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Business Travel Compliance: What Global Mobility Teams Need to Know in 2025

Tips for business travel in 2025

As businesses expand their operations across borders, the need for clear and effective compliance strategies becomes paramount. Business travel compliance refers to the adherence to various laws and regulations governing the movement of employees across international borders. This includes understanding visa requirements, tax implications, and labor laws in different countries. 

In recent years, governments worldwide have tightened their immigration policies, leading to increased scrutiny of business travelers. This shift means that even employees with permanent residency or long-term visas are not exempt from compliance checks. Companies must stay informed about the latest regulations in each country where their employees travel. This includes understanding the specific documentation required for business trips, such as work permits or travel authorizations, as well as any other relevant requirements.

To navigate the complexities of business travel compliance, many organizations are turning to technology for support. Compliance management software can help track employee travel, manage documentation, and ensure that all necessary permits are in place. Additionally, these tools can provide real-time updates on changing regulations, allowing global mobility teams to respond quickly to new requirements.

A robust compliance strategy also involves educating employees about their responsibilities when traveling for work. Global mobility teams should implement training programs that cover essential topics, including visa applications, tax obligations, and local laws and regulations. By fostering a culture of compliance, organizations can minimize risks and ensure that employees are well-prepared for their international assignments.

Business Travel Has to Stay Organized

Establishing a clear compliance framework is crucial for effectively managing business travel. This framework should outline the processes for obtaining necessary documentation, tracking employee travel, and ensuring adherence to local laws. Regularly reviewing and updating this framework will help organizations stay ahead of regulatory changes.

Engaging with legal and tax professionals who specialize in international business travel can provide valuable insights and guidance. These experts can help identify potential compliance risks and recommend strategies to mitigate them. Collaboration ensures that global mobility teams have access to the latest information and best practices.

Encouraging open communication between global mobility teams, HR, and employees is crucial for successful compliance. Establishing clear channels for reporting issues or seeking guidance can help address compliance challenges promptly and effectively. Regular check-ins and updates can also keep everyone informed about changes in regulations or company policies, ensuring everyone is aware of the latest developments.

Why Business Travel Compliance is a Growing Concern

As the business travel landscape continues to evolve, compliance will remain a critical focus for global mobility teams. By understanding the complexities of international regulations, leveraging technology, and fostering a culture of compliance, organizations can ensure smooth travel experiences for their employees. Preparing for the future of business travel compliance is not just about meeting legal requirements; it’s about enabling a global workforce to thrive in an increasingly interconnected world.

Who is Impacted?

In this dynamic environment, several key groups are particularly impacted by compliance challenges. 


Foreign Nationals on Temporary Work Visas: Employees on temporary work visas, such as H-1B or L-1, must navigate a complex web of immigration laws and regulations. These individuals often face restrictions on their travel, which can complicate business trips and meetings. Organizations must ensure that these employees are aware of their rights and obligations, as well as any potential implications of their travel on their visa status.


Green Card Holders and Permanent Residents: While green card holders enjoy more stability than temporary visa holders, they must still be mindful of compliance issues. Extended travel outside the U.S. can raise questions about their residency status. Companies should guide these employees about maintaining their permanent residency while fulfilling business obligations abroad.


Business Travelers with Dual Intent: Employees who hold dual citizenship or have complex travel histories may encounter unique compliance challenges. These individuals must be aware of the regulations governing their travel in different jurisdictions. Organizations should provide resources and support to help these employees navigate the complexities of international travel, ensuring they remain compliant with both their home country’s laws and those of the host country.


Organizations Seeking Compliance: Companies themselves are also significantly impacted by compliance requirements. Failing to adhere to international regulations can lead to severe penalties, including fines and reputational damage. To mitigate these risks, organizations should invest in robust compliance training programs, utilize technology to track employee travel, and establish clear policies that align with global regulations.


In conclusion, as the business travel landscape continues to change, understanding and addressing the compliance needs of all stakeholders is essential. By fostering a culture of awareness and support, organizations can empower their employees to travel confidently and compliantly, ultimately enhancing their global mobility strategy.

The Role of Global Mobility Providers

Global Mobility Services (GMS) play a crucial role in helping organizations navigate the complexities of travel compliance. By offering expert guidance and tailored solutions, GMS providers enable businesses to focus on their core operations while remaining compliant with international regulations.

GMS providers offer a wealth of knowledge and resources to help organizations understand the intricacies of travel compliance. They assist in identifying the specific regulations that apply to different regions and industries, ensuring that companies are well-informed about their obligations. This support includes regular updates on changes in laws and regulations, helping businesses stay ahead of potential compliance issues.

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Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

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Best Practices for Relocation: Multiple Bids for Household Goods Moves

Is your RMC helping keep relocation costs in check by taking multiple bids?

It is no secret that competition leads to various benefits, including significant savings for the end user. We have seen the opposite when a company monopolizes a product. Having one choice has never worked out well for consumers. The same applies to corporate relocation and household goods moves.

Many relocation management companies (RMCs) are either owned by or affiliated with van line companies. Therefore, when a client company wants to move its employees, the employees do not have a choice of van lines. The RMC and the van line know that the transferee is at their mercy concerning price, scheduling, and customer service.

However, some RMCs use a multiple-bid process to ensure that transferees get the best price and service. There are some significant benefits to having van lines compete for the relocation business:

  • It encourages the providers to “sharpen their pencils” to provide the lowest reasonable cost
  • It ensures adherence to a company’s relocation policy guidelines
  • It is a way to eliminate any service day surprises

This is all accomplished by having at least two carriers meet with the transferee to create estimates based on the amount that needs to be moved, what requires special handling, and where it needs to be relocated. Then, the RMC audits the estimates to look for inconsistencies, for example:

  • Do the pickup and delivery dates correspond with the move?
  • Does one company estimate more crates than another?
  • Does one company show specialty items that the other company may have missed?
  • How close are the estimated prices?
  • Auditing the bids ensures an apples-to-apples understanding of the van line options and helps weed out potential overages.

    Every carrier knows that its goal is to secure the business. As a result, it offers honest and precise quotes without extra costs. Several relocation policies involving moving companies also come with a maximum estimate guarantee. This helps ensure the relocation process follows industry standards and offers the most suitable solution.

Companies that utilize a multiple-bid process save an average of $1,547 per move! This breaks down to an average of $1,473 to $1,604 for household goods movement and $175 to $289 for car shipments per move.

Although cost is necessary, the experience of the person being transferred is also crucial. Allowing them to meet with various moving companies will help them feel more involved in the moving process. Sometimes, the person being transferred can select the moving company they prefer. 

Even if an estimate is slightly higher than another, if it falls within a certain percentage (based on the client company’s relocation policy) of the lower bid, a transferee may select the more expensive carrier if he or she feels more comfortable with that specific household goods mover. This promotes an overall positive experience because transferees are happier when they think they are heard throughout the relocation process. We all know that happy employees are more productive.

GMS Can Help Companies Save

Global Mobility Solutions (GMS) was the first to introduce the “Freedom of Choice” approach in relocation services. By implementing industry best practices and offering various options from different providers, GMC has helped client companies and their employees reduce costs for services such as moving household goods and obtaining mortgages. GMS is dedicated to creating innovative workforce mobility programs to simplify and enhance the relocation process for clients and their staff.

This innovative method reduces business costs and provides employees with greater autonomy and flexibility during their relocation. By empowering employees to select the services that best suit them, GMS ensures that each person feels appreciated and supported throughout the relocation process. This personalized strategy results in a seamless employee transition and a more streamlined company relocation process. With GMS at the helm of forward-thinking workforce mobility initiatives, businesses can save costs while ensuring employees enjoy a positive and hassle-free relocation journey.

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Employees Not Taking Advantage of Lump Sum Relocation Packages

Learn why it is essential for employees to utilize every penny possible in a lump sum relocation policy

What is a Lump Sum Relocation Policy?

A lump sum relocation package is a fixed sum of money employers provide to employees being transferred or newly hired. This money is given in place of relocation benefits like assistance with moving household goods, training in culture and language, or help finding a new home. Employers anticipate that employees will use the lump sum payment to handle their relocation process.

Employers with employees who have recently graduated from college, individuals who contribute to the company, or those who are new to their careers may be the most suitable recipients for relocation packages that involve a lump sum payment. These workers typically rent their homes and have only a few belongings to relocate. Furthermore, they only sometimes demand substantial investments in talent acquisition since they are vying for positions at a lower level.

When it comes to companies hiring new employees or transferring them to higher positions, it is considered the best practice to offer a variety of advantages. Individuals at more elevated levels often necessitate a substantial investment in recruiting skilled individuals. Providing benefits that aid in successful relocations also leads to increased employee contentment.

Avoiding Risks with Lump Sum Packages

By offering lump sum packages versus a comprehensive relocation package, you may be putting your employees and your business at risk, cutting costs at the expense of employee satisfaction, loyalty, and productivity.

Firstly, it is common for employers to need more money in their lump sum compensation packages to fully cover the costs of relocating their employees. Even if employees can negotiate a higher lump sum amount, they still have to personally pay for relocation expenses, such as storage and labor, to unload their belongings. This is a frequently encountered situation for employees relocating with lump sum packages. 

In most cases, employees relocating with a lump sum package see the financial amount as a bonus and money to move with. The most straightforward example is that employees might try to use a local moving company to save some of that cash instead of using a vetted van line company provided by their relocation management company. 

While it seems incredible that the employee can pocket the saved cash, much can go wrong in the relocation process. Using an unorganized household goods shipping provider that cannot handle a rushed family move can cause many more issues than solutions.

What Advantages Do Lump Sum Mobility Policies Offer?

Lump sum relocation packages offer benefits in streamlining the process for employers. The primary advantage is that employers and their mobility managers face fewer complexities when providing relocation assistance. Supporting employees during their relocation is simplified to merely addressing inquiries regarding the availability of the lump sum funds.

Employers can also simplify their budgeting and forecasting processes. Instead of spending time and effort trying to figure out the exact costs of hiring or transferring employees, they can use a standard number that applies to all tiers of their relocation program.

GMS Is Here to Help

The corporate relocation specialists at Global Mobility Solutions (GMS) have assisted numerous clients in developing relocation policies that effectively attract and retain skilled individuals. With our expertise, we can help your company by offering exceptional relocation packages that ensure a positive experience for transferees and new employees.

GMS became the initial relocation corporation to officially register as a .com. Additionally, they developed the inaugural online interactive instruments and calculators, which brought about a complete transformation in the relocation sector. GMS continues leading the industry by being the forerunner in innovative and technological solutions through its exclusive MyRelocation™ technology platform.

Contact our specialists to explore how your organization can utilize one-time relocation packages for new employees and transferees.

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Navigating the Future: Is Your Relocation Program Aligned with Gen Z Expectations?

In today’s rapidly changing workforce, understanding the preferences of Generation Z (Gen Z) is more important than ever. Born between 1997 and 2012, this group has distinct views on work, personal fulfillment, and workplace culture. As they enter the job market, their unique expectations are influencing how organizations approach employee relocation.

To attract and retain top talent from this generation, it’s essential to examine whether your current relocation services align with their values and needs. This generation is also highly tech-savvy, having grown up in a digital world, which shapes their expectations for communication and collaboration. As such, organizations must adapt their relocation programs to meet these evolving demands.

As Generation Z continues to shape the workforce, organizations must adapt their relocation programs to meet the expectations of this generation. By embracing flexibility, leveraging technology, prioritizing mental health, and committing to sustainability, companies can create a relocation experience that resonates with this dynamic generation. Ultimately, aligning your relocation services with Gen Z values not only enhances employee satisfaction but also strengthens your organization’s ability to attract and retain top talent in a competitive job market.

Understanding Gen Z's Core Values

A strong desire for authenticity and meaningful experiences characterizes Gen Z. They tend to avoid superficial interactions and appreciate transparency, inclusivity, and social responsibility. If your relocation program does not embody these values, your company may struggle to attract and retain young talent.

For instance, a survey showed that 70% of Gen Z individuals prefer to work for companies dedicated to social causes. Highlighting sustainability in relocation practices or promoting community engagement can resonate with their desire for a sense of purpose.

Tech-Savvy Solutions

Having grown up with technology, Gen Z expects seamless digital experiences in their professional lives. When considering relocation programs, they are drawn to innovative solutions that enhance efficiency and productivity.

For example, offering virtual reality tours of potential housing or the new workplace can simplify the decision-making process. Additionally, a relocation management system that includes a mobile app for budget tracking and real-time communication can streamline processes. A study by the Global Mobility Association found that companies utilizing tech tools in their relocation efforts saw a 35% increase in employee satisfaction.

Flexibility and Personalization

As work becomes more adaptable, Gen Z expects personalized experiences that meet their unique needs. A rigid, one-size-fits-all approach to relocation will not attract this cohort.

To improve your program, consider providing customizable options, such as:

  • Flexible timelines for relocation
  • Housing assistance tailored to individual preferences
  • Support for a young family relocation needs

Additionally, offering resources for remote work setups can help ease the transition for employees who may prefer this model after relocating.

The Importance of Community and Connection

Although often viewed as individualistic, Gen Z values community and connection above all else. Relocation programs should incorporate initiatives fostering a sense of belonging.

Offering opportunities for local networking events and mentorship in new areas can help new employees feel welcome and integrated. Community service projects can also create strong connections and resonate with Gen Z’s desire to make a positive impact on society. Studies show that 80% of Gen Z believe it’s essential to work for organizations that care about their communities.

Financial Support in the Age of Uncertainty

Gen Z has entered the job market during a period of economic instability, making financial security a crucial priority. Several factors, including fluctuating job markets, rising inflation rates, and the lingering effects of global events such as the COVID-19 pandemic characterize the economic instability faced by Gen Z. These conditions have resulted in a challenging environment for job seekers, with many traditional career paths undergoing transformation and new industries emerging at an unprecedented rate. As a result, Gen Z individuals are often compelled to adopt a more pragmatic approach to their careers, prioritizing roles that offer not only competitive salaries but also benefits that contribute to long-term financial well-being, such as relocation services.

Relocation programs should address financial aspects like:

  • Relocation reimbursement policies
  • First-time homeowner programs
  • Cost-of-living evaluations

Providing these resources will not only address Gen Z’s immediate concerns but also foster loyalty by demonstrating that their financial needs are being prioritized.

Mental Health and Well-Being Considerations

Mental health is a top priority for Gen Z, as many seek supportive work environments that foster well-being. During relocation, they value programs acknowledging emotional needs.

Incorporating mental health resources, such as access to counseling services or wellness workshops, can significantly enhance satisfaction. Tools that promote stress relief, such as yoga sessions or mindfulness apps, can help ease transitions and improve overall well-being.

The Green Factor

Gen Z is increasingly aware of environmental issues. They gravitate towards brands that prioritize sustainability.

To appeal to this demographic, consider integrating eco-friendly practices into your relocation program. This includes offering:

  • Sustainable transportation options
  • Housing assistance that promotes local and organic choices
  • Green moving supplies

Demonstrating a commitment to sustainability can align your organization’s values with those of Gen Z and foster deeper loyalty.

Embracing Gen Z's Future

To successfully engage with Gen Z, organizations must align their relocation programs with the expectations of this generation. Authenticity, innovative tech solutions, personalized experiences, community connections, financial transparency, mental health support, and sustainability are key areas to focus on.

By implementing these strategies, companies will not only attract top talent from the younger workforce but also create a supportive and engaging environment that fosters loyalty and satisfaction.

Is your relocation program prepared for the future? Embrace these insights to lead the way in providing an enriching transition for the next generation of talent.

To discuss your relocation needs and receive a complimentary program and policy review to ensure your program aligns with the talent you are trying to attract, please contact GMS today.

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Corporate Relocation

Is Your Relocation Program Incurring too Much Interest?

Interest vs Flat Fee Funding on Talent Mobility Services

Identifying unexpected costs associated with Relocation Management Companies (RMC) is often overlooked during the proposal or renewal process. While direct costs for shipping goods, home sales, home purchases, temporary housing, and other in-policy services are straightforward, the interest associated with funding these costs can accumulate quietly and impact the overall spending of your relocation program.

The cost of funds can vary by RMC. Most RMCs offering expense management services charge a Prime Rate plus a 3% or higher interest rate on each invoice paid on behalf of the corporate client. The interest calculation begins from the processing date to the time payment is received from the corporate client. This approach provides the RMC with an additional revenue source and can be costly, depending on the number of invoices and payment terms.

Based on the number of invoices, expenses, and payment conditions, a single funding charge can significantly lower the fees associated with your relocation program. This one-time payment addresses all relocation costs directly rather than imposing interest charges.

Companies can gain better control over their relocation expenses by opting for a flat funding fee. This approach simplifies budgeting and forecasting, eliminating the uncertainty associated with fluctuating interest rates. Additionally, it allows for more transparent financial planning, making it easier for businesses to allocate resources effectively.

When considering the best option for your relocation program, it’s essential to evaluate the total cost of each method. A flat fee can often lead to significant savings, especially for organizations that manage many relocations. Furthermore, this model can enhance the overall experience for employees, as they won’t be burdened with unexpected costs or payment delays.

Work with GMS to save on Relocation Costs

At GMS, we understand that every relocation is unique, and we tailor our services to meet your organization’s and employees’ specific needs. Our team of experts is dedicated to providing comprehensive support throughout the relocation process, from initial planning to final settlement. We offer various services, including destination services, home-finding assistance, and cultural training, ensuring a smooth transition for your employees and their families.

Moreover, our technology-driven solutions provide real-time tracking and updates, allowing you to monitor the progress of each relocation. This transparency keeps you informed and helps build trust with your employees, as they can see the status of their move at any time.
Partnering with GMS also benefits you from our extensive network of local service providers. This network enables us to negotiate better rates and services on your behalf, allowing you to enjoy cost savings without compromising quality.

Let us help you streamline your relocation program and enhance your employees’ experience. Contact Global Mobility Solutions today to discover how we can assist you in achieving your relocation goals while keeping costs manageable.

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Corporate Relocation

Press Release: GMS Takes Top Spot in HRO

Leading Global Mobility Provider Recognized for Exceptional Service and Performance

Global Mobility Solutions (GMS) is proud to announce its ranking as the #1 overall global mobility provider in the prestigious 2025 Bakers Dozen Customer Satisfaction Survey conducted by HRO. This recognition underscores the company’s commitment to delivering top-tier mobility solutions to clients worldwide.

The 2025 Bakers Dozen survey, a widely respected industry ranking, evaluates providers based on key metrics, including quality of service, deal size, and breadth of service. In addition to its overall #1 ranking, Global Mobility Solutions also earned recognition for its outstanding performance in individual categories, ranking second in “Quality of Service” and third in “Size of Deal” and “Breadth of Service.”

“Being ranked #1 overall in the 2025 Bakers Dozen survey is a tremendous honor for our team and a direct reflection of the hard work and dedication we put into delivering the best possible mobility solutions for our clients.” Steven Wester, President of GMS, shared his thoughts on the achievement. “We’re particularly proud of our strong showings in service quality, deal size, and breadth of offerings, which illustrate our ability to meet the diverse needs of global mobility programs. This recognition motivates us to continue enhancing our services and innovate to remain a trusted partner for companies managing international workforce mobility.”

HRO’s 2025 Bakers Dozen Rankings – Overall Winners:

  1. Global Mobility Solutions
  2. Xonex Relocation
  3. MoveCenter
  4. Cornerstone Relocation Group
  5. NEI Global Relocation
  6. CapRelo
  7. Aires
  8. Sterling Relocation

GMS’s position as a global mobility leader highlights its dedication to providing high-quality, scalable solutions for businesses worldwide. The company’s comprehensive range of services is designed to simplify the complexities of international relocations, ensuring a seamless experience for both employers and employees.

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Corporate Relocation

Understanding the Difference Between PEO and EOR for Expat Payroll

Which Is Right for Your Company?

As businesses grow internationally, overseeing payroll and ensuring compliance for expatriate workers can be challenging. Many companies use PEO (Professional Employer Organization) and EOR (Employer of Record) to simplify employee management abroad. Although these terms are commonly confused, they refer to distinct approaches, particularly when it comes to managing payroll for expatriates.

Understanding the nuances between PEO and EOR is crucial for businesses looking to navigate the complexities of international employment. The primary difference between PEO and EOR lies in the level of responsibility and control. With a PEO, your company remains the employer, sharing duties with the PEO. In contrast, an EOR takes on the full employer role, allowing your company to operate without establishing a legal entity in a foreign country.

What is a PEO (Professional Employer Organization)?

A PEO, or Professional Employer Organization, collaborates with your business to oversee HR tasks such as payroll, employee benefits, taxation, and adherence to regulations in a designated area. While your staff is still part of your payroll, the PEO takes on specific employer duties, including compliance with laws, salary management, and benefits handling.

Key Features of a PEO:

  • Co-employment Model: With a PEO, there’s typically a co-employment relationship. This means the PEO handles administrative HR tasks while your company still has a direct relationship with the employee, making decisions about roles, pay, and performance.
  • Payroll and Benefits Management: PEOs handle payroll processing, tax filings, benefits administration, and worker compensation claims. They also help ensure compliance with local labor laws.
  • Risk Management: By partnering with a PEO, your company can mitigate legal risks related to employment law and compliance in foreign countries.

What is an EOR (Employer of Record)?

An Employer of Record (EOR) is the legal employer for your staff while overseas. This entity manages compliance, taxation, payroll, and employment regulations. The main distinction is that the EOR holds legal employment status for your personnel, even though they are engaged in tasks that are directly related to your organization and contribute to your business objectives.

Key Features of an EOR:

  • Full Employer Responsibility: The EOR takes on all the responsibilities of an employer, including hiring, paying, and managing the legal employment obligations of the worker in the host country.
  • Compliance and Legal Oversight: Since the EOR is the official employer, they ensure all local labor laws are followed, including tax regulations, health and safety standards, and contract terms.
  • Payroll and Benefits: Like PEOs, EORs manage payroll processing, tax compliance, and employee benefits. However, the critical difference is that they are the legal employer in the eyes of the law.

Key Differences Between PEO and EOr

data table showing the difference between PEO and EOR

Choosing the Right Option for Your Expatriate Employees

Several critical factors must be carefully assessed when deciding whether to utilize a professional employer organization (PEO) or an employer of record (EOR) to manage the payroll of expatriates. This decision is not merely a matter of preference; it requires a thorough understanding of your organization’s specific needs and the unique circumstances surrounding the expatriate employees you intend to manage.

1. Employee Type:

  • Expatriates on Short-Term Assignments: If your employees are on short-term international assignments (less than a year) and your company has no legal presence in that country, an EOR might be better. The EOR can immediately take on the employer’s responsibilities, ensuring that the employee is legally employed and compliant with local laws.
  • Long-Term Expatriates: A PEO may benefit employees working abroad for extended periods. If your company has a long-term relationship with the employee and is likely to maintain some level of direct supervision, a PEO allows for continued co-employment. This can be helpful if the employee eventually returns to their home country or is relocated elsewhere.

2. Length of Assignment:

  • Short-Term Assignments: If your expatriates work abroad for a few months (e.g., six months or less), an EOR can be a cost-effective and hassle-free option. The EOR takes care of the complexities while your company focuses on the employee’s job role.
  • Long-Term Assignments: For employees staying in a foreign country for an extended period, a PEO might be more suitable if your company plans to maintain a closer working relationship with them. Over the long term, a PEO can also benefit companies planning to set up a more formal operation or subsidiary in that country.

3. Global Expansion Needs:

  • Limited Global Footprint: If your company does not have legal entities in the countries where you need to hire expats, an EOR is an ideal solution. EORs allow you to expand globally without the complexity of establishing local entities or navigating foreign payroll systems.
  • Established Global Presence: A PEO is a good choice if your company already operates in the region where your expatriates work. The PEO can manage HR functions and ensure compliance with local regulations without fully assuming the employer’s role.

4. Compliance and Legal Risk:

  • Complex Compliance Requirements: If the country you’re sending employees to has complex employment laws or regulations (especially in regions with stringent labor laws), an EOR can take the burden off your company. The EOR will handle all the legal and compliance risks, ensuring your expatriates fully comply with local employment laws.

Basic HR Needs: A PEO is a solid option if compliance is not as complex in the host country and your company prefers to maintain a direct relationship with employees. However, careful management must ensure the company complies with all labor laws.

Final Verdict: PEO or EOR?

Choosing between a PEO and EOR depends on expatriate needs, assignment length, and desired legal responsibility; EOR offers flexibility, while PEO suits long-term, specialized requirements.

Ultimately, the choice between a PEO and an EOR hinges on the specific requirements of the organization and the expatriates involved. A PEO may be a better fit if the focus is on long-term, specialized assignments with a stable workforce. Conversely, if the organization prioritizes flexibility and the ability to adapt to changing project needs, an EOR would likely be the more appropriate choice. Careful consideration of these factors will ensure that the selected model aligns with the company’s strategic goals and the expatriates’ needs.

Whether you partner with the right provider ensures your expatriate payroll is streamlined, compliant, and efficient, helping your company expand globally. Schedule a consultation with Global Mobility Solutions today, and we will help you decide which route to take.

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Maximizing Your Relocation Package: Essential Considerations for Assignees

How to make sure you’re not leaving relocation benefits on the table

Relocating for work can be an exciting yet challenging journey. As companies increasingly offer lump sum payments to facilitate employee relocations, assignees need to plan and strategize to make the most out of these funds. If you’ve just received a lump sum for your move, here’s a comprehensive guide on what to consider to maximize your budget without sacrificing time and quality service.

Work with an RMC to Create a Relocation Plan

The first step in ensuring a successful move is developing a detailed plan. As each relocation is different, consider your family’s unique needs. Working with a relocation management company (RMC) can help get you on the right track. Many RMCs will assign moving employees a relocation coach, who can help outline a plan—but getting ready for the move on behalf of you and your family, ask yourself:

  • Housing Needs: Will you need to break a lease, pay security deposits, or cover home sale/purchase costs? Understand the local housing market to make informed decisions.
  • Final Move Costs: Factor in expenses related to your final move, including transportation (driving or flying), meals, and accommodation during transit. These costs can add up quickly if not accounted for early on.
  • Relocation Tax Implications: Be aware that lump sum payments may be taxable. Consulting a tax professional can help you understand how these funds will impact your overall tax situation.
  • Time Considerations: Planning your moving arrangements can be time-consuming. Be realistic about how much time you can devote to organizing your move while balancing work and personal commitments.

Make a Detailed Budget

Creating a comprehensive budget is essential once you have a plan in place. Outline all anticipated expenses related to your move, ensuring you include:

  • Moving Supplies: Boxes, tape, and other packing materials.
  • Transportation Costs: Fuel, flights, or vehicle rental.
  • Temporary Housing: Costs related to short-term rentals or hotels.
  • Miscellaneous Expenses: These include utility connection fees and pet care.

Establishing a detailed budget can help you track your spending better and identify areas where you can cut costs without compromising quality.

Optimize Your Shipment

When shipping your belongings, consider using a full-pack shipment managed by a Global Mobility Solutions (GMS) provider. Here’s why:

  • Expert Support: A GMS provider offers professional packing and handling, ensuring your belongings are safeguarded throughout the move. In the event of damages or losses, having professional assistance can be invaluable.
  • Reducing Shipment Costs: While saving money by managing your shipment independently may be tempting, a GMS provider often has established relationships with shipping companies, leading to better rates and less hassle.

Leverage a Destination Services Provider (DSP)

A Destination Services Provider (DSP) can be an indispensable asset during relocation. Here’s how they help:

  • Local Expertise: A DSP offers insights into the local area, helping you find suitable housing, schools, and amenities tailored to your family’s needs.
  • Advocacy Upon Arrival: It is crucial to have a local advocate. They can navigate challenges, ensuring a smoother transition into your new community.

Plan for Budget Holds

As you prepare your budget, consider including budget holds for unexpected expenses. Here are some common areas where extra funds might be necessary:

  • Customs Fees: If you’re relocating internationally, customs can be a significant expense.
  • Shuttles and Logistics: Don’t overlook transportation from the airport or rental car services.
  • Unexpected Carry Costs: If your new home isn’t easily accessible, you may incur additional costs for moving your belongings from the moving truck to your new residence.

By anticipating these potential costs, you can avoid the stress of overspending or being caught off guard.

Weigh Temporary Housing vs. Airbnb

Finally, when considering where to stay during your transition, weigh the pros and cons of temporary housing versus Airbnb.

  • Temporary Housing: Often offers more space and amenities, making it a comfortable choice for families. However, it may come at a higher cost and involve longer-term commitments.
  • Airbnb: Provides flexibility and can be a more economical option. Still, consider the trade-offs regarding space and amenities, especially if you’re moving with a family or pets.

GMS Gets Employees from Point A to Point B

Relocating with a lump sum requires thoughtful planning and budgeting. You can maximize your lump sum by creating a comprehensive relocation plan, making a detailed budget, and utilizing the resources available to you, such as GMS. Always think ahead to account for unexpected costs and weigh your temporary housing options wisely. With careful consideration, you can ensure a smooth transition into your new home without compromising the quality of your relocation experience. 

Work with GMS to create comprehensive relocation packages. These packages can be tailored to meet your specific needs, whether you require assistance with finding a new home, settling into a new community, or managing the logistics of the move itself. GMS offers various services, including home search assistance, school search support, and cultural training for those relocating to a new country.

Remember, relocating is not just about moving your belongings; it’s about starting a new chapter in your life. Embrace the change, and don’t hesitate to seek support from friends, family, or professionals during this time. With the correct planning and resources, you can turn what may seem daunting into an exciting opportunity for growth and adventure.

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Corporate Relocation

The Best Ways to Stay Organized During a Job Move

Here are some tips for staying organized when relocating for a job

Moving to a new job is exciting but can also be stressful. Whether moving to a new city, shifting within your current town, or moving with children, staying organized during a job move is essential. Moreover, without a plan, it’s easy to become overwhelmed by the various details, from packing and moving logistics to managing your professional responsibilities.

Top 7 Ways to Stay Organized During a Job Move

Breaking down tasks into manageable steps is essential to stay organized during a job move. Whether you’re moving across town or the country, planning and creating a detailed checklist can help you stay on track. Keep important documents, like your job offer and relocation details, in one place. Ensure that your personal life, including finances and housing, is handled well in advance. With the right tools and a clear plan, you can stay on top of everything, making your transition to a new job as seamless as possible.

Start Early and Make a List

The first step in any job move is to start early. Begin by making a detailed list of everything that needs to be done before your first day. Include practical steps like updating your resume, arranging interviews, notifying your current employer, and preparing for the relocation. For example, gather all the necessary documents for international relocation if you’re moving internationally. A well-planned checklist will ensure you don’t miss any steps. Breaking down the tasks into manageable chunks will also make it easier to stay organized during a job move.

Organize Your Packing Strategically

Packing is often one of the most daunting tasks during a move, but staying organized can significantly reduce the stress. Start by packing non-essential items first while keeping crucial belongings—such as work equipment and important documents—easily accessible throughout the process. Clearly label every box with its contents and the room it’s meant for, and consider using a spreadsheet to track what’s inside each box. This way, you’ll save valuable time hunting for items once you arrive at your new destination.

Also, if you’re relocating to a new office, it’s helpful to separate office supplies from personal items to streamline your workspace setup. If you’re wondering how long it takes to pack, the timeline depends on your home or office size and the number of items you need to pack. For example, filling a three-bedroom home can take about 3–5 days, assuming you dedicate a few hours each day. Therefore, planning and breaking the process into manageable steps can ensure a smoother, more efficient move.

Keep Track of Important Dates

Effective time management is vital during a job move. Create a timeline of key dates and tasks, such as your moving date, your first day at the new job, and deadlines for turning in paperwork. Mark these dates on your calendar to ensure nothing is forgotten. You can also set reminders on your phone or computer to alert you about upcoming deadlines.

It’s easy to get caught up in the excitement of a new job, but staying organized during a job move will ensure that you meet all your obligations and are well-prepared for your first day in the new position.

Set Up a Dedicated Moving Folder

Organize all your moving-related documents in one folder as you approach your move date. This folder should contain your job offer, relocation agreements, housing contracts, and other necessary paperwork. Also, keep copies of identification and address change forms in the folder.

Plan Your Finances

Moving involves unexpected expenses. Create a budget that includes moving costs, housing deposits, and related fees. It’s essential to keep track of your financial situation to avoid surprises. Consider consulting with a financial advisor to ensure you’re budgeting correctly for your move.

Stay in Touch with Your New Employer

Maintaining communication with your new employer is essential during a job move. Confirm the details of your start date, work schedule, and any other important information. If you’re relocating far away, asking for advice or assistance regarding housing or local amenities may be helpful. Staying in contact will help you feel more prepared and organized as your move approaches.

Set Up a Moving Day Plan

On the day of the move, it’s vital to have a clear plan. If you’re working with movers, confirm when they arrive and give them instructions on handling your items. However, if you’re moving on your own, enlist the help of friends or family. Plan out the most efficient route to your new home and have a checklist of tasks for the day, including checking that all utilities are set up in the new place and that your old home is secure. If you’re facing some challenges, address any issues early on to overcome housing challenges during relocation.

Final Words

The best ways to stay organized during a job move revolve around careful planning, time management, and prioritizing tasks. Following these tips can minimize the stress often accompanying a job move and ensure you are well-prepared for success in your new role. Take it one step at a time, stay organized, and enjoy the exciting new chapter in your career.

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Corporate Relocation Corporate relocation tips Domestic Relocation Domestic Relocation Tips Household Goods Relocation Best Practices Relocation Management

Best Practice for Relocation: Multiple Bids for Mortgage Services

Learn how a multiple-bid process can keep relocation costs in check

Very few people will walk into a car dealership, point to a vehicle, and say, “Let’s sign a contract.” Most of us will compare the prices offered by a few area dealerships. When the salespeople know that they have competition, they begin reducing the vehicle’s initial cost.

However, many relocation management companies (RMCs) either own or are owned by mortgage companies. Therefore, when a client company wants to move its employees, the employees do not have a choice of lenders. The RMC and the mortgage lender know that the transferee is at their mercy concerning price, scheduling, and customer service.

Some RMCs use a multiple-bid process to ensure that transferees are getting the best price and service. There are some significant benefits to going through an RMC and having their mortgage lenders compete for relocation business:

Lenders are motivated to offer competitive rates and minimal closing costs. They are willing to be flexible with their approval criteria for individuals referred by an RMC. These borrowers can access special discounts and mortgage programs exclusive to RMC referrals. To ensure the best deal, at least three lenders submit bids for the borrower to compare mortgage estimates. These estimates are based on the borrower’s financial capacity, loan amount compared to property value, and the terms of available mortgage programs. This process is considered a standard practice for optimal results.

Each lender understands that its objective is to win the business. Therefore, they provide mortgage estimates that are fair and accurate with relatively no cushion to the costs.

Helping Keep Relocation Costs in Check

When utilizing multiple bids for mortgage services, transferees save an average of .32% on their mortgage rate. What does this mean for transferees? The lower rate will allow transferees to explore more options, such as larger houses, better neighborhoods, or simply enjoying the monthly savings.

With multiple lenders providing bids, transferees can compare and choose the best mortgage rate. This saves them money in the long run and gives them the flexibility to consider different housing options that may have been out of reach with a higher mortgage rate. Ultimately, this process helps keep relocation costs in check and allows transferees to make the most of their new living situation. With the potential savings on their mortgage rate, transferees can focus on settling into their new home and community without the added financial stress.

While cost is essential, so is the transferee’s experience. Allowing the transferee to meet with multiple mortgage lenders will engage him or her more in the relocation process. This promotes an overall good experience because transferees tend to be happier if they feel that they are being heard throughout the relocation process. And we all know that happy employees are productive employees.

GMS Offers Companies Freedom of Choice

Global Mobility Solutions (GMS) pioneered the “Freedom of Choice” model in relocation. By providing multiple bids for an array of providers, client companies and their transferees have saved money on services like household goods movement and mortgage loans. GMS continues innovating best-practice workforce mobility programs to make relocations easy and practical for clients and their employees.


This unique approach gives companies more control over their relocation budget and ensures that transferees have options that best suit their needs. By offering freedom of choice, GMS can tailor relocation packages to fit the specific requirements of each individual or family, making the entire process more personalized and efficient. This not only saves the company money but also helps reduce stress and uncertainty for the transferee, leading to a smoother transition and a more positive experience overall. With GMS leading the way in innovative relocation solutions, companies can trust that their employees will be cared for during the relocation process.

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