A job offer abroad is exciting, but on its own it does not allow you to work. In almost every country, people who are not citizens or permanent residents need specific permission to take up employment. Understanding how that permission works, and how long it can take, is essential before you resign from a current role or agree a start date.
Why the permit comes first
The most important principle is simple: you generally cannot begin working until your right to work is in place. Starting before permission is granted can have serious consequences for both you and your employer, and may affect future applications.
This shapes the whole timeline. An offer often comes with a proposed start date, but that date depends on how long the permit takes to process, which can range from a few weeks to several months depending on the country, the route and the time of year. It is sensible to treat any start date as provisional until permission is confirmed.
Sponsored work permits
The most common route is a work permit sponsored by an employer. In broad terms:
- the employer is usually registered or licensed with the immigration authorities;
- the role may need to meet requirements on skill level, pay or eligible occupations;
- some countries require the employer to show that the role could not easily be filled locally;
- the permission is often tied to that employer, and changing jobs may require a new application.
Because the employer plays a central role, its experience with sponsorship matters. Larger international organisations often have established processes; smaller employers may be doing it for the first time.
Intra-company transfers
Where your current employer has an office in the destination country, a transfer route may be available. These typically require a period of prior employment with the organisation and are designed for moves within a corporate group. They can be simpler than a new sponsored hire, but they are usually linked to the assignment itself.
Talent and skills routes
Many countries offer routes for people with exceptional talent, high-level skills, particular qualifications or a strong points-based profile. Some of these do not require a job offer at all, giving more freedom to search for work, change employers or start a business.
Eligibility varies considerably and is often assessed against detailed criteria. These routes can be valuable, but they generally require careful preparation and strong evidence.
Other routes to work rights
Work rights can also come from other statuses, such as study visas with limited work permission, graduate routes after study, youth mobility schemes, residence through investment, or ancestry. Each has its own conditions and limits. If you already hold one of these, check exactly what kind of work it allows.
Dependants and their right to work
When a family moves together, the main applicant's partner and children may be able to come as dependants. Whether a dependant partner may work, and under what conditions, varies by country and by route. Some routes grant full work rights; others restrict or exclude them.
This can be decisive for a family. If a partner's career matters, confirm their position before the main applicant accepts an offer.
Practical steps
- Confirm which route applies to you and your family.
- Check the current official requirements and processing guidance.
- Agree a start date that allows a realistic margin.
- Gather and authenticate documents early.
- Do not resign or relocate until permission is confirmed.
How Kaitu can help
Our careers and residency teams work together to identify the right work authorisation route, coordinate with employers and plan the timeline. To discuss your situation, explore our careers services or book a free consultation.
