If you are planning to travel to Canada after January 15, you should prepare to guarantee you meet Canada’s meaning of fully vaccinated and have gotten the total portion of an endorsed antibody something like 14 days preceding travelling. COVID-19 will continue to loom large in 2022. As of Jan. 15, with some exceptions, only fully vaccinated people will be able to enter Canada.
If you are a confirmed permanent resident, with a legitimate COPR travel archive, you might be absolved from these limitations. With limitations continually transforming, it is vital to really take a look at the public authority’s online instrument to guarantee you can go to Canada before you leave. Here’s what we know about what to expect of Canada’s immigration policy in 2022 for international students, We AmEuro Migration a best Canada immigration Consultants in Delhi helps you all Levels Plan for Canada immigration in 2022.
Under the current plan, Canada is looking to welcome 411,000 new immigrants in 2022 and 421,000 in 2023, however these figures may be revised. Canada is hoping to welcome 411,000 new immigrants in 2022. While this would normally be no issue for Canada. This year, the nation has set a target to welcome new permanent residents as part of its Immigration Levels Plan. If Immigration, Refugees and Citizenship Canada (IRCC) can get its backlog under control, 2022 might be a record-breaking year for Canadian. Canadian Immigration is set to witness many changes in 2022, from revisions to the Immigration Levels Plan to several developments. In 2022, Ottawa is eyeing an even higher target: 411,000 new permanent residents to Canada. That influx of newcomers. Going forward, Canada’s plan is to admit even more permanent residents year over year.
Germany’s incoming government has presented its plans for the next four years. This includes many changes for migrants and refugees – including an easier path to citizenship and family reunification.
Lets have a look what the new government has to offer to its future Migrant workforce.
Easier family reunification, but more repatriations
The new German government are planning to enable more people who have been granted refugee status, subsidiary protection or any other comparable level of protection to bring their relatives to Germany as part of family reunifications.
The three parties also announced that they are planning to not build any new so-called Anchor-centers. Instead the Government wants to speed up asylum procedures and launch a “repatriation offensive” for individuals who don’t have legal grounds to remain in Germany.
Resettlement for people fleeing persecution
The new coalition government also promised to reduce the backlog of cases at the Federal Office for Migration and Refugees (BAMF) in order to speed up asylum procedures. As part of the shift in migration policy, the new government also hopes to create further opportunities for people fleeing persecution to come to Germany using legal means.
Providing Legal Status to Immigrants
The new Government has promised to create permanent right of residence for law-abiding foreigners who have been living in Germany for years without legal status. They want anyone who has been living in Germany for five years by January 1, 2022, who has not committed any criminal offenses and who is committed to abide by the free democratic order of the country to be able to obtain a one-year residence permit on a probationary basis.
New asylum system at EU level
The designated governing parties are also planning to seek a reform to the asylum system within the European Union. Their eventual goal is to establish a fair distribution of responsibility and jurisdiction for admission of migrants among the EU states.
With employment soaring beyond predictions and unemployment dropping to near pre-pandemic levels, new labour force data suggest that Canada is on its way to a full economic recovery.
This past November, Canadian employers added 154,000 jobs to the economy. Last month’s growth exceeded analysts’ predictions of 38,000, which was closer to October levels. The gains pushed employment a full percentage point higher than pre-pandemic levels. Also, unemployment dropped to 6%, which is within 0.3 percentage points of what it was in February 2020.
Data from Statistics Canada’s Labour Force Survey reflect labour market conditions during the week of November 7 to 13. Proof-of-vaccination policies and other public health measures were largely similar to those in October.
Hiring in November was driven by the private sector both in full-time and part-time positions. Even so, Canada is still experiencing labour shortages across sectors like hospitality, retail, and health care. This calls for a demand of skilled immigrants from across the globe. In September, there were roughly one million job vacancies across the country.
Most government COVID-19 financial assistance measures ended in late October. Some analysts say it may have pushed people to accept job offers.
RBC economist Nathan Janzen wrote that despite the surge in employment there were still “exceptionally low” levels of workers in the service sectors. This actually suggests the intent of the Canadian Government towards inviting more skilled workforce through its PR programs. India can actually become a frontrunner in such a scenario.
“Employment in accommodation & food services edged up 5k from October but is still more than 200k below pre-shock levels,” Janzen wrote. “Travel and hospitality spending has been rebounding, but with the unemployment rate now substantially lower, it is increasingly clear that there are not enough remaining unemployed workers out there to refill all of those jobs any time soon.
Canada’s immigration system is designed to fill labor shortages, and yet the current system is not keeping up with the demand for essential workers.
One of the reasons is that Canada has a number of immigration pathways for workers in “skilled occupations,” which do not always include jobs that are in-demand. Also, the process for regulated industries, such as nursing, result in fewer qualified workers being able to work in the field that they trained for.Overqualification is also a problem for both immigrants working in essential jobs, and employers.
Let us look at the summary of some recommendations on how to fix the gaps in essential sectors, and improve outcomes for immigrants.
To mitigate overqualification in essential occupations, the study suggests that there should be more pathways to permanent residence for essential workers. Canada should give out more points in the Express Entry system for essential work and secondis to launch an initiatives like the one-time Temporary Residence to Permanent Residence (TR to PR) pathway as previously launchedin the middle of the pandemic
https://youtu.be/vV2jjRaTx2Y
How Canadian Government can tackle Labor Market Outcomes
Essential workers often work in more labor-intensive jobs, but the high pay goes to people in high-skilled occupations. To address this, the government need to collaborate with employers and make essential work more attractive with better compensation and benefits.
Credential recognition is a long-standing challenge for newcomers, and it is one of the main drivers of overqualification. The credential recognition process is complex, lengthy, and costly. It prevents immigrants from working in jobs they might be otherwise qualified for, such as the qualified nurse who is working as a nurse’s aide.The government needs a coordinated response to this intricate web of challenges that requires close collaboration with employers, regulators, and other relevant bodies.
Policymakers need to expand career advancement and mobility pathways in essential jobs. As it is, many essential jobs offer no possibility of career advancement, and it is difficult to switch to other sectors to pursue better employment opportunities, especially for those with visa restrictions, or who work in regulated occupations. This fact also discourages domestic workers from pursuing these careers.
In this blog we would like you get a glimpse about the existing Work Permits operating in Canada for workers.
There are two broad categories that Canadian work permits fall under: the Temporary Foreign Worker Program (TFWP) and the International Mobility Program (IMP). Lets us understand them one by one.
Temporary Foreign Worker Program
The main difference between the TFWP and IMP is that the TFWP requires the Canadian employer to get what is called a Labour Market Impact Assessment (LMIA). In simple terms, the LMIA process is a way to prove that hiring a foreign worker will have a neutral or positive impact on the Canadian labour market. Visa services in Delhi
That being said, the Global Talent Stream, which operates under the TFWP, is a work permit program that allows tech workers in certain occupations or who are hired at participating companies to get an expedited work permit. The employer does not have to do the advertising requirement of the LMIA, and so it gets processed much faster.
International Mobility Program
LMIAs are not needed for the IMP, because the program exists to promote Canada’s broad economic, social, and cultural policy objectives. This program is broken down further into categories such as Significant Benefit, and Charitable and Religious workers.
An example of an IMP program is the Intra-Company Transfer. This program is for key personnel in certain positions, who wish to transfer from their branch in India to a location in Canada.
Almost every single respondent (96%) said their business was impacted by COVID-19. 44% said the changes they made as a result of the pandemic (things like embracing e-commerce, working remotely, or rearranging floor space) are permanent. The majority of respondents believe these changes had a positive impact on their business.
61% of businesses across all three industries agree that the shifts and changes brought about by the pandemic have been mostly positive. They expect new technologies, consumer demand, and product or service innovations to continue to drive change within their industries over the next decade.
COVID-19 accelerated the shift to e-commerce
Many retail trade businesses were already on the path to embracing e-commerce. The pandemic simply got them there faster. Retail e-commerce sales reached a record $3.9 billion in May 2020, a 99% increase over February of the same year. Year over year, e-commerce sales more than doubled in Canada in 2020, and there seems to be no end in sight. Consumers have adapted to the convenience of e-commerce, and experts expect an additional 5.21 million users to shop online in Canada in 2021.
For retail trade industry workers, these shifts in consumer demand and the lasting impacts of the pandemic were the top drivers of change in 2020. Offline businesses struggled to meet changing consumer demands, while online businesses scrambled to adapt to demographic changes, technological advancements, and product innovations.
By the end of 2020, 64% of retail respondents said they invested in omnichannel or multichannel sales strategies, which combine online and offline sales. Another 12% said they operate entirely online. Only 24% said they still do not sell products or services online.
Evolving technology made adapting to a digital environment easier
New technology became increasingly important for online and omnichannel retail businesses. More than 23% of survey respondents said new technology drove real change within their industry — and will continue to do so over the next decade.
Retail businesses that previously operated primarily offline turned to new technologies to help them build a digital platform in a pinch. For many, that included adopting digital payment options. After all, 59% of Canadian shoppers prefer using a credit card when shopping online, and another 20% prefer electronic platforms like PayPal or Apple Pay. As COVID-19 restrictions begin to loosen, consumers will continue to rely on these contactless payment methods both online and in person.
New Businesses are on the Rise
Despite the challenges of 2020, rising entrepreneurs still want to start a new business in 2021 and beyond. 68% of respondents say they have plans to start their own business one day, and another 13% are considering it. Of those who have already owned a business, 83% say they plan to open another.
But entrepreneurs are more optimistic about some industries than others. 82% of respondents in the technology industry say they want to start their own business. By contrast, only 51% of those in the retail trade and 69% of those in health care plan to start a new business.
Why are tech workers feeling so optimistic? Workers in the technology industry are more likely to have seen success before. 63% of these workers say they have owned a successful business before—and 78% plan to start another business. The majority of healthcare workers (62%) have not owned a business before, but they’re interested in giving it a try. Meanwhile, 58% of retail workers say they have owned a business before, but only 33% say they would do it again.
Despite a tumultuous year, 76% of Canadian employees and business owners say their company is growing, according to a QuickBooks survey conducted in December 2020. In fact, 20% say their business is growing more than expected. The industries expected to see the most growth in 2021 and beyond are those that connect us and care for us. We’re talking about technology, health care, and retail trade.
2020 was a surprisingly good year for retail trade
The lasting effects of the COVID-19 pandemic are partly responsible. While consumers sheltered in place, many of them turned to e-commerce and retail trade for solace and entertainment. Furniture sales skyrocketed in 2020, along with building material and gardening equipment, according to year-end data released by Statistics Canada.
Consumers stuck at home simply spent more time and money “spiffing up.” Electronics, sporting goods, book, and music sales were also up as consumers sought home-based forms of entertainment.
This growth is reflected in the data: 72% of managers and workers in retail trade say their business is growing. Less than 10% say their company is moving in the wrong direction in terms of growth.
COVID-19 paired with changing demographics caused the healthcare industry to soar
Experts believe that the growing popularity of the healthcare industry can be attributed in part to changing demographics and the aging population of Canada. Years of medical advancements have boosted our life expectancy, increasing the senior population. And 1 in 4 health care workers say demographic shifts drove the most change within their industry, according to survey data.
Of course, the COVID-19 pandemic played a role as well. More people were more likely to reach out to their primary care doctors in 2020 than in previous years. And that isn’t changing anytime soon. More than 72% of health care workers say their industry is growing, and only 6% say their business is shrinking.
Technological advancements drove growth for software developers
The growth of the technology industry isn’t a surprise, given Canada’s history of technological investments. Canada boasts the world’s highest-educated workforce and is home to more than 2.8 million STEM graduates. With more than 41,000 tech companies across the country, Canada is the sixth most represented country in terms of developer talent.
39% of survey respondents in the software development field said that new technology is driving change and growth for their industry. And what’s more, they believe it will continue to do so over the next decade. 82% of workers in this industry say their company is growing.
This optimism is reflected in Canada’s overall projections for job and sector growth. The Canadian healthcare industry is working to double the number of health and bioscience firms by 2025. Likewise, technology-related jobs are expected to grow between 15% and 22% by 2027, while retail is predicted to increase jobs by about 20% by 2028.
From fingerprints on identity cards to sat-navs in taxi cabs, there’s a lot of change up in the air as we enter the second half of 2021. Here’s an overview of everything that’s changing in Germany in August.
It might feel like it’s the height of summer, but some primary and secondary schools in Germany actually return to lessons in August. This year, according to the federal republic’s staggered rotational system, the school holidays end early in Mecklenburg-Vorpommern and Schleswig-Holstein, on August 2. Hamburg, Berlin and Brandenburg aren’t far behind.
2. Children’s leisure bonus (Kinderfreizeitbonus) paid out
August will also see the federal government pay out its children’s leisure bonus (Kinderfreizeitbonus). The one-off bonus of 100 euros per child will go out to low-income families who are dependent on Hartz IV, housing benefit, or other state benefits, and can be used for holidays, sports or leisure activities.
It is part of the so-called “corona catch-up programme,” with which the federal government wants to mitigate the long-term consequences of the coronavirus pandemic on children who have faced restrictions on their education and leisure time.
3. Tax return deadline extended
The government is giving people more time to complete their annual tax returns in 2021. If you need to submit a return for 2020, the deadline has been extended by an extra three months until the autumn, according to the Federal Ministry of Finance. Your 2020 return needs to be with the competent tax office by October 31, 2021, or by May 31, 2022, if you employ a tax advisor.
4. Fingerprints on identity cards
A law change aims to make ID cards in the EU more secure as of August 2, 2021. In future, anyone applying for a new ID card will have to provide two fingerprints from each hand, which will be electronically scanned and stored in a chip in the card. This implements an EU regulation that has been in force since the end of 2007 for passports. The change has met with some resistance from privacy advocates, who describe it as an encroachment on civil liberties.
5. More students eligible for student loans
In future, more people studying in Germany should be eligible for the BAföG education grant, as the basis for calculating the loan is shifted. As of August 1, the parent income threshold – which determines who is eligible for the grant and how much they will receive – will be increased to 2.000 euros per month for parents who are married, and to 1.330 euros for single parents. The maximum amount of funding available will remain at 861 euros per month.
https://www.youtube.com/watch?v=TTYtw6ow8G8
Changes which will affect expats in Germany
6. Taxi drivers issued with sat-navs
A change will also be made to taxis in Germany in August, after an update to the Passenger Transport Act scrapped the requirement for taxi drivers to take a local knowledge test. Instead, every driver will have to carry a “state-of-the-art navigation device” in their car. Welcome to 2021, Germany.
7. Absentee ballots issued
The federal election is nearly here! On September 26, eligible voters in Germany will take to the polls to choose their next chancellor. However, those who do not want to vote in person can apply for a postal vote (absentee ballot) and vote from home in advance of the election. If you are eligible to vote, you can already submit an application to your responsible authority, who will begin to issue the ballots in early August.
For a better picture and to get insight about immigrating to the most advanced economy in Germany, we have the best possible solution curated for your profile. Do get in touch with our experts.
Western Germany is lacking in daycare spaces, while the eastern federal states are suffering from a shortage of daycare staff, according to a new report by the Bertelsmann Foundation.
https://youtu.be/gikUJGhs2pU
Great Opportunity for Childcare Workers as Germany’s childcare system lacks staff
Study forecasts a gloomy future for daycare in Germany
The report predicts a difficult future for daycare centres in Germany, especially as the findings forecast a shortfall of qualified educators and daycare staff in the coming years. The gloomy prediction detailed how more than 230.000 extra highly-skilled workers would be needed to meet the demand for childcare by 2030. This means that more workers would need to be trained than is possible in the nine years before 2030.
Problems in the daycare industry are also split across regions. While eastern Germany in particular stands to suffer from a staff shortfall, western Germany has too few places available for children under the age of three. The issues for both sides of the country could be resolved with more qualified educators to expand daycare capacity and provide a better staff-to-child ratio.
Organisations calling on the government to resolve issues
The Education and Science Union have asked the government to introduce national minimum standards for the daycare industry. They hope that this could help the staff-to-child ratio become better across the country.
The German Children’s Fund has also called on the government to improve the quality of childcare for children in Germany. The Bertelsmann Foundation’s study found that the best way to increase the quality of education is to retain qualified workers for longer, and train new workers ready to support the next generation of children
Another way is for allowing migrants from third world countries like India specialized in child care to come and work in Germany.
The minimum wage policies and legislation of a country play a critical role in protecting workers and also help correct income imbalances caused by rapid globalisation in not only economic markets but also labour markets, smoothing the adjustment process. Labour laws and reforms aim to reduce existing inequality and attempt to redistribute income, especially to the low-paid workers in the labour market, so at least their minimum survival needs are met. In this regard, India’s minimum wage legislation has been envisaged as an effective way to tackle poverty and inequality. In most developing countries such as India, the minimum wage system is a subject of endless debate. Because of its complex structure, it often faces criticism from all sides: social, political and legal. While multiple issues plague the Indian minimum wage system, the core of the problem lies in the complications associated with the criteria for setting the minimum wage and its associated processes. The Indian economy is growing at a phenomenal rate, with a projected growth in gross domestic product (GDP) of 7.4 per cent in 2018 and 7.8 per cent in 2019 (IMF 2018). India has been termed the fastest growing economy in the world, and its development plans have spurred positive sentiments in the global market (Economic Times 2018). Despite this very high rate of growth, multiple challenges remain in protecting workers—particularly in the large informal sector—and in providing them with a minimum wage. This can be attributed to the loopholes in the existing minimum wage policies and legislation and to implementation difficulties. Yet another crucial problem faced while setting minimum wages is determining their optimal level. Minimum wages can be ineffective if they are set too low, and there is a risk of inflation and unemployment if set too high, the brunt of which is faced by workers in the informal sector, since social protection is practically non-existent (Dawn 2017). Furthermore, there are administrative issues such as delays in the revision of rates and ensuring compliance. Non-compliance happens more in rural areas than urban ones and affects the informal sector more than the formal sector. In addition, there is a higher probability of women being paid less than men (ILO 2016), even though Article 39(d) of the Constitution of India guarantees equal wages and equal treatment. Thus, although it may be perceived that the minimum wage is an effective instrument, it has failed to be effective in practice. India was among the first of the Asian countries to enact minimum wage legislation, soon after its independence. The informal sector in India has benefited from the legislation to some extent, but numerous challenges and hurdles in determining levels, enforcement, implementation and coverage have emerged due to its convoluted structure. The mechanism for setting and implementing the level of the minimum wage in India has been hotly debated since its inception. India follows a dual system: while minimum wages are set at the national level (central sphere), all states have the autonomy to set their own minimum wages according to their own costs of living and job markets. This often results in confusion about prevailing minimum wage rates and the same type of work represented by different classifications, with a high chance of different wage rates applying Visa Services in Delhi simultaneously for the same work. This has resulted in India having one of the most complex minimum wage systems in the world, with more than 1700 prevailing rates. The rates are also set as piece rates, hourly rates and monthly rates and are decided at national, regional and sector levels. However, in truth, there is no such thing as a national minimum wage that can be considered an official benchmark—something that has been persistently demanded by national trade unions. Furthermore, even though the International Labour Organization (ILO) has established a set of eight guidelines for establishing a minimum wage, India only follows one: inflation and/or cost of living index/economic situation and/or level of development. The law mandates the revision of minimum wage rates every two years, but since they are set by different authorities at different points in time, the entire process of establishing rates and implementing them lacks clear standards, resulting in confusion for both workers and employers. Discussions about the long-overdue reform of India’s labour market policies have been circulating regarding a better system for determining and implementing the level of the minimum wage, to ensure that the most vulnerable workers are protected and basic social security is made available to them. Reforms are necessary to improve labour conditions and coverage levels. Employers will also have clarity about the minimum wage rates to be paid to workers. There is wide consensus among stakeholders, policymakers, employers, trade unions and academics that the 34 current system is flawed and that there is a pressing need for improvement. Though the implementation of the minimum wage—with all its limitations— has definitely expanded the scope of decent working conditions, which has especially helped low-paid workers, it has also posed severe challenges, including the difficulty in balancing processes across all three levels of government and guaranteeing suitable compliance, in line with ILO guidelines and in the face of labor market distortions. Collective bargaining has also not been effective and has not been explored to its fullest in India, though wherever collective bargaining exists, the prevailing minimum wage rate is considered the starting point. Aiming to reform labour laws in general and specifically the wage system, the Government of India has made a proposal by introducing the Code on Wages Bill (2017) and opening the subject to public debate. This bill proposes to empower the central government to set uniform wages for all sectors nationwide (PIB 2017). With the implementation of this law, the issues hampering the ideal implementation of minimum wages are expected to be resolved, and its benefits are expected to cover a large part of the working population. The new bill is also expected to play a crucial part in reducing the obscurities in wage rates and to aid compliance, without affecting workers’ income levels and social security. This is one of the first significant initiatives undertaken by the Indian government to merge the existing, different labor laws related to wages (Payment of Wages Act of 1936, the Minimum Wages Act of 1949, the Payment of Bonus Act of 1965, and the Equal Remuneration Act of 1976) into one single code. This move is expected to not only considerably improve the ease of doing business but also ensure a universal minimum wage for all workers. This historical change in legislation, when implemented, is expected to help over 40 million workers (Press Trust of India 2018) across different sectors. Once the proposal is enacted into law, the country will have a statutory national minimum wage rate, and it will ensure that state governments are not able to set their minimum wage levels below the national minimum wage established for that region. This new minimum wage will be valid for all classes of workers. In the current system, the law covers only workers in ‘scheduled’ industries or establishments. In addition to changes in legislation, the government aims to increase financial inclusion through multiple e-governance initiatives such as delivering payments through digital or electronic means, along with extending wage and social security coverage for workers. It also intends to ensure compliance through the use of analytics. To address non-payment and incorrect payment of the minimum wage, as well as the procedural hurdles currently Photo: Adam Cohn. Workers in a clothing factory, Mumbai, India, 2015. While multiple issues plague the Indian minimum wage system, the core of the problem lies in the complications associated with the criteria for setting the minimum wage and its associated processes.
