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Publication date: January 14, 2026

Effective date: January 21, 2026

The U.S. Department of State has announced the temporary suspension of the issuance of immigrant visas for nationals of certain countries. The measure will enter into force on January 21, 2026, and will have a direct impact on international mobility processes to the United States involving permanent residence.

What does the measure involve?

The decision entails the temporary suspension of the issuance of immigrant visas for nationals of the countries included in the official list published by U.S. authorities.

Scope of the suspension

It is important to consider the following:

• The measure applies exclusively to immigrant visas.
• It does not affect non-immigrant visas such as E-1, E-2, TN, J-1, B1/B2, or other temporary visa categories.
• Immigrant visas already issued will not be revoked.
• Consular interviews may continue to take place; however, visas will not be issued while the suspension remains in effect.

Relevant exception

The suspension does not apply to individuals holding dual nationality who submit their application using a passport from a country not included in the official list of affected nationalities.

Affected nationalities

According to the official list published in English, the measure applies to nationals of the following countries:

Africa
Algeria, Cameroon, Cape Verde, Côte d’Ivoire, Egypt, Eritrea, Ethiopia, Gambia, Ghana, Guinea, Liberia, Libya, Morocco, Nigeria, Republic of the Congo, Democratic Republic of the Congo, Rwanda, Senegal, Sierra Leone, Somalia, Sudan, South Sudan, Tanzania, Togo, Tunisia, Uganda.

Americas
Antigua and Barbuda, Bahamas, Barbados, Belize, Brazil, Colombia, Cuba, Dominica, Grenada, Guatemala, Haiti, Jamaica, Nicaragua, Saint Kitts and Nevis, Saint Lucia, Saint Vincent and the Grenadines, Uruguay.

Asia / Middle East

Afghanistan, Armenia, Azerbaijan, Bangladesh, Bhutan, Myanmar (Burma), Cambodia, Fiji, Georgia, Iran, Iraq, Jordan, Kazakhstan, Kyrgyzstan, Kuwait, Laos, Lebanon, Mongolia, Nepal, Pakistan, Syria, Thailand, Uzbekistan, Yemen.

Europe
Albania, Belarus, Bosnia and Herzegovina, Kosovo, North Macedonia, Moldova, Montenegro, Russia.

Impact on international mobility planning

This measure may cause delays and uncertainty in U.S. permanent residence processes, particularly for companies and families in advanced stages of migration planning.

Although consular interviews may proceed, the suspension of visa issuance makes it essential to assess each case individually, review expected timelines, and consider alternative options, especially within corporate mobility structures and strategic international talent planning.

How can Feliu N&I support you?

At Feliu N&I, we have extensive experience in international mobility and work closely with our network of collaborators in the United States to provide comprehensive and up-to-date advice.

We can assist you in:

• Assessing the specific impact of the measure on ongoing processes.
• Evaluating viable immigration alternatives (non-immigrant visa options or other strategies).
• Adjusting relocation timelines and corporate planning.
• Designing preventive strategies to minimize risk and uncertainty.

Our objective is to support companies and professionals in making informed decisions, ensuring legal certainty and effective planning in an evolving regulatory environment.

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The Swedish Government has announced a reform of the requirements for obtaining Swedish citizenship, as part of a broader strategy to tighten its migration policy. This proposal introduces substantial changes that will affect thousands of foreign residents and, in particular, those planning international mobility to this Nordic country.

Increase in the Minimum Residence Period: From 5 to 8 Years

Until now, one of the main requirements for applying for Swedish citizenship was having resided continuously in the country for at least five years, with exceptions for Nordic citizens, spouses of Swedish nationals, and other specific cases, where the period could be reduced. The new proposal raises this general period to eight years, representing a significant tightening and a greater challenge for those wishing to fully integrate into Swedish society.

Conduct and Criminal Record Requirements: Greater Severity

Current legislation already requires applicants to have led a “respectable” life in Sweden, which includes, among other aspects, having no outstanding debts (for example, with the Swedish Tax Agency) and not having committed serious crimes. In the event of a criminal conviction, applicants must wait a certain period after serving their sentence before being able to apply for citizenship. At present, the maximum waiting period is 10 years for those sentenced to six or more years of imprisonment. The reform proposes extending this maximum period to 17 years, thus increasing the consequences of criminal records in the naturalization process.

In the words of Ludvig Aspling, migration policy spokesperson for the Sweden Democrats, the aim is to introduce “stricter requirements for a careful and honest lifestyle,” although the specific criteria that will give effect to this principle have not yet been detailed. It is expected that the criteria and procedures for assessing applicants’ conduct will be clarified in the coming months.

New Economic and Integration Requirements

The proposal also introduces additional requirements that have not previously been part of the Swedish citizenship process:

• Proof of financial means: Applicants will be required to demonstrate a monthly income of at least SEK 20,000 (approximately EUR 1,900) and that they have not relied on social assistance for more than six months during the three years prior to the application. This requirement seeks to ensure the economic self-sufficiency of new citizens and to avoid dependency on social services.
• Citizenship test: Applicants will be required to pass an examination assessing both their knowledge of Swedish society and culture and their proficiency in the Swedish language. Similar tests already exist in other European countries, such as Spain, and aim to ensure the effective integration of new citizens into the country’s social and civic life.

Retroactive Application and Entry into Force: A Key Aspect

One of the most controversial elements of the reform is its retroactive application. According to Minister Johan Forsell, the new requirements would apply not only to applications submitted from 6 June 2026 (the planned date of entry into force, coinciding with Sweden’s National Day), but also to all applications that, although submitted before that date, have not yet been decided at the time the new legislation enters into force.

This aspect is particularly relevant considering that, at present, 75% of residence applications resolved over the past 12 months have taken an average of 37 months (more than three years) to be processed. Therefore, many individuals who have already started the process may be affected by the new and stricter requirements, creating significant uncertainty and concern among applicants and their families.

Context: Comprehensive Reform of the Swedish Migration System

The tightening of citizenship requirements forms part of a broader reform of the Swedish migration system. In parallel, the Government has proposed a new law on the revocation of permanent residence permits, scheduled to enter into force on 1 January 2027.

Implications for International Mobility and Migration Planning

The introduction of these new requirements represents a paradigm shift for those wishing to settle in Sweden, particularly professionals and families planning international mobility. The increased demands in terms of length of residence, financial solvency, cultural integration, and absence of criminal records require more careful planning and close monitoring of administrative procedures.

In this context, specialized advice and anticipation of potential regulatory changes become key elements in ensuring the success of mobility and naturalization processes. The uncertainty generated by the retroactive application of the reform and the lengthy processing times make it essential to have up-to-date information and professional support at every stage of the process.

Our Commitment: Comprehensive and Up-to-Date Advice

At Feliu N&I, we are fully aware of the importance of these changes and their impact on individuals and organizations. For this reason, we work closely with experts and partners in Sweden, ready to provide tailored advice and support in all processes related to residence and citizenship, in line with the latest regulatory developments.

If you are considering starting an international mobility process to Sweden, or if you have already submitted a citizenship application and have questions about how these changes may affect you, we encourage you to contact our team. We will help you assess your situation, plan the best strategy, and successfully address the new challenges posed by the Swedish migration reform.

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The Council of Ministers has recently approved a set of measures introducing significant changes to the Social Security contribution system and the financing of the public pension system. These measures will enter into force progressively as from 1 January. The reforms aim to strengthen the financial sustainability of the system in a context marked by demographic ageing, increased life expectancy and the need to ensure intergenerational balance.

Among the main new features are the increase in the maximum contribution bases, as well as the rise in the solidarity contribution applied to salaries exceeding those bases. In addition, the Intergenerational Equity Mechanism (IEM) is applied, involving an additional contribution specifically intended to reinforce pension system revenues. Taken together, these measures imply a progressive increase in contribution burdens for both companies and certain workers.

From a business perspective, the new regulatory framework has a direct impact on labour cost structures, particularly in organisations with highly qualified workforces, high remuneration levels or complex compensation systems. The increase in social security contributions requires a review of budget planning, remuneration policies and, in some cases, supplementary social security or pension schemes, in order to maintain a balance between competitiveness, regulatory compliance and economic sustainability.

As regards workers, especially those with high contribution bases, these changes entail a greater contribution to the system, with immediate effects on net remuneration and long-term implications for the calculation of future benefits. In this respect, it is particularly important to understand how these measures are integrated into an individual’s contribution career and what their real impact is in terms of social protection and future entitlements.

At Feliu Negocis, we have a specialised labour department, ready to advise both companies and workers on adapting to these regulatory changes, analysing their impact and ensuring full compliance with Social Security obligations. Contact us and we will help you navigate all these changes.

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Order 1457/2025, published in the Official State Gazette on 23 December, regulates the collective management of recruitment at origin for the year 2026. It allows Spanish companies to hire foreign workers in their countries of origin to meet specific labour needs, especially in seasonal activities. Its aim is to adapt the system to the current social and economic reality, strengthen the protection of labour rights, provide legal certainty, and simplify administrative procedures. The regulation is fully integrated into the Immigration Regulation in force since May 2025, permanently incorporating criteria that were previously renewed on an annual basis.

The Ministry of Inclusion, Social Security and Migration will establish an annual forecast of recruitment, determining occupations and the number of positions, and including job-search visas aimed at descendants of Spaniards or specific sectors. Job offers are classified into stable migration and circular migration. Stable migration is intended for workers who will reside and work continuously in Spain, while circular migration allows work for up to nine months per year for a maximum of four years through permanent seasonal (fixed-discontinuous) contracts, which may be ordinary (a single employer), unified (several employers), or concatenated (workers move between different jobs and regions).

Job offers must specify details such as the type of contract, salary, place of work, duration, and other working conditions, and must also provide a translation of the conditions when the language of the country of origin is not Spanish.

Collective management may be requested by companies or business associations, especially in seasonal sectors such as agriculture. Applications may be submitted electronically.

The order strengthens guarantees for foreign workers, ensuring equal treatment with Spanish workers, clear information on their rights and obligations, employer responsibility for travel costs, compliance with health regulations, and, where applicable, adequate accommodation. In circular migration, there is an obligation to return to the country of origin at the end of the activity, and this return must be accredited within one month of completion, under consular supervision. The administration may verify compliance with requirements and conditions, and sanctions and exclusion from future projects are предусмотрed in cases of non-compliance.

The regulation aligns with the principles of the Global Compact for Safe, Orderly and Regular Migration, promoting international cooperation and regional programmes with support from the European Union.

In circular migration programmes, the conditions of entry are regulated, as well as the employer’s mandatory call-back of workers and the communication of such call-back to the competent authorities, the duration of the work activity (up to a maximum of nine months per year), the mandatory registration of workers with the Social Security system, the compulsory return to the country of origin at the end of the employment activity, and the administrative verification of compliance with requirements.

The regulation also covers exceptional extensions of seasonal activities (which may be extended in exceptional situations), the renewal of circular migration authorisations (which may be renewed for a further four years, provided certain requirements are met), the possibility of modifying these authorisations into ordinary residence and work permits under the General Regime, and the possibility of changing employer or geographical scope under certain conditions.

With regard to stable migration, a procedure is established for non-temporary activities, in accordance with Articles 73 and 74 of the Regulation of Organic Law 4/2000. Initial authorisations will have a duration of one year and will be renewable. Autonomous Communities with delegated powers in collective management may propose specific occupations in collaboration with trade union and business organisations, and for certain occupations included in the annex, proof of the national employment situation is waived, although Article 116.1 of the Regulation of Organic Law 4/2000 must still be complied with.

The order also regulates nominative job offers, that is, offers in which specific workers are selected for a particular job.

Nominative offers may be requested in the following cases: when they involve companies within the same corporate group; when they concern former temporary workers (workers who previously held an authorisation and have returned to their country); or when the offers are addressed to workers from countries without migration flow agreements with Spain.

These offers must be previously published with the Public Employment Service and may require additional documentation depending on the case. Applications are submitted electronically, subject to payment of fees and within the established deadlines.

To optimise management, unified or concatenated management is предусмотрed, especially through business groupings. In the case of concatenated management, a detailed plan is required including the participating companies and locations, dates and duration, description of activities, working conditions, accommodation and subsistence plans for workers, financing of travel between activities and return to the country of origin, and finally, the health and occupational welfare measures envisaged. Employers must bear the costs of travel and health insurance, with the possibility of an agreed cost-sharing arrangement.

Regarding visas, clear deadlines are established for applications (which must be submitted within one month of the authorisation being granted) and for visa issuance (approval within five working days, or up to fifteen in the case of a large number of applications). Grouped applications for collective recruitment are permitted, and registration with the Social Security system is mandatory for the validity of the authorisation.

Finally, monitoring and evaluation mechanisms are created through periodic reports. The Directorate-General for Migration Management will report quarterly to the Tripartite Labour Commission on applications and approvals. The Commission will analyse the implementation of the order on a quarterly basis, and periodic reports will be prepared every six months to assess management, as well as provincial migration flow commissions to oversee the correct application of the order and the protection of labour rights.

The order will enter into force on 1 January 2026 and will remain in force until 31 December 2026. It does not entail any increase in public expenditure.

In conclusion, this order represents a profound update and adaptation to Royal Decree 1155/2024 of 19 November (the new Regulation of Organic Law 4/2000), which entered into force on 20 May 2025, and it guarantees the protection of labour rights, provides legal certainty, and simplifies administrative procedures.

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Germany has announced an important update to the salary thresholds required for the EU Blue Card, the residence and work permit designed for highly qualified professionals from non-EU countries. These new thresholds will apply from 1 January 2026 and will affect both the standard EU Blue Card category and the reduced-threshold category for shortage occupations.

The EU Blue Card remains one of the most relevant tools for attracting highly skilled international talent, particularly in European labour markets facing structural shortages of qualified professionals. As one of the countries that issues the largest number of Blue Cards within the European Union, Germany periodically reviews and adjusts its salary requirements to ensure alignment with national labour conditions and with the country’s economic environment. This process seeks to maintain fair remuneration standards for incoming talent while supporting the needs of sectors with significant labour gaps.

According to the latest update, the minimum annual salary for the regular EU Blue Card will increase to EUR 50,700 as of 1 January 2026. This threshold applies to most highly qualified occupations that are not classified as shortage professions. In practical terms, any employer in Germany wishing to hire a non-EU professional under the standard EU Blue Card route must offer at least this salary level in order for the application to be eligible.

At the same time, Germany maintains a reduced threshold for certain shortage occupations, commonly referred to as the Small Blue Card category. This applies to fields experiencing particularly high demand for qualified professionals, including information technology, engineering, natural sciences, and healthcare. For these occupations, the updated minimum annual salary requirement from 1 January 2026 will be EUR 45,934.20. The reduced threshold exists precisely to facilitate the recruitment of international talent in areas where the domestic supply of workers is insufficient to meet the needs of the labour market.

This dual-threshold system allows Germany to strike a balance between maintaining competitive and fair salary standards for international professionals and addressing critical labour shortages in essential sectors. It also helps ensure that Germany continues to attract qualified workers while preserving alignment with national wage structures.

The implementation of these new thresholds has direct implications for companies currently employing EU Blue Card holders as well as for those planning to hire international talent in 2026. Employers must carefully review the remuneration packages they offer to ensure they meet the updated minimum salary requirements. Failure to comply may lead to delays in processing, requests to amend employment contracts, or potential rejection of the application by the authorities. For this reason, companies are strongly encouraged to assess their offers in advance of the new thresholds taking effect.

This regulatory update also presents an opportunity for organisations to review their internal procedures relating to international recruitment and mobility. Maintaining compliance with evolving immigration requirements is essential not only to avoid administrative complications but also to ensure competitiveness in attracting highly skilled talent. For sectors such as technology, engineering, and healthcare—where competition for talent is global—being prepared for regulatory changes is crucial.

At Feliu N&I, we have extensive experience in international mobility, corporate immigration, tax compliance, and advisory services for multinational companies. We support both organisations and professionals in adapting to the new German EU Blue Card requirements and in managing all phases of international hiring processes.

Whether your organisation needs to assess the impact of these updates, implement internal adjustments, or begin new international recruitment procedures in accordance with the 2026 requirements, Feliu N&I is ready to provide tailored, expert support.

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In recent years, remote work has profoundly transformed the way professionals approach their working lives. This structural shift has given rise to a global phenomenon: digital nomads, individuals who leverage new technologies to perform their jobs from anywhere in the world. Following the well-established success of destinations such as Bali or Thailand, Vietnam is now emerging as a solid, attractive, and sustainable alternative for those seeking a safe, affordable, and culturally enriching environment from which to work.

A more flexible legal and migration framework for expatriates

Until recently, obtaining visas was one of the main obstacles for those wishing to work remotely from Vietnam. However, the country has made significant progress in updating its immigration legislation. Today, there are several visa options tailored to different profiles, including short-stay 90-day visas, business visas, and temporary residence permits for expatriates.

These measures demonstrate the Vietnamese Government’s commitment to attracting international talent and promoting professional mobility, an essential step toward consolidating Vietnam as a leading destination in the region.

A high standard of living at a reduced cost

One of Vietnam’s most appealing features is its excellent value for money. Foreign professionals can live comfortably in major cities on an approximate monthly budget of between €800 and €1,200, including accommodation, transportation, food, and leisure.

Local cuisine is a core element of everyday life. Eating at street stalls or small traditional restaurants allows residents to enjoy fresh, authentic dishes for less than two euros. In addition, wellness services such as massages, spa treatments, and personal care are highly affordable, making it easier to maintain a healthy work–life balance and overall physical and mental well-being.

Culture, hospitality, and incomparable landscapes

Living in Vietnam means constant immersion in a rich and diverse culture. The blend of ancient traditions, urban modernity, and genuine hospitality creates a truly unique atmosphere. The vibrant flow of motorbike traffic, colorful local markets, and the ever-present smiles of the Vietnamese people are part of the country’s daily charm.

Vietnam also offers extraordinary geographical diversity: from the northern mountains (Sapa, Ha Giang) and the rice fields of Ninh Binh, to the central beaches (Hue, Da Nang, Hoi An) and the dynamic south (Ho Chi Minh City and the Mekong Delta). Opportunities for outdoor activities are virtually endless.

Ready to start your digital nomad experience in Vietnam?

At Expat Feliu, we specialize in comprehensive advisory services for international professionals and digital nomads. We support you at every stage of the process, from visa and residence permit management to international taxation, health coverage, and relocation services in your new destination.

If you are considering taking the step to settle in Vietnam, or any other country, our team of experts will guide you to do so safely, legally, and efficiently.

📩 Contact us and discover how we can help you live and work abroad with complete peace of mind.

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As of November 2025, the European Union has applied more restrictive criteria for granting multiple-entry Schengen visas to Russian citizens who reside in the Russian Federation and submit their applications from there. This is not a general ban, but it does represent a significant limitation affecting certain profiles and situations.

What has the European Commission decided and why is it relevant?

On 6 November 2025, the European Commission—the executive body of the European Union responsible for implementing EU legislation and common policies, currently chaired by Ursula von der Leyen—adopted a decision introducing stricter rules for the issuance of multiple-entry Schengen visas to Russian citizens.

This decision specifically affects Russian nationals who reside in the Russian Federation and apply for a visa from within the country.

What is a multiple-entry Schengen visa?

A multiple-entry Schengen visa allows the holder to enter and exit the Schengen Area several times during its period of validity, provided that the maximum stay of 90 days within any 180-day period is respected.

This type of visa is commonly issued to individuals who travel frequently for professional, family, or personal reasons.

Which types of visas are affected by this decision?

The measure applies to short-stay Schengen visas, both for tourism and business purposes, when requested as multiple-entry visas.

It is not a general suspension of visas nor a ban on entry into the Schengen Area, but rather a specific limitation on the granting of visas that allow multiple entries.

What is the reason for tightening these rules?

The European Commission considers that developments arising from the conflict between Russia and Ukraine have altered the security risk profile associated with certain visa applications submitted by Russian nationals.

For this reason, Member States are required to apply stricter criteria and a higher level of scrutiny in order to mitigate potential risks to the public and internal security of the European Union.

Who does this decision apply to exactly?

The decision applies exclusively to applications submitted by:

• Russian nationals
• Who reside in the Russian Federation
• Who apply at Schengen State consulates located in Russia
• Who request a short-stay Schengen visa

What if I am a Russian citizen but reside outside Russia and apply from another country?

In this case, the decision does not apply.

The new rules apply solely to applications submitted by Russian citizens residing in the Russian Federation and applying from within the country. Russian nationals who legally reside in another country and apply for a Schengen visa at a consulate outside Russia will continue to be subject to the general rules of the Schengen Visa Code, without prejudice to the individual assessment carried out by the consular authority in each case.

Which countries apply these new rules?

The new rules apply in the following States:

• Belgium, Bulgaria, Croatia, Czech Republic, Germany, Estonia, Greece, Spain, France, Italy, Cyprus, Latvia, Lithuania, Luxembourg, Hungary, Malta, the Netherlands, Austria, Poland, Portugal, Romania, Slovenia, Slovakia, Finland, and Sweden.

They also apply in Norway, Iceland, Switzerland, and Liechtenstein.

Does this mean that multiple-entry visas are no longer granted to Russian citizens?

No. The decision does not completely eliminate the possibility of obtaining a multiple-entry visa, but it limits their issuance to specific profiles considered to be lower risk.

In practice, this means that:

• Fewer multiple-entry visas will be granted
• Single-entry visas or visas with shorter validity periods will be prioritised
• Each application will be subject to more stringent scrutiny

Who is exempt from this restriction?

The decision establishes two main categories of exemptions.

1. Who qualifies as close family members?

Close family members of EU citizens or of Russian citizens legally residing in a Member State may be eligible for a multiple-entry Schengen visa. Close family members are considered to be:

• Spouses or registered partners
• Children under the age of 21, whether their own or those of the spouse or partner
• Parents

In these cases, the visa may be granted for up to one year, provided that the applicant has obtained and lawfully used three visas within the previous two years.

2. Which transport workers are included?

Transport workers applying for a visa in the course of their professional activity are also exempt, including:

• Seafarers
• Truck drivers
• Bus drivers
• Railway crew members

For this group, the visa may be granted for up to nine months, provided that the applicant has obtained and lawfully used two visas within the previous two years.

Can multiple-entry visas be granted in other cases?

Yes, on an exceptional basis. Member States retain the discretion to grant multiple-entry visas where the applicant can:

• Justify the need for frequent travel
• Demonstrate reliability and integrity
• Prove that they do not pose a risk to public or internal security

Each application will be assessed on a case-by-case basis.

What does it mean that the visa validity cannot exceed the passport’s validity?

If the applicant’s passport expires earlier, the multiple-entry visa must expire at the latest three months before the passport’s expiry date.

This means that even if all requirements are met, the validity of the visa will always be limited by the validity of the travel document.

Does this decision affect visas that have already been issued?

No. This decision applies only to new visa applications and does not affect multiple-entry visas that have already been issued and are currently valid, unless individual circumstances justify their withdrawal in accordance with the general rules.

Does this decision affect citizens of other countries residing in Russia?

No. The new rules do not apply to nationals of other visa-required countries who reside in the Russian Federation, provided that they do not also hold Russian nationality.

How can Feliu N&I help in this new scenario?

At Feliu N&I, we continuously monitor European regulations and their practical impact on the international mobility of professionals, companies, and families.

We assist our clients in analysing their specific situation, identifying potential exemptions, and preparing visa applications in compliance with current regulations, with the aim of reducing risks and providing legal certainty in an increasingly demanding regulatory environment.

You can read the European Commission’s decision here:
https://home-affairs.ec.europa.eu/document/download/409a8179-9885-49f8-ab40-9c1a07b1f581_en

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Saudi Migration Regulations

In light of the significant business opportunities offered by the Saudi market, many entrepreneurs have decided to strengthen their presence in the Kingdom by opening operational offices and increasingly deploying highly specialised foreign personnel to contribute to the implementation of the numerous industrial projects promoted by the Saudi government.

Although business opportunities are abundant, it is important to remember that Saudi migration regulations are particularly strict. Therefore, it is essential to have a precise understanding of the different types of visas required in order to travel to and operate regularly in the country.

First of all, it is important to highlight that Saudi Arabia issues different types of visas for transit or visits to the country, each with specific requirements. In all cases, visas must be applied for and obtained prior to entering Saudi territory, as it is not permitted to apply for a visa directly at the border or at airports.

The Business Visit Visa

On this occasion, we focus on the description of the Business Visit Visa required to carry out business visits, participate in conferences or training activities, without establishing a subordinate employment relationship with a Saudi company or acquiring resident status in the country.

Although this specific type of visa is mainly used for business or representative travel, it should be noted that holding this visa also allows highly qualified personnel to carry out specific technical interventions in Saudi Arabia.

Thanks to the numerous bilateral agreements that Spain maintains with many countries, Spanish citizens can often benefit from business visa exemptions when travelling abroad. However, in the case of Saudi Arabia, it is mandatory to apply for and obtain a Business Visit Visa in advance, in order to avoid penalties for both the traveller and the Saudi entity where the professional activity will be carried out.

Requirements and Documentation for Applying for the Business Visit Visa

The documents required to submit a Business Visit Visa application are various and must be provided by:

• the employee
• the Saudi company
• the Spanish company

The employee must attach to the application their employment contract with the Spanish company, their passport, and proof of private medical insurance contracted to cover healthcare during the period of stay in Saudi Arabia.

The Saudi company must provide the employee with an invitation letter certifying the relationship between the applicant and the company and explaining the purpose of the visit. It is advisable for the invitation letter to explicitly refer to the applicant’s specific competencies in order to justify the need for the applicant’s travel to Saudi Arabia. In addition, the Saudi company must provide the applicant with the company’s commercial registration contract.

The Spanish company must provide the visa applicant with a letter on company letterhead detailing the company’s information, contact details, and formally requesting the employee’s travel based on their position and competencies. We recommend explicitly stating the reason for the need to travel to Saudi Arabia. If the travel arises from a contractual obligation between the Spanish and Saudi companies, the relevant contract must be submitted. It is essential that the Spanish company declares that it will assume responsibility for the expenses related to the employee’s travel and stay in the country.

Duration of the Business Visit Visa

The duration of the Business Visit Visa varies depending on the type requested:

• Single-entry Business Visit Visa: valid for 30 days
• Multiple-entry Business Visit Visa: valid for 90 days

If it becomes necessary to extend the stay in Saudi Arabia, it is possible to apply for an extension for the same duration as the initial stay. The extension may only be granted once.

Procedure, Processing Time and Fees

The application must be submitted at the Embassy of Saudi Arabia in Spain, together with all the required documentation.

The approximate processing time to receive a response is 3 days.

The fee for processing this visa is EUR 90. In addition, private medical insurance must be contracted as indicated above.

Labour Aspects to Consider for the Assignment

Please note that there is no Bilateral Social Security Agreement between Saudi Arabia and Spain. Consequently, to ensure comprehensive protection for the posted worker, it is essential to comply with the provisions of Order ISM 835/2023, which regulates the scope and conditions of assignments to countries with which Spain does not have a social security agreement.

Our Support

At Feliu N&I, we closely monitor legislative developments affecting the international mobility of professionals, both in Spain and in the rest of the European Union and worldwide. Our commitment is to ensure that our clients are always well informed and able to make strategic decisions based on up-to-date knowledge of the applicable regulations.

We provide our clients with a specialised, multidisciplinary team with extensive experience in managing international assignments, visas and work permits, offering support at every stage of the process to ensure tailored and efficient solutions. At Feliu N&I, our priority is to facilitate professional mobility in a safe manner and in full compliance with the law, contributing to our clients’ success in a global and dynamic environment.

Contact us for more information on Saudi migration regulations and for assistance in preparing the necessary documentation to ensure a safe journey in compliance with current legislation.

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On October 16, the Portuguese Republic enacted the new Portuguese Immigration Law (Aliens Act), introducing significant changes to the regulations governing international immigration. The reform has raised numerous questions and concerns among sector professionals and interested citizens.

We will analyze the main modifications introduced by the new law, focusing on the most relevant issues and their implications for workers, companies, and non-EU citizens. To clarify the legislative developments, we will examine the most critical aspects and opportunities arising from this reform, in order to better understand how these changes will affect immigration policies and the economic and social context in Portugal.

Expiration of residence permits

According to recent statements from representatives of AIMA (Agency for Integration, Migration and Asylum), the right of residence remains valid for six months after the expiration of the residence document. For those who have not yet submitted their renewal application, an irregular migration situation will only be considered in the following cases:

• For permits expiring up to 30/06/2025, it will be possible to reside legally until April 15, 2026.
• For permits expiring after 30/06/2025, it will be possible to reside legally for another six months from the permit’s expiration date.

The six-month period is deemed sufficient to complete the renewal process at AIMA. However, given the high volume of applications and possible organizational challenges within the Agency, citizens who have not yet scheduled an appointment for their residence permit renewal are strongly advised to do so as soon as possible to avoid inconveniences, irregular status, or even rejection of the application.

The new visa for highly qualified job seekers: what has changed?

The recent reform of immigration legislation has caused concern among non-EU citizens who were planning to apply for the job-seeking visa in Portugal. This type of authorization was introduced by the government to meet the growing demand for labor, particularly in the hospitality and construction sectors. However, the October amendments have led to the suspension of consular appointments for job-seeking visas, as this permit, previously widely used, has been replaced by the new “highly qualified job seeker visa.”

The Portuguese government has chosen to focus on an economy centered around highly qualified professionals, although it remains unclear which professions will be included in this new category. The publication of a joint ministerial order defining the eligible professions is still pending.

For highly qualified workers choosing Portugal as their destination for job seeking, there will be several benefits. AIMA has announced the creation of a specific department dedicated to the management and processing of these applications. We await further ministerial instructions to fully understand the scope and applicability of these new measures.

More restrictive rules on family reunification

The regulations governing family reunification in Portugal have become more restrictive. Foreign residents will no longer be able to immediately reunite with family members residing abroad; they must now complete a period of two years of continuous legal residence in Portugal before submitting a family reunification application.

However, there are some exceptions to the new regulation:

• Families with minor or dependent children;
• Reunification applications submitted by holders of residence permits for investment, highly qualified professionals, or EU Blue Card holders;
• De facto partners who have lived together abroad for at least 18 months may apply for family reunification after 15 months of legal residence in Portugal.

Nationality

We conclude by referring to the recent reform of the Nationality Law, which introduces new requirements and, in particular, new limitations for obtaining Portuguese citizenship.

For citizenship by residence, the new regulation increases the required period of residence from five to ten years. An exception applies to citizens from Portuguese-speaking countries, for whom the requirement is set at seven years.

In the case of children born in Portugal to foreign residents, the parents must have resided legally in the country for at least three years for the child to obtain Portuguese nationality.

Our support

At Feliu N&I, we continuously monitor legislative developments affecting the international mobility of professionals, both in Spain and across the European Union and the world. Our commitment is to ensure that our clients are always informed and able to make strategic decisions based on up-to-date knowledge of current regulations.

We offer our clients a specialized, multidisciplinary team with extensive experience in managing international assignments, visas, and work permits, providing support at every stage of the process to ensure personalized and efficient solutions. At Feliu N&I, our priority is to facilitate professional mobility safely and in full compliance with the law, contributing to our clients’ success in a dynamic global environment.

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China has reaffirmed its commitment to global connectivity by extending its unilateral visa-free entry policy through 31 December 2026. This move provides greater certainty and eases short-term access, underscoring a continued strategy to foster international business and exchange.

First launched on 1 December 2023 for nationals of France, Germany, Italy, the Netherlands, Spain, and Malaysia, the policy has been progressively expanded. It now covers citizens from over 40 countries for visa-free stays of up to 30 days for business, tourism, family visits, or transit. Notably, the list will further expand to include Sweden, effective 10 November 2025.

Our Perspective: Facilitating Connections, Reducing Friction

This extension sends a clear message: China is streamlining entry to strengthen international ties. For businesses, it significantly reduces the administrative overhead for exploratory visits, client meetings, and on-site project oversight, allowing for more agile engagement with the Chinese market.

What This Means for Businesses and Travelers

• Business Travelerscan now plan short-term trips for meetings, negotiations, and factory inspections without the lead time and paperwork required for a business (M) visa.
• Tourism and Hospitalitysectors stand to benefit from a sustained boost in inbound travel from key international markets.
• Companies with existing China operationswill enjoy greater flexibility in dispatching staff for short-term training, market research, or supervisory missions.

Travelers must still comply with all entry conditions, including holding a valid passport and being prepared to present details of their itinerary and accommodation. Overstaying the 30-day limit is strictly prohibited.

How Feliu N&I Can Support You

At Feliu N&I, we help you translate policy updates into strategic advantage. This extension may be an ideal opportunity to reassess your mobility plans for China. Our specialists provide comprehensive support, including:

• Strategic Travel and Assignment Planning:Designing compliant and efficient short-term assignment and business travel frameworks for your teams.
• Visa and Entry Pathway Guidance:Securing the appropriate visa type when the visa-free policy does not apply, such as for longer-term postings.
• Local Liaison and Compliance:Coordinating with local authorities and consulates to facilitate smooth entry and operations.
• Market Entry Support:Providing end-to-end guidance for companies establishing a commercial presence or representative office in China.

If your organization is actively engaging with the Chinese market, our team is here to offer tailored legal and practical advice to ensure your cross-border movements are both seamless and fully compliant.

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