Singapore, Australia and the US are taking distinct approaches to immigration policies, each with significant implications for employers. Singapore is balancing the attraction of highly skilled foreign talent with the need to prioritize local workers, potentially through stricter regulatory measures. In contrast, Australia’s new visa program has expanded opportunities for foreign talent by allowing more
Mobility Minute — Restrictionist vs. Receptive: What employers need to know about immigration trends in the US and China (Video Chat)
The two largest global economies-the US and China-stand in stark contrast with their current immigration policies. The US is moving towards restrictive measures, potentially hindering employers’ efforts to recruit and relocate foreign talent. China has taken a more open approach, resulting in a significant increase in foreign national travelers and policies streamlining work authorization for
Enhanced Vetting & Potential Travel Bans: What Employers Should Know
Recent media coverage highlights incidents relating to enhanced vetting and potential travel bans of foreign nationals by State and Homeland Security officials at US Consulates and US ports of entry. Several countries have issued travel advisories for the United States. While the reported cases impact a limited number of individual travelers, the widespread news has
The Global Employer: Global Immigration & Mobility Quarterly Update | March 2025
We are pleased to share with you The Global Employer – Global Immigration & Mobility Quarterly Update, a collection of key updates from Canada, Italy, Philippines, the United Kingdom, and the United States.
Click here to view.
Mobility Minute — Entering an era of restrictionism: what employers should know about immigration trends in Germany, the UK, and the US (Video Chat)
Germany, the UK, and the US are all experiencing movement towards more restrictive immigration policies, driven by rising migrant numbers, geopolitical tensions and security concerns. In this Mobility Minute video chat, our Global Immigration and Mobility attorneys delve into this trend. We review changes following the recent election in Germany, the UK’s increased enforcement actions
Mobility Minute — Immigration Raids: What Employers Should Know (Video Chat)
Trump’s immigration Executive Orders address “enhanced vetting” of visa applicants, birthright citizenship and border security, among other things. Likely increasing ICE enforcement actions, including employer site visits and raids at workplaces, one of the EOs establishes a new “Homeland Security Task Force” enabling federal, state and local law cooperation in removing undocumented individuals.
As part
The Post-Inauguration Playbook: Spotlight on Immigration Enforcement and Raids
President Trump has taken quick action to ramp up immigration enforcement in his first days in office. While Trump’s early focus on deportations and border security is not new, the swift and aggressive enforcement approach represents a significant change as compared to prior administrations. These actions have led to arrests and heightened concerns among employers and employees alike.
What do employers need to know?
Since Trump’s inauguration, there has been a significant increase in targeted enforcement measures against individuals present in the United States who are not U.S. citizens who have a criminal record, and also recent arrivals to the United States who do not hold lawful immigration status. The vast majority of immigration enforcement since January 20 has occurred in private residences and public spaces, though there have been immigration enforcement actions at worksites. There have not been reports of wide-scale worksite raids yet, though the focus may shift to worksite inspections in the next wave of enforcement activities.
Worksite enforcement inspections can take a variety of shapes. In particular, employers should be prepared for the following:
- Fraud audits in relation to employer-sponsored visa holders;
- Administrative I-9 audits;
- Arrests of targeted individuals; or
- Raids based on suspicion of undocumented workers at worksite facility.
Continue Reading The Post-Inauguration Playbook: Spotlight on Immigration Enforcement and Raids
The Global Employer: Global Immigration & Mobility Quarterly Update | December 2024
We are pleased to share with you The Global Employer – Global Immigration & Mobility Quarterly Update, a collection of key updates from Australia, Italy, Spain, Thailand, United Kingdom, and the United States.
Click here to view.
The Pre-Inauguration Playbook: Steps US Employers Should Take to Ensure Immigration Compliance as We Enter a New Era of Enforcement
President-elect Trump’s announced (and rumored) Cabinet member selections confirm that immigration enforcement will be a top priority from day one. With less than two months before inauguration day, US employers should take action now to ensure they are compliant with immigration regulations, are prepared for worksite ICE (Immigration & Customs Enforcement) or DOJ (Department of Justice) raids or enforcement activity and are ready to respond to government investigations or employee complaints regarding the employment of foreign workers.
We recommend the following three steps:
1. Conduct an Internal I-9 Audit
We expect to see a significant rise in worksite inspection and I-9 audits from the incoming administration. All employers are required to verify the work authorization of all employees in the United States by completing and maintaining the Form I-9. Employers should conduct internal I-9 audits every 2-3 years to identify potential liability and make necessary corrections; conducting an internal audit with counsel is a helpful tool to protect the audit under attorney/client privilege. Immediate steps employers can take include:
- Conduct an internal I-9 audit if one has not been completed in the past 3 years.
- Review current protocols and conduct internal training to ensure a consistent and complaint work verification procedure and prevent future errors.
- Review electronic platforms to ensure they are complaint with I-9 regulations and audit ready.
HR Trend Watch: Maintaining compliance while unlocking the talent rewards of flexible work arrangements
We are clearly (and thankfully) well past the pandemic, and yet demands for flexible and remote work press on. While the overall global trend of transforming the traditional 9-to-5 work model is consistent, laws governing flexible work arrangements can vary significantly by jurisdiction.
We monitor this space closely (see our previous update here) and advise multinational companies on a multitude of issues bearing on remote, hybrid and flexible arrangements, including health & safety rules, working time regulations, tax and employment benefit issues, cybersecurity and data privacy protections, workforce productivity monitoring and more.
Key recent updates around the globe (organized by region) include:
Asia Pacific
- Australia: Right to disconnect – Working 9 to [to be determined…]?
In August 2024, a Full Bench of the Fair Work Commission finalized the new “right to disconnect” model term, which will soon be inserted into all modern awards. Whilst we wait for the Fair Work Commission to issue its guidance on the new workplace right, here’s what you should know, and what we think you should do to prepare for the introduction of the right to disconnect