Austria Non-EU citizens need residence and work permits in order to be entitled to work and reside in Austria. The immigration system is very complex and restrictive. A number of requirements have to be met (eg university degree, age limits, high income, language skills (German or English), under circumstances macro-economic benefit for Austria (in case of self-employment, etc).

The most important combined residence and work permit, the Red-White-Red Card (Rot-Weiß-Rot-Karte) is granted for a duration of two years and can be prolonged. The conclusion of an integration agreement is precondition for the prolongation. Further, also the EU-Blue Card, which is also granted for a duration of 2 years, is a good (and in some aspects simpler) option, but the general requirements are somewhat higher (in particular only for top earners 2022: EUR 66.593,- gross annual salary plus special payments in the form of 13/14 salary and at least 3 years of university studies relevant to the job.

Besides, there are several other residence/work permits for a temporary stay in Austria (the respective appropriate permit needs to be assessed in every individual case).

After five years of continuous legal residence an application for a permanent residency is possible.

Brazil To obtain a National Migratory Registration Card (CRNM) - a document that authorizes the legal stay of the immigrant in Brazil -, it is necessary to request a Residence Permit. For this, the interested party must apply to the Brazilian consulate in his country of origin (if he is abroad) or go to the Ministry of Labor / Federal Police (if he is in national territory). If the foreigner does not request this document within 90 days of arriving in the country, he will be considered an illegal immigrant and can be deported.

The Residence Permit can be granted in the following cases

I - in case the residence has the following purposes: a) research, teaching or academic extension; b) health treatment; c) humanitarian reception; d) study; e) work; f) working vacation; g) practice of voluntary religious activity or service; h) performance of investment or activity with economic, social, scientific, technological or cultural relevance; i) family reunion;

II - in case the person a) is a beneficiary of a residence and free circulation treaty; b) has a job offer; c) has already held Brazilian nationality and does not wish to or does not meet the requirements to reacquire it; d) is a beneficiary of refuge, asylum or protection to the stateless person; f) is a minor who is a national of another country or a stateless minor, unaccompanied or abandoned, who is at the Brazilian borders or in national territory; g) has been a victim of trafficking in persons, slave labor or violation of rights aggravated by his/her migratory condition; h) is on provisional release or serving a sentence in Brazil.

China Strict requirements apply under a revised regime set up in 2013. Foreign employees working in China are classified into different levels to encourage the immigration of talents. Foreigners can also apply for permanent residency (a Chinese 'green card') under strict preconditions.

For entry, different visas will apply. E.g. M-visa for business trips or certain short-term work (less than 90 days), Z-visa for work, S-visa for relatives of foreigners working in China to stay (no work), R-visa for foreign talents/ specialists.

Czech Republic Non-domestic individuals from third countries (ie non-EU countries, EEA and Switzerland) may be employed only if they hold a relevant work permit from the Labour Office and a residence permit for employment purposes, or if they hold a special card (an Intra-Company Employee Transfer Card,
an Employee Card, or a Blue Card), which includes both permits.

An Employee Card is usually issued for the duration of the employment relationship for a maximum period of two years. The validity of the Employee Card may be prolonged repeatedly, each time for a maximum of two years. A university degree or a higher education is not required. It is necessary to submit an employment contract (or an agreement on future contract) and, eventually, documents proving the professional competence for the relevant position.

Notwithstanding the scope of work, the foreigner's monthly remuneration must not be less than the monthly minimum wage (CZK 17,300 in 2023), with weekly working hours of at least 15 hours. It can be applied for either abroad at a Czech Embassy or in the Czech Republic at the Ministry of Interior (in case the applicant has a residency permit in the Czech Republic).

A Blue Card can be issued to individuals from third countries who are highly qualified and looking for positions requiring a high qualification, which is considered to be a university degree, or a completed higher education provided the study lasted at least three years. The application for the Blue Card can be administered by a Czech Embassy or the Ministry of Interior (in case the applicant has a residency permit in the Czech Republic).

A Blue Card is valid 3 months longer than the duration of the employment contract, but for a maximum of 3 years. The employment contract must last for at least one year with the statutory working hours and the agreed gross minimum monthly or annual wage for must correspond to at least 1.5 times the average gross annual wage in the Czech Republic.

An Intra-Company Employee Transfer Card is a type of authorisation for long-term residence in the Territory of the Czech Republic where the purpose of residence (longer than 3 months) of the foreign national is to perform work in the position of manager, specialist or employed intern to which the foreign national has been transferred.
The Intra-Company Employee Transfer Card is issued for the duration of transfer to the territory of EU member states, but only to a maximum of 3 years for a manager and specialist and for 1 year for an employed intern.
The card may be extended repeatedly to cover the duration of transfer to the territory of member states of the European Union, to a maximum stated above (3 years for a manager and specialist and for 1 year for an employed intern).

England & Wales As a result of Brexit, the same immigration rules apply to non-European and European citizens coming to the UK to live, work or study. The only exception is for Irish citizens who are exempt from any immigration restrictions due to longstanding Common Travel Area arrangements. Irish citizens can live and work in the UK without needing any visa or immigration permission.

France A near complete overhaul of French immigration rules entered into effect on November 2, 2016, providing for a broad range of exemptions from work authorisation formalities for nationals of non-EU Member States according to the person’s function within the business (nationals of EU Member States continue to be exempt from all visa and work authorisation requirements).

Germany Non-EU citizens need a national visa before they enter into and start working in Germany. The application must be submitted to the German embassy / consulate in their home country. Citizens from a number of countries ("privileged countries") may enter Germany visa-free for leisure or business travel and only require a visa, if it is intended to work within Germany. This applies in particular to citizens of Australia, Israel, Japan, Canada, South Korea, New Zealand, the United Kingdom and the United States of America. Citizens of these countries may even travel to Germany and apply for a residence permit while being in Germany.

There are various legal options for visa and residence and work permits depending on the applicant's qualification, type of work, type of contract (local contract of employment with a German entity or secondment to Germany) and level of remuneration. The following are the most common permits:

- Skilled Workers: Since March 2020 "Skilled Workers" can apply for a residence and work permit, if they have a job offer for any type of qualified occupation (which does not necessarily have to be based on their university degree or completed vocational training as long as the occupation can generally be considered as “qualified”). Skilled workers are employees who hold a university degree which is recognized by German authorities or comparable to a German university degree or who have completed a vocational training with a duration of at least two years which is considered equivalent to vocational training completed in Germany. Qualified occupations are positions that would normally require a skilled worker. IT-specialists with at least three years of work experience do not require a completed vocational training.

- EU Blue Card: The EU Blue Card is a special type of skilled worker permit and can be applied for in all Member States of the EU apart from Denmark and Ireland. An EU Blue Card issued for one Member State of the EU, for example for Germany, only permits an employment in Germany and not in other European countries. However, there may be exceptions with regard to short-term mobility, i.e. if only short-term employment for a maximum of 90 days is required in the other EU country. However, the precise conditions would have to be checked in advance in each individual case. If long-term employment in another EU country is planned on the basis of an EU Blue Card for Germany, a work permit for the other EU country may be applied for under eased conditions (so-called long-term mobility). The applicants for an EU Blue Card for Germany must generally provide proof of a university degree (exceptions to this rule may apply in individual cases for IT specialists). If the university degree was not obtained in Germany, it has to be either recognized in Germany or comparable to a German university degree. The applicants must also present an employment contract or a binding job offer for a qualified employment in Germany. The employment contract or job offer must reach a certain level of income (whereas in the case of so-called shortage occupations or for graduates just starting their first job, significantly lower salary thresholds apply).

- ICT-Card: The ICT-Card (Intra-Corporate-Transferee Card) is open for employees of a company based outside of the EU for a secondment to Germany as a manager, specialist or trainee.

Hong Kong In general, unless a person has the right of abode or right to land in Hong Kong, he/she requires a visa/ entry permit to work, study, establish or join in any business, take up residence or to stay in Hong Kong as a visitor longer than the allowed visa free period.

Hungary As a member of the EU, Hungary provides special conditions for citizens coming from countries of the EU. The freedom to move to another EU country or to work without a work permit is a right for EU nationals.

Non-EU citizens need a national visa before they enter into and/or start working in Hungary (which shall be submitted to the Hungarian embassy in their home country). If non-EU citizens are entitled to enter Hungary without national visa, they can submit their application directly at the Hungarian National Directorate-General for Aliens Policing in Hungary. The exact requirements depend on whether the country of origin of the given citizen has a relevant agreement with Hungary or the EU.

A residence permit for the purpose of employment may be issued to third-country nationals:

- whose purpose of residence is to perform work for or under the direction and/or supervision of others, for remuneration, under contract for employment relationship

- who perform work as the owner or executive officer of a for-profit business association, co-operative society or some other legal entity, in addition to the work actually performed in that capacity.

The Department of Citizenship and Native registry of the Government Office of the Capital City Budapest is responsible for citizenship matters.

The application for a residence permit shall be submitted with the form “Application for Residence Permit” and Appendix 9 or 7 (depending on whether the third country national will work as an “ordinary” employee or as an owner or an executive officer) completed and printed.

There is an administrative fee charged for the procedure, generally EUR 110, but it can vary based on the type of submission.

Ireland Information unavailable or not applicable

Italy As a member of EU, EU/EEA/EFTA citizens can live and work in Italy without any work permit.

For EU citizens who are willing to stay in Italy for more than 90 days is required the registration with local Town-hall.

For Non-EU citizens, the regulation varies depending on (i) the length and (ii) the nature of the activity.

Netherlands During the first phase of setting up a company, one can travel to the Netherlands for business meetings. Depending on the nationality, without a visa or based on a business visa, for a maximum of 90 days in every consecutive period of 180 days.

After that, Non-EU/EEA nationals require permission to work in the Netherlands. There are three main options, the Highly Skilled Migrant permit (recognition as a sponsor required), the Intra Corporate Transfer (ICT) or the European Bleu Card (EBC). For the HSM and ICT route the applicable wage criterion, in 2023, is EUR 3,672 (<30 years old) / EUR 5,008 (30 years or older). There is a reduced salary criterion of EUR 2,631 directly after an orientation year for highly educated persons. For the EBC route, the applicable wage criterion in the second half year of 2022 is EUR 5,867 irrespective of age.

Poland Non-EEA-nationals need a work and residence permit/visa in order to reside and work in Poland. If the job position as described in the permit changes the employer is required to reapply for permission. Same applies to the change of employer company.

It is also possible to employ citizens of Armenia, Belarus, Georgia, Moldova, Russia and Ukraine on the basis of a statement on the intention to entrust work to a foreigner (which enables initial employment without a work permit for up to 6 months within the next 12 months).

Certain facilitations are provided for IT workers within the Poland Business Harbour Programme in terms of immigration formalities. It includes three paths of participation: for companies, for startups and for individuals. One of the elements of the package is also support in the form of connecting entrepreneurs with investors and grants for R&D activity. It is applicable for citizens of Belarus, Georgia, Russia, Ukraine, Moldova and Armenia.

After five years of continuous legal residence, application for a permanent residency is possible.

Portugal Portuguese Law has different types of visas: short term, seasonal, temporary and for residence purposes. Regarding the residence visa, it is required an effective residence in Portugal (6 consecutive or 8 interpolated months) to maintain a Residence Permit during the validity of the visa. The only exception is the residency permit for investment activity.

Singapore All foreigners who intend to work in Singapore must have a valid pass (commonly known as a work visa) before they start work.

EntrePass: for foreign entrepreneurs wanting to start and operate a new business in Singapore and is subject to strict requirements.

The EntrePass for first time applicants is valid for up to one year. It is renewable for up to two years.

Employment Pass (EP): for foreign professionals who have a job offer to work in a managerial, executive or specialised job in Singapore subject to qualification requirements. The EP for first time applicants is valid up to two years. It is renewable for up to three years.

Personalised Employment Pass (PEP): for high-earning existing Employment Pass holders or overseas foreign professionals. The PEP offers greater flexibility than an Employment Pass.

Overseas Network & Expertise Pass: for top talent in business, arts and culture, sports, science and technology, and academia and research

S Pass: for foreign mid-skilled technical staff to work in Singapore subject to certain requirements. The number of S Pass holders a company can employ is capped at a sub-quota, or dependency ceiling, of 10% of the company's total workforce for the services sector and 18% for all other sectors. The S Pass is valid for up to two years and is renewable.

Slovakia Non-EU citizens coming to Slovakia for work or business shall in most cases request a residence permit. The application has to mention a specific purpose for which the applicant comes to Slovakia (eg work, business). A separate work permit shall be requested only in certain circumstances. The residence permit for employment purposes can be issued for a maximum period of five years, whereas the residence permit for business purposes is limited to a maximum period of three years. Both types of residence permits could be renewed; in this regard, the same maximum periods apply (ie three and five years respectively).

Spain In Spain there is a set of immigration regulations that can be divided into five large blocks, in which we find all the cases of international mobility of workers or the hiring of foreigners:
1. General foreigners' regime: This is the general regulation applicable to non-EU citizens, including British citizens since Brexit, which establishes the requirements for their hiring or for their regularisation when their administrative situation in Spain is not legal.
2. Law 14/2013 on support for entrepreneurs and investors: This is a specific law that shortens administrative deadlines and seeks to streamline and facilitate certain procedures that serve to attract talent by hiring highly qualified workers, facilitate the mobility of workers in groups of companies, attract investment with Golden Visas, or attract entrepreneurship.
3. Professionals in the audiovisual sector: A specific regulation has been issued for this sector that simplifies the procedure so that they can move and work in Spain.
4. Community regime: This is applied to European Union citizens when they decide to become residents in Spain. Although EU citizens have the right to move and reside in any part of the Union, they must register in Spain in order to receive a NIE number.
5. Nationality: After a certain period of legal residence in Spain, foreign citizens can apply for Spanish nationality, in some cases having to renounce their nationality of origin if there is no dual nationality agreement.

United Arab Emirates Employees who are not UAE nationals need to be sponsored by their employer for the purpose of obtaining a UAE residency visa and work permit. GCC nationals do not require a visa, but a work permit still needs to be obtained by the employer.

The process includes security screening and health checks. The visa is typically issued for a 2 year period and renewal applications are subject to the approval of the local authorities and the criteria is updated from time to time.

Austria In general six to eight weeks.

Six months decision period for authority.

Brazil For each type of profile a certain time is allocated for this procedure, due to the complexity of each situation. However, the Federal Police gives a time frame of 130 to 180 calendar days to grant the authorization.

China A lead time of 2-3 months (better 4-6 months) is recommended.

Working in China without valid immigration titles can lead to serious sanctions, including police detention and being expelled from China.

Czech Republic For an Employee Card the future employer must notify a regional branch of the Labour Office that they have created a specific vacancy which they intend to fill with a foreign national. After 30 days of the position being registered with the Central Register of Vacancies and not having been filled with an employee from the EU/EEA and Switzerland, the employer will be allowed to employ a foreign national. The employer should conclude a Future Employment Agreement, through which he commits himself to concluding an Employment Agreement. The statutory deadline for processing the application is 60 days from the date of filing the application, in especially complicated cases 90 days.
The time limit to process the application for the Blue Card as well as the Intra-Company Employee Transfer Card is 90 days since the date of the submission of the application.

Deadlines for processing an application will be suspended or extended in cases stipulated by law, for instance if the applicant is requested to eliminate flaws in the application or if proceedings are suspended by ruling.

England & Wales UK Expansion Worker (UKEW) visas: for international businesses that are not yet trading in the UK. Allows up to five senior employees of the HQ business to apply for UKEW visas once a UKEW sponsor licence is granted. Minimum of four to six months, including sponsor licence processing time, but often longer due to preparatory steps required.

Sponsor licence application by trading UK entity and subsequent Skilled Worker or Global Business Mobility (GBM) visas for intra-company transfers applications: up to six months [total] from first UK hire/UK Expansion Worker arrival, depending on variables, including bank account timing.

France Whereas prior to the change in regulations, applications were filed with the Labour Ministry in France (standard processing time six -eight weeks), the processing time under the new consular procedure is in practice considerably shorter for intra-group transfers and certain types of local work authorisations (notably for the European Blue Card).

However, several types of applications require that either a social security certificate of coverage (not just proof of application) or an undertaking to register with French social security be included in the application file. Obtaining such a certificate can take months, advance planning is advised.

Germany Visa with mandatory consent of the German Federal Employment Agency: up to three months (sometimes longer); Visa without consent of the German Federal Employment Agency: up to two months.

Hong Kong Normally takes four weeks to process a visa/entry permit application for investment upon receipt of all the required documents.

Hungary The administrative time limit in proceedings opened for determining an application is 21 days.

In single procedures the competent authority shall adopt a decision on applications for residence permit within 70 days from the date of submission.

If the third-country national is employed by a preferred employer, the competent authority shall adopt a decision on the merits within 60 days from the date of submission of the application.

In case of a refusal, the decision may be appealed within 8 days.

Ireland AWS permissions typically have a processing period of 4 weeks.

Employment permit applications have two distinct processing queues, which fluctuate depending on the time of year and the volume of applications received by the DETE. For standard employers, the processing period typically ranges from between 12-16 weeks. Employers who are frequent users of the employment permits system may obtain Trusted Partner Initiative status with the DETE, which, where granted, would allow their applications to avail of faster processing periods. Applications filed under the Trusted Partner Initiative are typically processed in 4-8 weeks.

Visa required nationals must apply for an entry visa before entering Ireland. The processing times for an entry visa may vary depending on the individual embassy where the individual applies, but in general entry visas will be processed within 8 weeks.

Italy As regards the length, there are two types of stay:

Short-term stay (i.e., up to 90 days in any 180-day period in Schengen): in this case, citizens of visa waiver countries (e.g., USA, Australia, Japan) can enter with no visa for tourism, missions, business, invitations, religious reasons, transit, transport, sport competitions and study; citizens of other countries (e.g., China, India, Russia) need a Schengen C visa.

Long-term stay (i.e., more than 90 days in Italy): in this case work permit and/or a National D visa is required, regardless the reason of stay.

Netherlands The maximum decision period is three months, however this will be shorter (approximately two weeks) for a recognised sponsor and can be longer in case of specific circumstances.

In practice, recognition as a sponsor takes approximately eight weeks, however, this can take up to six months in case the company exist for less than three years in the Netherlands.

Poland Depending on the type of procedure: one to six months. The authorities are heavily overloaded with the applications therefore employers should plan ahead when intending to hire Non-EEA Nationals.

Portugal Timings are different as it is a tailor-made process.

Singapore EntrePass: the processing time for each EntrePass application will take at most eight weeks for most cases.


EP: the application will take at most 10 business days (online application) or eight weeks (for overseas company without a Singapore-registered office) for most cases.


S Pass: application will take at most three weeks for most cases.

Slovakia As a general rule, a decision on the application for a residence permit shall be issued within 90 days. In several cases, for instance in case where the third-country national will perform work in a position classified as a "position in short supply" and his/her place of work will be in a district with low unemployment rate, a decision on the application for a residence permit shall be issued within a shorter period of 30 days.

In general, obtaining a residence permit, is time-consuming and administratively quite difficult.

Spain The average processing time for any of the most common procedures is no less than 3-4 months.

In the procedures provided for in Law 14/2013, as well as those for professionals in the audiovisual sector, the process is much quicker, and it is established that they must be resolved in a maximum of 20 working days.

For the registration of EU citizens, provided that the requirements for registration are met, the registration card is obtained on the same day it is applied for, but appointments can take around two weeks.

Nationality is one of the slowest processes and can take up to three years to be resolved.

United Arab Emirates The residency visa and work permit applications are filed together and need to be completed prior to the employee commencing his/her work. The processing time of the application varies depending on nationality and qualification level of the employee and can take 1-4 weeks.

Austria On the basis of the withdrawal agreement between UK and the EU, a separate (simplified) residence title (including unrestricted access to the labor market - so called “Article 50 EU” title - has been created for British nationals (and their families) who have already resided in Austria on the basis of the right of residence under EU law before December 31, 2020.

Therefore, the eligible British citizens must have applied for such a residence title until December 31, 2021 If they have registered in time, they can continue to live, work and study in Austria. A delayed application (after December 31 2021) for such a residence permit can only be decided positively if there is a reasonable justification for the Delay.
For the employment of British nationals who do not have special status under the Withdrawal Agreement, the same regulations apply as for other newly arriving third-country nationals.
Special conditions may exist for the secondment of key personnel by UK companies to the EU (as the EU-UK Trade and Cooperation Agreement provides for this in principle).

Brazil Not applicable.

China Information unavailable or not applicable

Czech Republic For UK citizens who move to the Czech Republic after 31 December 2020 the same immigration requirements apply as for third-country nationals.

England & Wales The UK has a post-Brexit immigration system applying the same visa rules to European and non-European citizens. European/Swiss citizen business or tourist travellers do not require a visa to visit the UK in most cases, but European citizens arriving in the UK to 'work' (for short or long periods) will need to apply outside the UK for appropriate immigration permission.

France Information unavailable or not applicable

Germany Information unavailable or not applicable

Hong Kong Information unavailable or not applicable

Hungary As a general rule, UK citizens and their third country national family members with a registered residence in Hungary (namely holders of valid registration certificates, residence cards or permanent residence cards) are issued a national permanent residence permit – if meeting all criteria set out by law – upon their request.

UK nationals and their third country national family members entering the territory of Hungary after 1 January 2021 may apply for a residence permit with the specific purpose of their stay in accordance with the general rules set out by the Act II of 2007 on the Admission and Residence of Third-country Nationals. Application for a residence permit can be submitted in person in Hungary at the competent regional directorate of the Hungarian National Directorate-General for Aliens Policing.

Ireland Information unavailable or not applicable

Italy During the transition period (i.e., until to December 31, 2020) UK citizens registered in Italy before the end such period should be able to work in Italy as all EU citizens (same treatment of Italian workers).

After December 31, 2020, UK citizens will be non-EU nationals and any Italian company looking to hire a non-EU national needs to follow Italian immigration law where the employee requires a work permit, work visa and residence permit.

Netherlands On the basis of the Withdrawal Agreement, British citizens continue to have unrestricted access to the Dutch labor market if they exercised their right of residence in the Netherlands before December 31, 2020 and continue to live in the Netherlands.

For the employment of British nationals who do not have special status under the Withdrawal Agreement, the same regulations apply as for other newly arriving third-country nationals.

Poland Information unavailable or not applicable

Portugal As a result of Brexit, from 1 January 2021, the same immigration rules apply to non-European and holders of the UK’s passport, except for beneficiaries of the Withdrawal Agreement, who are legal residents in Portugal until 30/12/2022.

Singapore Information unavailable or not applicable

Slovakia Information unavailable or not applicable

Spain Unless British workers can prove their residence in Spain prior to the withdrawal agreement, in which case they could maintain previous rights, they are considered non-EU citizens who must obtain residence and work permits through either of the aforementioned routes of the general regime or Law 14/2013, depending on what best suits their situation.

United Arab Emirates Information unavailable or not applicable

Austria The most important visa types are the C (travel visa) and D (stay visa) visas.

In general, a visa C can be issued for a tourist stay of 90 days within 180 days.

A visa D usually goes from 91 days up to a maximum duration of 6 months and is issued for certain purposes (e.g. educational purposes).

Further, it must be noted that a special visa / an addition "Erwerb (employment)" is always required in order to work in Austria.

Brazil There are two main types of visas: Visitor Visas (VIVIS) and Temporary Visas (VITEM).
VIVIS applies to a range of travel purposes for maximum stays of up to 90 days. For some of these purposes, if the intended stay exceeds 90 days, a VITEM must be requested.

China Information unavailable or not applicable

Czech Republic The visa types are adopted from the EU-legislation. A short-term visa entitles its holder to a stay of a maximum of 90 days during any 180-day period (which means a period of 180 immediately preceding each day of stay), whereas a long-term visa is granted for a stay for over 90 days. An application for a long-term visa can be submitted at a Czech Embassy abroad only. Various types of work permit for foreigners have been described above, see Requirements.

England & Wales Any non-British citizen that does not already have UK immigration status or permission must apply for permission to work in the UK. Anyone planning to perform productive work – as opposed to permitted business activities as a visitor to the UK - needs a visa before they start work. There's no grace period allowing for a period of work before immigration permission is needed.

Different routes are available, but unless an employee qualifies for a visa on a personal basis (eg a Global Talent visa, UK Ancestry visa, Youth Mobility visa, High Potential Individual visa or as a spouse/civil partner/unmarried partner of a British/settled citizen or a non-British citizen that has their own immigration permission), the UK entity will need to sponsor an employee's work visa application using a sponsor licence. Minimum skill level and salary requirements apply for the UK role and the applicant must prove English language ability in a Skilled Worker application. Holding a sponsor licence is an essential recruitment tool for a UK employer, to ensure it can arrange work visas for skilled workers.

France Visas can be grouped into three categories:
- Transit or short-stay visas that do not allow the holder to settle in France (visas A or C)

- Visas allowing temporary settlement in France (temporary long-stay visa, work-holiday visa, visa for under-age students, etc)

- Visas allowing permanent settlement in France (short stay student visa, long-stay visa including residence permit, etc).

Germany Third-country nationals of other countries than the privileged countries mentioned above need a Schengen visa if they plan to stay in Germany for up to 90 days within 180 days.

Longer stays require a national visa. Usually national visas are valid for three months and have to be converted on application in Germany (at the immigration office) into a residence and work permit. The application with the immigration office should be filed well in advance (six to eight weeks) before the expiry of the national visa and after the registration of the applicant's place of residence in Germany. Residence and work permits are also limited in time, generally for a maximum of four years, but an extension in Germany is possible if the prerequisites are still met.

Hong Kong General Employment Policy (GEP):

Professionals

Professionals from overseas, Taiwan and Macao who are interested to work in Hong Kong may apply under the GEP, which has no sector restriction.

An application for a visa/ entry permit to take up employment under the GEP may be favourably considered if:

• there is no security objection and no known record of serious crime in respect of the applicant;

• the applicant has a good education background, normally a first degree in the relevant field, but in special circumstances, good technical qualifications, proven professional abilities and/or relevant experience and achievements supported by documentary evidence may also be accepted;

• there is a genuine job vacancy;

• the applicant has a confirmed offer of employment and is employed in a job relevant to his academic qualifications or work experience that cannot be readily taken up by the local work force; and

• the remuneration package including income, accommodation, medical and other fringe benefits is broadly commensurate with the prevailing market level for professionals in the Hong Kong.

Entrepreneurs

Entrepreneurs from overseas, Taiwan and Macao who plan to establish or join in a business in Hong Kong may apply under the GEP.

An application for a visa/entry permit to enter Hong Kong for investment as entrepreneur may be favourably considered if:

• there is no security objection and no known record of serious crime in respect of the applicant;

• the applicant has a good education background, normally a first degree in the relevant field, but in special circumstances, good technical qualifications, proven professional abilities and/or relevant experience and achievements supported by documentary evidence may also be accepted; and

• the applicant is in a position to make substantial contribution to the economy of Hong Kong, taking into account factors including but not limited to business plan, business turnover, financial resources, investment sum, number of jobs created locally and introduction of new technology or skills (if applicable).

Start-up businesses: an applicant who wishes to establish or join in a start-up business may also submit an application. The Immigration Department may consider the application favourably if the start-up business concerned is supported by a government-backed programme with a rigorous vetting and selection process, and the applicant is the proprietor, partner of the start-up company or a key researcher of the relevant project.

Admission Scheme for Mainland Talents and Professionals (ASMTP):

Professionals from the Mainland who are interested to work in Hong Kong may apply under the ASMTP, which has no sector restriction.

Quality Migrant Admission Scheme (QMAS):

Highly skilled or talented individuals who have not yet secured a job offer in Hong Kong but are interested in settling and working in Hong Kong may apply under the QMAS, which has no sector restriction. The scheme is based on a General Points Test for highly skilled or talented persons (taking into account assessment factors such as age, academic/professional qualifications, work experience, language proficiency and family background) and an Achievement-based Points Test for talent with outstanding achievements (e.g., recipients of Olympic medals, Nobel prizes and national/international awards).

Technology Talent Admission Scheme (TechTAS):

Non-local technology talent may apply to work in Hong Kong under TechTAS, which provides a fast-track arrangement for eligible companies to admit non-local technology talent to undertake research and development work for them in Hong Kong. Eligible companies are required to apply for a quota from the Innovation and Technology Commission before sponsoring an eligible person to apply for an employment visa/entry permit. Such applicant must be engaged in principally conducting research and development in the areas of advanced communication technologies, artificial intelligence, biotechnology, cybersecurity, data analytics, digital entertainment, financial technologies, green technology, integrated circuit design, Internet-of-Things, material science, microelectronics, quantum technology or robotics.

Immigration Arrangements for Non-local Graduates (IANG):

Non-local graduates who have obtained an undergraduate or higher qualification in a full-time and locally-accredited programme in Hong Kong may apply under the IANG to stay in Hong Kong for one year to look for a job.

Admission Scheme for the Second Generation of Chinese Hong Kong Permanent Residents (ASSG):

Applicants, who are the second generation of emigrated Chinese Hong Kong permanent residents from overseas, may apply for entry into the HKSAR under ASSG. There is no sector restriction and no job offer is required upon entry.

Top Talent Pass Scheme (TTPS):

The TTPS seeks to attract top talents with rich work experience and good academic qualifications from all over the world to explore opportunities in Hong Kong. Persons who wish to apply to enter Hong Kong under TTPS are not required to have secured an offer of employment in Hong Kong upon application. Eligible talents will be issued with a two-year pass for exploring opportunities in Hong Kong.

TTPS applicants must, among others, meet these key requirements:

• Annual salary reached HK$2.5 million or above in the past year (not subject to any quota),

• Graduated from the world's top 100 universities with at least three years of work experience over the past five years (not subject to any quota), or

• Graduated from the world's top 100 universities in the past five years and have yet to fulfil the work experience requirement (subject to an annual quota of 10,000).

Capital Investment Entrant Scheme:

A new capital investment entrant scheme will be introduced in 2024 with a view to further enriching the talent pool and attracting more new capital to Hong Kong. Applicants shall make investment at a certain amount in the local asset market, excluding property.

Hungary The EU has a common list of countries whose citizens must have a visa when crossing the external borders and a list of countries whose citizens are exempt from that requirement. These lists are set out in Regulation (EU) 2018/1806.

Generally, a short-stay visa issued by one of the Schengen States entitles its holder to travel throughout the 26 Schengen States for up to 90 days in any 180-day period.

There is a Longterm Schengen Visa (D) application with the purpose – employment or private business. The required documents consist of foreign passport, visa application form, photo, medical insurance, following documents based on the purpose of employment/private business, following information (eg. owner of a house), confirmed financial provision and copy of certain documents. In addition to the above documents, the visa issuing authority may ask for additional proof of purpose.

The Consular Department of the Embassy of Hungary accepts the documents and sends them to the Migration Department of Hungary, the latter will make the decision regarding the visa.

Application review process takes up to 70 days.

Ireland Information unavailable or not applicable

Italy Non-EU citizens who intend to live and work in Italy for more than 90-days need a long-term visa and residence permit. Different types of work visa can be obtained:


i. Hiring of Non-EU workers is subject to limited quotas annually released by the Government. An exception to the quota limitations is provided in case of highly skilled workers (University diploma or professional experience: minimum 6 months contract and a remuneration of non-less than EUR27,000 per year) who can obtain the so-called Blue Card Permit, which could be used also in other EU countries, after 12 months from issuance


ii. autonomous workers visa, subject to limited quotas for individuals who intent to work independently as a consultant, or to practice as a licensed profession (i.e., doctors, architects, or attorneys)


iii. assigned workers visa for workers assigned to Italian company (in case of posting of work). This type of visa is not subject to any quota.

In addition to the above categories, there are special categories of workers who can work in Italy on assignment for temporary periods (e.g., assignments pursuant to a service agreement, foreign professors, researchers, journalists, athletes, artists, and nurses).

Netherlands The permit for highly skilled migrants enables employers to bring talented employees to the Netherlands without having to prove a lack of suitable candidates in Europe. The employee has to fulfil specific wage requirements. The employer must be recognised by the Immigration and Naturalisation Service (IND) as a sponsor.

The permit for highly skilled migrants enables employers to bring talented employees to the Netherlands without having to prove a lack of suitable candidates in Europe. The employee has to fulfil specific wage requirements. The employer must be recognised by the Immigration and Naturalisation Service (IND) as a sponsor.

An intra-company transfer allows employers to bring key employees, trainees or specialists into the country. The wage requirements for highly skilled migrants apply.

The EU Blue Card is for employees who perform highly qualified labour within the European Union. Employees have to meet specific wage and education requirements.

Poland In general Polish visa type D or stay permit are required in order to legally work in Poland, but
Polish law provides several visa types, these are the most common:

“A” – type visa: is issued to a foreigner who performs work in the territory of the Republic of Poland on the basis of an agreement with an entity whose: (i) headquarters or (ii) place of residence or (iii) branch, or other form of organized activity is located in the territory of the Republic of Poland.

“B” – type visa: is issued to a = foreigner who: (i) serves on the management board of a legal person entered to the register of entrepreneurs or (ii) performs a function in the management board of a legal person which is a capital company in organization, or conducts the affairs of a limited partnership or a limited joint-stock partnership as a general partner or a proxy for a total period exceeding 6 months within the next 12 months.

“C” – type visa (Schengen visa): issued to foreigners who intend to stay in Poland or the Schengen countries (during one or several entries) up to 90 days within 180 days. This period is calculated from the date of the first entry. This visa is also issued to those foreigners who plan to travel within the Schengen territory for the purpose of transit (by train, car).

“D” – type visa (National visa): entitling to entry and continuous stay in Poland or several consecutive stays, lasting more than 3 months in total. The period of validity of a national visa may not exceed 1 year. The period of stay on the basis of a national visa is determined in accordance with the purpose of stay specified by the foreigner (if the purpose specified by the foreigner indicates that he will stay in Poland for less than a year, the period of stay to which the foreigner will be entitled on the basis of the visa will be shorter).

“S” – type visa (Seasonal visa): issued to a foreigner who will perform work for a couple of months in the agricultural or horticultural sectors.

Portugal Different routes are available considering the purposes.

Singapore Professionals:

i. Employment Pass;
ii. EntrePass;
iii. Personalised Employment Pass; and
iv. Overseas Network & Expertise Pass

Slovakia In some cases (selected highly-qualified positions and positions in short supply), third-country nationals may perform work in Slovakia only based on the national visa (type D) without having to apply for the residence permit.

Spain a. Hiring from the country of origin: It is necessary to prove that the position to be occupied by the hired worker has not been filled by an unemployed person in Spain, or that he/she meets any of the requirements for exemption from this requirement.
b. “Arraigo social”: Individuals in an irregular situation, who can prove that they have been in Spain for three years, can obtain a residence and work permit by evidencing thay have a job offer.
c. Student permit: It is quite common to start a migratory process by coming to study a master's degree or a Spanish language course, to later modify that student status to one of residence and work.
d. Non-profit residence permit: This is a residence permit that only authorises the individuals to reside, not to work.
e. Highly qualified workers. For those cases in which the worker has higher qualification, provided he or she will receive an annual salary of more than €42,000.
f. Intra-company transfers. By proving the existence of a group of companies or relations between companies, a worker can be transferred to the Spanish company.
g. Golden visa. By proving an investment in one or more properties of more than €500,000, a visa or a residence and work permit can be obtained.
h. Professionals in the audiovisual sector. Depending on the duration of their stay, they must apply for a short-term visa or a residence permit. There are three scenarios that go for stays of less than 90 days; stays of between 90 and 180 days, and residence of more than 180 days.
i. Nomad visa: A worker who can prove that he/she
works remotely for a foreign company can apply for
a residence permit for him/her and his/her family
members under certain conditions.

United Arab Emirates As mentioned above, for the purpose of obtaining a UAE residency visa and work permit, employees who are not UAE nationals need to be sponsored by a UAE employer in order to lawfully reside and work in the UAE. GCC nationals do not require a visa, but a work permit still needs to be obtained by the employer.

Austria Information unavailable or not applicable

Brazil Information unavailable or not applicable

China Information unavailable or not applicable

Czech Republic Information unavailable or not applicable

England & Wales Sponsored work visas before the UK entity is trading:
Where a personal visa route is not available or suitable, international companies that have been trading for at least three years outside the UK (without any existing trading presence in the UK) and that plan to set up in the UK by transferring one or more existing employees of international offices must now use the Global Business Mobility: UK Expansion Worker (UKEW) visa. If the business needs to sponsor a visa for an external hire to the group, it will need to arrange skilled Worker visas (see below).

Before an employee of your overseas group can apply for a UKEW visa, the non-trading UK entity must apply for a UKEW sponsor licence, to enable it to sponsor the visa. The UK entity - a wholly owned subsidiary company - must be in common ownership with the overseas HQ company employing the UKEW applicant. The planned UK operation must be in the same type of business as the overseas business, so can’t be a completely different business venture. Unlike full sponsorship for trading UK employers (see below), an entity applying for a UKEW licence does not need to have a UK bank account but must still provide extensive supporting evidence.

‘Non-trading’ means that that there’s no active UK presence or employees already on the ground in the UK, although the UK entity may already have UK clients/customers or taken provisional steps towards trading, like applying for VAT.

UKEW licence applicants must have a ‘UK footprint’, so businesses will have to either set up an entity or lease UK premises or serviced office space before knowing whether the first UKEW visa will be approved.

Before granting a UKEW licence, the UK immigration authorities will assess the company’s business plans and finances, based on the size of the international business, its previous activity and potential. This will be a case-by-case assessment, with an inevitable degree of subjectivity from case workers about whether a particular business applicant has sufficient funds or a credible business plan to support its expansion.

Up to five employees can apply for UKEW visas once the UK entity has a UKEW sponsor licence, but they must all meet the eligibility conditions.
To qualify for a sponsored UKEW visa, each applicant:

• must be employed outside the UK for at least the last 12 months by a group company in a senior manager or specialist role. The only exceptions to the 12-month service requirement are for workers with a high-earner salary or Japanese nationals in some cases.

• must be coming to the UK to perform a graduate level role above a specified flat rate salary, or above the minimum for the specific job if higher

• must have access to a certain level of personal funds for every day of the 28-day period prior to the application.

There’s no explicit rule on the maximum shareholding that the applicant can hold in the overseas business. But for all UKEW applicants, there must be a genuine UK vacancy, which may be a factor to consider for majority owners.

UKEW visas are granted for 12 months initially, with a possible single extension of a further 12 months. Applicants wanting to remain in the UK for longer than two years will need to switch into Skilled Worker (see below). Time spent on a UKEW visa does not lead to settlement (permanent residency). Applicants for UKEW are exempt from any English language requirement.

France Information unavailable or not applicable

Germany Information unavailable or not applicable

Hong Kong Information unavailable or not applicable

Hungary Information unavailable or not applicable

Ireland Information unavailable or not applicable

Italy Information unavailable or not applicable

Netherlands Information unavailable or not applicable

Poland Information unavailable or not applicable

Portugal Information unavailable or not applicable

Singapore Information unavailable or not applicable

Slovakia Information unavailable or not applicable

Spain Information unavailable or not applicable

United Arab Emirates Information unavailable or not applicable

Austria Information unavailable or not applicable

Brazil Information unavailable or not applicable

China Information unavailable or not applicable

Czech Republic Information unavailable or not applicable

England & Wales Sponsored work visas once the UK entity is trading:
Once the UK employer is trading (with a UK bank account, payroll, office space and insurance) and has at least one senior UK based employee on the ground, it can apply to the UK immigration authorities for a sponsor licence. Once approved, the UK entity can sponsor Skilled Worker visas for new hires or international transfers from group offices, Or alternatively it can sponsor Global Business Mobility Senior or Specialist Worker (GBM) visas for employees transferring from overseas offices. All sponsored visas are tied to employment with the sponsoring business.

There is no national or regional UK visa quota/cap on the total number of sponsored visas available in either Skilled Worker or GBM. Visa approvals are linked to business need rather than to a government limit. That makes it easier to predict outcomes.

To qualify for either type of sponsored visa, the employee's role in the UK must meet a minimum skill level and there is also a minimum salary threshold. Sponsored visas can be granted for up to five years. There's no cap on total visa duration in Skilled Worker but there's a cap on GBM visas of five years in any six-year period. The only exception is for GBM workers with a high-earner salary, in which case the cap is nine years in any 10-year period. But in either case GBM visas do not lead to UK permanent residency.

Skilled Worker is the most popular visa route because, unlike GBM, it does lead to permanent stay after five years continuous residence in the UK.

Skilled Worker applicants must prove proficiency in English to a required standard, GBM applicants are exempt from meeting any English language requirement.

Before sponsoring in either route, the UK employer needs to ensure that there's a genuine vacancy to be filled and demonstrate how it recruited the applicant.

France Information unavailable or not applicable

Germany Information unavailable or not applicable

Hong Kong Information unavailable or not applicable

Hungary Information unavailable or not applicable

Ireland Information unavailable or not applicable

Italy Information unavailable or not applicable

Netherlands Information unavailable or not applicable

Poland Information unavailable or not applicable

Portugal Information unavailable or not applicable

Singapore Information unavailable or not applicable

Slovakia Information unavailable or not applicable

Spain Information unavailable or not applicable

United Arab Emirates Information unavailable or not applicable

Austria Information unavailable or not applicable

Brazil

China Information unavailable or not applicable

Czech Republic

England & Wales Information unavailable or not applicable

France Information unavailable or not applicable

Germany Information unavailable or not applicable

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Hungary

Ireland Information unavailable or not applicable

Italy Information unavailable or not applicable

Netherlands

Poland

Portugal Types of Investment:

- Creation of at least 10 jobs;
- Capital transfer in an amount equal to or greater than € 500,000, which is applied in research activities carried out by public or private scientific research institutions, integrated in the national scientific and technological system;
- Transfer of capital in an amount equal to or greater than € 250,000, which is applied in investment or support to artistic production, refurbishment or maintenance of the national cultural heritage, through central and peripheral direct administration services, public institutes, entities that integrate the public business sector, public foundations, private foundations with public utility status, inter-municipal entities, entities that form part of the local business sector, municipal associative entities and public cultural associations, which pursue activities in the area of artistic production, or recovery or maintenance of the national cultural heritage;
- Transfer of capital in an amount equal to or greater than € 500,000, intended for the incorporation of a commercial company headquartered in Portugal, combined with the creation of 5 permanent jobs, or to reinforce the share capital of an existing commercial company also headquartered in Portugal, with the creation of at least 5 permanent jobs or the maintenance of at least 10 jobs (with at least 5 of them permanent), and for a minimum period of 3 years.
- Transfer of capital in an amount equal to or greater than € 500,000, intended for the acquisition of shares in collective investment organizations, which are incorporated under the Portuguese law, and the respective termination date, at the time of the investment, is at least 5 years, and at least 60% of the investments is made in commercial companies based in Portugal;

ARI granted for a period of 2 years (may be renewed successively).

After 5 years, possibility to qualify for PT permanent residency and/or citizenship

Singapore Information unavailable or not applicable

Slovakia Information unavailable or not applicable

Spain Information unavailable or not applicable

United Arab Emirates

Austria Information unavailable or not applicable

Brazil

China Information unavailable or not applicable

Czech Republic

England & Wales Information unavailable or not applicable

France Information unavailable or not applicable

Germany Information unavailable or not applicable

Hong Kong Information unavailable or not applicable

Hungary

Ireland Information unavailable or not applicable

Italy Information unavailable or not applicable

Netherlands

Poland

Portugal All foreign nationals who are not nationals of EU Member States, the European Economic Area and Switzerland who wish to enter and stay in national territory with the purpose of seeking work until the expiry of the visa or until a residence permit is granted.

The visa is granted for a period of 120 days (extendable for another 60 days).

In case of employment, a residence permit will be issued (granted for a period of 2 years). Otherwise, it will be mandatory to leave national territory.

Singapore Information unavailable or not applicable

Slovakia Information unavailable or not applicable

Spain Information unavailable or not applicable

United Arab Emirates

Austria Information unavailable or not applicable

Brazil

China Information unavailable or not applicable

Czech Republic

England & Wales Information unavailable or not applicable

France Information unavailable or not applicable

Germany Information unavailable or not applicable

Hong Kong Information unavailable or not applicable

Hungary

Ireland Information unavailable or not applicable

Italy Information unavailable or not applicable

Netherlands

Poland

Portugal All foreign nationals who are not nationals of EU Member States, the European Economic Area and Switzerland who wish to exercise professional activities remotely provided to individuals or legal entities with residence or head office outside national territory, where the employment relationship or provision of services must be demonstrated.

After 5 years, possibility to qualify for PT permanent residency and/or citizenship.

Singapore Information unavailable or not applicable

Slovakia Information unavailable or not applicable

Spain Information unavailable or not applicable

United Arab Emirates

Austria Information unavailable or not applicable

Brazil

China Information unavailable or not applicable

Czech Republic

England & Wales Information unavailable or not applicable

France Information unavailable or not applicable

Germany Information unavailable or not applicable

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Hungary

Ireland Information unavailable or not applicable

Italy Information unavailable or not applicable

Netherlands

Poland

Portugal The granting of this visa depends on the existence of employment opportunities, applicable to subordinate workers, provided that they have a work contract or promissory work contract with a Portuguese entity for the issuance of the visa.


After 5 years, possibility to qualify for PT permanent residency and/or citizenship.

Singapore Information unavailable or not applicable

Slovakia Information unavailable or not applicable

Spain Information unavailable or not applicable

United Arab Emirates

Austria Information unavailable or not applicable

Brazil

China Information unavailable or not applicable

Czech Republic

England & Wales Information unavailable or not applicable

France Information unavailable or not applicable

Germany Information unavailable or not applicable

Hong Kong Information unavailable or not applicable

Hungary

Ireland Information unavailable or not applicable

Italy Information unavailable or not applicable

Netherlands

Poland

Portugal All foreign nationals who are not nationals of EU Member States, the European Economic Area and Switzerland who wish to engage independently or invest in Portugal, by (i) having an independent activity and contract for the provision of services with a Portuguese company or (ii) for those who intend to open an individual company, provided that they have a business plan to be developed.

After 5 years, possibility to qualify for PT permanent residency and/or citizenship.

Singapore Information unavailable or not applicable

Slovakia Information unavailable or not applicable

Spain Information unavailable or not applicable

United Arab Emirates

Austria Information unavailable or not applicable

Brazil

China Information unavailable or not applicable

Czech Republic

England & Wales Information unavailable or not applicable

France Information unavailable or not applicable

Germany Information unavailable or not applicable

Hong Kong Information unavailable or not applicable

Hungary

Ireland Information unavailable or not applicable

Italy Information unavailable or not applicable

Netherlands

Poland

Portugal All foreign nationals, other than nationals of EU Member States, the European Economic Area and Switzerland who have an employment contract or a contract for the provision of services with a Portuguese entity and demonstrate that they have high qualifications consistent with the work.

The “Tech Visa” has a specific requirement, as the Portuguese entity must be certified by IAPMEI, I.P.

After 5 years, possibility to qualify for PT permanent residency and/or citizenship.

Singapore Information unavailable or not applicable

Slovakia Information unavailable or not applicable

Spain Information unavailable or not applicable

United Arab Emirates

Austria Information unavailable or not applicable

Brazil

China Information unavailable or not applicable

Czech Republic

England & Wales Information unavailable or not applicable

France Information unavailable or not applicable

Germany Information unavailable or not applicable

Hong Kong Information unavailable or not applicable

Hungary

Ireland Information unavailable or not applicable

Italy Information unavailable or not applicable

Netherlands

Poland

Portugal - All foreign nationals, who are not nationals of EU Member States, the European Economic Area and Switzerland, family members of a legal resident in Portugal who wish to join the holder of a valid Residence Permit. For this purpose, family members are:
- Spouse, or person with a similar relationship under the terms of the law.
- Children aged under 18 or those unable to provide for themselves due to any mental or physical disorder and in the charge of the couple or of one the spouses;
- Children aged under 18 adopted, by the applicant, if not married or by the applicant or the spouse, if married, through a decision issued by the competent authority in the country of origin;
- Children aged over 18 dependent of the couple or of one of the spouses, who are not married and are still studying;
- Relatives in the direct ascending line of the investor or his/her spouse, provided they are under his/her financial charge;
- Siblings aged under 18, under the custody of the applicant, according to decision taken by the competent authority of the country of origin, and as long as that decision is recognized by the Portuguese jurisdiction.

After 5 years, possibility to qualify for PT permanent residency and/or citizenship.

Singapore Information unavailable or not applicable

Slovakia Information unavailable or not applicable

Spain Information unavailable or not applicable

United Arab Emirates

Austria Information unavailable or not applicable

Brazil

China Information unavailable or not applicable

Czech Republic

England & Wales Information unavailable or not applicable

France Information unavailable or not applicable

Germany Information unavailable or not applicable

Hong Kong Information unavailable or not applicable

Hungary

Ireland Information unavailable or not applicable

Italy Information unavailable or not applicable

Netherlands

Poland

Portugal All foreign nationals, who are not nationals of EU Member States, the European Economic Area and Switzerland who wish to perform religious functions, live in congregation, reside in Portugal as a pensioner or live on their own income.

After 5 years, possibility to qualify for PT permanent residency and/or citizenship.

Singapore Information unavailable or not applicable

Slovakia Information unavailable or not applicable

Spain Information unavailable or not applicable

United Arab Emirates

Austria Information unavailable or not applicable

Brazil

China Information unavailable or not applicable

Czech Republic

England & Wales Information unavailable or not applicable

France Information unavailable or not applicable

Germany Information unavailable or not applicable

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Hungary

Ireland Information unavailable or not applicable

Italy Information unavailable or not applicable

Netherlands

Poland

Portugal All visa applicant, regardless of its nature, who are nationals of a State where the Agreement on Mobility between Member States of the Community of Portuguese Language Countries celebrated in Luanda on July 17th is in force: SEF’s prior assessment is not required and the competent services may only refuse to issue the visa if there is an indication that the entry and stay is forbidden by Schengen Information System.

Singapore Information unavailable or not applicable

Slovakia Information unavailable or not applicable

Spain Information unavailable or not applicable

United Arab Emirates