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The UK has expanded its Global Talent visa scheme to allow more than 100 approved research-intensive businesses to host eligible international researchers. Previously, the Endorsed Funder pathway primarily covered universities and research institutes. The expansion now gives eligible scientists and engineers opportunities to work with approved commercial research companies across sectors such as artificial intelligence, life sciences, clean energy, advanced manufacturing and quantum technologies.

Yes, eligible Indian researchers can apply for the UK's Global Talent visa if they meet the requirements of the relevant pathway. The latest expansion could provide Indian scientists, researchers and technology professionals with more potential employers in Britain. Applicants must demonstrate exceptional talent or promise and meet the applicable endorsement requirements under the Global Talent visa's Endorsed Funder pathway.

More than 100 approved research-intensive businesses can now host eligible researchers through the Global Talent visa's Endorsed Funder pathway. The expanded list includes major companies such as AstraZeneca and Jaguar Land Rover, as well as innovative businesses including Added Value Solutions, Denroy Plastics and Ffilm Cymru. These companies operate across sectors identified as priorities under the UK's Modern Industrial Strategies.

The expansion focuses on research and innovation across several priority sectors in the UK. These include artificial intelligence, life sciences, clean energy, advanced manufacturing and quantum technologies. The initiative is intended to help innovative businesses access highly skilled international researchers who can contribute to the development of future technologies, medicines, products and industries while supporting economic growth.

The Endorsed Funder pathway is part of the UK's Global Talent visa route for eligible researchers named on approved research grants. It can provide a fast-track endorsement process for researchers who meet the requirements. Following the latest expansion, eligible researchers can be hosted by approved commercial research companies in addition to universities and research institutes.

Yes, the latest changes provide eligible researchers with greater flexibility after arriving in the UK. They can move between approved employers under the expanded arrangements, subject to the applicable requirements. This flexibility can help researchers pursue different projects, collaborate with innovative companies and continue developing their careers without being restricted to a single approved research organisation.

Eligible Global Talent visa holders can establish spin-out companies in the UK under the latest changes. This provides researchers with an opportunity to commercialise their research and turn innovative ideas into businesses. The measure is intended to support entrepreneurship and strengthen the UK's innovation ecosystem by helping researchers transform academic or scientific developments into commercially viable products and services.

The UK government says the Global Talent visa's Endorsed Funder pathway has already helped more than 12,500 researchers from over 130 countries pursue research careers in Britain. The latest expansion builds on this existing programme by allowing eligible researchers to work with a broader range of approved commercial research companies.

Yes. Alongside the Global Talent visa expansion, the UK government is preparing to widen the Future Technology Research and Innovation scheme. The programme allows eligible UK companies working in critical technologies to host international researchers, scientists, interns and technical specialists for research, training and work placements lasting up to two years.

The UK is taking several additional steps to attract international research professionals. The government has committed £54 million through its Global Talent Fund and established a Global Talent Taskforce to identify and support leading researchers relocating to Britain. Earlier changes also expanded eligibility under the fast-track Academic Appointments route for certain research and innovation leadership and PhD-level positions.

Yes, certain foreign academic examiners can carry out eligible activities in Canada without obtaining a work permit. The exemption applies when they meet specific eligibility criteria and their activities do not amount to entering the Canadian labour market. They must generally be senior academic or industry professionals, have an official invitation, and comply with the conditions governing the permit-exempt activity.

Foreign nationals must generally be senior academic or industry professionals with an established reputation in the relevant field. They must also have been officially invited by the appropriate governing body to participate as an examiner or evaluator. Applicants must provide documentation proving that they meet these requirements and must also satisfy Canada's general requirements for temporary residents.

Canada's updated instructions identify three categories of eligible activities: thesis examination, research proposal evaluation, and programme or university project evaluation. Foreign professionals undertaking these activities may qualify for the work permit exemption if they meet all applicable conditions. The exemption is intended for specialised evaluation work rather than employment that would involve entering Canada's labour market.

Yes. The foreign national's academic examination or evaluation activities must last for less than six months to qualify under the exemption. Immigration officers may also impose specific conditions or limitations on the permit-exempt work. Applicants should therefore ensure that the planned duration and nature of their activities comply with the updated requirements before travelling to Canada.

No. One of the standard conditions of the exemption is that foreign nationals cannot receive remuneration from Canada for their exempt academic activities. In most cases, payment for the work must come entirely from entities that have no financial ties to Canada. This condition helps ensure that the activity does not constitute participation in the Canadian labour market.

Yes. Foreign academic examiners seeking to use this work permit exemption must provide an official invitation letter from the governing body that has invited them to adjudicate or evaluate academic work. The letter helps demonstrate the purpose of their visit and supports their claim that their activities fall within one of the categories covered by Canada's permit exemption.

No. The exemption applies only when the foreign examiner's activities do not amount to entering Canada's labour market. The work must remain within the permitted academic or evaluation activities. Where the circumstances resemble regular employment or involve Canadian remuneration, the individual may not qualify for the exemption and could require appropriate work authorisation.

Yes. The work permit exemption does not remove Canada's general entry requirements for temporary residents. Foreign examiners must have a valid Temporary Resident Visa (TRV) or electronic Travel Authorization (eTA), where required based on their nationality and circumstances. They must also meet Canada's admissibility requirements before they can enter the country for their academic evaluation activities.

Yes. Canadian immigration officers may place specific conditions or limitations on a foreign national's authorisation to perform work without a permit. Officers may also issue a visitor record outlining the conditions attached to the permit-exempt activity. Foreign examiners should carefully follow any restrictions imposed at the time of entry to remain compliant with Canada's immigration rules.

Foreign examiners should carry documents demonstrating that they meet the eligibility requirements for the exemption. This includes evidence of their professional standing and an official invitation from the relevant governing body. They should also have the appropriate travel document, such as a TRV or eTA where required, and be prepared to demonstrate that their activities meet the exemption's duration, payment, and labour-market conditions.

The UK's eVisa system is a fully digital record of a traveller's immigration status that replaces the physical visa sticker previously placed in passports. Successful visa applicants will now receive an electronic visa instead of a visa vignette. Travellers can access their eVisa through a UK Visas and Immigration account and use it to prove their immigration status when travelling to or staying in the UK.

Yes. The UK has moved to a fully digital visa system, meaning successful applicants will no longer receive a physical visa sticker in their passport. Instead, their immigration status will be recorded electronically through an eVisa. Travellers should ensure their passport details are correctly linked to their UKVI account before travelling to avoid potential issues during airline check-in or at the UK border.

After their UK visa is granted, Indian applicants must register for a UK Visas and Immigration account to access their eVisa. They can use the UK Immigration: ID Check app as part of the process. Applicants should ensure that their passport is linked to their UKVI account and that their personal information is accurate before travelling to the UK.

No. The UK government has confirmed that there is no fee to access an eVisa. Applicants must still pay the applicable visa application charges when applying for a UK visa, but there is no separate cost for accessing the digital immigration status after the visa has been granted.

More than 500,000 visas were granted to Indian nationals in the year ending March 2026, highlighting India's importance as one of the UK's largest overseas travel markets. The strong demand comes amid growing tourism and improving air connectivity between the two countries, with VisitBritain forecasting further growth in Indian visits over the coming years.

VisitBritain estimates that Indian travellers could make around 959,000 visits to the UK annually by 2030. These visits are expected to generate approximately £1.5 billion in tourism value. The forecast reflects growing travel demand from India, supported by stronger air connectivity and continued interest in the UK as a tourism and travel destination.

Yes. The introduction of eVisas does not eliminate the requirement for applicants to provide biometrics. Applicants must complete their visa application online and attend a Visa Application Centre to provide their biometric information. Once the visa is approved, the applicant's immigration status will be recorded digitally through their eVisa.

The UK government states that most standard visitor visa applications are processed within three weeks. However, applicants are advised to apply well before their intended travel dates and submit all required supporting documents. Processing times can vary depending on individual circumstances, so travellers should avoid making last-minute visa arrangements.

Indian travellers should make sure their passport is correctly linked to their UKVI account and that their personal details are accurate before travelling. Any mismatch or incorrect information could potentially result in delays during airline check-in or at the UK border. Travellers should also ensure they can access their eVisa and immigration status before beginning their journey.

Applicants should use only official UK government channels for visa applications, appointments, and immigration information. The UK Visas and Immigration service has warned that it does not request payments or sensitive personal information through unsolicited emails, text messages, or social media. Travellers should be cautious of suspicious messages and verify information through official UK government sources.

Kuwait has introduced new regulations allowing certain categories of foreigners to convert their entry visit visas into regular residency permits. Eligible applicants must pay a fee of KD 150, although domestic workers and similar categories are exempt. The decision, issued by the Ministry of Interior, took effect immediately and applies to professionals, dependents, and select expatriate workers.

The new rules apply to five categories of expatriates, including:

• University graduates and technical specialists entering on government-issued visas
• Dependents of legal residents
• Workers who temporarily left Kuwait during residency procedures
• Domestic workers
• Other exceptional cases approved by the Residency Department

Eligible foreigners must pay a fee of KD 150 to convert their visit visas into residency permits. However, domestic helpers and workers in similar categories are exempt from paying the fee. The conversion charge applies only to applicants who meet the conditions specified by Kuwait's Ministry of Interior under the new residency regulations.

No. Domestic workers and similar categories are exempt from the KD 150 conversion fee. They remain eligible to apply for residency under the new rules without paying the prescribed charge.

Yes. Dependents of legal expatriate residents who entered Kuwait on dependent or tourist visas can apply to convert their status into residency permits. The measure simplifies the residency process for eligible family members already present in Kuwait.

The new rules apply to expatriates entering Kuwait on government-issued visas sponsored by ministries, public authorities, or government establishments. Eligible applicants must be:

• University degree holders
• Professionals with recognised technical specialisations

These requirements are intended to attract skilled professionals and support Kuwait's labour market.

Workers who entered Kuwait on work visas, began their residency procedures, and left the country due to an emergency may still qualify for residency conversion. They must return to Kuwait within one month of departure and satisfy all other applicable residency requirements.

The regulations became effective immediately after publication in the official gazette, Kuwait Al-Youm. The Ministry of Interior announced the decision, and the rules now apply to all eligible expatriates.

Yes. The Director General of Kuwait's Residency Department has the authority to approve visa-to-residency transfers for exceptional cases that are not specifically covered by the new regulations. This allows authorities to consider humanitarian or other special circumstances individually.

The new regulations simplify the process of obtaining legal residency for eligible expatriates and their families. They provide greater flexibility for skilled professionals, dependents, and workers facing emergencies while reducing administrative barriers. Overall, the changes support workforce stability and make residency procedures more efficient.

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.