INSZoom Immigration Conference 2019 | Top Five Trends Transforming Global Immigration and Compliance in 2019 | Carmen Fakhoury

2. Top FIVE Trends
Transforming
Global Immigration
&
Compliance
in 2019
Easing Immigration
Focus on Protecting Local Workers
Increased Use of Technology
Increased Focus on Compliance
Sourcing Talent in the Gig Economy

3. CHINA
JAPAN
CANADA
• 15-day / 30-day work permit exemption introduced
• Global Skills Strategy of 2-week processing time
• Expect to grant technical trainee visas to more than
100,000 individuals per year
• The number of foreign employees in Japan reached more
than 1.46 million in 2018, an increase of 14.2% from the
previous year.
• Work authorizations waived for residents of Hong
Kong, Macao, & Taiwan
• Resident permits may be applied for voluntarily
EASING
IMMIGRATION
MEXICO
• Work activities may be performed on Visitor Visa for
180-days as long as contract and payroll remain with
the sending entity
• Increase in immigration target for PR to 350,000 by 2021
• HSFP holders can access a fast track PR process, applying
after 3 years of continuous residence, as opposed to the
standard 10 years.

4. Over the past three decades, Australia’s population grew by 50% from Immigration. This triggered:
- Burdened Infrastructure
- Expensive Housing
- Low Wage Growth
As a way to counteract that, Australia will:
- Cut the cap on migration by 15% [from 190K to 160K]
- Issue new visas requiring some skilled workers to live in Regional Areas [47,000 job vacancies]
- As many as 23,000 people will need to live in a regional area for 3 years before being able to access PR
Rising immigration was a major public concern when Britain voted to leave the EU,
though it has since dropped down people’s list of worries.
Prime Minister Boris Johnson’s government plans to introduce restrictions on EU
migration.
PROTECTIONISM IS ON THE RISE GLOBALLY

5. INCREASED USE OF TECHNOLOGY
IMMIGRATION AUTHORITIES
•Implementation
of e-services
BLOCKCHAIN
•Enables migrants
more secure and
portable identity
documentation
ARTIFICIAL INTELLIGENCE
• Automated decision-
making involving
immigration
applications
GPS TRACKING
•GPS tracking via
phone for
international
assignments
SOCIAL MEDIA
•DHS requesting
social media
information on
applications
CLIENTS
•Better utilization
of mobility
technology and
interpretation with
other systems

6. COMPLIANCE & DATA SECURITY
Increased Fines
Data
Security
Labor Inspections
Increase in site visits and
audits among countries such
as the United States and
Canada
Authorities have increased
fines across the board for
non-compliance
Increased requirements for
assignments has led to
increased data security >
GDPR, Posted Worker, etc..

7. Defining the gig economy
What is the gig economy?
► A gig economy is an environment in which
temporary positions are common and
organizations contract with independent
workers for short-term engagement
What do we mean by the contingent workforce?
► A contingent workforce is a provisional group of
workers who work for an organization on a non-
permanent basis
► They are also known as freelancers,
independent professionals, temporary contract
workers, independent contractors or
consultants
Note: Outsourced functions/workers are not considered part of the contingent workforce.

8. Organizations of all sizes are turning
the gig economy into a global phenomenon
50%of organizations have seen an increase in their use of
contingent workers over the last five years.
66%growth in the US contingent workforce in the past 10
years.
28%increase of self-employed workers in the UK in the past 10
years.
40%of organizations expect to increase their use of contingent
workers in the next five years.
30%1 in 4 organizations expect to use 30% or more contingent
workers.
33%of employers of 100,000 employees or more expect to be
using 30% or more contingent workers by 2020.
Data taken from the EY Contingent Workforce Study: Is the gig economy a fleeting fad, or an enduring legacy? 2016

9. Why organizations are using gig Workers
Top
Reasons
To leverage the increased
availability of expertise
To challenge organization’s
thinking and assumptions with
outside ideas
To reduce labour cost
To increase speed
of getting things
done
To avoid adding to
permanent headcount

10. What are the challenges and risks?
Employment Risk
Reputational Risk
Finance
Reporting Liability
Culture
Business
Protection
Employment Risk
► Potential litigations around employment rights and benefits
Reputational Risk
► Wrong management of contingent workforce and possible litigations could have significant
repercussions for Organizations
Culture
► How do we ensure to maintain culture, particularly with the limitation of information we are legally
permitted to provide to contingent workers?
Liability
► We need to ensure each contingent worker has an appropriate level of insurance and protection
Finance & Performance
► Do we have (comparable) rate cards? Do we measure performance of the contingent
workers to make insightful decisions of re-hiring?
Business Protection
► Who owns the intellectual property of contingent workers? Which limitations do we have around non-
compete-clauses?
Reporting
► Can we provide meaningful insights and reports on our contingent workforce?

11. How HR leaders can prepare themselves for this shift
360 degree feedback and performance
management for all talent including flexible
resources
Re-thinking how customer value will be
delivered – skills needed, where full-time vs.
flexible talent is better suited
Invest in training of employees to build,
motivate and manage blended teams
Clearly defined processes and system for
smooth onboarding, managing operational
issues seamlessly
Framework to think tangibly about task-
based work i.e. divide strategic priorities into
discrete work streams that call for specific
skills
Invest in technology to enable easy sharing
of knowledge and remote working