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The Mainichi
a day ago
- Business
- The Mainichi
Hiroshima Pref. businesses, univ. strive to help foreign workers integrate, feel secure
FUKUYAMA, Hiroshima -- "It is our hope that foreign workers can work in an environment where their safety and peace of mind are sustained." So said Narikazu Komaru, chairman of the Fukuyama Chamber of Commerce and Industry, at a June press conference announcing a new Japanese language education course for foreign workers, to be launched in partnership with Fukuyama City University here. Komaru explained that the goal is to help foreign workers feel secure and supported. With Japan's working-age population rapidly shrinking, the importance of foreign labor is growing. The chamber had been requesting the city and other local authorities to establish such courses since last year to support member businesses in tapping foreign talent. "Having a higher education institution like a university involved means companies can confidently send their workers to participate," the chamber explained, adding that the initiative aims to secure a stable workforce and promote the integration of foreign workers into the local community. According to the Ministry of Health, Labor and Welfare, the number of foreign workers in Japan surpassed 2 million for the first time as of the end of October 2023, and reached about 2.3 million by the same time in 2024. By industry, manufacturing employs the largest number of foreign workers. By residency status, the technical intern training program, originally intended for technology transfer to developing countries, accounted for 470,725 people. Meanwhile, the "Specified Skilled Worker" status, introduced in 2019 to address labor shortages, reached 206,995 people -- a nearly 50% increase from the previous year. At Innoshima Tekko Ltd., a hull block manufacturer on Innoshima Island in Onomichi, Hiroshima Prefecture, where shipbuilding is a major industry, nearly half of the company's roughly 90 employees are from Indonesia or Vietnam. One such employee, Suwatno, 38, from Java, Indonesia, first came to Japan in 2008 as a technical intern and worked at the company. After a period back home, he returned in 2023 under the Specified Skilled Worker (i) status, which allows a total stay of up to five years. He has since passed the exam for Specified Skilled Worker (ii), which has no limit on the number of renewals and allows family members to join him in Japan if requirements are met. Now a manager, Suwatno mentors other foreign employees. "I want to keep doing the work I'm used to for a long time. I hope to bring my family here and live together," he said with a smile. The company began accepting foreign workers in 1998. Initially, they were seen as supplementary staff, but as more young Japanese left the island and local hiring became difficult, foreign workers became the core of the workforce. Four years ago, a dedicated department was established to actively recruit and support talented foreign staff and help them settle in. The firm holds Japanese language classes during lunch breaks, provides dormitories and prayer spaces for Muslim employees, and regularly conducts one-on-one meetings to discuss concerns including personal issues. It also offers transportation to medical facilities for employees who only have bicycles, and has reduced dormitory fees in response to the recent depreciation of the yen. Yu Fukushima, section chief in charge of overseas operations, said, "After years of these efforts, Japanese employees' attitudes have changed. Having foreign workers stay long-term and being able to pass on our skills and know-how has become a source of pride and motivation for us." The company is even considering building a mosque for its Indonesian Muslim employees. However, there are challenges that a single company cannot solve, such as the lack of rental housing for foreigners in the area and difficulties finding schools for employees' children if they bring their families from abroad. Fukushima added, "We hope the government will work to improve these aspects of the environment." (Japanese original by Fusajiro Takada, Fukuyama Bureau)
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Business Standard
a day ago
- Business
- Business Standard
UK immigration overhaul: Indians face new job, visa and salary rules
Indians working or planning to work and study in the United Kingdom must brace for sweeping changes in the immigration system, many of which come into effect from July 22, 2025. This is the first wave of changes following the Labour government's immigration white paper published in May 2025. Several Skilled Worker visa rules are being overhauled, with new restrictions on jobs, salary levels, and long-term settlement pathways. What's changing and who will it affect? According to an update from the UK Home Office, from July 22, all Skilled Worker roles must meet the Regulated Qualifications Framework (RQF) Level 6 benchmark, equivalent to a UK bachelor's degree. This change cuts out hundreds of jobs previously considered eligible. Around 180 roles—especially in hospitality, logistics, and care—will no longer qualify for sponsorship under the Skilled Worker route. These are sectors that often rely on positions below graduate level, such as care assistants, chefs, and delivery supervisors. However, there is a small reprieve for employers. Any Certificate of Sponsorship (CoS) issued before July 21, 2025, will still be accepted under the current rules—even if the role no longer qualifies post-deadline. Salary thresholds are going up The minimum salary requirement is also being raised for several visa categories. For the Skilled Worker visa, the threshold is increasing from £38,700 (about ₹41.8 lakh) to £41,700 (about ₹45 lakh) annually. Other routes, including Global Business Mobility and Scale-up, will also see revised salary benchmarks. Crucially, all Skilled Worker visa holders applying for Indefinite Leave to Remain (ILR) after July 22 must meet the new salary threshold—even if they applied earlier under the old rules. Note: Indefinite Leave to Remain (ILR) is a UK immigration status that allows a person to live, work, and study in the UK without any time restrictions. It's a step towards permanent residency and, ultimately, British citizenship. There is no transitional relief. 'The new salary thresholds apply immediately for those seeking settlement, so employers must plan accordingly,' said a release by the UK government. What employers need to do now With the new system now live, employers are under pressure to act quickly to stay compliant and avoid disruption to staffing pipelines. Immediate steps include: • Issue CoS before July 21 for jobs affected by the new rules • Audit sponsored job roles to check if they meet RQF Level 6 • Update salary bands and HR budgets to reflect the new thresholds • Identify employees who are already on the Skilled Worker route and may still qualify under transitional arrangements • Review recruitment strategies and invest in upskilling local workers • Communicate clearly with existing staff on potential implications • Consult legal experts to minimise the risk of non-compliance More changes expected this year The white paper released in May outlines several additional proposals expected to roll out later in 2025. These include: • Increase in the Immigration Skills Charge • Revised English language eligibility standards • New family visa rules • Graduate Visa duration cut from 2 years to 18 months • Proposal to double the Skilled Worker settlement period from 5 years to 10 Ten-year wait for permanent residence? Under the government's 'earned settlement' model, most migrants would need to wait 10 years instead of the current 5 to qualify for Indefinite Leave to Remain. However, those making 'Points-Based contributions to the UK economy and society' may still qualify earlier. The Home Office has not yet explained how these points will be awarded or how much faster the accelerated route will be. 'We will consult on the earned settlement scheme later this year,' said Seema Malhotra, the UK minister for migration and citizenship in a written reply to Parliament. Who is exempt from the 10-year rule? So far, partners of British citizens and victims of domestic abuse have been confirmed as exempt. They can continue to qualify for ILR after five years. EU citizens protected under the EU Settlement Scheme will also retain their existing five-year pathway, as required under Article 15 of the UK-EU Withdrawal Agreement. The Home Office has not yet confirmed whether other visa categories, such as the Hong Kong BN(O) route, will be exempt. Do the new settlement rules apply to existing visa holders? This is unclear. During a statement on May 12, 2025, Home Secretary Yvette Cooper said: 'We will set out further details of the earned settlement and citizenship reforms later this year, and we will consult on them'. She added: 'We want the settlement rules to be amended as swiftly as possible and to apply widely, but we will consult on the detail'. So far, the government has not said whether people already on existing visa routes will be affected or whether the ten-year requirement will apply only to new arrivals. Will MPs vote on these changes? According to an FAQ shared by the UK government, most of the changes will not be subject to a parliamentary vote. The UK immigration system is governed through Statements of Changes, which automatically take effect unless a motion of disapproval is passed within 40 days. In practice, this rarely happens. For example, the major visa changes introduced by the previous Conservative government in 2024 were not voted on, despite heated debate. However, changes requiring primary legislation—such as new levies on international students or amendments to citizenship law—will need Parliament's approval. Those are expected to be introduced in stages through separate bills.
Time of India
2 days ago
- Business
- Time of India
New UK Immigration rules from July 22: What's changing and how it matters
The UK government has published a sweeping Statement of Changes in Immigration Rules, due to take effect from 22 July 2025, marking the first wave of reforms from the government's landmark immigration white paper. The agenda? Build an immigration system that supports economic growth while drastically reducing net migration and UK businesses' reliance on overseas labour. While the broader white paper outlines systemic changes, the rules rolling out primarily target the Skilled Worker route, which is the pathway for migrant professionals. For employers and licensed sponsors, these changes will have a significant impact on hiring strategies, visa processing, and long-term workforce planning. So what exactly is changing? And what can employers do to prepare? Read more: Visa-free isn't always free: Countries that still charge entry fees and travel taxes Skills thresholds are rising From 22 July, the minimum skills threshold for Skilled Worker roles will increase substantially. All roles must now be at RQF Level 6—equivalent to a bachelor's degree. This update disqualifies a swathe of previously eligible jobs. What this means: Around 180 occupations will be removed from the eligibility list, affecting sectors such as hospitality, logistics, and care services that often rely on roles below the degree level. However, employers still have a short window to act. If a Certificate of Sponsorship (CoS) is issued before 21 July 2025, even for roles that won't be eligible post-change, the application can still proceed under current rules. Salary thresholds are increasing too In addition to changes in skill level, salary thresholds are also being revised upwards across multiple work visa categories, including: Skilled Worker visa: From £38,700 to £41,700 per year Global Business Mobility and Scale-up routes will also see updated minimum salary requirements. All Skilled Worker applicants seeking indefinite leave to remain (ILR) after 22 July 2025 must meet the new salary criteria—even if they applied under the old salary threshold. No transitional relief applies to salary changes—employers must ensure compliance immediately. Read more: Travel disruptions mount after Alaska Airlines grounds fleet; all key details here What employers should do now With less than a week left, employers need to move fast to stay compliant and minimize disruption. Here are key actions businesses and sponsors should take: Fast-track CoS issuance: Aim to submit any new or renewal applications under the current rules by 21 July 2025. Audit job roles: Check if your sponsored occupations meet the new RQF Level 6 criteria. Realign salary structures: Update offers, budgets, and HR systems to meet the new salary minimums. This applies immediately—no grace period. Map your workforce: Identify employees who will benefit from transitional provisions—i.e., those already sponsored under the Skilled Worker route before the changes. Rethink recruitment: The government wants employers to focus on domestic talent development. Revise hiring strategies and consider investing in upskilling programmes. Communicate with current visa holders: Ensure your existing sponsored workers understand how the new rules could affect their status, settlement timelines, or extensions. Consult legal experts: With increased scrutiny and compliance checks expected, seeking immigration legal advice could prevent costly errors. More changes are coming This July rollout is only the beginning. The white paper outlines further developments expected later this year, including: A hike in the Immigration Skills Charge (ISC) Revised English language eligibility criteria A reworked family visa framework A shorter Graduate Visa validity—cut from 2 years to 18 months A proposed (but unconfirmed) doubling of the settlement period for Skilled Workers—from 5 to 10 years For employers, this is a wake-up call. A reactive approach will no longer suffice. With more complex compliance requirements and a shrinking pool of eligible overseas workers, proactive workforce planning is now essential. In short, if your business relies on global talent, this is the time to act—review your hiring processes, revise your visa pipeline, and prepare your teams for what's coming. The cost of inaction could mean losing access to key talent, or worse, falling foul of new immigration regulations.
Time of India
3 days ago
- Business
- Time of India
UK to implement new visa and settlement rules for immigrants starting July 22
Reduced skilled worker occupation list: Employers will no longer be allowed to sponsor overseas workers for roles classified as medium-skilled (RQF levels 3–5), unless those jobs are granted exceptions by the Migration Advisory Committee. The revised list will apply until the end of 2026. End of international recruitment for care workers: Employers will be barred from recruiting care workers from overseas under the Skilled Worker route. Those already sponsored by that date will not be affected. You Might Also Like: UK to raise English language standards for migrants seeking residency Tighter student visa compliance: Universities will face stricter compliance rules to maintain their licence to sponsor international students. Levy on international student fees: The government is exploring a charge on university income from foreign tuition, which would require parliamentary approval. Graduate visa shortened: The post-study Graduate visa is set to be reduced from two years to 18 months. Stricter English language requirement: The Home Office has announced plans to introduce higher English language standards by year-end, including for dependents of work visa holders. You Might Also Like: QS Rankings 2026: London is no longer the world's best city for international students. This Asian capital is Partners of British citizens Victims of domestic abuse EU nationals under the Settlement Scheme, who are covered by the UK-EU Withdrawal Agreement The UK government will begin enforcing the first phase of immigration reforms from July 22, 2025, as part of its wider policy agenda outlined in the immigration white paper titled 'Restoring control over the immigration system'. The measures, aimed at reducing net migration, include a narrower list of sponsor-eligible jobs and a ban on overseas hiring in the care white paper, published on May 12, signals the government's intent to make it more difficult to move to and settle in the UK. Though a white paper does not itself change immigration law, several of its proposals are already being actioned through changes to immigration tomorrow, the Home Office will implement two key reforms:These changes form part of a wider policy drive to prioritise domestic labour and reshape immigration proposals in the white paper include:A key feature of the white paper is the proposal to extend the qualifying period for permanent residence—known as Indefinite Leave to Remain (ILR), from five years to ten. This policy is still under consultation and will not come into force white paper also proposes an 'earned settlement' route, which would allow some migrants to qualify earlier if they demonstrate sufficient contribution to the UK economy and society under the points-based system. However, the criteria for this route have yet to be defined.'We will set out further details of the earned settlement and citizenship reforms later this year, and we will consult on them. There will be plenty of opportunity for people to comment on and consider the detail,' Home Secretary Yvette Cooper told groups are expected to be exempt from the longer settlement timeline:The government has not clarified whether other routes currently offering a five-year path to ILR—such as the Hong Kong BN(O) visa, will be included. When questioned in Parliament, the Minister for Migration and Citizenship said, 'We will be consulting on the earned settlement scheme later this year and will provide details of how the scheme will work after that, including which immigration routes it will apply to.'Whether the ten-year settlement rule will apply to migrants already on existing routes remains undecided. A technical annex to the white paper suggests it might, 'A number of those currently in the UK are likely to leave due [to] it taking longer to gain settled status.'Parliamentary responses have so far deferred specifics, saying the issue will be addressed during the consultation phase. Nonetheless, media reports indicate that transitional measures may be considered for those nearing eligibility under current of the changes, including adjustments to the visa sponsorship list and English requirements, can be made through statements of changes to immigration rules. These do not require a parliamentary vote and come into effect automatically unless disapproved by motion within 40 days, a rare a few proposals, such as the levy on student fees or changes to naturalisation law, will require an Act of the first round of changes beginning July 22, the UK's immigration framework is entering a new phase. While many of the most impactful changes, such as the settlement timeline are still pending consultation, the direction of policy is clear: tighter eligibility, increased compliance, and a greater focus on economic contribution.
News18
5 days ago
- Business
- News18
Intel Layoffs: Company Announces Over 5,000 Job Cuts In US, Says Report
The layoffs are mainly likely to hit employees in California, Oregon, Arizona and Texas. Intel Layoffs 2025: In a fresh round of job cuts, chipmaker Intel is laying off over 5,000 employees in the US, Manufacturing Dive has reported citing updated Worker Adjustment and Retraining Notification filings. Mainly, the layoffs are likely to hit employees in California, Oregon, Arizona and Texas. The layoffs are part of a broader restructuring plan to turn around the beleaguered company. The job cuts are estimated to be doubled for Santa Clara and Folsom to a total of 1,935 affected employees, according to the California WARN filings. The layoffs started in Folsom and Santa on July 11 and July 15. 'We are taking steps to become a leaner, faster and more efficient company… Removing organizational complexity and empowering our engineers will enable us to better serve the needs of our customers and strengthen our execution," Intel said in an email on July 9, according to Manufacturing Dive. Last month, Intel started job cuts and sacked 107 employees connected to its headquarters in Santa Clara, California. In a WARN notice, the company had said the layoffs are expected to begin July 15. Additionally, the company also decided to close down its automotive chip business, which was based in Munich, Germany, according to The Oregonian citing an internal memo. According to the memo, 'Intel plans to wind down the Intel architecture automotive business" and will lay off most of its workers in the section. Last month, reports citing CEO Lip-Bu Tan's internal memo suggested that Intel was planning to lay off 15%-20% workers from its chip manufacturing division. The move comes just a month after CEO Andy Jassy warned that adoption of generative AI tools would trigger a workforce reduction. The layoffs at Amazon come after similar action by global giants like Microsoft, Meta, and CrowdSrike recently. Many corporations are increasingly using artificial intelligence to write code for their software and adopting AI agents to automate routine tasks, as they look to save costs and cut reliance on people. CEO Lip-Bu Tan's Turnaround Plans Lip-Bu Tan, who assumed the role of Intel's CEO in March, said in April that the company plans to cut operating expenses by $500 million this year and another $1 billion next year. 'There is no way around the fact that these critical changes will reduce the size of our workforce," he had said. 'We must balance our reductions with the need to retain and recruit key talent," he said in the memo. 'I will empower each of my leaders to make the best possible decisions aligned with our top priorities. These decisions will not be made lightly, and we will keep you regularly informed." Tan has been working on sweeping reforms at Intel, including a revamp of its artificial intelligence (AI) roadmap and chip manufacturing operations. A key element of his plan involves trimming layers of middle management, which he sees as an impediment to faster execution and innovation. In a recent company-wide town hall, Tan cautioned employees that 'tough decisions" lay ahead. Tan, 65, previously served as CEO of Cadence Design Systems and was a member of Intel's board until August 2024. His appointment follows a challenging period for Intel, which reported a $19 billion annual loss in 2024 — its first in nearly four decades — and continues to lose market share to rivals like Nvidia and Arm, especially in the AI chip sector. Intel also announced mass layoffs in August last year. view comments Location : New Delhi, India, India First Published: July 19, 2025, 08:42 IST Disclaimer: Comments reflect users' views, not News18's. Please keep discussions respectful and constructive. Abusive, defamatory, or illegal comments will be removed. News18 may disable any comment at its discretion. By posting, you agree to our Terms of Use and Privacy Policy.
