ESG in Global Mobility: Turning the Tide on Air Shipments.

by | Jun 20, 2023 | News

In an era where environmental, social, and corporate governance (ESG) is gaining significant traction, it is crucial for global mobility programs to evaluate and modify their transportation methods accordingly. Air shipments have long been the go-to choice for international relocations and corporate moves due to their speed and efficiency. However, the environmental impact of air cargo emissions cannot be overlooked. As a greener alternative, sea container shipments present a compelling case for global mobility programs to transition towards more eco-friendly transportation modes. In this article, we explore the advantages of sea container shipments and emphasize the need for a shift away from air shipments.

How Air Shipments Impact ESG in Global Mobility:

Air cargo plays a vital role in global trade and mobility due to its rapid delivery times and efficient logistics. However, the environmental repercussions are substantial. Aircraft emit greenhouse gases, including carbon dioxide, nitrous oxide, and particulate matter, contributing significantly to global warming and air pollution. The carbon footprint of air shipments is disproportionately high compared to other transportation modes, making it imperative for businesses and global mobility programs to seek sustainable alternatives.

The image below is a comparison of typical CO2 emissions between modes of transport (measured in grams of CO2 per metric ton of goods shipped per mile). Other sources estimate that flights emit 500 grams of CO2/metric ton of cargo per kilometer of transportation. However, ships emit only between 10 to 40 grams of CO2 per kilometer.

The Advantages of Sea Container Shipments:

Reduced carbon footprint:

Sea container shipments emit significantly lower carbon dioxide per ton-mile compared to air shipments. Large cargo vessels have higher fuel efficiency and capacity, allowing them to transport goods in bulk, thus reducing per-unit emissions. This makes sea container shipments a more environmentally friendly option, particularly for long-distance relocations.

When paired with environmentally-friendly services such as Discard & Donate, global mobility programs take their ESG commitments to the next level. Not only does Discard & Donate reduce the cost of each household goods shipment for employers, it reduces the overall carbon footprint of air, sea, and ground shipments by eliminating the transportation of unneeded items and reducing the amount of packaging materials.

Cost-effectiveness:

Sea freight is generally more cost-effective than air transportation, especially for bulky or heavy shipments. By embracing sea container shipments, global mobility programs can potentially reduce shipping expenses, allowing for more flexible budget allocations or investments in sustainable practices.

Improved packaging and consolidation:

Sea container shipments necessitate careful packaging and consolidation due to the longer transit times involved. This requirement often results in more efficient use of space, reducing the overall volume of shipments. Effective consolidation reduces the number of containers needed and maximizes the use of vessel capacity, contributing to a more sustainable supply chain.

ESG-friendly modes for last-mile delivery:

While sea container shipments are not as fast as air shipments, various sustainable last-mile delivery options, such as rail or road transport, can be utilized to bridge the gap. This multimodal approach ensures that sustainability is maintained throughout the entire logistics process, from port to final destination.

Promoting circular economy practices:

The longer transit times of sea container shipments provide an opportunity for companies and individuals to adopt circular economy principles. By embracing sustainable packaging, reusing materials, and optimizing supply chains, global mobility programs can contribute to reducing waste and promoting responsible consumption practices.

Conclusion:

As the world continues to grapple with environmental challenges, it is crucial for global mobility programs to proactively shift away from air shipments and embrace ESG-friendly transportation alternatives. Sea container shipments provide numerous advantages in terms of reduced carbon emissions, cost-effectiveness, improved packaging practices, and opportunities for circular economy practices. Global mobility programs should consider the following steps to reduce their carbon footprint:

  1. Communicate the difference in CO2 emissions between air, road, and sea shipments. Your employees may self-select a more eco-friendly option (if feasible), sending fewer items in their air shipments or not utilizing them at all.
  2. Reduce the size of the air shipments offered. Instead of an LDN air shipment container which has a weight capacity of 750 lbs, consider reducing this entitlement to a D air shipment container which has a weight capacity of approximately 500 lbs.
  3. Implement programs such as Discard & Donate to reduce shipment sizes, thereby reducing organizational costs and CO2 emissions.
  4. Offer a cash allowance in lieu of the air shipment, or eliminate the air shipment option altogether.

By transitioning to sea container shipments, global mobility programs can play an active role in minimizing their environmental impact and contributing to a greener future. Embracing sustainable shipment modes is not only an ethical responsibility but also a business imperative that aligns with the growing global focus on environmental sustainability.

6 Ways to Align Global Mobility & Talent Acquisition

by | Jun 8, 2023 | News

Has your organization strategically aligned your global mobility and talent acquisition stakeholders? Or do your teams feel siloed with different priorities and understandings? Read below to discover 6 ways to align global mobility and talent acquisition teams, including insights from Reda Belabed, GMS, a global mobility and immigration leader previously with Honeywell and General Electric, and WHR Global’s Strategic Initiatives Manager, Sean Thrun.

You’re not alone if you feel your global mobility and talent acquisition teams aren’t working towards the same objectives! Fortunately, there are several common-sense steps you can take to improve your talent mobility and ensure these stakeholders are working as a cohesive team.

When global mobility and talent acquisition teams are aligned, your highly specialized employees are hired quickly and compliantly.

1. Distribute “How To” Relocation Guides to your Global Mobility and Talent Acquisition Teams for Core Locations

Distribute “How To” guides to your talent acquisition and global mobility teams. These should be mission-critical things they must know for your company’s core locations, including immigration, tax, and recommended relocation support. For example:

      • Your company regularly hires executives to work in your Netherlands Global Center of Excellence. Are your teams applying for the Netherlands’ 30% ruling? Is your talent acquisition team responsible for ensuring each applicant meets the 30% ruling’s requirements before presenting the job offer? For example, your talent acquisition representative must ensure the candidate has specific expertise, is recruited greater than 150 km from the Netherlands border, and more.
      • Due to the highly specialized nature of your business, you are recruiting internal and external candidates for a position in the U.S. Is your talent acquisition team familiar with U.S. visa types, such as the L-1 visa for intracompany transfers, or the H-1B visa for specialty occupations? Your talent acquisition teams should know the basic requirements for each visa type before attempting to source foreign talent.
      • Your RMC should proactively guide the level of relocation support needed by country for your core locations. For example, this 2023 Destination Services Benchmark Report indicates the minimum, average, and recommended level of destination support by country, family size, and employee level. The report also indicates if leases should be personal or corporate, how long it takes to receive a security deposit return, and which components are most challenging.
WHR Global Ask an Expert Destination Services Benchmarking Switzerland

2. Review Talent Acquisition Metrics such as Time-To-Fill

Unfortunately, TA (talent acquisition) is not only measured based on the volume/quality of positions filled but mostly on the Time-To-Fill (TTF) which often widens critical gaps between the organizational needs, candidates’ experience and the tough reality of compliance.

I’ve implemented a cross-functional pre-assessment process for what I called “Immigration Hire-ability”, where permissible by law. Where it has been applied, I’m quite comfortable with the level of partnership it managed to increase between the two functions (and ultimately mitigate the risks of “bad hires”). In other places, Data Privacy regulations along with Fair-Employment Practices appeared to be hurdles to the implementation. There’s not a lot of flexibility when it comes to Labor and Employment, through Works Councils and the likes and it’s really been a challenge.

One of the plasters we have been focused on in these instances is increased (and repeated) training and education sessions with the recruiters to get them up-to-speed with “what they need to look out for/how to identify red flags” and review the overall communication strategy (up to offer accept), to enable all stakeholders to have a better understanding of the potential risks inherent to the hiring of Candidates on an immigration status and/or sponsorship requirements and responsibilities (incl. cost, timelines, immigration lifecycles, as well as talent management strategies).

I guess we’re all progressing but there’s still a long way before we can say we’re comfortable with the level of collaboration and partnership, with a 100% Candidate satisfaction, an improved TTF metric and a satisfactory pre-hire Immigration Compliance assessment.

Reda Belabed, GMS

Global Mobility & Immigration Leader, Previously at Honeywell & General Electric

3. Implement Pre-Acceptance Checkpoints to Increase Success Rates

As alluded to above, mobility programs can greatly increase assignment acceptance and success rates by implementing various pre-acceptance checkpoints.

      • Retain the services of a reputable tax firm. In addition to country briefings for assignees, they can provide invaluable guidance to talent acquisition teams. At a minimum, ensure your talent acquisition teams are familiar with the concepts of tax assistance, equalization, and totalization agreements. Provide pre-acceptance tax briefings to all foreign applicants.
      • For country-specific tax briefings, applicants should be aware of their options before accepting the position, as any misunderstandings can greatly increase the risk of a failed relocation or assignment. Assignees (especially those within executive or director-level positions) may have complicated investment portfolios of stocks, stock options, bonds, real estate holdings, precious metals such as gold, etc. The employee’s options will vary greatly depending on the location, citizenship(s), and relocation type (permanent transfer, long-term assignment, short-term assignment, commuter, business traveler). 
      • As mentioned above in step 2, build your own cross-functional pre-assessment process (a.k.a. immigration hire-ability guide) where the law permits. However, you should be cognizant of challenging jurisdictions such as the United States and European Union, as further detailed by Reda Belabed:

    Countries like the US where questions can be limited to “will you or in the future require sponsorship” and other EU countries where requesting personal information/data can be considered as PII and a hinderance to fair employment practices/discrimination at hiring. Geographies like the Middle East (GCC, in particular) are more open to these assessments.

    Authorities having a long history of foreign and diverse workforce tend to allow/promote the recourse to hireability checks based on sponsorship requirements but also advocating for more transparency in terms of “quotas”. Not that nationality quotas are something to condone, but the transparency around it helps the pre-determination of feasibility – instead of engaging with candidates through the offer stages only to discover it may not be possible. From an organizational standpoint, the process is quite transparent and streamlined.

    Reda Belabed, GMS

    Global Mobility & Immigration Leader, Previously at Honeywell & General Electric

    4. Pre-decision Calls through your Relocation Management Company (RMC)

    Your global mobility team and RMC may also choose to implement pre-decision calls. In relocation management, pre-decision calls ensure that the candidate understands the relocation package they’ll be receiving. However, they’re also an opportunity for your RMC to promote your company and benefits package and alleviate any concerns the employee or family may have.

    Pre-decision calls also prevent discrepancies or misunderstandings once the employee accepts the offer and begins the relocation process. For example, after the pre-decision call, the employee knows exactly which package they will receive, how much each relocation allowance will be, and more. Oftentimes, there is a disconnect between the relocation package quoted by a talent acquisition or HR business partner and the relocation package implemented by the RMC. This may boil down to human error or someone operating on an old/outdated policy. These discrepancies can be minimized when the RMC explains the relocation package pre-decision and implements the relocation package post-acceptance. 

    Align Global Mobility & Talent Acquisition

    5. Optimize Your HRIS for Maximum Talent Mobility

    Your organization can maximize talent mobility by creating custom fields, objects, and reporting in your HRIS (human resources information system). For example, in ADP, your organization can build and manage a talent pool of applicants willing to relocate for open positions. However, your organization shouldn’t overlook existing employees willing to relocate for an intracompany transfer. Existing employees should understand your products, services, and expectations, reducing hiring and training costs. 

    According to SHRM benchmarking, the average cost of hiring an executive is $28,329 USD. However, many employers estimate that the total cost to hire a new employee can be three to four times the position’s salary. This is a combination of hard costs, such as recruiters, and soft costs, such as the time it takes for department leaders and managers to support the hiring and training process.

    Instead of sourcing new candidates from scratch, speak with your IT department about adding custom fields and objects and reporting to your HRIS system. Then, existing employees can indicate in their HR profile if they’re willing to relocate for a new position. Within the custom reporting, you can also add filters to narrow your talent pool to high-performing employees who are willing to relocate, combined with past performance reviews already loaded in the HRIS.

    Online recruitment application and one day specialist search service concept with man finger on virtual digital interface with personal cards with rating

    6. Conduct Regular Training Sessions With Talent Acquisition Teams

    Regular training sessions ensure your talent acquisition teams have access to the same systems, resources, and responses to questions that are frequently asked by candidates pre and post-acceptance. Training sessions also provide new talent acquisition team members an opportunity to learn more about the mobility packages your employees are receiving and reinforce the message that all talent acquisition teams should follow the same standardized processes.

    Relocation management companies regularly arrange training sessions with talent acquisition teams and relevant stakeholders to improve talent mobility. These training sessions can include:

        • On-site training sessions from the relocation management company for mobility, TA, and HR teams. Depending on the size of your mobility program, your RMC may conduct these training sessions for free or just request your company to cover hotel and travel costs (depending on the distance and duration).
        • Virtual webinar-style training sessions from the RMC.
        • Country or region-specific training for your organization’s key locations, or locations presenting unique difficulties.
        • Insights from destination services providers (DSPs) and rental agents around market updates, cultural norms, and best practices.
        • Guidance from immigration firms on red flags, quotas, estimated timelines, minimum salaries, labor market testing requirements, and more.

    We have achieved significant success in transitioning regional structures to a centralized global mobility program by conducting regular training sessions with talent acquisition leaders. These sessions primarily focus on journey maps and crucial considerations throughout the process. By actively involving regional TA stakeholders in discussions about mobility benefits and desired outcomes, we have observed a noticeable increase in their willingness to adopt standardized processes.

    Sean Thrun

    Strategic Initiatives Manager, WHR Global

     

    In conclusion, aligning global mobility and talent acquisition teams is crucial for organizations to ensure efficient hiring and successful talent mobility. By distributing relocation guides, reviewing talent acquisition metrics, implementing pre-acceptance checkpoints, conducting pre-decision calls, optimizing HRIS systems, and conducting regular training sessions, organizations can foster collaboration and enhance the effectiveness of these teams. Achieving alignment leads to the swift and compliant hiring of specialized employees, reduces risks, improves time-to-fill metrics, and ultimately enhances overall candidate satisfaction and immigration compliance. Continued efforts and investment in aligning these teams will contribute to a more streamlined and successful talent acquisition process.

    Moving Industry Updates Your Global Mobility Team Should Know

    by | May 31, 2023 | News

    Here are the moving industry updates your global mobility team should know. In this article, we’ll hear from the President & CEO of Aaversal Global Relocation, Hosea Bottley, as well as WHR Supply Chain Manager Adam Rasmussen. As always, your employee’s best chance at a successful move is to plan ahead, stay flexible with changes, and give plenty of advanced notice!

    Moving Industry Updates Your Global Mobility Team Should Know 2023

    Peak Season in the Moving Industry

    In the U.S., Memorial Day is right around the corner and the weather is heating up. For many of us, that means more time outside and enjoying friends and family get-togethers. For the household goods moving industry, that means something entirely altogether different. Summer volume in the moving industry tends to be much heavier than other times of the year. Peak season in the moving industry is from May to August. In fact, WHR estimates that half of the total shipments annually take place during this period. With that in mind, it is important to be prepared for the heavy volume if you are planning a relocation during this timeframe.

    According to the US Census Bureau, there was a decline in moves from 2019 to 2021 (no doubt related to the COVID-19 pandemic). However, a market research report by Technavio also expects the moving services industry within the United States to accelerate at a compound annual growth rate of 2.04% from 2021 to 2026. These fluctuations, paired with peak season, are difficult to forecast for moving companies. This typically exacerbates the undersupply of labor in peak season. Relocating employees should ideally request their pack and load dates 4-6 weeks in advance to ensure their preferred dates can be met.

    Insights from Aaversal Global Relocation

    The biggest issue is transportation of lithium batteries for GSA shipments... Capacity is not an issue at this time. Some agents are 2-3 weeks out, last year it was 5-6 weeks for some agents. There is no port congestion at any of the ports at this time. Trucking drayage (the transport of freight from an ocean port to a destination) is 3-5 days versus 2-3 weeks last year.

    Hosea Bottley

    President & CEO, Aaversal Global Relocation

    Insights from WHR Global

    We are cautiously optimistic after several years of extremely volatile volume and rates in the international shipping industry. Things appear to be settling into a “normal” rhythm in terms of volume and pricing.

    Container shortages, port congestion, and overall supply chain disruptions and issues do not appear to be as rampant in international shipping. However, that doesn’t mean that international shipping will be easy with no challenges as summer is a busy time of year to ship internationally as well.

    Many carriers have implemented general rate increases in preparation for the peak season, particularly out of the Asia-Pacific region. The best chance for your global mobility teams to have successful relocations is to:

    • Plan ahead,
    • Give plenty of notice, and
    • Be flexible with changing dates, increased shipping times, or fluctuating rates.
    Adam Rasmussen

    Supply Chain Manager, WHR Global

    WHR Global’s Supply Chain Department is well prepared for the 2023 summer peak moving season. After navigating the supply chain crises of the past few years, we continue to monitor the moving industry while building and maintaining relationships with quality supplier partners. Through WHR Global’s Opportunity Board and Move Management Platform (MMP®), we can find the right provider for each transferring employee on a case-by-case basis while keeping our clients apprised of moving industry updates.

    WHR chooses recipients of its 2023 Partner in Quality Award

    by | May 30, 2023 | News, Press Release

    WHR Global (WHR) announced its 2023 Partner in Quality Award winners. Recipients are WHR partners who exceeded customer satisfaction and service excellence throughout 2022. To be considered for a Partner in Quality Award, a partner must complete at least 20 transactions in the previous year and receive performance rankings within the top one percentile of the relocation partner’s service category. The award winners listed below exceeded WHR’s expectations in cost management, customer satisfaction, quality and supply chain management.

     

    We are extremely thankful to our entire supplier network, but specifically to these companies that have gone above and beyond in service and partnership. Their dedication and commitment to excellence have helped WHR Advance Lives Forward® of countless relocating employees.

    2023 Partner in Quality Award Winners (in no particular order)

    • LARM
      Coral Springs, FL 33077

    Global Mobility: The Best Assignment Types for your Program

    by | May 19, 2023 | News

    Are you looking to expand your business globally and send employees on expatriate assignments? It’s important to choose the right type of assignment for your global mobility program. In this blog, we’ll explore the best types of expatriate assignments and how they can benefit your global mobility program. 

    global mobility assignment types

    Global Mobility Assignments Explained

    Finding the right person for an open position can be difficult. When you find that perfect fit, you’ll do what it takes to get them to their new location. However, relocating someone internationally can be a difficult task without proper guidance and support. Even if your global mobility program offers cost of living allowances, ships their household goods, or helps them find an amazing new home, expatriate assignments often go wrong over time.

    Housing, cultural adjustment, family adjustment, and a new work environment can all lead to poor productivity. This is especially true if the assignment takes someone far away from their loved ones for an extended period of time. Therefore, it’s important that you understand the advantages and disadvantages of the most common types of expatriate assignments: long-term, short-term, and typical business travel.

    Some global mobility programs choose to use just one type of assignment, or include multiple different options. This decision often depends on the employee and the position available. Either way, finding the best fit for both your company and your employee will ensure both are successful long term.

    What is a long-term expatriate assignment?

    There is no single definition of what constitutes a long-term expatriate assignment. However, a long-term expatriate assignment generally has a 12-month to 36-month duration. Some companies may define a long-term expatriate assignment as work that lasts a minimum of two years but not longer than five years. One of the most important things to note is that this type of assignment is not a permanent transfer; the employee intends to return to his or her home country after the long-term assignment is complete.

    Common relocation benefits provided to the employee on long-term assignment may include: immigration support, tax assistance, pre-assignment trip, household goods shipment(s), allowance payments, final move trip, temporary housing, cultural training, language training, spousal assistance, medical insurance, housing support, tuition reimbursement, and more. It’s best practice for the level of support offered to the employee to be commensurate with their experience, tenure, salary, and family size. However, the company may take geographical factors into consideration. For example, if the public school system is insufficient in the host country, assignees may receive tuition support for private schools. Due to the multi-year arrangement, it’s common for employees to secure a personal rental lease and bring their own furniture and furnishings from their home country. 

    Pros

    The benefits of expatriate work go both ways. You have the opportunity to dispatch your best talent to international partners and help them build and grow their international business. Additionally, your workers have the opportunity to expand their knowledge of different cultures and markets and enhance their careers with overseas experience.

    The specifics of each long-term assignment vary greatly depending on industry and location. In the past, it was important to instill the culture of the parent company into the foreign entity and help drive revenue growth in the overseas location. Today this still exists, but the opposite is also true. Overseas workers are being deployed to the parent country or other countries to gain experience, transfer knowledge, and run specific project-based work. How companies handle expatriate assignments are changing as global travel is now just as common as traveling within your own country.

     

    Cons

    Companies know that employee dissatisfaction with long-term expatriate assignments is a problem. The most striking example of employee dissatisfaction is when workers move their entire family overseas. It’s common for many staff to encounter buyer’s remorse as stress and unfamiliarity with new surroundings begin to affect loved ones.

    Costs are extremely high for expatriate assignments and many companies don’t properly vet the individual taking the assignment. They don’t test the person’s ability to thrive in a “foreign” location and adapt culturally. Additionally, many companies forego cultural and language training that is essential in providing a foundation for a successful transition. However, many companies choose not to or don’t know the importance of this investment.

    Consequently, increases in employee dissatisfaction and high costs with long-term assignments has led many companies to reevaluate their long-term policies. Many companies have chosen another route: short-term assignments.

    What is a short-term expatriate assignment?

    This type of expatriate assignment can last between three months to a full year. Similar to long-term assignments, each company defines short-term assignments differently. Because the employee plans on returning home after such a short amount of time, there are additional benefits that must be considered. Many companies will not allow the family to accompany the employee on these short-term assignments but will provide alternative benefits. These may include trips home up to twice per year, furnished accommodations, per diems, travel allowances, and more. Relocation management companies such as WHR Global manage short-term expatriates and provide the structure and benefits available to this group of assignees.

    Common relocation benefits provided to the employee on short-term assignment may include: immigration support, tax assistance, small shipment or excess baggage only, allowance payments, final move trip, temporary housing, medical insurance, housing support, and more. It’s best practice for the level of support offered to the employee to be commensurate with their experience, tenure, salary, and family size. However, due to the short nature of the assignment, the assignee’s family may stay in the host country which significantly reduces total costs. Due to the short duration, it’s common for employees to move into fully furnished temporary housing for the entire length of the assignment. 

    Pros

    The problems of dissatisfaction and homesickness became apparent with long-term moves. Therefore, short-term overseas engagements were developed as an alternative to pulling up roots and moving families across the globe for extended periods. From your company’s perspective, a short duration generally costs less upfront since the employee’s family generally stays in the home country. It also gives you more flexibility when developing workforce mobility. Additionally, the consequences of individuals becoming “taxable” in the foreign location can be managed effectively, thus significantly decreasing the cost of the assignment.

    Cons

    The cons of short-term expatriate assignments revolve around demands to rotate a variety of personnel, which requires more planning and administrative time for everyone involved. There is a trade-off between a series of short-term assignments versus a single long-term assignment. What works for your company may not work well for others.

    Unless utilized as a rotational development program, short term assignments may not be long enough to fulfill the business need. If the employee is opening a new location, launching a new product, or transferring organizational knowledge and skills, a long-term assignment may be needed to achieve all objectives. 

    What is an extended business traveler?

    These types of expatriate assignments can really rack up frequent flier miles. Typically, these employees are not on a formal assignment. However, there are still tax and immigration considerations when sending someone on extended business travel.

    Pros

    Business traveling simply causes less disruption for everyone involved. Your workforce has much more control over how they perform duties and you don’t have to permanently allocate resources to a foreign location.

    Extended business travel also allows you to draw from a larger talent pool of employees since some employees may outright decline a short or long-term assignment. Employees are naturally more likely to accept an extended business travel assignment due to the flexibility. Employees see their family more often, and extended business travel assignments may utilize a hybrid remote work setting when feasible.  

    Cons

    Work visa requirements differ widely from country to country and can be impacted by the home and host locations involved. In some instances a worker may enter into the country on a work permit waiver, but in other countries it may be illegal to perform a single work duty without having the proper work visas in place.

    Employees are also required to closely track their travel for tax and immigration purposes. Companies and employees may incur additional tax liabilities and unintended consequences if the employee overstays their welcome. 

     

    Watch Video

    For more info, check out WHR Global’s EMEA Client Services Manager, Jenny Elsby, speaking at the EuRA International Relocation event in Dublin, Ireland. “Assignment Types & Changes” on April 28th, 2023. 

    Watch on YouTube

    Tips for Relocating Employees to Another Location in 2023

    by | May 12, 2023 | News

    The world is increasingly more connected by the day. Gone are the days when companies stayed within the borders, hiring local talent. As the number of international offices and representatives increases, so does the amount relocating employees from a global talent pool.

    Establishing a clientele in one’s own country has become the norm of the past. Even small and medium-sized businesses are engaging in trading overseas and are now in need of international employees.

    Global workforce mobility is quite a process. It is not only about shifting an employee to a new place; several necessary and important steps are involved. As an employer, you have to bear in mind that it needs to be as stressless as possible for your employee.

    Are you a company that needs to relocate employees? If so, this blog can be useful. It provides helpful information on how to move staff to a new place. As a global mobility solutions firm, we have seen it all.

    Here are five essential tips for moving employees to another location.

     

    5 Tips For Relocating Employees

    Relocating employees is not only a daunting experience for the employee but the employers too. The employee may feel a mixture of emotions when relocating to a new office. Excitement for a new place or sadness at leaving their family. However, the employer has far more responsibility when moving an employee to a new city, state, or country.

    WHR Global has identified five key factors for successful corporate and government employee relocations (domestic and international).

     

    1. Schedule in Advance

    It is advisable to start the process early or hire a professional with experience to take care of it all.

    Moving to a new place is time-consuming, with all the planning and preparations. This issue increases in importance when an employee needs to be relocated to a new country. This brings in additional logistics like visas, shipping, customs fees, clearances, and transportation.

    Apart from these logistics, there are legal angles to it too. If your employee needs a work permit, you have to prove that your company has a corresponding local office. As an employer going through all these physical and legal matters, it can be pretty challenging and time-consuming. As an employer, you have to consider providing your employee with an appropriate relocation package.

    The experience is daunting for the employee, who has to run back and forth to get various factors to relocation sorted.

     

    2. Allow Time for Employee to Adjust

    Moving to a new place can be a challenge, especially when the culture, food, and language are different. It’s important to be aware of the challenges your employee may face to provide them with the support they need.

    Here are a few tips for helping your employee adjust to a new location:

    1. Provide them with information about the new culture. This can include things like local customs, laws, and etiquette.
    2. Encourage them to learn the local language. This will help them to communicate with others and feel more integrated into the community.
    3. Help them to find a place to live. This can be a challenge, especially if they don’t speak the local language.
    4. Help them to find a job. This can also be a challenge, especially if they don’t have the right qualifications or experience.
    5. Help them to make friends. This can be difficult, especially if they don’t speak the local language or have any connections in the area.

    RMCs can help with everything from finding a place to live to arranging for your employee’s visa.

    Relocation can be a stressful time, but by providing your employee with support, you can make it a smoother transition.

    Here are some additional tips for helping your employee adjust to a new location:

    • Be patient. It takes time for people to adjust to a new culture, so be patient with your employee.
    • Be understanding. There will be times when your employee feels homesick or overwhelmed. Be understanding and supportive.
    • Be positive. Help your employee to focus on the positive aspects of their new location.
    • Be proactive. Reach out to your employee and check in on them regularly.

    By following these tips, you can help your employee adjust to their new location and be successful in their new role.

     

    3. Ensure Tax Compliance 

    When an employee relocates, it can have a significant impact on taxation policy for both the employee and the employer. Company tax can be complex, so it’s important to speak to a tax lawyer to understand how relocation will affect you.

    A global mobility company can help you navigate the complex world of taxation by ensuring you’ve achieved tax compliance. They can also help you negotiate favorable tax rates and make sure that your employee is properly compensated for their relocation.

    • Here are some of the key things to keep in mind when it comes to relocation taxation:
    • The employee’s tax residency status may change. When an employee moves to a new country, they may become a tax resident of that country. This means that they may be subject to taxation on their worldwide income, not just their income from the new country.

    The employer may be eligible for tax breaks or deductions. In some cases, the employer may be eligible for tax breaks or deductions for relocation expenses.

    With mobile workforces, it’s important to speak to a tax lawyer. A relocation company can also help you navigate the complex world of taxation.

     

    4. Cost of Living

    During relocations, it is often important to adjust income to account for the cost of living in that country. The cost of living varies from country to country, so it’s important to do research to ensure fair compensation.

    There are a number of online resources that can help you determine the cost of living in a particular country. These resources typically provide information on the cost of housing, food, transportation, and other expenses. You can also use these resources to compare the cost of living in different countries.

    Once you’ve determined the cost of living in the new country, you can use this information to adjust your employee’s income. There are a number of factors to consider when making this adjustment, such as the employee’s salary, family size, and lifestyle.

    It’s also important to remember that the cost of living can change over time. This means that you may need to adjust your employee’s income on a regular basis.

    RMC These companies can help you determine the cost of living in a particular country and adjust your employee’s income accordingly.

    Here are some additional tips for adjusting your employee’s income for the cost of living:

    • Be fair. Make sure that your employee is being compensated fairly for their work.
    • Be transparent. Communicate with your employee about the reasons for the adjustment and how it will affect their paycheck.
    • Be flexible. The cost of living can change over time, so be prepared to adjust your employee’s income accordingly.

    These tips can help ensure that your employee is fairly compensated and can afford to live comfortably in the new country.

     

    5. Hire A Professional

    When relocating an employee to a new country, make sure that they have everything they need for success. Provide them with the right relocation package, prepare them for the new culture, and help them adjust to their new surroundings.

    Global Relocation Management Companies (RMCs) can help you with all of this. They have the experience and expertise to make the relocation process as smooth and stress-free as possible.

    Here are some of the benefits of hiring a professional relocation company:

    • They have the experience and expertise to help you navigate the complex world of international relocation.
    • They can help you find the right relocation package for your employee. They do this based on their needs and the cost of living in the new country.
    • They can help you prepare your employee for the new culture. This includes providing them with information about the local customs, laws, and etiquette.
    • They can help you help your employee adjust to their new surroundings. Such as finding a place to live or getting a visa.

    If you’re relocating an employee to a new country, consider working with an RMC.

     

    Final Words

    To make the relocation process simple: it helps to contact an expert relocation organization like WHR Global. RMCs can take care of all your move’s necessities.

    Global mobility services can provide the best relocation experience because they have experience in the field. They know how to navigate and save time and money for the employer, thus are an affordable and cost-effective option. If you are looking for consistency in relocating employees, WHR Global is available for both domestic and international moves. Give us a call!

    Ready to learn more about how we can help with your relocation services?

    Contact Us