Employers in Israel are currently facing a rapidly evolving and increasingly stringent immigration and foreign employment landscape. Several important developments should be noted:
Significant Processing Delays for Industrial Employee Work Visas
The processing of industrial employee work visas for foreign skilled (non-expert) workers has been unexpectedly interrupted. Responsibility for adjudicating these permits was recently reassigned to a newly established unit, without advance notice from the Ministry of Interior. As a result, adjudication has been temporarily suspended, and new applications are currently on hold pending operational implementation within the new department. Employers should expect extended processing timelines and adjust workforce planning accordingly.
Increase in Minimum Salary for Foreign Experts
As of January 1, 2026, the minimum prevailing wage for foreign national experts has increased to NIS 27,132 gross per month. This threshold not only applies to new applications and renewals, but also to all applications pending on or after this date. Applications that do not meet the updated salary requirement will be rejected, placing the onus on employers to ensure compliance before filing or continuing any affected applications.
Heightened Enforcement and Zero-Tolerance Compliance Environment
The Population and Immigration Authority has markedly escalated its enforcement efforts against the unlawful employment of foreign workers. With a focus on key sectors such as construction, agriculture, hospitality, trade, and services, the authorities have increased the frequency of inspections and made their occurrence less predictable for employers. Furthermore, penalties for immigration non-compliance have recently included significant financial penalties, administrative closure orders, and criminal proceedings against company officers, with minimal tolerance for administrative lapses or “good-faith” mistakes.
This stricter approach is illustrated by recent high-profile raids. These actions highlight that employers may be held personally liable for violations such as unauthorized employment, failure to meet wage obligations, unlawful retention of passports, inadequate housing conditions, and other breaches of the Foreign Workers Law.
It is strongly recommended that employers in Israel review their immigration practices and conduct thorough internal audits of their current foreign national employee work authorizations.
Expansion of Foreign Worker Quotas and Direct Hiring
In response to recent acute labor shortages, the Israeli government has approved a substantial increase in the quota for foreign workers in the trade and services sectors, from 12,800 to 25,000 workers. The majority of these positions will be filled through direct (private) recruitment, with additional allocations under future bilateral agreements.
Notably, permits for foreign workers in the cleaning sector have been approved for the first time.
Direct hiring continues to gain regulatory support, as it promotes workforce stability and limits unauthorized job mobility, while still safeguarding worker rights in cases of abuse or non-compliance.
Recommended Employer Actions
In light of these developments, employers should act proactively by:
- Assessing how processing and requirement changes may affect current and upcoming immigration applications
- Conducting internal audits of all foreign worker right to work documentation
- Verifying salary compliance for all currently pending and upcoming immigration applications, including the updated foreign expert minimum wage
The current enforcement climate leaves little margin for error. Proactive compliance and strategic workforce planning are essential to mitigate legal, financial, and operational risk.
This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case- or company-specific assessments.
