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New Zealand has announced a series of reforms to its Recognised Seasonal Employer (RSE) scheme to simplify recruitment, strengthen worker protections, and provide greater flexibility for employers. The reforms include changes to employer accreditation, streamlined recruitment requirements, improved support systems for workers, and clearer rules regarding cost recovery. The changes will be implemented in phases from early 2027 to 2029, while the current system will remain unchanged until then.

The New Zealand government plans to introduce the RSE scheme reforms in stages between 2027 and 2029. Existing rules and requirements will continue to apply until the rollout begins. The phased implementation is intended to give employers, workers, and government agencies enough time to adapt to the updated framework and ensure a smooth transition to the revised seasonal employment system.

The Recognised Seasonal Employer (RSE) scheme allows employers in New Zealand's horticulture and viticulture sectors to hire overseas workers when suitable local candidates are unavailable. The programme primarily recruits workers from Pacific countries to address seasonal labour shortages. Established nearly two decades ago, the scheme supports around 17,000 seasonal workers every year and plays a crucial role in meeting the country's agricultural labour demands.

Under the new reforms, employer accreditation will become more flexible and compliance-based. New employers will initially receive accreditation for one year, while businesses with strong compliance records may qualify for accreditation periods of three or six years. These changes reduce administrative burdens for compliant employers while maintaining worker welfare standards.

The reforms simplify the Agreement to Recruit process for eligible employers. Businesses endorsed by New Zealand's Ministry of Social Development will no longer need to prove they advertised job vacancies locally before recruiting overseas workers. Employers without endorsement must still demonstrate that vacancies were listed with the ministry before international recruitment.

The updated RSE framework introduces stronger safeguards by improving complaint mechanisms, strengthening worker support systems, and providing clearer rules for deductions and employer cost recovery. Employers must also provide standard cost recovery agreements before workers travel to New Zealand, ensuring greater transparency and protection.

Yes. Under the revised RSE scheme, workers will find it easier to transfer between accredited employers in specific situations. The reforms provide greater employment flexibility while ensuring workers continue to receive fair treatment and stable job opportunities throughout New Zealand's horticulture and viticulture sectors.

The revised scheme allows seasonal workers to perform incidental tasks related to their primary duties. For example, workers employed for harvesting may also operate machinery or complete other associated activities where appropriate. This flexibility helps employers improve productivity while making better use of seasonal labour.

According to the New Zealand government, the RSE scheme currently supports approximately 17,000 seasonal workers each year across around 207 recognised employers. The programme remains a key solution for addressing labour shortages in New Zealand's horticulture and viticulture industries.

New Zealand is modernising the RSE scheme after nearly 20 years to simplify recruitment, reduce compliance requirements, improve worker protections, and provide employers with greater operational flexibility. The reforms also ensure that New Zealand workers continue to receive first priority for available jobs while maintaining a sustainable seasonal workforce.

Estonia secured the top spot in the 2026 Global Relocation Index because of its strong digital infrastructure, business-friendly policies, safety, healthcare system, and startup ecosystem. The country scored highly across multiple indicators, including livability, financial stability, and opportunities for entrepreneurs, making it an attractive destination for people planning to relocate.

India ranked 100th out of 192 countries in the 2026 Global Relocation Index, with an overall score of 60.6. The country performed well in affordability, housing, banking, and startup opportunities but scored lower in business opportunities, air quality, and property rights for non-citizens.

The top 10 countries in the 2026 Global Relocation Index were:

1. Estonia
2. Singapore
3. Malaysia
4. Portugal
5. Taiwan
6. Lithuania
7. Hong Kong
8. St Kitts and Nevis
9. Czechia
10. Malta

These countries ranked highly across affordability, safety, healthcare, taxation, and overall quality of life.

People planning to relocate to Estonia can apply through various immigration pathways, including:

• Work Visa
• EU Blue Card
• Startup Visa
• Student Visa
• Digital Nomad Visa
• Family Reunification Residence Permit

The suitable visa depends on the applicant's purpose of travel and eligibility.

Yes. Indian citizens can relocate to Estonia for employment after receiving a valid job offer from an Estonian employer. Applicants must apply for the appropriate work visa or residence permit and submit supporting documents such as educational qualifications, employment contracts, financial proof, and other required documentation.

Although requirements vary by visa type, common documents include:

• Valid passport
• Recent passport-size photographs
• Educational certificates
• Work experience documents
• Proof of sufficient funds
• Health insurance
• Police clearance certificate
• Employment contract or business plan (where applicable)

Yes. Estonia is regarded as one of the world's leading destinations for entrepreneurs due to its advanced digital ecosystem, startup-friendly policies, transparent regulations, and efficient banking system. In the 2026 Global Relocation Index, Estonia ranked second globally for entrepreneurs, behind Singapore.

Estonia offers a dedicated Digital Nomad Visa, allowing remote professionals to live in Estonia while working for employers or clients located outside the country. It also provides world-class digital public services, excellent internet infrastructure, and a thriving startup ecosystem.

The Global Relocation Index evaluates 192 countries across 24 indicators, grouped into four major categories:

• Financial and tax factors
• Livability and healthcare
• Safety and political stability
• Settling opportunities and quality of life

The rankings are weighted differently for entrepreneurs, families, retirees, and digital nomads.

The processing time depends on the visa or residence permit category, application completeness, and current workload of the Estonian authorities. In most cases, applications are processed within several weeks after document verification, biometric submission, and interviews (if required).

The employment rate among immigrants in the European Union reached a record 68.2% in 2025, up from 67.8% in 2024. This is according to a study by the Centre for Research and Analysis of Migration (CReAM) at the ROCKWOOL Foundation Berlin, based on Eurostat data.

Non-EU immigrant employment in the EU rose by 6.6 percentage points between 2017 and 2025, increasing from 59.4% to 66.0%. This was the largest improvement among all groups tracked in the study, significantly narrowing the employment gap with native-born workers.

Malta, the Czech Republic, and Ireland recorded the highest non-EU immigrant employment rates in the European Union in 2025, reflecting strong labour market integration for foreign-born workers.

Belgium and Finland recorded the lowest non-EU immigrant employment rates in 2025. The study suggests that language requirements, labour market structures, and national integration policies contribute to these differences.

Germany recorded a 66.1% employment rate for non-EU immigrants in 2025, compared to 79.6% among native-born workers. This highlights that employment gaps remain despite overall improvements in labour market integration.

The increase in immigrant employment is driven by persistent labour shortages across sectors such as healthcare, IT, construction, and hospitality, combined with improving integration policies and favourable labour market conditions across many EU member states.

According to the study, employment gaps continue to be concentrated among non-EU women and highly educated migrants. Researchers note that the challenge is increasingly about ensuring immigrants can work in jobs that match their qualifications and skills.

A record immigrant employment rate of 68.2% reflects strong demand for skilled professionals across the EU. Indian workers in sectors such as healthcare, engineering, IT, construction, and hospitality may benefit from expanding opportunities, although employment prospects vary by country and occupation.

1. Choose the EU country where you wish to work.
2. Check your eligibility for the relevant work visa or permit.
3. Secure a valid job offer from an approved employer.
4. Prepare the required documents.
5. Submit your application through the country's embassy or consulate.
6. Complete biometrics or interviews if required.
7. Receive your visa approval and travel to the destination country.

Y-Axis provides comprehensive assistance for professionals planning to work in Europe, including eligibility assessment, country selection, job search guidance, documentation support, visa application assistance, and advice on pathways such as the EU Blue Card and country-specific skilled worker programs.

Canada has set an annual target of 380,000 permanent residence admissions for both 2026 and 2027 under its levels plan. However, these figures do not include admissions through two one-time initiatives for protected persons and in-Canada workers. When these additional admissions are included, Canada’s total planned PR admissions for 2026 and 2027 could reach up to 908,000.

Canada plans to admit 380,000 permanent residents annually under the levels plan for both 2026 and 2027. In addition, up to 115,000 protected persons and 33,000 in-Canada workers could receive PR through two one-time initiatives. This brings the total planned PR admissions for 2026 and 2027 to up to 908,000, averaging 454,000 admissions annually.

Canada’s one-time initiatives provide additional permanent residence admissions for protected persons and certain in-Canada workers. These admissions are separate from the annual PR targets outlined in the levels plan. The government has planned up to 115,000 admissions for protected persons and 33,000 admissions for in-Canada workers over 2026 and 2027, increasing the overall number of planned PR admissions during this period.

Canada had admitted 128,000 permanent residents by May 2026, according to the government’s latest data. PR admissions through the one-time initiatives accounted for approximately 14.4% of the total admissions during this period. The government’s new webpage provides a monthly breakdown of admissions under the levels plan and the two one-time initiatives for greater transparency.

Canada could grant permanent residence to up to 115,000 protected persons through the one-time initiative over 2026 and 2027. By May 2026, 9,300 protected persons had already received PR, representing 20% of the annual target of 46,000 admissions. These admissions are separate from the annual levels plan target of 380,000 PR admissions.

Up to 33,000 in-Canada workers could receive permanent residence through the one-time initiative over 2026 and 2027. By May 2026, 9,100 in-Canada workers had received PR, representing 46% of the annual target of 20,000 admissions. These admissions are not included in the 380,000 annual PR admission target under the levels plan.

Canada’s planned PR admissions for 2026 and 2027 total up to 908,000. This includes 760,000 admissions under the levels plan, along with up to 115,000 protected persons and 33,000 in-Canada workers admitted through two one-time initiatives. The combined figure averages approximately 454,000 permanent residence admissions per year during the two-year period.

Eligible in-Canada workers may qualify for Canadian permanent residence through various immigration pathways, depending on their work experience, occupation, language ability, education, and other factors. Canada has also included additional PR admissions for in-Canada workers under a one-time initiative for 2026 and 2027. Applicants should assess their eligibility for the available PR pathways.

Canada closed the door to new Parents and Grandparents Program (PGP) PR sponsorship applications on July 15, 2026, with 50,900 applications already in inventory. Under the levels plan, PR admissions through the Parents and Grandparents Program are set at 15,000 annually for 2026, 2027, and 2028. Applicants should monitor future government announcements for any new intake updates.

To apply for Canadian permanent residence, first identify an immigration pathway that matches your profile and check its eligibility requirements. You may need to complete a language test, obtain an Educational Credential Assessment (ECA), create an immigration profile, and submit a PR application if invited. The required steps and documents vary depending on the immigration program you choose.

Ontario’s Workforce Priority Stream (OWPS) uses a points-based system to rank eligible candidates seeking a provincial nomination for Canadian permanent residence. Candidates can score up to 130 points based on factors such as their work region, occupation, salary, Ontario work experience, education, language proficiency, Canadian income history and temporary resident status. The highest-ranking candidates will receive priority for invitations to apply for provincial nomination.

Eligible candidates can score a maximum of 130 points under Ontario’s new Workforce Priority Stream scoring system. Points are awarded across several factors, including work location, occupation skill level, compensation, occupational category, Ontario work experience, income history, education, Canadian credentials, language proficiency, bilingualism and temporary resident status. Candidates with stronger qualifications across multiple factors may receive higher scores and improve their chances of being invited.

Northern Ontario offers the highest regional score under the OWPS, with eligible candidates receiving 15 points. Candidates working in Eastern Ontario, Central Ontario outside the Greater Toronto Area and Southwestern Ontario can receive 10 points. Those working outside Toronto within the GTA can receive 5 points, while candidates working in Toronto receive no points under the work region factor.

Candidates can receive up to 9 points based on their occupation’s NOC TEER category. The scoring is as follows:

• TEER 0 and TEER 1: 9 points
• TEER 2 and TEER 3: 6 points
• TEER 4 and TEER 5: 0 points

Although TEER 4 and 5 occupations do not receive points under this factor, candidates may still qualify if they meet other eligibility requirements.

The hourly wage offered for the job can contribute up to 15 points to a candidate’s OWPS score. Candidates earning at least CAD 40 per hour receive the maximum 15 points. Those earning between CAD 35 and CAD 39.99 receive 12 points, while lower wage ranges receive progressively fewer points. Candidates earning less than CAD 20 per hour receive no points under the compensation factor.

Candidates can receive up to 18 points for Ontario work experience.

• More than 24 months: 18 points
• 13–24 months: 15 points
• 6–12 months: 12 points

Additional eligible Ontario work experience may also earn points depending on the total duration.

Education can contribute up to 10 points to a candidate’s OWPS score.

• Doctorate or eligible professional degree (medicine, dentistry, veterinary medicine or optometry): 10 points
• Master’s degree: 8 points
• Bachelor’s degree or equivalent: 6 points

Additional points may also be available for eligible Canadian post-secondary educational credentials.

Candidates can earn up to 15 points based on their highest official language proficiency in English or French. A minimum CLB 9 across all four language abilities receives the maximum points. Candidates can also earn up to 10 additional points for demonstrating proficiency in both English and French with at least CLB 6 in each language.

Yes. Candidates with a valid work permit can receive 10 points under the temporary resident status factor. Those holding a valid study permit can receive 5 points. Candidates without either permit may still qualify if they have legal immigration status in Canada, but they do not receive points under this factor.

Ontario’s Expression of Interest (EOI) system is currently closed. According to the Ontario Immigrant Nominee Program (OINP), the system is expected to reopen later in summer 2026. Once it reopens, eligible candidates can create or maintain an active EOI profile, after which Ontario is expected to conduct draws and invite the highest-ranking candidates to apply for provincial nomination under the Workforce Priority Stream.