Editors Pick

The US has suspended major technology companies from a key employment-based green-card programme, raising fresh concerns for Indian professionals seeking permanent residency. Could the restrictions also accelerate high-value technology jobs in India?

US immigration crackdown puts Indian IT workers on alert

Indian technology professionals pursuing permanent residency in the United States face fresh uncertainty after the Trump administration suspended several major technology companies from participating in the Permanent Labor Certification (PERM) programme. The companies affected include Infosys, Tata Consultancy Services (TCS), Wipro, HCLTech, Cognizant, Capgemini, Microsoft and Adobe, according to reports published on October 8 and 9.
 

The move is part of a broader US government effort to scrutinise employment-based immigration programmes and protect American workers. However, the immediate implications extend beyond hiring: the PERM process is an important step for many employer-sponsored employment-based green-card applications. For Indian professionals working in the US on H-1B visas, the development raises an important question: What happens to their long-term settlement plans if their employers can no longer use this pathway?

Why did the US suspend these technology companies?

US Vice President JD Vance criticised Microsoft's employment practices, pointing to reported layoffs of approximately 6,000 American workers in 2025 alongside the company's use of foreign-worker visa programmes. Vance cited approximately 6,300 H-1B visas and nearly 3,000 green cards when arguing that the system needed greater scrutiny.

Microsoft disputed the implication that its visa filings represented a comparable number of new foreign hires. In a statement dated October 8, the company said approximately 6,000 of its H-1B applications in the previous fiscal year were largely associated with existing employees. Microsoft said around 80% of those applications were intended to extend or change the status of current employees, rather than recruit new workers. It added that applications for new employees represented approximately 1% of its US workforce.

The distinction matters: visa applications, visa approvals, individual workers and new hires are different measures. The figures cited by the administration should not automatically be interpreted as evidence that foreign workers replaced employees who were laid off. The administration has also targeted Adobe and major IT services companies, including Indian outsourcing firms. The restrictions are associated with scrutiny of their use of employment-based immigration programmes.
 

Source: Microsoft’s official statement, October 8, 2026; reporting by Reuters and The Washington Post.

The numbers behind the US green-card controversy

The following figures help explain the scale of the dispute and its potential implications.

Important: These are figures attributed to the respective speakers and reports, not a single independently reconciled dataset. In particular, Microsoft's application figure and the administration's visa figure should not be treated as interchangeable.

What is PERM, and why does it matter to Indian professionals?

PERM stands for Program Electronic Review Management. It is the US Department of Labor's process for labour certification, which many employers must complete before sponsoring a foreign worker for an employment-based green card. The process generally requires an employer to demonstrate that there are not sufficient able, willing, qualified and available US workers for the position and that employing the foreign worker will not adversely affect the wages and working conditions of similarly employed US workers.

For eligible professionals, the PERM process can form part of the route towards permanent residence through certain employment-based immigration categories. The latest suspensions could therefore affect workers whose employers depend on PERM to sponsor their green-card applications.

However, the development does not automatically cancel existing H-1B visas, terminate every affected employee's job or revoke green cards already granted. The reported restrictions concern participation in a specific green-card sponsorship process. The practical impact on individual workers will depend on their immigration category, application stage, employer and any further government action. Indian professionals should obtain advice specific to their circumstances rather than assume that every pending application has the same outcome.

Will Indian IT companies move more jobs to India?

The restrictions could strengthen the case for expanding technology development, research and engineering operations in India, although that outcome is not guaranteed. Karnataka IT Minister Priyank Kharge said on October 9 that restrictions on employment-based immigration could create opportunities for India to attract more high-value technology work, including research and development, product engineering and advanced technology development.

The opportunity is significant in strategic terms. Instead of relying exclusively on traditional IT services and outsourcing, Indian technology centres could seek to attract more complex work involving artificial intelligence, deep technology, analytics and product development. However, there are also risks. Indian IT service providers with US operations could face additional compliance costs, workforce-planning challenges and uncertainty when assigning employees to international projects.

NASSCOM, India's IT industry association, said immigration and skilled talent mobility should be treated as distinct issues. It also noted that Indian technology companies have reduced their dependence on H-1B visas while increasing local hiring in the US. Whether the new restrictions result in more jobs in India will depend on business decisions, client demand, operating costs and the ability of Indian centres to undertake higher-value work.

What should Indian professionals on H-1B visas do now?

Professionals employed by affected companies should take the following steps:

• Check your green-card stage: Establish whether your employer has initiated PERM, whether a labour certification is pending or approved, or whether your case has progressed to a later immigration stage.
• Speak to your employer's immigration team: Ask how the suspension affects your specific case and whether the company has issued formal guidance.
• Do not confuse H-1B status with permanent residence: They are different immigration pathways. A PERM restriction does not, by itself, mean an existing H-1B status has been cancelled.
• Avoid making rushed job or relocation decisions: A change of employer can affect immigration planning and should be assessed with qualified immigration counsel.
• Monitor official announcements: Further instructions, legal challenges or changes in the scope of the restrictions could alter the situation.
   

Professionals considering US employment should also assess the long-term immigration implications of a prospective employer's ability to sponsor permanent residence.

~ Dr. Serah Vinodini Vilvaraj

UK Skilled Worker Visa Applications Drop 43% as Tougher Rules Reshape the Route

For Indian professionals hoping to build an international career, securing a sponsored job in the United Kingdom now requires careful attention to salary, qualifications and immigration eligibility. New government figures reveal a sharp decline in Skilled Worker visa applications, highlighting how the UK's changing immigration framework is reshaping opportunities for overseas talent. The UK Home Office's monthly immigration statistics, published on 8 October 2026, recorded approximately 26,400 applications from main applicants under the Skilled Worker visa route in the year ending September 2026. That represents a 43% decrease compared with the preceding 12-month period. Applications from dependants also fell by 25%, to approximately 35,500.

The figures are provisional and cover the Skilled Worker route across all nationalities. They do not establish that applications from Indian nationals fell by 43%, nor do they indicate that visa refusal rates increased by the same amount. The decline comes amid substantial changes to UK immigration rules, including a higher general salary threshold, a higher English-language requirement for new applicants and tighter restrictions on the occupations eligible for sponsorship. For Indian software professionals, engineers, financial specialists and other skilled workers considering a move to Britain, the key question is no longer simply whether a UK employer is hiring. It is whether the specific role, salary, sponsoring employer and applicant satisfy the current immigration requirements.

Source: UK Home Office — Monthly entry clearance visa applications, September 2026.

What has changed for UK Skilled Worker visa applicants in 2026?

Several policy changes introduced since 2025 are particularly important for professionals applying from India.

These are the general requirements, not a guarantee that every applicant will be assessed under identical conditions. Certain occupations and applicants qualify for different salary arrangements or transitional provisions. Before accepting a job offer or paying for immigration advice, candidates should check the rules that apply to their particular circumstances.

Official guidance: GOV.UK — Skilled Worker visa.

1. The £41,700 salary threshold: Why the job's going rate matters

One of the most significant changes for overseas professionals is the increase in the general salary threshold. On 22 July 2025, the standard threshold for the Skilled Worker route increased from £38,700 to £41,700 a year. However, meeting this figure does not automatically make a job eligible for sponsorship. Under the standard rules, applicants generally need to earn at least the applicable going rate for their occupation as well. The relevant minimum is usually whichever is higher.
 

For example: A professional receives a UK job offer with an annual salary of £43,000. If the applicable going rate for that occupation is £46,000, the offer would not normally satisfy the standard salary requirement. Some candidates may qualify for lower salary thresholds under specific provisions. These can include eligible new entrants to the labour market, certain relevant PhD holders and applicants sponsored for eligible occupations on the Immigration Salary List. The criteria and minimum salary amounts vary by category.
 

Healthcare and education roles may also be subject to different salary rules, including requirements based on national pay scales. Indian professionals should therefore verify the occupation code, salary threshold and applicable going rate before accepting an offer. A job advertised as offering a competitive salary may still fall short of the immigration requirements.

Official guidance: GOV.UK — Skilled Worker visa: Your job.

2. B2 English requirement: What Indian professionals need to prove

English-language proficiency is another important consideration for candidates planning to apply in 2026.

Since 8 January 2026, new applicants under the Skilled Worker route generally need to demonstrate English-language ability at B2 level, an upper-intermediate standard under the Common European Framework of Reference for Languages (CEFR).

This is a higher requirement than the previous B1 standard that applied to many applicants.

Depending on their circumstances, candidates may demonstrate their English proficiency through an approved test, a qualifying academic qualification or another accepted method.

For Indian professionals with degrees taught in English, there is an important distinction: an English-medium degree does not automatically establish that all immigration evidence requirements have been satisfied. Applicants relying on an overseas degree may need an assessment from Ecctis to confirm the qualification's equivalence and that it was taught in English.

Some existing Skilled Worker visa holders are covered by transitional provisions. For example, those who held a Skilled Worker visa before 8 January 2026 and are extending or updating it generally remain subject to the earlier B1 requirement and do not need to prove their English again, provided the relevant conditions are met. Candidates should establish which requirement applies before booking a test or submitting an application.

Official guidance: GOV.UK — Skilled Worker visa: Knowledge of English.

3. Not every UK job qualifies for sponsorship

A vacancy advertised by a British employer does not automatically qualify a candidate for a Skilled Worker visa. Changes that took effect on 22 July 2025 raised the general skill-level requirement for newly sponsored roles to Regulated Qualifications Framework (RQF) Level 6 or above, broadly corresponding to graduate-level occupations. Certain medium-skilled jobs may still qualify under specified exceptions, including relevant occupations covered by the Immigration Salary List or Temporary Shortage List.
 

The occupation code is particularly important because eligibility depends on the classification and duties of the role, not simply the job title. For example, two positions with similar titles may involve different responsibilities and fall under different occupation codes. Candidates should confirm the correct classification and verify that the role qualifies before committing to the application process. The employer must also hold the appropriate sponsor authorisation and issue a valid Certificate of Sponsorship for the eligible role. These requirements make it essential for Indian jobseekers to look beyond advertisements promising visa sponsorship. A genuine vacancy, an eligible occupation and an authorised employer are all important parts of the process.

Official guidance: GOV.UK — Eligible jobs and occupation codes.

4. What does the 43% fall mean for Indian jobseekers?

The latest figures do not mean that the UK has closed its Skilled Worker route or that Indian professionals can no longer apply. Instead, the decline highlights a changing sponsored recruitment environment. The Home Office's statistics show a downward trend in applications, while the policy changes provide important context for understanding the development. The figures alone do not establish that any single rule caused the entire decline.

For Indian professionals, the practical response is to approach the job search strategically.

• Target eligible roles: Check whether the actual duties and occupation code qualify for sponsorship.
• Research the employer: Verify that the organisation is authorised to sponsor workers.
• Assess the salary properly: Compare the offered pay with both the general threshold and the occupation's applicable going rate.
• Prepare English-language evidence early: Confirm whether an approved test, degree evidence or another accepted method is appropriate.
• Budget for relocation: Consider visa application fees, the Immigration Health Surcharge where applicable, travel, accommodation and other living expenses.
• Be cautious about recruitment promises: Neither a job offer nor a Certificate of Sponsorship guarantees visa approval.
   

Candidates should also consider whether the proposed salary will support their expected living costs in Britain. Meeting an immigration salary requirement and deciding whether a relocation is financially worthwhile are two separate considerations.
 

For professionals with in-demand skills and relevant experience, the UK may still offer career opportunities. The important step is to identify genuine vacancies that match both their professional background and the current immigration rules.

5. Can a UK Skilled Worker visa lead to permanent residence?

A Skilled Worker visa may provide a route towards permanent residence, but settlement is not automatic. Under the current general guidance, eligible Skilled Worker visa holders may apply for indefinite leave to remain after five years, provided they meet the applicable residence, employment, salary and other requirements.
 

However, the UK government has also been considering significant changes to settlement policy under its proposed earned settlement framework. The proposals include increasing the standard qualifying period for many migrants from five to ten years, with potential reductions for people who meet specified criteria. As of the House of Commons Library's briefing published on 21 September 2026, the proposed changes to the standard settlement qualifying period had not been finalised. The government was still considering the outcome of its consultation.
 

This distinction matters for Indian professionals planning a long-term move. Someone considering a UK job should not assume that the settlement rules will remain unchanged throughout their stay, but equally should not treat a proposed policy as an implemented requirement. Before making a decision based on permanent residence prospects, applicants should check the rules currently in force and monitor official announcements about future changes.

Sources: GOV.UK — Skilled Worker visa and House of Commons Library — Changes to UK visa and settlement rules.

What should applicants take away from the latest UK visa figures?

The 43% decline in Skilled Worker visa applications is a significant development in the UK's sponsored work migration landscape. Combined with higher salary requirements, stricter occupation eligibility and the B2 English-language requirement for new applicants, it reinforces the need for careful preparation. For Indian professionals, the most useful response is not to assume that the route is closing, but to assess whether their qualifications, experience, salary expectations and target occupation align with the current rules.
 

A well-matched job offer from an authorised sponsor can provide a foundation for an application, but candidates must still satisfy the relevant immigration requirements. No qualification, recruitment promise or sponsorship document guarantees approval.
 

The UK Skilled Worker route remains an option for eligible Indian professionals, but successful planning starts with understanding the rules in force today — not relying on assumptions from previous years.

Official sources

1. UK Home Office — Monthly entry clearance visa applications, September 2026
2. GOV.UK — Skilled Worker visa: Overview
3. GOV.UK — Skilled Worker visa: Your job
4. GOV.UK — Skilled Worker visa: Knowledge of English
5. GOV.UK — Skilled Worker visa: When you can be paid less
6. House of Commons Library — Changes to UK visa and settlement rules

~ Dr. Serah Vinodini Vilvaraj

Canada’s immigration story is entering a different phase. Population growth has slowed sharply, the number of non-permanent residents has fallen, and the federal government has set lower targets for new temporary resident arrivals. At the same time, permanent resident admissions remain substantial, with economic immigration continuing to make up the largest share. So, is Canada simply reducing immigration?

Not quite. The bigger story is a shift in the balance between temporary and permanent migration - and a growing emphasis on how immigration aligns with economic needs, regional capacity and long-term settlement.
 

For prospective immigrants, that changes the question from “Is Canada open or closed?” to something more useful: “Where does my profile fit within Canada’s immigration system now?”

Canada’s population growth has slowed sharply

Canada’s population reached 41,798,407 on July 1, 2026, according to Statistics Canada. But the pace of population growth has changed dramatically. Canada added 189,425 people between July 1, 2025 and July 1, 2026, an annual increase of 0.5%. Statistics Canada says this was the lowest annual July-to-July percentage growth since 1915/1916.  The pattern over recent years is striking:

The slowdown does not mean Canada's population has stopped growing. It means the rate of growth has changed significantly. Statistics Canada notes that the rapid changes in population growth since 2020 have been largely attributable to changes in international migration.  That makes the country's temporary resident population particularly important to the story.

The temporary resident population is shrinking

Statistics Canada estimated Canada's non-permanent resident population at 2,779,774 on July 1, 2026, representing about 6.7% of the population. That was a decline of 154,614 people compared with a year earlier. Statistics Canada says this was the largest annual decrease in the number of non-permanent residents since comparable records began in 1971/1972.  Non-permanent residents include people in Canada under temporary statuses, including study and work permits. The federal government's 2026–2028 Immigration Levels Plan is also designed to reduce the number of new temporary resident arrivals.

Canada's temporary resident targets

For 2026, the target comprises 230,000 workers and 155,000 international students. The corresponding targets for 2027 and 2028 are 220,000 workers and 150,000 students each year.  The government has also committed to reducing temporary residents to less than 5% of Canada's population by the end of 2027.  That is an important change in direction. For much of the recent period, temporary migration expanded alongside permanent immigration. The current policy is instead focused on managing temporary resident numbers while maintaining a substantial permanent immigration programme.

Is Canada closing immigration?

No. The current data does not support describing Canada's immigration policy as a blanket shutdown. Canada's 2026–2028 Immigration Levels Plan sets a target of 380,000 permanent resident admissions in each year from 2026 through 2028.

That means:

• 380,000 permanent residents in 2026
• 380,000 in 2027
• 380,000 in 2028

The more significant change is therefore not simply the number of permanent residents Canada plans to admit. It is the balance between temporary and permanent migration. And the composition of permanent immigration provides another clue.

Economic immigration remains central to Canada's permanent residence strategy

For 2026, Canada has set a target of 239,800 economic immigrants. That rises to 244,700 in both 2027 and 2028. The economic category therefore represents the largest component of planned permanent resident admissions, reaching 64% of the total target in 2027 and 2028.

The economic category includes pathways such as:

• Federal High Skilled programmes
• Provincial Nominee Program
• Atlantic Immigration Program
• Federal economic pilots and other economic programmes

The Provincial Nominee Program has a target of 91,500 admissions in 2026 and 92,500 in each of 2027 and 2028.  This matters because Canada's immigration system is not one single national pathway. Federal programmes matter. But so do provinces, occupations, skills, labour-market needs and regional priorities. That makes it increasingly difficult to understand Canadian immigration through one headline number.

The bigger shift may be in the composition of migration

The government's own 2026–2028 plan places emphasis on balancing economic needs with pressures on housing, healthcare and other services. It also specifically focuses on transitioning some people already in Canada who have needed skills and experience to permanent residence. The government has committed to accelerating the transition of up to 33,000 temporary workers to permanent residence in 2026 and 2027.  That detail is important. It suggests that the policy direction is not simply: “Bring fewer people to Canada.”

It is also about:

“Which forms of migration does Canada want to sustain, and which people are best positioned to transition into permanent residence?”

That is where the idea of fit becomes more relevant.

Canada's provinces are telling different immigration stories

Canada is not one uniform immigration market. Population growth between July 2025 and July 2026 varied considerably across provinces.

Alberta recorded the fastest population growth among Canada's provinces at 1.5%. Statistics Canada also reported that Ontario, Quebec and British Columbia - the country's three largest provinces - grew more slowly than Canada as a whole during the same period.  Population growth alone does not determine immigration eligibility. But it highlights an important reality: regional conditions matter. The labour market in Alberta is not identical to that of Ontario. Atlantic Canada has different demographic circumstances from British Columbia. Provincial immigration programmes are designed within these different regional contexts. For someone considering Canada, therefore, where to go can be almost as important as whether to go.

What does “fit” mean in Canadian immigration?

In simple terms, fit means understanding how your individual profile relates to the immigration pathways Canada is prioritising at a particular point in time.

That can include:

• Education
• Occupation
• Work experience
• Language ability
• Canadian experience
• Provincial or regional connections
• Family circumstances
• The type of immigration pathway being considered
   

There is no single profile that guarantees permanent residence. But as Canada's immigration system becomes more targeted, understanding the relationship between these factors becomes increasingly important. The statement “Canada immigration is down” does not tell the whole story. Neither does “Canada is still accepting immigrants.” The more useful question is: What kind of immigration is Canada planning for, and where might an individual profile fit within that system?

What does Canada's immigration reset mean for prospective immigrants?

The latest numbers do not provide one universal answer for everyone considering Canada. Instead, they suggest that individual circumstances may matter more than broad assumptions about whether Canada is “open” or “closed.”

For skilled professionals

The relevant questions may include:

• Does your occupation align with current economic pathways?
• How does your education and work experience fit the programme you are considering?
• Could a provincial pathway be relevant to your profile?

For international students

The decision may need to go beyond obtaining a study permit. The more important question is:
 

What does the complete study-to-career-to-immigration pathway look like?

For temporary workers already in Canada

Canadian work experience and skills may be relevant to potential permanent residence pathways, depending on the programme and its requirements.
 

For people considering smaller provinces or regions

Provincial and regional pathways may be worth examining alongside labour-market conditions and the requirements of the specific programme.

The point is not that one route has suddenly become easier.

It is that the immigration decision increasingly needs to be made at the profile level, not just at the country level.

Instead of asking “Is Canada still accepting immigrants?”, ask these questions

This is the bigger shift in perspective. The country-level immigration story is increasingly becoming a profile-level question.

Canada can reduce immigration numbers without reducing the importance of immigration

This is perhaps the most interesting part of Canada's current immigration story.

On one side:

• Population growth has slowed.
• Non-permanent resident numbers have fallen.
• Targets for new temporary resident arrivals have been reduced.

On the other:

• Canada plans 380,000 permanent resident admissions each year from 2026 to 2028.
• Economic immigration remains the largest component of the permanent resident plan.
• The government is placing emphasis on people already in Canada with skills and experience that may support the country's economic needs.

Taken together, these developments look less like an abandonment of immigration and more like a rebalancing of the system. The emphasis is moving towards managing the relationship between:

Immigration + labour needs + population growth + regional capacity + permanent settlement
 

That is considerably more nuanced than saying:

“Canada has cut immigration.”

What is Canada's immigration reset?

Canada's immigration reset refers to the current shift towards lower temporary resident arrival targets, stabilised permanent resident admissions, and greater alignment between immigration, economic needs and regional capacity. The 2026–2028 Immigration Levels Plan sets temporary resident arrival targets at 385,000 in 2026 and 370,000 in each of 2027 and 2028, while permanent resident admissions are planned at 380,000 annually. Economic immigration remains the largest permanent residence category.

New Zealand has changed how parents of citizens and residents are selected for the Parent Resident Visa. From 5 October 2026, approximately 90% of selected expressions of interest will be chosen in date order, while 10% will continue to be selected by ballot. The annual limit of 2,500 approvals remains unchanged.

For families waiting to reunite in New Zealand, the biggest change is not a new visa. It is a change in how the wait is counted. Immigration New Zealand (INZ) has moved valid Parent Resident Visa expressions of interest (EOIs) into a single pool under a new hybrid selection system. Most selections will now be made according to when an EOI entered the pool, while a smaller proportion will continue to be selected randomly. The first selection under the new model is scheduled for 10 November 2026.  For families who have already spent years waiting, that could make the date of their EOI significantly more important.

What changed in New Zealand’s Parent Resident Visa selection system?

From 5 October 2026, Parent Resident Visa EOIs are selected through two routes:

• Approximately 90% are selected in date order, with the oldest eligible EOIs considered first.
• Approximately 10% are selected randomly through a ballot.
• The annual number of Parent Resident Visa approvals remains 2,500.

The change therefore does not increase the number of parents New Zealand can approve for residence. Instead, it changes the balance between waiting and chance. Under the new system, being earlier in the EOI pool matters for the majority of selections. At the same time, New Zealand has retained the ballot so that newer applicants still have an opportunity to be selected. That makes the system neither a pure queue nor a pure lottery. It is now a combination of both.

When is the first selection under the new system?

The first selection using the new hybrid model is scheduled for 10 November 2026. INZ says approximately 90% of EOIs will be selected from the new queue and approximately 10% through the ballot.  For people who already have an EOI in the system, this first selection is important - but applicants should not assume that everyone who has waited a certain number of years will automatically be selected. INZ is still finalising the queue positions and transitional arrangements for existing EOIs. It says eligible EOI holders will be contacted directly when their queue information is available.

What happens to an existing Parent Resident Visa EOI?

If an applicant had a valid EOI on 5 October 2026, they do not need to submit a new EOI simply because the selection system changed. INZ says current EOIs were moved into the new Parent Category EOI pool. The queue position is being determined as part of the transition. This is particularly important for people who have been waiting under the earlier system. The operational rules state that an EOI already in the previous ballot pool is transferred to the new Parent Category EOI pool and, for date-order selection, is positioned according to its original submission date.  So, the new system does not simply wipe the slate clean on 5 October. For many existing applicants, their history in the system still matters.

Could an older EOI keep an applicant’s earlier place in the queue?

In some cases, yes. New Zealand has introduced a transitional rule for applicants who’s earlier EOIs expired under the previous two-year validity arrangements. If an applicant's current EOI follows an earlier EOI that expired on or before 4 October 2026, the current EOI may be positioned using the submission date of the earliest expired EOI — provided the replacement EOIs were submitted within 90 days of the preceding EOI's expiry and the required individual remained common across the relevant EOIs.  This is a technical rule, but it could have a significant practical effect. It means an applicant should not assume that the submission date of the latest EOI automatically determines their queue position. The transitional provisions can reach further back.

Do Parent Resident Visa EOIs still expire after two years?

The system has changed here as well. An EOI in the new pool must be confirmed every two years to remain active. Applicants have six months from each two-year anniversary of their EOI's submission into the pool to submit the required confirmation of interest. If they fail to confirm within that period, the EOI expires and is removed from the pool.

INZ says it will send reminder emails, which makes it important for applicants to keep their contact details up to date.  This is different from simply allowing an EOI to expire after two years without a confirmation mechanism. And if an EOI does expire and a new one is subsequently submitted, the new EOI normally enters the queue according to its new submission date, unless a transitional rule applies.

Does the new system mean more Parent Resident Visas will be available?

No.

This is perhaps the most important point for applicants to understand. New Zealand can approve 2,500 Parent Resident Visas each year under the current arrangement. The 2026 reform changes the way EOIs are selected; it does not increase that annual number or change the visa's underlying criteria.  INZ's published data illustrates why selection remains competitive.

As at August 2026, there were 8,041 EOIs representing 11,913 people in the ballot pool. The figures are a snapshot before the new hybrid system began and may change as the transition takes place.  The demand therefore remains considerably larger than the annual number of approvals available. The new system changes who gets considered when. It does not remove the capacity constraint.

What happens after an EOI is selected?

Selection is not the same as visa approval. The Parent Resident Visa remains a two-stage process. First, an applicant submits an EOI. If the EOI is selected and the information indicates that the applicants are likely to meet the requirements, INZ may issue an Invitation to Apply (ITA) for residence. The applicant then has to submit the full residence application and supporting evidence.  An ITA is valid for four months. INZ says applicants must apply within that period and cannot receive an extension.  Even after an EOI is selected, INZ can request further information and assess whether the applicants meet the relevant residence requirements. So, the journey is:

EOI → Selection → Invitation to Apply → Residence application → Decision

not:

EOI → automatic residence.

Who can apply for the Parent Resident Visa?

The Parent Resident Visa is for eligible parents, grandparents or legal guardians of New Zealand citizens or residents. The visa allows successful applicants to live, work and study in New Zealand indefinitely. After holding the visa for 10 consecutive years, they can apply for a Permanent Resident Visa, subject to the relevant requirements.  Applicants must have an eligible sponsoring child or children and must meet requirements covering areas including:

• health;
• character;
• English-language ability or the option to pay for English lessons;
• the relationship with the sponsoring child;
• sponsor eligibility and income;
• other Parent Category requirements.

Applicants cannot apply for this visa if they have dependent children.

What does the sponsoring child need to meet?

The sponsoring child must generally:

• be 18 or older;
• be a New Zealand citizen or resident;
• have held New Zealand citizenship or residence for at least three years before the residence application;
• live in New Zealand; and
• have spent at least 184 days in New Zealand in each of the three years before the parent applies for residence.

The sponsor also takes on significant obligations. The sponsoring child must agree to meet the parent's living costs for the first 10 years of residence and cover repatriation costs if necessary.  This makes sponsorship more than simply providing a name on an immigration form.

How much must a New Zealand sponsor earn?

The income requirement is linked to New Zealand's median wage. From 30 April 2026, Immigration New Zealand lists the median wage used for the Parent Resident Visa calculation as NZD $72,800.

For one sponsor:

The requirement increases by half the median wage for each additional parent.  A joint sponsor can combine income with the main sponsoring child, subject to INZ's rules. The sponsor's income is not simply checked at the moment an EOI is submitted. INZ assesses whether the sponsor is likely to meet the income threshold for two 12-month periods within the three years before the ITA date.  That makes long-term financial planning important for families waiting in the pool.

What about English, health and character requirements?

Being selected from the queue or ballot does not remove the normal visa requirements. The parent and an included partner must meet New Zealand's health and character requirements.

They must also speak and understand English or agree to pay for English-language lessons in New Zealand. INZ accepts specified ways of demonstrating English ability, including certain English-language backgrounds and tests meeting the required standard.  Applicants generally provide the supporting evidence after receiving an invitation to apply, rather than submitting all documents with the initial EOI.

What should existing EOI holders do now?

For applicants who already had a valid EOI when the new system began, there is no need to submit another EOI simply because of the change.

Instead, applicants should:

Keep contact details current.
INZ will communicate important information by email.

Watch for queue-position information.
INZ says existing EOI holders will be contacted when positions are finalised.

Check the transitional rules.
This is particularly important if an earlier EOI expired and was replaced before 5 October 2026.

Remember the two-year confirmation requirement.
An EOI must be confirmed within the prescribed six-month window around each two-year anniversary to remain in the pool.

Prepare for the eventual application.
If selected, the applicant will need to demonstrate that the claims made in the EOI are supported and that the Parent Resident Visa requirements are met.

What does the change mean for Indians living in New Zealand?

For many Indian families, migration to New Zealand does not end when one generation settles there. A skilled worker may first move to New Zealand for employment. A student may later transition into a career. A family may eventually obtain residence. Then another immigration question emerges:

How can parents become part of that life permanently?

The Parent Resident Visa is one answer. The new selection system could be particularly relevant to families that have already submitted EOIs because the majority of selections will now follow the date order of the pool. But it would be misleading to describe the reform as a shortcut to residence. The annual allocation remains capped at 2,500, and the applicant must still satisfy the visa requirements after selection.

For Indian families, the practical takeaway is therefore less about a new “easy route” and more about understanding where an existing EOI sits, maintaining eligibility and being prepared when selection occurs.

Is the Parent Resident Visa the only way for parents to stay longer in New Zealand?

No.

New Zealand also offers the Parent Boost Visitor Visa, but it serves a different purpose. The Parent Resident Visa is a residence pathway. The Parent Boost Visitor Visa is designed for eligible parents who want to spend extended periods with their families in New Zealand. INZ says it allows stays of up to five years, with the possibility of applying for a second five-year visa, potentially allowing a total stay of up to 10 years. However, it does not lead to residence.  The Parent Boost route also has its own requirements, including sponsorship, health and character requirements and mandatory health insurance for the duration of the stay.  So, families need to distinguish between:

Parent Resident Visa: permanent residence pathway.

Parent Boost Visitor Visa: extended visiting option, not a residence pathway.

Official sources

• Immigration New Zealand — Parent Resident Visa hybrid selection process
• Immigration New Zealand — 2026 Parent Resident Visa EOI selection changes
• Immigration New Zealand — Parent Resident Visa
• Immigration New Zealand — Parent Resident Visa sponsor income requirements
• Immigration New Zealand — Parent visa options and application data

Your qualifications may open the door to a new country, but understanding how to transfer your skills could determine how far your career goes.

For many Indian professionals, moving abroad is the culmination of years of hard work. It may mean better career opportunities, international exposure, higher earning potential or the chance to build a more secure future for their families. Yet, after arriving in a new country, some discover that the career they carefully built in India does not translate into the role they expected overseas.

An engineer may find that technical experience is not enough to secure a position without local certification. An accountant may discover that familiarity with Indian regulations does not automatically translate into knowledge of another country's financial system. A teacher may have years of classroom experience but still need to meet local registration requirements before entering the same profession.

For others, the challenge is less about formal qualifications and more about how employers interpret their experience. A job title that carries considerable responsibility in India may not have an equivalent in the destination country's employment market. The result can be a period of professional adjustment: experienced workers accepting roles below their previous level, entering related fields or spending time acquiring local qualifications and industry knowledge. But this does not necessarily mean their experience has lost its value. Often, the challenge is understanding how to make that experience relevant in a different professional environment.

Why a career does not always travel with you

Professional experience is shaped by more than qualifications and years of employment. It is also influenced by local regulations, industry practices, employer expectations and the way responsibilities are divided within an organisation. In regulated professions, formal recognition can be particularly important. Doctors, nurses, teachers, engineers and other professionals may need to satisfy destination-country licensing, registration or qualification requirements before they can practise in their original roles.

Even in occupations without mandatory licensing, employers may look for familiarity with local legislation, workplace standards, software, customer expectations or professional networks. Recruitment practices can also differ. Employers may be more familiar with local qualifications and job titles, making it harder for an overseas applicant to communicate the level of responsibility held in a previous role. This creates an important distinction: having valuable experience and having experience that employers immediately recognise are not always the same thing.

An Indian professional may have managed large teams, handled complex projects or delivered significant business results. The challenge is to explain those achievements in terms that a prospective employer abroad understands.

The missing link: transferable skills

One of the most useful ways to bridge this gap is to identify transferable skills. Transferable skills are abilities developed through education, employment or other experience that can be applied across different jobs, industries or working environments. They are not necessarily tied to a particular job title, employer or country. These may include project management, communication, analytical thinking, budgeting, problem-solving, leadership, client relationship management, research, negotiation and team coordination.

Consider an engineer who has spent several years managing technical projects in India. If a similar engineering position abroad requires local registration, the individual may still possess skills relevant to project coordination, operations, technical consulting or project planning. Whether those roles are accessible will depend on their specific requirements, but the underlying experience may provide a useful starting point.

An accountant familiar with Indian financial reporting may need additional knowledge of local tax rules to perform the same role abroad. However, skills in financial analysis, budgeting, internal controls and reporting may also be relevant to certain business operations or financial planning positions.

Similarly, a teacher whose qualifications are not immediately recognised may have experience in curriculum development, mentoring, communication, training and learning design. Depending on the employer and role requirements, some of these abilities may be useful in educational technology, corporate learning or training positions. The lesson is not that professionals should abandon their original careers or assume that any related job will be available to them. It is that their professional value may extend beyond the title printed on their previous business card.
 

A job title describes your position. Your transferable skills help explain what you can actually do.

The practical hack: Map your skills before you move

Before spending money on additional qualifications or applying to hundreds of overseas jobs, professionals can take a more targeted approach: identify their strongest skills, compare them with the destination country's job market and determine what needs to change.

Here is a practical five-step method.
 

1. Break your current job into skills

Instead of writing down only your designation, list the tasks and responsibilities that define your work.

Ask yourself:

• Do I manage projects, budgets, deadlines or teams?
• Do I analyse data, solve technical problems or improve processes?
• Do I work with clients, negotiate contracts or manage relationships?
• Do I train colleagues, mentor junior employees or coordinate across departments?
• Have I introduced a process that reduced costs, saved time or improved results?

Choose five to eight skills that best represent your experience. Wherever possible, support them with specific examples.

For instance, “Project Manager” is a job title. “Managed a cross-functional team, coordinated project schedules and delivered work within budget” communicates the capabilities behind that title.
 

2. Research actual job descriptions in your destination country

Do not rely exclusively on the job title you currently hold in India. Search for relevant positions using your existing designation as well as the skills you have identified. Review around 10 job advertisements in your intended destination country and note which requirements appear repeatedly. Look for recurring skills, required qualifications, professional registrations, software knowledge, language requirements and expectations about local experience.

This helps you understand whether employers are looking for capabilities you already possess, skills you can develop or qualifications you must obtain before applying. It also prevents you from assuming that a role is suitable simply because its title resembles your current job.
 

3. Identify the gap between your experience and the role

Compare your skills with the requirements in those job advertisements.

Separate the gaps into three categories:

• Skills you already have: Experience that you can demonstrate through previous work.
• Skills you can develop: Areas where a short course, practical project or additional training may help.
• Formal requirements: Licensing, registration, recognised qualifications or other conditions that cannot simply be replaced by experience.

This distinction matters. A professional may be able to strengthen their CV through better presentation and targeted training, but they cannot assume that transferable skills will replace mandatory licensing or registration. For regulated occupations, check the requirements published by the relevant official authority or professional body before paying for a course or committing to a career transition.
 

4. Rewrite your CV around achievements, not just titles

A CV written for an overseas employer should make the value of your experience clear without requiring the recruiter to understand every aspect of your previous workplace. Where possible, replace general descriptions with evidence of what you accomplished.

For example:

Instead of: “Responsible for team management and project coordination.”

Try: “Coordinated a team of 12 across multiple project stages, tracked deadlines and supported delivery within the agreed budget.”

Use only achievements and figures you can substantiate. The objective is not to exaggerate your experience, but to make its relevance easier to recognise.

Also adapt your language to the destination market. Use terminology from relevant job advertisements where it accurately reflects your responsibilities, and explain unfamiliar job titles or specialised duties when necessary.|
 

5. Build a bridge rather than starting from zero

Once you understand your strengths and gaps, decide on the most realistic route forward. That may mean pursuing recognition of your existing qualifications, completing a required certification, learning local industry standards, developing a missing technical skill or applying for a related role that draws on your existing experience.

For some professionals, the right route will be to continue in the same occupation. For others, a related position may provide a practical way to gain local experience before progressing. The important thing is to make this decision based on evidence from the job market and official requirements, rather than assuming that an overseas move will automatically produce the same career trajectory.

What professionals should ask before moving abroad

Career planning should begin before relocation, not after the first unsuccessful round of job applications.

Indian professionals considering an international move should ask themselves four questions:

Will my qualifications be recognised? Check whether your intended occupation requires an assessment, licence, registration or additional training in the destination country.

Which of my skills are relevant beyond my current role? Identify capabilities that could be useful across employers or related occupations, without assuming that every alternative will be accessible.

What do local employers expect? Research job advertisements, industry standards, salary levels and common qualification requirements before deciding which opportunities to pursue.

What is my realistic career-entry strategy? Decide whether you can apply directly for equivalent positions, need to complete formal requirements first or should consider a related role as an intermediate step.

These questions can help professionals make better-informed decisions about the time, money and effort involved in building a career overseas.

Employers need to understand the person behind the qualification

The responsibility for successful career integration does not rest entirely with migrants. Employers also benefit when recruitment processes look beyond unfamiliar qualifications or job titles and assess candidates' actual capabilities.

A professional's previous experience may have been gained in a different regulatory or business environment, but that does not automatically make it irrelevant. Structured interviews, skills-based assessments and clear explanations of previous responsibilities can help employers identify candidates whose experience meets their needs.

At the same time, migrants must be prepared to demonstrate how their capabilities apply to the role they are seeking. International experience can be an advantage, but it is not a substitute for meeting essential job requirements. The strongest match occurs when employers recognise relevant experience and candidates understand the standards and expectations of their new professional environment.

A different job title does not mean a failed career

For Indian professionals moving abroad, career progression may not follow the same path it did at home. Some will continue in their original occupations, while others may need to acquire local qualifications, adjust their specialisation or take a different route into the labour market. That transition can be frustrating, particularly for people who have invested years in building their professional identities. But a change in role does not necessarily erase the knowledge, judgement and abilities they have developed.

The key is to distinguish between what cannot be transferred automatically, such as a licence or country-specific technical knowledge, and what may remain valuable across borders, such as analytical thinking, leadership, communication and problem-solving. Before asking, “Can I get the same job abroad?”, professionals should also ask, “Which of my skills will employers in this market value, and what do I need to do to demonstrate that value?”

That shift in perspective will not remove every barrier. It can, however, help turn an uncertain career move into a more deliberate plan. Because the career you leave India with may not be exactly the career you build abroad. But understanding how to transfer your skills can help ensure that you do not leave your professional potential behind.

~ Dr. Serah Vinodini Vilvaraj