Category: Global Relocation Challenges

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How Technology Is Revolutionizing Global Mobility Management

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The world of global mobility is evolving faster than ever before. As organizations expand across borders and remote work continues to reshape workforce dynamics, technology is playing a pivotal role in transforming how mobility programs are managed. From automation and data analytics to AI-driven relocation support, modern tools are helping companies streamline processes, reduce costs, and create a more seamless experience for relocating employees.

Automation Simplifies Complex Mobility Processes

Global mobility involves many moving parts — from visa and immigration management to payroll, housing, and compliance. Traditionally, these processes required manual input and coordination among multiple stakeholders, often resulting in inefficiencies and delays.

Today, automation tools have changed the game. Automated workflows help manage approvals, track deadlines, and reduce administrative burdens. Tasks like document processing, expense tracking, and assignment management can now be handled with greater accuracy and speed, freeing HR and mobility teams to focus on strategic decision-making rather than paperwork.

Data Analytics Drives Smarter Decision-Making

Data is one of the most potent assets in modern mobility management. With the right technology in place, companies can access real-time insights into relocation trends, costs, and employee satisfaction.

Analytics dashboards enable HR leaders to identify cost-saving opportunities, forecast relocation budgets, and measure program effectiveness. For example, by analyzing relocation timelines or housing costs across regions, organizations can make more data-driven decisions that improve both efficiency and employee experience.

At Global Mobility Solutions (GMS), data analytics plays a key role in helping clients make informed choices that align with their global business goals.

Artificial Intelligence Enhances the Relocation Experience

AI is no longer a futuristic concept — it’s already reshaping how employees relocate. Intelligent systems can now recommend housing options, predict relocation challenges, and provide real-time guidance tailored to each employee’s needs.

Through partnerships with innovators like RentSmart AI, GMS is integrating AI-driven tools to deliver personalized relocation experiences. These technologies analyze employee preferences, lifestyle needs, and local market data to simplify decision-making and reduce stress throughout the move.

The result? Employees enjoy a smoother, more informed transition, while employers benefit from improved satisfaction and retention

Cloud-Based Mobility Platforms Improve Collaboration

In a global workforce, accessibility and communication are essential. Cloud-based mobility platforms allow HR teams, service providers, and relocating employees to access critical information anytime, anywhere.

These platforms centralize mobility data, provide real-time status updates, and ensure transparency throughout the relocation process. Whether managing multiple moves or a single international assignment, cloud technology fosters collaboration and keeps everyone aligned.

Technology Strengthens Compliance and Risk Management

Compliance remains a top concern in global mobility — especially with the complexity of international tax laws, visa regulations, and employment standards. Technology helps mitigate these risks by tracking compliance requirements and alerting teams to potential issues before they arise.

Digital compliance tools and automated audit trails provide visibility into every step of the relocation process, reducing errors and ensuring compliance with global regulations. This not only protects organizations legally but also reinforces their reputation as responsible global employers.

The Future of Global Mobility Is Digital

The future of global mobility management lies in continued technological integration. As AI, automation, and data analytics evolve, companies will gain even more control, visibility, and insight into their programs.

Forward-thinking organizations that embrace digital transformation will be better equipped to adapt to changing market conditions, support employee needs, and maintain a competitive edge in the global talent landscape.

At GMS, we’re leading this evolution by combining industry expertise with cutting-edge technology to help companies simplify and strengthen their mobility programs.

GMS stays up to date on Relocation Technology

Technology isn’t just improving how global mobility is managed — it’s redefining it. From automation and AI to cloud-based collaboration, these innovations are creating more innovative, more efficient relocation experiences for businesses and employees alike.

To learn more about how GMS leverages technology to deliver exceptional mobility solutions, contact us today or explore our latest insights on the future of global mobility.

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Why Flexibility Is the New Currency in Corporate Relocation Programs

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In today’s fast-evolving global workforce, flexibility isn’t just a perk — it’s the new currency driving successful corporate relocation programs. As employee expectations shift and business priorities become more fluid, organizations are rethinking traditional relocation policies in favor of adaptable, personalized solutions that support both company goals and individual needs.

Flexibility has become a key differentiator in attracting and retaining top talent, optimizing budgets, and improving the overall relocation experience. Flexibility in relocation programs not only meets the diverse needs of employees but also enhances their overall experience. 

When employees feel that their personal situations are understood and accommodated, they are more likely to feel valued and engaged. This positive experience can lead to increased loyalty and productivity, ultimately benefiting the organization as a whole. Companies that prioritize employee experience in their global mobility programs often see a smoother transition, reduced stress, and quicker integration into new roles.

The New Reality of Workforce Mobility

The modern workforce is more diverse and distributed than ever before. Hybrid work, global hiring, and remote-first roles have redefined what it means to “relocate.” Today’s employees value autonomy, choice, and the ability to tailor their relocation experience around their unique lifestyles.

At the same time, organizations are balancing cost efficiency with talent engagement. A flexible relocation program allows companies to align mobility strategies with broader business goals — whether that’s accelerating global expansion, enhancing diversity, or responding to changing market conditions.

Why Flexibility Matters in Corporate Relocation

  1. Employees Expect Personalization
    No two relocations are the same. A recent trend across the mobility industry shows employees increasingly expect relocation benefits that adapt to their personal circumstances — whether they’re moving with a family, relocating internationally, or managing dual-career households.

    Flexible relocation programs empower employees with choice, offering customizable benefits like lump-sum allowances, tiered policy options, or menu-style packages. This personalization not only increases satisfaction but also ensures benefits are significant and relevant to each transferee.
  1. Businesses Need Agility to Compete
    Economic conditions, visa regulations, and housing markets can shift quickly. Organizations with rigid relocation policies risk being left behind. Flexible mobility programs help businesses stay agile, enabling HR and mobility teams to adjust benefits and budgets in response to regional trends, cost fluctuations, and strategic priorities.

    For example, companies can adjust housing assistance levels in high-cost cities or offer temporary remote work arrangements when relocation timing becomes challenging. This adaptability supports continuity while minimizing disruption.
  1. Flexibility Enhances Cost Control
     A common misconception is that flexibility increases costs — but the opposite is often true. With a well-structured policy framework, flexible relocation programs can reduce waste and optimize spending.

    When employees can select the benefits they value most, companies avoid overspending on services that may go unused. Plus, real-time data and analytics — like those provided by GMS’s mobility technology — give employers better visibility into cost drivers, helping fine-tune budgets and forecast future expenses more accurately.
  1. It Strengthens the Employee Experience
     Relocation is one of the most significant transitions in an employee’s career. A flexible approach communicates trust and empathy, showing employees that the organization recognizes their individual needs. This can lead to higher engagement, stronger performance, and a smoother onboarding process in the new location.

    From offering virtual settling-in assistance to providing flexible housing or travel options, every adaptable touchpoint contributes to a more positive experience — one that reinforces company culture and supports long-term retention.

Key Ways to Build Flexibility into Your Global Mobility Program

  1. Adopt a Core-Flex Policy Model
    Many organizations are embracing the core-flex model, which combines essential “core” benefits (like household goods shipment or visa support) with a flexible “menu” of optional benefits. This approach balances consistency and choice, ensuring compliance while maintaining employee autonomy.
  2. Leverage Technology for Smarter Mobility
    Modern relocation technology — such as the tools integrated within GMS’s platform — empowers HR teams to manage flexible benefits, track usage, and monitor satisfaction in real time. Automation and AI-driven insights make it easier to adapt programs as employee needs evolve.
  3. Partner with a Relocation Expert
    Working with an experienced relocation provider like GMS can help organizations implement flexible solutions efficiently and strategically. GMS offers policy benchmarking, program design, and data-driven recommendations to ensure mobility strategies remain competitive and compliant.

The Future of Relocation Is Built on Flexibility

As the workforce continues to evolve, flexibility will remain the foundation of successful mobility programs. It’s more than just a trend — it’s a strategic advantage that empowers employees, strengthens employer brands, and positions organizations for sustainable growth.

Companies that prioritize flexibility today will be better equipped to attract top talent, navigate uncertainty, and create relocation experiences that drive loyalty and success.

At Global Mobility Solutions, we help organizations design and deliver flexible relocation programs that meet the needs of today’s mobile workforce.

Learn more about how GMS can help your company embrace flexibility in relocation to get started.

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Enhancing Relocation Success: The Role of HR and Supply Chain Managers in Selecting the Right Management Companies

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In today’s fast-paced global market, businesses often need to relocate employees. This can happen for many reasons, like tapping into new markets or retaining talent. However, relocating employees isn’t always simple. It can be complicated and often requires a strong partnership between Human Resources (HR) and Supply Chain Managers. Together, they can choose the right Relocation Management Companies (RMCs) that meet both the business’s goals and employees’ unique needs.

This post explains how HR and Supply Chain Managers can effectively team up to find and work with RMCs. This collaboration aims to create a smooth relocation experience for everyone involved.

Understanding the Role of Human Resources in Relocation

HR and Talent Management professionals are at the heart of addressing the needs of relocating employees. In addition to primary duties, they are often called on to make sure the relocation process is efficient, supportive, meeting budgetary requirements, and the relocating employees’ needs. Here are some key responsibilities HR and Talent Management professionals, when it comes to relocation

  1. Employee Relocation Support: HR provides support to employees and partners with the preferred Relocation Management Company (RMC), who is responsible for coordinating in-scope services on behalf of the company. HR and Talent Management professionals are often responsible for managing the RMC relationship.
  2. Policy Development: HR partners with the RMC to revise or create clear relocation policies. For example, in a recent survey, 78% of employees stated that understanding relocation benefits upfront made them feel more confident about relocating, underscoring the importance of a right fit policy approach.
  3. Budget Management: Working alongside the RMC, HR and Talent Management professionals often work with internal stakeholders to set a clear budget for relocation costs, keeping spending in check and avoiding surprises later.
  4. Talent Retention: A well-managed relocation process can lead to increased employee retention rates, making it essential for HR and Talent Management professionals to focus on getting it right. Oftentimes, HR and Talent Management professionals leverage pre-decision or hire services to assist in validating each candidate for relocation, so costs, roadblocks and needs are fully understood prior to investing in a relocation transfer.

By grasping these responsibilities, HR and Talent Management can communicate effectively with Supply Chain Managers about employees’ needs during the selection of RMCs.

The Role of Supply Chain Managers in Relocation

Supply Chain Managers are often responsible for ensuring that the purchasing of the relocation services that align with the companies identified goals and objectives for growth, cost-containment, process and more. Their key responsibilities include:

  1. Vendor Selection: They assess and choose RMCs based on their experience, reputation, and how well they fit the company’s needs.
  2. Cost Management: Supply Chain Managers study costs from various RMCs and negotiate contracts to get the best deal for the organization. For instance, an effective strategy might lead to savings of up to 30% on relocation costs.
  3. Process Optimization: They aim to streamline relocations, keeping operations efficient and minimizing disruptions. This focus can lead to cycle time reductions and efficiency savings.
  4. Risk Management: They partner with internal stakeholders to identify potential risks in the relocation process and formulate strategies to tackle them. This can significantly decrease relocation-related issues.

Working closely with HR and Talent Management enables Supply Chain Managers to select RMCs that meet logistical needs while also considering employee satisfaction.

The Importance of Collaboration Between HR, Talent Management and Supply Chain Managers

Collaboration between HR, Talent Management and Supply Chain Managers benefits the organization in various ways:

  1. Holistic Approach: By teaming up, HR, Talent Management and Supply Chain Managers can look at relocations from all angles, making decisions that satisfy both logistical and employee needs.
  2. Enhanced Communication: Strong collaboration fosters better communication. This ensures that everyone involved— from employees to leadership—stays informed throughout the relocation process.
  3. Improved Decision-Making: Working together allows for a thorough evaluation of potential RMCs. This kind of joint decision-making leads to choices that effectively serve the organization and its employees.
  4. Increased Efficiency: Collaborating makes it easier to address challenges quickly, reducing delays and improving the relocation experience.

Common Criteria for Selecting Relocation Management Companies

When choosing RMCs, HR, Talent Management and Supply Chain Managers should consider a few essential factors:

  1. Experience and Expertise: RMCs should have a solid track record, especially in regions relevant to the organization. For instance, if a company is expanding to Asia, choosing an RMC with experience in that market is crucial.
  2. Service Offerings: The range of services provided matters a lot. Some RMCs offer detailed destination services, home finding, and even cultural training — all of which can make a smoother transition for relocating employees.
  3. Technology and Tools: RMCs that use advanced tools and technology can improve the relocation experience. For example, integration, flexible automated workflows, real-time tracking and AI features can keep employees informed about their relocation status.
  4. Cost Structure: Understanding how RMCs structure their pricing helps in creating and sticking to budgets. Transparency in costs is essential for smooth financial management.
  5. Customer Service: The level of support employees get during their relocation is critical. RMCs must be responsive and attentive to employee needs to ensure a positive experience.

Engaging with Relocation Management Companies

After identifying suitable RMCs, it’s time to engage with them effectively. This typically includes:

  1. Request for Proposal (RFP): HR, Talent Management and Supply Chain Managers should send out an RFP, clearly laying out the organization’s needs and expectations.
  2. Interviews and Presentations: Conducting interviews with potential RMCs allows the team to gauge their capabilities and cultural fit.
  3. Site Visits: If possible, visiting the RMC’s operations can be a great way to understand their processes and capabilities directly.
  4. Reference Checks: Checking references from other companies that have used the RMC can help validate their effectiveness and reliability.

Building a Long-Term Partnership with RMCs

Choosing the right RMC is just the first step. Building a long-lasting relationship is vital for ongoing success. Here are a few ways to achieve this:

  1. Regular Communication: Keeping communication open ensures that both organizations are aligned on expectations, and any issues can be dealt with quickly.
  2. Performance Evaluation: Regularly assessing how well the RMC performs can highlight areas that need improvement, helping refine processes further.
  3. Feedback Mechanisms: Creating a way for relocating employees to share their experiences can provide valuable insights into how effectively the RMC is meeting their needs.
  4. Continuous Improvement: Collaborating with RMCs to enhance processes yields better relocations and happier employees.

Ready to work with GMS?

The partnership between HR, Talent Management and Supply Chain Managers is critical for the effective selection of Relocation Management Companies. By working together, these departments can ensure that relocations are efficient and meet the unique needs of employees.

Navigating the complexities of employee relocations requires strong partnerships with RMCs. By focusing on communication, collaboration, and continuous improvement, organizations can create seamless relocation experiences that benefit both the company and its employees

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Are Relocation Benefits Still Relevant Today?

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Relocation benefits are evolving—but they’re far from disappearing. As businesses continue to expand into new markets and compete for talent, mobility programs remain a valuable tool for attracting, engaging, and retaining employees. When designed with flexibility and employee needs in mind, relocation benefits can strengthen both workforce stability and organizational growth.

The Changing Landscape of Relocation

While some employees have more flexibility in where they live and work, relocation remains essential for roles that require leadership, specialized expertise, or on-site operations. For organizations entering new regions or developing future leaders, mobility programs are not simply about moving people—they’re about enabling success.

Why Relocation Benefits Still Matter

  • Recruitment & Competitive Advantage
     Comprehensive relocation packages help companies stand out when hiring for hard-to-fill positions or attracting top talent in competitive markets.

  • Employee Well-Being & Retention
     Relocating is complex and often stressful for employees and their families. Support with housing, schooling, and settling in helps build loyalty and minimize disruption.
  • Strategic Talent Deployment
    Relocation ensures the right people are in the right place at the right time, supporting global expansion and long-term talent development.

How Relocation Benefits Are Being Redefined

Organizations are moving away from one-size-fits-all relocation packages toward flexible, employee-centered solutions. Common trends include:

  • Choice and Customization – Giving employees options, such as spousal support, temporary housing, or pet relocation.
  • Tiered Approaches – Adjusting benefits based on seniority, role, or the complexity of a move.
  • Lifestyle Support – Recognizing the importance of family, community, and long-term integration in a successful relocation.

What Employers Should Consider

To ensure relocation programs remain effective, organizations should ask:

  1. What resources do employees and their families need to succeed in a new location?

  2. How can benefits be equitable while remaining flexible across roles and assignment types?

  3. What is the long-term impact of relocation support on retention, engagement, and productivity?

  4. How can policies be communicated more clearly to build employee confidence?

Work with GMS to Get Employees from Point A to Point B

Relocation benefits are not a thing of the past—they are evolving into more strategic, flexible, and people-focused programs that help businesses thrive. Companies that modernize their mobility offerings position themselves to win top talent and ensure smoother transitions for employees worldwide.

If you’d like guidance on updating or optimizing your relocation program, contact GMS today—we’re here to help answer your questions and support your mobility strategy.

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Why GMS Provides Relocation Coaches to Each Transferee

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When moving with GMS, your coach will be with you every step of the way

Global Mobility Solutions (GMS) is the industry leader in relocation services. We have been providing companies with global mobility programs since 1987. One of the things that sets GMS apart from the competition is our dedication to personalized service. Every person who moves with us is assigned a relocation coach, a highly trained professional with expert guidance in either domestic or international employee relocation, who will be with you every step of the way. 

Our coaches’ critical responsibilities include delivering the highest customer and client satisfaction. Each coach works with transferees to complete a needs analysis and then verify their understanding of the relocation services authorized. Our coaches are proactive in tracking the progress of candidates and transferees to ensure the highest conversion levels and customer/client satisfaction. They are always ready to address any issues promptly, providing a smooth and stress-free relocation process.

The most significant advantage of working with a global mobility expert is that they act as a single point of contact for candidates/transferees to work through all questions, issues, and problem resolutions.

Our relocation coaches are highly trained professionals who are dedicated to making the moving process as smooth and stress-free as possible for our clients. They are there to answer any questions, address any concerns, and provide support every step of the way. By working closely with each individual, our coaches ensure that all needs are met and that the relocation process is a success.

In addition to providing guidance and support, our coaches also play a crucial role in ensuring that our clients are satisfied with our services. They track the progress of each candidate and transferee, ensuring everything is on track and addressing any issues promptly. By acting as a single point of contact, our coaches make it easy for clients to get the assistance they need when they need it.

Overall, our relocation coaches are an essential part of our team, helping to deliver the highest levels of customer and client satisfaction. With their expertise and dedication, we can provide a seamless and efficient relocation experience for everyone who moves with us.

Ready to Receive Expert Relocation Coaching?

GMS’ relocation coaches are highly trained professionals who understand the challenges and complexities of moving to a new location. They will work closely with your employees to create a personalized relocation plan that meets their needs and preferences. From finding the right neighborhood to coordinating logistics, our coaches will be there every step of the way to ensure a smooth transition.

By partnering with GMS, you can rest assured that your employees will receive the support and guidance they need to settle into their new home with ease. Our team is dedicated to providing top-notch service and making the relocation process as stress-free as possible for everyone involved.

Be sure to give your employees the expert relocation coaching they deserve. Contact us today to learn more about how GMS can help streamline your global mobility needs and provide a seamless relocation experience for your team.

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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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Why It’s Important to Work with International Tax-Knowledgeable RMC

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When it comes to employee relocation, taxes play a huge role

Companies that undertake employee relocations, whether domestic or international, are acutely aware of the complex nature of tax handling. Transferees moving from one state to another often grapple with the intricacies of filing for their new state. Similarly, individuals moving to a new country often need expert guidance to navigate the local tax system. 

Working with a relocation management company (RMC) with relocation tax specialists on staff can give your employees significant advantages in the relocation process. Relocation tax specialists are well-versed in the tax laws and regulations for employee relocations. 

They can provide valuable advice on tax planning, compliance, and optimization strategies to ensure that your employees are not only in compliance with tax laws but also taking advantage of any available tax benefits. By working with a tax-knowledgeable RMC, you can help your employees avoid costly mistakes and minimize their tax liabilities during the relocation process.

Furthermore, international tax-knowledgeable RMCs can also assist with tax equalization and tax protection policies, which are essential for ensuring that your employees are not unfairly burdened by tax implications resulting from their relocation. These policies help to ensure that employees are not disadvantaged financially due to tax differences between their home and host locations.

International Tax Compliance

Whether moving abroad permanently or for a temporary job, it’s crucial to understand that any expenses related to the relocation could raise tax concerns in both the country you’re leaving and the one you’re moving to. This highlights the need to carefully track potential tax liabilities from relocation payments to ensure accurate tax filings in your previous and new locations.

American citizens are obligated to report their worldwide income for tax purposes, regardless of where it was earned, in addition to complying with tax regulations in the country they are currently residing in. Even when an individual moves out of the United States, they must submit a US Federal Income tax return. Thankfully, the US offers a foreign tax credit that can offset the tax liability of the employee, potentially resulting in no taxes owed to the US government or a minimal amount. However, employers need to consider implementing tax equalization policies for employees moving abroad. This ensures that employees pay taxes similar to what they would in their home country, with the employer covering any differences in tax liabilities.

Work with the Best Full-Service RMC

Global Mobility Solutions (GMS) works with some of the best tax professionals in the relocation industry. For international and domestic assignments, GMS works with your employees from the very start to ensure we can make the relocation process as seamless as possible. Our expert team is willing to listen to your needs and then help you develop relocation programs that will help your employees, including tax needs. 

Contact us today to set up a free consultation with one of our business development managers.

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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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Addressing data protection and security issues in your global mobility initiative

2021 Industry Trends: Workforce Mobility Forecast
2021 Industry Trends: Workforce Mobility Forecast

Learn why data privacy is essential for relocation management companies

Ransomware, phishing, hacking, malware, botnets, viruses, spyware, and worms are some cybersecurity threats we face today. One doesn’t need to be an IT expert to recognize that data security risks are significant in our digital age. With personal information now crucial for businesses, conversations on data privacy and protection have moved from technical departments to executive meetings. As companies handle increasing amounts and worth of data, the associated risks also escalate.

The European Union’s General Data Protection Regulation (GDPR) is a widely recognized and established security standard that mandates companies safeguard individuals’ personal information and privacy in the EU and data related to transactions within EU countries. Failure to comply with these regulations can result in hefty financial penalties, fines, and considerable harm to a business’s reputation.

How can you ensure you stay ahead of these challenges?

As your traveling employees move globally, they anticipate that you and your service providers will safeguard their personal information. Organizations have an obligation to their workforce to ensure the protection of sensitive and private data. This duty involves collaborating with reliable partners and vendors who emphasize data privacy and security in their practices. 

Below are five data privacy processes we consider essential for your company, partners, and vendors.

  1. Conduct Regular Risk Assessments: It’s crucial to evaluate the potential risks associated with data handling regularly. This involves identifying vulnerabilities in your systems and processes and assessing your partners’ security measures. By understanding where the risks lie, you can take proactive steps to mitigate them.
  2. Implement Strong Data Encryption: Protecting sensitive information through encryption is a fundamental practice. Ensure that both your company and your vendors use robust encryption methods for data at rest and in transit. This adds an extra layer of security, making it much harder for unauthorized individuals to access personal information.
  3. Establish Clear Data Access Policies: Define who has access to personal data and under what circumstances. This should include strict guidelines on data sharing and handling. Ensure all employees and partners are trained on these policies to prevent unauthorized access and potential breaches.
  4. Regularly Update Software and Systems: Keeping your software and systems up to date is essential for protecting against vulnerabilities. Ensure your company and vendors are committed to regular updates and patches. This helps to close security gaps that cybercriminals could exploit.
  5. Create an Incident Response Plan: Despite best efforts, breaches can still occur. Having a well-defined incident response plan in place is vital. This plan should outline the steps to take in the event of a data breach, including how to notify affected individuals and regulatory bodies. Regularly review and practice this plan to ensure everyone knows their role in the event of an incident.

Implementing these essential data privacy processes can significantly reduce non-compliance risk and protect employees’ personal information. Remember, data privacy is not just a legal obligation; it’s a commitment to your employees and their trust in your organization.

GMS Takes Data Privacy Serious for Global Mobility Programs

Regardless of whether you are collaborating with a relocation management firm or overseeing your mobility program internally, it is essential to pose these two critical inquiries:

Has your mobility program been committed clearly to data privacy and protection over the past six months?

Does your organization or relocation provider adhere to the trust services principles outlined in a SOC 2 certification?

If your response to either question is “No,” it is crucial to reassess your data security and compliance measures. Global Mobility Solutions (GMS) is one of the few relocation companies holding SOC 2 certification. Contact GMS today to discover how we safeguard your information and data throughout your relocation management program. You can call us at 800.617.1904 or 480.922.0700 for more information.

Our cloud-based relocation technology is designed to help you streamline your company’s relocation management.

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The Importance of Data Privacy in the Global Mobility Industry

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Two technology professionals work diligently in a bright office setting, one focusing on a laptop while the other engages with a large monitor, coding together.

Why Relocation Management Companies Have to Take Data Privacy and Security Seriously

In today’s digital age, maintaining data privacy is essential as it goes beyond protecting identities to safeguarding personal information that can significantly impact individuals’ lives. Consumers seek convenience and speed, particularly in global travel, yet these benefits often come with a trade-off of privacy and ethical data handling. Companies offering features like biometric logins and tailored marketing campaigns face unique challenges that require thorough evaluation. Unfortunately, risk assessments are often overlooked when responding to customer requests quickly.

As technology advances, the need for data privacy and security in the global mobility industry becomes more pressing. Relocation management companies, in particular, must prioritize protecting personal information to maintain trust with their clients. With the increasing use of biometric data and personalized services, the risks of data breaches and misuse are higher than ever.

Businesses in the global mobility industry must conduct thorough risk assessments and implement robust security measures to safeguard sensitive data. Ignoring these risks in favor of meeting client demands quickly can lead to severe consequences, including legal liabilities and reputational damage.

By taking data privacy and security seriously, relocation management companies can protect clients’ information and build a reputation as trustworthy partners in the global mobility industry. Prioritizing data privacy is a legal requirement and a strategic decision that can set businesses apart in a competitive market.

Key Elements of Data Protection

The first steps in creating an effective data management system involve sorting and organizing data. This includes identifying the types of data needed, understanding how data is used internally, evaluating how data is shared externally, and determining where data should be stored, a process known as data mapping. Companies must also navigate through regulations by identifying data protection requirements, often requiring the expertise of a data protection officer or legal advisor.

Incorporating privacy into a company’s design strategy requires careful integration into systems and processes and a deep understanding of data collection and privacy laws. Effective data management includes clear privacy policies, limited data collection for specific purposes, secure data handling, timely data deletion, and quick responses to data access and deletion requests.

Ongoing training and supervision are necessary for proper data management. Organizations should offer training sessions, anonymous reporting options, surveys, audits, and incentive programs to educate employees and supply chain partners about data privacy and security. Data privacy constantly changes and requires continuous enhancements and monitoring to comply with relevant laws and regulations.

The global mobility sector is evolving in its approach to handling sensitive data, focusing on privacy-oriented strategies and robust data protection measures. By adhering to regulations and implementing these practices, organizations can enhance trust with transferees and clients and improve the reliability and quality of their services throughout the relocation process.

Your Data Is Safe with GMS

Global Mobility Solutions (GMS) is one of the few international relocation companies with SOC 2 certification. At GMS, we take data privacy and security seriously. Our SOC 2 certification demonstrates our commitment to protecting your sensitive information throughout the relocation process. We understand the importance of maintaining the confidentiality and integrity of your data, and we have implemented stringent measures to ensure that your information is safe with us. By choosing GMS for your relocation management program, you can trust that your data is in good hands. Contact us today to learn more about our data protection practices and how we can help you with your relocation needs.

Why Relocation Management Companies Have to Take Data Privacy and Security Seriously

In today’s digital age, maintaining data privacy is essential as it goes beyond protecting identities to safeguarding personal information that can significantly impact individuals’ lives. Consumers seek convenience and speed, particularly in global travel, yet these benefits often come with a trade-off of privacy and ethical data handling. Companies offering features like biometric logins and tailored marketing campaigns face unique challenges that require thorough evaluation. Unfortunately, risk assessments are often overlooked when responding to customer requests quickly.

As technology advances, the need for data privacy and security in the global mobility industry becomes more pressing. Relocation management companies, in particular, must prioritize protecting personal information to maintain trust with their clients. With the increasing use of biometric data and personalized services, the risks of data breaches and misuse are higher than ever.

Businesses in the global mobility industry must conduct thorough risk assessments and implement robust security measures to safeguard sensitive data. Ignoring these risks in favor of meeting client demands quickly can lead to severe consequences, including legal liabilities and reputational damage.

By taking data privacy and security seriously, relocation management companies can protect clients’ information and build a reputation as trustworthy partners in the global mobility industry. Prioritizing data privacy is a legal requirement and a strategic decision that can set businesses apart in a competitive market.

Key Elements of Data Protection

The first steps in creating an effective data management system involve sorting and organizing data. This includes identifying the types of data needed, understanding how data is used internally, evaluating how data is shared externally, and determining where data should be stored, a process known as data mapping. Companies must also navigate through regulations by identifying data protection requirements, often requiring the expertise of a data protection officer or legal advisor.

Incorporating privacy into a company’s design strategy requires careful integration into systems and processes and a deep understanding of data collection and privacy laws. Effective data management includes clear privacy policies, limited data collection for specific purposes, secure data handling, timely data deletion, and quick responses to data access and deletion requests.

Ongoing training and supervision are necessary for proper data management. Organizations should offer training sessions, anonymous reporting options, surveys, audits, and incentive programs to educate employees and supply chain partners about data privacy and security. Data privacy constantly changes and requires continuous enhancements and monitoring to comply with relevant laws and regulations.

The global mobility sector is evolving in its approach to handling sensitive data, focusing on privacy-oriented strategies and robust data protection measures. By adhering to regulations and implementing these practices, organizations can enhance trust with transferees and clients and improve the reliability and quality of their services throughout the relocation process.

Your Data Is Safe with GMS

Global Mobility Solutions (GMS) is one of the few international relocation companies with SOC 2 certification. At GMS, we take data privacy and security seriously. Our SOC 2 certification demonstrates our commitment to protecting your sensitive information throughout the relocation process. We understand the importance of maintaining the confidentiality and integrity of your data, and we have implemented stringent measures to ensure that your information is safe with us. By choosing GMS for your relocation management program, you can trust that your data is in good hands. Contact us today to learn more about our data protection practices and how we can help you with your relocation needs.

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Benefits of Expanding Hiring into LATAM

latam employees in office
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Here are some tips for expanding business and hiring efforts in LATAM markets

Statista reports that Chile, Mexico, Puerto Rico, Colombia, and Costa Rica are the leading Latin American nations for quickly conducting business. The benefits of venturing into the LATAM market are the continuously growing consumer base and advantageous time zones.

Latin America holds immense technological potential and is considered one of the most promising emerging economies. It rapidly evolved into a global center for technology and IT services, with numerous untapped opportunities. The region still faces several inefficiencies, making it an ideal market for finance and tech companies to introduce innovative solutions and address local challenges. This scenario is particularly advantageous for startups looking to establish their presence and make a significant impact. 

The Latin American market offers excellent opportunities for B2C companies due to its many consumers, particularly in Mexico and Brazil. Even a relatively low-priced product has the potential to generate substantial revenue in this densely populated region.

What’s the Workforce Like in LATAM Markets?

Latin American markets have many proficient workers, particularly in technology. In 2022, there was a significant demand for software engineers, developers, and marketers from Argentina, with the United States being one of the primary countries recruiting them. Apart from possessing these technical skills, employees from Latin America typically have fluency in at least two languages, commonly Spanish and English, and occasionally Portuguese. This linguistic ability provides them with enhanced opportunities to tap into emerging markets.

Accessing the vast talent pool in Latin America allows you to tap into a diverse range of skilled professionals. It provides the chance to acquire this talent at a budget-friendly rate, which can result in reduced expenses for your company while ensuring that you can provide competitive and enticing remuneration packages to the local workforce.

The convenient time zones are another advantage of this workforce. The region’s proximity to the United States and Europe can benefit companies looking to maintain strong connections with these important markets. Latin America is ideally situated for collaboration with companies based in the US and Canada, and it has a significant time zone overlap with most European countries.

Legal and compliance challenges in LATAM

One of the key considerations when entering the Latin American market or hiring talent from the region is understanding the legal and compliance challenges that may arise. Each country in Latin America has its own unique set of laws and regulations, which can vary significantly from those in the United States or Europe.

Navigating these legal and compliance challenges can be complex, but it is essential to ensure that your company operates within the boundaries of the law. This includes understanding local labor laws, tax regulations, intellectual property rights, and data protection laws.

Working with local legal experts who have a deep understanding of the region’s legal landscape can be invaluable in helping your company navigate these challenges. They can guide you on structuring contracts, complying with local regulations, and protecting your company’s interests.

Additionally, it is vital to stay current with any changes in Latin America’s legal and compliance landscape. Laws and regulations can change frequently, and failing to stay informed can result in costly penalties or legal disputes.

Another challenge is the cultural differences that may impact your business operations in Latin America. Each country has unique cultural norms and business practices, and understanding and respecting these differences is crucial for building successful relationships with local partners, clients, and employees.

Language barriers can also pose a challenge, especially if your company needs employees fluent in Spanish or Portuguese, the predominant language in the region. Hiring local talent who can bridge this language gap can be beneficial in overcoming this challenge.

Despite these challenges, the opportunities Latin America offers for businesses are vast. By understanding and addressing the legal and compliance considerations and cultural differences, your company can successfully navigate the Latin American market and tap into its potential for growth and success.

But beware of the absence of regulations: Remote work is still a relatively recent concept in Latin America, resulting in a need for more clearly established laws. To successfully expand a business to this region, it is crucial to have access to expert guidance and local insights to address uncertainties about optimal employment and payment structures.

Will the Culture Difference Come Into Play?

Additionally, it is crucial to consider cultural differences and preferences when expanding a business to Latin America. Latin American countries have a strong sense of community and personal relationships, greatly influencing business interactions. Building trust and establishing personal connections with local partners and clients is crucial for success.

Furthermore, adapting to local business practices and customs is essential. Latin American countries often have a more relaxed approach to time management and deadlines than other regions. Flexibility and patience are crucial when dealing with bureaucratic processes and negotiations.

Moreover, understanding the local labor laws and regulations is vital to ensure compliance and avoid legal issues. Each country in Latin America has its own set of labor laws, which can vary significantly from those in other regions. Seeking legal advice and partnering with local experts can help navigate these complexities.

Flexible options that cater to local preferences are essential for payment models. Cash payments are still widely used in many Latin American countries, so providing alternative payment methods, such as mobile wallets or local payment processors, can greatly facilitate transactions.

Lastly, investing in local talent and providing training opportunities can significantly benefit the business. Latin America has a young and dynamic workforce, and by nurturing and developing local talent, companies can tap into their potential and drive growth.

In conclusion, expanding a business to Latin America requires a deep understanding of the local culture, language, and business practices. By embracing these differences and investing in local relationships, companies can overcome challenges and thrive in this vibrant and promising market.


Contact GMS today for more information on expanding your workforce or business in LATAM markets. Our relocation experts monitor markets worldwide and would love to answer any questions or concerns you may have about relocating an employee to or from a Latin American country.

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