International mobility continues to evolve rapidly. In 2026, several major destinations are adjusting their immigration policies to better target skilled candidates, whilst tightening the requirements imposed on employers.
For HR and Global Mobility teams, these changes have a very practical implication: the feasibility of an expatriation assignment must now be assessed against these new criteria.
Executive Relocations provides an overview of three destinations to watch: Australia, Singapore and the United Kingdom.
Australia: Pay thresholds raised with effect from 1 July
Australia remains a particularly attractive destination for international talent, but please note that sponsorship conditions are changing. Since 1 July 2026, the main salary thresholds applicable to skilled visas have been increased by 3.8%
The Core Skills Income Threshold has therefore risen from AUD 76,515 to AUD 79,423, whilst the Specialist Skills Income Threshold has risen from AUD 141,210 to AUD 146,576.
These new thresholds apply in particular to new nominations under the Skills in Demand visa (subclass 482) and to certain applications under the Employer Nomination Scheme (subclass 186). Nominations submitted before 1 July are not affected by this increase.
A salary that was sufficient to sponsor an employee in the past may no longer meet the criteria for a new application today. Beyond the visa itself, this can have an impact on the mobility package, the assignment budget and, in some cases, even the feasibility of the project.
Our advice: Check eligibility for immigration and the salary level before finalising the expatriate package.
Singapore: The Employment Pass is becoming even more selective
Singapore is continuing its strategy of attracting high-value international talent while ensuring that foreign professionals complement and strengthen the local workforce.
Under the Employment Pass (EP) framework, applicants must meet the applicable minimum qualifying salary and, unless exempted, pass the COMPASS points-based assessment.
COMPASS evaluates factors including salary, qualifications, workforce diversity and the employer’s contribution to local employment.
And a new phase is already upon us. For new EP applications submitted from 1 January 2027, the minimum qualifying salary will increase from S$5,600 to S$6,000 per month for most sectors. For renewals, this minimum will apply from 2028.
For the Financial Services sector, the minimum qualifying salary will increase from S$6,200 to S$6,600 per month. The qualifying salary also increases progressively with the candidate’s age, reflecting prevailing salary levels in Singapore’s local PMET workforce.
The salary benchmarks used under COMPASS are also reviewed and updated periodically to reflect prevailing local labour-market conditions.
For an assignment to Singapore scheduled for 2027, the date on which the application is submitted may now have a direct impact on the employee’s eligibility.
Our advice: Take the new criteria into account at a very early stage for any assignment to Singapore, even those scheduled for 2027.
United Kingdom: The rules continue to evolve
The United Kingdom remains one of the most attractive countries for international mobility, but its regulatory environment continues to change.
On July 9, 2026, the Home Office published a new set of amendments to the Immigration Rules, several provisions of which took effect between July 30 and August 3, 2026. These amendments primarily concern the Skilled Worker and Global Business Mobility routes.
At the same time, salary levels remain a key factor in eligibility. Official guidance specifies a general reference threshold of 41,700 GBP for the Skilled Worker route under the methodological framework adopted for RQF6+ eligible occupations. However, specific thresholds continue to depend on the occupation and the applicant’s circumstances.
The type of visa, job level, qualification level, salary, and the timeline for issuing the Certificate of Sponsorship may all affect the assessment.
Our advice: Review each new assignment on a case-by-case basis, even if an employee has been sent to the United Kingdom in the past.
Do you need an eligibility assessment or a bespoke country-specific monitoring service? Please feel free to contact us.