Category: Global Relocation

Categories
Global Relocation Global Relocation Tips

Japan’s Labor Reform Law Helps Corporate Japan Rethink Work Styles

3D Japan flag (with clipping path)see more country...

The government of Japan introduced a labor reform law in June. The law will change Japanese working behaviors that are detrimental to workers and their health. Several high profile examples of workers harmed by overworking led to the creation of the labor reform law.

What is the issue?

The Japanese work culture is famous for its focus on overworking employees. This culture is popularly known as “karoshi,” a Japanese word that means death from overwork. It is ingrained in corporations and is expressed in several ways:

  • Employees who stay late receive praise for their hard work
  • Companies frown upon employees who depart work before their supervisors
  • Most employees feel guilty for taking paid holidays and vacations

One of the most well-known examples of karoshi is the death by suicide of Matsuri Takahashi, a 24-year old employee who put in a lot of overtime at Japan’s largest advertising firm, Dentsu Inc., on Christmas Day in 2015. She had not been able to sleep much after working over 100 hours of overtime a month in the time leading up to her death.

Working 80 hours or more of overtime each month is seen as the threshold level where employees have an increased chance of dying. Many Japanese companies have employees working at this level or even higher. In addition to stress and suicide, other health effects of karoshi include heart attacks and strokes.

What does the labor reform law require?

Japan’s labor reform law:

  • Requires employers to limit overtime work to less than:
    • 100 hours per month
    • 720 hours per year
  • Ensures equal pay for equal work
  • Skilled professional workers with high wages are exempt from working-hour regulations
    • This group includes product developers, financial traders, bankers, consultants, and researchers

Several Japanese companies had already starting taking steps to reduce their reliance on overtime prior to the law’s enactment. They also had been trying new programs to make it easier for employees to take paid holidays. The new law now requires all employers to make specific efforts to reduce overtime.

What should employers expect?

Employers should expect they must comply with the new labor reform law. Several companies have noted positive effects related to their efforts to reduce overtime. For example, SCSK Corporation states that its profits have doubled over a six year time period while they had implemented programs to reduce overtime. Management recognized that healthy and rested employees contribute more to the company’s bottom line performance since they can provide value-added services to customers.

In addition to helping protect employees from karoshi, the new labor reform law creates working environments that are more favorable to women, mothers, foreign workers, younger workers, and mature workers. As Japan continues to face a decline in its working population, the government recognizes that anything it can do to help companies provide better working hours and conditions will in turn draw a larger pool of prospects into the labor market.

What should employers do?

Employers should examine their working culture, policies, and programs to be sure they comply with the new labor reform law. They should develop human resource information systems that will allow reporting on statistics required by the new law.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with country-specific employment requirements. We can help your company understand how to comply with Japan’s new labor reform law. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends

Spain’s Changing Economy Leads to Relocation Opportunities

cityscape view at dusk
Madrid, Spain financial district skyline at twilight.

Since undergoing a massive retrenchment from 2008 through 2013 when it lost 9% of its Gross Domestic Product in real terms, Spain’s changing economy has recovered and is now transforming into a global technology power center. As of 2016, exports have risen dramatically, with many companies selling throughout the European Union and beyond.

What is causing the change?

Mariano Rajoy, Spain’s Prime Minister from 2011 through 2018, instituted several reforms designed to help the country recover from its economic crisis. These reforms included reducing redundancy pay from 45 days per year worked to 33 days, and moving wage bargaining to the company level, thus making the labor market more flexible. Also, the financial system was addressed by closing under-performing banks that had made excessively risky property loans, and public finances were reformed by cutting the country’s budget deficit.

Mr. Rajoy’s digital agenda led to expansion of Spain’s fibre-optic network for high-speed data transmission, now covering 76% of the population, the highest percentage across all of Europe. Infrastructure investments in Spain have improved transportation and rail networks. Outside of Spain, the global economic recovery has increased demand for Spanish products and services, as well as improved traditional leading sectors in Spain such as tourism and travel.

What does this mean?

As Spain’s changing economy improves and continues its technology-driven transformation, the demand for highly skilled professional workers is increasing. Although the country has several leading universities and a number of technology industry startups, the demand for highly skilled workers is outpacing the number of qualified employees. Spain has a number of registered unemployed workers, but the skills gap is wide for positions in the new economy. Nearly half of job openings through 2030 will require a high level of skills and qualifications. Employers in Spain may benefit from relocation programs designed to attract and retain new hires with specialized skills and experience.

What should employers do?

Spain’s changing economy is driving growth across several industries, leading to a high level of demand for skilled workers. Employers should examine their relocation policy to determine if it is in line with Spain’s requirements for work visas. Consulate of Spain offices in cities such as Los Angeles offer forms, guidance, and assistance for work visas.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with country-specific employment requirements. We can help your company understand how to design your relocation policy so it supports transferees and new hire relocations critical to your company’s ability to grow in Spain’s changing economy. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Visas and International Travel

European Union Member States Must Recognize Residency Rights of Same Sex Spouses

Amazing London skyline with Tower Bridge during sunset

A new rule from the European Court of Justice, located in Luxembourg, requires European Union (EU) countries to recognize the residency rights of same sex spouses. The rule applies even if the countries do not authorize marriage between persons of the same sex. These countries may not obstruct the freedom of residence of any EU citizen. They cannot refuse to grant their same sex spouse, who is a national of a country that is not an EU Member State, a derived right of residence in their country.

Why is this rule needed?

Prior to the new rule, several EU member states did not offer legal protection for same sex spouses. These countries include Bulgaria, Latvia, Lithuania, Poland, Romania, and Slovakia. They also did not offer residency rights for same sex spouses of EU citizens.

Who does this rule affect?

This new rule affects same sex married couples who reside in the countries of Bulgaria, Latvia, Lithuania, Poland, Romania, and Slovakia.

What should employers expect?

Employers should expect that all non-EU citizens who become residents by marriage to an EU citizen will now have full residency rights applicable to all EU citizens. This includes employment rights and health benefits for which they were previously not eligible. As a result, some employees may want to add their same sex spouses to their health benefit coverage, if applicable.

What should employers do?

Companies that have current EU citizen employees should take notice. Most especially if these employees reside in the countries of Bulgaria, Latvia, Lithuania, Poland, Romania, and Slovakia. Companies should review their employee’s eligibility under the new rule for benefits coverage. They should also review the eligibility for all other related services for their employee’s same sex spouses. EU citizen employees and their family members within these countries should also take notice. They should understand the impact of the EU’s new rule affording residency rights for same sex spouses.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their country-specific employment, visa, and residency rights requirements. We can help your company understand how to respond effectively to the EU’s new rule. We can explain the impact of residency rights for same sex spouses in these specific countries. Learn how to navigate the changing residency landscape in the EU from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

Categories
Choosing a Relocation Company Corporate Relocation Domestic Relocation Global Relocation Relocation Policy Review Relocation Programs

Advantages of an Expedited Bidding Process

Handsome businessman talking with phone sitting with laptop on the backseat of the car

More companies are using an expedited bidding process when it comes to outsourcing their relocation program to a Relocation Management Company (RMC). This fundamental shift in a company’s approach to outsourcing relocation has many benefits, including significant cost and time savings. As the pace of business continues to increase, expedited bidding has proven to be a boon for companies that are looking to enhance the management of their relocation program.

Global Mobility Solutions’ team of global relocation experts benchmarked 48 companies that have utilized this process to determine the reasons why this approach has risen in prominence in today’s relocation market. Our team has identified five distinct reasons for the increased utilization of expedited bidding.

Five Reasons Why Companies Prefer an Expedited Bidding Process:

1. Companies Buy Solutions, Not Parts

Purchasing relocation management is a much different process than sourcing parts or equipment. Companies understand that ensuring the right fit for the right reasons is the most important factor when sourcing employee-facing services.

2. Complimentary Mobility Consulting

Policy reviews, program design and recommendations, and policy development and revisions can easily be part of this process. This also allows companies to evaluate an RMC’s experience, knowledge of the relocation process, and the quality of their consulting work.

3. Faster Relocation Program Implementation With an Expedited Bidding Process

Over 90% of companies that utilize an expedited process are able to complete their implementation within 22 days. The speed of this approach allows companies to achieve immediate efficiencies in their programs.

4. Avoiding Formal Requests

Utilizing an expedited bidding process helps companies avoid the administrative burdens and resource-intensive approach typical of the more formal Requests for Information and Requests for Proposals.

5. Immediate Cost Savings

Competition inherent in this process often results in cost savings. Improved fee structures and reduced direct costs result in up-front savings for the client. Savings allow clients to increase their focus on strategic business initiatives while the RMC manages their relocation program.

What Should Employers do to Utilize an Expedited Bidding Process?

Employers should utilize an expedited bidding process as they consider outsourcing their relocation management. A Relocation Management Company with extensive knowledge of the global relocation market and the experience of moving hundreds of thousands of employees will provide the best resources for expedited bidding processes. An experienced RMC can also easily guide companies through the process and achieve highly successful results.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their relocation programs. We can help your company understand how to gain the most benefits from utilizing an expedited bidding process. Learn how to choose the best Relocation Management Company from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Domestic Relocation Tips Domestic Relocation Trends Global Relocation Global Relocation Tips Household Goods Relocation Best Practices Relocation Management Relocation Programs

What are the Critical Questions to ask a Relocation Management Company?

Business meeting on the train

Many companies approach their relocation program without a full understanding of what questions they should ask of a Relocation Management Company (RMC). Knowing which critical questions to ask is highly important for a company to get a full understanding of how the RMC will manage their relocation program. Missing critical questions can lead to a large gap in expectations and performance. It is in each party’s best interests to be sure the most important questions are asked, and answers returned for review and decision-making.

Global Mobility Solutions’ team of global relocation experts have identified 28 critical questions that they believe companies should ask an RMC. Answers to these questions will provide the company with the most critical knowledge they need in order to make confident and fully informed choices for their relocation program’s design and functionality.

The following five critical questions are representative samples of the types of questions that you should ask an RMC.

Five Representative Critical Questions:

1. What is your service delivery model?

Fully understanding the RMC’s service delivery model is of paramount importance to understanding how the RMC will manage your company’s relocation program. Purchasing relocation management is a much different process than sourcing parts or equipment. Ensuring the right fit for the right reasons is the most important factor when sourcing employee-facing services.

2. Describe your supplier network. Do you own or are obligated to provide business to your suppliers?

It is important to understand if the RMC owns their suppliers, or are in some way obligated to provide business to their suppliers. If this is the case, transferees may not have the ability to choose the provider they want for their relocation process. In some cases, fully qualified suppliers who would provide lower costs might not be able to provide services.

3. How do you ensure competitive pricing from your supplier base?

This is one of the critical questions that will provide great insight into how the RMC operates. In some cases, RMCs will provide for competitive pricing by opening up bidding to multiple suppliers. In other cases, an RMC will try to explain that they can provide competitive pricing by leveraging their own network and spreading costs over a large number of transferee relocations. Be sure you understand what these different responses actually mean. Either the RMC ensures competitive pricing by promoting competitive bidding, or they do not promote competitive bidding.

4. What metrics and service level agreements do you track and report on?

Service level agreements (SLAs) should be a standard part of an RMC’s quality program. Service quality promises might include on time delivery guarantee of household goods, or specific performance guarantees based on transferee ratings. SLAs might cover real estate services, household goods moving, destination services, and financial and reporting services.

5. How do you utilize technology in your approach to relocation management?

RMCs should have technology to complement their service models. Companies, their transferees, and their candidates should expect a seamless relocation experience. Look for RMCs that can provide a superior, proprietary, cross-platform, online relocation management suite. Systems should provide clients and their transferees an array of decision-making, tracking, and expense management tools, with anywhere, anytime access 365 days a year and 24 hours a day.

What should companies do with the answers they receive?

Companies should compare the answers they receive from each RMC to ensure they provide the desired result. Information should be complete, and the answers should be direct and clear without any cause for confusion. Good responses will help the company determine how the RMC will manage their relocation program. Companies should be sure to ask all 28 Critical Questions in order to get the best overall responses.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their relocation programs. We can help your company understand which critical questions to ask of an RMC. These questions will help ensure you address the most critical relocation program points. Learn how to choose the best Relocation Management Company from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Download the 28 Critical Questions to ask an RMC when submitting an RFP

Categories
Choosing a Relocation Company Corporate relocation tips Domestic Relocation Global Relocation

How to Position Your Request for Proposal so Suppliers Have Correct Information

Your task is to position your Request for Proposal for Relocation Services so suppliers have all of the correct information they need to provide you with full and useful responses. With all of the many aspects of relocation programs, where should you begin?

To get the best responses, position your Request for Proposal with the information the suppliers need to understand your company and its current processes. You want to be clear in each question you ask the supplier, so you need to provide them with information about who you are and what you are seeking in a relocation services provider. Answers will vary based on the information you provide.

At a minimum, you should provide these four main points of information in order to receive robust responses to your Request for Proposal:

Four Main Points

1. Company Overview, Scope of Program, and Facility Locations

Provide information about your company, including size, number of employees, facility locations, organizational structure, and any associated companies and divisions. The scope of your relocation program is critically important for suppliers to know. Is it going to be a global program that covers all facilities worldwide? Or is the program specific to one geographical region, or only one division of your company? Position your Request for Proposal to provide as much detail as possible about what kind of relocation program your company is seeking. Additionally, be sure to include information about what range of services your company is interested in using.

2. Relocation Volume, Percentage of Homeowners and Renters, Average Home Sale Values

Position your Request for Proposal to include the number of relocations. This information is important for suppliers to know, to ensure appropriate staffing levels and structure for your company’s account service. It is also important information for the supplier to know so they can present the best pricing possible. The percentage of relocating employees who are homeowners versus renters helps the supplier understand the range of services your company’s program should use. The supplier will also be able to provide suggestions on how best to design the relocation program’s features and benefits. For your relocating employees who are homeowners, you should provide the average home sale values over the last few calendar years. This will help the supplier plan for the resources necessary to give these homeowners the best range of services. As a result, they will be able to correctly budget for home sale programs.

3. Position Your Request for Proposal so it Clearly Defines Global Program Needs

Many companies think of relocation programs in basic terms of moving their employee and family members from one location to another. Depending on the locations involved, the employee and their family might need a wide range of services to ensure a successful relocation. Global relocation needs could include any or all of the following services:

  • Assistance with Visas, Work Permits, Immigration
  • Language Training
  • Cultural Training
  • Travel Assistance
  • Property Management
  • Short Term Housing
  • Home Finding Assistance
  • Settling in Services (Driver’s Licenses, Child Care, Utility Arrangements, Interim Health Insurance)
  • Vehicle Lease or Purchase
  • Spouse and Partner Employment Assistance
  • School Searches
  • Pet Arrangements and Relocation
  • Repatriation Services

4. High Level Policy Review, Lump Sums

Provide information about your company’s current relocation policy and program at a high level. Note any tiers within the current policy that are used to provide different levels of service. The number of lump sums is important to include. Many RMCs have structured programs that employees can utilize with their lump sum dollars.

For example, Global Mobility Solutions (GMS) assists relocating employees with maximizing their allocated lump sum relocation dollars through our vast network of partners. Employees can select the options that they need from our a la carte menu of services, providing those services are within the parameters of your company’s specific policy. The dedicated relocation coach provides advice and counsel along the way. Additionally, the coach will explain how to best utilize their lump sum relocation dollars.

GMS’ relocation experts might also recommend an alternative to your company’s lump sums in the form of a managed cap program. The GMS managed cap program gives the employee a specific amount of funds to spend along with the benefit of the support services offered by GMS. GMS provides expertise in policy counseling to the employee on the best allocation of their funds when choosing from an array of relocation services. In addition, they receive guidance on the taxation of particular components. The managed cap program has contributed to fewer budget overages and higher satisfaction levels than the lump-sum option. This results in a maximum benefit for both the company and the employee.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their requests for proposals. We can help your company understand how to position your request for proposal so that it has all of the information suppliers need for them to present the best solutions for your company’s relocation program. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Domestic Relocation Global Relocation

What is a Repayment Agreement in the Relocation Industry?

Cropped shot of a businessman working in his officehttp://195.154.178.81/DATA/i_collage/pi/shoots/805747.jpg

A Repayment Agreement is a legal document that defines the expectation of a specific length of time for a relocation assignment, as well as the employee’s willingness to remain with the company during this time. Companies offer relocation assignments to employees with the expectation that there is a specific length of time for the assignment, and structure a Repayment Agreement should the employee depart prior to the end of the assignment.

During this time, the employee agrees to remain with the company and work to the defined parameters of the assignment. As confirmation of this expectation and agreement, a Repayment Agreement is proffered to the employee, to be signed accordingly. Most companies follow this practice, and it is easy to obtain an employee’s signature on a Repayment Agreement.

Repayment Agreement

Generally, a Repayment Agreement sets forth the timeframe that the company expects the employee to remain working in the relocation assignment. Should the employee leave the company prior to the expiration of the timeframe, the employee would owe the company an amount related to the relocation costs that the company paid to move the employee to the new location.

The amount of the repayment could be the full amount of moving costs, or a negotiated amount agreed upon by the company and the employee. The amount could also follow a graduated scale, reducing over time so the employee’s portion is pro-rated. The Repayment Agreement usually includes a full description of all costs considered for possible repayment, along with the specific amounts for each cost.

Why is a Repayment Agreement Important?

A Repayment Agreement is important for a company to have in place should the relocating employee decide to leave the assignment. Employees under consideration for relocation assignments often have exceptional skills, specific knowledge, and talents that are valuable to the company. Competitors and recruiters search for these employees and make offers of employment.

A Repayment Agreement lets the relocating employee know their out-of-pocket direct costs should they consider leaving their current employer. This usually provides a significant hurdle for competitors and recruiters who might be asked to cover the cost of any Repayment Agreement. Also, since the employee usually does not want to repay these relocation costs, this helps keep them within the assignment. Additionally, should the employee decide to leave, the employer will receive the repayment and be able to use those funds for other relocation costs or further investment.

However, companies should consider how easy or difficult it is to recruit within their industry. Difficulties recruiting employees to work for a company or within an industry might be an indicator that structuring a Repayment Agreement is not in their best interest.

What is included in the Calculation?

A number of costs might be included in a Repayment Agreement calculation. Costs might include any or all of the following, or more:

  • Household goods packing and unpacking services
  • Household goods moving van line costs
  • Travel to and from the new location during the assignment process including
    • Airfare
    • Taxi
    • Tolls
    • Incidentals
  • Costs associated family assistance during the relocation including school searches
  • Spouse or partner assistance including career resources and cultural adaptation
  • Pet care assistance
  • Temporary housing
  • Home sale assistance including commissions and fees (these costs may be considerable in a repayment agreement)
  • Property management costs
  • Home finding assistance
  • Mortgage assistance
  • Vehicle lease or purchase
  • Interim health insurance
  • Child care
  • Visa and immigration costs
  • Tax assistance including gross up costs

What is a Good Length for a Repayment Agreement?

Generally, a good length for a Repayment Agreement should depend on the total costs for the relocation and an assessment of the employee’s value to the organization in the specific assignment. Keep in mind that the relocation assignment is in place to help the company achieve an objective. Therefore, the Repayment Agreement should have a timeframe long enough for the objective to reach fulfillment, or at least meet substantial progress toward a larger, long-term goal.

In general, most relocation contracts require employees to work in the assignment for one to two years. Employees must repay the relocation costs if they depart employment on their own, or if they separate from the company for cause.

How Can a Company Collect on a Repayment Agreement?

While it is easy to obtain an employee’s signature on a Repayment Agreement, collecting a repayment is more difficult. Often, the employee will have departed to a new location. They also may change their address and contact information without informing their previous employer. Companies often rely on internal departments such as Accounting or Human Resources to try to collect repayments. This puts an undue burden on these employees, who may not have skills for collecting repayments from individuals.

A better option is to work with a qualified Relocation Management Company (RMC) that has experience in collecting repayments. RMCs have access to a wide range of resources designed to help clients with their relocation programs, including collections for Repayment Agreements. This removes the burden of collections from the company and lets them focus on pursuing corporate objectives and seeking new hires.

Conclusion

Global Mobility Solutions’ team of have helped thousands of our clients design their relocation programs with appropriate Repayment Agreement provisions. We can help your company understand the importance of inserting appropriate Repayment Agreements into relocation assignment offers, and assist with collections when necessary.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

Categories
Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Visas and International Travel

United Kingdom Changes Immigration Rules for Tier 2 Sponsored Visas

Vector Image of The British Flag

The United Kingdom Home Office is changing the Immigration Rules for Tier 2 Sponsored Visas effective July 6, 2018. The change is in response to growing concern within the business community over the negative impact the current immigration rules are having on hiring efforts for technical occupations.

What is the change to the Immigration Rules for Tier 2 Sponsored Visas?

Starting on July 6, doctors and nurses who apply under the Tier 2 (General) Sponsored Visa rules will be exempt from having to also apply for a Restricted Certificate of Sponsorship (RCoS). This removes these workers from the cap on skilled worker visas.

What is the reason for this change?

Currently, over 8,000 RCoS requests have been refused since December 2017 due to the available quota reaching its limit. Since December 2017 those with salaries below £50,000 have been unsuccessful in obtaining an RCoS. Applicants must receive an RCoS before they can submit a visa application. Thousands of doctors have been denied Tier 2 Visas due to the immigration quotas. The National Health Service has been pressing the Home Office to exempt skilled employees from Tier 2 visa requirements as the immigration quotes restrict their ability to hire medical staff. Starting on July 6, there will be no requirement for prior approvals, and a Certificate of Sponsorship (CoS) can be assignable to an individual following the completion of a Resident Labor Market Test (RLMT).

What is the impact of this change?

This change will allow the National Health Service to recruit talent from outside of the United Kingdom and European Union. This change in turn also increases the availability of up to 1,600 RCoS that health workers no longer require. Employers can use these RCoS for highly qualified professionals in other areas such as Information Technology, Engineering, and Teaching.

What should employers expect with this change?

Removing health workers from the monthly allocation should open up opportunities for recruitment in other business sectors under the RCoS. The business community is hoping that the minimum salary threshold will soon be reduced from the current £50,000 threshold, to further increase the availability of labor for businesses in the United Kingdom.

What should employers do?

Employers should review their hiring plans for foreign professionals in the United Kingdom to determine their eligibility with these changes. They should also monitor the United Kingdom Home Office’s future changes to rules. Changes that may reduce the minimum salary threshold below £50,000 would further expand the available pool of labor.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and visa requirements. We can help your company understand how to gain the most benefit from the changes to the United Kingdom’s Tier 2 Sponsored Visas. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

Categories
Global Relocation Global Relocation Tips Global Relocation Trends Visas and International Travel

Singapore Named Most Livable City in Asia

City metro area at night
Singapore skyline at night.

Singapore has been named the most livable city in Asia and the 25th most livable city globally, according to Mercer’s 20th Annual Quality of Living survey. Mercer produces its annual survey in part to help multinational companies and organizations determine how to compensate employees who take international assignments.

Diverse and Mobile Workforce

Companies recognize that increasing globalization comes with many challenges. They face a distinct challenge in attracting and retaining qualified and highly-skilled employees. Companies seek a mobile workforce that is diverse and that has several new and different ideas as to how they want to work and where they want to locate. As a result, robust relocation programs should provide a wealth of services and benefits. This in turn will help employers stay ahead of competitors in the market for talent.

Singapore Success Leads to Most Livable City Designation

When it comes to cities, those that are seen as most livable can easily attract talented candidates. Singapore has achieved success unparalleled in Asia, propelling it to first world economy status and setting it up for the future of work. The other cities in the top three in Asia are both located in Japan: Tokyo and Kobe. Hong Kong ranked 71st globally, while Shanghai ranked 103rd and Beijing 119th.

Global Relocation Programs

Singapore has an amazing achievement as the highest ranking city in Asia on the most livable index. As a result, this makes Singapore a highly desirable location for transferees and their families. As a result, global relocation programs should tailor this information to enhance employee recruiting efforts. Clients planning to hire new employees in Singapore should find it easy to present their opportunities in a most favorable light. Clients looking to transfer current employees to Singapore or the nearby region should experience greater acceptance rates for relocation opportunities.

What Should Employers do to Attract Job Seekers to the Most Livable City?

Employers should review their hiring plans for foreign professionals in Singapore and the surrounding area. They should determine whether the time is right to implement these plans. They should also use the many benefits of a Singapore location within their relocation program and talent recruitment materials to attract and retain highly-skilled professionals.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements. Therefore, we can help your company understand how to gain the most benefit from Singapore’s ranking as the most livable city in Asia. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

Categories
Global Relocation Global Relocation Tips Global Relocation Trends Visas and International Travel

Shanghai Streamlines Foreign Expert Residency

Young couple take a selfie portrait with the modern district of Pudong skyline, as seen from the Huangpu river banks on the Bund.

Shanghai has streamlined the procedures for highly skilled foreign experts to get their residence permits, easing foreign expert residency. This is the city’s latest measure to attract and retain top international talent. The initiative in Shanghai is the first and only measure of its type in China. It simplifies the application process, and establishes a globally competitive talent system.

What are the key features of the initiative?

National and local authorities who manage human resources or the affairs of foreign experts will identify the highly skilled foreign professionals who may benefit from the initiative. Those eligible can visit an online portal to submit their documents. Permits will be available after three working days from the Exit-Entry Administration Bureau of the Shanghai Public Security Bureau.

The new procedure is a large improvement from the previous process. Previously, applicants had to visit exit-entry offices in person. They also had to participate in interviews and provide supplementary materials. The average application took seven working days for completion.

Who is eligible under the initiative?

Highly skilled professionals employed by over 8,000 companies which are viewed as key leaders in Shanghai’s quest to become a global technological innovation hub by 2030. The enterprises include high-tech and new technology companies, financial companies, strategic emerging fields, regional headquarters of multinational companies, and research and development centers that include foreign investment.

What should employers expect with this initiative?

Employers who have plans to hire highly-skilled foreign professionals for positions in Shanghai should expect an easier entry process.

What should employers do?

Employers should review their hiring plans for foreign professionals in Shanghai to determine eligibility under the new initiative. They should also use the features of the new initiative within their relocation program and talent recruitment materials to attract and retain highly-skilled professionals.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements. We can help your company understand how to gain the most benefit from the streamlined foreign expert residency requirements in Shanghai. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

Accessibility by WAH

Looking for something?