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STATES’ FRAMEWORK
Advancing International Mobility
for Skilled Workers
STATES’ FRAMEWORK
Skill Development, Labour and Employment Division
NITI WORKING PAPER SERIES
Working Paper No. P-12049/2/2026/SDE
STATES’ FRAMEWORK
Suggested Citation: NITI Aayog (2026). States’ Framework: Advancing International Mobility for
Skilled Workers. May, 2026.
Authors: Dr. Sonia Pant (Programme Director), Dr. Sakshi Khurana (Senior Specialist), and Arnavi
Sagar (Young Professional)
1
The paper also has contributions from Hannah Liza Varghese (Young Professional).
Acknowledgement: The Skill Development & Employment Division would like to thank Dr. Arvind
Virmani, Member, NITI Aayog for his constant guidance and feedback on this document. A
roundtable discussion chaired by Dr. Arvind Virmani on ‘International Mobility for Skilled Workers:
Advancing the Training Ecosystem and Strategic State Partnerships’ was held on 13 June 2025 at
NITI Aayog. The document incorporates inputs, best practices, insights and suggestions received
from officials and experts from Central Ministries (Ministries of External Affairs, Labour &
Employment, Skill Development & Entrepreneurship, and Commerce & Industry), State
Governments, International Organization for Migration (IOM), Industry Associations, Recruitment
Agencies and Sector Skill Councils. The document has benefitted immensely from insights and
inputs received from Dr. S.K. Sasikumar, Former Sr. Fellow, V. V. Giri National Labour Institute and
feedback and peer review from Dr. Surabhi Singh, Country Coordinator for India, and International
Centre for Migration Policy Development (ICMPD).
1
The views expressed in the paper are those of the authors and should not be attributed to NITI Aayog or GOI.
STATES’ FRAMEWORK
TABLE OF CONTENTS
S.No. Title Page
No.
1.
From Local Roots to Global Routes: Empowering States for International
Mobility
1.1 India at the Forefront of Global Workforce Supply
1.2 Geopolitical Shifts and Labour Demands: The Case for Circular Mobility
1.3 Global Demand Landscape: An Opportunity for India
1.3.1 Demand Pressures: Demography, Sectoral Shortages, and Skills Mismatch
1.4 India’s Remittance Economy
1.4.1 India’s Remittance Corridors
1.4.2 State-Level Remittance Dynamics
1
2. National Enablers for Advancing International Mobility
2.1 Union Government’s Role in International Mobility
2.2 Mapping the Ministerial Initiatives
2.2.1 Ministry of Skill Development & Entrepreneurship (MSDE)
2.2.2 Ministry of External Affairs (MEA)
2.2.3 Ministry of Labour & Employment (MoLE)
2.2.4 Ministry of Education (MoE) – Department of Higher Education
2.2.5 Ministry of Commerce & Industry (MoCI)
2.3 Governing Mobility: From National Vision to State Action
2.4 Skill Development for Harnessing Local and Global Opportunities
13
3. Charting the Course for State-led International Mobility
3.1 States’ Framework: International Mobility for Skilled Workers
3.1.1 Skill Gap and Demand Analysis
3.1.2 Institutional Setup & Finishing Schools
3.1.3 Bilateral MoUs on Skill Recognition and Curricula
3.1.4 Industry Integration for Technical Skills
3.1.5 Language Training and Cultural Orientation
3.1.6 Assessment, Certification and Placement
3.1.7 PDOT, Documentation and Visa Facilitation
3.1.8 Post Placement Monitoring and Welfare Support
3.1.9 Returnee Reintegration and Skill Upgradation
20
4. Way Forward: Positioning India as Global Skills Capital
4.1 Synthesis of the States’ Framework
4.2 Moving India’s Skills to the World
44
STATES’ FRAMEWORK
LIST OF ABBREVIATIONS
AI Artificial Intelligence
AQRF ASEAN Qualifications Reference Framework
ASEAN Association of Southeast Asian Nations
BHASHINI Bhasha Interface for India
BSOPB Bihar State Overseas Placement Bureau
CECA Comprehensive Economic Cooperation Agreement
CECPA Comprehensive Economic Cooperation and Partnership Agreement
CEFR Common European Framework of Reference for Languages
CEPA Comprehensive Economic Partnership Agreement
CoEs Centres of Excellence
CM-FLIGHT Chief Minister’s Foreign Language Initiative for Global Human Talent
CSCs Common Service Centres
CV Curriculum Vitae
ECs Emigration Clearances
ECR Emigration Check Required
ECNR Emigration Check Not Required
ECTA Economic Cooperation and Trade Agreement
EHS Early Harvest Scheme
EQF European Qualifications Framework
EU European Union
FDI Foreign Direct Investment
FTA Free Trade Agreement
G2G Government-to-Government
GCC Gulf Cooperation Council
GCM Global Compact for Safe, Orderly and Regular Migration
GDP Gross Domestic Product
GSP Global Skills Park
GTTC Government Tool Room and Training Centre
ICWF Indian Community Welfare Fund
ICWA Indian Council of World Affairs
ICT Information and Communication Technology
IELTS International English Language Testing System
ILO International Labour Organization
ISCO-08 International Standard Classification of Occupations 2008
ITEES ITE Education Services
ITIs Industrial Training Institutes
JLPT Japanese-Language Proficiency Test
KPSKs Kshetriya Pravasi Sahayata Kendras
KSDC Karnataka Skill Development Corporation
KUWSSB Karnataka State Unorganised Workers Social Security Board
KVTSDC Karnataka Vocational Training and Skill Development Corporation
STATES’ FRAMEWORK
LMA Labour Mobility Agreement
LWA Labour Welfare Agreement
MADAD (Online platform name)
MCCs Model Career Centres
MEA Ministry of External Affairs
MMPAs Migration and Mobility Partnerships
MoCI Ministry of Commerce & Industry
MoE Ministry of Education
MoLE Ministry of Labour & Employment
MoU Memorandum of Understanding
MRCs Mobility Resource Centers
MRQs Mutual Recognition of Qualifications
MSDE Ministry of Skill Development & Entrepreneurship
NCS National Career Service
NCVET National Council for Vocational Education and Training
NEET Not in Education, Employment or Training
NORKA Roots Non-Resident Keralites Affairs Roots
NSDCI National Skill Development Corporation International
NSQF National Skills Qualifications Framework
ODEPC Overseas Development and Employment Promotion Consultants Ltd.
OET Occupational English Test
OJT On-the-Job Training
OMCAP Overseas Manpower Corporation Andhra Pradesh Ltd.
OMCL Overseas Manpower Corporation Ltd.
PBBY Pravasi Bharatiya Bima Yojana
PBSKs Pravasi Bharatiya Sahayata Kendras
PDOT Pre-Departure Orientation Training
PoE Protector of Emigrants
PQF Pacific Qualifications Framework
RAs Recruitment Agents
RSLDC Rajasthan Skill and Livelihoods Development Corporation
SAFTA South Asian Free Trade Area
SBI State Bank of India
SC/ST Scheduled Caste/Scheduled Tribe
SDG Sustainable Development Goal
SIICs Skill India International Centres
SSAs Social Security Agreements
SSRGSP Sant Shiromani Ravidas Global Skills Park
TOMCOM Telangana Overseas Manpower Company Ltd.
UAE United Arab Emirates
UK United Kingdom
UMANG Unified Mobile Application for New-age Governance
UN DESA United Nations Department of Economic and Social Affairs
UNECE United Nations Economic Commission for Europe
STATES’ FRAMEWORK
UPFC Uttar Pradesh Financial Corporation
USA United States
VET Vocational Education and Training
WEF World Economic Forum
WHO World Health Organization
WSC World Skill Centre
1
STATES’ FRAMEWORK
From Local Roots to Global
Routes: Empowering States for
International Mobility
1.1 India at the Forefront of Global Workforce Supply
Poised as the world’s fastest-growing economy, India stands at a pivotal juncture where its vast
demographic reservoir can be effectively harnessed as a transformative economic force capable
of recalibrating the nation’s growth trajectory and global influence. Currently, about 65% of India’s
population is under the age of 35.
2
According to the United Nations Department of Economic and
Social Affairs (UN DESA) World Population Prospects 2024, the share of India’s working-age
population (15–59 years) is projected to reach 65.05% by 2030
3
, underscoring the magnitude of this
demographic strength.
Source: World Population Prospects: The 2024 Revision, United Nations, Department of Economic and Social Affairs,
Population Division (2024).
The demographic trend illustrated in the graph above follows a bell-shaped trajectory, reflecting the
rise and peak of youth bulge, and gradual tapering of India’s working-age population. The curve
shows a steady upward movement till 2030, marking the point at which the demographic dividend
is at its maximum potential. Beyond this, the curve begins a downward slope, indicating the gradual
2
Ministry of Youth and Sports Affairs. (2014). National Youth Policy 2014. Government of India. (Original PDF available at
yas.nic.in/sites/default/files/National-Youth-Policy-Document.pdf)
3
United Nations, Department of Economic and Social Affairs, Population Division. (2024). World Population Prospects: The 2024
Revision (Custom data acquired via website).
1
45
50
55
60
65
70
1990 2000 2010 2020 2030 2040 2050 2060 2070 2080 2090 2100
India's Working Age Population (15-59 years) as a percentage of Total
Population
65.06
2
STATES’ FRAMEWORK
ageing of the population over the long term, which leaves a time-bound window in which India
holds its largest labour force surplus. This expanding working-age cohort assumes greater
significance in the context of tightening global labour markets, where multiple advanced and
emerging economies are facing sustained shortages of skilled and essential workers.
The World Employment and Social Outlook: Trends 2024 of the International Labour Organization
(ILO) suggests that despite the recovery of labour force participation following the pandemic,
vacancy rates remain above any point in the previous decade across multiple advanced
economies. Shortages are most visible in sectors employing essential and contact-intensive
workers including healthcare, transportation, retail, accommodation and food services, as well as
in manufacturing, construction, and Information and Communication Technology (ICT). These
shortages arise from overlapping factors including population ageing, lingering pandemic-era
disruptions, housing-related mobility constraints, and limited availability of workers with required
levels of education and training.
4
Complementing these insights, the Future of Jobs Report of the World Economic Forum (WEF),
(2025) identifies five macro trends: technological change, green transition, geoeconomic
fragmentation, economic uncertainty, and demographic shifts.
5
These trends are accelerating
demand for skills in Artificial Intelligence (AI), big data, cybersecurity, renewable energy,
environmental engineering, care work, and education, while simultaneously constraining labour
supply in rapidly transforming sectors.
Against this backdrop, developing pathways for skilled worker mobility is an important imperative.
As highlighted in the World Employment and Social Outlook: Trends 2024, well-designed mobility
pathways can alleviate skills shortages in destination countries when matching is based on
projected demand and supported by mutually recognised training and certification systems.
Regularised channels, particularly bilateral skills partnerships, can ensure better economic
opportunities and working and living conditions for migrant workers.
6
International Migration and
Sustainable Development (UN DESA, 2024) further suggests that migrants complement native
workers, fill critical labour gaps, especially in non-automatable sectors, and help ease fiscal
pressures due to ageing populations.
7
Within this context, a structured and standards-aligned mobility system for skilled Indian workers
offers dual benefits. Internationally, it supports labour markets facing sustained shortages by
supplying trained workers through predictable, rights-based channels linked to verified sectoral
demand. Domestically, it reduces pressure on India’s labour market by expanding high-quality
employment avenues beyond national borders, allowing India to productively deploy its growing
working-age population during its demographic-dividend window. This approach enables India to
shift from fragmented, opportunity-driven migration to a structured model of global workforce
participation that advances economic, developmental, and human capital objectives for both India
and the world.
4
International Labour Organization. World Employment and Social Outlook: Trends 2024. Geneva: ILO, 2024.
5
World Economic Forum (2025). The Future of Jobs Report 2025. Geneva: World Economic Forum. ISBN: 978-2-940631-90-2
6
International Labour Organization. World Employment and Social Outlook: Trends 2024. Geneva: ILO, 2024.
7
United Nations Department of Economic and Social Affairs, Population Division (2024). International Migration and Sustainable
Development. UN DESA/POP/2023/TR/NO. 7.
3
STATES’ FRAMEWORK
1.2 Geopolitical Shifts and Labour Demands: The Case for
Circular Mobility
Shaping India’s vision as a global workplace is the principle of circular mobility: a fluid, cyclical
model whereby individuals pursue education or employment overseas, return to reinvest their
skills and experiences domestically and subsequently re-engage with global opportunities in
renewed cycles of movement. This construct harmonises domestic labour-market imperatives
with international demand, while embedding global exposure into the fabric of national capacity-
building, social resilience, and cultural vitality.
According to United Nations Economic Commission for Europe (UNECE, 2016), circular mobility is
regarded as a mutually beneficial arrangement, generating advantages for the countries of origin,
destination, and the migrants themselves. In destination countries, it helps address labour
shortages and boosts economic output. For countries of origin, it provides relief from
unemployment, while returning migrants bring back both financial resources and valuable skills,
helping to mitigate the effects of population loss. Individual migrants benefit through higher
earnings, enhanced work experience, and the development of their human capital.
8
Framed in this manner, international mobility emerges not merely as an adjunct to skilling, but as
a pivotal instrument of economic transformation, demographic optimisation, and geostrategic
positioning. Realising such dividends, however, demands a transition: from episodic facilitation
towards a systematised, demand-responsive and circular architecture that is seamlessly
integrated into the scaffolding of skilling and employment ecosystems of a State. Yet, the viability
of this circular model depends not only on India’s internal preparedness but also on the shifting
contours of global governance and labour demand.
Recent assessments indicate measurable shifts in international cooperation and governance. The
Global Risks Report (WEF, 2025) records declining confidence in multilateral mechanisms, with
nearly two thirds of surveyed experts anticipating the emergence of a more fragmented or
multipolar international order over the coming decade.
9
Complementary evidence from the World
Population Prospects (UN DESA, 2024) points to widening demographic and economic divergence
across regions, which complicates collective policy responses in areas such as labour mobility,
climate mitigation, and technological governance.
10
The World Employment and Social Outlook
(ILO, 2024) further highlights uneven labour market recoveries following the pandemic, alongside
persistently high youth unemployment and elevated Not in Education, Employment or Training
(NEET) rates in several economies, factors that continue to constrain structural and labour market
adjustment.
11
8
United Nations Economic Commission for Europe. (2016). Defining and Measuring Circular Migration (ECE/CES/STAT/2016/5).
UNECE.
9
World Economic Forum. (2025). Global Risks Report 2025. World Economic Forum.
10
United Nations, Department of Economic and Social Affairs, Population Division. (2024). World Population Prospects 2024:
Summary of Results. United Nations.
11
International Labour Organization. (2024). World Employment and Social Outlook: Trends 2024.
4
STATES’ FRAMEWORK
The coming decade is likely to be consequential, as the effectiveness of transnational outcomes
will depend on the extent to which dialogue and cooperation are sustained and adapted to evolving
international conditions.
A report of the Indian Council of World Affairs (2025) states that labour-dependent economies such
as the Gulf countries, Europe, and Southeast Asia continue to rely structurally on foreign workers—
an interdependence underscored during the COVID-19 pandemic when critical sectors like
agriculture, construction, and care faced severe shortages. Yet, this reliance is neither uniform nor
unconditional. It reflects an increasingly stratified model of migration governance, wherein
destination countries actively curate their labour markets based on sectoral demand, skill levels,
and perceived social compatibility.
This approach privileges some categories of migrants while constraining others through restrictive
visa frameworks, selective skill filters, or security-linked exclusions. The ICWA notes that this
‘selectivity’ mindset, which prioritises economic utility while minimising long-term social or
political responsibility, reinforces asymmetrical power relations between receiving and sending
countries. In practice, it reduces migration to a transactional exchange, valued for addressing
immediate labour market shortages, but detached from broader questions of integration, rights, or
belonging.
For major sending countries like India, such selective flows present concerns. In an increasingly
hierarchical global labour market, India must frame an emigration approach that safeguards dignity
across all skill levels, negotiates equitable mobility partnerships, and ensures that outward mobility
aligns with both national development priorities and the welfare of its workers. This also requires
India to be well prepared in its talent positioning, so that Indian workers can access the best
possible opportunities rather than remaining confined to lower segments of demand.
5
STATES’ FRAMEWORK
Equally important is equipping prospective migrants with the information, orientation, and
psychosocial readiness needed to make informed choices and to integrate effectively into their
countries of destination.
This context underscores why circular mobility offers a pragmatic response. Evidence from the
PRAYAS International Migration and Mobility Mapping Report (2026) reflects this evolving national
perspective, noting that India’s approach to international migration is increasingly mobility-
oriented, with strong emphasis on circular pathways as mutually beneficial arrangements. The
report highlights that such recurring movements enable migrants to gain international exposure,
transfer skills and knowledge upon return, and contribute meaningfully to both origin and
destination economies, aligning closely with the broader national vision of leveraging human
capital for inclusive growth and development.
12
When framed as a mutually beneficial compact, circular mobility transforms temporary migration
into a regenerative economic mechanism. With systematic governance, such mobility evolves
beyond a binary of exit and return, sustaining instead a continuous arc of human capital renewal.
1.3 Global Demand Landscape: An Opportunity for India
International migrants now constitute a substantial and indispensable component of the labour
supply worldwide. According to the latest ILO estimates, in 2022 the global stock of international
migrants was 284.5 million, of whom 255.7 million were of working age (15 +). Of these, 167.7
million migrants formed part of the global labour force, of which, 155.6 million were employed,
while 12.1 million were unemployed but available for work. Overall, migrants accounted for 4.7%
of the global labour force in 2022.
13
Source: International Labour Organization. (2024). ILO Global Estimates on International Migrant Workers: International
Migrants in the Labour Force (4th ed.).
12
International Organization for Migration, Ministry of External Affairs, & Indian Council of World Affairs. (2026). PRAYAS:
Promoting Regular and Assisted Migration for Youth and Skilled Professionals—International Migration and Mobility Mapping
Report. New Delhi: International Organization for Migration.
13
International Labour Organization. (2024). ILO Global Estimates on International Migrant Workers: International Migrants in the
Labour Force (4th ed.).
6
STATES’ FRAMEWORK
These numbers reflect that migrant workers are not a marginal subset but a core feature of
international labour markets. Their significance is especially pronounced in high-income
countries, which host the majority of migrant labour.
1.3.1 Demand Pressures: Demography, Sectoral Shortages, and Skills Mismatch
Demographic ageing is a central driver of demand pressures. Across advanced economies,
shrinking working-age populations are tightening labour markets: in the European Union, the
working-age population fell from 269 million in 2012 to 264 million in 2021 and is projected to
decline by a further 35 million by 2050. Structural skills mismatches and the insufficient orientation
of education and training curriculum relative to labour market needs is a further component
leading to shortages of appropriately skilled workers.
14
Care needs across the world are projected to rise sharply, with the number of people requiring care
expected to reach 2.3 billion by 2030, driven by increases in both older persons and children aged
6–14 years. Addressing these needs through targeted investments could generate 280 million jobs
by 2030, rising to 299 million by 2035, underscoring the employment potential of the care
economy.
15
At the same time, persistent structural labour shortages remain evident in health and
care services. Despite a global health workforce exceeding 70 million, updated estimates indicate
a projected shortfall of 11.1 million health workers by 2030, reflecting uneven progress across
regions. High-income and upper-middle-income countries alone are expected to require an
additional 8.4 million health workers to sustain service delivery and respond to ageing populations.
16
These shortages are not confined to health and care alone. The Future of Jobs Report (2025) finds
that skills gaps are one of the biggest barriers to business transformation, and they expect nearly
40 per cent of workers’ core skills to change by 2030. Demand for workers spans infrastructure and
construction, logistics and transport, ICT and digital services, green-transition industries,
hospitality, and a wide range of personal and social services.
17
Within this global demand landscape, migrant workers are viewed as indispensable to sustaining
growth and addressing these labour shortages. The ILO’s latest global estimates emphasise that
migrant workers now account for roughly 4.7 per cent of the global labour force and are
concentrated in services sector, especially engaged in care and domestic work in ageing
destination countries, where demand for such services is rising fastest.
18
14
BusinessEurope. (2023). Analysis of labour and skills shortages: Overcoming bottlenecks to productivity and growth.
https://www.businesseurope.eu/wp-content/uploads/2025/02/2023-10-23_analysis_of_labour_and_skills_shortages-1c2-1.pdf
15
International Labour Organization. (2025). Employment-intensive investments for advancing decent work in the care economy
(ILO Care Economy Brief No. 2). ILO.
16
World Health Organization. (2024). Health and care workforce: Global strategy on human resources for health, workforce 2030.
Report by the Director-General (EB156/15). WHO Executive Board, 156th session.
https://apps.who.int/gb/ebwha/pdf_files/EB156/B156_15-en.pdf
17
World Economic Forum. (2024). The Future of Jobs Report 2025. World Economic Forum.
18
International Labour Organization. (2024). ILO Global Estimates on International Migrant Workers: International Migrants in the
Labour Force (4th ed.).
7
STATES’ FRAMEWORK
Source: Analysis based on consolidated labour market vacancy and occupational demand data available as of 05
February 2025.
The vacancy distribution illustrated in the graph points to substantial labour shortages across
major destinations.
19
Europe records the highest volume with roughly 105 lakhs vacancies
20
,
followed by the United States at about 72 lakhs
21
and the GCC region at nearly 27 lakhs
22
. Mid-sized
gaps are visible in Japan (9 lakhs+)
23
and the United Kingdom (8 lakhs+)
24
; while Canada and
Australia report around 5 lakhs
25
and 2 lakhs
26
open positions respectively. Across these
destinations, vacancies are concentrated primarily in health and care services, engineering and
technical occupations, digital and technology-driven roles, and construction and infrastructure-
related work.
The PRAYAS International Migration and Mobility Mapping Report (2026) indicates that migration
decisions among India’s skilled and semi-skilled workers continue to be strongly wage-driven, with
income differentials between India and destination countries acting as the principal pull factor,
while poverty, debt, and job scarcity serve as push factors. The Gulf Cooperation Council (GCC)
region remains the traditional destination, sustained by long-standing labour networks and steady
demand for low- and semi-skilled labour. However, the report also observes a gradual
diversification of aspirations, with workers increasingly drawn to developed economies such as
Australia, Canada, Germany, and Japan, attracted by safer environments, long-term career
prospects, and structured skill-development pathways. New destinations, including Israel, Italy,
the Netherlands, and Poland, are also emerging due to active labour recruitment in construction,
care, and manufacturing sectors.
27
19
As per data available across dashboards/reports as on 05.02.2025
20
CEDEFOP European Centre for the Development of Vocational Training, EURES - Demand for occupations | CEDEFOP
21
U.S. Bureau of Labor Statistics, JOLTS Home: U.S. Bureau of Labor Statistics
22
India on the Move, NSDC Connect. (February 2025). National Skill Development Corporation
23
India on the Move, NSDC Connect. (February 2025). National Skill Development Corporation
24
Office for National Statistics, Vacancies and jobs in the UK - Office for National Statistics
25
Statistics Canada, Job vacancies, payroll employees, and job vacancy rate by provinces and territories, monthly, unadjusted for
seasonality
26
Jobs and Skills Australia, Vacancy Report - May 2024 - Jobs and Skills Australia.pdf
27
International Organization for Migration, Ministry of External Affairs, & Indian Council of World Affairs. (2026). PRAYAS:
Promoting Regular and Assisted Migration for Youth and Skilled Professionals—International Migration and Mobility Mapping
Report. New Delhi: International Organization for Migration.
Canada
United States
United Kingdom
Europe (EU)
Australia
GCC Countries
Japan
0
2000000
4000000
6000000
8000000
10000000
12000000
Estimated Job Vacancies Across Key Global Markets
8
STATES’ FRAMEWORK
1.4 India’s Remittance Economy
As per the UN DESA International Migrant Stock 2024, India has 18.5 million migrants overseas
which makes up the largest migrant population in the world.
28
Complementing this is India’s 35
million-strong diaspora, whose economic and social linkages remain pivotal.
29
In 2024, India
received USD 137.67 billion in remittances, accounting for 3.5% of the Gross Domestic Product
(GDP), reaffirming the scale of India’s human-capital footprint across the globe.
30
Remittances have become a vital component of India’s macroeconomic landscape, contributing
to economic stability and resilience amid cross-border uncertainties. Between 2010-11 and 2023-
24, India’s remittance inflows more than doubled, covering nearly half of the country’s
merchandise trade deficit. Their share in global remittances rose from 11% in 2001 to about 14%
in 2024, and is projected to reach US$ 160 billion by 2029. This growth is supported by the
expansion of India’s overseas workforce, which increased from 6.6 million in 1990 to 18.5 million
in 2024, now accounting for over 6% of the world’s migrants. Unlike private debt or equity flows,
remittances are non-repayable and counter-cyclical, often rising during economic downturns, and
have consistently exceeded India’s gross inward Foreign Direct Investment (FDI) flows, highlighting
their importance as a stable source of foreign exchange.
31
1.4.1 India’s Remittance Corridors
Historically, the Gulf region, including the UAE, Saudi Arabia, Kuwait, Qatar, Oman, and Bahrain,
was the major source of India’s remittances, accounting for over 50% in 2016–17, driven by semi-
skilled and unskilled workers employed in construction, hospitality, healthcare, and services.
However, from 2016 onwards, emigration to the GCC declined due to oil price volatility, fiscal
tightening, stricter labour laws, rising permit fees, pandemic-induced job losses, and mass return
migration. Consequently, the share of remittances from the Gulf fell to 30% in 2020–21, with a
significant recovery to 38% in 2023–24.
In contrast, advanced economies such as the USA, UK, Canada, Singapore, and Australia have
seen a steady rise in skilled migration. By 2023-24, the USA contributed 27.7% of total remittances,
with 78% of Indian migrants employed in high-income white-collar occupations in management,
business, science, and the arts. Canada and Australia have emerged as hubs for student migration
transitioning into skilled employment, reflecting a broader shift from low-skilled, temporary Gulf
migration to long-term, skill-based migration to advanced economies.
32
The concentration of migration to a limited set of countries exposes households and the national
remittance economy to risks from economic volatility and geopolitical disruptions. Diversifying
destination markets and strengthening the resilience of mobility systems could, therefore, be
essential to stabilise remittance inflows and reduce vulnerability to external shocks.
28
United Nations Department of Economic and Social Affairs, Population Division (2024). International Migrant Stock 2024.
29
Ministry of External Affairs. (n.d.). Population of overseas Indians. Government of India.
30
International Monetary Fund; World Bank. (n.d.). Personal remittances, received (current US$) – India [Data set].
31
Reserve Bank of India. (2025). Changing dynamics of India’s remittances: Insights from the sixth round of India’s remittances
survey. RBI Bulletin.
32
Reserve Bank of India. (2025). Changing dynamics of India’s remittances: Insights from the sixth round of India’s remittances
survey. RBI Bulletin
9
STATES’ FRAMEWORK
1.4.2 State-Level Remittances Dynamics
Southern States such as Kerala, Tamil Nadu, Karnataka, and Maharashtra historically accounted
for the majority of remittances, collectively receiving 46% of inflows in 2018. By 2020-21, the
combined share of Kerala, Tamil Nadu, and Karnataka fell to 25%, while Maharashtra emerged as
the top recipient. Migration from northern and eastern States, particularly Uttar Pradesh (4.25 lakh
emigration clearances) and Bihar (2.17 lakh), has increased, mainly for to the Gulf region, though
their remittance contributions remain lower due to concentration of works in low wage jobs. By
2025, Maharashtra 20.5%, Kerala 19.7%, Tamil Nadu 10.4%, Telangana 8.1%, and Karnataka 7.7%
accounted for top remittances share, reflecting a combination of traditional Gulf migration and
growing student-to-employment pathways in advanced economies.
33
The PRAYAS International Migration and Mobility Mapping Report (2026) further highlights distinct
regional migration patterns across Indian states. Northern states such as Uttar Pradesh and Bihar
continue to favour Gulf destinations, while southern states including Kerala, Tamil Nadu, and
Andhra Pradesh show increasing orientation toward Europe and North America, particularly among
nurses and technical professionals. Western states such as Punjab and Gujarat exhibit dual
migration streams, toward the Gulf for trade-related work and toward North America for education
or skilled employment; while eastern states such as Odisha and West Bengal tend to orient toward
Southeast Asia. The report also notes a generational shift, with younger migrants increasingly
preferring Western destinations for personal and professional advancement rather than purely
economic motives.
34
33
Ibid
34
International Organization for Migration, Ministry of External Affairs, & Indian Council of World Affairs. (2026). PRAYAS:
Promoting Regular and Assisted Migration for Youth and Skilled Professionals—International Migration and Mobility Mapping
Report. New Delhi: International Organization for Migration.
10
STATES’ FRAMEWORK
11
STATES’ FRAMEWORK
12
STATES’ FRAMEWORK
As labour flows shift worldwide and remittances continue to reshape state economies, it becomes
essential to consider how the Government of India is steering the broader mobility trajectory.
National initiatives are sharpening the country’s skill base, easing worker movement, and building
more predictable channels for overseas employment. At the same time, these efforts are
prompting states to step forward with their own strategies and partnerships, creating a shared
momentum that links national direction with State-level action.
13
STATES’ FRAMEWORK
National Enablers for Advancing
International Mobility
2.1 Union Government’s Role in International Mobility
The Union Government’s interventions focus on building an enabling ecosystem that sets
standards, ensures transparency, and strengthens trust with partner countries. Through regulatory
frameworks, digital platforms, vocational training and structured engagement mechanisms, it
institutionalises international mobility for workers and employers, making Indian talent globally
accessible and reliable.
Beyond regulation and facilitation, the central role lies in leveraging diplomacy to expand
opportunities. Embedding labour mobility into trade agreements, social security pacts, and
government-to-government cooperation, expands opportunities for the workers as well as elevates
labour mobility as a lever of soft power and foreign policy.
2.2 Mapping the Ministerial Initiatives
2.2.1 Ministry of Skill Development & Entrepreneurship (MSDE)
The MSDE is coordinating efforts to internationalize India’s skilling ecosystem. It has signed 7
Government-to-Government (G2G) MoUs for Vocational Education and Training (VET) cooperation,
enabling mutual exchange of knowledge and best practices, with Australia, Denmark, Germany,
Japan, Qatar, Singapore and UAE.
35
These agreements facilitate a structured framework for
collaboration, aimed at aligning skill development initiatives with international standards and
addressing global skill shortages. Through these MoUs, countries can share resources, expertise,
and insights to improve their vocational education systems and workforce mobility.
Through the National Council for Vocational Education and Training (NCVET), skills harmonization
and Mutual Recognition of Qualifications (MRQs) are being advanced, ensuring global
comparability of Indian certifications.
36
35
Government of India. (2025). Economic Survey 2024–25. Ministry of Finance, Department of Economic Affairs.
36
National Council for Vocational Education and Training. (n.d.). Home. Ministry of Skill Development and Entrepreneurship,
Government of India. https://ncvet.gov.in
2
14
STATES’ FRAMEWORK
National Skill Development Corporation International (NSDCI) functions as a central platform that
aggregates global demand, develops talent pools, identifies and addresses skill gaps, delivers
domain training and certification, prepares workers through PDOT, and supports them after
deployment to help them succeed in international roles.
37
National Skill Development Corporation
International (NSDC), under the aegis of MSDE, has
trained a total of 23,254 candidates and certified
22,455 in the past 3 years (2022-23, 2023-24, and
2024-25) for international mobility.
38
The Union Budget 2023 –24 proposed the
establishment of 30 Skill India International Centres
(SIICs) to prepare workers for overseas markets, of
which 7 are operational at Varanasi and Kanpur
(Uttar Pradesh), Bhubaneshwar (Odisha), Guwahati
(Assam), Ludhiana (Punjab), Hyderabad
(Telangana) and Bengaluru (Karnataka).
39
MSDE has
envisaged to create a network of institutions
through empanelment of state -of-the-art
government and private centres to enhance
opportunities for global career and international
mobility opportunities for the youth through an
internationally benchmarked quality skills
ecosystem.
2.2.2. Ministry of External Affairs (MEA)
The MEA plays a central role in migration governance through its regulatory and facilitation
mechanisms. It administers the Emigration Act, 1983. The Ministry is also working on the Overseas
Mobility (Facilitation and Welfare) Bill, 2025 which to aims to create a robust framework that will
ensure safe, orderly, and regular migration for overseas employment. The MEA has signed a diverse
set of Migration and Mobility Partnerships (MMPAs), Labour Mobility Agreements (LMAs) and
Labour Welfare Agreements (LWAs) with partner countries, reflecting India’s efforts to expand safe,
structured and mutually beneficial pathways for overseas employment. The details may be seen
from the website of MEA at https://www.mea.gov.in/Images/CPV/1183-en-05-12-2024.pdf.
The MEA also manages eMigrate, India’s flagship e-Governance platform for safe and legal overseas
migration to Emigration Check Required (ECR) countries, which is converged with National Career
Service (NCS) Portal by the Ministry of Labour and Employment (MoLE)
40
and interoperates with
systems such as the Passport Seva Portal and Bureau of Immigration for verification and
monitoring. The revamped eMigrate 2.0 portal and eMigrate Mobile App were launched on 14
October 2024 to strengthen and digitise India’s emigration ecosystem for workers, especially ECR
37
NSDC International Limited. National Skill Development Corporation. https://nsdcinternational.org
38
Press Information Bureau Release (2025, April 2). Ministry of Skill Development and Entrepreneurship. Government of India.
39
Press Information Bureau Release (2025, April 2). Ministry of Skill Development and Entrepreneurship. Government of India.;
National Skill Development Corporation (2025, December)
40
Ministry of External Affairs, Government of India. eMigrate Portal. (https://www.emigrate.gov.in/)
15
STATES’ FRAMEWORK
passport holders. The upgraded platform integrates foreign employers, recruiting agents, and
emigrants on a single digital interface and offers enhanced services such as DigiLocker-enabled
document storage, access through over 5.6 lakh Common Service Centres (CSCs), integration with
UMANG for e-governance services, BHASHINI for multilingual support, SBI-enabled digital
payments, and e-verification through the Passport Seva Portal. The eMigrate Mobile App, available
on Google Play Store and Government App Store, enables stakeholders to access key services
including application tracking, recruiter verification, and grievance redressal. The initiative
represents a major technological step towards promoting safe, transparent, and ease-based
emigration governance in India. In 2024, a total of 3,87,075 Emigration Clearances (ECs) were
issued through the eMigrate portal for ECR passport holders migrating to notified ECR countries.
41
Pre-Departure Orientation Training (PDOT) under the motto of “Surakshit Jaaye, Prashikshit Jaaye,
Vishwas ke Saath Jaaye” was launched by the MEA in 2018 to equip migrants with essential cultural,
legal, and workplace knowledge before departure. Since inception of the PDOT programme, a total
of 1,56,659 emigrant workers have been imparted training through 41 PDOT Centres as on 31st
October 2024.
42
The MEA MADAD portal is an online platform that enables Indian migrants and their families to
register and track grievances abroad, ensuring timely redressal through Indian Missions and
Posts.
43
The Pravasi Bharatiya Sahayata Kendras (PBSKs) and Kshetriya Pravasi Sahayata Kendras
(KPSKs) offer counselling and assistance, while Indian Missions/Posts abroad maintain 24x7
helplines and utilize social media for prompt grievance resolution.
Established in 2009, the Indian Community Welfare Fund (ICWF) is aimed at assisting overseas
Indian nationals in times of distress in the most deserving cases on a means tested basis by
providing emergency medical assistance, air passage to stranded Indians, legal assistance,
emergency medical assistance, boarding & lodging, assistance to Indian women facing marital
issues and transfer of mortal remains to India. The scheme has been revised in 2017 and has been
set up in all Indian Missions and Posts abroad. Number of Indian nationals assisted in distress
situations abroad has reached 3,53,369 with a total expenditure of INR 683 crores till September
2024.
44
The Pravasi Bharatiya Bima Yojana (PBBY) by the MEA is a mandatory insurance scheme aimed at
safeguarding the interests of Indian emigrant workers falling ECR category going for overseas
employment to ECR countries.
45
The scheme was revised from 01 August 2017, to include
Emigration Check Not Required (ECNR) category workers on a voluntary basis and to make
settlement of claims simpler for the benefit of our workers and to ensure expeditious settlement of
claims. The PBBY scheme has so far provided insurance cover to 80,09,035 Indian migrant workers
till October 2024.
46
41
Ministry of External Affairs, Government of India. (2025). Annual Report 2024. (140725MEAAnnualReport2024English.pdf)
42
Ibid
43
Ministry of External Affairs, Government of India MADAD Portal. (https://madad.gov.in)
44
Ministry of External Affairs, Government of India. (2025). Annual Report 2024. (140725MEAAnnualReport2024English.pdf)
45
Ministry of External Affairs, Government of India. Pravasi Bharatiya Bima Yojana (PBBY). (https://www.mea.gov.in/pbby.htm)
46
Ministry of External Affairs, Government of India. (2025). Annual Report 2024. (140725MEAAnnualReport2024English.pdf)
16
STATES’ FRAMEWORK
2.2.3 Ministry of Labour & Employment (MoLE)
MoLE facilitates worker welfare through both digital platforms and international agreements. The
National Career Service (NCS) Portal serves as a central digital interface for domestic and
international employment opportunities.
47
Since its inception, the National Career Service (NCS)
portal has registered over 6.02 crore job seekers and 54.27 lakh employers, mobilizing more than
8.17 crore vacancies. To support international workforce mobility, the portal also provides
integration with the eMigrate system through a dedicated international jobs module.
48
As per the
latest data available on the NCS Portal, 407 Model Career Centres (MCCs) are operational across
States and Union Territories, providing career counselling, employment facilitation, and skill-
related services. Further details of MCCs may be seen on the website of NCS at
https://www.ncs.gov.in/User_Manuals/List_of_Model_Career_Centers.pdf.
On the global front, India has signed Social Security Agreements (SSAs) with partner countries to
protect the rights and entitlements of Indian workers abroad, ensuring portability of benefits. The
details of SSAs may be seen from the website of MoLE at
https://www.labour.gov.in/documents/publications/social-security-agreement-
MjNyQTMtQWa?pageTitle=Social-Security-Agreement.
2.2.4 Ministry of Education (MoE) – Department of Higher Education
The Department of Higher Education under MoE focuses on academic mobility and recognition.
Through bilateral MoUs, it promotes mutual recognition of diplomas and degree programmes with
partner countries, facilitating both student mobility and employability of graduates abroad. This
ensures smoother transitions for Indian students and professionals seeking global opportunities,
while also aligning India’s higher education system with international standards, e.g. India-
Australia Framework Mechanism for MRQs.
49
2.2.5 Ministry of Commerce & Industry (MoCI)
The MoCI integrates labour mobility within the broader trade ecosystem. By negotiating Free Trade
Agreements (FTAs), the Ministry incorporates provisions on labour mobility, recognition of
professional qualifications, and services trade. This ensures that Indian professionals and workers
can access global opportunities as part of India’s expanding economic and trade partnerships.
India has expanded its network of Free Trade Agreements (FTAs) in recent years, with nine FTAs
spanning 38 countries.
50
More details can be seen at the website of the Ministry of Commerce &
Industry (https://www.commerce.gov.in/ministryofcommerce/sites/default/files/2026-
03/FTAs%20achievement%20v6%205%20pm.pdf).
47
Ministry of Labour and Employment, Government of India. (n.d.). National Career Service (NCS) portal. (NCS|Home: National
Career Service - Career guidance and Jobs in India and related services)
48
Press Information Bureau Release (2025, December 4). Ministry of Labour and Employment. Government of India.
49
Press Information Bureau. (2023, March 2). India and Australia sign a framework mechanism for mutual recognition of
qualifications. Ministry of Education, Government of India.
(https://www.pib.gov.in/PressReleaseIframePage.aspx?PRID=1903710®=3&lang=2)
50
Press Information Bureau. (2026, March 6). India’s achievements in Free Trade Agreements for the year 2025–26. Ministry of
Commerce & Industry, Government of India. (https://www.pib.gov.in/PressReleasePage.aspx?PRID=2236134®=3&lang=1)
17
STATES’ FRAMEWORK
2.3 Governing Mobility: From National Vision to State Action
The governance of international migration in India is organised through a multi-level institutional
arrangement. The Union Government provides the direction towards foreign policy; concluding
labour mobility agreements, setting regulatory standards, and operating the digital systems that
support migration processes. Within this structure, State Governments play an operational role,
developing workforce preparation systems, managing worker mobilisation, and facilitating
placement activities that reflect both national priorities and the specific characteristics of their
regional labour markets. State Governments and State-authorised Recruitment Agents (RAs)
function as pivotal implementation partners, translating national vision into targeted programmes
for workforce preparation, mobilisation, and overseas placement.
This design is grounded in India’s federal structure, where the Centre and States operate in a
dynamic balance of authority and responsibility. Cooperative federalism, as articulated in India’s
development vision, transforms this balance into a shared enterprise. Within this construct, States
are not passive executors but co-architects of international mobility pathways, empowered to tailor
interventions that leverage their unique demographic, sectoral, and institutional strengths while
remaining harmonised with national vision. States can play a catalytic role in advancing safe,
orderly, demand-responsive and circular international mobility of skilled workers. Achieving this
objective will require embedding global employability imperatives into the implementation and
oversight of State-level skill development and training ecosystems, thereby ensuring that workforce
preparation is systematically attuned to evolving international labour markets.
Several States have instituted structured mechanisms for overseas employment facilitation,
reflecting varied institutional approaches aligned to their socio-economic and migration contexts.
Kerala, through NORKA-Roots, has established a formalized service system encompassing Pre-
Departure Orientation Training (PDOT), targeted language instruction, and comprehensive welfare
measures. Odisha’s World Skill Centre and Madhya Pradesh’s Global Skill Park have developed
integrated training-to-placement pathways, coupling internationally benchmarked skills
development with structured employer linkages. Karnataka, Telangana, and Punjab maintain
longstanding migration support systems that combine targeted skilling interventions, diaspora
network engagement, and sustained post-placement assistance, thereby reinforcing their
positions as significant contributors to India’s overseas workforce.
The approaches adopted by these States illustrate how purposeful organisation, consistent
guidance for workers, and structured links to overseas opportunities can bring clarity to an
otherwise diffuse mobility space. Their experience suggests that when various elements of
preparation and placement are arranged in a coordinated manner, emerging high-migration States
can build systems that are easier to navigate and more effective in connecting workers to
international jobs.
18
STATES’ FRAMEWORK
2.4 Skill Development for Harnessing Local and Global
Opportunities
Evidence from the PRAYAS International Migration and Mobility Mapping Report (2026) indicates
that access to formal skilling pathways for overseas employment remains uneven across regions
and worker categories. The report notes that for low- and semi-skilled workers, informal social
networks such as relatives and friends abroad, often serve as the first source of information, while
33% of aspiring workers depend on private recruitment agencies for job placement, visa
processing, and pre-departure orientation, highlighting persistent gaps in accessible, formal
training ecosystems.
51
In response to these gaps, the structure presented above underscores a dual-pathway approach
aimed at enhancing both domestic and international labour mobility outcomes. Through demand-
driven technical training, individuals in the country of origin are equipped with market-relevant
skills that improve employability and earning potential. This creates a robust pool of skilled workers
who can either participate in the domestic economy, or opt for safe and legal migration pathways.
For those aspiring to get skilled to take up work abroad, comprehensive training including language
proficiency, cultural orientation, and pre-departure preparedness ensures smooth transition and
alignment with destination country requirements. Such an approach ensures that international
mobility emerges as an outcome of strong skill ecosystems, rather than a parallel or informal
pathway, thereby promoting both worker welfare and national economic gains.
While this section has described the national structures that guide international mobility, the roles
51
International Organization for Migration, Ministry of External Affairs, & Indian Council of World Affairs. (2026). PRAYAS:
Promoting Regular and Assisted Migration for Youth and Skilled Professionals—International Migration and Mobility Mapping
Report. New Delhi: International Organization for Migration.
19
STATES’ FRAMEWORK
played by different Ministries, and how these functions connect downwards to States. The next
section turns to the action points within a States’ framework, where mobility is designed, delivered,
and experienced on the ground. The focus is on how States can build a comprehensive ecosystem
around overseas employment, from identifying skill demand and creating skill training pathways
to supporting workers during departure, their time abroad, and on their return.
20
STATES’ FRAMEWORK
Charting the Course for State-led
International Mobility
3.1 States’ Framework: International Mobility for Skilled
Workers
The States’ Framework for the International Mobility of Skilled Workers devises a strategic,
systems-oriented blueprint for operationalizing India’s global skilling ambitions at the sub-national
level. It delineates a coherent set of interventions through which States can recalibrate their
training and institutional processes, and governance mechanisms to respond to dynamic
international labour market needs and emerging value chains.
Anchored in principles of labour market alignment, institutional resilience, ethical mobility, and
migrant-centric protections, the Framework seeks to:
• Synchronise States’ skilling infrastructures with global competency benchmarks and
destination-country regulatory regimes;
• Establish an enabling institutional architecture that can reliably facilitate large-scale,
compliant, and high-quality deployment;
• Maximise developmental dividends by systematically channelling remittances and
overseas labour market linkages into local economic transformation;
3
21
STATES’ FRAMEWORK
• Institutionalise transparent, accountable, and gender-responsive recruitment pathways
that reduce vulnerabilities and promote fair migration;
• Embed robust safeguards for worker welfare, particularly for women and other at-risk
cohorts, across the entire mobility lifecycle.
With a structured, scalable, and inclusive approach, States can unlock the full potential of
international mobility, to serve individual aspirations and to advance local economic
development, employment generation, envisaging India’s broader role as the “Global Skills
Capital.”
3.1.1 Skill Gap and Demand Analysis
Effective international labour mobility begins with informed view of overseas labour demand.
States must establish comprehensive mechanisms for identifying skill shortages in destination
countries while simultaneously assessing domestic workforce capabilities and surplus capacity.
This requires collaboration with international organizations, bilateral diplomatic missions, and
employment agencies to compile real-time data on sectoral demands, wage structures, and
employment conditions across target markets.
Action Points:
i. Define Priority Sectors Based on Global Demand Signals
• Analyse destination-country shortages using inputs from MEA, NSDC International, and
multilateral organizations.
• Match these requirements with State training capacity, existing migration patterns, and
institutional strengths.
ii. Map Supply-Side Readiness at State and District Levels
• Conduct district-wise assessments of training institutions, certification capacity, and
historical migration flows.
• Incorporate diaspora networks and recruitment patterns to identify high-mobility districts
requiring capacity enhancement.
22
STATES’ FRAMEWORK
iii. Establish a State Migration Dashboard for Integrated Intelligence
• Create a digital platform within the nodal State department to consolidate mobility data.
• Integrate the dashboard with eMigrate and NCS to ensure alignment with national
systems.
• Use the platform for planning, performance reviews, and targeted outreach.
iv. Monitor Core Indicators to Balance Supply and Demand
• Candidate pipeline: trained and certified candidates, sector-wise readiness, foreign
language and PDOT completion.
• Demand pipeline: country-wise openings, employer specifications, occupational
categories, wage bands.
• Placement outcomes: country- and employer-wise placements, contract terms, salary
ranges, retention patterns.
• Inclusion metrics: participation and outcomes by gender, caste, disability, and income
groups.
Initiative in Focus: Migration Profiling, Andhra Pradesh
• District-Level Migration Profiling (2016-2022): Andhra Pradesh had undertaken district-
level migration profiling, which revealed that approximately 40,000 people had migrated
abroad between 2016 and 2022. This profiling was both quantitative and qualitative,
capturing destination trends and sector-specific insights. The State categorized countries
based on ease of migration by assessing visa regimes, political contexts, and wage
comparisons.
• Domestic Apprenticeships & Industry-Linked Work Experience: The State has also
introduced apprenticeships and industry-linked work experience programmes domestically
before international placement.
Source: Insights shared by Andhra Pradesh State Skill Development Corporation (Government of Andhra
Pradesh) during Roundtable Discussion on International Mobility for Skilled Workers: Advancing the Training
Ecosystem and Strategic State Partnerships, at NITI Aayog on 13.06.2025
23
STATES’ FRAMEWORK
3.1.2 Institutional Setup & Finishing Schools
The establishment of specialized finishing schools within the State skilling ecosystem represents
a critical institutional intervention for bridging the gap between domestic educational outcomes
and international employment standards. These institutions must be purpose-designed to provide
intensive, employer-aligned training that upgrades workers' technical competencies while
addressing the specific requirements of destination country labour markets.
Successful implementation requires substantial infrastructure investment, including modern
workshop facilities, industry-standard equipment, and digital learning platforms. States should
consider public-private partnership models that leverage private sector expertise and equipment
while maintaining public oversight of quality standards and accessibility.
Action Points:
i. Strengthen Core Training Institutions for International Mobility
• Identify ITIs, Polytechnics, and other skill training facilities that can be upgraded for
overseas-oriented skilling.
• Improve infrastructure, equipment, and certification capacity to meet destination-
country standards.
• Position selected institutions as State-level hubs for international training and
placement preparation.
ii. Establish Finishing Schools for Last-Mile Readiness
• Set up Finishing Schools alongside upgraded institutions.
• Provide targeted modules on foreign language proficiency, cultural and workplace
orientation, soft skills, and sector-specific international standards.
• Align training content with overseas employer requirements and labour mobility
agreements.
iii. Develop High-Quality Faculty and Trainer Capacity
• Introduce faculty development programmes, which may also involve partnerships with
industry bodies and global employers.
• Implement Train-the-Trainer (ToT) programmes for foreign languages, PDOT delivery,
and trade-specific master training.
24
STATES’ FRAMEWORK
iv. Use Institutional Networks to Expand Outreach and Placement
• Leverage upgraded institutions and Finishing Schools as focal points for mobilisation,
counselling, and employer engagement.
• Coordinate with district administrations, recruitment partners, and diaspora networks
to strengthen candidate flow and placement outcomes.
Initiative in Focus: Finishing School
WORLD SKILL CENTRE, BHUBANESHWAR (ODISHA)
• WSC in Bhubaneswar serves as a finishing school for
ITI and polytechnic graduates and is a critical springboard
for both domestic employment and international mobility. It
is also recognized as an RA by MEA.
• It offers an advanced training ecosystem where 80% of
learning is hands-on, delivered through 52 State-of-the-
art labs and 12 classrooms.
• WSC students earn ISQF certifications of ITE Education Services (ITEES) Singapore,
recognized internationally, including in Germany.
• WSC graduates earn competitive salaries, with top domestic placements reaching ₹3.8 lakh
annually in sectors like semiconductors.
Source: Insights shared by Odisha Skill Development Authority (Government of Odisha) during the
Roundtable Discussion on International Mobility for Skilled Workers: Advancing the Training Ecosystem and
Strategic State Partnerships, at NITI Aayog on 13.06.2025.
25
STATES’ FRAMEWORK
Initiative in Focus: Multi-Skills Training Institute
SANT SHIROMANI RAVIDAS GLOBAL SKILLS PARK (SSRGSP), BHOPAL (MADHYA
PRADESH)
• SSRGSP is multi-skills vocational and technical
training institute which offers one-year international-
standard courses with dual annual intakes for ITI,
diploma and degree holders, supported by an
employer-first selection model.
• Candidates are pre-selected through employer
interviews and trained in domain and language skills.
• SSRGSP operates through the following:
COSA 1: Long-term programmes co-developed with ITEES Singapore;
COSA 2: Industry-led Centres of Excellence (CoEs) offering 3–6 months of job-linked skilling
within employer facilities.
• Curriculum development is governed by an Academic Advisory Council and industry-led
Course Advisory Committees, with domain inputs from Sector Skill Councils.
Source: Insights shared by Sant Shiromani Ravidas Global Skills Park (Government of Madhya Pradesh) during
Roundtable Discussion on International Mobility for Skilled Workers: Advancing the Training Ecosystem and
Strategic State Partnerships, at NITI Aayog on 13.06.2025
3.1.3 Bilateral MoUs on Skill Recognition and Curricula
Bilateral agreements form the backbone of organized international labour mobility, creating formal
channels for worker deployment and protection. States must prioritize the negotiation of
comprehensive MoUs with destination countries and, with major employers or employer
consortia.
Government Agreements
Government agreements
establish legal frameworks
for worker mobility with
destination countries.
Employer Partnerships
Employer partnerships create
direct placement pipelines
with international employers
and agencies.
Worker Protections
Worker protections
ensure fair wages, safe
conditions, and dispute
resolution in all MoUs.
These agreements should establish well-defined frameworks for worker recruitment, deployment,
employment conditions, and dispute resolution while ensuring compliance with international labour
standards and human rights conventions. The most effective MoUs address the mechanics of labour
26
STATES’ FRAMEWORK
transfer, mutual recognition of skills and alignment of curricula, along with broader issues of social
protection and safe working condition.
The approach to MoU development should prioritize countries with demonstrated labour shortages
in sectors where the domestic workforce possesses competitive advantages. Particular attention
should be paid to nations with ageing populations and declining native-born labour force
participation, as these markets offer sustained long-term demand. Additionally, agreements should
incorporate provisions for "circular migration" models that allow workers to return home periodically
while maintaining employment relationships, thereby facilitating knowledge transfer and investment
in origin communities.
International mobility frameworks such as the ASEAN Qualifications Reference Framework (AQRF),
International Standard Classification of Occupations 2008 (ISCO-08), the Pacific Qualifications
Framework (PQF) and the European Qualifications Framework (EQF), including Europass, offer tools
to support this alignment. They help benchmark national skills and qualifications against global
standards, enhance transparency and comparability, promote social inclusion in destination
countries, and expand lifelong learning opportunities for migrant workers. In addition, international
organisations provide specialised knowledge resources that can reduce the technical burden on
States when designing mobility pathways. Leveraging such resources allows States to accelerate
alignment with global qualification requirements and design more targeted, evidence-based MoUs.
Action Points:
i. Secure Harmonization of Skills and Mutual Recognition of Qualifications
• Conclude MoUs with destination-country authorities to align Indian certifications with
international qualification frameworks of national standards abroad.
• Harmonise occupational competencies and training requirements to ensure Indian skill
profiles match destination-country expectations.
• Develop equivalence matrices that clarify how Indian qualifications are accepted for
licensing, registration, or occupational entry in target countries.
• Integrate insights from global qualification frameworks (AQRF, PQF, EQF, ISCO-08) and
knowledge tools from international organizations into curriculum reform and MoU
negotiations.
27
STATES’ FRAMEWORK
ii. Align Curricula with Destination-Country Standards
• Adopt destination-country competency standards, assessment formats, and workplace
practice requirements within State training programmes.
• Standardize training nomenclature and curriculum with partner countries.
• Establish periodic update cycles to ensure training remains aligned with technological
shifts and employer expectations.
iii. Develop Progressive and Stackable Certification Pathways
• Map National Skills Qualifications Framework (NSQF) levels to international qualification
frameworks to create progression routes for workers seeking advanced roles abroad.
• Integrate bridge courses for workers to move from State-level training to internationally
recognised certifications.
iv. Establish Direct Employer and Industry Level Agreements
• Negotiate MoUs with overseas employers and industries to clarify job requirements,
training content, assessment methods, and placement volumes.
• Use these agreements to co-design training modules, schedule employer-led
assessments, and establish predictable recruitment pipelines.
• Introduce mechanisms for employer audits, feedback loops, and joint evaluation of
training outcomes.
v. Strengthen Social Protection and Worker Safeguards Through MoUs
• Incorporate clauses on safe recruitment, wage protection, work conditions, grievance
redress, insurance coverage, and return support into bilateral and employer MoUs.
• Ensure employer obligations on accommodation, orientation, contract transparency,
and on-site support are explicitly stated.
• Establish mechanisms for monitoring compliance through State departments,
embassies, and MEA platforms.
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STATES’ FRAMEWORK
vi. Operationalise MoUs Through Joint Working Groups
• Form working groups with partner governments and employers to implement recognition,
curriculum alignment, and placement commitments.
• Use these groups to resolve implementation gaps, respond to regulatory changes
abroad, and update training requirements.
Initiative in Focus: Government Tool Room and Training Centre (GTTC)
• The Government Tool Room and Training Centre (GTTC), Karnataka, established as an Indo-Danish
Project delivers technical skilling through 35 centres, offering 70% practical training and 30% theory
with 100% placement in long-term diplomas. Its 4-year flagship diploma dedicates the third year
entirely to internships.
• GTTC Overseas alumni of 2450+ are working in various MNCs internationally. With industry MoUs (e.g.,
Toyota) and 15 Centres of Excellence, GTTC integrates skilling, industry exposure, & international
mobility into one cohesive model.
Source: Insights shared by Government Tool Room and Training Centre (Government of Karnataka) during
Roundtable Discussion on International Mobility for Skilled Workers: Advancing the Training Ecosystem and
Strategic State Partnerships, at NITI Aayog on 13.06.2025
3.1.4 Industry Integration for Technical Skills
This industry engagement serves multiple purposes: it ensures that training is grounded in real
workplace contexts, provides workers with credible references from established companies, and
maintains relevant connections between the international and domestic economy that may facilitate
future return or investment.
Apprenticeship
Programmes
Technology Exposure Quality Standards Training
Structured workplace
learning combining
theoretical instruction with
practical experience in actual
production environments
Access to industrial
equipment and processes
ensuring workers develop
skills matching destination
country standards
Instruction in international
quality management
systems including ISO
certifications and industry-
specific protocols
29
STATES’ FRAMEWORK
Effective industry integration models include formal apprenticeship systems where workers spend
significant portions of their training period in actual workplace settings under supervision of
experienced practitioners. Industry associations should also be engaged in curriculum development,
assessment design, and certification processes to ensure that training outputs align with actual
employer requirements. Special attention should be paid to emerging sectors and technologies
where international demand is growing rapidly, such as renewable energy installation, advanced
manufacturing, and digital technologies.
Action Points:
i. Translate Industry Requirements into Training Delivery
• Use inputs gathered through existing employer engagements and MoUs to develop
curricula jointly with domestic and overseas employers to ensure alignment with actual
workplace requirements, tools, and standards.
• Co-brand selected training programmes with industry partners, signalling credibility to
overseas employers and strengthening placement prospects.
• Incorporate employer-defined competencies, equipment types, workflow processes,
safety norms, and digital tools that reflect destination-country workplaces.
ii. Develop Apprenticeship and On-the-Job Training (OJT) Pathways
• Establish apprenticeship and OJT arrangements with domestic industries whose
production environments mirror global employer practices.
• Define standardised training durations, competency checklists, and employer evaluation
protocols.
iii. Integrate Technical Vocabulary in Destination-Country Languages
• Introduce sector-specific terminology (tools, processes, safety commands, machine
parts, reporting terms) in destination-country languages as part of technical training
sessions.
• Coordinate with language training programmes to ensure consistency while keeping this
component focused on workplace communication.
• Use audio-visual demonstrations, bilingual manuals, and employer-provided materials
to familiarise candidates with the technical lexicon they will encounter on site.
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Initiative in Focus: Germany’s Ausbildung Programme
• Ausbildung combines formal vocational schooling and on-the-job training which is a “dual”
structure where trainees split their time between a vocational school and a company
workplace and related industry.
• This system typically lasts 2 to 3.5 years, depending on the trade or profession.
• For international participants (including non-EU citizens), no tuition fees are charged at public
vocational schools.
• During the in-company training phase, trainees receive a monthly stipend (paid by the
employer), which helps cover living costs.
• At the end of training, participants receive a trade-specific occupational qualification, which is
recognised in Germany and enables employment in the trained occupation.
• The system involves private companies and public vocational schools, regulated under
German law, thereby ensuring quality and standardisation across training programmes.
Source: Insights from Indo-German Green Skills Programme (IGGSP) Planning Workshop, GIZ on 14
November 2025; GoGermany. Ausbildung in Germany for Indian Students with Stipend .
https://gogermany.net/free-vocational-training-courses-in-germany/
3.1.5 Language Training and Cultural Orientation
Language proficiency and cultural competence represent essential enabling factors for successful
international worker placement and retention. Many destination countries levy specific language
requirements for work visa approval, professional licensure, or employment in customer-facing roles.
Beyond regulatory requirements, inadequate language skills constrain workers' earning potential,
workplace safety, social integration, and ability to navigate legal and administrative systems in
destination countries. State governments must therefore establish comprehensive language training
programmes specifically designed for workers in international mobility pathways, with curricula
emphasizing occupational vocabulary, workplace communication scenarios, and practical language
skills required for daily life abroad.
Action Points:
i. Develop Structured, Globally Aligned Language Curricula
• Create proficiency level-based curricula co-designed with international partners,
covering foundational communication, workplace functional language, sector-specific
terminology, and safety-related instructions.
• Integrate destination-country scripts, pronunciation standards, job-role vocabulary,
reporting formats, and basic documentation language to improve workplace readiness.
• Align teaching materials with internationally recognised proficiency and sectoral
language requirements.
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ii. Prepare Candidates for Cultural Adaptation and Workplace Integration
• Introduce modules that address workplace norms, hierarchy, communication styles,
conflict resolution, and teamwork expectations in destination countries.
• Include sessions on cultural shock, adaptation cycles, coping strategies, and social
norms such as housing, food, religious practices, climate, public behaviour etc.
• Provide country-specific orientation on rights, obligations, common workplace
challenges, and mechanisms for seeking support abroad.
iii. Build Capacity for International Language and Skills Examinations
• Establish language labs within ITIs, polytechnics and finishing schools, equipped for
training and practice for foreign language examination systems linked to overseas
recruitment.
• Standardise teaching materials, mock tests, and evaluation protocols to ensure
graduates meet required score thresholds for specific job roles.
iv. Reduce Financial Barriers Through Subsidies, Scholarships, and Stipends
• Recognise that language training and exam preparation are high-cost components and
introduce schemes to subsidise tuition, study materials, and exam fees.
• Provide subsidies, scholarships or stipends to encourage full-time learning for
candidates preparing for overseas certification or employer-specific tests.
• Offer targeted financial support for women, SC/ST candidates, and low-income
households.
Initiative in Focus: NORKA Roots, Kerala
• NORKA Roots provides pre-migration support including document legalisation, domain skilling,
and language training in English, Japanese, and German.
• German language courses from Common European Framework of Reference for Languages
(CEFR) A1 level to B2 level and English language courses for International English Language
Testing System (IELTS) and Occupational English Test (OET) are offered free of cost to candidates
from BPL category and SC and ST category, and for other APL categories only 25% fee is required.
Source: Insights shared by NORKA Roots (Government of Kerala) during Roundtable Discussion on International
Mobility for Skilled Workers: Advancing the Training Ecosystem and Strategic State Partnerships, at NITI Aayog on
13.06.2025 and https://nifl.norkaroots.org.
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3.1.6 Assessment, Certification and Placement
Assessment, certification, and recruitment form the operational core of the overseas mobility
pipeline. Ensuring that only qualified, well-prepared candidates enter international labour markets
requires rigorous testing systems aligned with destination-country standards, transparent
certification protocols, and a regulated recruitment ecosystem.
RAs play a central role in this process. For ECR countries, especially where women domestic workers
are involved, the MEA mandates that placements must occur only through approved State-run RAs.
These agencies provide a secure, accountable channel for overseas employment, ensuring
transparency in contracts, regulated fees, grievance handling, and worker protection. Alongside
State RAs, private RAs registered on the eMigrate platform are critical partners. They bring sectoral
networks, employer outreach, agility in responding to demand, and the ability to scale recruitment
across diverse occupations. MEA’s registration, compliance, and digital oversight ensure that private
RAs operate within legal and ethical boundaries.
Approximately 2,000 registered Ras, including State-run RAs, are currently part of the eMigrate
ecosystem. The updated list of registered RAs may be seen from the website of MEA at
https://www.mea.gov.in/Images/attach/03-List-4-2024.pdf.
Action Points:
i. Establish Assessment and Certification Systems Aligned to Global Standards
• Develop assessment protocols based on qualification standards agreed under bilateral
MoUs and employer requirements.
• Standardise evaluator training and certification to ensure fair, reliable, and consistent
assessments across institutions.
• Integrate employer validation for selected sectors to ensure certifications signal job
readiness.
ii. Adopt Internationally Benchmarked Certification Pathways
• Align State certification processes with global qualification frameworks and employer
recognition systems.
• Facilitate access to language and sector-specific international examinations across
regulated domains to ensure candidates meet destination-country standards and
occupational licensing requirements.
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iii. Operationalise the Placement Pipeline for Certified Candidates
• Maintain a structured pool of certified candidates, tagged by sector, skill level, district,
language proficiency, technical assessment results, and readiness status, creating a
searchable database for matching against overseas demand.
• Use job-matching protocols that compare employer vacancy requirements with
candidate attributes, applying filters such as occupation, certification level, language
proficiency, sectoral experience, and trade test performance to generate targeted
shortlists.
• Share shortlisted profiles with employers for evaluation through virtual or in-person
interviews, practical demonstrations, or task-based assessments, allowing employers to
validate competencies directly and assess workplace fit.
• Ensure candidates receive verified information on job roles, contract conditions, wages,
accommodation, working hours, safety requirements, and grievance channels before
confirming acceptance, enabling informed decision-making.
iv. Strengthen the Role of RAs within a Regulated Placement Ecosystem
• Ensure all international placements, including that to ECNR countries, occur through
MEA-registered private RAs or State-run RAs, eliminating unregulated intermediaries.
• Mandate use of eMigrate for contract verification, employer authentication, and
grievance tracking.
• Encourage private RAs to specialise by sector, geography, or employer cluster to improve
match efficiency.
v. Establish a Dedicated State-Run RA
• Create a State RA fully owned by the government to anchor ethical, safe, and affordable
migration pathways.
• Register the State RA on eMigrate, integrate it with PDOT centres and district mobilisation
systems, and position it as the primary channel for vulnerable groups and women
migrants.
• Use the State RA to negotiate employer pipelines, reduce recruitment costs, and improve
transparency in contract terms.
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vi. Ensure Ethical Recruitment & Worker Protection Throughout Placement Cycle
• Enforce zero-tolerance for overcharging, contract substitution, misleading job offers, and
exploitative intermediaries.
• Require RAs to maintain transparent fee structures, share verified job orders, and provide
pre-departure grievance channels.
• Monitor placement outcomes, retention rates, and worker feedback through the State
migration dashboard.
Initiative in Focus: CM-FLIGHT, Assam
• The Chief Minister’s Foreign Language Initiative for Global Human Talent (CM-FLIGHT) by the
Government of Assam is launched to facilitate ethical and structured overseas employment
through foreign language training aligned with mandatory / regulatory standards.
• The scheme prioritises Japan as a key destination, aligning training with Japanese-Language
Proficiency Test (JLPT) N2 level for overseas employment under Specified Skilled Workers (SSW)
Program.
• Empanelled Foreign Language Training-cum-Implementation Partners are responsible for the
complete placement lifecycle, including mobilisation, training, certification, overseas placement
facilitation, visa support, and post-placement assistance.
• The scheme provides post-placement financial assistance of ₹50,000 per candidate, released
after the candidate produces a Certificate of Eligibility, confirmed job offer, visa, and confirmed
air ticket, to support initial settlement and relocation in the destination country.
• Overseas placement is routed through MEA-licensed recruitment agencies, with formal
agreements and compliance with emigration regulations.
Source: Assam Skill Development Mission. (2025). Scheme – CM FLIGHT (Chief Minister’s Foreign Language
Initiative for Global Human Talent). Government of Assam.
https://asdm.assam.gov.in/sites/default/files/scheme-cm_flight.pdf
3.1.7 PDOT, Documentation and Visa Facilitation
The transition from training completion to actual overseas deployment represents a critical phase
requiring coordinated institutional support to navigate complex documentation, regulatory
clearances, and visa procedures. Streamlined systems for pre-departure orientation, documentation
processing, and visa facilitation can reduce deployment timelines and costs while minimising the
risk of workers falling prey to fraudulent intermediaries.
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At present, India has a limited network of Migration Resource Centres (MRCs), located in Kochi,
Hyderabad, Gurgaon, Chennai, and Lucknow.
52
Existing migration support is delivered through a
limited number of central walk-in centres, State recruitment agencies, training institutions, PDOT
centres, and digital platforms. While these mechanisms perform important functions, service
delivery remains fragmented across institutions and locations.
In this context, States may consider establishing integrated service centres, “Mobility Resource
Centres (MRCs)”, which would function as institutional interfaces for last-mile service delivery of
mobility related services.
One-Stop Mobility Resource Centres: Strengthening the Last-Mile
As States expand their international mobility systems, the lack of a distinct, reliable, and accountable
last-mile interface often becomes a bottleneck for aspirants. Fragmented information channels,
inconsistent documentation practices, and dependence on informal intermediaries increase risks
and limit equitable access. MRCs can address this institutional gap by providing a single platform
through which candidates can access accurate information, structured preparation, and essential
pre-departure services.
MRCs shall function as transaction points, advisory centres, and quality-control nodes within the
mobility ecosystem in the following ways:
Providing Integrated Service Delivery through MRCS:
• Counselling and Career Navigation: Provide structured counselling that helps candidates
understand sectoral requirements, destination-country norms, job roles, wage structures,
52
Ministry of External Affairs, Government of India. (n.d.). Contact details of OWRC and Migrant Resource Centres
(MRCs). mrc.pdf
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mobility pathways, and likely costs. Use intake profiling to assess suitability, identify
readiness gaps, and flag risk factors at the outset.
• Application and Documentation Support: Assist candidates in completing and organising
documentation required by employers and destination-country regulators. Standardise
Curriculum Vitae (CVs), certificates, and identity records into a mobility dossier aligned with
eMigrate requirements. Conduct pre-screening to reduce errors that often lead to rejection
at later stages.
• Pre-Departure Orientation: Deliver PDOT aligned with MEA guidelines, with emphasis on
contract literacy, workplace expectations, safety norms, reporting lines, and grievance
redress options.
• Grievance Redressal and Welfare Linkages: Operate a structured mechanism for receiving
and addressing complaints or concerns raised during the pre-departure phase. Identify
indications of fraud, contract substitution, or misinformation early. Provide linkages to legal
support, insurance schemes, and welfare services to reduce vulnerability.
Institutionalization of Remittance Facilitation and Financial Literacy
• Financial Preparedness for Migration: Deliver targeted financial literacy modules that
address budgeting for migration costs, expected disposable income by sector, debt
management, safe remittance channels, and long-term savings and investment options
suitable for migrant households.
• Household-Level Financial Planning: Conduct sessions for families to ensure they
understand remittance flows, avoid over-borrowing, and plan for consistent savings. Support
candidates and households in activating bank accounts, understanding exchange rate
implications, and using regulated digital remittance platforms securely.
Action Points:
i. Standardise Documentation and Pre-Verification Systems
• Enable expedited processing of passports, police clearances, medical examinations, and
credential authentication through coordinated inter-agency protocols.
• Implement document pre-verification checks to reduce rejection rates during employer
and embassy scrutiny.
• Establish standard templates for CVs, certificates, experience records, and job-specific
dossiers aligned with destination-country requirements.
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ii. Institutionalise Contract Registration and Transparency Measures
• Ensure all employment contracts are reviewed, registered, and verified prior to visa
processing.
• Provide candidates with detailed briefings on contract terms, wage structures, overtime
rules, deductions, leave policies, and grievance procedures.
• Detect risks of contract substitution early by comparing final contracts with employer-
issued job orders.
iii. Strengthen PDOT Delivery and Context-Specific Preparation
• Deliver PDOT in workers’ native languages with trainers familiar with destination-country
work cultures.
• Include modules on legal rights, compliance responsibilities, workplace hierarchy,
cultural expectations, and behavioural norms.
• Provide guidance on emergency contacts, embassy services, and welfare mechanisms
available in the destination country.
iv. Streamline Visa Facilitation and Embassy Coordination
• Establish liaison arrangements with destination-country embassies to support
standardised visa application processing.
• Facilitate bulk or group visa submissions through bilateral channels.
• Provide structured support for form submission, appointment scheduling, biometric
requirements, and document compilation.
v. Strengthen Financial Literacy and Household Preparedness
• Offer modules on safe remittance channels, foreign exchange awareness, budgeting,
savings tools, and long-term planning.
• Educate candidates on avoiding predatory lending, informal borrowing, and high-interest
loans used to finance migration.
• Provide guidance on opening bank accounts, using digital remittance platforms, and
verifying regulated service providers.
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vi. Introduce Family PDOT and Pre-Migration Orientation for Households
• Conduct orientation sessions for families, especially for those of women candidates,
explaining contract terms, worker rights, destination-country norms, and emergency
procedures.
• Prepare households for communication protocols, including time-zone differences,
emergency contact channels, and embassy support.
• Train families on remittance management, debt repayment planning, and safeguarding
against financial fraud.
Initiative in Focus: Family-Integrated PDOT, Karnataka
Karnataka Skill Development Corporation (KSDC) (MEA-empanelled State RA) has
institutionalized PDOT+ as a mandatory, family-inclusive framework, ensuring that
international placements are ethical, safe, and fully transparent.
• Mandatory Family Participation: At least one parent or guardian engages in PDOT
sessions (physical or virtual) to review employment contracts, salary structures,
accommodation, and grievance redressal mechanisms.
• Holistic Candidate Preparation: Sessions cover worker rights, cultural orientation,
professional conduct, workplace expectations, and safety protocols.
• Enhanced Transparency & Trust: Active family involvement reduces misinformation
and strengthens confidence in the migration process.
• Continuous Post-Placement Support: A 24/7 helpline provides real-time assistance
for candidates and their families, addressing any challenges abroad.
Source: Insights shared by Karnataka Skill Development Corporation (Government of Karnataka) during
Roundtable Discussion on International Mobility for Skilled Workers: Advancing the Training Ecosystem and
Strategic State Partnerships, at NITI Aayog on 13.06.2025
3.1.8 Post Placement Monitoring and Welfare Support
Effective overseas mobility systems extend beyond deployment; they include sustained monitoring
of workers, timely welfare support, and institutional mechanisms to protect workers and their
families throughout the employment cycle. Post-placement monitoring also provides States with
real-time insights into worker safety, employer compliance, contract adherence, and retention
trends, which can be fed back into training, screening, and placement systems.
States can strengthen these functions by integrating welfare tracking into the State Migration
Dashboard, coordinating with MEA, partnering with Indian Missions abroad, and building
structured support for families left behind. This holistic approach ensures that mobility generates
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long-term social and economic benefits while mitigating risks associated with exploitation, unsafe
living conditions, or social stress on migrant households.
Insurance and Social
Security
Ensure that all migrants are
enrolled in PBBY or equivalent
protection schemes, with
expanded options for life and
accident insurance, overseas
medical assistance, and
repatriation support.
Safe Migration
Tracks for Women
Create secure, regulated
recruitment and training
pathways for women
migrants engaging only
verified employers who
provide safe
accommodation and
workplace conditions.
Welfare of
Migrants’ Families
Support families through
access to social protection
schemes, education and
vocational training. Provide
subsidies, scholarships,
and mentoring for spouses
and children.
Action Points:
i. Monitor Post-Placement Data through State Migration Dashboard
• Integrate worker deployment, employer details, contract duration, and location data into
the State Migration Dashboard for continuous monitoring.
• Use dashboards to track retention, workplace incidents, contract disputes, and
emergency alerts in coordination with Indian Missions.
ii. Ensure Universal Insurance and Social Protection Coverage
• Ensure all outbound migrants are enrolled in the PBBY or equivalent schemes.
• Coverage can be expanded to include life and accident insurance, overseas medical
assistance, repatriation and emergency support.
• Leverage MEA’s MADAD portal and ICWF to address grievances and provide emergency
aid.
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iii. Develop Safe Migration Pathways for Women Workers
• Ensure that only verified employers through State-run RAs are engaged who provide safe
accommodation and living arrangements.
• Maintain dedicated women-specific helplines and mentorship networks.
iv. Expand Education and Skill Development for Dependents
• Offer vocational programmes, scholarships, and targeted skill-building initiatives for
children and spouses of migrants.
• Integrate dependents into State skilling schemes to diversify household incomes and
strengthen economic stability.
3.1.9 Returnee Reintegration and Skill Upgradation
Returnee reintegration represents both a humanitarian obligation and an economic opportunity.
Workers returning after international deployment possess valuable skills, international work
experience, financial capital, and cross-cultural competencies that can contribute substantially to
domestic economic development. However, without structured support, returnees often struggle to
find employment matching their enhanced skill levels or face social stigma and economic
challenges. State governments should establish comprehensive reintegration programmes including
credential recognition for skills acquired abroad, preferential access to government employment or
procurement opportunities, business development services for potential entrepreneurs, and
continuing education pathways enabling further skill advancement.
Domestic Market
Reintegration
Smooth transition back into
the domestic labour market,
ensuring that international
experience is valued and
utilized.
Global Experience
Recognition
Mechanisms to formally
recognize and validate skills,
certifications, and experience
gained abroad, enhancing
career progression.
Continuous Skill
Development
Opportunities for further
upskilling and reskilling,
allowing returnees to adapt
to evolving domestic
industry demands.
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Action Points:
i. Support Domestic Labour Market Re-Entry
• Integrate returnees into job market by recognising international experience in recruitment
processes.
• Create employer sensitisation programmes encouraging industry to value global
competencies, multilingual skills, and international work discipline.
ii. Implement Upskilling and Certification Pathways for Returnees
• Create accelerated assessment and certification routes that recognise skills acquired
abroad and map them to domestic qualification frameworks.
• Provide priority access to advanced upskilling programmes, instructor certifications, and
sectoral master-trainer tracks for returnees.
• Maintain a returnee skills registry capturing overseas job roles, competencies, and
certifications to guide targeted placement or enterprise support.
iii. Leverage Returnees as Master Trainers and Curriculum Contributors
• Create pathways for returnees to become certified master trainers in technical trades and
destination-country languages.
• Formalise their role in curriculum development, trade test design, PDOT delivery, and
sector-specific language training to embed real global workplace standards into the
training ecosystem.
• Develop knowledge-sharing forums enabling systematic transfer of global best practices.
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iv. Provide Incubation Support and Access to Credit
• Offer startup toolkits, seed grants, and subsidised equipment packages tailored to
returnees with technical backgrounds.
• Facilitate soft loans, working capital, and low-interest credit products tailored for
returnees starting enterprises or preparing for re-migration.
• Provide incubation support for micro and small enterprises, including market linkages,
compliance assistance, and business advisory.
• Integrate returnee enterprises into State value chains, cluster development initiatives,
and procurement ecosystems.
v. Enable Circular Mobility and Repeat Migration Pathways
• Create mechanisms for returnees to re-enter overseas labour markets through structured
short-term or project-based mobility schemes.
• Offer continuous upskilling to keep returnees competitive for subsequent migration
cycles.
• Enable circular mobility to maximise remittances while ensuring accumulated
international experience benefits domestic productivity.
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STATES’ FRAMEWORK
Way Forward: Positioning India
as Global Skills Capital
4.1 Synthesis of the States’ Framework
As the preceding sections illustrate, advancing international mobility for skilled workers requires a
coherent framework in which institutional capacity, regulatory compliance, employer
engagement, and welfare safeguards operate as mutually reinforcing components. When States
internalise this lifecycle-based design, they establish mobility systems that are both structurally
robust and operationally predictable. Such systems enable a shift away from reactive, placement-
driven approaches toward anticipatory, capability-led models that can respond to evolving global
labour market dynamics.
The framework gains practical depth when States draw upon established institutional practices
and operational innovations. Experiences ranging from district-level skill mapping and employer-
linked training models to regulated recruitment ecosystems and structured reintegration pathways
demonstrate how mobility systems can be grounded in implementable mechanisms. Embedding
these design elements within State systems strengthens implementation readiness and facilitates
alignment with international labour market requirements, including principles of fair recruitment,
skills recognition, and safe, dignified return and reintegration as reflected in the Global Compact
for Safe, Orderly and Regular Migration, adopted by the UN General Assembly in 2018.
53
53
International Organization for Migration. (2018). Global Compact for Migration. https://www.iom.int/global-compact-migration
4
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The cumulative effect is the emergence of an integrated system in which data architectures,
regulatory protocols, skilling institutions, and worker protection mechanisms are aligned around
clearly defined sectoral priorities. Within such a system, States are positioned to build calibrated
skill supply pipelines linked to real-time demand, enhance transparency and accountability across
recruitment and deployment processes, and institutionalise safeguards that reduce worker
vulnerability across the migration lifecycle.
4.2 Moving India’s Skills to the World
A credible way forward requires reconceiving labour mobility as a system-level construct rather
than a collection of discrete programmes.
• Governance integration becomes the organising principle through which policy,
regulation, data, and institutional capacity are aligned into a single operating design. Such
integration enables mobility systems to behave as coherent platforms that grip, interpret,
and respond to external labour market signals rather than as disjointed pipelines driven by
episodic demand.
• Market responsiveness, in this formulation, is not a matter of tactical adjustments but of
embedding adaptive capabilities that allow institutions to recalibrate supply, standards,
and training intensity in line with evolving global requirements.
• System scalability should be the next priority after institutionalizing the framework to
extend the reach, complexity, and sophistication of the mobility ecosystem without
compromising its internal coherence. A scalable architecture can absorb new sectors, new
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STATES’ FRAMEWORK
geographies, and new regulatory demands while maintaining alignment across
assessment norms, institutional roles, and quality controls. Scalability also reflects the
system’s ability to orchestrate higher volumes of workers, deeper employer engagement,
and more diverse mobility pathways through modular expansion rather than ad hoc
improvisation.
• Circular mobility should further be embedded as a core characteristic of the mobility
ecosystem to ensure that international labour mobility generates sustained domestic
developmental gains rather than unidirectional workforce outflows. A circular mobility
architecture enables workers to return with enhanced skills, international work exposure,
technological familiarity, savings, and professional networks, which can subsequently
contribute to domestic productivity, entrepreneurship, innovation diffusion, and local
capacity-building.
This framework calls for a fundamental paradigm shift where the operationalization of a demand-
driven, globally interoperable migration ecosystem represents a transformative shift in how States
engage with international labour mobility. Integrating mobility facilitation into State skilling and
employment systems allows the driving of talent development and capture higher-value
employment opportunities, enhance remittance inflows while fostering knowledge transfer.
Aligned with Vision Bharat@2047, this model has the potential to capitalize on India’s
demographic dividend, ensuring that the workforce of the next quarter-century is equipped to drive
inclusive growth, global competitiveness, and sustainable human capital augmentation. It can
pave way for a federated yet integrated system where States leverage national platforms and
international partnerships to continuously adapt to demands of a borderless professional world.
The implementation of this framework through concerted efforts can empower India to emerge as
a leading supplier of talent, transforming international mobility into a catalyst for economic
dynamism, societal advancement, and long-term advantage on the world stage.
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