As companies grow internationally, managing employees who move between countries can become a challenge. Navigating international visa requirements and compliance regulations is no easy feat. Working with a partner to streamline global mobility services ensures you can have peace of mind, no matter where your employees work.
Here are five things employers should think about when considering a partner for global mobility services:
- Understanding mobility programs
- Global mobility as a business strategy
- Managing visas and immigration services
- Helping employees settle in
- Staying compliant and managing risks
1. Understanding mobility programs
Mobility programs are structured plans and services that help companies manage the relocation and transition of employees between different countries. These programs are designed to support employees throughout the entire relocation process, ensuring a smooth and efficient move.
Here’s a breakdown of what mobility programs typically include:
- Relocation assistance: Help with moving household goods, finding temporary or permanent housing, and covering moving expenses.
- Financial support: Guidance on financial matters such as salary adjustments, tax implications and cost-of-living differences.
- Visa and immigration services: Assistance with obtaining the necessary visas and work permits and ensuring compliance with immigration laws.
- Cultural and language training: Programs to help employees adapt to the new country’s culture and language, making their transition smoother.
- Family support: Services for relocating family members, including finding schools, healthcare and other essential services.
- Local orientation: Information about the new location, including local amenities, transportation and community resources.
Overall, mobility programs aim to make the relocation process as seamless as possible for employees and reduce the administrative burden on the company. For example, a company may offer relocation packages that cover the costs and temporary housing for new employees, or include language classes to help employees adjust to the local culture.
2. Global mobility as a business strategy
Global mobility is more than just relocating employees; it’s a key part of business growth. Good global mobility services include help with visas, immigration and settling into a new country.
When planning your workforce flexibility, think about how it supports your business goals. For example, if you’re expanding into new markets, global mobility services should help move key employees there efficiently.
For example, a Chinese manufacturing firm may wish to relocate executives to Mexico or India. The goal may be to strengthen their global presence and enhance their supply chains and international operations. But these employees will need cultural training and work visa permits to ensure the success of the firm’s long-term strategy.
3. Managing visas and immigration
Visa and immigration services are necessary for any global mobility program. Employers need to make sure employees get the right visas and follow local immigration laws. This means understanding each country’s rules and assisting with the required visa applications.
Working with experts or immigration consultants can make this process easier. Clear guidance for employees on visa and immigration requirements also helps avoid delays and other issues. For employees relocating to Canada, for example, immigration services help with the Express Entry system to facilitate the quick relocation of skilled workers.
4. Helping employees settle in
Supporting employees during their move is key to a successful global mobility program. This includes help finding housing, understanding the local culture and adjusting to the new environment. Employers should provide resources and assistance to help employees settle in quickly and comfortably. This support makes the transition smoother and improves overall job satisfaction.
Additionally, employers can assist with family needs by helping find schools and childcare, as well as offering career support for spouses. These measures enhance the relocation experience, making it easier for employees to settle in quickly and comfortably.
5. Staying compliant and managing risks
Employers need to know and follow the legal requirements of each country in which they operate. This includes visa laws, employment regulations and tax rules. Regularly reviewing and updating mobility programs helps manage risks and ensure compliance, which can avoid legal problems and costly penalties.
To stay compliant when relocating employees to a new country, employers must address several key areas:
- Visa and work permits: If moving employees to the United States, employers must ensure they obtain the correct work visas, such as H-1B or L-1 visas, and comply with all application requirements. They should also track visa expiration dates and renewals.
- Employment laws: In Germany, employers must adhere to local labor laws, which include regulations on working hours, vacation days and employee rights. This might involve adjusting employment contracts to meet German legal standards.
- Tax compliance: When relocating employees to Australia, employers must navigate the local tax system, including income tax withholding and contributions to the superannuation fund. They may need to consult with tax advisors to ensure compliance with Australian tax regulations.
- Social security contributions: In France, employers are required to contribute to the French social security system for their employees. This includes health insurance, unemployment benefits and retirement contributions.
- Health and safety regulations: In Japan, employers must comply with local health and safety regulations, which may include specific requirements for workplace safety and employee well-being. Ensuring that the workplace meets these standards is crucial to avoid regulatory fines.
- Local employment contracts: When moving employees to Brazil, employers need to draft employment contracts that comply with Brazilian labor laws, including provisions for severance pay, working conditions and benefits.
- Data protection and privacy: In the European Union, employers must comply with the General Data Protection Regulation (GDPR), which governs how employee data is collected, stored and used. This requires the implementation of appropriate data protection measures and policies.
By addressing these areas, employers can ensure that they remain compliant with local laws and regulations, avoiding legal issues and penalties.
Streamlining your global mobility
Creating an effective global mobility program involves careful planning. Focus on making your mobility programs effective, integrating mobile employees into your business strategy, handling visa and immigration needs, supporting employees and ensuring compliance. By doing so, you’ll help your business grow internationally and keep your employees satisfied.
Safeguard Global helps manage international moves better as compliance experts in 170+ countries. We support you and your employees as they adjust to new roles and locations anywhere in the world. Reach out to one of our global business advisors to learn how we can support your market expansion needs.
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