Corporate Immigration 2026 Comparisons

Panama’s immigration policy is grounded in the Political Constitution and is shaped by the country’s social, economic and demographic interests. In accordance with Immigration Decree Law No 3 of 2008, the Ministry of Public Security is responsible for formulating and proposing immigration policies to the Executive Branch, with a focus on these national priorities.

The National Immigration Service, acting through its Director General, is responsible for the administration, supervision, oversight and enforcement of the immigration policies adopted by the Executive Branch. These policies are designed to promote foreign investment, support economic growth and facilitate the entry of skilled professionals and foreign nationals participating in strategic residency programmes aligned with the country’s development objectives.

Other governmental entities, including the Ministry of Labour, the Ministry of Commerce and Industries and the Ministry of Foreign Affairs contribute to development of immigration policy in alignment with national priorities relating to trade, investment and employment.

Over the past decades, Panama has consistently maintained a pro-investment immigration framework aimed at attracting business and capital. This approach has been reinforced through the expansion of investment-based residency options, including the Qualified Investor Programme, while preserving a clear and established pathway for foreign executives employed by companies operating under special regimes including the Multinational Headquarters Regime (SEM). Additional categories have also been introduced to attract highly qualified individuals, including researchers, scientists and professionals with exceptional talent.

The government continues to implement regularisation programmes targeting foreign nationals who have resided in the country for over one year and have an irregular immigration status. This initiative reflects a broader policy objective of promoting social inclusion, reducing labour market informality and strengthening regulatory oversight. The current programme allows eligible individuals to obtain both residency and a work permit within a defined application period from 13 March 2026 to 13 March 2027.

In parallel, the authorities are reinforcing compliance with existing obligations that had previously seen limited enforcement, including the mandatory requirement to update domicile information. In March 2026, the National Immigration Service introduced an online system enabling foreign nationals to update their address information and settle applicable fines in cases where changes of address are not reported within 30 days. These measures reflect a broader shift towards digitalisation and a more rigorous monitoring of residency conditions.

Additionally, new residency pathways introduced in 2026 provide for permanent residence for (i) individuals who have completed six consecutive years of studies in Panama, and (ii) highly qualified, research-oriented professionals. These developments indicate a policy aimed at retaining talent educated in Panama while also attracting specialised human capital.

Separately, recent application trends reflect broader regional dynamics rather than domestic policy changes alone. In 2025, the top nationalities applying for residency in Panama were Colombian, Venezuelan and United States nationals. Notably, the United States, which ranked fourth in previous years, experienced a notable increase of approximately 26.5% in applications compared to 2024. These trends are likely influenced by a combination of country-specific conditions and outward mobility patterns, which continue to position Panama as a relevant destination for relocation and investment.

The main sponsor-based employment options in Panama are as follows.

• 10% ordinary personnel residence permit and work permit, applicable to foreign employees who participate in the regular activities of the employers’ business at the administrative or operative level, and that are not in trust, specialised or technical roles – this type of permit is subject to salary and head count quota limits.
• 15% trusted personnel residence permit and work permit, applicable to trusted foreign personnel that provide direction, supervision or representation services to the employer – this type of permit is subject to salary and head count quota limits.
• 15% technicians and specialised personnel residence permit and work permit, applicable to foreign employees in specialised or technical roles such as technicians or experts – this permit is also subject to salary and head count quota limits.
• Friendly nations residence permit and work permit based on employment, applicable to foreign employees from a list of countries that Panama has established friendly, economic, investment and professional ties with – this type of permit is counted in the payroll for quota purposes based on employment.
• SEM visas, specifically for foreign employees working in permanent positions within an SEM company (sede de empresas multinacionales – headquarters of multinational companies); these visas do not count towards quota limits and do not require a separate work permit.

Panama also offers sector-specific, sponsor-based work visas for foreign nationals employed by companies operating within designated special economic zones. These include Panama Pacifico, the City of Knowledge, export processing zones, the Colon Free Zone, the film and audiovisual industry, the aviation industry and commercial call centres.

In addition to the above, Panama provides short-term, sponsor-based immigration options designed to facilitate temporary assignments and project-based work. These include:

• Temporary Visitor Visa for Labour Purposes or Transit Visa, in conjunction with a Temporary Technician Work Permit, applicable to foreign nationals performing specialised or technical services for a limited period, typically in connection with specific projects, installations or similar assignments;
• Short-Stay Permit for United States Nationals, which permits short-term work activities under a streamlined process, although its eligibility is limited to US nationals; and
• Short-Stay Visas, available for a range of specific activities, including business, research and scientific activities, family visits, medical treatment, commercial representatives, investors under special legal regimes, international humanitarian assistance, and individuals engaged in activities within the banking sector.

In certain limited circumstances, Panamanian legislation also permits short-term work activities without a formal work permit, subject instead to a prior notification to the Ministry of Labour. These include:

• foreign nationals entering Panama for business-related activities (such as travelling agents, administrators or international auditors) for periods of up to 15 calendar days; and
• foreign technicians or specialists entering the country to comply with warranty obligations or similar contractual commitments, provided such activities do not generate local-source income.

These mechanisms are used where the foreign national does not generate local income and performs activities of a temporary or ancillary nature.

In Panama, individuals with sponsor-based work visas may become eligible to apply for permanent residency after maintaining lawful residence, for a specified period, depending on the applicable visa category. Core requirements typically include an approved provisional residency permit, demonstrating that there are no prior criminal convictions, proof of stable income, evidence of good health and compliance with any specific conditions established under the relevant regime.

Sponsor-based work visas that may lead to permanent residence include the residence permit for foreign personnel hired under the 10% quota for ordinary personnel or the 15% quota for trusted personnel, technicians and specialised personnel and the friendly nations residence permit. Under these categories, the pathway to permanent residence generally involves a two-stage process: an initial provisional residence permit granted for a period of two years, followed by permanent residence.

Other temporary residence permits and short stay permits do not qualify for permanent residency.

The main unsponsored work visas in Panama are as follows.

• Family ties residence and work permits for foreigners include categories for spouses or children who are Panamanian citizens. Upon marriage to a Panamanian, foreign nationals can begin the process by applying for provisional approval, which allows residency and work privileges for two years. Afterwards, they can seek permanent residency. Similarly, foreign nationals with children born in Panama, aged at least five, can apply for permanent residency after holding provisional residency for two years. These programmes count towards the local labour quota for companies.
• The humanitarian security protection permit, established in 2026 as a new regularisation programme applicable to foreign nationals who (i) have irregular status within the national territory and (ii) have stayed in the country for no less than one year, provides provisional immigration status for a duration of two years in conjunction with a work permit that is valid for the same period. Work permit applications under this programme are exempt from quota limits. After two years, the permit may be renewed for up to an additional six years, after which time the applicant becomes eligible to apply for permanent residency.

The main investment visas in Panama are as follows.

• The qualified investor residence permit and work permit, applicable to foreigners who invest USD300,000 in real estate, USD500,000 in stocks or USD750,000 in fixed-term deposits for which the government of Panama grants fast-track permanent residency (for quota purposes, this type of permit does not count towards the payroll).
• The Panama-Italy Agreement enables Italian citizens to obtain immediate permanent residency in Panama by means of the Mutual Friendship, Commerce, and Navigation Treaty between the two countries. Additionally, it provides an indefinite work permit and qualifies individuals as part of the local labour force. 
• The friendly nations residence permit and work permit based on an investment, applicable to foreigners from countries with which Panama has friendly, economic, investment and professional ties. To be eligible, the foreigner must hold a friendly nations residence permit based on an investment (for quota purposes, this type of permit does not count towards the payroll).
• The self-economic solvency residence permit and work permit, applicable to foreigners who invest USD300,000 in (i) real estate, (ii) fixed-term deposits, or (iii) mixed investments (for quota purposes, this type of permit does not count towards the payroll).

Most visitors to Panama may enter the country visa-free for business purposes and remain for a limited period, provided they do not engage in paid work or operate a business locally. Permitted activities generally include attending meetings, conferences and similar business-related events, but visitors cannot receive compensation from Panamanian sources.

Visitors must enter on a temporary basis, without the intention of establishing residence, and are required to leave the country before the authorised period of stay expires.

To enter Panama, foreign nationals must meet standard entry requirements, including holding a valid passport, having sufficient financial means, and presenting a return or onward ticket. Entry may be denied in cases involving criminal records or prior immigration restrictions.

Certain nationalities are required to obtain an entry visa in advance. However, exemptions may apply to individuals holding a valid visa or residence permit from jurisdictions such as the United States, Canada, the United Kingdom, Schengen countries, Japan, South Korea, Singapore or Australia.

The permitted length of stay varies depending on nationality and may be as short as one month for nationals of countries without visa exemption agreements, typically up to 90 days for visa-exempt nationals, and up to 180 days for certain nationals, such as those from the United States and Canada.

Panama does not require visitors to apply for pre-travel authorisation.

Panama introduced a short-stay visa for remote workers in 2021, which continues to be available. This visa allows a nine-month stay in Panama, extendable for an equal term. It enables foreign nations to reside in Panama while performing work activities remotely, without the need to obtain a separate work permit.

To be eligible applicants must:

• have an employment contract with a foreign multinational company as a remote worker or be self-employed as a remote worker;
• perform job duties remotely;
• receive a salary from a foreign source of at least USD36,000 per year; and
• hold a medical insurance policy that covers them in Panama and remains valid throughout their stay.

Holders of this visa are prohibited from providing services or representing their foreign company for activities within Panama.

Dependants cannot be included under this visa category and must apply independently under a separate immigration status. This limitation may affect its suitability for applicants seeking relocation with family members.

In Panama, there are no specific language requirements for obtaining a visa. However, in certain cases where a face-to-face interview is necessary, such as in the “married to a Panamanian” category, applicants who are not fluent in Spanish must have an authorised public interpreter present during the interview. 

When submitting documents for a visa application, the Immigration Law provides that any documents issued in a language other than Spanish must be translated by an authorised public translator in Panama.

Medical certificates are a mandatory requirement for all visa applications, as established by Panama’s Immigration Law. These certificates must be issued by a qualified Panamanian doctor within three months prior to the submission of the application.

Accordingly, applications will not be accepted for processing if the medical certificate is not provided or is no longer valid at the time of filing. Therefore, applicants should ensure that the certificate remains valid as of the filing date.

Additionally, even though no proof of vaccinations is required for a visa purpose, a yellow fever vaccination certificate may be required to enter Panama when travelling from countries where this disease is endemic, including tropical countries in Latin America and Africa.

Sponsor-based employment visas in Panama require specific minimum thresholds to be met, including the following.

• Salary – the general requirement is that the salary of the foreign worker must not be less than USD850 per month. However, certain immigration categories require a minimum salary of USD1,000 per month, such as (i) micro and small employer (formerly known as the “Marrakech Agreement”), and (ii) executives of international corporations whose operations take effect abroad. In addition to what is established by the Immigration Law, the salary indicated in the employment contract must comply with the applicable legal minimum wage, which is reviewed by the executive branch every two years based on activity and region.
• Qualifications – foreign workers hired for specialist or technical positions must provide proof of their expertise, as follows:
1. for expert positions, foreigners must present a reference letter from a foreign company certifying (i) the worker’s specialty and expertise; and (ii) the job position, duration of employment and duties in the company, which must be related to the position to be performed in Panama; and
2. for technical positions, foreigners must provide a professional certification or diploma, which must be related to the role to be performed in Panama.
• Quota limitations – companies in Panama are subject to both salary and head count quota limitations, whereby 90% of ordinary employees must be Panamanian citizens or foreign workers considered as local labour; hence, 10% of the ordinary workforce may be comprised of foreign workers. However, the quota is higher for trust, specialised or technical staff, who can comprise up to 15% of a company’s total salaried employees and head count.
1. The following are considered as local labour:
1. foreigners who have resided in Panama for ten years or more; 
2. foreigners married to a Panamanian;
3. foreigners who are parents of Panamanian citizens;
4. foreigners under the Panama-Italy Agreement; and
5. foreigners with a friendly nations work permit granted for an indefinite term.
2. Exceptions to the 10% or 15% quotas apply to certain categories, including:
1. micro or small employers;
2. executives hired by international corporations whose duties are performed abroad;
3. executives from the Colon Free Zone;
4. holders of SEM and EMMA visas;
5. personnel affiliated with the City of Knowledge Foundation; and
6. temporary technicians.

Restricted professions – by law, there are certain professions that are protected and reserved only for Panamanians. Companies must verify whether the position they are hiring for falls within these restrictions prior to hiring. The restricted professions include:

• accounting;
• law;
• architecture;
• engineering;
• medicine;
• dentistry;
• nursing; and
• veterinary.

For an employment-based visa, the foreign worker must have a work contract with a Panamanian company. Consequently, both the visa and work permit will be tied to a specific employer. If the foreign worker ceases to work for such employer, the latter must notify the Immigration Authority and the Ministry of Labour and request the cancellation of the corresponding residence and work permit.

Other limitations apply depending on the circumstances.

• If the foreign worker is hired by another company, a new residence and work permit must be applied for. This requires the foreign worker to go through the process of obtaining a new residence and work permit specifically tied to the new employer.
• If the foreign worker holds permanent residency, the residency status can be maintained, however, a new work permit must be obtained from the Ministry of Labour upon a change of employer. This allows for a smoother transition in terms of immigration status, as the permanent residency remains valid and only the work permit needs to be updated to reflect the new employment.

As a general rule, all temporary and permanent residence permits in Panama require a criminal record certificate. Such certificate must be issued by either the country of origin or the country of residence.

The law establishes grounds for denial of entry or transit, as well as for the revocation of visas or permits, in the following cases:

• the existence of an order issued by competent authority prohibiting the individual’s entry;
• the submission to the competent authority of national or foreign documents that are materially or ideologically fraudulent or altered, for the purpose of obtaining a visa for entry into the national territory;
• attempting to enter the national territory with a document that does not meet the requirements established under the current legislation;
• having a criminal record in the country of origin or country of provenance;
• constituting a risk or threat to national security or to the international community;
• suffering from a disease classified by the Ministry of Health as a public health risk or coming from a country or region declared by the World Health Organization (WHO) or the Panamerican Health Organization (PAHO) as a high-epidemiological-risk area;
• having been deported or expelled from the country, with the removal order still in effect; and
• violating the Immigration Law or its regulations.

Additionally, the law provides a list of grounds for permit cancellation, granting the competent authority the power to cancel permanent or temporary residency, as well as the permits of those with non-resident status, under certain circumstances including conviction for an intentional crime or for tax fraud. Individuals whose permits are cancelled may be subject to deportation unless otherwise provided.

Given the above, the Immigration Authority retains broad discretion when assessing criminal background records, even if such records include charges, convictions or other offences that are minor or not recent. As the law does not establish specific thresholds or criteria, the existence of a criminal record may be sufficient to deny an application, revoke residency, or prevent entry into the country

Foreigners entering Panama are required to demonstrate economic solvency to cover their expenses while in the country (not less than USD500), except for passengers in transit who remain in the immigration facilities.

For residence permits based on employment, proof of solvency is generally not required, except when applying with dependents. In such cases, evidence of financial capacity may include a work contract accompanied by a social security pay stub and a work permit, a bank reference letter showing an average balance of no less than four figures or a local income tax return with a tax clearance certificate demonstrating a monthly income of at least USD1,000.

In employment-based applications, a sponsor must issue a letter of responsibility covering the applicant’s financial support or salary payments. This, together with the employment contract, serves as sufficient proof of financial means for filing purposes in most of the employment-based residence permits in Panama.

In Panama, all visa and work permit applications must be submitted in hard copy to the relevant authorities, accompanied by original supporting documents, as electronic filing is not available for these procedures.

Although, the Ministry of Labour had initiated preliminary steps towards digitalisation, including the electronic filing of the Temporary Protection Work Permit, this option is no longer available. Currently, all work permit applications must be submitted in person together with with physical documentation. At present, the Ministry still maintains certain digitalised administrative processes, such as the registration of foreign labour and the registration of employment contracts, as part of its broader effort to modernise and streamline the application process.

Similarly, while the Immigration Authority has not yet implemented electronic filing for visa or residence permit applications, it has introduced limited digital services, including the issuance of immigration status certificate and migration movement certificate, which reflects its interest in continuing the digitalisation of certain immigration procedures. However, all visa or residence permit applications continue to require the physical submission of original documents.

Under Panamanian immigration regulations, all residence permit and short-stay visa applications must be submitted from within Panama. This requires applicants to enter the country legally and be physically present at the time of filing before the Immigration Authority.

The only exception to this requirement is tourist visa applications, which may be submitted at a Panamanian consulate located in the applicant’s country of origin or legal residence. These consulates are authorised to receive applications and conduct preliminary assessments; however, the final review and approval are carried out by the Immigration Authority in Panama. Once approved, the visa is returned to the relevant consulate for issuance, allowing the eligible foreign national to enter Panama.

Currently, Panamanian immigration law does not establish specific exceptions or alternative procedures for applicants residing in conflict-affected jurisdictions. As such, individuals from these regions must still adhere to the standard entry requirements and submit their applications in-country.

Visa processing times are subject to variation depending on the applicable immigration category. The current estimated processing time for certain visas and residence permit are as follows.

• Stamped tourist visas – nationals from countries that are not visa-exempt must apply for a stamped tourist visa to enter the country, which can take approximately four months to process.
• Residence permits – generally, residence permit applications require approximately five months for processing.

Exceptions to these processing times include:

• the qualified investor residence permit, which takes up to 30 working days to process;
• the transit visa, which takes up to 1.5 months to process;
• the remote worker visa, which is approved in approximately ten days; and
• visas required for labour reasons, which can take up to nine months to process depending on the approval of the work permit.

Work Permits

The processing time for work permits is generally around two months, with some exceptions, such as the temporary technician (transit visa) work permit, which can take approximately one month. 

These estimated processing times may vary depending on individual circumstances, the workload of the authorities, the visa/permit category and any additional requirements or factors specific to each case.

As a general rule, visa applications in Panama are submitted after the foreign national has entered the country. However, nationals of countries that are not visa-exempt must obtain a stamped tourist visa prior to entry. Such visa may be requested either (i) directly by the applicant at a Panamanian consulate in their country of origin or legal residence, or (ii) within Panama through a Panamanian attorney acting on behalf of the applicant.

Once the foreign national has entered Panama and the residence permit application has been duly filed before the Immigration Authority a temporary identification card is issued with a validity of six months. This card (i) permits multiple entries and exits during its period of validity, and (ii) serves as official proof of an ongoing immigration process.

Certain special immigration categories, including qualified investor programme and domestic worker visa, allow applicants to initiate the process prior to entering Panama. In such cases, applicants may travel to Panama only after receiving confirmation of filing. Upon arrival, they must obtain the corresponding residence identification card.

When a residence permit application is filed on behalf of a minor, additional requirements must be met for the minor’s subsequent departure from Panama. In addition to carrying the minor’s temporary or residence identification card, travellers must present (i) the minor’s birth certificate – either the original copy or a notarised copy – and (ii) a letter of authorisation from the absent parent(s), if one or both are not accompanying the child. 

In general, visas in Panama are generally subject to standard processing times, with no option for expedited or fast-track options available. An exception applies for the qualified investor category, which benefits from an accelerated processing timeline of up to 30 working days. This expedited treatment is subject to higher government fees.

In general, visa applications in Panama are filed after the foreign national has entered the country. Applicants typically enter as tourists and subsequently apply to change their immigration status. The process of changing their immigration status begins with the submission of the relevant application.

In most cases, applications must be filed by a licensed attorney on behalf of the applicant, as requirements vary depending on the immigration category, the applicant’s nationality and the purpose of their visit.

Visa processing generally involves the following steps:

• registration with the Immigration Authority and submission of the residence application;
• issuance of a temporary residence identification card (typically valid for six months);
• registration with the Ministry of Labour and submitting the work permit application, where applicable; and
• issuance of the final approval identification card (residence and work permit).

The typical cost of a sponsored employment visa in Panama varies depending on the specific visa category. However, there are common fees associated with these visas, including:

• notarisation and authentication of documents;
• payments to the National Treasury;
• government fees payable to the Immigration Authority;
• fees payable to the labour authorities; and
• issuance of identification cards.

Overall, government fees associated with sponsored employment visas typically range from USD500 to USD2,000. Legal fees for handling the visa application process are typically established by each attorney based on a minimum tariff set by law for legal services.

In Panama, the cost of visa and residence permit applications has remained stable over time. Nonetheless, work permit fees have experienced a modest increase in recent years, reflecting efforts to better align such fees with administrative processing costs.

Costs associated with sponsored employment visas in Panama are typically borne by the sponsoring employer. These costs include the legal fees, expenses and other administrative costs related to the application.

Exceptions apply in cases where the applicant is not sponsored including investment visas, humanitarian visas or certain permanent residence categories, in which case the applicant usually assumes all associated costs, including legal and government fees.

Cost allocation may vary depending on the visa category, employer policies or specific agreements between the employer and the employee. Additional expenses may also arise during the process, such as document translation and legalisation costs, or fees associated with supplementary requirements imposed by the Immigration Authority or other competent authorities.

In Panama, the immigration and labour immigration authorities can take enforcement actions against an individual and/or a sponsor in different situations. The nature of such measures depends on the type and severity of the violation.

The most common circumstances for enforcement actions include the following. 

• Breach of visa conditions: if an individual and/or a sponsor breaches the terms of the visa, such as by staying longer than allowed or working without permission, the authorities can take action. This can include cancelling the visa, issuing fines or deporting the person or expelling them from the country.
• Fraudulent information: authorities may take enforcement actions such as revoking a visa or permit or ordering deportation if it is discovered that the individual and/or sponsor provided false or misleading information during the immigration process. This includes using false papers or making untrue statements to get a visa or other immigration benefits. There are also potential legal repercussions.
• Criminal conduct: engagement in unlawful activities may trigger more severe measures, including criminal prosecution, detention and deportation. This encompasses serious offences such as human trafficking and migrant smuggling.

It is also important to take into consideration that if an individual enters Panama without a valid visa or other authorised means of entry, they may be subject to deportation. Additionally, individuals who have been deported or otherwise penalised for violating immigration laws may be banned from entering Panama and become ineligible for subsequent visas or immigration benefits. Penalised individuals who want to return to the country must formally request the lifting of the entry ban. However, this decision is completely discretionary and will depend on the nature and seriousness of the violation committed.

In Panama, employers sponsoring foreign nationals for employment-based visas are subject to a number of obligations, including the following:

• Valid employment contract: the employer must formalise an employment contract duly signed by both the employer and the foreign employee.
• Maintenance of valid immigration status: employers are responsible for ensuring that the sponsored foreign worker maintains valid immigration and work authorisation throughout the period of employment. This includes supporting the worker in obtaining and renewing visas, work permits and any other required documentation.
• Notification of employment changes: employers are obligated to notify the relevant authorities of any material changes in the foreign worker’s employment status. This includes changes in job title, responsibilities or salary, or termination of employment.
• Repatriation obligations: upon termination or expiry of the employment relationship, employers are required to cover the costs of repatriating the foreign employee to their country of origin, including arranging and funding return transportation.

Failure to comply with these obligations may result in sanctions, including fines, revocation of visas and other enforcement measures. In more serious cases, authorities may also impose administrative penalties affecting the employer’s ability to operate, including the suspension or cancellation of commercial licences.

Although Panama does not have a formal “right to work” verification system comparable to other jurisdictions, employers are responsible for ensuring that foreign nationals they intend to hire comply with all applicable legal requirements. This includes confirming the individual’s eligibility to work in Panama, whether through holding a valid work permit (in the case of unsponsored categories) or securing one (for sponsored categories).

Employers must also assess additional factors, including the foreign national’s nationality and entry visa status, the nature of the position and proposed remuneration, the existence of restricted professions, and compliance with applicable labour quotas.

Panama has different types of visas, including dependant visas, which allow family members of visa or residence permit holders to live with them in the country.

The family relationships that are accepted for a dependant visa can vary depending on the visa category and the regulations in place. Generally, dependant visas may be available for the following family members.

• Spouses: the legal husband or wife of the visa holder can be included as a dependant in accordance with Panamanian law. As an exception, holders of SEM visas may include a partner of the opposite sex if they are in a legal union.
• Children of the main applicant can be included as dependants: this benefit extends to minors, those under 18 years of age and those over 18 years of age (up to 25 years old) if they are single and studying.
• Parents of the main applicant, if they depend financially on the applicant.
• Members of the family with a proven disability: all family members of the main applicant may request a dependant visa if they have a valid medical certification attesting that they have a disability. For children with disabilities, there is no age limit.

Eligibility requirements vary across visa categories and may include financial thresholds, proof of family relationships and other supporting documentation. The application process for dependant residence permits generally mirrors that of the principal applicant, following similar procedural steps and documentation requirements.

In Panama, dependant visas do not confer an automatic right to work. Accordingly, dependants must obtain a separate work permit based on their immigration status.

• Dependants with a temporary or provisional residency can apply for a family reunification work permit, which was introduced specifically for dependants of a resident by the Labour Immigration Decree. To qualify for this work permit, dependants must be self-employed or be employed by someone else, subject to the quota limits established in the Labour Code and the Labour Immigration Decree.
• Dependants with permanent residency have the option to apply for any of the work permits established in the Labour Immigration Decree, including the family reunification permit other permits that are not subject to the established quotas.

The introduction of the family reunification work permit in 2023 represents a significant development. Previously, dependants were generally only eligible to work upon obtaining permanent residence or by renouncing their dependant status and applying under a different work permit category.