A New Beginning: The Rise of Highly Skilled Visa and Digital Nomad Visa Options in APAC

In recent APAC thought leadership insights, Fragomen professionals have explored the competing trends in immigration policies across Asia and discussed how various countries in the region are competing for global talent to attract highly skilled talents and growing trend of digital nomad visas in the region. Additionally, they examined the regional Labor Market Testing (LMT) frameworks in the immigration policies across the Asia-Pacific, including the new DOLE rules for employing foreign nationals in the Philippines, which balance the need to protect the local workforce while attracting global talents.

This blog unpacks how APAC countries are transforming immigration policies to attract highly skilled professionals and digital nomads through innovative visa programs, highlighting strategic opportunities and challenges for employers in adapting to a rapidly evolving global workforce landscape.

The region is clearly witnessing a transformative shift in talent mobility post-pandemic work models, evolving employee expectations and national economic agendas have converged to reshape immigration and mobility frameworks. Governments across APAC are responding with innovative immigration pathways tailored for highly skilled professionals and digital nomads, which reflects a strategic pivot to attract top-tier talent, boost innovation, and compete in the global economy.

What highly skilled visa options are available in APAC?

Countries in the region are intensifying efforts to attract high-value professionals who can drive national development, particularly in the technology, artificial intelligence, renewable energy and biotechnology sectors. Many countries are offering specialized visa schemes to attract top talents, senior executives, international entrepreneurs and highly-skilled foreign professionals. These programs provide flexible benefits, including extended stays, family inclusion, and pathways to permanent residency.

Singapore stands out with two such programs:

• • • Singapore’s Overseas Networks & Expertise (ONE) Pass: A five-year immigration pass designed for top talents across all sectors. ONE Pass allows individuals to hold multiple jobs and establish their own business simultaneously. It also offers working rights to spouses/common-law spouses of the pass holders, in the form of a Letter of Consent (which was initially discontinued since 2021).
    • Tech Pass: Available for established global tech talents, including entrepreneurs, leaders, investors and tech experts to take on multiple economic activities and engage with Singapore's vibrant tech ecosystem.  Holders of this pass may operate a business, while also being an investor, employee, consultant or director in one or more Singapore-based companies at any time. They may also mentor start-ups and lecture at local universities.

Similarly, Thailand offers immigration incentives through its SMART Visa. Targeting tech talent, investors, executives and startups in key industries critical to Thailand’s development, it offers a four-year stay, the eligibility to work without a work permit, dependent sponsorship and fast-track services at the airport

Other notable programs include:

• • • Hong Kong SAR: The Top Talent Pass Scheme focuses on global professionals from finance and technology.
    • Japan and Australia: J-J-Skip Visa in Japan and National Innovation Visa programs in Australia, reflect a shift towards skill-based, long-term immigration strategies that minimize reliance on employer sponsorship.

Key trend: Governments are betting on high-potential individuals to drive economic impact, even perhaps without a concrete job offer in hand. Employers, in turn, should consider rethinking their workforce strategies to leverage these immigration opportunities as a competitive edge to attract and to retain global talent.

What digital nomad visa programs are emerging in APAC?

Digital nomad visa programs are also gaining traction across APAC as tools for talent acquisition and tourism recovery. Recent developments include:

• • • Indonesia, Japan, South Korea, Malaysia and Taiwan have launched programs that allow foreign nationals to reside and work remotely for their home employers.
    • The Philippines introduced its Digital Nomad Visa in April 2025. Further requirements and application details are expected to be announced during its pilot rollout later this year.
    • Thailand currently offers two immigration programs that support remote work arrangements:

• • • • • Destination Thailand Visa (DTV): It is valid for five years and allow stays of up to 180 days, with the possibility of in-country renewals. Applicants must show proof of employment with a foreign company, confirm they have no intention to work with Thai businesses or clients and demonstrate financial ability to support themselves (according to minimum criteria).
        •  LTR Visa – Work-from-Thailand Professional: This category is designed to attract digital nomads and remote professionals employed by companies outside of Thailand. This LTR category also offers a renewable 10-year visa and includes fast-track airport services. Additionally, unlike the other LTR categories, the Work-from-Thailand Professional category does not require its holder to apply for a work permit to work in Thailand. Eligibility criteria include a minimum income threshold, valid health insurance coverage and employment with a well-established foreign company.

On the other end of the spectrum, there are currently no digital nomad visa options available under the existing immigration frameworks in several countries across the region, including Singapore. This could be due to concerns around labor laws, tax implications, data security and privacy and the risk of misuse. Despite the slower pace of digital nomad and remote work policy changes, digital nomad visa and remote work programs remain a continuing trend.

What opportunities do these visa options create for employers?

For multinational companies and startups alike, these new visa programs unlock strategic advantages.

• • • Access to broader global talent pools: Many highly-skilled visa programs permit individuals to hold multiple employment roles simultaneously. This flexibility also enables startups to create additional collaboration or employment opportunities, making it easier to engage highly compensated professionals who might otherwise prefer the stability of established organizations. In parallel, digital nomad visa schemes offer a legal framework for digital nomads and remote workers to live and work remotely. In Thailand especially, this option helps to eliminate the risks associated with using tourist or education visas unlawfully for work purposes.
    • Cost effectiveness: With the availability of more personalized visa options, companies may be able to engage foreign talent without the need to provide local sponsorship, thereby avoiding the associated legal and administrative liabilities.
    • Attraction and retention tool: Providing flexible remote work opportunities through digital nomad visa programs enhances an organization’s appeal to digitally savvy professionals and younger segments of the workforce. These individuals increasingly prioritize autonomy, mobility and work-life balance when evaluating employers. By enabling remote engagement across borders, companies can position themselves as progressive and inclusive workplaces, better aligned with the expectations of the modern, global talent pool.

What challenges should employers prepare for?

Despite their benefits, these programs come with complex challenges that employers must navigate. Main challenges include: 

• • • Monitoring and compliance: According to Fragomen’s 2024 survey on international remote workers, 80% of companies expressed concern over immigration compliance in remote work scenarios. Tracking where employees are working and ensuring they comply with immigration rules becomes more difficult with cross-border setups.  Despite the introduction of these new initiatives, there is limited precedent or practical experience for governments and employers to draw upon. Existing processes remain largely untested, and it may take time to establish more robust, reliable frameworks through iterative refinement and implementation. 
    • Tax and labor complications: Remote or cross-border work can trigger unexpected tax obligations or permanent establishment risks in multiple jurisdictions. There could be tax and labor laws implications beyond the scope of immigration-related impacts that must be considered.
    • Management difficulties: A decentralized organizational culture and cross-border work environment may lead to new concerns from a leadership and management standpoint. Issues such as unmonitored attendance and unresponsive team members can hinder productivity and collaboration. Additionally, these arrangements may present further challenges in safeguarding data privacy and protecting intellectual property across jurisdictions.
    • Restrictions on local engagement: Digital nomad visa holders are typically prohibited from working with local businesses or clients, which can limit opportunities for in-country networking, collaboration, and integration into the local professional ecosystem. To further explore how companies can mitigate risks when implementing remote work and digital nomad programs for their employees, please click here.

What’s next for talent mobility and visa innovation in APAC?

Several trends are shaping the future of talent mobility and visa innovation in APAC, including:

• • • New talent hubs: The region is witnessing the rise of new talent hubs beyond traditional centers. Cities like Bangkok, Kuala Lumpur and Ho Chi Minh City are becoming magnets for mobile professionals and tech entrepreneurs. Established hubs such as Singapore, Hong Kong and Tokyo continue to thrive, but the competition is intensifying.
    • Increased individual agency: Future visa policies are expected to focus more on the needs and lifestyle choices of the individual, with less emphasis on traditional employer sponsorship. The individuals will have more control over their career choices and which country they choose to work in. Having flexible mobility schemes will create a more agile workforce where businesses are able to move talent across borders quickly in response to changes in the environment and, at the same time, without having to bear the costs related to traditional assignments.
    • Sector-based visa prioritization: Visa frameworks are increasingly being designed to align with national economic and strategic growth priorities (such as clean energy, artificial intelligence, fintech and biotechnology). Applicants possessing in-demand or shortage skills in these key sectors are often awarded additional points in points-based systems or have their applications viewed more favorably by the local authorities. This targeted approach not only incentivizes high-potential talent to contribute to critical industries but also serves as a mechanism to channel expertise into sectors that are pivotal to economic transformation and long-term competitiveness.

Understanding the continued rise of highly skilled visa and digital nomad visa options in APAC

As the world of work evolves, APAC countries are reimagining immigration and work authorization frameworks to meet the needs of today’s global talent and tomorrow’s economic ambitions.

Whether through highly skilled visa categories or digital nomad programs, these developments offer compelling opportunities for both individuals and employers but also demand a careful, strategic approach to compliance and workforce planning.

Companies that embrace this shift thoughtfully will be best positioned to lead in the new era of borderless work and Fragomen’s regional APAC practice stands ready at every step, helping organizations manage change with clarity and confidence.

Need to know more?

For further information on highly skilled visa and digital nomad visa options in APAC, please contact. 

• • • Practice Leader Kate Praphakornphiphat at [email protected];
    • Senior Manager Amy Zhang at [email protected];
    • Immigration Program Manager Melissa Ngeow at [email protected]; and
    • Senior Knowledge Management Specialist Faye Amorado at [email protected].

Fragomen’s APAC Private Client practice offers strategic advice and comprehensive support to help individuals and their families navigate cross-border mobility and secure long-term residency across the APAC region. If you would like to explore long-term residency options in the APAC region, please contact [email protected].

This blog was published on 23 June 2025, and due to the circumstances, there are frequent changes. To keep up to date with all the latest updates on global immigration, please subscribe to our alerts and follow us on LinkedIn, X, Facebook and Instagram.