Immigration Support
Work permits and visas, prepared to clear the first time
Employment visas, work permits, renewals, and dependant applications across South Asia. We prepare the file, coordinate with the relevant authorities, and track it through so your employee starts when you planned.
Documentation prepared in-house Renewals tracked ahead of expiry No third-party handoff
How an application moves
Most delays come from an incomplete file, not from the authority. The preparation stage is where the timeline is won or lost.
Eligibility assessed
We confirm which permit or visa category fits the role, the nationality, and the market, and flag anything that will complicate the application before you make the offer.
File prepared
Qualifications, experience letters, police clearance, medical reports, and corporate documents assembled, attested, and translated where required. This is where most rejected applications fail.
Submitted and tracked
The application is lodged with the relevant authority and monitored through each stage. Queries are answered directly rather than sitting in a queue while your start date passes.
Issued and registered
Once approved, we complete the post-arrival registrations that apply in that market and set the renewal reminder well ahead of expiry.
What’s covered
The full lifecycle, from first assessment to exit.
Work permits and employment visas
Category assessment, application preparation, submission, and follow-through with the relevant authority in each market.
Document preparation and attestation
Degree verification, experience letters, police clearance, medical certification, translation, and legalization to the standard the authority requires.
Renewals and extensions
Tracked against expiry with the process started early enough to avoid a gap in status. A lapsed permit is a compliance problem, not an administrative one.
Dependant applications
Spouse and child visas processed alongside the primary application where the category permits, so families arrive together.
Employer-side approvals
Sponsorship registrations, quota approvals, and investment authority clearances where the market requires them before an application can be filed.
Exit and transfer
Cancellation, exit formalities, and transfer to a new sponsor handled correctly so nothing is left open behind a departing employee.
We can’t speed up a government. We can stop you losing a month.
Processing time sits with the authority and nobody can compress it. Anyone who promises otherwise is guessing.
What is controllable is the file. A missing attestation, a translation that doesn’t meet the required standard, or the wrong permit category sends an application back, and that costs weeks rather than days. It is the single most common reason a start date slips.
We prepare the documentation in-house rather than passing it to an agent, assess the category before you make the offer, and answer authority queries directly. The government timeline stays what it is. Everything before and around it doesn’t have to add to it.
See how our Employer of Record service works
It varies by market, permit category, and nationality, and processing time sits with the authority rather than with us. Once we know the role, the market, and the candidate’s nationality, we give you a realistic range based on current processing rather than a best case. We’d rather set a date you can plan around than one that sounds better.
We do. Qualification verification, experience letters, police clearance, medical reports, translation, and attestation are prepared to the standard the receiving authority requires. Your side is limited to corporate documents and anything only the candidate can supply.
In most cases, yes. Dependant visas for spouse and children are processed alongside the primary application where the permit category allows it. Eligibility and processing differ by market, so we confirm what’s available before the employee commits to a move.
Renewals are tracked against expiry and started early enough to avoid a gap. Letting a permit lapse creates a compliance issue for both the employee and the employer, and in some markets it affects future applications. It’s one of the things we monitor rather than wait to be asked about.
No. Where an application requires an employer sponsor, Meteors holds that position because we are the legal employer. That’s what makes the arrangement possible without your company registering locally. See how our Employer of Record service works.
Let’s talk about your relocation.
Tell us the role, the destination market, and the candidate’s nationality. We’ll come back with the permit category that applies, a realistic timeline, and what the process involves.