
Hiring cap for skilled foreign workers in rural areas raised to 50%
On 1 June 2026, the Ministry of Justice (via the Ministry of Tourism, Culture and Sport) announced that the quota for foreign skilled workers (E-7-4 visa) in agriculture, livestock and fisheries will be raised to 50% of the workforce to alleviate labour shortages in the three sectors.
The hiring of such workers had been capped at 30% of the workforce but will rise to 50% in agriculture, livestock and fisheries under a special provision on hiring quotas.
This will allow small businesses with four or fewer domestic employees to hire up to two skilled foreign counterparts.
The human rights of foreign workers will also receive more protection. Those forced to change jobs due to unfair treatment such as unpaid wages will have their previous work recognized and will be exempt from any disadvantage when altering or extending their work visas.
The Korea Immigration Service under the Ministry will conduct surveys of employers and foreign workers and collaborate with relevant agencies such as the Ministry of Employment and Labour. By the end of 2026, the Immigration Service will announce further measures to stimulate the skilled workforce program.
Sweden
New rules for work permits in force from 1 June
The Swedish Migration Agency has announced that previously-announced new rules for work permits came into effect in Sweden on 1 June 2026. This affects employers who want to hire people from countries outside the EU/EEA. The changes include a new salary requirement and a possibility for the Swedish Migration Agency to reject applications because of deficiencies linked to the employer.
One of the biggest changes from 1 June 2026 is a new salary requirement for work permits. This means that the employee’s salary must amount to at least 90 per cent of the median salary in Sweden at the time of the application.
The new salary requirement applies to people applying for a work permit for the first time who receive a decision on or after 1 June 2026. This means that the new salary requirement may also apply to people who submitted their application before 1 June 2026, if the Swedish Migration Agency makes its decision after that date.
Employers must still offer terms of employment that are at least on par with Swedish collective agreements or what is customary within the occupation or industry.
Transitional period for applications to extend permits
There are transitional rules for the new salary requirement. These rules mean that people who were granted their current work permit before 1 June 2026 are not covered by the new salary requirement if they apply to extend their permit between 1 June and 1 December 2026.
Instead, the previous maintenance requirement will apply to them. This means that the monthly salary must amount to at least 80 per cent of the median salary published by Statistics Sweden (SCB) that applied at the time of the application.
However, if a person applies to extend their permit on or after 2 December 2026, they will need to meet the new salary requirement.
Exemptions from new salary requirement
Certain occupational groups are not subject to the salary requirement, effective 1 June 2026. Through amendments to the Aliens Ordinance, around twenty occupations are exempted from the salary threshold (listed here). For these occupations, the salary instead must amount to at least 75 percent of the median salary in Sweden at the time of application.
Four additional categories of applicants are also exempt from the 90 percent requirement. For these groups as well, the salary must amount to 75 percent of the median salary:
- former students who are allowed to apply for a work permit from within Sweden,
- persons with foreign qualifications seeking employment in order to obtain a Swedish licence as a pharmacist, doctor, nurse or dentist,
- persons granted residence permits with or after temporary protection under the EU’s Temporary Protection Directive, who apply for permits based on employment,
- employees at certain tech or life science companies. The company must be in a start-up phase, less than five years old, and have fewer than one hundred employees.
The exemption for these groups will apply from 11 June 2026.
Deficiencies linked to the employer can lead to rejection
Under the new rules, the Swedish Migration Agency may reject applications for work permits due to circumstances relating to the employer or the employer’s representatives. This may, for example, relate to:
- certain crimes committed by the employer or offences for which the employer is suspected on reasonable grounds
- sanctions imposed on the employer for employing people without the required permits
- sanctions imposed on the employer because of deficiencies in information relating to taxes or fees linked to work.
Notification of employment not starting
From 1 June 2026, employers must notify the Swedish Migration Agency if an employee has not started their employment within four months of being granted a work permit. If employment does not begin within four months of a work permit being granted, the permit may be revoked.
Minimum salary levels for seasonal work and ICT permits
From 1 June 2026, salaries for seasonal work must correspond to at least the minimum salary for full-time work under Swedish collective agreements or established practice within the profession or industry. This also applies if the employee will be working part-time. The same applies regarding compensation for ICT permits.
Longer permit periods for EU Blue Cards and seasonal work permits
The permit period for EU Blue Cards is extended from two years to four years at a time. The permit period for seasonal work is extended from six to nine months during a twelve-month period.
Occupations that can no longer qualify for work permits
From 1 June 2026, it is no longer possible to obtain a work permit to work as a forest berry picker (subgroup 9210 in SSYK 2012). However, people who are going to work as berry pickers for an employer established in Sweden may apply for a seasonal work permit.
It is also no longer possible to obtain a work permit as a personal assistant (subgroup 5343 in SSYK 2012).
This is because these types of work permits are included in the list of occupations that are not eligible for work permits.
Employees must have comprehensive health insurance
From 1 June 2026, employees who are to stay in Sweden for a maximum of one year must also have, or have applied for, comprehensive health insurance that is valid during the period of employment.
Employers are advised to:
- Find out which rules apply to the type of work permit that the application concerns;
- Check that the salary you have offered meets the new salary requirement;
- Ensure that the terms of employment otherwise meet the requirements according to collective agreements or what is customary within the industry;
- If the employment is for a maximum of one year, check that the person has or has applied for a comprehensive health insurance policy;
- If applying for an extension for an employee, check if the application is covered by the transitional rules.
Taiwan
Entry restrictions in response to Ebola outbreak
The Ministry of Foreign Affairs (MOFA) has announced entry restrictions and visa control measures, effective 2 June 2026, for residents of the Democratic Republic of the Congo (DRC) and Uganda given the severe outbreak of the Ebola virus in these countries.
Issuance of visas to residents of the DRC and Uganda will be suspended, and individuals from these countries who have already obtained visas will be denied entry into the Taiwan.
The measures will not apply to the following:
- Admitted degree students;
- Personnel on diplomatic or official business;
- Spouses and minor children of Taiwan nationals;
- Visitors traveling for emergency or humanitarian reasons, such as attending a funeral or visiting a critically ill family member.
Moreover, MOFA has invalidated visas issued to residents of the DRC or Uganda within the past three months who have yet to enter Taiwan.
These measures may be adjusted, based on the development of the Ebola outbreak or on changes to Taiwan’s antipandemic policy.
United States
DHS Automatically Extends Temporary Protected Status for Lebanon
The Department of Homeland Security (DHS) posted a Federal Register notice on the six-month automatic extension of Temporary Protected Status (TPS) for Lebanon, from 28 May 2026 until 27 November 2026. Under the TPS statute, if the secretary of homeland security does not decide whether a country still qualifies for TPS at least 60 days before the country’s TPS designation expires, its TPS designation is automatically extended for six months.
DHS was unable to make an informed determination on Lebanon’s TPS designation by the 28 March 2026 statutory deadline due to the dynamic and quickly unfolding events in Lebanon that required a new review of country conditions and impacted the ability to provide information for Secretarial consideration.
A six-month extension allows existing beneficiaries of TPS Lebanon to keep their TPS until 27 November 2026, if they still meet the eligibility requirements for TPS. Employment Authorization Documents that were already issued under Lebanon’s TPS designation will automatically be valid until 27 November 2026.
Expanded entry ban for green card holders recently in Ebola outbreak countries
On 22 May 2026, the Centers for Disease Control (CDC) under the Department of Health and Human Services (HHS) has issued an interim final rule revising the authority under 42 CFR Part 71.40, which temporarily limits the entry of specific people into the United States to help stop the spread of dangerous diseases.
The revised rule now applies the ability to suspend introduction into the United States to US lawful permanent residents (green card holders). Given the current Ebola outbreak, this means lawful permanent residents who have been in the Democratic Republic of Congo (DRC), Uganda, or South Sudan within the last 21 days are prevented from entering the United States.
The rule does not permanently bar lawful permanent residents from returning to the United States. Instead, it gives CDC discretionary authority to restrict entry when needed and allowed by law.
Also on 22 May 2026, CDC issued an amended version of its entry ban order, in effect for 30 days from the date of issuance, removing the exception for legal permanent residents.
Unless extended, the interim final rule will cease to be in effect on the earlier of six months from the publication of this interim final rule, or when the HHS Secretary determines there is no longer a need for this interim final rule.
Vietnam
New health declaration required on entry and exit
The government has announced that, effective 1 July 2026, all inbound and outbound travellers are subject to presenting a health declaration.
Travellers must complete the health declaration within seven days before entering, exiting or transiting Vietnam. The health declaration form, provided by the Ministry of Health, is bilingual (English and Vietnamese).
In the event of an infectious disease outbreak, the Ministry of Health will provide further instructions at border gates, depending on the disease situation.