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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.

The India-UK Comprehensive Economic and Trade Agreement (CETA) is a bilateral trade agreement that came into force on 15 July 2026. It aims to strengthen trade between India and the UK by improving market access for goods and services, facilitating professional mobility, encouraging recognition of qualifications, and reducing social security costs for eligible temporary workers. The agreement is expected to create new opportunities for Indian professionals and businesses.

The India-UK Comprehensive Economic and Trade Agreement officially came into force on 15 July 2026. From this date, the provisions related to services trade, professional mobility, and the Double Contributions Convention began taking effect. The agreement marks a significant step in expanding economic cooperation and creating better employment and business opportunities between India and the United Kingdom.

The agreement is expected to benefit Indian professionals, service providers, businesses, and employers operating in sectors such as information technology, healthcare, education, financial services, engineering, consulting, and other professional services. Companies sending employees to the UK for temporary assignments may also benefit from simplified mobility provisions and reduced social security contribution requirements under the agreement.

The agreement establishes clearer and more predictable temporary entry rules for eligible categories such as business visitors, intra-corporate transferees, contractual service suppliers, and independent professionals. These provisions reduce uncertainty by providing transparent mobility rules, making it easier for eligible professionals to undertake short-term work assignments and deliver services in the UK.

The Double Contributions Convention (DCC) is an arrangement introduced alongside the India-UK CETA. It prevents eligible temporary workers and their employers from paying social security contributions in both India and the UK at the same time. This helps reduce employment costs while allowing workers to continue their social security coverage in their home country during qualifying temporary assignments.

The agreement encourages professional bodies in India and the UK to negotiate Mutual Recognition Agreements (MRAs). These agreements can allow eligible qualifications earned in one country to be recognized in the other. However, professional recognition is not automatic and will depend on future agreements between the relevant professional organizations in each sector.

The agreement expands market access across 12 major service sectors and 137 sub-sectors. These include information technology, healthcare, financial services, education, legal, accounting, engineering, consulting, and other professional services. The broader market access is expected to support increased exports of Indian services and strengthen collaboration between businesses in both countries.

No. The India-UK CETA does not eliminate UK visa requirements or create a new immigration visa. Eligible professionals must continue to meet the UK's immigration and visa requirements. The agreement mainly provides greater transparency for temporary mobility, improves market access for services, and supports smoother movement under existing eligible categories.

Indian businesses, particularly service providers, may benefit from easier access to the UK market, improved regulatory transparency, and more predictable movement of professionals. The agreement can help companies deliver cross-border projects more efficiently while reducing costs through the Double Contributions Convention for eligible employees on temporary overseas assignments.

According to government estimates, approximately 75,000 workers and more than 900 companies are expected to benefit from the Double Contributions Convention introduced alongside the agreement. The convention is projected to generate savings of over INR 4,000 crore by eliminating dual social security contributions for eligible temporary workers and their employers.

No. The India-UK Free Trade Agreement (FTA) does not introduce a new UK work visa. Indian nationals must continue applying through existing visa routes, such as the Skilled Worker Visa or Global Business Mobility Visa, and meet all current eligibility requirements, including sponsorship, salary thresholds, and qualification criteria.

The FTA primarily benefits business visitors, intra-company transferees, graduate trainees, contractual service suppliers, independent professionals, and eligible chefs, yoga teachers, and classical musicians. It improves temporary business mobility rather than creating new long-term employment or settlement opportunities.

No. The India-UK FTA does not provide a pathway to permanent residency, indefinite leave to remain (ILR), or British citizenship. Applicants must continue following the UK's existing immigration laws and visa rules to qualify for long-term residence.

No. The agreement does not reduce salary thresholds, remove employer sponsorship requirements, or modify the eligibility criteria for the UK Skilled Worker Visa. All existing immigration rules continue to apply.

Business mobility refers to the temporary movement of professionals between India and the UK for business-related activities, such as client projects, consultations, negotiations, training, or intra-company transfers. It is intended for short-term assignments and not permanent employment.

The agreement introduces a combined annual quota of 1,800 visas for eligible chefs, yoga teachers, and classical musicians from India. These professionals can travel to the UK temporarily to provide services under qualifying contracts.

Yes. The FTA expands opportunities for eligible independent professionals working in specified sectors, including architecture and engineering. Applicants must satisfy the required educational qualifications, professional experience, and contract conditions.

No. The agreement does not provide visa-free travel for Indian citizens. Eligible professionals must still apply for the appropriate UK visa, pay applicable visa fees and immigration health surcharges, and comply with UK immigration regulations.

Yes. The agreement supports multinational companies by ensuring continued access to the UK's existing Global Business Mobility routes, allowing eligible senior managers, specialists, and graduate trainees to work temporarily in UK branches.

No. The UK government retains full authority over its immigration system. It can continue to revise visa rules, salary thresholds, sponsorship requirements, and other immigration policies independently, even after the implementation of the India-UK FTA.