The ability to leave a non-compliant employer can serve as an important worker-protection mechanism, rather than simply allowing routine job switching. Recent reports from Saudi Arabia, Australia, Canada and Malaysia show why migrant workers may need a lawful transfer pathway when their wages, working conditions or immigration status are at risk.[1][2][3][4]
Canada presents a different challenge. Employers were reportedly struggling to retain foreign workers as temporary permits expired following policy changes.[3] Meanwhile, Bangladeshi workers in Malaysia reportedly faced unpaid wages, expired work permits and poor living conditions—showing the risks that arise when employment and legal status remain tied to a non-compliant employer.[4]
| Country/programme | Transfer trigger | Main risk | Safeguard |
| Saudi Arabia | Sponsor fails to renew iqama | Irregular status | Verified new employer |
| Australia PALM | Underpayment or mistreatment | Employer dependence | Wage and transfer review |
| Canada | Permit expiry | Worker and staffing loss | Timely regularization |
| Malaysia | Unpaid wages or permit problems | Retaliation or job loss | Claims and protection process |
Saudi Arabia reportedly allowed affected Bangladeshi workers to transfer to another employer and renew their residency when the original sponsor fails to renew their iqama. This could prevent workers from becoming irregular because an employer failed to complete a legal obligation.[1]
In Australia, a survey involving more than 2,000 respondents reportedly found that over two-thirds supported allowing underpaid Pacific workers to change employers. The Pacific Australia Labour Mobility scheme involved approximately 33,000 workers in 2026, making mobility rules operationally significant.[2]
Mobility should therefore include safeguards: a verified new employer, documented wage claims, reasonable notice requirements, immigration regularization and protection against retaliation. Worker-rights specialists and employer or policy representatives should both be consulted to balance worker safety with continuity and compliance.
References
[1] Saudi Iqama Transfer Rule — 4 August 2026 — https://thefinancialexpress.com.bd/national/bangladeshi-workers-can-switch-sponsors-if-original-kafeel-fails-to-renew-iqama-saudi-official
[2] Pacific Worker Mobility Survey — 5 August 2026 — https://aapnews.aap.com.au/news/survey-supports-a-better-deal-for-pacific-workers
[3] Canadian Permit Expiries — Early August 2026 — https://www.cbc.ca/player/play/video/9.7296420
[4] Malaysia Unpaid-Wage Case — 29–30 July 2026 — https://observerbd.com/news/585568
