Global Alerts

FGI Update: This Week’s Summary of Global Immigration News

INDIA: Visa Registration Rules Revised and Employment Visa Categories Updated

India’s Ministry of Home Affairs has introduced significant updates to its immigration framework through revisions to visa classifications and foreign national registration requirements. The changes primarily affect registration timelines for foreign nationals intending to remain in India beyond 180 days, modify reporting obligations relating to children with mixed Indian and foreign nationality circumstances, and reorganize employment visa subcategories. Although the employment visa classification updates do not currently appear to create immediate operational consequences, the broader reforms reflect a continued move toward a more streamlined and technology-driven immigration system.

Key Points

• Registration Timeline for Extended Stays Has Changed: Previously, foreign nationals entering India on visas valid for 180 days or less were generally permitted a 14-day grace period after completing 180 days of stay to register with the FRRO (Foreigners Regional Registration Office) or FRO (Foreigners Registration Office) if they intended to remain in India longer. Under the revised framework, foreign nationals planning to stay beyond 180 days must now complete registration before reaching the 180-day mark, requiring earlier planning and action.
• Advance Immigration Planning Is Now More Important: The removal of the post-expiration registration grace period means that foreign nationals and sponsoring organizations will need to monitor stay durations more carefully. Delayed registration could create compliance risks or affect the ability to extend lawful stay in India.
• Child Reporting Requirements Have Been Modified: The updated rules eliminate the previous obligation to report the birth of a child where one parent is an Indian citizen. However, if that child subsequently acquires foreign citizenship, registration must now be completed within 30 days of obtaining that status.
• Employment Visa Categories Have Been Reorganized: The reforms include updates to employment visa subcategories as part of broader visa classification modernization efforts. At present, there do not appear to be practical or procedural consequences associated with these category revisions.
• India Continues Moving Toward Digital Immigration Administration: The revised framework reflects an effort to simplify and modernize immigration administration through clearer processes and increased reliance on technology-based management systems. These changes are intended to improve efficiency while strengthening compliance oversight.

What Employers Need To Know

• Employee Registration Monitoring Should Begin Earlier: Employers supporting foreign nationals in India should review internal immigration tracking procedures to ensure FRRO registration occurs before employees reach 180 days of stay. Existing timelines based on the former grace period may no longer provide sufficient compliance protection.
• Assignment and Mobility Planning May Require Adjustment: Companies managing international assignments into India should build earlier registration milestones into onboarding and mobility processes. Immigration calendars and employee communications may need updating to reflect the revised requirements.
• Employment Visa Changes Do Not Yet Require Immediate Action: Although employment visa subcategories have been updated, there are currently no identified practical implications for employers or sponsored workers. Organizations should nevertheless monitor future implementation guidance in case procedural impacts emerge.
• Dependent and Family Cases Should Receive Additional Attention: Employers supporting employee family members may wish to review documentation and registration obligations for children affected by the revised citizenship reporting requirements. Proactive communication may reduce future compliance issues.

Looking Ahead

• Further Digital Integration Is Likely: These reforms suggest continued movement toward centralized and technology-enabled immigration administration in India. Additional procedural automation and digital compliance tools may follow.
• Operational Guidance May Clarify Implementation: Authorities may issue additional instructions explaining registration timing, processing expectations, and application of the revised visa classifications. Employers and foreign nationals should monitor future announcements closely.
• Compliance Expectations May Increase: As registration timelines become more structured, immigration authorities may place greater emphasis on timely reporting and advance planning. Organizations operating in India may benefit from strengthening internal immigration governance processes.
• Employment Visa Categories Could Gain Future Significance: While the revised employment visa subcategories currently do not create practical changes, future policy updates could attach eligibility, documentation, or processing distinctions to the new classifications.

India’s revised visa registration and classification framework introduces important procedural changes while continuing the country’s broader modernization of immigration administration. Employers and foreign nationals should focus particularly on the shortened registration timeline for stays exceeding 180 days and ensure internal planning processes align with the new requirements.

ROMANIA: Mandatory Standard Employment Contract Template for Non-EU Foreign Nationals Introduced

Starting on 11 June 2026, Romania introduced a mandatory standard employment contract template for foreign nationals from outside the European Union through Order No. 655/2026. The requirement applies broadly to non-EU foreign workers regardless of whether they require a work visa, including categories that may otherwise be exempt from visa requirements, such as Ukrainian citizens and foreign nationals married to Romanian citizens. From this date forward, employment agreements with covered foreign nationals must be executed exclusively using the official template, and contracts that fail to comply with the prescribed format may be deemed absolutely null and void.

Key Points

• Mandatory Use of the Official Contract Template: Beginning 11 June 2026, employers must use only the official standard employment contract template approved under Order No. 655/2026 when employing non-EU foreign nationals. Any employment agreement concluded outside of the approved format is considered absolutely null and void under Romanian law.
• Requirement for Dual-Language Contracts: Employment contracts must be prepared both in Romanian and in a language that the employee understands. Although bilingual execution is required, the Romanian version remains the legally controlling version for interpretation and enforcement purposes.
• Romanian-Only Contracts Create Compliance Risk: Executing the employment agreement solely in Romanian is treated as an administrative violation. Employers that fail to provide the required translated version may be subject to monetary penalties.
• Mandatory Clauses Cannot Be Removed or Altered: Employers and employees may negotiate additional provisions and include supplementary contractual language where appropriate. However, parties may not remove, replace, or modify mandatory terms contained in the official template, or the contract risks being invalid by operation of law.
• Existing Contracts Remain Subject to Prior Rules: Employment agreements already in force when the Order entered into effect continue to be governed by the legal framework applicable at the time they were executed. Only contracts entered into on or after 11 June 2026 must comply with the newly approved templates.

What Employers Need to Know

• Immediate Review of Hiring Documentation Is Recommended: Employers hiring or transferring non-EU foreign nationals into Romania should confirm that onboarding and contract templates reflect the new mandatory format. Continuing to use legacy employment agreements for new hires could create enforceability and compliance concerns.
• Translation Processes May Need Updating: Organizations should establish procedures to ensure contracts are prepared both in Romanian and in a language understood by the employee before execution. Internal HR and legal teams may need additional review controls to avoid administrative penalties.
• Local Flexibility Is More Limited Than Before: While supplemental provisions remain permissible, employers should assume that core contract language contained in the official template cannot be customized. Contract negotiation practices may therefore require adjustment to fit within the permitted framework.
• Cross-Border Mobility Programs Should Be Reviewed: Companies with multinational hiring programs, regional assignment structures, or centralized employment documentation should update Romanian employment workflows to account for the mandatory template requirement.

Looking Ahead

• Authorities May Increase Enforcement Activity: Because non-compliant contracts carry the consequence of absolute nullity, employers may face increased scrutiny regarding employment documentation and onboarding practices. Early enforcement trends could shape how strictly procedural requirements are interpreted.
• Administrative Guidance May Continue to Develop: Additional clarification may emerge regarding implementation details, acceptable translations, and the treatment of supplemental contractual language. Employers should monitor for practical guidance from Romanian labor and immigration authorities.
• Standardization May Expand to Related Processes: The introduction of a mandatory template may signal broader efforts to formalize employment documentation for foreign workers and increase consistency across labor and immigration compliance procedures.
• Contract Governance Will Become More Important: Employers operating in Romania may need stronger coordination between HR, immigration, and employment counsel to ensure future contracts remain enforceable while still meeting operational business needs.

Romania’s adoption of a mandatory employment contract template for non-EU foreign nationals represents a significant compliance change that affects both immigration and employment administration. Employers engaging foreign workers should promptly review hiring procedures, translation practices, and template governance to ensure all contracts executed from 11 June 2026 onward satisfy the new legal requirements.

SPAIN:  Salary Thresholds for Highly Qualified Professionals and EU Blue Card Applications Raised

Spain has officially increased the minimum salary requirements for both the national Highly Qualified Professional residence authorization and the EU Blue Card framework. As of June 2026, the minimum gross annual salary for both routes is set at €41,356.36. At the same time, Spain has eliminated the previous 25% salary reduction applicable under the Highly Qualified Professional (national) route, leaving only a more limited 20% reduction under the EU Blue Card system. This updated reduction results in a lower threshold of €33,085.09, but only for narrowly defined qualifying categories. While most employers are unlikely to be directly affected due to existing salary levels, the change is important for eligibility assessment and mobility planning.

Key Points

• Higher Minimum Salary Now Mandatory for Both Routes: Spain has raised the minimum gross annual salary requirement for both the Highly Qualified Professional national permit and the EU Blue Card to €41,356.36. This threshold applies uniformly unless a specific reduction under EU Blue Card rules is available.
• Elimination of 25% Reduction for National Highly Qualified Route: The previous 25% salary reduction that applied under Spain’s national Highly Qualified Professional framework is no longer in force. Applicants under this category must now meet the full minimum salary threshold without this general discount.
• EU Blue Card Retains Limited 20% Reduction: A reduced salary threshold of €33,085.09 remains available under the EU Blue Card system, reflecting a 20% reduction from the standard minimum. However, this reduction applies only in specific, narrowly defined cases and is not broadly available.
• Hard-to-Fill Occupations May Qualify for Reduced Thresholds: One eligible category for the reduced EU Blue Card threshold includes positions classified as hard-to-fill occupations under Groups 1 and 2 of the CNO-2011 classification system, in accordance with June 2026 regulations. This exemption is considered unlikely to apply to most typical corporate hiring scenarios.
• Recent Graduates May Also Benefit from Reduction: The second category eligible for the reduced EU Blue Card salary threshold includes third-country nationals who obtained the required qualification within the three years prior to application. This exception is primarily intended for early-career professionals and recent graduates.

What Employers Need to Know

• Most Employers May See Limited Operational Impact: Many companies already offer salaries above Spain’s updated minimum thresholds, meaning the change may not materially affect standard hiring practices. However, compensation should still be verified early in the immigration process.
• Eligibility Assessments Should Be Updated Immediately: Employers should revise internal immigration screening tools and mobility assessments to reflect the new €41,356.36 baseline and the revised EU Blue Card reduction structure. Relying on outdated thresholds may lead to incorrect case evaluations.
• EU Blue Card Reduction Requires Careful Validation: The 20% reduced threshold cannot be assumed automatically and must be assessed against strict eligibility criteria. Employers should confirm whether the position and candidate clearly fall within the permitted categories before relying on the reduced salary level.
• Internal Materials and HR Guidance May Need Revision: Immigration presentations, offer letter templates, and mobility policies should be updated to reflect the new salary requirements. This helps ensure consistency across recruitment, HR, and legal teams.

Looking Ahead

• Further Adjustments to Salary Thresholds Remain Possible: Spain may continue to revise salary requirements over time in response to labor market conditions and EU-wide policy coordination. Employers should expect periodic updates.
• EU Blue Card May Become More Strategically Used: As reduced thresholds become more narrowly defined, employers may increasingly evaluate EU Blue Card eligibility earlier in the hiring process, particularly for early-career or shortage-role candidates.
• Compliance Review Will Become More Important in Case Planning: Salary will play an increasingly central role in determining eligibility, making early-stage compliance checks more important for avoiding delays or refusals.
• Greater Alignment With EU Immigration Policy Trends: Spain’s changes reflect broader EU efforts to standardize high-skilled migration thresholds while tightening eligibility for preferential reductions.

Spain’s updated salary thresholds for highly qualified professionals and EU Blue Card applicants represent a formal tightening of economic eligibility criteria while preserving limited flexibility for specific candidate categories. For employers, the practical impact is likely modest in most cases, but the changes reinforce the need for early-stage compensation verification and updated immigration planning processes.

The content of this article is intended only to provide a general guide to the subject matter. It should not be construed as legal advice. Please contact FGI at info@employmentimmigration.com or (+1) 248.643.4900 for guidance if you have specific questions.