Corporate Immigration 2025 Comparisons

India’s immigration policy is undergoing a significant transformation, moving from a reactive and fragmented legislative framework to a proactive, consolidated and strategically driven system. This evolution is shaped by three core drivers of economic ambition, national security and administrative modernisation. Economically, the government aims to attract high-skilled talent and foreign investment to fuel initiatives like “Make in India” and “Digital India”, making it easier for skilled professionals to enter. For national security, the policy is being tightened to create a robust system for tracking foreign nationals and preventing illegal immigration, leveraging technology for better oversight. Administratively, there is also a major push towards digitalisation to replace cumbersome, paper-based processes with efficient, transparent online platforms like the e-FRRO and e-visa systems.

This shift is largely welcomed by the corporate world. For global mobility teams, the move towards clearer regulations and predictable digital processes brings much-needed clarity for planning international assignments. The efficiency gained from online systems reduces administrative burdens and potential delays. The increased scrutiny and penalties for non-compliance definitely require more careful attention. However, the shift towards modernisation is a positive step for global mobility. It also signals India’s intent to compete for global talent on a more sophisticated and reliable front.

India is ushering in a new era of immigration governance through the Immigration and Foreigners Bill, 2025, designed to make the system Simplified, Streamlined, Secure and Systematic. This legislation modernises the legal framework for the entry, stay and exit of foreign nationals, aligning immigration policy with India’s broader vision of becoming a global hub for education, research, tourism and arbitration. It also reinforces the nation’s commitment to building a developed India by 2047, striking a careful balance between national security and humane migration management. The key changes include the following.

Legal and Structural Reforms

The “Immigration, Visa, and Foreigners Registration and Tracking” (IVFRT) system for tracking entries, overstays and illegal immigrants, has been legally formalised.

There has been clarification of jurisdiction and removal of legal overlaps and contradictions in previous laws. The bill has replaced four outdated colonial-era laws with a unified, modern framework.

Security and Enforcement

A centralised database of all foreign nationals entering India has been introduced.

Powers have been granted to arrest, detain and deport foreigners violating visa rules or posing security threats.

Mandatory 360-degree screening is required across 24 parameters before allowing entry.

The Foreigners Identification Portal has been launched in 700+ districts for ground-level monitoring.

Simplification and Technology

Visa processes have been simplified with tech-driven, time-bound and transparent systems.

The Fast Track Immigration – Trusted Travellers’ Programme (FTI-TTP) has been initiated to speed up the immigration clearance process for Indian nationals and foreign nationals holding an OCI Card.

The average immigration clearance time has been reduced from four to five minutes to one to two minutes.

Visa and Entry Facilitation

Nine categories of e-visa have been introduced which include e-tourist visa, e-business visa, e-medical visa, medical attendant visa, e-ayush visa, e-conference visa, e-student visa and e-student dependent visa.

The visa-on-arrival system has been expanded to 31 airports and six ports.

The Immigration and Foreigners Bill, 2025, thus aims to support India’s economic, educational and strategic interests by promoting lawful immigration and prioritising national security.

India offers several sponsor-based work visa options, with the primary categories being the following.

• Employment (E) visa – is the most common route for foreign nationals coming to take up employment in an Indian entity. It is for skilled and qualified professionals or senior technical/managerial personnel.
• Project (P) visa – is a sector-specific visa granted to foreign nationals coming to execute projects in the power and steel sectors. The sponsoring entity must have been awarded a contract for the project in India.
• Intern (I) visa – is for foreign nationals intending to pursue an internship (paid or unpaid) in an Indian company, educational institution or NGO. A sponsorship letter from the Indian entity is mandatory.
• Research (R) visa – For foreign professors and scholars sponsored by a recognised Indian university or research institution.

Sponsor-based work visa options in India are available for a range of sectors, with specific routes like the project visa being strictly sector-bound. Others, like the employment visa, are more versatile but require compliance with salary and role thresholds.

India does not offer a direct pathway to “Permanent Residence” (PR) in the way that countries like Canada or Australia do. Foreign nationals on sponsor-based work visas do not automatically qualify for PR. The closest equivalent to long-term residency in India is as follows.

• Overseas citizen of India (OCI) card – is the most common form of long-term engagement with India. It is not citizenship but offers multiple-entry, multi-purpose, lifelong rights to visit, live and work in India. However, it is not available to most foreign nationals on work visas. Eligibility is primarily restricted to:
1. citizenship at the time of or after the Indian Constitution – you must have been a citizen of India at the time of the Indian Constitution’s commencement (26 January 1950) or at any time after that;
2. potential citizenship on 26 January 1950 – you were eligible to become a citizen of India on 26 January 1950;
3. territory belonging to India – you belonged to a territory that later became part of India after 15 August 1947;
4. descendants of Indian citizens – you are a child, grandchild or great-grandchild of a person who was an Indian citizen;
5. minor child of an eligible person – you are a minor child of someone who is eligible for OCI; and
6. minor child with Indian parent – you are a minor child, and at least one of your parents is an Indian citizen.
• Long-term visa (LTV) – is an option given to the nationals of Pakistan, Bangladesh and Afghanistan, mainly from minority communities or those married to Indian citizens, who wish to settle in India. It is usually valid for five years and can be extended every two years. Applicants must register with the local FRRO/FRO and report to the police once a year. LTV holders can work, study, open bank accounts, own property and apply for documents like PAN, Aadhaar, and a driving licence. They can also travel abroad for up to 90 days with special permission and return on the same visa. Currently, the Indian government has revoked all existing valid visas for Pakistani nationals and suspended the processing and issuance of new visas until further notice.

In India, unsponsored work and investment visas offer opportunities for foreign nationals to work or invest without a direct employer sponsorship. These options are limited compared to employer-sponsored visas but still important for entrepreneurs, investors and skilled professionals looking to engage independently in India. The following are the options.

Business Visa

This visa is designed for foreign nationals who intend to explore business opportunities, establish contacts or invest in Indian companies. It allows participation in business activities such as meetings, negotiations and setting up a venture but does not permit direct employment with an Indian company. The business visa can be valid for up to five years with multiple entries, subject to immigration norms.

Employment Visa (Self-Sponsored in Certain Cases)

While typically employer-sponsored, some high-skilled professionals can apply independently if they meet stringent eligibility criteria, such as working on specific projects or as consultants without formal employer sponsorship. This is less common and scrutinised carefully by Indian authorities.

Permanent Residency Status (PRS)

PRS is granted to foreign investors who make substantial investments under the Foreign Direct Investment (FDI) route, subject to specific conditions. To be eligible, the investor must make a significant investment (INR10 crore (1 crore equals 10 million) within 18 months or INR25 crore (1 crore equals 10 million) within 36 months) that generates employment for at least 20 Indian residents. This scheme allows foreign investors to live and work in India for an extended period without requiring a separate work visa.

India has bilateral agreements with some countries that simplify visa processes and sometimes permit work without traditional sponsorship. For example:

• SAARC countries – the “India Business Card” is a visa issued to nationals of SAARC countries (Afghanistan, Bangladesh, Bhutan, Maldives, Nepal, Pakistan and Sri Lanka) for business travel in India. It is valid for up to five years and allows multiple entries. The SAARC Visa Exemption Scheme also allows certain individuals from SAARC countries to travel to India visa-free under specific conditions; and
• foreigners from specific countries – agreements with countries like Japan, South Korea and others may include provisions for easier work-related visa access, often under Memorandums of Understanding (MoU) for employment co-operation or skill exchange.

However, India generally requires employer sponsorship for long-term work authorisation, and bilateral agreements mainly ease procedures rather than fully waive sponsorship requirements.

Visitors entering India on a business visa are subject to specific restrictions. They are allowed to attend meetings, negotiate contracts, participate in business conferences, explore investment opportunities and establish business contacts. However, they cannot engage in direct employment or any form of remunerative work for an Indian company. They are also not permitted to take up any study or research roles under this visa.

As for visa requirements, most foreign nationals must obtain a business visa prior to travel. India does not generally allow visa-free entry for business purposes, except for a few cases:

• citizens of Nepal and Bhutan can travel to India without a visa under special arrangements; and
• nationals from some countries may qualify for the e-business visa, which simplifies the application but still requires prior approval. The e-business visa is an “Electronic Travel Authorisation (ETA)” which must be applied at least four days prior to the travel date. Travel should commence only after receipt of the ETA.

Tourist or visitor visas do not permit business activities, so travellers aiming to conduct business must ensure they apply for the correct visa type in advance.

India has a robust electronic visa or e-visa system that functions as a pre-travel authorisation. It is available to nationals of over 170 countries. Applicants apply online, upload their documents, pay a fee and receive an ETA via email. This ETA must be presented upon arrival in India, where the actual visa is stamped in the passport.

The government has also introduced the “Visa on Arrival” facility at 31 international airports and six major ports. The e-visa is available for several categories like e-tourist visa, e-business visa, e-medical visa, medical attendant visa, e-ayush visa, e-conference visa, e-student visa, and e-student dependent visa. This system functions similarly to the US ESTA as an online, pre-travel clearance, which results in an ETA rather than a sticker visa.

India currently has no specific “digital nomad” or remote work visa. The legal framework has not yet formally adapted to the concept of a foreign national residing in India while working exclusively for an overseas employer with no Indian entity. Attempting to work remotely on a tourist visa is a violation of visa conditions and is strictly prohibited.

India does not have any prerequisite language requirements, such as an English proficiency test, for obtaining any type of Indian visa. However, the visa application form and all supporting documentation must be in English. If original documents are in a foreign language, they must be submitted along with a certified English translation, and in some situations an Apostille may be required.

India has specific requirements for medical certificates and vaccinations depending on the traveller’s country of origin and recent travel history. Short-term tourists and business visitors from non-endemic countries generally do not require vaccination certificates unless otherwise specified.

• General medical certificate – generally, a medical certificate is not required for most visa applications. However, for a medical visa (for treatment in India), a letter from a recognised Indian hospital is necessary, along with all medical reports substantiating the need for a medical treatment.
• Vaccinations – proof of a Yellow Fever vaccination is mandatory for all travellers (including infants) arriving from or transiting through a country with a risk of Yellow Fever transmission. It is highly recommended that all travellers are up-to-date with routine vaccinations like Measles-Mumps-Rubella (MMR), Tetanus, etc. COVID-19 related requirements can change, and applicants should always check the latest guidelines from the Indian Ministry of Health and Family Welfare before travel.
• Medical screening – long-term visa applicants (especially work or student visas) may be required to undergo a medical examination, including tests for communicable diseases, depending on consular or FRRO requirements.

India has several key thresholds when it comes to sponsor-based employment visas.

• Salary threshold – the foreign national must have a gross salary offer of at least USD25,000 per annum. This is a strict requirement. Exceptions are made for ethnic cooks, language teachers (other than English) and translators.
• Qualifications – the applicant must be a highly skilled and qualified professional. While there isn’t a rigid list of acceptable qualifications, the role must justify the hiring of a foreign national.
• Resident labour market test – there is no formal “Resident Labour Market Test” (RLMT) where an employer must advertise the job locally first. However, the underlying principle of the employment visa is that it is for skills not readily available in the Indian labour market. The employer must justify the need to hire a foreign national in their application.
• Quotas – there are no official government-imposed quotas on the number of foreign workers a company can hire. However, a disproportionately high number of foreign employees, specifically, from developing countries, relative to Indian employees, may attract scrutiny from immigration authorities.
• Sponsor requirements – there are no specified minimum turnover or size requirements for a company to be eligible to sponsor a foreign employee. However, the sponsoring entity must be a legitimate, registered Indian entity with all necessary statutory registrations (eg, PAN, TAN, GST). The company’s credibility and ability to support the foreign employee are implicitly assessed.

An employment visa in India is strictly tied to the sponsoring employer named in the visa application. If the foreign national wishes to change their employer in India, they cannot simply start working for the new company. They must apply for a new employment visa sponsored by the new employer. This typically requires exiting India and applying for the new visa from their home country or a country of long-term residence. In fact, working for multiple employers on a sponsor-based employment visa is an offence and may result in an exit enforced by the Foreigners Regional Registration Office (FRRO).

A formal, mandatory submission of a criminal record certificate from the applicant’s home country is not a standard requirement for all visa applications, but the Indian government reserves the right to perform background checks. The visa application form contains questions about past criminal convictions and an application may be refused if the applicant:

• has an adverse record or has been involved in serious criminal activities;
• is considered a threat to national security;
• has previously violated Indian immigration or other laws; or
• provides false or misleading information on their application.

Concealing a criminal record is a serious offence and can lead to immediate visa refusal, deportation and blacklisting.

For an employment visa, there is no explicit requirement to show a specific amount of personal funds, as the salary of USD25,000+ per annum is considered sufficient proof of financial support.

For other visas like a business visa or tourist visa, applicants must demonstrate that they have sufficient funds to support themselves during their stay. This can be shown through recent bank statements. For a business visa, a letter from the inviting overseas company confirming financial support for the trip is usually acceptable. Thus, an employer/invitee can meet this requirement on behalf of the applicant by providing a sponsorship/invitation letter.

The process for filing a visa application is a hybrid of electronic and physical submission.

• Initial application – the application form for all consular visas must be completed online through the official Government of India portal.
• Document submission – after filling the form online, the applicant must print the completed form. This printed form, along with the original passport, photographs and all supporting documents in hard copy, must be submitted to the relevant Indian Mission (Embassy/Consulate) or its designated Visa Application Centre (VAC) in the applicant’s country.
• e-visa – the e-visa application is a fully electronic process where documents are uploaded online.
• Post-arrival (FRRO) – the mandatory registration for long-term visa holders with the Foreigners Regional Registration Office (FRRO) is now a fully online process via the e-FRRO portal, where documents are uploaded electronically.

Visa applications for India must generally be submitted in the applicant’s country of citizenship or country of legal residence. Applicants are required to provide proof of residence (such as a resident permit, utility bill or visa) if applying outside their home country. The Indian Missions or Visa Application Centres (VACs) have jurisdictional rules, and submitting an application outside the designated jurisdiction is typically not allowed.

In exceptional cases, such as conflict zones or unstable jurisdictions, Indian authorities may permit visa submissions in a nearby or safer third country. This is subject to discretion of the concerned Indian Mission and may involve additional scrutiny or documentation. Humanitarian considerations or lack of operational facilities in the conflict area may influence the decision. Applicants in such situations are advised to contact their immigration partner or consulate for guidance before proceeding with an application.

Processing times can vary significantly based on the visa category, the country of application and the specifics of the case. It is difficult to state exact timelines but some standard timelines as of 2025 are as follows:

• e-visas – typically processed within 72 hours, but can sometimes be quicker;
• regular employment visas – approximately five to 15 working days after the submission of the application at the Mission/VAC and
• business/tourist visas – usually processed within three to ten working days.

These are indicative times. Complex cases or those requiring additional security clearance can take considerably longer. It is always advisable to apply well in advance of the planned travel date and seek the support of an immigration partner who is up-to-date with all requirements.

Once a consular visa application for India is submitted, the applicant’s passport is typically retained by the Indian Mission or VAC for the duration of processing. As a result, the individual cannot undertake international travel during this time, since they do not have access to their passport. This is a practical travel restriction even if not legally imposed. In countries where two passports are permitted to be possessed, the applicant can travel to any other country (other than India), as any valid business/tourist or other temporary visa is typically cancelled at the time of an employment or any other long-term visa application.

For in-country applications or visa extensions filed with the FRRO/FRO in India, applicants may retain their passport but are generally advised not to travel internationally until a decision is made. Leaving India mid-process may lead to automatic cancellation or delays in processing. Applicants should factor in these constraints while planning travel and consult their immigration partner for guidance based on their visa type and location of submission.

Formal “fast-track” or “priority” processing services for Indian visas, similar to the UK’s Super Priority service, are generally not available. The processing is at the discretion of the Indian Mission.

In cases of genuine and documented emergencies (eg, medical emergencies or death of a family member), an applicant can approach the Consular section of the Indian Mission with proof of the emergency to request an expedited process. However, this is granted on a case-by-case basis and is not a guaranteed service. For corporate clients, maintaining a good relationship with the consular section and submitting complete, well-prepared applications is the best way to ensure smooth and timely processing. Additionally, an immigration partner can assist by engaging with the Mission to expedite the process.

After arriving in India on a visa, individuals on long-term visas (employment, student, research, etc) must comply with certain post-arrival requirements.

• FRRO/FRO registration – foreign nationals holding long-term visas (typically over 180 days) must register with the Foreigners Regional Registration Office (FRRO) or Foreigners Registration Office (FRO) within 14 days of arrival.
• C-Form submission – the accommodation provider (hotel, guesthouse, landlord) must submit a C-Form online within 24 hours of the foreign national’s check-in. This is a mandatory reporting requirement under Indian immigration law.
• Online portal use – registration and subsequent visa-related services must be completed via the e-FRRO portal. Physical visits are generally discouraged unless specifically called. It is advisable to engage with your immigration partner for better support and guidance.
• Visa compliance – activities must align strictly with the visa type (eg, no work on a tourist visa).
• Police reporting (if applicable) – some visas or nationalities may require periodic police check-ins.

Failure to comply may lead to penalties, visa cancellation or denial of future entry.

The cost of a sponsored employment visa varies widely as it is based on a reciprocal basis with the applicant’s country of nationality. This means the fee for a US citizen will be different from that for a UK or a German citizen. The cost can range from approximately USD100 to USD300+ for the visa fee itself.

In addition to the base visa fee, other costs include:

• Visa Application Centre (VAC) service fees;
• professional fees if an immigration firm is used; and
• costs associated with document procurement and translation.

Visa costs have seen periodic revisions, but these increases have generally been moderate and have not had a discernible negative impact on the number of applications for skilled professionals. Corporates view these costs as a standard part of the global mobility process. The economic opportunities in India generally outweigh the visa application costs.

From the perspective of the Indian government, the payment for an employment visa can be made by either the individual or the employer. The online payment portal accepts standard international credit/debit cards. However, from a corporate policy and best practice standpoint, the sponsoring employer typically bears all costs associated with the employment visa and the relocation process. This is often stipulated in the employment or secondment agreement. Expecting a prospective employee to cover their own visa costs is uncommon in corporate assignments.

Authorities will take enforcement action for a range of violations, including:

• visa overstay – this is a serious offence leading to fines, difficulty in future visa applications, and potential deportation;
• violation of visa conditions – for example, a person on a tourist visa engaging in business or employment, or a business visa holder undertaking remunerative work;
• submission of forged documents – providing fake documents or fraudulent information is a criminal offence;
• failure to register with FRRO – leads to financial penalties; long-time defaulters may be asked to exit the country or deported; and
• adverse activities – engaging in activities that are deemed a threat to national security or public order.

The sponsor can also face penalties, particularly if they are found to have been complicit in the violation. The Immigration and Foreigners Bill of 2025 brings in stringent penalties for immigration violations like:

• entering without valid documents – carries a penalty of up to five years in prison and a fine of INR500,000 (approximately USD5,850);
• using forged or counterfeit documents – can lead to a jail term of two to seven years and fines ranging from INR100,000 (approximately USD1,200) to INR1 million (approximately USD11,700);
• overstaying a visa or violating its conditions – is punishable by up to three years’ imprisonment and a fine of INR300,000 (approximately USD3,500); and
• transporting undocumented foreigners – may result in a fine of INR500,000 (approximately USD5,850) and confiscation of the vehicle involved.

An employer sponsoring an employment visa in India has significant obligations.

• Ensuring compliance – the primary obligation is to ensure the foreign employee complies with all visa conditions, including timely FRRO registration and extension applications.
• Salary and tax compliance – the employer must pay the stipulated salary (above the USD25,000 threshold) and ensure all relevant income taxes are deducted and paid to the Indian Tax Department.
• C/S-Form – employers (and hotels/landlords) are required to submit a Form C to the FRRO for every foreign national they accommodate. Educational institutions submit an S-Form. This is a mandatory post-arrival compliance.
• Departure reporting – the employer should inform the FRRO if the foreign employee leaves their employment prematurely.
• Repatriation – while not always legally mandated in a statute, there is an implicit responsibility on the employer to ensure the employee’s departure from India upon cessation of employment.

Penalties for non-compliance can include financial fines, the inability to sponsor foreign nationals in the future (blacklisting of the company), and, in serious cases, criminal proceedings against the company’s directors.

Employers in India have a legal responsibility to ensure they are not hiring someone who does not have the legal right to work. The process of conducting a “right to work” check involves verifying the individual’s immigration status by examining and taking copies of original documents.

Acceptable documents include:

• for Indian citizens – passport, Aadhaar card, PAN card and voter ID; and
• for foreign nationals – a valid employment visa or project visa in their passport, which explicitly permits work for that specific employer. An OCI card also grants the right to work.

A person on a business, tourist, student or dependant visa (in most cases) does not have the right to work, and employing them would be a serious compliance violation for the employer.

For dependant visa purposes (typically an “X” or entry visa), India primarily recognises the following relationships with the principal visa holder:

• spouse; and
• dependent children (usually under the age of 18, though this can sometimes be extended for those in full-time education).

Unmarried partners, same-sex partners and other extended family members (like parents) are generally not eligible for dependant visas tied to an employment visa and must qualify for a visa in their own right (eg, a tourist visa).

Some visa categories restrict dependants or do not allow family members to apply, such as:

• tourist visas – no dependants on tourist visas as these are short-term, non-work visas;
• student visas – usually allow spouse and children as dependants, but dependants are not permitted to work;
• intern or training visas – may not allow dependants or impose restrictions; and
• certain short-term or project-specific visas – may restrict family members due to the temporary nature of stay.

It is important to check the specific visa category rules, as they vary depending on the purpose of stay and Indian government regulations. Some visas require dependants to apply separately with valid supporting documents and proof of relationship. Consulting with your immigration partner is advisable for precise eligibility details.

In India, a standard dependent visa (“X” or entry visa) does not automatically permit the holder to work. If a dependant (eg, the spouse of an employment visa holder) wishes to take up employment, they must secure a job offer from an Indian employer and independently qualify for and obtain their own employment visa. This will require sponsorship from an Indian employer and fulfilment of minimum salary and qualification requirements. They cannot work on the strength of their dependant status.

Working without proper authorisation on a dependant visa is a violation of Indian immigration rules and can lead to penalties or visa cancellation. This also impacts the primary employment visa holder’s status. There are no current exceptions that allow work on a dependant visa under Indian immigration law. Even remote or freelance work is considered employment and requires appropriate visa status. One should always consult with an immigration partner or refer to the Bureau of Immigration (India) for updates or specific case assessments.