Three employer compliance deadlines land in the next 10 days, and each one demands action before the calendar moves. New York State bans credit checks in hiring starting April 18. New Zealand splits open work visas into a two-tier system on April 20. And the US Visa Bulletin just made EB-2 and EB-3 green cards current for most countries, the fastest movement in years. If you hire across the US or Oceania, this digest covers the employer compliance deadlines you need on your radar today.

New York Bans Credit Checks in Hiring, Effective April 18

On December 19, 2025, Governor Kathy Hochul signed S03072 into law, amending the New York State Fair Credit Reporting Act. Starting April 18, 2026, employers in New York are prohibited from requesting, obtaining, or using a job applicant’s or employee’s consumer credit history for any employment decision. That includes hiring, promotions, compensation, transfers, and job assignments. (Source: Morgan Lewis)

This is not just a New York City rule. It applies statewide. And it covers existing employees, not only new hires. Background screening agencies are also barred from providing credit history information to employers unless an exemption applies.

New York is now the eleventh US state to restrict employer use of credit history, joining California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Nevada, Oregon, Vermont, and Washington. (Source: Littler Mendelson)

The exemptions are narrow. You can still run credit checks for roles required by state or federal law, law enforcement positions, jobs requiring security clearance or bonding, and positions with fiduciary responsibility over financial agreements valued at $10,000 or more. Everyone else? Stop running credit checks on April 17 or face liability. (Source: Paul Hastings)

If you’re hiring in New York through an EOR or directly, review your US background check compliance process now. Remove credit history from all screening workflows, update your vendor agreements with background check providers, and train hiring managers to stop requesting it. You have eight days.

US Visa Bulletin: EB-2 and EB-3 Green Cards Go Current

The US Department of State released the April 2026 Visa Bulletin with the best news for employer-sponsored immigration in years. EB-2 categories for all countries except China and India are now “current,” meaning there is no wait time to file for permanent residence. EB-3 for Rest of World and Mexico also jumped forward significantly, from October 2023 to June 2024. (Source: Ogletree Deakins)

For India-born EB-2 applicants, the priority date advanced to July 15, 2014. India EB-3 moved from August 2014 to January 2015. These are small steps for an enormous backlog, but still represent forward movement.

USCIS confirmed it will honor the Dates for Filing chart for April, marking the sixth straight month of this policy. That means eligible workers can file their adjustment of status applications now, even before a visa number is immediately available. (Source: Fragomen)

If you have employees waiting on green cards, alert them immediately. For US work permit and visa processes, the window for filing is open and could tighten in future bulletins. File early.

New Zealand Splits Open Work Visas Into Two Tiers on April 20

Immigration New Zealand confirmed that from April 20, 2026, every open work visa will carry one of two new employment conditions. Tier 1 allows any lawful work, including self-employment and business ownership. Tier 2 restricts holders to working for an employer only, under an employment agreement or contract for services. (Source: Immigration New Zealand)

Both tiers add two universal restrictions: open work visa holders cannot employ other people, and they cannot provide or invest in commercial sexual services. These restrictions apply regardless of tier assignment.

The tier assigned depends on the visa category. If you’re hiring in New Zealand and rely on workers with open work visas, confirm which tier applies to each employee before April 20. Workers on Tier 2 visas who are currently self-employed or running a side business will need to stop. Non-compliance could jeopardize their visa status and create employer compliance deadlines you cannot afford to miss. (Source: Fragomen)

Quick Hits

• Mexico: A USMCA Rapid Response Labor Mechanism panel found “severe” denial of worker rights at Orla Mining’s Camino Rojo mine in Zacatecas, including coercion and death threats against union organizers. Remedies include a public apology and reinstatement of workers. If you operate in Mexico, union neutrality is now under international enforcement. (Source: USTR)
• United States: The Supreme Court will hear Flowers Foods v. Brock next month, testing whether last-mile delivery drivers are exempt from the Federal Arbitration Act. A broad ruling could reshape forced arbitration clauses in gig and logistics employment contracts. (Source: OnLabor)

Employer Compliance Deadlines: Action Items This Week

If you hire in New York (by April 17): Remove credit history from all screening workflows. Notify your background check vendor to suppress credit data for NY applicants. Update offer letter and onboarding language that references credit checks. Train hiring managers.

If you have workers on NZ open work visas (by April 19): Identify which tier each employee falls under. Confirm that Tier 2 holders are not self-employed or running a business on the side. Update employment records to reflect new visa conditions.

If you sponsor US green cards (now): Check EB-2 and EB-3 priority dates against the April 2026 Visa Bulletin. If any employee is now current, file adjustment of status before the bulletin changes. USCIS is honoring Dates for Filing, use it.

Stay Ahead of Global Employer Compliance Deadlines

Compliance windows close fast when you hire across borders. Asanify’s Global Employer of Record handles country-specific employment law, payroll compliance, and visa requirements so you can focus on building your team instead of tracking regulatory calendars.

FAQ

Q: Does the New York credit check ban apply to all employers, including those using an EOR?

A: Yes. The ban covers any employer making employment decisions about workers in New York, regardless of whether they hire directly or through an Employer of Record. EOR providers must also comply when screening candidates for NY-based roles. Exemptions are limited to law enforcement, fiduciary positions, and roles requiring security clearance.

Q: What does “current” mean on the US Visa Bulletin for EB-2 and EB-3?

A: “Current” means there is no backlog or waiting period for that category. Eligible applicants can immediately file for adjustment of status to permanent residence. For EB-2 Rest of World, this is the first time in years the category has been current, making it a rare window for employer-sponsored green card filings.

Q: How do New Zealand’s new open work visa tiers affect my hiring?

A: From April 20, 2026, open work visa holders in New Zealand are assigned Tier 1 (any work, including self-employment) or Tier 2 (employer-based work only). If you hire someone on a Tier 2 visa, they cannot run a side business. Check your employees’ visa conditions to avoid compliance issues.

Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant  or Labour Law  expert for specific guidance.