Our August global immigration recap includes the latest on Canada’s newly launched OINP platform, Australia’s revised priority processing order for visa and nomination applications, Sweden’s recent immigration reforms, Thailand’s 30-day visa waiver conditions, and more.
Canada – New OINP Portal Officially Open
As of August 5, 2026, the new Ontario Immigrant Nominee Program (OINP) platform is open and actively accepting Job Offers and Expressions of Interest. The launch follows significant changes to the OINP, including the closure of its previous streams and the introduction of the new Ontario Workforce Priority Stream, which shifts the process toward an employer-led model, with employers initiating the process through the Employer Portal.
Australia – Ministerial Direction Establishes New Priority Processing Order for Skilled Nominations and Visa Applications
A new Ministerial Direction (MD 119) has been implemented in Australia, significantly changing the order in which skilled nominations and visa applications are being processed by the Department of Home Affairs. Importantly, this includes nominations and visa applications for the affected categories that had already been lodged when MD 119 was issued. All submissions currently in the queue will be assessed according to the newly established order of priority. This includes Skills in Demand (SID) visa applications.
Two primary factors determine the priority with which an application will be reviewed:
- The occupation; and
- Whether the applicant was onshore (in Australia) or offshore (abroad) when the application was lodged.
Notably for employers, priority processing is no longer granted on the basis of regional or accredited sponsorship status. Instead, occupations tied to law enforcement and defense are given the utmost priority, followed by occupations in construction, healthcare, and teaching, with applications submitted by foreign nationals already in Australia being prioritized over those who are overseas.
Important: Priority processing does not guarantee a faster turnaround, nor does it impact visa requirements or outcome; it simply establishes the order in which submissions are reviewed under MD 119.
The employer-sponsored nomination and visa categories directly impacted by MD 119 include:
- Employer Nomination Scheme (subclass 186)
- Regional Sponsored Migration Scheme (subclass 187)
- Skills in Demand (SID/Subclass 482)
- Skilled Employer Sponsored Regional (Provisional) (subclass 494)
Key Takeaways for Employers
In light of this development, employers are encouraged to take the following action:
- Track any nominations or visa applications that have already been lodged and identify those that qualify for priority processing under MD 119 versus those that have been reprioritized and pushed further back in the queue.
- Factor the applicant’s location (i.e., onshore vs. offshore) into your recruitment planning. Candidates for the same occupation who are already in Australia are given priority over those applying from abroad.
- Establish realistic lead time expectations with candidates and hiring managers, based on occupation and location.
Sweden – Significant Immigration Reforms Impact Employers and Foreign Nationals
Recent immigration reforms in Sweden impact employers who rely on foreign national talent. Key changes include:
Modified Salary Thresholds for Work Permits
The minimum salary required for most new work permit applications has increased from 80% to 90% of Sweden’s median salary, currently equivalent to SEK 34,470 per month. A transitional period has been introduced for existing work permits, allowing work permit renewal applications submitted between now and December 1, 2026, to be assessed at the previous 80% salary threshold, or SEK 33,390.
Notably, exceptions to this new salary threshold apply to select groups. The following are subject to a lower salary threshold, equivalent to 75% of the median salary:
Labor shortage occupations – To address ongoing labor shortages, Sweden has published a list of 27 occupations that are subject to a lower salary threshold. These occupations will be reviewed annually against labor market needs and currently include:
- Engineers and technicians in chemical and process industries;
- Laboratory engineers who support research and development initiatives;
- IT infrastructure professionals, including network technicians and systems administrators;
- Skilled industrial workers, including welders, maintenance mechanics, and process operators; and
- Nurses across various healthcare settings.
Other exceptions – Work permit applicants who fall into one of the categories below also qualify for the reduced median salary threshold:
- Former international students applying for a work permit from within Sweden;
- Individuals holding residence permits under the Temporary Protection Directive who are transitioning to employment-based permits;
- Employees of qualifying start-up companies in the technology and life sciences sectors (companies generally less than five years old and employing fewer than 100 people); and
- Individuals seeking employment in order to obtain a Swedish license to practice as a doctor, dentist, pharmacist, or nurse.
Employer Compliance Requirements for Work Permits
Employer compliance will now be reviewed more closely in connection with work permit applications. In cases where the employer is found to be in violation, applications may be refused. Employer violations include failure to comply with employment or tax legislation, immigration obligations, financial laws, labor laws, or any other conduct that suggests exploitation or abuse.
Additionally, employers also now have the obligation to notify the Swedish Migration Agency if a foreign national employee has not commenced work within four months of their work permit becoming valid. Failure to report this may result in the work permit being revoked.
New Health Insurance Requirement for Short-Term Work Permits
First-time work permit applicants applying for a stay of 12 months or less must now demonstrate that they have comprehensive health insurance for the entire duration of stay. Proof of this health insurance coverage must be submitted along with their application.
Work Rights for International Students
Student residence permit holders are now limited to working 15 hours per week while classes are in session. Unrestricted work remains possible during official holiday periods.
In cases where a student is applying to transition to a work permit, accompanying family members will generally still need to submit their applications from outside of Sweden.
In other news, PhD students are now permitted to remain in Sweden for up to 18 months following graduation while seeking employment.
EU Temporary Protection Directive Benefits
Those holding Swedish residence permits under the EU Temporary Protection Directive are now eligible to apply for an employment-based residence permit from within the country. These residence permit holders also benefit from the 75% salary threshold exception, provided they meet all applicable eligibility criteria.
New Criteria for Citizenship Applications
The recent immigration reforms also impact Swedish citizenship applications, with stricter residence, language, civic knowledge, and financial requirements having been introduced.
Key Takeaways for Employers
To ensure compliance with new rules and regulations, employers are encouraged to thoroughly review the following items:
- Salaries for sponsored employees;
- Recruitment strategies for shortage occupations;
- Internal onboarding processes to ensure employees commence work on time;
- Health insurance arrangements for short-term assignments; and
- Overall compliance with Swedish employment and tax legislation.
Thailand – Changes to Visa Waiver Program to Shorten Maximum Allowed Stay and Restrict Business Activities
New guidance issued by the Thai government on August 29, 2026, appears to partially contradict the previously issued guidance reducing the duration of stay for visa waiver nationals.
Effective September 15, 2026, the maximum allowed stay for nationals of the affected countries will be reduced from 60 to 30 days. Furthermore, the new 30-day visa waiver may only be utilized for tourism. Business activities are no longer admissible under the visa waiver program.
Despite this new restriction, per the most recent guidance, nationals of the 32 countries listed below may still qualify for a 60-day stay under an existing ACMECS Single Visa (ASV) arrangement with Thailand, provided all eligibility criteria are met. Most notably, applicants must hold a passport that is valid at least six months into the future. The ASV agreement allows eligible travelers to conduct permissible business activities in Thailand.
Australia, Austria, Bahrain, Belgium, Canada, Denmark, Finland, France, Germany, Greece, Iceland, India, Ireland, Israel, Italy, Japan, Kuwait, Luxembourg, the Netherlands, New Zealand, Norway, Oman, Portugal, Qatar, South Africa, Spain, Sweden, Switzerland, Turkey, the United Arab Emirates, the United Kingdom, and the United States.
It is also worth noting that China, Hong Kong, and South Korea were excluded from the new 30-day visa waiver list; however, nationals of these countries continue to be eligible for a 60-day stay under the relevant ASV agreements, provided all necessary requirements are met.
Employers are encouraged to consult the latest visa exemption rules in advance of any scheduled business travel to Thailand, in the event that any further amendments are made.
Saudi Arabia – Grace Period to Regularize Foreign National Employee Status Extended
The Kingdom of Saudi Arabia has extended the grace period for employers to regularize the status of foreign employees whose work permits expired more than 12 months ago or were not issued within six months of them joining the company. Employers now have until December 31, 2026, to address any outstanding compliance issues related to these employees. After this date, penalties for non-compliance may apply.
United Arab Emirates – Expanded Visa on Arrival Eligibility; Simplified MOFA Attestations and DIFC Visa Cancellations
Expanded Visa on Arrival Eligibility
The UAE has expanded its Visa on Arrival program to include nationals of the following countries who hold a valid residence permit for Australia, Canada, Japan, New Zealand, Singapore, South Korea, the United Kingdom, the United States, or any European Union member state.
- Indonesia
- Kenya
- The Philippines
- South Africa
- Thailand
- Vietnam
Eligible travelers may obtain a Visa on Arrival valid for up to 60 days for tourism or non-revenue generating business visits.
Fully Digital MOFA Attestation Process
The Ministry of Foreign Affairs (MOFA) has completed its transition to a fully digital attestation process. Documents attested by a UAE embassy or consulate abroad will no longer require a separate physical MOFA attestation within the UAE, greatly simplifying the legalization process. Please note that acceptance of digitally attested documents may vary across jurisdictions while the new process is implemented.
DIFC Visa Cancellations from Abroad
Visas sponsored by the Dubai International Financial Centre (DIFC) may now be cancelled while the visa holder is abroad. Employers must upload a signed statement certifying that all applicable end-of-service benefits have been settled. The previous requirement to present the visa holder’s original passport or wait for them to complete a period of six months outside of the UAE prior to cancellation has effectively been removed.
China – Entry Ban Introduced for Visa Fraud
Visa applicants found to have provided false statements or presented fraudulent documentation when applying for a Chinese visa may now be subject to an entry ban of up to 5 years. Previously, the consequence for such conduct was limited to the denial of the visa request. In light of this, visa applicants are urged to exercise due diligence and ensure that all information provided in connection with their visa application is true and accurate.
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