GUIDE · HONG KONG JOB SEARCH

Hong Kong Employment Visa Complete Guide (2026 Updated)

Updated: 2026-07-02

Summary

Many professionals who want to work in Hong Kong hear the term "employment visa" very early in their job search. In everyday conversation, people often use "employment visa" or "work visa" to describe any visa that allows someone to work in Hong Kong. However, Hong Kong actually offers several distinct work authorization pathways, and the right one depends on your background.

For mainland Chinese residents, the typical route is the Admission Scheme for Mainland Talents and Professionals (ASMTP).

For professionals from other regions, the typical route is the General Employment Policy (GEP).

For simplicity, this guide uses "employment visa" to refer to both pathways — both require a Hong Kong employer to offer you a job and cooperate in the visa application.

The key differences between an employment visa and other pathways:

Top Talent Pass Scheme (TTPS): No employer needed; apply independently based on income or university credentials
Quality Migrant Admission Scheme (QMAS): Usually no employer needed; assessed on overall profile
IANG: For non-local graduates of Hong Kong institutions; usually no employer sponsorship required
Employment visa (GEP/ASMTP): Typically requires a job offer first, with the employer actively participating in the application

In essence, the employment visa is the traditional "find a job first, then apply for a work visa" pathway.

This guide covers who should use this pathway, the application process, the latest fees (updated February 2025), what employers and applicants need to prepare, how to discuss visa matters with potential employers, job changes and renewals, and the new Technical Professionals Stream launched in 2025.

1. What Is a Hong Kong Employment Visa?

A Hong Kong employment visa means a Hong Kong employer wants to hire a non-local professional, and that professional needs immigration clearance to work in Hong Kong legally.

For mainland Chinese residents, the pathway is ASMTP. For professionals from other regions, it is GEP. Both share similar characteristics:

A Hong Kong employer must offer you a position
The position must be a genuine, full-time role
The employer participates in the application
Immigration assesses whether the role, the candidate's background, and the salary are reasonable
The visa is closely linked to the specific job and employer

The critical thing to understand is that an employment visa is not a standalone, free-agent status. It is built on a real Hong Kong job opportunity.

Since 17 January 2025, all GEP and ASMTP applications must be submitted electronically. The Immigration Department no longer accepts paper applications.

2. Employment Visa vs. Top Talent Pass Scheme

Many people confuse employment visas with the Top Talent Pass Scheme (TTPS), but their logic is fundamentally different.

Offer required? Employment visa: yes. TTPS: no.
Employer involvement? Employment visa: yes. TTPS: no.
Tied to employer? Employment visa: closely. TTPS: more flexible.
Free to change jobs? Employment visa: procedures required. TTPS: generally free.
Best for: Employment visa: people with a Hong Kong job offer. TTPS: people who meet income or university criteria.
Job search strategy: Employment visa: find job first, then apply. TTPS: get visa first, then job search.

If you qualify for TTPS (especially Category B or C — graduates of designated universities), TTPS is often more convenient. If you don't qualify for TTPS, QMAS, or IANG but have a Hong Kong employer willing to hire and support your application, the employment visa is the key pathway.

3. Employment Visa vs. QMAS

QMAS (Quality Migrant Admission Scheme) is a talent-based immigration programme. The employment visa is a job-based visa. The biggest difference is that QMAS assesses your overall profile, while the employment visa assesses the specific job and employment relationship.

Application basis: Employment visa: employer hiring. QMAS: applicant's overall background.
Job required first? Employment visa: usually yes. QMAS: usually no.
Employer's role: Employment visa: critical. QMAS: not a prerequisite.
Assessment focus: Employment visa: role authenticity, candidate-job match, salary reasonableness. QMAS: education, experience, achievements, potential.

If you already have a Hong Kong offer, the employment visa may be more direct. If you don't have an offer but have a strong background, QMAS might be better for advance planning.

4. Employment Visa vs. IANG

IANG (Immigration Arrangements for Non-local Graduates) is designed for non-local graduates of Hong Kong institutions. The employment visa is for professionals hired by Hong Kong companies.

Target audience: Employment visa: non-local professionals hired by HK companies. IANG: Hong Kong non-local graduates.
Employer sponsorship needed? Employment visa: usually yes. IANG: usually no.
Suitable for HK graduates? Employment visa: not first choice. IANG: usually first choice.
Job change flexibility: Employment visa: lower. IANG: higher.

If you graduated from a Hong Kong institution, IANG is typically more straightforward. If you didn't graduate in Hong Kong and don't qualify for other pathways but have a job offer, consider the employment visa.

5. Who Should Use the Employment Visa Pathway?

The employment visa is typically suitable for:

People who have received a formal offer from a Hong Kong company
People who don't qualify for TTPS
People who aren't suited for QMAS
People who didn't graduate from a Hong Kong institution (can't use IANG)
People with professional skills or experience that Hong Kong needs
People whose employer is willing to support the application
Roles with genuine recruitment needs

Common industries include finance, technology, data, engineering, professional services, healthcare, education, logistics, legal compliance, marketing, cross-border business, and supply chain management.

However, success depends not just on industry but on whether the position is genuine, whether you're a good match, whether the company can explain why they need you, and whether the salary is market-rate.

6. New in 2025: Technical Professionals Stream

Starting 30 June 2025, a new Technical Professionals Stream was added to GEP and ASMTP, targeting non-degree technical talent in eight designated industries. This is a significant expansion, opening the employment visa pathway to people without university degrees.

The eight designated industries are:

New industrialisation technicians
Nurses
Aircraft maintenance technicians
Maritime services technicians (local vessels)
Information technology technicians
Lift/escalator technicians
Building Information Modelling (BIM) coordinators
Electrical technicians

Requirements:

Age 18 to 40
Relevant professional qualifications or certifications in the designated industry
No university degree required, but relevant technical training or work experience needed
Pilot programme for 3 years
Overall quota: 10,000
Per-industry cap: 3,000

This stream is a new opportunity for technically skilled workers who don't hold university degrees.

7. What Does the Immigration Department Assess?

Employment visa applications are not simply about whether the candidate is qualified. The assessment typically covers three areas.

Immigration looks at whether the job is a real, existing opportunity. The company must demonstrate that it is genuinely recruiting for the role, that the job responsibilities are clear and relate to the company's business, that there is an actual staffing need, and that the position was not created solely for visa purposes.

For job seekers, this means you should be cautious of vague or suspicious "shell" arrangements. These carry high risk.

The candidate must demonstrate relevant background — this may include education, work experience, professional qualifications, technical skills, industry experience, management experience, language ability, and past project results.

Not every role requires a prestigious university or advanced degree, but the candidate must be able to explain why they are suitable for the role and why the company's hiring decision is reasonable.

The salary must be comparable to Hong Kong market levels. If the salary is noticeably too low, the authenticity of the role or the hiring arrangement may be questioned. The salary in the offer letter must match the role, experience level, industry, and company context.

8. Application Fees (Updated February 2025)

Since 26 February 2025, the Immigration Department has implemented a new two-tier fee structure for all "Specified Schemes" (including GEP and ASMTP):

Application fee: HKD 600 per applicant (including the main applicant and each dependant). This fee is non-refundable regardless of the outcome.

Visa issuance fee (payable upon approval):

Stay of 180 days or less: HKD 600
Stay of more than 180 days: HKD 1,300

Therefore, an applicant approved for a visa exceeding 180 days pays a total of HKD 1,900 (application fee 600 + visa fee 1,300). For a family of three (main applicant + spouse + child), application fees alone total HKD 1,800, with total costs potentially exceeding HKD 5,700.

Under the previous fee structure, the visa fee was only HKD 230 — the new fees represent a substantial increase.

9. What Does the Employer Need to Prepare?

The employer plays a critical role in employment visa applications. Employers typically need to provide:

Business registration certificate
Company profile and business description
Financial or operational documents (e.g., profits tax return, audit report)
Job description for the position
Employment contract or offer letter
Job responsibilities
Compensation and benefits details
Explanation of why the candidate is needed (why local recruitment was insufficient)
Company organisational chart
Description of local recruitment efforts

The core logic is that the company must prove this is a genuine, reasonable position with a real business need.

For job seekers, evaluating whether a company is suitable for the employment visa pathway isn't just about whether they'll issue an offer — it's about whether they have the capacity to support the application.

10. What Does the Applicant Need to Prepare?

Applicants typically need to prepare personal background documents, commonly including:

Identity documents (passport / Home Return Permit)
Academic certificates (degree certificate, diploma)
Academic transcripts
Employment references (recommendation letters, employment certificates, contracts)
Professional qualification certificates
CV / resume
Portfolio or project materials
Income or salary proof
Language proficiency evidence
Supplementary materials related to the position

The most important thing is that your background clearly matches the role. For example, if you're applying as a Data Analyst, your materials should demonstrate data analysis experience, proficiency with Excel, SQL, Python or BI tools, business analysis skills, reporting ability, and relevant project experience.

If your materials don't clearly relate to the position, the application's persuasiveness drops significantly.

11. Processing Time

According to official Immigration Department information, GEP and ASMTP applications generally take about 4 weeks to process after all required documents and fees are received.

However, actual processing time depends on case complexity and application volume. If documents are incomplete or supplementary materials are requested, processing may take longer. It's advisable to allow 6 to 8 weeks.

Applications in strategic industries (e.g., fintech, AI, green energy) tend to be finalised within 4 to 5 weeks, while general administrative roles may face longer scrutiny.

12. How to Discuss Visa Needs with Employers

If you need an employment visa, don't avoid the topic during interviews — but don't make the company feel it's a heavy burden either.

A good way to phrase it: "If we decide to move forward, I would need the company's cooperation to process a Hong Kong work visa. I've already familiarised myself with the process and can prepare all personal documents to minimise the administrative burden on your HR team."

For mainland candidates, you might be more specific: "My situation typically falls under the Admission Scheme for Mainland Talents and Professionals. I can prepare my academic and employment documents in advance to reduce the company's workload."

This framing has three benefits: it shows honesty, demonstrates process knowledge, and signals willingness to cooperate.

13. What If the Company Is Unfamiliar with Employment Visas?

Many Hong Kong companies, especially SMEs, may never have processed a non-local work visa. This doesn't necessarily mean there's no opportunity, but you need to assess whether the company is willing to cooperate.

Key questions to ask:

Has the company hired non-local employees before?
Is HR familiar with work visa processes?
Is the company willing to provide an offer letter and job description?
Can the company provide the required company documents?
Will the company accept the visa processing timeline?
How flexible is the start date if processing takes longer than expected?

If the company flatly refuses to participate, the employment visa pathway won't work. If the company is willing but inexperienced, you can suggest they consult professional advisors or refer to the Immigration Department's official guidelines.

14. Can You Change Jobs on an Employment Visa?

The employment visa is typically closely tied to a specific employer and position. If you want to change jobs, you generally need to go through the application process again, and the new employer must also cooperate.

This differs from the more flexible TTPS, QMAS, and IANG pathways.

Therefore, before accepting an employment visa offer, carefully evaluate: Is the company stable? Is the role genuine? Is the team reliable? Is there adequate growth potential? Are you willing to stay for at least 1-2 years? Can you accept the cost of changing jobs if it doesn't work out?

Don't accept an unsuitable position just to enter Hong Kong. Once your status is tied to a specific job, making adjustments becomes more complex.

15. Renewal Considerations

Employment visa renewals typically assess whether you still meet the employment arrangement requirements. You may need to provide: current employment contract, company confirmation, salary records, tax records (tax return), MPF contribution records, job description, and employment certificate.

Since February 2025, renewal fees also follow the new structure: application fee HKD 600 + visa issuance fee HKD 600 (180 days or less) or HKD 1,300 (over 180 days).

The standard renewal pattern is: initial approval for 3 years, followed by renewals on a "3+2" year pattern, with eligibility for permanent residency after 7 years of continuous ordinary residence. If you have resided in Hong Kong for at least 2 years and your assessable income for salaries tax in the preceding year of assessment reached HKD 2 million or above, you may be granted a 5-year extension in one go.

If you've already left your job or your employment status is unstable, renewal becomes more complicated. From day one of employment, keep your contract, payslips, bank deposit records, tax documents, company correspondence, and employment certificates. Don't wait until the deadline to start preparing.

Starting 1 March 2026, renewal applications can be submitted up to 90 days before visa expiry, extending the preparation period and reducing the risk of a gap in status.

16. Permanent Residency Planning

For those who wish to stay in Hong Kong long-term, the employment visa can be part of a permanent residency strategy. However, you need to maintain stable, legal, continuous work and residence in Hong Kong.

Frequent job interruptions, extended time away from Hong Kong, or improper handling of job change procedures will all increase uncertainty in your long-term planning.

If your goal is long-term residence, don't just look at the first offer — consider whether it can support your career and immigration plan for the next several years.

17. Common Misconceptions

Not necessarily. While employer willingness is important, the application also considers role authenticity, candidate-role match, salary reasonableness, and completeness of documentation.

It isn't. The employment visa is more closely tied to a specific employer, while TTPS generally offers more flexibility.

The offer must correspond to a genuine position with reasonable employment arrangements.

Not necessarily. A salary that's too low may actually undermine the application's credibility.

Generally no. Changing employers typically requires a new application or prior approval.

This is a dangerous mindset. If the position is unstable, poorly matched, or the company is not reputable, future renewals and career development will be affected.

This is outdated. Since 26 February 2025, the fee structure changed to a two-tier system: application fee HKD 600 + visa issuance fee HKD 600 or HKD 1,300.

Conclusion

The employment visa is one of Hong Kong's most important work authorization pathways.

However, it is not a "get status first, find work later" pathway. It is more accurately described as: secure genuine employment with a Hong Kong company first, then complete the work visa arrangement with employer cooperation.

Therefore, the key to a successful employment visa job search isn't just studying visa forms — it's simultaneously evaluating:

Whether you're a good fit for the target role
Whether the company is willing to support the application
Whether the position is genuine and stable
Whether the salary is reasonable
Whether the start date is feasible
Whether future job changes and renewals carry manageable risk

For HoiSum users, the employment visa pathway requires proactive management of the job search process. Every position worth applying to is not just about salary and title — it's about whether it can support your legal, stable, and sustainable development in Hong Kong.

Paste a job link. We'll take care of the rest.

Analyse the role → Customise your CV → Manage your applications

Source and next steps

FAQ

Is an employment visa the same as a Hong Kong work visa?

In everyday language, "employment visa" typically refers to the work authorization arrangement where a Hong Kong employer hires a non-local professional and cooperates in the visa application. Technically, mainland Chinese residents apply through the Admission Scheme for Mainland Talents and Professionals (ASMTP), while professionals from other regions apply through the General Employment Policy (GEP). Both require the applicant to have been formally hired by a Hong Kong company, with the company explaining why the candidate is needed. The position must relate to the applicant's qualifications or experience, and the salary must be market-competitive. While ASMTP and GEP share similar application logic, they target different applicant groups (mainland vs. overseas) and may have slight differences in documentation requirements — for example, mainland applicants need to provide Home Return Permit details.

How long does the employment visa application take?

According to official Immigration Department information, GEP and ASMTP applications generally take about 4 weeks to process after all required documents and the application fee are received. However, actual processing time depends on the complexity of each case and application volume at the time. Applications in strategic industries (fintech, AI, green energy) tend to be finalised within 4 to 5 weeks, while general administrative roles may take longer. It's advisable to allow 6 to 8 weeks. When arranging your start date, coordinate with the employer in advance to ensure the start date falls after the expected visa approval. If documents are incomplete or supplementary materials are requested, processing may be further delayed. Additionally, since 17 January 2025, all GEP and ASMTP applications must be submitted electronically — paper applications are no longer accepted.

How long can I stay after the employment visa is approved?

Initial approval is typically for 36 months (3 years), or the duration of your employment contract, whichever is shorter. You must apply for renewal before expiry. If your employment contract is only for 1 year, you'll typically be approved for 1 year of stay. Subsequent renewals follow a "3+2" year pattern, and you may apply for Hong Kong permanent resident status after 7 years of continuous ordinary residence. Additionally, if you have lived in Hong Kong for at least 2 years and your assessable income for salaries tax in the preceding year of assessment reached HKD 2 million or more, you may receive a one-time 5-year extension. Since 1 March 2026, renewal applications can be submitted up to 90 days before visa expiry, significantly extending the preparation window.

Do I need a Hong Kong job offer first?

Typically, yes. The fundamental basis for GEP and ASMTP applications is a "genuine Hong Kong employment opportunity." The applicant must have been formally hired by a Hong Kong company, the company must be able to explain why they need this candidate rather than local talent, and the salary must reflect market rates. Immigration will examine the role's authenticity, the company's operational status, and the match between the candidate's background and the position. If you want to come to Hong Kong first and then look for work, TTPS or IANG is usually more appropriate. QMAS also allows applications without a prior job offer, but uses different assessment criteria focused on the applicant's overall profile and potential contribution to Hong Kong.

What is the Technical Professionals Stream introduced in 2025?

Starting 30 June 2025, GEP and ASMTP added the Technical Professionals Stream, targeting non-degree technical professionals in eight designated industries: new industrialisation technicians, nurses, aircraft maintenance technicians, maritime services technicians (local vessels), IT technicians, lift/escalator technicians, BIM coordinators, and electrical technicians. Applicants must be aged 18 to 40 and possess relevant professional qualifications or certifications — a university degree is not required. This is a 3-year pilot programme with an overall quota of 10,000 and a per-industry cap of 3,000. This represents a significant breakthrough, as it opens the employment visa pathway to non-degree holders for the first time, creating a new channel for technically skilled workers to enter Hong Kong's labour market.

How much does an employment visa cost?

Since 26 February 2025, the Immigration Department applies a new two-tier fee structure to all "Specified Schemes" (including GEP, ASMTP, TTPS, QMAS, and others). Each applicant (including the main applicant and each dependant) must pay an application fee of HKD 600, which is non-refundable regardless of the outcome. Upon approval, a visa issuance fee is payable: HKD 600 for a stay of 180 days or less, or HKD 1,300 for a stay exceeding 180 days. Thus, an applicant approved for a visa exceeding 180 days pays a total of HKD 1,900. Under the previous structure, the visa fee was only HKD 230 — the new fees represent a substantial increase. For a family of three applying simultaneously, application fees alone total HKD 1,800, and the family's total cost may exceed HKD 5,700. From 8 September 2025, the Immigration Department will further revise fees for certain services.

Does the company need to "sponsor" me?

The employer must participate and cooperate, but the word "sponsor" can be misleading. The correct understanding is that the company provides job descriptions, company information (business registration, business profile, financial documents), employment contracts, compensation arrangements, and an explanation of why this candidate is needed (i.e., why local recruitment couldn't fill the role). The company is not financially "guaranteeing" the candidate — rather, as the hiring party, it cooperates with Immigration's assessment process. The company must demonstrate that the position meets a genuine business need, that local recruitment was attempted but unsuccessful, and that the compensation package is reasonable. Some SMEs may be unfamiliar with this process and can be directed to the Immigration Department's official guidelines or professional advisors.

When might a company refuse to support an employment visa application?

Common situations include: the company has never hired non-local talent before, has no knowledge of visa processes, has limited HR resources and doesn't want additional administrative work, the position faces strong local competition (making it hard to justify hiring from outside), the company is too small or financially unstable (which may affect approval), or the company worries that processing times will disrupt business. If a company flatly refuses to cooperate, the employment visa pathway is not viable. It's advisable to understand the company's position early in the interview process. Ask whether they've previously hired employees on work visas, whether HR has visa processing experience, and whether they're willing to provide the necessary company documents. If the company is willing but inexperienced, you can proactively share the Immigration Department's official guidelines.

Employment visa or TTPS — which is better?

There's no universal answer — it depends on your background and job search stage. If you qualify for TTPS, it's generally more flexible: no employer sponsorship needed, freedom to job-search and change jobs, and lower administrative burden on companies. TTPS has three categories: Category A requires income of HKD 2.5 million or above in the year before application; Category B requires a degree from a designated university plus 3+ years of work experience; Category C requires a degree from a designated university (graduated within 5 years, subject to annual quota). If you don't qualify for any TTPS category or for QMAS/IANG, but have a Hong Kong employer willing to hire and support your application, the employment visa (ASMTP or GEP) becomes the key option. Also consider long-term factors: the employment visa ties you more closely to the employer with more job-change restrictions, while TTPS offers more freedom but requires you to maintain employment and residence records to support renewal.

Can I change jobs on an employment visa?

The employment visa is closely tied to a specific employer. Changing jobs typically requires a new application or Immigration approval, and the new employer must cooperate by providing company documents and job descriptions, just as in the initial application. You should not start working for a new employer before the new visa is approved. This differs from the free job-change mechanism under TTPS or IANG. Therefore, carefully evaluate before accepting an offer: Is the company stable? Does the role align with your long-term career goals? Are you willing to stay at least 1 to 2 years? Frequent job changes not only increase administrative and time costs but may also affect renewal applications, as Immigration may question your employment stability. It's advisable to thoroughly understand the company's business outlook and team culture before accepting an offer.

Is it hard to renew an employment visa?

Renewal difficulty depends on your actual circumstances. If you've been continuously employed in Hong Kong with stable income, and your company is operating normally with complete documentation, renewal typically has a solid foundation. Immigration examines your employment status, salary records, tax records, and MPF contribution records during renewal. If you've left your job, experienced employment gaps, or your company has closed or cannot cooperate with renewal, the difficulty increases significantly. Since February 2025, renewal fees are HKD 600 (application) plus HKD 600 or HKD 1,300 (visa issuance). Start preserving contracts, payslips, bank records, tax documents, and employment certificates from your first day. Don't wait until the deadline to start preparing. Renewal applications can be submitted up to 90 days before expiry (effective 1 March 2026), giving you more preparation time than before.

Should mainland talent choose an employment visa or TTPS?

If you qualify for TTPS Category B or C (graduated from a designated university), TTPS is usually the priority because it doesn't require employer sponsorship and offers greater flexibility — you can come to Hong Kong first and then job-search. If you don't qualify for TTPS but have a Hong Kong job offer with a willing employer, ASMTP is the key option. Also consider QMAS: if your overall profile is strong and you meet at least 6 of the new 12 assessment criteria, QMAS is viable. The choice depends on your current background and job search progress. The recommended decision sequence is: check TTPS eligibility → check QMAS eligibility → consider employment visa if you have an offer → consider IANG if you graduated from a Hong Kong institution. Each pathway offers different levels of status flexibility and job-change freedom, so consider your long-term plans holistically.

How should I arrange the start date in my offer?

Coordinate the start date with the company during the interview or offer stage. GEP/ASMTP processing takes approximately 4 to 8 weeks, so the start date should not precede the expected visa approval date. It's advisable to specify in the offer letter that "the start date is contingent on visa approval" to avoid complications from processing delays. You must not begin formal employment before the visa is approved. If the company urgently needs someone to start, discuss whether remote onboarding or preparatory work is possible, but formal employment and salary payments should commence only after visa approval. Since January 2025, all applications must be submitted electronically, making the process more efficient than before, but adequate time for document preparation should still be allocated.

Is the employment visa suitable for people with families?

The employment visa does not exclude applicants with families. Once approved, eligible spouses and unmarried children under 18 can apply for dependant visas, and dependants are generally free to work in Hong Kong without additional visa restrictions. However, several important points to note: first, the dependant visa's validity is linked to the main applicant's visa — if the main applicant's visa encounters problems, the dependant's status is also affected; second, dependant applications require proof of financial capacity (savings, income, etc.) to support the family's living expenses in Hong Kong; third, each dependant must also pay the application fee of HKD 600 and the visa issuance fee. People with families choosing the employment visa pathway should more carefully evaluate job and company stability, as the stability of their status directly affects the entire family's living arrangements.

What if my employment visa application is rejected?

If rejected, the Immigration Department typically states the reasons. Common reasons include: doubts about the position's authenticity, mismatch between the candidate's background and the role, salary significantly below market level, incomplete company documentation or unstable financial status, and failure to adequately demonstrate that local recruitment could not fill the role. After rejection, you can address the stated reasons with supplementary materials and reapply, or consider whether a different pathway (such as TTPS or QMAS) might be more suitable. When reapplying, prepare supplementary documents and explanations targeting each specific rejection reason. Note that the HKD 600 application fee is non-refundable, so ensure your application is as complete and thorough as possible before submission. If rejected multiple times, consult an immigration lawyer or professional advisor.

What's the difference between the Technical Professionals Stream and the traditional employment visa?

The Technical Professionals Stream (introduced June 2025) differs from traditional GEP/ASMTP primarily in that it does not require applicants to hold a university degree. Traditional employment visas generally expect applicants to have a bachelor's degree or higher, while the Technical Professionals Stream targets candidates with relevant professional qualifications or certifications. The stream currently covers only eight designated industries (new industrialisation, nursing, aircraft maintenance, maritime, IT, lifts, BIM, electrical), has an age restriction of 18 to 40, and is subject to an overall quota of 10,000. Traditional employment visas have no industry restrictions or age caps (though background must match). The Technical Professionals Stream is a pilot programme running for 3 years, meaning the policy may be adjusted after the pilot period ends. Both streams follow the same fee structure as established in February 2025.