Global Immigration Trends and Highlights

Trends and highlights from January to March 2026

Executive summary

This document provides a snapshot of corporate immigration developments worldwide. It is designed to support conversations regarding policies that have been proposed or implemented in key jurisdictions in the Americas, Asia-Pacific and EMEIA (Europe, Middle East, India, Africa) regions.

Policy changes across the globe are being proposed and implemented daily. This document is updated on a quarterly basis. Not all jurisdictions are reflected in this document. The contents of the articles linked herein are true and accurate as of their publication dates and have not been updated from the time of publication.

This document is provided for informational purposes only and does not constitute legal advice or guarantee the outcome of any application, including applications for admission to foreign destinations. EY member firms do not practice law where not permitted by local law or regulation. Ernst & Young LLP (US) does not practice law or offer legal advice.

For the latest immigration updates, see here. For further guidance or information regarding immigration policies and/or requirements in specific jurisdictions, contact the EY professional with whom you work.

At a glance

The first quarter of 2026 reflects a more controlled and security-focused global mobility environment, shaped by geopolitical uncertainty and ongoing tensions in the Middle East. Governments are reassessing how cross-border movement aligns with national security, labor protection and economic resilience, creating a more complex landscape for workforce planning. Heightened oversight in major destination countries underscores the growing importance of compliance readiness, realistic timelines and early mobility decision-making.

At the same time, immigration policy is increasingly being used as a workforce strategy tool. While some jurisdictions are tightening employer obligations and raising eligibility thresholds, others are selectively facilitating entry for highly skilled professionals, senior leaders and short-term business travelers. This more differentiated approach favors roles aligned with national priorities and requires employers to be more deliberate in how they structure assignments, map roles to eligibility criteria and access global talent.

Geopolitical pressures are also accelerating localization measures, reciprocity-based travel restrictions and digitalized monitoring systems, adding volatility to cross-border mobility. These developments not only heighten operational risk but also create opportunities for organizations that embed immigration considerations into broader workforce planning. Employers that anticipate disruption, build flexibility into mobility models and align talent strategy with evolving policy priorities will be better positioned to navigate uncertainty and sustain access to critical skills.

For more insights and analysis, read the latest edition of the Global Immigration Index: Remote Work and Digital Nomads for information about jurisdictions offering visas and permits for remote workers; check out the March 2026 Geostrategic Analysis for updates on global trade shifts, labor market dynamics and AI governance trends; and explore the EY-Parthenon 2026 Geostrategic Outlook to learn about the top 10 geopolitical developments in 2026.