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India and Israel have agreed to facilitate the movement of up to 50,000 additional Indian workers to Israel over the next five years. The decision was taken following a bilateral meeting between Prime Minister Narendra Modi and Israeli Prime Minister Benjamin Netanyahu. The agreement focuses on strengthening labour mobility, ensuring safe and legal migration channels, and expanding employment opportunities for Indian nationals. It also highlights cooperation in both essential sectors such as construction and caregiving, as well as high-skill industries including Artificial Intelligence, data science, and other hi-tech fields, reflecting growing workforce collaboration between the two countries.

The agreement primarily focuses on construction and caregiving sectors, where Indian workers are already contributing significantly. Israel has ongoing infrastructure and housing development projects that require skilled and semi-skilled construction professionals. Additionally, the caregiving sector continues to require trained workers to support elderly and dependent individuals. Beyond these roles, discussions also included expanding opportunities in high-skill sectors such as Artificial Intelligence, data science, cybersecurity, and other hi-tech industries. This indicates a broad range of potential employment opportunities for both skilled tradespeople and qualified professionals from India.

The agreement outlines a plan to welcome up to 50,000 additional Indian workers over the next five years, leading up to 2030. Recruitment is expected to be phased and aligned with Israel’s labour market requirements. The process will likely depend on sector-specific demand, government coordination, and labour mobility arrangements between the two countries. Since this is a government-level understanding, implementation will be structured and regulated. Indian professionals interested in these opportunities should monitor official recruitment announcements and ensure they meet eligibility criteria relevant to their occupation and experience.

Yes, worker safety, security, and legal rights were strongly emphasised during the bilateral discussions. Both governments highlighted the importance of regulated recruitment mechanisms and secure mobility channels. The aim is to ensure ethical hiring practices, transparent employment contracts, and proper legal protection for Indian nationals working in Israel. This structured framework is designed to reduce irregular migration and safeguard workers from exploitation. The involvement of both governments in overseeing labour mobility enhances accountability and creates a more secure overseas employment pathway for Indian professionals.

Yes, beyond construction and caregiving roles, the discussions included expanding opportunities for Indian professionals in high-skill and innovation-driven sectors. Areas such as Artificial Intelligence, data science, and hi-tech industries were specifically mentioned. Israel is widely recognised for its strong technology ecosystem and innovation-led economy. This means qualified Indian professionals in technology, analytics, engineering, and related domains may find promising career prospects. The agreement reflects a broader vision of workforce collaboration that includes both essential services and advanced knowledge-based sectors.

The agreement provides a structured and government-backed pathway for overseas employment in Israel. With up to 50,000 openings expected over five years, Indian job seekers may access stable international job opportunities in sectors facing labour shortages. The emphasis on legal migration, worker protection, and regulated recruitment adds an extra layer of security. Additionally, working in Israel offers global exposure and experience in a technologically advanced economy. This development can be especially beneficial for skilled workers and professionals seeking international career growth.

The Joint Coordination Committee oversees labour cooperation between India and Israel. During the recent bilateral meeting, both leaders reviewed the committee’s progress and tasked it with further streamlining workforce mobility processes. The committee plays a key role in implementing agreements, coordinating recruitment mechanisms, and ensuring worker welfare. By strengthening institutional cooperation, both countries aim to facilitate smoother migration processes and improve coordination on employment matters. This helps maintain transparency, accountability, and effective management of labour mobility initiatives under the agreement.

While the primary focus is on construction and caregiving sectors, the agreement also opens doors for high-skill professionals in technology-driven industries. This means opportunities may exist for both skilled tradespeople and qualified professionals in emerging fields. The exact roles and eligibility criteria will depend on Israel’s labour market requirements and official recruitment announcements. Therefore, interested candidates should assess their qualifications, work experience, and skill alignment with Israel’s in-demand sectors to determine suitability.

As this is a government-level agreement, recruitment is expected to be conducted through structured and regulated channels to ensure transparency and worker protection. The emphasis on legal pathways suggests that both countries will coordinate to prevent irregular migration and promote ethical hiring practices. Candidates may need to meet specific skill, qualification, and documentation requirements based on the sector. It is important for applicants to follow official guidelines and verify job offers through authorised processes to ensure compliance with immigration and labour regulations.

As of February 18, 2026, candidates applying under Express Entry category-based selection must have at least 12 months of eligible work experience within the past three years. This replaces the earlier requirement of six months of continuous work experience. The new rule applies to all occupational categories under category-based draws. However, the 12 months of work experience no longer needs to be continuous, giving applicants more flexibility if they have short employment gaps. The experience must still meet eligibility conditions regarding occupation type, duration, and work hours.

The revised work experience requirement officially came into effect on February 18, 2026. From this date onward, all candidates who wish to qualify under category-based selection must meet the updated 12-month experience threshold. Profiles submitted before this date but assessed afterward may also be evaluated under the new criteria. Applicants planning to enter the Express Entry pool in 2026 should carefully review their work history to ensure compliance with the updated rule before submitting or updating their profile.

No, under the new rule, the 12 months of required work experience does not need to be continuous. This is a major change from the previous requirement, which required six months of continuous work. Now, candidates can combine periods of eligible work experience as long as the total equals 12 months within the past three years. This flexibility benefits professionals who may have taken short career breaks, changed employers, or worked on contractual assignments, provided all experience falls under a single eligible occupation.

Full-time work experience under Express Entry is defined as at least 30 hours of paid work per week. To meet the 12-month requirement, candidates must complete a minimum of 1,560 hours of eligible work experience. Working more than 30 hours per week does not allow you to accumulate experience faster, as any extra hours beyond 30 per week are not counted. The experience must be in a single eligible occupation and must have been gained within the last three years.

Yes, part-time work experience can count toward the 12-month requirement if it equals the same total number of hours as full-time work. For example, working 15 hours per week for 24 months would meet the required 1,560 hours. The key factor is the total number of eligible work hours accumulated within the past three years. However, the work must still be in one eligible occupation and must meet all other Express Entry conditions related to skill level and job classification.

Yes, eligible work experience gained outside Canada can qualify for category-based selection, unless a specific category requires Canadian work experience. The new rule allows both Canadian and foreign work experience to be counted, provided it was gained within the last three years and meets the required occupational and hourly criteria. This is especially beneficial for Indian professionals who have gained experience in their home country and are planning to apply for Canada PR through Express Entry.

No, candidates cannot count work experience gained while enrolled as a full-time student in Canada, even if it was part of a co-op or work-integrated learning program. Express Entry rules clearly state that Canadian work experience obtained during full-time studies does not qualify toward the required experience threshold. Only authorized work performed outside full-time student enrollment can be considered eligible under category-based selection requirements.

The increase from six months to 12 months of work experience means Indian professionals must carefully review their eligibility before applying under category-based draws. Those with less than 12 months of eligible experience may need to gain additional work experience before qualifying. However, the removal of the continuous work requirement provides more flexibility. Since category-based draws target high-demand sectors such as healthcare, STEM, and trades, eligible Indian applicants still have strong opportunities if they meet the updated criteria.

The change primarily affects eligibility for category-based draws rather than directly altering CRS score calculations. However, if a candidate does not meet the new 12-month requirement, they may not qualify for targeted category-based invitations, even if their CRS score is competitive. Category-based selection often improves the chances of receiving an Invitation to Apply. Therefore, meeting the updated work experience rule is crucial for candidates aiming to benefit from these targeted draws.

From April 20, 2026, Immigration New Zealand will introduce updated employment conditions for open work visa holders. Open work visas will now carry one of two specific employment conditions. Some visa holders will be allowed to undertake any type of work, including self-employment and running a business. Others will be required to work under an employment agreement or contract for services. The purpose of these changes is to provide clearer guidance on what type of work is permitted under different open visa categories and to ensure better compliance with New Zealand’s employment regulations.

Yes, the new employment conditions will apply to open work visas granted from April 20, 2026. However, transitional arrangements have been introduced for existing visa holders. Those currently engaged in work that may not align with the updated conditions, except prohibited activities, may continue until their visa expires. The changes do not affect employer-specific visas such as the Accredited Employer Work Visa. Student visa holders are also not impacted by this update. Future applicants must ensure they meet the employment condition attached to their specific open work visa category.

Under the new framework, certain open work visas will allow holders to undertake any form of work, including employment, self-employment, and running a business. This category includes partner-based work visas, the Post Study Work Visa, and specific partner visas linked to students, New Zealand citizens, military personnel, or scholarship holders. These visa holders will have greater flexibility in choosing how they work, provided they comply with New Zealand’s employment and business laws. The updated condition provides clarity on the scope of permitted activities under these visa types.

Some open work visa categories will require holders to work under a formal employment agreement or contract for services. These include visas issued to victims of domestic violence, victims of people trafficking, migrant exploitation protection visa holders, asylum seekers, and working holiday visa holders. Individuals under these categories must have a contractual arrangement with an employer or client. They will not be permitted to freely operate businesses unless their visa conditions specifically allow it. This distinction is designed to provide clearer structure around employment rights and obligations.

No, the changes announced by Immigration New Zealand apply only to open work visas. Employer-specific visas, including the Accredited Employer Work Visa (AEWV), remain unaffected. The AEWV already has defined employment conditions that require visa holders to work for a specific accredited employer in an approved role. The April 20, 2026 update focuses solely on clarifying employment conditions attached to open work visas. Individuals holding employer-specific visas should continue to follow the conditions outlined in their existing visa approval documentation.

Regardless of which employment condition applies, open work visa holders are not permitted to employ other individuals, either directly or indirectly through a business they own. Even if self-employment is allowed under certain visa categories, the holder cannot hire staff. Additionally, all visa holders must comply with New Zealand’s employment and business laws. The restrictions also prohibit visa holders from providing commercial sexual services or operating or investing in businesses associated with such services. These general conditions remain unchanged under the new policy framework.

Current open work visa holders will benefit from transitional arrangements. If they are engaged in work that may not align with the new employment conditions, they can continue in that role until their visa expires, provided the work is not prohibited. This transition period allows individuals time to understand the updated requirements and adjust their employment arrangements if necessary. When applying for a new visa in the future, applicants must meet the revised employment conditions attached to their visa category.

Immigration New Zealand has stated that the changes aim to provide clearer guidance on what types of work are allowed under different open work visa categories. By introducing two distinct employment conditions, authorities intend to reduce confusion and improve compliance with employment laws. The update also strengthens transparency in how open work visas operate. Clearer conditions help visa holders better understand their rights and obligations while ensuring alignment with New Zealand’s labour market regulations and broader immigration policy objectives.

Yes, working holiday visa holders fall under the category that requires employment under an agreement or contract for services. While working holiday visa holders already operate under certain employment limitations, the updated rules clarify that they must work under formal employment arrangements. They will not be permitted to operate freely as business owners unless specifically allowed under their visa terms. The change reinforces the structured employment framework while maintaining the purpose of the working holiday programme.

Under updated instructions published by Immigration, Refugees and Citizenship Canada (IRCC) on February 19, 2026, study permits issued for prerequisite courses will now be valid only for the duration of the prerequisite program plus 90 days. Previously, officers issued study permits covering the prerequisite course length plus an additional year.

This change means students must apply for a new study permit for their main academic program after completing their prerequisite course. The update mainly impacts students enrolling in ESL or other qualifying foundation programs before beginning long-term studies in Canada.

Under the new IRCC guidelines, a study permit for prerequisite courses will be issued for the exact length of the course plus 90 additional days. For example, if a prerequisite course lasts four months, the permit will be valid for those four months plus three extra months.

The 90-day period allows students time to prepare and apply for a new study permit for their primary academic program. Students must carefully plan their transition to avoid gaps in legal status while continuing their education in Canada.

In general, programs shorter than six months may not require a study permit. However, IRCC strongly advises international students to apply for a study permit if the short course is a prerequisite for a longer academic program in Canada.

Without a study permit for the prerequisite course, students may not be eligible to apply for a new study permit from within Canada. Applying early ensures legal status, smoother transition to the main program, and eligibility for maintained status while the new application is processed.

Yes, students who entered Canada with a valid study permit for their prerequisite course can apply for a new study permit from within Canada for their main academic program.

If they submit their new application before their current permit expires, they may benefit from maintained status. Maintained status allows students to continue studying under the same conditions while their new study permit application is being processed. This helps avoid interruptions in education and ensures compliance with Canadian immigration regulations.

If a student enters Canada to complete a short prerequisite course without a study permit, they may not be eligible to apply for a new study permit from within Canada for their longer program, unless they qualify under a specific exemption.

This could require them to leave Canada and apply from outside the country, leading to delays and additional expenses. Therefore, even if the prerequisite course is less than six months, applying for a study permit is recommended when it leads to a longer program.

Maintained status allows international students to continue studying under the conditions of their existing study permit if they apply for a new permit before the current one expires.

While the new application is being processed, students can legally remain in Canada and continue their education. Under the updated rules, this is especially important for students transitioning from prerequisite programs to full academic programs. Applying on time ensures continuous legal status and prevents disruption to studies or future immigration plans.

Yes, the updated rule directly impacts students who are conditionally accepted into degree or diploma programs and must first complete ESL or other prerequisite courses.

Their study permit will now cover only the ESL course duration plus 90 days. After completing ESL, they must apply for a new study permit for their main program. Proper planning is essential to ensure the application is submitted within the validity period to maintain legal status and continue studies without interruption.

The updated guidance was published on February 19, 2026, on the official website of Immigration, Refugees and Citizenship Canada.

From this date onward, officers are instructed to issue study permits for prerequisite programs for the course duration plus 90 days, instead of the earlier practice of adding one year. Students planning to begin prerequisite programs in 2026 and beyond should factor in this policy change while preparing their Canada study permit applications.

Certain foreign nationals may apply for a study permit from within Canada. This includes:

• Individuals holding a valid study or work permit
• Spouses or common-law partners of workers or students
• Exchange or visiting students
• Temporary resident permit holders valid for six months or more
• Sponsored permanent residence applicants
• Refugee claimants in Canada

Students completing prerequisites with a valid study permit also qualify to apply from within Canada for their main program, provided they meet IRCC eligibility conditions.

Kuwait’s new freelance visa is a proposed residency permit that will allow skilled foreign workers to operate independently without a traditional employer sponsor under the kafala system. According to official statements reported by Arab Times Kuwait, the scheme is expected to roll out within the next two months. The initiative has been announced by the Ministry of Interior as part of broader labour market reforms. The visa aims to create a legal framework for independent professionals while strengthening transparency and government oversight in Kuwait’s residency and employment system.

The Kuwait freelance residency permit is expected to target skilled foreign workers such as professionals, consultants, and small-scale entrepreneurs who wish to work independently. While the final eligibility criteria have not yet been officially published, authorities have indicated that applicants must possess recognized professional credentials and relevant expertise. The visa is designed for individuals who can legally provide services without being tied to a single employer sponsor. Detailed qualification requirements, sector eligibility, and documentation standards will be clarified once the Ministry of Interior releases the final regulatory framework.

The annual fee for the Kuwait freelance visa is expected to range between KD 750 and KD 1,000. Officials have indicated that this structured government fee is intended to replace informal payments made under illegal visa trading practices. By introducing a transparent fee system, the government aims to redirect payments to official state channels while offering foreign professionals a legitimate way to reside and work independently. Applicants will likely need to renew the residency annually by paying the prescribed fee, subject to compliance with the new regulations.

Although full documentation guidelines have not yet been officially released, applicants are expected to submit a valid passport, professional credentials, and supporting forms through the Ministry of Interior’s designated channels. Additional requirements may include proof of qualifications, experience certificates, and identification documents. Authorities have stated that final regulations will outline the complete documentation checklist. Once implemented, applicants will need to follow the official application process and ensure all required documents are properly submitted to obtain approval under the new freelance residency framework.

Kuwait’s traditional residency model operates under the kafala system, where foreign workers must be sponsored by a local employer. The new freelance visa represents a significant shift by allowing eligible foreign professionals to work independently without being tied to a single sponsor. This reform is designed to create a more flexible and transparent labour structure. By moving away from strict employer dependency, the freelance residency permit aims to offer greater autonomy to skilled workers while maintaining regulatory oversight through government-managed approvals and annual renewals.

The primary objective behind introducing the freelance residency permit is to curb illegal visa trading and enhance transparency in the labour market. Officials have stated that instead of individuals paying unauthorized intermediaries, payments should be made directly to the government through official channels. The initiative forms part of broader labour reforms aimed at improving compliance, strengthening monitoring mechanisms, and providing legal pathways for independent professionals. By formalizing freelance work, Kuwait seeks to modernize its residency framework while ensuring better regulation of foreign workforce participation.

Family sponsorship rules under the new freelance visa have not yet been officially confirmed. Authorities have stated that the final regulations will clarify eligibility criteria, documentation requirements, and conditions related to family sponsorship. It is expected that details regarding income thresholds and dependent visa rules will be outlined once the framework is fully implemented. Prospective applicants are advised to monitor announcements from the Ministry of Interior for accurate and updated information regarding whether freelance residency holders can sponsor spouses or children.

The freelance residency permit is expected to be issued on an annual basis, with renewal subject to payment of the prescribed yearly fee and compliance with regulatory conditions. Since the official guidelines are still pending, the exact validity period and renewal requirements will be confirmed once the final regulations are released. Applicants will likely need to maintain professional eligibility and adhere to residency rules to continue renewing their permit under the new framework established by Kuwait’s Ministry of Interior.

Authorities have indicated that the freelance visa scheme is expected to launch within the next two months. However, the Ministry of Interior has not yet released detailed application procedures, eligibility rules, or processing timelines. Prospective applicants are encouraged to follow official government announcements for confirmed guidelines. Once the regulations are finalized, the Ministry is expected to publish step-by-step application instructions, documentation requirements, and payment procedures to ensure transparency and proper implementation of the new residency model.