Skilled Immigration in 2025: Points-Based Systems in Canada, Australia, Singapore, the UK, and More

Skilled immigration has become increasingly structured through points-based systems in many countries. These systems assess potential immigrants against specific criteria – like age, education, work experience, language, and job offers – to determine eligibility for work visas or permanent residency. In this comprehensive guide, we’ll explore how points-based immigration works in Canada, Australia, Singapore, the United Kingdom (UK), New Zealand, and Germany. We’ll cover each country’s system overview, the latest 2025 updates and trends, in-demand occupations, eligibility criteria (and recent changes), and a brief application process overview. Finally, we compare these systems – highlighting similarities, differences, pros, and cons – and provide a summary table for easy reference.

Canada: Express Entry Points System

Overview: Canada uses the Express Entry system for economic immigration streams, primarily the Federal Skilled Worker (FSW), Canadian Experience Class, and Federal Skilled Trades programs. It’s a two-stage points system: first, FSW candidates must score at least 67 points out of 100 on six selection factors (age, education, language ability in English/French, work experience, arranged employment, and adaptability) (FSWP: Immigrate to Canada under the Federal Skilled Worker Program | Canadavisa.com) (FSWP: Immigrate to Canada under the Federal Skilled Worker Program | Canadavisa.com). Eligible candidates then enter the Express Entry pool, where they are ranked by the Comprehensive Ranking System (CRS), a merit-based scoring (out of 1200) that heavily weights age, education, skilled work experience, language proficiency, and other factors like Canadian credentials or a valid job offer. Approximately every two weeks, the government conducts draws inviting top-ranked candidates to apply for permanent residence (FSWP: Immigrate to Canada under the Federal Skilled Worker Program | Canadavisa.com). This competitive points draw means there is no fixed pass mark for CRS – the cut-off score varies by draw based on supply and demand of candidates (recent cut-offs often hover in the high 400s). Candidates without job offers or Canadian experience can still be invited if their human capital scores are high.

2025 Updates & Trends: Canada made sweeping changes in 2023-2024 that carry into 2025. Notably, Express Entry’s share of immigration is increasing – the 2025 target for federal high-skilled admissions (through Express Entry) is 124,590, up from 110,770 in 2024 (These are the changes coming to Express Entry in 2025 | CIC News). This comes as Canada reduced some other categories (like provincial nominations), meaning Express Entry will play a more dominant role in selecting newcomers (These are the changes coming to Express Entry in 2025 | CIC News). A major policy change is the removal of CRS points for job offers (arranged employment) starting in spring 2025 (These are the changes coming to Express Entry in 2025 | CIC News). Previously, having a job offer could add 50 or 200 CRS points (for non-managerial vs. executive roles), often giving those candidates a significant advantage. Immigration Minister Marc Miller announced that for now these additional points will be zeroed out as a “temporary measure” (These are the changes coming to Express Entry in 2025 | CIC News). This levels the playing field and shifts focus back to core human capital factors; however, it’s uncertain how it will affect cut-off scores or invite trends (These are the changes coming to Express Entry in 2025 | CIC News).

Another big development is category-based selections in Express Entry. Starting in 2023, Canada began holding targeted draws for candidates with specific attributes (like work experience in certain fields or strong French language skills) to better meet labor market needs (These are the changes coming to Express Entry in 2025 | CIC News). In 2025 this continues under a new allocation framework: “Federal Economic Priorities” draws will target key sectors, while “In-Canada Focus” draws prioritize candidates already in Canada (such as international students or workers) (These are the changes coming to Express Entry in 2025 | CIC News). Priority categories in 2025 include healthcare occupations, trades, and French-language proficiency (These are the changes coming to Express Entry in 2025 | CIC News) (These are the changes coming to Express Entry in 2025 | CIC News). We expect more occupation-specific draws for healthcare workers (doctors, nurses, medical technicians) and skilled trades (carpenters, plumbers, electricians, etc.), as these were designated priority areas, alongside ongoing draws to boost francophone immigration (These are the changes coming to Express Entry in 2025 | CIC News). In contrast, general all-program draws may become less frequent or have higher cut-offs as the government balances these targeted invitations. Overall, Canada’s trend is toward a more directed selection of skilled immigrants to address shortages (e.g. the healthcare backlog) and regional needs, within its high immigration targets.

Key Occupations & Sectors in Demand: Canada’s labor market in 2025 strongly demands professionals in healthcare, technology, skilled trades, and francophone talent. The Express Entry category-based draws underscore this: healthcare roles (such as registered nurses, physicians, pharmacists) and trade occupations (industrial electricians, welders, contractors, etc.) are explicitly prioritized (These are the changes coming to Express Entry in 2025 | CIC News). Additionally, French-speaking candidates receive attention, reflecting Canada’s goal to attract francophone immigrants outside Quebec (These are the changes coming to Express Entry in 2025 | CIC News). Beyond those categories, tech and IT professionals remain in demand (often picked up through provincial programs or previous STEM draws), as do engineers, financial services professionals, and other STEM fields – though “STEM” per se isn’t named as a 2025 category, Canada continues to welcome many in these fields via either federal or provincial streams. The Provincial Nominee Programs (PNPs) also contribute by nominating candidates in occupations like truck drivers, software developers, early childhood educators, and other region-specific shortages. In summary, healthcare and tech are “hot” sectors, and Canada is also keen on skilled tradespeople to support infrastructure and housing development (These are the changes coming to Express Entry in 2025 | CIC News).

Eligibility Criteria & Recent Changes: To immigrate under FSW (the main route for those without Canadian experience), applicants must have at least one year of continuous full-time skilled work experience, a minimum language level of Canadian Language Benchmark CLB 7 in English or French, and an education credential assessment if their degree is foreign (FSWP: Immigrate to Canada under the Federal Skilled Worker Program | Canadavisa.com). They also need to score 67/100 on the FSW points grid as noted earlier (FSWP: Immigrate to Canada under the Federal Skilled Worker Program | Canadavisa.com). Key factors on that grid include age (maximum points if 18-35 years), education level (more points for post-graduate degrees), work experience duration, language test scores, and adaptability factors (such as previous study/work in Canada or having relatives in Canada) (FSWP: Immigrate to Canada under the Federal Skilled Worker Program | Canadavisa.com) (FSWP: Immigrate to Canada under the Federal Skilled Worker Program | Canadavisa.com).

Notable changes affecting eligibility in the past couple of years include the adoption of the new TEER occupational classification (replacing the old NOC “Skill Level” system) – now all occupations at TEER 0, 1, 2, or 3 are eligible for Express Entry (FSWP: Immigrate to Canada under the Federal Skilled Worker Program | Canadavisa.com). This change (implemented late 2022) actually expanded eligibility to some occupations that were previously considered lower skill (for example, transport truck drivers and hospital orderlies became eligible under TEER 3). Another change was increasing points for French proficiency: a strong French score can add 25–50 extra CRS points as of 2022, an incentive for bilingual applicants (These are the changes coming to Express Entry in 2025 | CIC News). On the flip side, as mentioned, points for a job offer will be temporarily zero in 2025 (These are the changes coming to Express Entry in 2025 | CIC News), meaning foreign workers can’t rely on arranged employment for a CRS boost (though having a job can still help meet the FSW baseline via the adaptability factor). Settlement funds criteria remain in place (unless you have a valid job offer, you must show a certain amount of savings) (FSWP: Immigrate to Canada under the Federal Skilled Worker Program | Canadavisa.com). Otherwise, core criteria (age max 46 for CRS points, etc.) remain unchanged. Canada sets no formal age limit, but in practice candidates older than 45 have difficulty scoring enough points due to age point drop-off. Overall, Canada’s system rewards younger, highly educated, and fluent English/French-speaking applicants with skilled experience, and recent tweaks have further emphasized language and in-demand skills.

Application Process Overview: Canada’s Express Entry process is online and streamlined, typically taking about 6 months for processing after you’re invited and submit your final application (FSWP: Immigrate to Canada under the Federal Skilled Worker Program | Canadavisa.com). The steps are:

  1. Prepare documents and take tests: Applicants need results of an approved language test (IELTS or CELPIP for English, TEF/TCF for French) and an Educational Credential Assessment (ECA) for foreign degrees. You should also gather reference letters for work experience and ensure you meet FSW 67-point criteria (FSWP: Immigrate to Canada under the Federal Skilled Worker Program | Canadavisa.com).

  2. Create an Express Entry profile: You fill in your personal information, work history, education, language scores, etc., on IRCC’s online portal. The system assigns you a CRS score based on your profile. Your profile enters the pool of candidates and is valid for up to 12 months.

  3. Wait for an Invitation to Apply (ITA): Periodically, IRCC conducts draws. If your CRS score is at or above the draw’s cut-off (or if you fall in a targeted category draw), you receive an ITA for permanent residency (FSWP: Immigrate to Canada under the Federal Skilled Worker Program | Canadavisa.com). For example, IRCC often invites a few thousand candidates in a draw, and you must be among the top-ranked to get an ITA.

  4. Submit PR application: Once invited, you have 60 days to submit a complete application for permanent residence, including uploading documents (police certificates, medical exam results, proof of funds, work reference letters, etc.) and paying fees. The application is then processed by an immigration officer.

  5. Receive a decision and immigrate: IRCC aims to process most Express Entry PR applications in 6 months or less (FSWP: Immigrate to Canada under the Federal Skilled Worker Program | Canadavisa.com). If approved, you’ll get a Confirmation of Permanent Residence (COPR) and can then move to Canada and complete landing formalities. As a permanent resident, you have the right to live and work anywhere in Canada.

Costs: The process involves an application fee (currently about CAD $1,365 for the principal applicant, plus a ~$515 right of permanent residence fee upon approval, and additional fees for any spouse or dependents). Including medical exams, credential assessments, and other miscellaneous costs, a single applicant can expect to spend roughly CAD $2,000 in government fees. There is no fee to create an Express Entry profile, but fees are paid when submitting the final PR application.

Canada’s Express Entry remains a gold-standard for points-based immigration – it’s transparent, fast, and allows direct permanent residency. The 2025 changes are making it even more targeted toward the country’s economic needs while keeping the fundamental points meritocracy intact.

Australia: General Skilled Migration Points Test

Overview: Australia’s skilled immigration operates on a points test for several visa subclasses, notably the Skilled Independent (subclass 189), Skilled Nominated (190), and Skilled Work Regional (491) visas. The system assesses factors such as age, English language ability, skilled work experience (in Australia or overseas), education qualifications, and other criteria (like Australian study, regional study, specialist education, spouse skills, etc.). Applicants must score at least 65 points to be eligible to lodge an Expression of Interest (EOI) (SkillSelect Visa Points Test Calculator 2025 - Anzscosearch). This 65-point pass mark is a baseline; however, invitation rounds are competitive – in practice, a much higher score may be needed to actually receive an invitation for a visa, especially in popular occupations.

Australia uses an EOI pool (SkillSelect) similar to Canada’s pool system. Once an applicant submits an EOI with their points score, they enter the pool for consideration. The government (and state/territory governments for nominated visas) issue invitations to apply to the highest scoring candidates in each occupation or visa category during periodic invitation rounds. Thus, while 65 is the minimum, candidates with 80+ points often have a significantly better chance, and some occupations facing quota limits (e.g. accountants or certain engineers) might effectively require even higher scores (in recent rounds, some pro-rata occupations only got invites at 95+ points, reflecting high competition) (AUSTRALIA - Impact of the 2024-2025 Federal Budget on Migration …). The points factors are straightforward: for example, age 25–32 gives the maximum 30 points, “Superior” English (IELTS 8.0 or equivalent) gives 20 points, a PhD earns 20 points, 8–10 years of skilled work abroad gives 15 points (additional points if that work was in Australia), etc. (Top 7 Upcoming Visa Changes in Australia for 2025). No job offer is required for these independent skilled visas – points are king. Australia also has an occupation list requirement: your occupation must be on the relevant skilled occupation list and you generally need a positive skills assessment in that occupation to qualify.

2025 Updates & Trends: Australia is undergoing a significant migration program reform starting 2024, which impacts the points-based system in 2025 (Australia: Migration Strategy Commits to Simplifying Immigration System and Creating New Visa for Skills Shortages | Fragomen, Del Rey, Bernsen & Loewy LLP) (Australia: Migration Strategy Commits to Simplifying Immigration System and Creating New Visa for Skills Shortages | Fragomen, Del Rey, Bernsen & Loewy LLP). The government conducted a comprehensive review of the migration system and as a result announced plans to revamp the skilled migration points test to better target economic needs. In 2024, a “new point test system” was introduced in principle, emphasizing factors like education, English proficiency, occupation and age – replacing or reducing emphasis on some older points factors that were seen as less tied to long-term economic contribution (Top 7 Upcoming Visa Changes in Australia for 2025). In short, highly educated and younger applicants stand to benefit, while points for things like a spouse’s qualifications or having studied in Australia may be adjusted. These changes aim to ensure the points system selects immigrants who will boost productivity and fill genuine skill gaps (Australia: Migration Strategy Commits to Simplifying Immigration System and Creating New Visa for Skills Shortages | Fragomen, Del Rey, Bernsen & Loewy LLP).

Another major change is the consolidation of occupation lists. In December 2024, Australia introduced a Core Skills Occupation List (CSOL) – a single, curated list of 456 in-demand occupations that replaces previous multiple skilled occupation lists (Top 7 Upcoming Visa Changes in Australia for 2025). This unified list, developed by Jobs and Skills Australia, is meant to be more responsive and aligned with actual labor market needs, simplifying the system. Practically, this means the vast majority of skilled jobs (456 occupations is quite comprehensive) are eligible for sponsorship or skilled migration, but the focus is on those that truly address Australia’s skill shortages (Top 7 Upcoming Visa Changes in Australia for 2025).

In terms of visa pathways, Australia has also introduced new avenues: as of December 2024, the Temporary Skill Shortage (TSS) work visa (subclass 482) was replaced by a new “Skills in Demand” visa (Australia: Migration Strategy Commits to Simplifying Immigration System and Creating New Visa for Skills Shortages | Fragomen, Del Rey, Bernsen & Loewy LLP) (Top 7 Upcoming Visa Changes in Australia for 2025). This is an employer-sponsored route with three streams, designed to fill immediate shortages more flexibly (including a pathway for roles earning above certain salary thresholds). While the employer-sponsored route is separate from the independent points test, it shows Australia’s broader trend of focusing on critical skills. The government also announced a forthcoming “High Potential / Innovation visa” to attract global talent in research, tech, and creative industries by invitation (Australia: Migration Strategy Commits to Simplifying Immigration System and Creating New Visa for Skills Shortages | Fragomen, Del Rey, Bernsen & Loewy LLP).

Importantly, the allocation of skilled visa places in the Migration Program has shifted: for the 2024–25 year, Australia lowered the planned intake for Skilled Independent visas to 16,900, almost half of the previous year’s 30,000+ (From skilled visas to ballots: How Australia’s migration changes could unfold in 2025 | SBS News). This indicates fewer spots for independent migrants, making the points competition fiercer. Meanwhile, slightly more spots were given to employer-sponsored and global talent routes (From skilled visas to ballots: How Australia’s migration changes could unfold in 2025 | SBS News). This trend might continue, meaning high-scoring candidates or those nominated by states (who can get an extra 5 or 15 points for nomination) have an edge.

In summary, 2025 will see a transition: Australia’s points system is being fine-tuned for quality over quantity. We expect the government to consult and implement a reformed points test that rewards younger, highly skilled migrants ready to drive economic growth (Australia: Migration Strategy Commits to Simplifying Immigration System and Creating New Visa for Skills Shortages | Fragomen, Del Rey, Bernsen & Loewy LLP). Potential applicants should watch for updated points tables and be prepared for possibly higher English or salary benchmarks. Despite reforms, Australia remains keen to attract skilled migrants in key industries, but it is making the pathway more strategic and aligned with labor market demand.

Key Occupations & Sectors in Demand: Australia’s skill shortages span a variety of sectors, and the policy changes reflect those needs. According to government skill priority lists, some of the most in-demand occupations include: Healthcare professionals (doctors, nurses, aged care and disability support workers), ICT and technology specialists (software engineers, ICT security specialists, data scientists), Engineers (civil, mechanical, electrical, mining engineers), Construction trades (carpenters, electricians, plumbers, welders – especially with major infrastructure projects ongoing), and Teachers (especially in regional areas). The new Core Skills Occupation List covers a broad range of occupations, from accountants and auditors to architects, scientists, veterinarians, and multimedia specialists (Top 7 Upcoming Visa Changes in Australia for 2025). This indicates Australia is casting a wide net for talent. However, certain sectors are persistently short-staffed:

Australia also identifies emerging sectors (e.g. the “Green Economy” – renewable energy specialists, climate scientists) and regional needs (agriculture, veterinary, etc.). The Skills Priority List 2023 by the National Skills Commission showed shortages in 42% of assessed occupations, with acute shortfalls in health, tech, engineering, and the trades. The new policies like the CSOL aim to ensure all these needed roles are accessible via migration. In practice, if you are in a profession like registered nurse, software engineer, aged care manager, construction project manager, chef, or electrician, your skills are highly valued in Australia’s immigration selection.

Eligibility Criteria & Notable Changes: To apply for an Australian points-tested skilled visa, you must meet several baseline criteria in addition to scoring 65+ points:

Recent changes: The biggest “hard” change recently was the increase of the Temporary Skilled Migration Income Threshold (TSMIT) to AUD $70,000 in 2023, but that affects employer-sponsored visas more than the independent points test. For points-test applicants, no major changes to the points criteria have yet been implemented apart from the 2019 adjustment (which added points for being single or having a skilled spouse). The announced reforms for 2025 may adjust point allocations, but as of early 2025 the 65-point framework still uses the existing points table. One expected change is a more dynamic link between points and salary or skill level; the government has floated ideas like giving substantial points to very high salary earners or those with STEM PhDs, etc., to attract top talent. We will likely see consultations in 2025 to finalize a new points formula (Australia: Migration Strategy Commits to Simplifying Immigration System and Creating New Visa for Skills Shortages | Fragomen, Del Rey, Bernsen & Loewy LLP).

It’s also worth noting that state/territory nomination criteria have evolved. If you go for a subclass 190 (state nominated PR) or 491 (regional nominated provisional visa), each state has its own list of in-demand occupations and maybe additional requirements (like job offers or minimum work experience in that state). State nomination gives you 5 points (190) or 15 points (491) on top of your own score, effectively lowering the score you personally need. Many candidates in 2024–25 are securing nominations to ensure an invitation, as the federal independent 189 route has fewer slots. States have become more selective post-pandemic, targeting those already in the state or those offshore in critical sectors.

Application Process Overview: The skilled migration process in Australia involves multiple steps and can take several months (sometimes over a year) from start to finish:

  1. Skill Assessment: Before anything, you must get your skills assessed by the relevant authority for your occupation. This usually requires submitting your educational documents, proof of work experience, and sometimes an English test or other proofs, and paying a fee. Processing times vary (some take a few weeks, others a few months).

  2. Expression of Interest (EOI): Once you have a positive skills assessment and IELTS/PTE English test results, you lodge an EOI in SkillSelect online. In the EOI, you claim your points (which must be calculable and evidenced). You also select which visa(s) and which state nominations you want to be considered for. The EOI will rank you based on your points.

  3. Wait for Invitation: EOIs sit in the pool until an invitation round. The Department of Home Affairs conducts federal invitation rounds for subclass 189 and some 491 Family-sponsored visas. Separately, each state periodically selects EOIs for nomination (for 190/491). This waiting period is variable – some applicants get invited within weeks if they have high points in a high-need occupation; others wait many months. The invitation is the biggest uncertainty because it depends on occupational ceilings and point rankings. (As of 2024–25, federal invitation rounds have become less frequent and smaller in number, due to reduced quota, so many people pursue state nomination for better odds.)

  4. Apply for the Visa: If you receive an Invitation to Apply (ITA) (or a state nomination followed by an ITA), you then have 60 days to lodge your visa application online via ImmiAccount (Top 7 Upcoming Visa Changes in Australia for 2025). This is where you submit all supporting documents: identity docs, skills assessment, language test, work reference letters, education certificates, spouse documents if claiming points, police clearances, health exams, etc. You also pay the visa application fee at this stage (on the order of AUD ~$4,000 for the main applicant, plus additional for any dependants).

  5. Visa Processing: An immigration case officer will assess your application. They verify your points claims against the evidence. If anything is lacking or needs clarification, they might request further info. Processing times for skilled visas can range widely – a typical range is 3 to 9 months after application. Factors include security checks and caseload. (In late 2022, Australia cleared a backlog and many waited over a year; by 2024 processing for straightforward cases improved). If all goes well, you receive a grant of the visa, which for 189/190 is a permanent residency, and for 491 is a 5-year provisional visa leading to PR later. Once granted, you usually must make your initial entry to Australia by a specified date.

  6. Arrival and Settlement: As a permanent resident (189 or 190 visa), you can live and work anywhere in Australia (though 190 nominees are morally expected to spend at least 2 years in the nominating state). PR comes with healthcare access (Medicare) and eventually the option to apply for citizenship after 4 years. If on a 491 visa, you must live/work in a regional area and after 3 years can convert to PR.

Throughout the process, being meticulous with paperwork is key because Australia’s system verifies each point you claim (for instance, claiming points for 5 years of work means you must provide detailed evidence for those 5 years). Also note that costs include not just the visa fee but also medical exam fees, police checks, translation costs, and agent fees if you use a migration agent. The visa fee for a primary applicant is about AUD $4,640 as of 2024 (with additional ~$2,320 for a spouse and ~$1,160 per child) (How much does it cost to get a skilled 189 Australian visa? - Quora), making it a significant investment.

Australia’s points-based system is known for its clarity and strictness – you know exactly how many points you have, but you must hit the threshold and hope it’s high enough for an invitation. In 2025 and beyond, Australia is steering this system to be even more responsive to economic priorities, possibly introducing faster pathways for top talent while maintaining the fundamental points mechanism for general skilled migration.

United Kingdom: Post-Brexit Points-Based System (Skilled Worker Route)

Overview: The UK implemented a new points-based immigration system in 2021 after Brexit, which applies to both EU and non-EU immigrants alike. The flagship route for skilled workers is the Skilled Worker Visa, which replaced the old Tier 2 (General) work visa. Under this system, applicants must accumulate 70 points to be eligible for a Skilled Worker visa (Skilled Worker Visa Points Guide | DavidsonMorris). However, unlike Canada/Australia, these points aren’t gained through an open pool competition but rather function more like a checklist: 50 points are mandatory for having a qualifying job offer by an approved sponsor, a job at the appropriate skill level, and English proficiency, and the remaining 20 points are “tradeable” based on salary, occupation, or other attributes (Skilled Worker Visa Points Guide | DavidsonMorris).

In practice, if you have a job offer from a licensed UK employer for a job at or above the required skill level (RQF Level 3, roughly A-level equivalent) and you speak English at B1 level, you’ve secured 50 points. The additional 20 points typically come from the salary: meeting the general salary threshold (usually £26,200/year or the “going rate” for the occupation, whichever is higher) gives 20 points (Skilled Worker Visa Points Guide | DavidsonMorris). There are scenarios to trade points – for instance, if the salary is slightly lower (minimum £20,960), you can still get the 20 points if the job is on the Shortage Occupation List or if you have a relevant PhD. But in most cases, employers ensure the salary meets the required level. So effectively, the UK system is job-offer-driven: if an employer is offering you a suitable job and salary and sponsors you, you automatically fulfill the 70 points (50 from job+English, 20 from salary) (Skilled Worker Visa Points Guide | DavidsonMorris).

Other routes like the Global Talent Visa or High Potential Individual visa use different criteria (and points in a more discretionary way for Global Talent), but for skilled workers the above is the standard. There is no overarching pool or quota for Skilled Worker visas – anyone who meets the criteria can get one. This marks a shift from the pre-2021 system which had an annual cap (now removed) and required employers to conduct resident labor market tests (also largely removed). The UK’s points system thus prioritizes skills and salary over nationality, treating EU and non-EU equally (The UK’s points-based immigration system: information for EU citizens).

2025 Updates & Trends: In 2025, the UK continues to fine-tune its immigration rules, though not with as radical changes as seen in Canada or Australia. The focus has been on tightening certain aspects to address domestic concerns like abuse of the system and reliance on foreign labor in sensitive sectors, as well as implementing planned post-Brexit adjustments:

The UK’s points system has also introduced routes like the Global Business Mobility visas and rebranded others (High Potential, etc.), forming a whole ecosystem. Yet the Skilled Worker remains the core workhorse for employers bringing talent.

Key Occupations & Sectors in Demand: The UK’s Shortage Occupation List and visa statistics give insight into which jobs are being filled by migrants. Key sectors include:

Overall, shortage occupation designations (which grant some concessions on salary and fees) currently cover health workers (like nurses, lab technicians), specific engineers, IT/business analysts, architects, veterinarians, and a handful of creative and agriculture roles. The government periodically updates this list. The majority of Skilled Worker visas, though, are granted outside the shortage list, implying many employers simply meet the standard criteria. According to Home Office data, in 2022–2023 the top occupations for sponsored work visas were in programming/IT, healthcare (nurses), management consulting, higher education teaching professionals, and business analysts. This shows the breadth: from hospitals to fintech startups to universities.

Eligibility Criteria & Notable Changes: The UK Skilled Worker route has several key eligibility requirements:

Some notable changes or clarifications up to 2025 include: the Shortage Occupation List is under review, and some roles (like care workers) were added in 2022 to help fill urgent gaps. The government has hinted it might remove some roles if domestic supply improves. So far in 2025, no roles have been removed from shortage list, but care worker status might be revisited given the new domestic recruitment rule. English language criteria remain the same (though the government has made IELTS SELT tests more widely available post-pandemic). There was also a change that migrants must apply from outside the UK if switching from visit visa to skilled work (closing a loophole where people came as visitors then job-hunted and switched; now one must leave the UK to apply in that scenario).

One improvement is that the old cap and monthly quota is gone – there’s no limit to how many skilled visas can be issued, and this won’t change in 2025. Additionally, unlike the past, labor market tests are not broadly required (except for the new care sector measure). This means sponsors don’t have to advertise the position for a set time first in most cases, which expedites hiring. Sponsors do pay a hefty Immigration Skills Charge (up to £5,000 for a 5-year visa), but that burden is on the employer, not counted in points.

Application Process Overview: Getting a UK Skilled Worker visa involves coordination with the employer:

  1. Sponsorship & CoS issuance: First, the UK employer must have a sponsor licence. They will offer you the job and verify that you meet any job-specific requirements (e.g., appropriate degree or experience for the role). The employer then assigns you a Certificate of Sponsorship (CoS) through the Home Office sponsorship management system. The CoS is an electronic record with a unique reference number; it details your personal info, job title, salary, work start date, and confirmation it meets skill and salary requirements.

  2. Prepare Documents: You’ll need a valid passport, your CoS number, proof of English proficiency (if not exempt), and proof of maintenance funds (if your sponsor hasn’t certified maintenance). Proof of funds means showing you have at least £1,270 available, unless the sponsor ticks a box on the CoS guaranteeing your maintenance (Skilled Worker visa: How much it costs - GOV.UK). Often, sponsors do certify maintenance, simplifying this step.

  3. Visa Application: You apply online on the gov.uk website for a Skilled Worker visa. You’ll pay the application fee (ranges from £769 for a short visa up to £1,519 for a 5-year visa) (Skilled Worker visa: How much it costs - GOV.UK) and the Immigration Health Surcharge (generally £624 per year of visa, though health/care visa applicants are exempt from IHS). During the application, you also book an appointment at a visa application centre (if outside the UK) to submit biometrics (fingerprints and photo). Many countries now offer a “UK Immigration: ID Check” app for biometric passport holders, allowing you to apply and verify identity through your smartphone without visiting a center.

  4. Processing & Decision: UKVI processes most Skilled Worker visa applications from outside the UK within 3 weeks (15 working days) (Skilled Worker visa: Apply from outside the UK - GOV.UK), which is relatively fast. In-country switch or extension applications take about 8 weeks. There are priority services available in many locations for an extra fee to get a decision in 5 working days or even 1 day. Once decided, you’ll get an email. If approved, you’ll either get a visa vignette in your passport (if applied at a center) or an electronic visa linked to your passport (if you used the app). Then you can travel to the UK. If you got a vignette, you must collect a Biometric Residence Permit (BRP) within 10 days of arrival (though BRPs are being phased out by end of 2024 in favor of digital status).

  5. Start Work: You can only start working in the UK once the visa is issued (and valid from up to 14 days before your job start date on the CoS). The visa will be valid for the length of employment up to 5 years (you can get up to 5-year visa at once, which many do to save fees). It is tied to the specific employer and role. If you want to change jobs or employers, you need to apply for a change of employment and get a new CoS.

  6. Extend or Settle: A Skilled Worker visa can be extended indefinitely as long as you still have a qualifying job and sponsor (Skilled Worker visa: Overview - GOV.UK). After 5 years in the UK, you can apply for Indefinite Leave to Remain (ILR) (permanent settlement) (Skilled Worker visa: Overview - GOV.UK), and after that, citizenship if desired. To get ILR, you also need to meet a minimum salary (currently at least £25,600 or the going rate) and have spent those 5 years continuously in qualifying visas.

Costs and considerations: The total cost for a 5-year Skilled Worker visa for one person is significant: approximately £1,519 fee + £3,120 IHS = £4,639, plus any priority service or legal fees. The UK system thus, while not limiting numbers by quota, does ensure the migrants are skilled (meeting salary and education for the job) and can contribute (through fees and taxes). Dependent spouses and children can join the main applicant, each paying their own fee and IHS. There is no separate points calculation for dependents; they are admitted based on the main applicant’s status.

In 2025, the UK’s points-based system for skilled work is functioning relatively smoothly for employers, with tens of thousands of skilled workers coming in each year. The combination of a firm job offer requirement and government-set salary minimums ensures that migrants have employment and are not filling lower-paid jobs. The trade-off is that it’s less flexible for independent skilled individuals – you can’t move to the UK under this route without a job lined up. For those interested in the UK without a job offer, alternative routes like the High Potential Individual (for recent graduates of top global universities) or the Innovator Founder visa (for entrepreneurs) might be considered, but those are niche. The Skilled Worker remains the main channel for skilled migration to the UK, and understanding its points formula (job + salary + English) is key to navigating it.

Singapore: COMPASS – Complementarity Assessment Framework for Employment Pass

Overview: Singapore introduced a points-based evaluation system in September 2023 for its main skilled work visa, the Employment Pass (EP). This system is called COMPASS (Complementarity Assessment Framework) and it applies to new EP applications (and from 2024, renewals) for foreign professionals, managers, and executives. Singapore’s approach is a hybrid – it still requires a job offer with a minimum salary for eligibility, but then uses a points framework to assess the candidate and the hiring firm on various attributes. An EP applicant must score at least 40 points under COMPASS to pass (Singapore’s New COMPASS System Set to Roll Out in September) (Singapore’s Employment Pass – All you need to know about the Complementarity Assessment Framework | Singapore EDB).

The COMPASS points are split across four foundational criteria and two bonus criteria (Singapore’s New COMPASS System Set to Roll Out in September):

Each of these four has a maximum of 20 points, and “meeting expectations” generally yields 10 points (Singapore’s New COMPASS System Set to Roll Out in September). In many cases an application will score 10 on most and need at least one criterion to score higher to reach 40.

Additionally, there are bonus points that do not have negative scoring (you either get them or not):

An EP application passes if the total points ≥ 40 (Singapore’s Employment Pass – All you need to know about the Complementarity Assessment Framework | Singapore EDB). High salary or qualifications can compensate for weaker firm-based scores and vice versa. For example, a small company that doesn’t yet have many locals (thus low on C4) might still get an EP approved if they pay the candidate a very high salary (scoring 20 on C1) and the candidate has a good degree (10 on C2) and they contribute to diversity (10 on C3), totaling 40. On the other hand, a company with strong local employment and diversity might get their candidate through even if the salary is just average.

It’s important to note baseline conditions: to even apply for an EP (and thus come under COMPASS), the job must meet the minimum qualifying monthly salary, which is SGD $5,000 (and higher at $5,500 for finance sector roles) for new applications (Singapore’s New COMPASS System Set to Roll Out in September). This salary minimum increases with the candidate’s age (older applicants need higher pay to qualify). Also, the job must be a managerial, executive or specialized role. Lower roles fall under S Pass or Work Permit, which are separate frameworks. So COMPASS essentially fine-tunes which white-collar professionals get the EP, ensuring they complement the local workforce.

2025 Updates & Trends: Since COMPASS is newly implemented (only a few months old by 2025), much of the focus is on transition and initial impact:

In summary, 2025 is the first full year of COMPASS in action. The early trend is greater transparency – firms can use a Self-Assessment Tool to estimate a candidate’s points in advance (Singapore’s Employment Pass – All you need to know about the Complementarity Assessment Framework | Singapore EDB) (Singapore’s Employment Pass – All you need to know about the Complementarity Assessment Framework | Singapore EDB). If a candidate falls short (say only hits 34 points), the firm might reconsider the hire or adjust terms. Singapore’s government will monitor outcomes to ensure COMPASS is meeting its objectives of encouraging diversity and local workforce development without unduly harming business growth. So far, no major changes to the framework have been needed, and it’s generally well-received as a balanced approach.

Key Occupations & Sectors in Demand: Singapore’s economy highly values tech, finance, and healthcare talent, among others. The introduction of the Shortage Occupation List provides a clear view of roles Singapore considers in critical short supply domestically:

Beyond the SOL, generally IT and financial services have been the top EP-attracting sectors historically. Also, manufacturing R&D and electronics (semiconductor engineers, etc.) are in demand, though many of those roles might be on S Pass if mid-level. Biotechnology and pharmaceuticals sectors in Singapore’s biomedical hub also seek talent (e.g., biochemists, regulatory affairs specialists).

Another high-demand area is hospitality and F&B management – while lower-level service jobs are for locals or Work Permit holders, many hotels and restaurants hire foreign managers or chefs (indeed specialized chefs for cuisine can get EPs if paid enough). However, those aren’t shortage-listed because they’re not strategic shortages, but they do constitute a chunk of EP jobs.

In short, tech remains king in demand, healthcare is rising in priority, and frontier fields like carbon services and agritech are newly highlighted. Singapore’s tight labor market (2.1% unemployment) means across many industries there is a need for skilled workers. The COMPASS system doesn’t bar any particular occupations (as long as salary and skill level are met), but it nudges employers to pay well and maintain a balance.

Eligibility Criteria & Notable Changes: To qualify for an EP under COMPASS, an applicant must:

Notable changes recently were the introduction of COMPASS itself – a big change from the old system where if you met salary and basic criteria, EP approval was largely discretionary but straightforward. Now it’s rules-based and somewhat tougher for certain firms. Additionally, Singapore had raised the qualifying salary in stages (it was $3,600 a few years ago, now $5,000) (Singapore’s New COMPASS System Set to Roll Out in September), reflecting the push to encourage hiring of truly high-skilled roles on EP and use S Pass for mid-level. The Dependency Ratio Ceiling (a limit on proportion of foreign workers) does not apply to EPs (it applies to lower passes), but effectively COMPASS’s firm-related criteria encourage a healthy ratio of locals to foreigners.

One more change is the creation of a 5-year EP option for tech professionals on the SOL, provided they earn at least $10,500/month. This was an initiative (Tech.Pass) to attract and retain critical tech talent longer. So a software engineer hired at $11k/month can get a 5-year EP instead of the usual 2-3 year duration, giving stability. This is an added incentive in those shortage roles.

Application Process Overview: The process for obtaining an EP under COMPASS is:

  1. Employer Applies via EP Online: The hiring company submits the EP application through Singapore’s Ministry of Manpower (MOM) online portal. They will input the candidate’s details, salary, job info, and attach supporting documents (like the candidate’s education certificates, CV, passport, and testimonials).

  2. Document Verification: New rules require employers to verify educational qualifications for EP candidates who are claiming points for them (Singapore’s Employment Pass – All you need to know about the Complementarity Assessment Framework | Singapore EDB). This might involve uploading verified true copies or verification proof (e.g., through a global verification agency). This step was introduced to combat fake degrees.

  3. MOM Assessment: The Ministry of Manpower will evaluate the application. First, they check basic salary threshold and authenticity of documents. Then they run the COMPASS scoring. Many of these checks are automated or formula-based now. If the 40-point mark is met (and no disqualifiers), the EP is usually approved swiftly. If it’s marginal or there are concerns, an officer might review more closely or ask for additional info from the employer.

  4. Outcome: Processing time for EPs is typically within 3-4 weeks, although Singapore reports 85% of applications get an outcome in ~3 weeks. If approved, an In-Principle Approval (IPA) letter is issued to the employer and candidate. The candidate can then travel to Singapore (if not already there) and go through a short issuance process (including possibly a medical check-up depending on nationality). The IPA serves as a single-entry visa to enter Singapore to finalize the formalities.

  5. EP Issuance: Upon arrival, the candidate goes to the MOM’s designated center to get fingerprints and photo taken for the EP card, and the employer pays the issuance fee (and a security bond for some nationalities). Then the EP card (biometric ID) is issued – this is the work permit ID card.

  6. Post-Arrival: An EP holder can start work immediately upon obtaining the IPA or upon arrival, as the IPA is proof of permission. They must undertake registration with tax authority for taxes after starting. EP is typically granted for 2 years for first timers (some get 3). As noted, certain SOL tech professionals can get 5 years. Spouses and children can accompany on Dependants’ Pass (for legally married spouses and kids under 21) or Long-Term Visit Pass (for unmarried partners or elderly parents, subject to salary >= $6k or $12k respectively).

The fees for an EP application are relatively low (about S$105 to apply and S$225 on issuance, total S$330). Singapore deliberately keeps work visa fees modest to not deter businesses. Instead, they manage volume through criteria rather than cost.

If an application fails to meet 40 points, MOM will reject it. Employers can appeal, especially if they have additional info (e.g., “we actually are part of a strategic economic program” which might not have been counted initially). Appeals may succeed if a compelling case or new evidence is provided, but generally one must improve some aspect (like offer a higher salary or adjust role) to overturn a points shortfall.

Overall, Singapore’s process is efficient and entirely employer-driven. By 2025, companies are getting accustomed to COMPASS. The government even provided a Self-Assessment Tool where employers can plug in details to see if an applicant would score 40 (Singapore’s Employment Pass – All you need to know about the Complementarity Assessment Framework | Singapore EDB) (Singapore’s Employment Pass – All you need to know about the Complementarity Assessment Framework | Singapore EDB). This transparency helps avoid futile applications. If a candidate doesn’t pass the self-check, the employer might consider them for an S Pass (for mid-level skilled workers, which has its own quota and levy and a different points system called COMPASS for S Pass, launching later).

One more note: if an EP applicant does not qualify under COMPASS, they cannot get an EP. They might try for an S Pass (which has lower salary requirement ~$3k but different conditions and also a points system of its own being introduced). However, S Pass is generally for technicians and junior staff, whereas EP is for professionals. There is also a new ONE Pass (Overseas Networks & Expertise Pass) for very high earners (S$30,000 monthly) or top achievers – which is a 5-year personal employment pass with no points test. Only a select few qualify, but it exists as a draw for elite global talent. For the typical skilled foreign professional though, EP via COMPASS is the route.

Singapore’s system in 2025 aims to ensure quality over quantity: by using points to filter, Singapore maintains openness to global talent in the areas it truly needs (tech, finance, innovation), while safeguarding opportunities for locals and encouraging firms to develop local talent alongside. It’s a balancing act, and COMPASS is the tool designed for that balance.

New Zealand: Revamped Skilled Migrant Category (SMC) Resident Visa

Overview: New Zealand re-opened its Skilled Migrant Category (SMC) in October 2023 after a hiatus, with a new points-based residency system that is simpler than the old one. The SMC is New Zealand’s primary pathway for skilled workers to obtain permanent residence (PR). Under the new system, applicants need to score 6 points to be eligible for residency (Changes to the Skilled Migrant Category Resident Visa | Immigration New Zealand). This small number belies a significant change: previously, the system had a 100+ point scale with many factors; now it’s been streamlined to essentially a 6-point threshold focusing on key indicators of skill.

Points can come from one of three “skill categories” (choose the single category that benefits you most) (Changes to the Skilled Migrant Category Resident Visa | Immigration New Zealand) (Skilled Migrant Category Requirements — Aspiring Immigration):

Crucially, you cannot combine these primary points from multiple categories – you pick the one category where you score highest (Changes to the Skilled Migrant Category Resident Visa | Immigration New Zealand). Many people will end up with 3 points from one of those (e.g., a bachelor’s degree). To reach the required 6, you can then add points for work experience in New Zealand: you get 1 point per year of skilled work in NZ, up to 3 points max (Changes to the Skilled Migrant Category Resident Visa | Immigration New Zealand) (Skilled Migrant Category Requirements — Aspiring Immigration). This is the only instance where you can combine; these NZ work points can top up the category points. For example, someone with a Bachelor’s (3 points) who has worked 3 years in NZ (3 points) reaches 6. Or someone with 3x median wage salary (6 points) qualifies instantly without needing NZ experience.

Besides points, there are some core requirements: every applicant must have a skilled job or job offer in New Zealand to even apply under SMC (Changes to the Skilled Migrant Category Resident Visa | Immigration New Zealand). “Skilled” is defined as either the job is on ANZSCO Level 1-3 and paid at or above the median wage, or if it’s on Levels 4-5 (lower-skilled categories) it must be paid at least 1.5x median (Changes to the Skilled Migrant Category Resident Visa | Immigration New Zealand). So essentially, you need a job offer at or above median wage in a recognized occupation, and the employer needs to be accredited (all employers hiring migrants in NZ need accreditation under new rules) (Changes to the Skilled Migrant Category Resident Visa | Immigration New Zealand). Unlike Canada/Australia, New Zealand’s system effectively requires a job offer for skilled migration – it’s not a pure points pool where you can apply without a job. (They closed that avenue; now if you don’t have a job, you can’t apply for SMC, though if you have very high points like PhD 6, they might consider but generally a job is expected).

Also, age limit: you must be 55 or younger to apply (Changes to the Skilled Migrant Category Resident Visa | Immigration New Zealand). And you need to meet English language requirements (usually an IELTS score of 6.5 or proof of English-speaking background) (Changes to the Skilled Migrant Category Resident Visa | Immigration New Zealand), as well as standard health and character (police clearance) requirements.

This new 6-point system is much more straightforward and transparent compared to the old system. It basically focuses on: are you qualified? do you earn well? do you have NZ work experience? If yes, you’re likely in. If not, you might not qualify for residency directly, although there are other pathways like the Green List or Work to Residence programs for specific occupations.

2025 Updates & Trends: The re-opened SMC in late 2023 came with a cap on the number of resident visas issued via SMC per year. For the first 18 months, New Zealand set a maximum of only 3,000 SMC residence approvals (per year) while they manage demand. They instituted selection rounds (draws) from the EOI pool every 2 months, with a certain number of EOIs selected each time. In 2024, initial selection drew around 600 EOIs (covering perhaps 1,500 people including family). By 2025, demand is expected to be strong as many migrants working in NZ (on Work to Residence visas, etc.) seek to become residents. We anticipate the cap might increase if needed, but currently it means not everyone who qualifies will immediately get residency – they go into a queue.

However, in late 2024 the government indicated it plans to remove the cap and EOI pool by end of 2023 or early 2024, moving to a fully demand-driven system again (taking all applicants who qualify, similar to Canada). If that happens, by 2025 anyone who hits 6 points and other criteria can directly apply without a lottery. So this is something to watch: the system may transition from selection rounds to first-come, first-served processing once backlog stabilizes.

Another trend: New Zealand introduced special pathways outside SMC, such as the Green List Straight to Residence route (for very highly skilled roles like surgeons, engineers, tech architects) and Green List Work to Residence (for nurses, teachers, etc., where you work 2 years then get residence). In 2023–2024, many people eligible for those used them. But the government signaled the Green List might be phased out in favor of just using SMC points, since SMC now covers most scenarios. By 2025, we might see an integration or simplification: possibly more occupations (like nurses, teachers) being encouraged into SMC by recognizing their qualifications/registration for full points. For instance, a Nurse registered in NZ gets 6 points via occupational registration, hence qualifies immediately for SMC, essentially mirroring the Straight-to-Residence outcome.

Key Occupations & Sectors in Demand: New Zealand’s labor shortages mirror some global trends but also have local specifics. Key sectors include:

One interesting addition: PhD holders now have a clear pathway. If you have a PhD (6 points), you qualify for SMC without a NZ job or experience (technically you meet 6). However, since a job offer is required by policy, a PhD alone isn’t sufficient – but the assumption is a PhD-level person will likely get a skilled job easily. In fact, there’s talk of allowing direct residence to high-caliber candidates even without a job if they have e.g. a PhD from a top institution. But currently, the job offer requirement stands for SMC.

Eligibility Criteria & Notable Changes: Summarizing the criteria for the new SMC:

  1. (Changes to the Skilled Migrant Category Resident Visa | Immigration New Zealand) (Skilled Migrant Category Requirements — Aspiring Immigration).

Notable changes in this new system compared to pre-2020: It eliminated many minor points factors (like points for age – ironically age no longer gives points, it’s just an upper limit; points for having family in NZ; points for being in a region; etc., all gone). It also removed the old pool selection point which had risen to 160; now it’s just 6 (in concept, equivalent but simplified). Requiring a job offer is actually a continuation – historically NZ almost always wanted a job for SMC, though pre-2017 one could apply without a job if points were high enough; that avenue is essentially closed now unless maybe you have a PhD and claim you’ll find a job quickly.

A transitional detail: Between Sept and Oct 2023, NZ selected some EOIs under an interim system at 180 points and some under new system. By 2025 everything is under the new system.

It’s also worth noting partners of SMC applicants can now be non-secondary (meaning even if the partner doesn’t speak English or is over 55, they cannot be included) (Skilled Migrant Category Requirements — Aspiring Immigration). Actually, partners over 55 can’t be included by the rule. If a partner doesn’t meet English, you can pre-purchase English classes for them to satisfy criteria.

Application Process Overview: The process for the Skilled Migrant Category in NZ typically works as follows:

  1. Submit an Expression of Interest (EOI): Applicants first lodge an EOI (online) detailing their qualifications, job, income, work experience, etc. They must include a valid job offer (with details of employer, position, pay) or current employment. There’s a fee for EOI (around NZD $700). If you claim exactly 6 points, you can submit; if you have more (say you have 7 or 8 due to extra NZ years or a combination like qual+income, you still just mark those but points beyond 6 don’t give priority as long as you meet 6).

  2. Selection from Pool: EOIs used to be pooled and drawn bi-monthly (with highest points first if limited). As mentioned, the intention is to remove this selection stage so that all EOIs meeting criteria proceed immediately. But if the selection is ongoing in 2025 due to caps, the highest point EOIs or earliest EOIs might be selected first. So far, an EOI with the minimum 6 points and a job was enough to get selected in the first rounds because the pool was not oversubscribed.

  3. Invitation to Apply (ITA): If selected, Immigration NZ issues an Invitation to Apply. The applicant then has 4 months to submit a full Residence Application (Skilled Migrant Category Requirements — Aspiring Immigration).

  4. Application Submission: The residence application requires extensive documentation: job offer letter and employer evidence, proof of qualifications (with NZQA assessment if foreign and not exempt), proof of work experience (letters from previous employers if claiming NZ years), salary evidence (pay slips, contract), English test results, medical exam reports, police certificates, etc. The application can be submitted online (with uploads) or paper depending on system readiness, and the fee is significant – NZD $4,890 (plus $1,110 if including a partner, and $620 per child). In total, including EOI stage, the cost starts at NZD $6,450 for a single applicant (Skilled Migrant Category Requirements — Aspiring Immigration). This steep fee was newly set in 2023, making NZ’s skilled visa one of the more expensive, likely to fund the detailed processing involved.

  5. Assessment by INZ: An immigration officer will assess the application. They verify the points and may conduct checks like contacting the employer or checking the genuineness of the job, as well as ensuring the employer attempted to hire locals (though accredited employers generally have passed labor market tests for some roles already). They also verify credentials (NZQA evaluations, professional registrations). This can take a few months. Under the new system, INZ also limits how many applications they process monthly to manage the cap, so some applications wait in queue even after submission.

  6. Decision: If all is in order, the applicant (and included family) are granted Resident Visas. Initially, it’s often conditional with “travel conditions” for 2 years. After 2 years of actually residing in NZ, one can get a Permanent Resident visa with indefinite travel rights. If the officer has concerns (e.g., suspecting the job isn’t truly skilled or permanent), they might decline or defer. There is no formal interview usually, but they might ask for additional info.

  7. Settlement: Once resident, you have almost all rights of a citizen except voting (until you’ve been resident long enough) and some public service jobs. Notably, unlike Canada/Australia, NZ grants residency outright (no temporary stage in SMC), so it’s a direct path to living permanently in NZ from the get-go.

Given it’s a new system, processing times in early 2024 were a bit untested, but INZ aimed to process most within 6 months of application. By 2025, we hope processing will be 4-6 months on average (assuming volume is manageable).

For those who don’t quite fit SMC, New Zealand offers other residence paths: - Green List Straight to Residence: e.g., anesthetists, oncologists, certain engineers – these can apply for PR after securing a job in those roles (no point system, just criteria). - Work to Residence: e.g., registered nurses, teachers, trades like electricians, where after 2 years work you can get residence. - Highly Paid Path: if you earn 2x median wage and work 2 years, you can get residence (this roughly aligns with someone who would have gotten 6 points from income + NZ exp anyway).

In effect, the SMC 6-point model has been designed to encapsulate those scenarios: e.g., a nurse has NZ registration (6 points) = Straight to residence; an electrician has registration (6) = straight to res; a teacher has registration (maybe counted as 6); a software developer might have just a Bachelor’s but after 3 years in NZ gets to 6; a very high earner (>3x median) gets 6 outright.

All in all, New Zealand’s skilled immigration in 2025 is catering to those who have secured skilled employment in NZ and proven their value either by credentials or by local experience. It is friendly to graduates who study in NZ then work (since they accumulate NZ experience points), and to those in regulated professions. It’s less accessible than Canada’s system for those outside NZ without a job, but once you’re working in NZ, the residency pathway is quite straightforward if you meet the skill definitions. The reduction to a 6-point scale has made it much easier for applicants to self-assess – you either meet a key threshold or you don’t, no complex calculus of dozens of points.

One must keep an eye on policy tweaks: if too many people qualify, NZ might tighten (like raise the income thresholds or cap the program). Conversely, if critical shortages persist, they might expand eligibility (like giving points for slightly lower incomes in urgent fields). As of 2025, the settings seem to be working as intended – bringing in needed talent and converting those already contributing in NZ to residents.

Germany: Chancenkarte (Opportunity Card) – A New Points-Based Work Visa

Overview: Germany, known for its strong industrial base and aging population, enacted a Skilled Workers Immigration Act overhaul in 2023 to attract more foreign talent. A key component is the introduction of a points-based system for job seekers called the “Chancenkarte” or Opportunity Card. Effective from June 1, 2024, eligible non-EU skilled workers can obtain this Opportunity Card to come to Germany without a job offer for up to 12 months to seek employment (Moving to Germany as a skilled worker - Federal Foreign Office). It’s essentially a job-search visa (not direct permanent residency) and is the first time Germany has used a points-based selection in its labor migration.

To qualify, an applicant must score at least 6 points under Germany’s criteria (Moving to Germany as a skilled worker - Federal Foreign Office). The points factors include (Moving to Germany as a skilled worker - Federal Foreign Office) (Germany: A Points System for Labour Migration and a Hidden Gem – EU Immigration and Asylum Law and Policy):

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