Stricter criteria for Occupation Permits

This is probably the most anticipated and demanding measure in the budget.

For investors, the initial investment threshold is now set at USD 100,000. But that's not all: to renew their permits, holders will need to demonstrate genuine economic activity, with a minimum turnover of Rs 5 million from the third year onwards, rising to Rs 8 million from the fifth year. Innovative start-ups, meanwhile, will have specific performance indicators to meet.

For foreign professionals, the landscape is becoming both simpler and stricter. The ProPass and Expert Pass categories will merge into a single permit, and the minimum salary requirement is harmonized at Rs 50,000 per month across all sectors. Transitional arrangements are planned for current permit holders.

For self-employed workers, income requirements are also increasing: Rs 2 million from the third year and Rs 3 million from the fifth year to qualify for renewal.

It's also worth noting that the "Family Occupation Permit" category has been scrapped.

The Golden Visa: A path to permanent residency

While Occupation Permits are becoming stricter, the Golden Visa is heading in the opposite direction. In fact, it's one of the most eagerly awaited measures among foreign investors since it was announced a few months ago.

According to the government, this program will allow investors who inject at least USD 1 million into strategic sectors such as fintech, artificial intelligence, biotech, and renewable energy to obtain a renewable right of residence. Once the investment has been made, the holder will also be eligible to apply for a permanent residence permit. This is a decisive step that brings Mauritius closer to the world's leading residency-by-investment programs.

Mauritius opens its doors to international students

The strategy to position Mauritius as a regional university destination takes shape in this budget through several targeted measures: the creation of a centralized "Study in Mauritius" portal, easier entry for prestigious international universities, the introduction of a digital student visa, and an increase in the number of work hours allowed during holidays, from 20 to 30 hours per week.

Another notable change: the creation of post-graduation visas allowing international students to stay and work on the island after completing their studies.

These measures serve a dual purpose: filling skill shortages and boosting the appeal of Mauritian higher education.

More digital and transparent administrative procedures

At the same time, the government is announcing a modernization of its administrative tools, with several reforms designed to make daily life easier for foreigners. These include the introduction of an Electronic Travel Authorization, digital residence permits, and simplified procedures for certain foreign spouses of Mauritian citizens.

The minister's discretionary power in procedures involving the withdrawal of resident status or the cancellation of visas will also be reduced, ensuring greater predictability and transparency.

Mauritius aims high in Tech and AI

Mauritius aims to become a regional hub for artificial intelligence and digital technologies, and the government is equipping itself to do so through the 2026-2027 budget.

On the agenda: a national AI training platform and a program dedicated to innovative start-ups. Another flagship measure: the creation of a high-tech Special Economic Zone (SEZ) at Côte d'Or, designed to host activities linked to AI, digital services and advanced manufacturing.

Companies setting up there will benefit from an attractive package of incentives, including 100% foreign ownership, tax and customs exemptions, VAT recovery on buildings and equipment, preferential rates for data centers, and fast-tracked work permits for foreign experts.

A promised revolution for start-ups

Beyond the SEZ, the government has set out a broader ambition: to turn Mauritius into a genuine playground for entrepreneurs. The budget includes a dedicated Start-Up Act, backed by a range of concrete measures: a specialized hub within the Côte d'Or SEZ, a public-private national council tasked with developing the ecosystem, an acceleration program at the Economic Development Board, a digital patent management system, a specific working framework for start-ups, and a ten-year income tax exemption from the start of operations.

A more progressive tax system with targeted adjustments

The 2026-2027 budget introduces a new tax bracket for individuals. The 20% rate will apply to taxable income between Rs 1 million and Rs 12 million. Above that, a 35% rate will replace the current Fair Share Contribution mechanism.

Several sector-specific measures round out the picture:

• Expats working in the manufacture of photovoltaic systems will benefit from a four-year income tax exemption
• Manufacturing companies investing in AI, patents or new equipment will be eligible for an enhanced tax credit
• A 5% tax will apply to short-term general insurance premiums from 1 January 2027

Real estate: Changes ahead

The 2026-2027 budget plans to revise the duties and taxes applicable to property purchases made under EDB programs. However, the exact details have yet to be announced. Foreign investors and prospective buyers will therefore need to keep a close eye on the publication of the implementing legislation.

A pension reform from 2027

This is one of the most significant structural reforms in the budget, and it directly affects expats settled in Mauritius for the long term. From 1 July 2027, the Generalized Social Contribution (CSG) and the Portable Retirement Gratuity Fund will be replaced by a new National Pensions Fund based on a funded scheme. Contributions will be as follows:

• For employees earning up to Rs 50,000: 1.5% from the employee, 7.5% from the employer
• For higher incomes: 3% from the employee, 10.5% from the employer

Family-friendly social measures

Expat families living in Mauritius will also find good news in this budget.

Maternity leave is being extended to 12 months: 6 months on full pay and 6 optional months on half pay. Paternity leave is being extended to six weeks.

In addition, one day of paid menstrual leave per month will be introduced for women suffering from severe symptoms.

Finally, when a public holiday falls on a Sunday, the following Monday will automatically be a day off.

A measured impact on the cost of living 

A few indirect taxes will change over the coming months, with a limited but real effect on expats' daily lives.

Excise duties on tobacco and spirits are going up by 10%, with no increase planned for wine and beer. On the other hand, the tax on sugary products will rise from 12 to 15 cents per gram and will be extended to new categories, including sweets, biscuits, wafers and chewing gum, among others.

Finally, the Rs 2 tax applied to PET bottles containing drinks will be extended to all plastic bottles from October 2026.

Key takeaways

The 2026-2027 budget sends a consistent message: Mauritius is tightening access to certain permits to weed out inactive structures, while strengthening its appeal to the profiles it wants to attract: strategic investors, tech talent, international students and start-up founders.

The strengthening of the Golden Visa, the Start-Up Act and the measures supporting international students could well reshape the landscape of economic immigration in Mauritius for years to come.

Online application portals

It starts right here. Most schools today have well-developed online application portals where you can go through all or at least some of the application process: upload documents, pass initial tests, etc.

Some schools take this a step further and take the whole schooling experience online.

For instance, the is an accredited college-prep school for grades 7 to 12 that runs fully online. Students start by submitting academic records and test information online for enrollment. And once they've been accepted, all instruction and class participation happen online. There are offline events too, but these are mostly limited to summer meet-ups and graduations.

Enrollment apps

Some schools and cities take the online enrollment portal idea further and develop official mobile applications for enrollment and more. For example, the city of New York has an for families in the city's public school system. Here, parents and legal guardians can sign in, view student information, check attendance and grades, and access district enrollment tools directly.

Chatbots

Now, this may be an issue of contention for a lot of people. As helpful as chatbots sometimes are, they are also, let's be honest, quite annoying. And they are also very well-trained at making you waste time going over the same information over and over again.

For schools, however, chatbots can be highly effective at reducing administrative workload. And if you are after some basic information and guidelines on school admissions and policies, they can be very useful.

Quite a few schools are using chatbots like the to help manage general questions about admissions and enrollment.

Virtual school and campus tours

Campus tours can be a great way for both students and parents to get to know a school before they start. Instead of traditional open houses, a lot of schools now offer immersive online tours. This can be of particular interest to expat families who may want to see a school they are considering before relocation. 

A good example is the Ecole Française Internationale de Riyad in Saudi Arabia. It offers a of classrooms, common areas, and school spaces and families can get an immersive walk-through before applying. 

Some schools also host digital open houses. These are live online events where parents and students can meet with teachers, school management, and admission staff in real time. 

Walden School in the United States, for example, offers regular where students and parents can join livestream classroom sessions. Once again, this option can be very useful for expat families as it gives children a chance to pre-meet teachers, classmates and get an idea of what the learning environment is like even before arriving.

Parent forums and hubs

These are spaces where parents talk to the school and each other, usually before, during, and even after their children are enrolled. They may operate in different formats: discussion boards, messaging groups, announcement feeds, etc. 

Some schools, such as the Collegiate International School in Dubai, offer special . Here, parents can receive academic updates, speak directly with teachers, get information on school events, and more. But this is meant for parents of students who are already enrolled. 

Another example is the Shenzhen American International School, which uses a parent portal where parents can get updates from teachers, read class announcements, view attendance and academic records, and so on.

Gamified onboarding

Some schools level up their onboarding experience by making it into almost a game. New students can complete tasks to earn badges, unlock content, and go on different missions to learn more about the school.

What's next for onboarding and enrollment?

While not all countries and schools are currently on board with doing things online, the trend seems quite clear. Things are becoming more digital, more tech-based, and more remote access-friendly. But beyond online applications and chatbots, there are more experiments ahead.

AI-powered assessment and placement

Some schools have reportedly started using AI tools to pre-screen applicants. These tools can help build comprehensive student portfolios and analyze data much more quickly than humans can. They can then use this information to refer a student to a specific grade or level.

Similar tools can also be used for college selection even by students themselves. Students could potentially upload their grades, test results, information on what they are interested in, career aspirations, etc. and use AI tools kind of like guidance counselors to see which college and program fits them best.

Digital verification systems

Applications are a lot about paperwork. Sure, you can move some of this paperwork online, but this doesn't really cut down on the time for document verification. And expats have more paperwork to deal with: things to be officially translated, apostilled, stamped, etc.

There is now some talk about digital credential verification systems, and sometimes even blockchain-based academic records are mentioned.  Potentially, these systems could replace stamped papers, certified copies, and other papers that now take a lot of time (and resilience) to obtain.

Remote onboardings

Some international schools are experimenting with online onboarding. Say, you can't make it to your new destination at the start of the school year and will arrive a month or two later. Some schools may allow your child to join all or some of the classes remotely, making for a smaller academic gap and a smoother transition. 

Emotionally-friendly onboarding

This is a quieter, less tech-related trend, but it has the most potential impact. More and more schools are now starting to assess not only academic readiness during enrollment but also emotional well-being of a student. Schools can do it via  surveys, video check-ins, online counseling sessions, etc. Once again, this trend can be of great benefit for expat families where children have to deal with the stress of relocation, new language and environment in addition to the stress of exams and new school. 

So, if we were to sum up, the future of onboarding and enrollment definitely looks more mobile. Schools are now adapting to a reality where a lot of families are no longer stationary, and relocation is becoming very common. 

What this means for expats

Online enrollment and digital applications mean that you may now be able to secure a place for your child before you relocate. You may actually confirm the placement months in advance and manage one of the biggest stress factors for your relocating family.

How to use this: You can start school search early, even before your visas and housing are finalized.

Virtual campus tours, open houses, and parent forums mean that you can now evaluate schools remotely and have your pick early. This saves lots of time, money, and energy.

How to use this: you can shortlist schools in your new destination and start with those that offer live Q&A sessions and virtual tours.

Remote or hybrid onboarding lets students join classes, meet teachers and get an introduction to the new environment before they arrive. This is great for minimizing academic gas and can make the whole relocation much less overwhelming. 

How to use this: ask your shortlisted schools right away if remote or hybrid relocation models are available.

Digital portals make submitting documents easier. But verification can still take time, especially between countries. You may need translations, apostilles, cross-border records and a lot of these still can't be done online. 

How to manage this: prepare digital copies of all the papers early and start verification early.

As we've mentioned, some schools now also include well-being check-ins for new students. These can be in the form of longer orientation sessions, counseling support, video calls, etc. These can be very useful for relocating students.

How to use this: ask early on if your chosen school provides any relocation support for new students. And if not, maybe it would be possible to request it.

But are there any downsides to enrollment becoming so digitalized?

The first downside that comes to mind is that when things become more digital they also tend to become less personal. Talking to people face to face and physically visiting your school before attending are important milestones, something you and your child may remember for a long time. Taking these experiences online is definitely convenient but could also be less memorable. 

There is also the risk of over-automation. Let's be honest: when we have questions, we prefer to talk to real people. As useful as chatbots and AI Q&A may be, they often fail to deliver the answers you need. This makes people frustrated, and the whole process becomes more stressful instead of less. 

Technology can be unpredictable. Websites crash, applications take time to load We've probably all been in this situation: you fill out a lengthy online form, and then the page gets stuck or refreshes, and you have to do it all over again. This can make time-sensitive deadlines even more sensitive and, once again, cause avoidable stress, especially for people who may not be too used to doing things online. 

Another potential concern is access. Not all families have reliable Internet connections or even the devices needed to apply online. For families who live in places with a limited infrastructure, a fully digital application process can actually be very difficult to go through. 

Finally, there is the issue of privacy. Enrollment and onboarding typically require a lot of sensitive data. You need to upload  IDs, academic and medical records, psychological assessments, etc. Not everyone will feel comfortable with having this information online. And while most schools take data protection very seriously, as we all know, accidents still happen. And for expats, this may be an even more sensitive issue, as different countries may have different data protection laws.

So, what do we know? We know that the digitalization of enrollment and onboarding is underway and it's probably an irreversible process.

It comes with lots of benefits in convenience, especially for expat families.

But we should also keep in mind that technology is failable, and it may be a good idea to keep a hard copy of all paperwork, just in case. 

More people than ever are considering entrepreneurship abroad. While securing a visa, funding and the right legal status are important, long-term success depends on much more. Before launching a business overseas, what are the key questions every entrepreneur should ask themselves?

Entrepreneurship: What's changed in recent years

Gone are the days when you could simply show up in a culturally very different country with an idea that was bound to make a splash. That belief was always more myth than reality, though it seemed to hold true in a few inspiring success stories: those well-known entrepreneurs who managed to export their concept abroad.

More open markets?

Even these success stories came with their share of hurdles. Just 15 or 20 years ago, the markets that now attract innovative startups were far less accessible. Back in 2013, it was tough to start a business in Saudi Arabia without a strong local partnership. Since then, Riyadh has rolled out numerous initiatives to attract foreign investors and entrepreneurs. One result of its rivalry with Qatar and the United Arab Emirates (UAE): more open markets that benefit foreigners. Today, Saudi Arabia is even making a notable breakthrough in animation. In 2021, it co-produced the film Al-Rihla (The Journey) with Japan. This co-production puts Saudi animation studios in the spotlight (in this case, Manga Productions, founded in 2016) and hints at more international partnerships to come.

On the flip side, some markets are becoming harder to access, mostly for administrative reasons. Launching in the United States has become more complicated since Donald Trump's return to office. The trade war with China doesn't just involve the two countries; it has ripple effects on others as well. Today's entrepreneurs must navigate a tense ecosystem. Add to that geopolitical tensions, which can directly impact projects abroad.

Starting a business in an AI-driven world

Having an innovative idea isn't enough to succeed as an entrepreneur abroad. That was true 20 years ago. It's even more true today. The accelerating speed of information means any new idea may already have been "used somewhere else." It's no longer just about creating something new, but about making sure it reaches as many people as possible and stands the test of time. AI is adding even more speed to the equation, and it can even divide entrepreneurs into those who embrace it and those who remain wary. 

For example, it's now incredibly easy to build a turnkey professional website thanks to AI. This task, once handed off to specialized agencies, can now, in theory, be done by anyone (or rather, by AI). The cost savings are obvious. But for advocates of a more traditional approach, this over-reliance on AI is problematic, especially when you're trying to break into a foreign market. To succeed, no stone should be left unturned. Even the smallest logo or slogan can be misinterpreted and spark controversy. That was true yesterday. It's still true today. The speed at which information spreads forces companies to take full control of their communications. Major multinationals come to mind first. But small and medium-sized businesses can also fall victim to bad buzz. Managing your digital image is one of the key challenges facing businesses today, even as the businesses of tomorrow are already being built in the metaverse. 

Questions you should ask yourself before starting a business abroad 

You can't move abroad armed only with a business idea and motivation. The geopolitical context, the environment, and social crises all directly affect your business project. What questions should you ask to give yourself the best possible start?

Where should I set up my business? 

It all depends on your project, your initial concerns, and your goals. Some rankings put tax considerations at the heart of business decisions. By that measure, Andorra, Malta, the UAE (Dubai), Switzerland, Canada, and Estonia rank among the best countries to invest in. Estonia developed its "e-residency" concept to attract startups. Switzerland enjoys a solid international reputation. Dubai positions itself as a hub for foreign entrepreneurs despite tensions in the Middle East. Tax-friendly countries are also attractive for geographic reasons: access to the European market (Switzerland, Estonia, Malta) and the North American market (Canada). Dubai sits at the crossroads of three markets: the Middle East, Africa, and South Asia. Its relative proximity to Europe opens up an additional market.

Whatever your business (fully digital or with a physical location open to the public), choosing the country, city, and neighborhood requires careful thought. The question of where to set up leads to another: will you be free to open your business wherever you want? Will you need to opt for a free zone, like those in the United Arab Emirates or Qatar? Will you benefit from incentives to set up shop (residence permits, entrepreneur status, tax breaks, etc.)? What local laws govern starting a business? Are there specific rules for foreign-owned companies? These are all good questions to ask when choosing the location that best fits your project.

If I decide to leave the country, will my business be able to follow me?

Here today, gone tomorrow? While you can't plan for everything, think through every possible scenario as early as you can. For example, you settle in a country, start your business, but a few years later, you want to (or have to) move elsewhere. What happens to your business? Will it be able to follow you to the new country?

This question hides several others: whether your business concept will work in the new country, legal frameworks, business transfers, taxation, implementation details, and so on. That's why it's so important to consider every possibility. Will you hand your business over to a new owner so you can start a new project elsewhere? Or do you want to keep your business and open branches in other locations?

By definition, fully digital businesses are easy to export (as long as the new host country has a reliable internet network). That doesn't rule out potential challenges when transferring a business to another country (legal status, visa, etc.). 

Do I have intercultural sensitivity before starting out?

To start and thrive as an entrepreneur abroad, you absolutely need to understand the local culture. Not just to avoid any missteps when signing the contract, but to make sure you're starting out on the right foot. According to experts, this is where many failures occur: entrepreneurs launch abroad while underestimating the importance of culture. While English may be the universal business language, it isn't enough on its own to guarantee success abroad. Nor can you pretend there's some "international business law" where everyone follows the same standards and behaviors.

Understanding the culture of the country where you want to start your business will help you avoid missteps. You'll choose a name, logo, and brand image that doesn't clash with local culture. If you're aiming for international reach, you'll craft an image that resonates with that audience. For example, at first glance, no one would guess that Manga Productions is a Saudi company. Intercultural training teaches you to understand the sociocultural context in which you want to grow your business.

Can my idea adapt to the local culture? 

Training will help you answer this question: will your business work in the foreign country you've chosen? The same idea can be received very differently from one culture to another. A great idea back home might come across as odd, outdated, or too cutting-edge elsewhere. Will your concept even be understood in your host country? A practice that's deeply rooted in one culture may have no equivalent in another. 

The success of global giants is proof: aim worldwide while adapting to each country. Product format, taste, packaging, price, advertising... everything is designed to appeal to the target consumer. Take Japanese giant Kikkoman: noticing that its soy sauce wasn't very popular in France because it was often used in the wrong proportions, the company developed a sweet soy sauce for French palates... and it took off. Another win for Kikkoman, less so for Japanese food lovers, who don't have this kind of sweet soy sauce back home. There are sweeter soy sauces in Japan and other Asian countries, but they have nothing on the French version, which is far sweeter than the rest. Similar story for "beef and cheese" skewers and other inventions tailored to foreign markets. 

Think "local" or "authentic"?

To successfully grow your concept abroad, think local. But there are two schools of thought here, two visions of doing business overseas. The first is adaptability. Like Kikkoman, you adjust your concept to fit the local culture and attract customers. The second is authenticity: you stay true to your original idea and bet on innovation and the element of surprise. Your concept doesn't exist yet and will carve out its own space in the foreign market. Both approaches have merit. It all comes down to how well you know the local market, your intercultural understanding, and your resources.

Have I built my networks? 

Any entrepreneur will tell you: to succeed, think collectively. This is even more true in 2026, in an increasingly hyperconnected world. It's even more true abroad, where psychological support is a key factor that's all too often underestimated.

Cultural and administrative barriers can be plentiful. Moving abroad to join an established company is already a challenge. Moving abroad to start a company is another challenge entirely. Make sure you have strong support, ideally before you launch. You'll avoid the mistakes others have made before you. Don't settle for just one network; aim for several. Networks often complement each other and create a virtuous circle. Someone you meet here might connect you with another person who introduces you to a key network. And even if it takes a while for things to click, don't dismiss any contact. The same advice applies if you move to a new city or country more than once. 

Never burn bridges just because you've moved. With the internet, staying in touch is easy. Don't underestimate the psychological importance of professional and informal networks. And don't forget to give back. At first, of course, you come looking for support and help. But tomorrow, you'll be the one supporting and helping another entrepreneur. This solidarity is essential to succeeding abroad.

Is now the right time to start a business abroad?

How do you know when the timing is right to start a business abroad? Too early, too late, it's hard to tell when the moment is right. That's why knowing the host country's culture inside out matters so much. You'll also want to "feel the trends." Tomorrow's big idea might already be in your hands. But how far ahead should you look to give your business abroad the best chance of success? Here again, there's no one-size-fits-all answer, just circumstances that can point you in the right direction. 

Let's be honest: luck also plays a part. Some great ideas became great without any precise calculation. The idea simply struck a chord at the right moment. Many entrepreneurs will tell you they weren't 100% sure their idea would work abroad when they launched it. Of course, that doesn't mean you shouldn't prepare (quite the opposite). Rather, it means you should stay humble about the factors beyond your control. Humility, observation, curiosity, and a willingness to question yourself are also qualities worth developing if you want to take the leap into entrepreneurship abroad.

First, you find yourself in a different tone zone. And this means that you can't simply call up friends and family back home when you feel like it. You need to schedule it. This makes communication much less spontaneous and instant. As one expat shares: "Now I check the time before I share anything, but it takes a lot away from the experience. By the time they get my message, and we can actually talk, I am back at work and the moment is gone.

Second, you find yourself in a different climate. Not just weather climate. This can be a big physical adjustment, and you never know how your body might react. It may also affect how you take care of your body. Your workouts may need to change, your skincare, too. Your diet will probably be different as well no access to the same groceries.

And from here things just get more complicated.

Reference points disappear

When you move from one country to another, especially within the same region, things may feel and be different, sure, but they will most likely share the same base. And the differences you start to notice at first will probably be the subtle ones: maybe people dress a bit differently, maybe their conversations are louder and have a faster rhythm, maybe they go to bed later. But one layer under these surface distinctions, there is still a quiet familiarity. There are parts of shared history and pop culture; maybe you've read the same books. Language barrier aside, you could probably easily hold your own in any conversation here and offer an interesting angle to the discussion.

Now, when you move continents, it's a different story. There is a much higher chance that you will have nothing familiar to rely on. And the differences you notice first are immediately sizable: you may look different from everyone else and instantly stand out, societal norms for what is okay and what isn't may not be the same at all. And conversations they may be the hardest part, as in addition to the language barrier, you will now have no shared background. For a lot of expats, losing the ability to make a joke that lands is one of the saddest new realities.

But these are abstracts. They may be very impactful abstracts and highly inconvenient, but then there is the everyday.

Money moves differently

Managing finances abroad can be complicated. But when you move within the same region, things are usually a bit simpler. You may have access to the same banks, and the way these banks work may also be familiar, just as the requirements to open an account. Transferring money from home to your new location can also be relatively easy. For example, if you are moving within the EU, most European banks will let you transfer money with no fees. 

When you move continents, you need to be ready for major adjustments. 

First, you may not see a familiar name when it comes to traditional banks.

Second, the way banks operate and what it takes to open an account may be different. You may also discover that money is managed in a completely different way in your new destination. 

For example, if you move from Europe, where cash is still relatively popular, to Asia, specifically China, you will realize that cash payments here are almost non-existent, and to get around, you absolutely need one of the popular payment apps and a local account. On the other hand, if you are relocating from China to, say, North Africa, your financial culture shock will be reversed: here, a lot of people don't have bank accounts or use cards. Cash payments are preferred almost everywhere. If you are moving to Latin America, say, Argentina, you will find yourself facing exchange rate fluctuations and somewhat unclear charges when using a foreign bank card. Or, say you move to Brazil. Here, a lot of expats report their cards being blocked by banks back home for suspicious transactions when they were just trying to get an Uber ride.

In short, moving continents comes with more financial adjustments and requires quite a bit of research.

Paperwork takes more effort 

Paperwork and general red tape are some of the most draining yet routine parts of an expat experience. But when you move between countries, the administrative side of things tends to be more manageable. Agreements between countries within the same region are often clear. If you are relocating to a destination close enough, you might not even need a visa. And if you do, it may be less about proving your right to be there but more about registering your presence.

The bureaucracy itself, though annoying, can also feel familiar. You may need to fill in the forms in a different language but you've filled in similar ones back home. The way things work makes sense to you. And even though nobody really likes paperwork, it may seem less intrusive and not at all scary.

Moreover, lots of documents can be easily transferable: diplomas, driver's licenses, bank statements may only need a quick translation to be valid in your new destination.

Dealing with paperwork across continents, however, will be a different experience. It may start right if you need to apply for a visa and accompany your day-to-day activities too. You may find yourself collecting documents you never thought you needed. We rarely think of paperwork in terms of culture shocks, but sometimes it can be just that.

For example, when I applied for a Chinese work visa back in 2009, I had to do a complete health check-up, as people with certain health conditions would not be granted residence in the country.

Getting your documents valid could be another hassle. Beyond the standard translation, you may need to have them notarized or even approved locally. Diplomas are the first papers that come to mind that may not be recognized straight away. In some cases, you may even need to complete additional study hours or retake exams if the curricula in your home country and the new destination are substantially different. 

The approach to healthcare is not the same

When moving countries, an expat can often follow the quiet assumption: "I'll figure it out once I get there". In a lot of cases, this proves to be true.

When you relocate within the same region, healthcare is not usually something you have to completely relearn. Though there may be notable differences, the overall structure will probably make sense to you: public vs. private options, insurance, referrals to specialists, etc. Pharmacies will probably carry similar items, and doctors may follow similar treatment protocols.

If you are moving within the EU, you may even benefit from shared agreements like the it gives you access to medical care during temporary stays. But when you are moving to a different continent, you are also (most likely) stepping into an entirely new system where the very idea of healthcare may not be the same. 

First, access. In some countries, you may need private insurance before you can see a doctor. In others, healthcare may be affordable, but the availability and quality of services may be uneven across the country.

For example, in the United States, the cost of even basic treatment without proper insurance can be unexpectedly high. Expats from Europe often mention this as the biggest culture shock after relocating to the US.

In China, the approach to healthcare may differ from what Western expats are used to. Many hospitals there follow a holistic approach, looking into the underlying causes of problems rather than managing symptoms right away. In practice, this means you may not be prescribed antibiotics right away, even though your doctor back home might. A treatment for a cold is usually limited to an IV or herbal medicine. Locally produced medicine also tends to be less potent, and quite often a prescription would have you taking up to seven pills at a time, up to five times a day. 

There is also a deeper shift here that involves trust. When you find yourself surrounded by so much unfamiliarity, you may simply not trust the system you don't fully understand. 

Understanding of safety

One thing people from nearby countries or regions often share is social cues. And this is especially important when it comes to safety, or how we notice that something is unsafe. When you move within the same continent, you will probably be able to recognize danger in mostly the same way you did back home. If something is unsafe, you will probably feel it and about it before it becomes a problem. But moving contents often means you lose this understanding. You may simply not know that a situation, place or person is unsafe until it becomes clearly evident. Let me cite a few examples.

During my short-term relocation from China to Spain, I genuinely didn't know that there were areas in most big cities that had somewhat of a bad reputation. Cities in China don't have that. When it comes to safety, most major cities in China are pretty homogeneous. But big cities in Spain are different. And most locals would feel the change in "vibe" once they find themselves in a bad neighborhood. Unless you are an expat from far away who is unaware of the bad neighborhood concept.

Another example could be the difference in general street safety. In 2022, a number of expats from Eastern Europe relocated to Argentina in search of a more stable and peaceful living environment. And while many reported a positive expat experience overall, there were also frequent concerns about street safety. A lot of newly arrived expats could not get used to the idea of paying more attention to their immediate environment (in fear of motorcycle bag snatchers). They also found it difficult to learn to dress modestly outdoors and not have their smartphones leisurely out something that comes naturally to a lot of Argentinians.  

Work life feels different too

A lot of us move for work. But what our work looks like can also change abroad, especially if we move far enough. 

When you relocate within the same region, your career can often follow a similar path. Your qualifications are recognized, your experience makes sense in a professional context, and the workplace culture is also familiar. You also have the understanding of the unspoken rules: what it means to be professional and respectful, how deadlines are treated and how decisions are made. 

Moving continents, on the other hand, will often place you in a completely different professional setting. You may have to prove yourself from scratch, as your previous experiences and accomplishments may not translate in the new destination in the same way.

Workplace expectations may be different as well. Hierarchy, communication styles, work-life balance, and even the way the working day is organized can be substantially different. For example, expats from Europe or the United States who move to Japan often notice a stricter workplace hierarchy and top-down communication with management. The importance of not losing face often comes before creativity, and the allowance for mistakes is very limited. 

In China, many expats find the two-hour lunch break, which includes a 30-minute day nap, a rather unusual adjustment. 

And European expats who have relocated to the United States for work often complain about the absence of a proper work-life balance.  

It all comes down to the day-to-day

Small repeated daily routines are usually what make us feel at home or not. Relocating your routine is rarely easy, but doing so within the same time zone is much easier. 

The setting around you may not be the same, but you may be able to preserve the rhythm of your typical day. Grocery shopping, commute, dinner time, gym culture your habits may not need to change that much. 

But when you move to a different continent, there is a higher chance that you won't be able to take your routine with you. 

Here, even the simplest tasks that you never gave a second thought about may not require that thought. What do you have for breakfast? Why does coffee taste different? Why are gym memberships so expensive? And public transportation why do buses just drive by without stopping? What used to be your usual routine is now dissolved in questions and doubt. 

There are numerous examples of this, but for a lot of expats, food becomes the most memorable first adjustment. I just couldn't find normal pizza in Brazil. I am from New York, and having a slice after work is almost a culture here. There is lots of pizza in Brazil, but it's just not the same at all. It has broccoli, corn, and the dough is sometimes very thick; you can find things on a pizza you don't even know how to pronounce. I had no idea how much pizza mattered in my life until I moved , shares Louis, a US expat in Brazil.

Probably the biggest difference between moving countries and moving continents is what happens to your mindset. When you move countries, your mind often goes into adjustment mode. It's a series of small, manageable changes that slowly reshape your life.

When you move continents, you go through a transformation. It's often more drastic and more immediate. It asks to let go of what you know and accept something new. It's a very difficult transformation, but also the one with the most opportunity. 

It's a rare chance to completely reinvent yourself and see life from an entirely new perspective. 

In April 2026, Mauritius launched its national artificial intelligence strategy. The message is clear: the island wants to compete with leading innovation ecosystems, not just be a tax haven. Six active incubators, more than 350 companies supported since the first incubation programs launched, and partnerships between the MRIC, the MCB, and private organizations. The foundations are in place, and they're solid.

Yet as the Mauritian startup ecosystem matures, the challenges are shifting. Yesterday, they were visible, political, and easy to identify: a lack of support structures, a regulatory vacuum, limited international visibility. Today, they run deeper. They're more structural, and often discovered too late by entrepreneurs who thought they'd ticked every box before relocating.

The arithmetic wall of a 1.3-million-person island

The first disappointment is often the most brutal and the most predictable. A foreign entrepreneur arriving with a business model designed for a market of tens of millions of consumers quickly realizes that Mauritius's domestic market simply won't allow them to reach the scale they need. It's not a question of purchasing power or economic dynamism; it's an inescapable geographic fact. Mauritius has 1.3 million inhabitants. The ceiling is there from day one.

The problem isn't really the size of the market itself: other small countries have built remarkable startup ecosystems, from Estonia to Singapore. The problem is that many foreign entrepreneurs arrive in Mauritius with a sequential strategy: stabilize the business locally first, then think about expansion. That's not necessarily the best approach. Almost every startup that succeeds in Mauritius has understood early on that the island isn't a final market. It's an operational base, a legal and financial hub, and a gateway to a much larger region.

That natural corridor is East and Southern Africa: hundreds of millions of consumers, fast-growing markets, an expanding urban middle class, and major unmet needs in fintech, digital health, logistics, and agritech. Mauritius has real assets to play this intermediary role: legal stability, bilateral agreements with several African countries, and a well-established financial infrastructure. But these advantages don't automatically translate into commercial traction. Opening up a market in Tanzania or Mozambique from Mauritius requires local networks, distribution partners, a deep understanding of each country's regulations, and often a physical presence on the ground.

The implication is demanding: from the very first weeks, a foreign entrepreneur based in Mauritius has to think about local rollout and regional strategy simultaneously.

The gap the ecosystem hasn't closed yet

The ecosystem works well at both ends. At the entry point, support mechanisms like incubators, mentoring programs, competitions, and initial public funding provide a real safety net. At the other end of the spectrum, a few success stories exist, visible and celebrated. The problem lies in between, and that's where many startups get lost.

The critical phase begins right after MVP (Minimum Viable Product) validation. The startup leaves the incubator, has to win customers without a safety net, recruit while revenue is still insufficient, and convince investors while traction is still fragile. Three obstacles then pile up and reinforce each other: without proven customers, investors stay cautious; without capital, hiring is impossible; without a stronger team, growth stalls and customers don't come.

While this vicious cycle exists in every ecosystem around the world, it's particularly hard to break in Mauritius, for one simple reason: the domestic market is too narrow to quickly generate the volume of customer references that would reassure investors. In practice, the pool is mechanically smaller, which extends the validation phase and, by extension, the period of vulnerability.

This specific moment, between leaving the incubator and the first significant funding round, is currently where the Mauritian ecosystem sees the most abandonments and forced pivots.

Between full employment and shortage: The talent market paradox

Mauritius's unemployment rate has fallen to 5.7%, its lowest level in two decades. For the national economy, that's excellent news. But for a growing startup looking for developers, product managers, or sales professionals capable of opening African markets, it's a daily headache. The IMF now officially refers to "labor shortages" in Mauritius, an unusual term for a country of this size.

The strain is real on technical profiles such as full-stack developers, data engineers, and digital specialists. These skills exist in Mauritius, but they're sought after by every player in the ecosystem at the same time, in a market that doesn't yet produce them in sufficient quantity. Established large companies and public institutions absorb a significant share of these profiles, often at salary levels that growth-stage startups struggle to match.

But the shortage isn't only quantitative. It's also cultural. In much of Mauritian society, entrepreneurship still isn't seen as a natural career path. Joining a startup, with all the versatility it demands, the uncertainty it involves, and the often less competitive pay in the early years, remains less appealing than joining a large company or a stable institution.

Even though the education system produces competent graduates in traditional fields, it still doesn't train enough professionals who can work with ambiguity, switch roles based on the week's needs, quickly test hypotheses, and learn by doing.

Funding that disappears at the worst possible moment

Funding options have expanded. The MRIC has been structuring public support since 2017. The MCB, through Punch by MCB, has backed several acceleration programs. Regional funds are starting to take an interest in the island. But a structural gap remains, and it's a decisive one: the funding layer between leaving an incubator and the first significant funding round is too thin. That's precisely where the need is most urgent.

Commercial banks aren't well equipped to finance tech companies whose assets are intangible and whose revenue streams are non-linear. They expect guarantees that these startups can't provide. This caution, legitimate from a banking standpoint, is a roadblock for the ecosystem. The network of specialized private investors, including active business angels and regionally focused venture capital funds, remains insufficient relative to the needs. It's not a question of willingness but of market depth, something that can only be solved over time and with the right incentives.

Startup or SME?

There's a semantic confusion in Mauritius with very concrete consequences. The terms "startup," "entrepreneur," and "SME" are still used interchangeably by banks, ministries, support institutions, and often the media. This surface-level equivalence creates real distortions in funding policies, regulatory frameworks, and risk assessments.

A traditional SME and a tech startup don't share the same objectives, risk profile, growth structure, or capital needs. The SME seeks stability and steady profitability. The startup aims to test quickly, pivot when needed, and grow non-linearly, accepting that it won't be profitable for several years. Treating both with the same tools inevitably leads to policies that are wrong for one or the other, usually the startup, which doesn't fit into any existing category.

The consequences are practical: no access to certain funding mechanisms designed for businesses with stable revenue, biased risk assessments by banks that apply inappropriate criteria, and disproportionate regulatory requirements for organizations still in the validation phase.

An ecosystem that doesn't yet tell its own story well

The island positions itself across fintech, bluetech, digital logistics, and tech-driven tourism, with no single area of excellence clearly standing out on the international or regional stage. Lagos has built a global reputation in fintech; Nairobi has structured itself around agritech; Kigali around digital health. A specialized fund has a natural reason to go to Nairobi: it doesn't yet have an equivalent natural reason to come to Mauritius. As competition among African ecosystems intensifies, this lack of a clear signature is becoming a real handicap for both the island and foreign entrepreneurs who come to build their businesses there.

Which visas are affected by the new English language requirements?

Applicants seeking a work visa for an accredited employer () to fill a skill level 3 position listed under the official classification () or the National Occupation List () must now meet specific English proficiency requirements. Before the reform, only candidates for skill-level 4 and 5 positions had to prove that their English met the minimum standard set by the government.

Exemptions

The reform does not apply to:

• Workers who already hold an AEWV (the law is not retroactive)
• Expats applying for a under the "global workforce" scheme.
• Foreign nationals applying for a "" seasonal visa
• Workers requesting a .

How the reform affects foreign workers

The government is rolling out a transition period to avoid any negative impact on the visas of foreign workers affected by the new language requirements. Expats holding a valid AEWV through December 1, 2026, at the latest, will not need to meet the new requirement when applying for a new skill level 3 AEWV. Also exempt are expats who have already demonstrated their English proficiency in a previous AEWV application.

Companies recruiting expats are urged to prepare quickly for the new language requirements and adjust their hiring processes accordingly. Prospective expats should also check that they meet the minimum English level required and take the appropriate language tests before applying.

Useful links:

: minimum English proficiency required

: search for in-demand jobs in New Zealand

Why you need a work buddy

A work buddy is not exactly a friend. It's not a passing acquaintance either. It's something steady and often essential: a workplace ally you can always turn to. It may be for laughs, to air out your frustration, or to eye-roll with at an overly long meeting. I am sure you know what I mean. 

I think ten years ago, this article would have been unnecessary. Workplaces were "closer" back then. We all had our tight-knit groups at the office and colleagues often transitioned into lifelong friends. But things are a bit different now. Despite being so much better connected through technology, we are also more disconnected than ever, from each other. It can feel liberating. But it can also feel lonely. 

But you know what didn't feel lonely? The Office. Yes, I am talking about the series. Sure, the Jim and Dwight antics may have been exaggerated, but that workplace felt fun. Human. And this is why you need a work buddy.

A work buddy can be there for you in many different ways. Hey, you don't even need to have that much in common. It can be someone you grab lunch with when you don't feel like eating alone. Someone with a similar sense of humor. Someone to run your pitches to the management by. They can be someone to have a reality check with after a tense meeting. Nothing too dramatic, just a quiet human connection. 

And here's an extra perk for expats. 

A work buddy can be your bridge to a larger social network outside of work. And they can also help you better integrate into your new world.

Say you get invited to a birthday dinner outside of work, or a housewarming party. This is not an expat event labeled "networking". It's a real-life moment where you get to meet people and be part of real everyday culture. This is something exceptionally valuable, especially if you feel stuck in the expat bubble.

At work, they may help you understand social cues better. Can you be this direct? Does this email sound right? If you have any questions about why things are organized in a specific way, they will probably give you the most honest and practical answer, something no email from the HR team can really explain.

For many expats, having someone like this at the office can be a turning point. It can make an entirely new city suddenly feel familiar and easier to understand. You may start feeling more confident at work, more eager to participate in company discussions, more enthusiastic to meet new people, because your work buddy will have your back, or at least listen.

By now, you are probably thinking: "This sounds like a very one-sided transactional relationship." The expat here is just a passive recipient of help. But this doesn't have to be the case, and you may actually be bringing to the table more than you realize.

First, you can be a source of perspective. You may see things that your colleague no longer notices: minor inefficiencies in daily work, unofficial hierarchies, things that happen just because "this is how it's always been done". If you don't have a friend to share your thoughts with at work, these insights will never see the light of day.

Culturally, you can bring texture to the office. You have a new way of thinking, working, problem-solving even taking a break. This creates an exchange sure, this may not lead to any major changes. But it can spark curiosity, reflection And both of these are great, both inside and outside the workplace.

.. There's a more personal side to this, too. As an expat, a newcomer, you are probably a great listener. You don't have any preconceived ideas (because everything here is new), you are eager to learn about your new reality, and you are genuinely happy to connect. This kind of energy is very rare, and your work buddy may really appreciate it. 

Finally, let's not underestimate emotional reciprocity. Being "chosen" as a work buddy feels good. It builds an extra sense of purpose. 

How do you get a work buddy?

Finding a work buddy can be tricky, especially abroad. It's not like you can just announce it. And building secret strategies to "befriend" someone also sounds slightly creepy

So, the best possible way to find a friend at work is surprise, surprise to let it happen naturally. What you probably shouldn't do is try to pre-pick who you potentially could be friends with. This will lock you in a scenario where you are gravitating towards people who are more like you. But work buddies often come from simple proximity. It could be someone you work on a project with or someone whose cubicle or office is next to yours. Communication comes naturally, and there is nothing you have to rehearse or practice.

But what if you are shy?

As an expat, you have a great social weapon at your disposal - curiosity. You naturally have a lot of questions, and your newcomer status allows you to ask them a lot. This unobstructed ability to question opens a lot of doors. First, a lot of people will be genuinely eager to help you out. Second, they, in turn, will be curious as to what seems unusual to you.

While creating strategies to make friends can be counterproductive, developing a few simple habits can make a big difference. One of such habits is simply saying "yes" when you are being invited somewhere: for lunch, a party, after-work beer, or mid-work coffee. You don't have to be everywhere at once being open to new things is often the fastest way to make friends abroad.

Once you feel a bit more comfortable, try initiating an interaction. It can be something really simple like: "I saw a new coffee shop around the corner, want to check it out at lunch?" or "I've made way too much food for lunch today, want to try some home cooking from X country?" Because these conversations feel natural and almost routine, they have very little social pressure. You may find it easier to start this way and your colleagues may also feel less intimidated to say "yes".

Finally, a great way to attract friendships at work is to simply be human. Let your coworkers see that under the veil of professionalism, you are a person like everyone else. You feel awkward sometimes, you make mistakes, you laugh, and you get frustrated.

And if you want to have a work buddy, don't forget to be one first. Check in with your colleagues, offer help, share your ideas and thoughts. Remember small details others share. It often happens that the moment you quietly become someone's work buddy, you realize that they've long become yours.

Salary threshold

The Swedish government is introducing a new threshold: non-European applicants will need to earn at least 90% of Sweden's median salary when they submit their work permit application, up from 80% before the reform. This applies not only to non-European expats applying from June 1 onwards, but also to those who applied before that date and received a response on or after June 1. However, non-European foreign nationals already employed before June 1 will remain under the old system if they apply to extend their work permit between June 1 and December 1, 2026. If they apply after December 1, the new salary threshold will apply.

Exemptions

These salary thresholds do not apply to:

• Non-European workers in occupations listed on the of exempt professions (chemical engineers, IT technicians, etc.)
• Non-European workers employed in certain healthcare fields.
• Non-European workers in tech and the humanities, if the company is a start-up less than 5 years old with fewer than 100 employees.
• Foreign students, researchers, and residents whose residence permit falls under the .
• Students and researchers holding a study permit who are applying for a work permit for the first time. This exemption runs for 2 years, starting June 11, 2026.

Seasonal work and intra-group transfers

The Swedish reform extends seasonal work from 6 to 9 months per year. However, it aligns the pay of non-European seasonal workers with the minimum wage for full-time employment, as set by Swedish collective agreements or standard practice in the sector concerned. The new rule also applies to foreign nationals working part-time. It extends to compensation for non-European workers transferred between companies within the same group ().

EU Blue Card

The maximum validity of the is being extended from 2 to 4 years.

Health insurance

Since June 1, foreign nationals planning to stay in Sweden for up to one year must prove they have applied for health insurance or already have a policy in place.

Stricter checks on employers

The reform also targets employers. A work permit application can now be rejected based on the employer. The government cites examples such as corporate crimes, sanctions imposed on the company, or suspected violations.

In-person vs. remote job interviews: Should there be any difference?

Let's get straight to the point: there's no difference between what you wear for an in-person interview and what you wear for a remote one. Nothing changes except the setting. Instead of sitting face-to-face with the recruiter, you're simply in two different locations.

You might have thought a remote interview gives you more wiggle room to dress casually, especially below the waist. After all, only your head is on camera, so why bother getting fully dressed? But you're never safe from a camera tumble or a bad angle. During the COVID pandemic, a few high-profile mishaps drove home just how important it is to wear appropriate bottoms, too.

More importantly, dressing as if you were meeting in person shows you're taking things seriously and puts you in the right mindset. You understand what's at stake and adopt a professional attitude, both out of respect for your foreign recruiter and for yourself.

The ideal dress code is the one your future employer has adopted

Before you raid the stores looking for the perfect interview outfit, do your homework. You've combed through your future employer's website and know all about its latest figures, goals, values, and investments. Take your research one step further by studying its dress code. How do people dress at this foreign company? Do you notice big differences depending on the role? Of course, everyday work attire may be more relaxed than what you'd wear specifically for a job interview (although that depends on the industry).

Are there dress codes in your host country?

Clothing is, above all, a matter of culture. In Germany, the suit and tie remain a staple in the banking sector. In Austria, you can get away with skipping the tie. Women should opt for a simple, well-tailored skirt suit with a shirt. The same goes for men, who should avoid suit jackets that are too loose or poorly cut. In Bulgaria, pay close attention to grooming. From your hair to your shoes, including your nails, everything needs to be spotless. Men should be clean-shaven or sport a well-groomed beard. In Japan, no beard at all. In Norway, white shirts and ties tend to be reserved for senior positions. In Portugal, elegance is essential, even for a role that wouldn't normally call for such attention to dress. Your clothing is meant to demonstrate your interest in the position and your respect for the recruiter.

What are the rules regarding colors, jewelry and accessories?

In several countries, a few understated pieces of jewelry are acceptable for women. Men, however, are usually expected to leave their jewelry at home. In Poland, Malta, and the Netherlands, a wedding ring is fine for men, and one or two very discreet pieces of jewelry are tolerated. But no ear piercings, let alone facial ones. Of course, these are general guidelines. You might well come across an expat who nailed their interview wearing arms full of jewelry.

Colors

Be careful with your color choices. Colors are also a cultural matter. In many countries, navy blue and black will be your best friends. Brown, gray, and beige are also strong allies. On the other hand, be cautious with purple, red, orange, green, and bright or very light colors as the foundation of your outfit. You can, however, use them as accents (on a tie or scarf, for example) to add some energy to your look. Again, it all depends on the dress code in your host country. While suits have become more universal internationally, remember that they aren't the only standard that applies everywhere. That's why understanding your host country's culture matters so much.

If you're applying for a job in Japan, avoid a black tie with a black suit: that combination is reserved for funerals. Wear a black (or navy) suit, but choose a different color for your tie. Show some originality (a white tie with thin stripes, for example), but don't overdo it. Steer clear of flashy patterns or overly loud colors.

Accessories

No matter where you're applying, always bring a bag. Not a tiny one that barely fits a pen and a packet of tissues, but a bag large enough to hold your CV without folding it. This shows your employer that you didn't just show up empty-handed. You're ready to receive and carefully keep any documents the employer hands you. If the interview is remote, make sure you have something to write with. You need to be able to take notes without scrambling around the room looking for paper and a pen. Avoid taking notes on your computer (eye movements are noticeable). Stick with a notepad or notebook and a pen. That way, you act as if you were meeting in person and show that you take the interview seriously. For remote interviews, slippers are acceptable, but watch out for camera tumbles!

Heels or no heels?

High heels have long been considered (and still are) THE shoe of the working woman. Pumps are supposedly synonymous with confidence and power. The way work is organized in your host country may itself reinforce this narrow view, with high heels being required in certain professional sectors. In some countries, refusing to wear heels when your employer requires them can be valid grounds for dismissal. 

So, are female expats forced to wear pumps? Since the global impact of the #metoo movement, the tone has shifted. Women's rights advocates are pushing for the freedom to choose whether or not to wear heels. As a result, heels (especially high ones) no longer seem to be the absolute norm, even in job interviews. Women who choose to wear flats may even be perceived as more "powerful," as they're breaking the unwritten rules.

Beard or no beard?

Should male expats shave before their interview? Beards can be a culturally sensitive topic. A symbol of power, a mark of masculinity, a religious sign, a fashion accessory... In Asian countries, beards are frowned upon. In African countries, they can be a sign of power. In the United States, Europe, and other Western countries, beards have gone from being a "symbol of masculine dignity" to a "sign of neglect," then back into favor and even become a fashion "accessory." That said, in the upper echelons of power, beards still appear to be the exception. To figure out what to do with your beard, start by observing the customs of your host country.

Too formal or too casual: What are the stakes?

Who hasn't been there: stressed about an interview abroad, you decide to go all out with your finest outfit to make the best impression. But then you realize you're better dressed than your recruiter. Whether the interview is in person or remote, the "symbolic difference" is real. Will the recruiter feel inferior (and make you pay for it)? Will they think you're arrogant, full of yourself, or even domineering?

If you really have to choose, it's better to err on the side of "too formal" at the risk of seeming a bit stiff. The recruiter will quickly understand that you wanted to put your best foot forward by choosing a very formal outfit. You're showing respect for the company and the recruiter. On the flip side, being too casual can cost you precious points. Rightly or wrongly, it's still strongly associated with sloppiness. If you're naturally laid-back, don't cross the line into bad taste by showing up to your interview with greasy hair, wrinkled clothes, and scuffed shoes.

Remote job interviews: What should you watch out for?

As mentioned earlier, there's no difference in dress code between in-person and remote interviews. Wearing the same outfit you would for an in-person meeting shows even more interest in the position and the company.

That said, remote interviews require you to check a few specific things:

Internet connection

Make sure you have a solid internet connection where you live. Don't hesitate to test your speed. If needed, invest in a Wi-Fi extender or rent a desk at a coworking space.

Interview location 

If you're at home, make sure you're in optimal conditions: quiet, with no background noise. For example, is there construction work going on near your place? In an in-person interview at the company, it's the employer's responsibility to host you properly. Remotely, it's 50/50.

Décor, framing, colors, and lighting

Now for the technical details, which actually make all the difference. Test the setting you've chosen for your interview (your living room, your office, etc.). Pay close attention to both the background and how you frame yourself! Lighting, colors, décor... Leave nothing to chance. Adjust the lighting to flatter you. You might also enable your camera's blur feature to slightly soften the background, but don't overdo it. The result won't look good (and your employer might think you're hiding something). Stick with a neutral backdrop. No time or way to set it all up? Once again, a desk at a coworking space is your best bet.

What should expats expect from Belgium's labor law reform?

Night work, overtime, notice periods for dismissal... several key measures will affect locals and foreign nationals alike.

Notice period for dismissal

Dismissal notice periods are now capped at 52 weeks, even for employees with long tenure (more than 17 years). The notice period will continue to increase, but will hit a ceiling after roughly 17 years of service. Additional years of employment will no longer be factored in. Previously, there was no limit. Employees with long tenure could receive notice periods exceeding two years. The reform only applies to contracts signed after June 1, 2026. It remains highly controversial nonetheless. 

Night work

Before the reform, night work was generally banned between 8 p.m. and 6 a.m., with exceptions possible depending on the industry. With the reform, the principle is reversed: night work now becomes theoretically possible across all sectors. This change comes with restrictions for employees in certain industries, such as retail and e-commerce: bonuses paid to these workers will be limited to work performed between 11 p.m. and 6 a.m. (compared to 8 p.m. under the previous regime). These measures will apply to new employment contracts. On the other hand, some rules are being relaxed for employers: they will find it easier to offer night work, for instance, through workplace regulations. 

Very short part-time work

The reform introduces very short part-time work, or the "very part-time" contract. Employees signing this type of contract must work at least one-tenth of full-time hours. Previously, they had to work at least one-third of full-time hours. According to the government, this measure helps align payroll more closely with business needs. Unions, however, fear it will weaken job security.

Voluntary overtime

The reform changes the rules governing voluntary overtime. All sectors are now subject to the same system, which allows up to 360 hours of voluntary overtime per year (barring specific exceptions). If an employee works 240 hours of overtime, they won't be entitled to any overtime pay. However, they will benefit from a favorable tax and social security regime. The reform tightens the rules for part-time workers. Voluntary overtime will be available only during a temporary increase in workload and only if the worker has been part-time for at least 3 years. That said, this new rule doesn't apply to part-time workers already covered by an agreement on the matter.

High earners

Another controversial measure: capping wage indexation. As a reminder, gross salaries are automatically indexed under sector-specific rules. The reform introduces a two-stage limit on wage indexation. 

• June 2026: the cap will only apply to gross monthly salaries above 4,000.
• 2028: gross salaries of 4,000 will be targeted by the measure.

Nothing will change for foreign employees earning 4,000 gross or less per month. However, foreign nationals earning more than 4,000 gross will be affected. For example, any amount exceeding 4,000 gross in 2026 will no longer be indexed as a percentage. Instead, the employee will receive a fixed amount based on the indexation applied to the first 4,000. 

According to the government, this cap aims to support businesses while positively impacting the state budget. On the other hand, critics of the measure argue that high earners will be less protected. They also point out that it could reduce Belgium's appeal at a time when the country is actively seeking foreign talent.

Stricter conditions for international students in Belgium

Attracting international students while cracking down on abuse: since June 1, new, stricter rules have come into effect.

No more abuse when switching programs

The reform aims to end "abusive" program switching. According to the executive, some non-European students reportedly use this system to extend their stay in Belgium. Studies would then become a pretext for remaining on Belgian territory. In 2025, renewal refusals on these grounds accounted for 36% of all refusals. 

Proving academic success more quickly

The reform raises the bar for non-European students. After two years of study, they must have earned at least 60 credits, plus 40 credits for each additional year, to keep or renew their student permit. The rules will be even stricter for master's and doctoral candidates. Residence permit renewal requests for students seeking to enroll in a third field of study (during the first 3 years of their stay) will be denied if they haven't completed a degree in the two previous fields.

Enrolling in a non-accredited institution: fewer visas issued

Conditions are also being tightened for non-European students enrolling in non-accredited institutions (those not recognized by the state). The government points out that visa approval rates are significantly lower for applications submitted through non-accredited institutions (just 51% approval, compared to 82% for state-recognized institutions).