Category: Immigration Rules

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Immigration Rules Talent Mobility Visas and International Travel

How to Build a Visa & Immigration Strategy That Supports Global Talent Acquisition

two African-American coworkers discussing the company's visa and immigration policies.

What HR and Talent Acquisition Teams Need to Know

Hiring great talent has never been more competitive, or more global. Today’s most in-demand candidates aren’t always located near your offices, and for many organizations, the best person for the job may live in another country entirely.

That’s where visa and immigration strategy moves from a back-office compliance task to a critical advantage in talent acquisition.

For HR and talent acquisition leaders, the question is no longer “Can we sponsor visas?” It’s “How do we build a scalable, predictable immigration strategy that helps us win talent faster?”

A thoughtful approach to visa and immigration support doesn’t just reduce legal risk; it shortens hiring timelines, improves the candidate experience, and strengthens your employer brand in a global market.

Here’s how to build a strategy that works:

Align Immigration With Workforce Planning

Too often, immigration is reactive. A hiring manager identifies an international candidate, and HR scrambles to figure out sponsorship requirements after the offer is extended.

Instead, leading organizations treat immigration as part of workforce planning from day one.

Start by identifying:

  • Roles that are consistently hard to fill domestically
  • Locations where global talent pipelines are strongest
  • Positions likely to require sponsorship

By forecasting visa needs in advance, HR teams can budget appropriately, anticipate processing timelines, and avoid last-minute delays that jeopardize offers. This proactive approach helps recruiters move quickly and confidently when the right candidate appears.

Standardize Your Immigration Policy

Inconsistent processes create confusion, slow approvals, and expose companies to compliance risk.

A formal immigration policy provides clarity for HR, hiring managers, and candidates. It should outline:

  • Which roles or levels qualify for sponsorship
  • Types of visas the company supports
  • Budget parameters and cost responsibilities
  • Required documentation and timelines
  • Internal approval workflows

When everyone understands the rules, decisions are faster and fairer. Standardization also prevents one-off exceptions that drive up costs and create employee relations challenges later.

Partner With the Right Experts

Immigration law is complex and constantly evolving. Trying to manage it entirely in-house can overwhelm HR teams and lead to costly mistakes.

Partnering with experienced immigration counsel and mobility providers ensures:

  • Up-to-date compliance
  • Accurate filings
  • Clear guidance on visa options
  • Reduced risk of delays or denials

For HR teams, this partnership shifts the burden from administrative troubleshooting to strategic talent planning. Instead of chasing paperwork, you can focus on candidate experience and business outcomes.

Build Visa Timelines Into Your Recruiting Process

One of the biggest frustrations for recruiters is losing candidates because onboarding takes too long. Visa processing times can add weeks or months to the hiring journey if they aren’t accounted for early.

Successful talent acquisition teams:

  • Discuss sponsorship needs during initial screening
  • Set realistic start dates
  • Communicate timelines transparently with candidates
  • Begin paperwork as soon as offers are accepted

When expectations are clear, candidates feel supported rather than left in limbo. This transparency builds trust and reduces the risk of drop-offs.

Prioritize the Candidate Experience

Relocating internationally is stressful. Candidates are navigating legal paperwork, housing logistics, family considerations, and cultural changes, all while starting a new job.

Companies that stand out treat immigration as part of the overall employee experience, not just a legal transaction.

Consider offering:

  • Dedicated HR or mobility contacts
  • Relocation assistance
  • Status updates throughout the visa process
  • Resources for spouses and families

A smooth immigration experience sends a strong message: We invest in our people. That level of support can be the deciding factor when top talent is choosing between multiple offers.

Track Metrics and Continuously Improve

Like any business function, immigration strategy should be measured and optimized.

Key metrics to track include:

  • Time-to-start for sponsored hires
  • Visa approval rates
  • Cost per sponsorship
  • Offer acceptance rates for international candidates
  • Employee retention after relocation

These insights help HR leaders identify bottlenecks, justify budgets, and demonstrate the ROI of a well-managed global mobility program.

Turning Immigration Into a Competitive Advantage

In today’s labor market, geographic borders shouldn’t limit your hiring strategy. Organizations that embrace visa and immigration planning gain access to deeper talent pools, greater diversity, and faster growth.

By aligning immigration with workforce planning, standardizing policies, partnering with experts, and prioritizing the employee experience, HR teams can transform what was once a compliance headache into a strategic advantage.

Because when global talent is essential to your business, your immigration strategy shouldn’t be an afterthought; it should be a competitive edge. If you’re ready to incorporate visa and immigration policies into your talent mobility programs, contact GMS today.

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Global Mobility Global Relocation Immigration Rules Relocation Programs Talent Mobility Visas and International Travel

Employee Visa and Immigration Trends for 2026

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What Global Mobility Teams Need to Know

As global workforces continue to expand and companies increasingly rely on international talent, staying ahead of visa and immigration trends is essential for smooth employee mobility. In 2026, organizations that proactively adapt to shifting regulations and emerging mobility patterns will have a competitive advantage in attracting and retaining top talent.

Digital Immigration Processes Continue to Grow

The trend toward digital-first immigration processes is set to accelerate in 2026. Many governments are expanding online visa applications, e-permit systems, and digital tracking systems, thereby reducing processing times and paperwork. Global mobility teams should ensure employees are aware of online portals, electronic submission requirements, and potential automation tools to streamline compliance.

Rising Demand for Remote Work Visas

Remote and hybrid work arrangements are here to stay. Countries are introducing specialized visas for remote workers and digital nomads, allowing employees to work abroad legally without relocating permanently. In 2026, mobility teams will need to factor remote work visas into workforce planning, balancing talent mobility with tax, legal, and compliance considerations.

Increased Scrutiny on Compliance and Immigration Risk

Governments are tightening regulations to prevent overstays, tax underpayment, or unauthorized employment. For companies relocating employees internationally, compliance risk management will be more critical than ever. Organizations should partner with experienced immigration providers and implement robust tracking systems to avoid penalties and ensure timely visa renewals.

Talent Shortages Drive Visa Flexibility

With global talent shortages in tech, healthcare, and other key industries, countries are updating visa policies to attract skilled workers. Expect faster processing times for specialized visas, priority handling for in-demand roles, and streamlined pathways for permanent residency in some regions. Companies will need to stay informed of these opportunities to remain competitive in global recruitment.

Focus on Employee Experience

Beyond compliance, employee experience remains a key driver of mobility success. Streamlined visa processes, clear communication, and proactive support can significantly reduce relocation stress. In 2026, integrating immigration services with overall relocation programs will be critical for employee satisfaction and retention.

How GMS Can Help with Visa and Immigration Needs

At GMS, we stay ahead of global visa and immigration trends so your mobility program runs smoothly, whether for domestic or international transfers. Our expert team helps your employees navigate complex regulations, ensuring a seamless relocation experience while keeping your organization compliant.

Contact us today for a consultation on enhancing your 2026 mobility strategy.

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Global Mobility Global Relocation Trends Immigration Rules United States Economy Visas and International Travel

Preparing for California’s AB 692: Key Compliance Steps for Employers and Mobility Teams

California’s AB 692 is set to significantly impact how employers structure repayment agreements, especially those tied to training, relocation benefits, and visa sponsorship. To stay compliant and avoid costly legal issues, employers and global mobility teams should begin reviewing internal policies now.

Below are the essential steps organizations should take to prepare:

Audit All Existing Repayment Agreements

Conduct a full review of any agreements that require employees to repay training costs, relocation expenses, or visa-related fees. Identifying outdated or non-compliant documents is the first step toward AB 692 readiness.

Create Separate, Standalone Agreements

AB 692 prohibits repayment clauses from being buried inside employment contracts.
 Employers must provide clear, independent repayment agreements that include:

  • A mandatory five-business-day review period

  • Transparent terms and repayment timelines

  • No coercion or pressure to sign immediately

Update Repayment Terms to Meet AB 692 Rules

Repayment provisions must now be:

  • Interest-free
  • Prorated over time
  • Limited to a maximum of two years

These changes ensure that repayment obligations are fair and compliant with California’s new standards.

Review and Revise Mobility Policies

Relocation and visa reimbursement policies should be evaluated to ensure they do not include unenforceable repayment clauses. This provides mobility guidelines, assignment letters, and relocation program documentation.

Train HR, Mobility, and Talent Teams

Teams responsible for relocation, immigration, or global mobility must understand the new rules. Providing training ensures compliant administration and clear communication with employees considering an assignment or relocation.

Explore Alternative Retention Strategies

Since AB 692 restricts how repayment agreements can be used, employers may need to adopt new retention strategies. Consider:

  • Retention bonuses

  • Deferred compensation or benefits

  • Performance-based incentives

All of these can support employee commitment while remaining compliant with AB 692.

By taking proactive steps now, organizations can protect themselves from legal risk and maintain efficient, employee-focused mobility programs.

What AB 692 Means for Employees Who Relocate or Go on Assignment

AB 692 provides employees with expanded protections when participating in employer-sponsored training, relocation programs, or visa sponsorship. Employees can expect:

  • No unexpected repayment demands for relocation or visa costs if they leave a role early.

  • Clear, standalone repayment agreements—not clauses hidden within employment contracts.

  • Fair and limited repayment terms, including prorated repayment and a two-year cap.

Overall, the law promotes employee mobility and career flexibility, reducing the financial penalties that once discouraged employees from taking new opportunities. Employees should carefully review any agreement presented and ask questions if the terms seem unclear, inconsistent, or burdensome.

Final Thoughts on AB 692 and Repayment Agreements

California’s AB 692 is reshaping the way organizations handle repayment agreements tied to relocation, training, and mobility benefits. While the legislation strengthens employee rights and transparency, it also challenges employers to modernize their policies ahead of the January 2026 compliance deadline.

At Global Mobility Solutions (GMS), we are closely monitoring every shift in the mobility landscape—from relocation policies and visa regulations to complex immigration trends. Our team continually analyzes new legislation, such as AB 692, to help organizations stay compliant, proactive, and fully prepared.

As AB 692 and other regulatory changes redefine global mobility, GMS ensures our clients remain informed, compliant, and confident as they navigate the road ahead.

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Immigration Rules Talent Management Talent Mobility Visas and International Travel

2025 U.S. Immigration Trends: What Employers Need to Know

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Colleagues enjoying to meet and talk in the office

U.S. immigration trends in 2025 continue to play a significant role in whether companies can achieve their corporate goals. Access to a skilled workforce is often the foundation of corporate success, and many organizations rely on global talent to stay competitive. As immigration policies evolve and global mobility demand increases, employers must remain informed to manage their hiring, relocation, and retention strategies effectively.

Key Facts About U.S. Immigration

According to the Migration Policy Institute, immigrants remain a significant part of the U.S. labor force. In 2025, more than 28 million immigrants will be active in the workforce, representing nearly 18% of all U.S. workers. Immigrants also make up roughly 14% of the total U.S. population, highlighting their vital role in sustaining economic growth.

The Pew Research Center reports that approximately 36 million immigrants legally reside in the U.S. Current immigration policies are shaped by two main priorities:

  • Employment-based migration to fill critical skills gaps.
  • Family reunification ensures strong social and community ties.

2025 U.S. Immigration Policy Updates

In recent years, U.S. immigration policy has shifted toward a balance between employment-based needs and humanitarian considerations. For 2025, several key updates are shaping immigration trends:

  • Visa Modernization: The Biden administration has emphasized reducing green card and work visa backlogs, with new digital processing systems being rolled out.
  • STEM and High-Skill Focus: Expanded opportunities for foreign nationals with advanced degrees, particularly in science, technology, engineering, and mathematics (STEM).
  • Family Reunification: Continued prioritization of family-based visas to support immigrant communities.
  • Public Charge Policy Reversal: The restrictive 2019 “public charge” rule has been rescinded, reducing barriers for lawful immigrants applying for permanent residence.

How U.S. Immigration Trends Impact Companies

Immigration policies have a direct impact on organizations competing for talent. According to the 2025 Envoy Global Immigration Trends Report, employers are adapting their strategies in several ways:

  • Global Assignments: Companies are increasingly sending employees to international hubs for training, development, and retention while awaiting U.S. visa approvals.
  • Simplification: Businesses are seeking a more predictable and transparent immigration process, advocating for streamlined regulations.
  • Sponsorship: Offering employer-sponsored green cards and covering immigration costs has become a critical differentiator in attracting global talent.
  • Employee Experience: Companies are improving internal processes to provide a smoother immigration journey for employees and their families.

What Employers Should Do

To remain competitive in the global market for skilled workers, employers should:

  1. Stay informed about immigration policy updates and visa quota changes.
  2. Leverage Relocation Management Companies (RMCs) to design compliant, efficient relocation programs that attract international talent.
  3. Develop proactive sponsorship strategies to support long-term employee retention.
  4. Adopt technology-driven solutions that simplify relocation and immigration management.

Work with the Right RMC

As U.S. immigration continues to evolve in 2025, companies that stay ahead of policy changes will be best positioned to recruit and retain global talent. Partnering with an experienced RMC like Global Mobility Solutions (GMS) ensures employers can navigate the complexities of immigration while supporting both corporate growth and employee success.

GMS was the first relocation company to register as a .com, created the first online relocation tools and calculators, and continues to lead the industry with its MyRelocation™ technology platform. Recognized by HRO Today’s Baker’s Dozen Customer Satisfaction Survey as a top provider, GMS delivers innovative solutions that drive results.

Contact our team today at 800.617.1904 or 480.922.0700, or visit us online to learn how we can help your company adapt to 2025 U.S. immigration trends.

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Business Services Corporate Relocation Global Mobility Immigration Rules Labor Force Relocation Best Practices Relocation Management

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

Tips for business travel in 2025

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

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

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

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

Business Travel Has to Stay Organized

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

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

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

Why Business Travel Compliance is a Growing Concern

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

Who is Impacted?

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


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


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


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


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


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

The Role of Global Mobility Providers

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

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

We're Here to Help! Request a Courtesy Visa Program Consultation

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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What to Know about the H1-B Visa Lottery Changes

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Two Muslim women are working in their home office. They are having a meeting. One woman wearing a head scarf is pointing to her notebook. There are many books scattered across the table.

Changes to the H1-B lottery will go into effect starting March 2024

What is the H-1B? Employers who want to hire a foreign worker for a professional role in the United States must support their employment authorization. This applies to individuals who are not US citizens or lawful permanent residents. The most common type of sponsorship for professional employees is in the H-1B category. For a position to be considered “professional,” it must require a minimum of a bachelor’s degree in a specific field or its equivalent. The worker must also hold at least a bachelor’s degree in that field or a related field or have an equivalent qualification.

What can you do now to prepare?

Suppose you have employees on payroll currently employed in F-1 Optional Practical Training or J-1 Exchange Visitor status. In that case, consider sponsoring these employees for a H-1B under the upcoming Cap in March. Additionally, suppose you have E-3, TN, or H-4/L-2/E-2 EAD employees; you may be considering longer-term employment and sponsorship for US Lawful Permanent Residence. In that case, you may also consider sponsoring these employees for H-1B under the upcoming Cap in March to avoid potential nonimmigrant intent issues.

What is the H-1B Cap?

 If the person being supported has not previously had H-1B status in the past six years and if you (the employer) are not a college or university or a related nonprofit organization, a nonprofit research institution, or a government research institution, then your support for that person will be subject to the H-1B Registration or the H-1B “cap.” The cap refers to the yearly limit the USCIS sets on the number of H-1B visas available. The limit is 65,000, and these visas will be made available in the upcoming fiscal year of the USCIS.

What is the H-1B Master’s Cap?

USCIS also offers an extra 20,000 H-1B visas to individuals who have obtained a Master’s Degree or higher from a US higher education institution in a field relevant to the H-1B job they are being offered.

How does the H-1B Cap work?

The USCIS follows a fiscal year that starts on October 1 and ends on September 30. According to the Regulation, individuals can file for an H-1B visa six months before the start date, typically April 1. To determine which H-1B applications can be filed during this period, the USCIS has implemented a “Registration System.” From late February to early March, the USCIS announced that the H-1B Registration system would be open for five days in March. 

During these five days, employers can register the H-1B position and the person they intend to sponsor for that position. They will then receive a confirmation of registration (referred to as a “golden ticket”) from the USCIS. In late March, the USCIS will randomly select applicants from the pool of confirmed registrations (called the “lottery”). 

Imagine if your winning ticket is chosen in the lottery. If that happens, the USCIS will inform you about the selection. As the employer, you can support or submit an H-1B application for that specific position and person starting April 1. If the H-1B is approved, the person would only enter H-1B status from October 1 onwards.

Does the Master’s Cap help?

 Indeed. If a person is enrolled in the Master’s Cap, they will undergo an initial screening exclusively for those who are eligible for it. Suppose someone is not chosen in this particular selection process. In that case, their enrollment will automatically be included in the regular cap selection process, granting them a second opportunity to obtain an H-1B visa.

What if an individual is not selected in the Cap?

In late March, the USCIS will conduct the first random selection process. In July, once they have received all possible H-1B Petitions and have made decisions on these cases, the USCIS assesses whether all 85,000 H-1Bs have been allocated. If it is found that not all slots have been filled, a second random selection will take place in or around August.

After the second random selection, the USCIS will assess the filed and determined petitions. They will then once again examine whether all 85,000 H-1Bs have been utilized. This procedure will persist, including any further random selections, until all 85,000 H-1Bs have been allocated. Suppose the sponsored individual is not chosen during any of these random selections. In that case, exploring alternative visa categories or potential opportunities in locations outside of the United States is necessary.

Once the USCIS completes the random selection process and determines that all 85,000 H-1Bs have been utilized, the sponsored individuals can proceed with their visa applications. They will need to gather all the necessary documents, such as educational certificates, work experience letters, and a valid job offer from a US employer.

The next step involves submitting the H-1B Petition to the USCIS and supporting documents. This process can be complex, requiring careful attention to detail and adherence to specific guidelines. Ensuring that all the information provided is accurate and up-to-date is crucial.

Once the USCIS receives the H-1B Petition, they will review it thoroughly to determine its eligibility. This includes verifying the authenticity of the documents submitted and assessing whether the sponsored individual meets the requirements for the H-1B visa. The USCIS may also conduct background checks and interviews if necessary.

The H-1B Petition is approved, and the sponsored individual will receive a Notice of Approval. This document confirms that they have been granted the H-1B visa. They can then proceed with scheduling an appointment at the US embassy or consulate in their home country to obtain the visa stamp in their passport.

It is important to note that obtaining the H-1B visa does not guarantee entry into the United States. Upon arrival, the sponsored individual will still need to go through the immigration process at the port of entry. The immigration officer will review their documents, ask questions about the purpose of their visit, and decide whether to admit them into the country.

Overall, obtaining an H-1B visa can be lengthy and complex. Still, with proper preparation and adherence to the requirements, individuals can successfully navigate it and pursue their career opportunities in the United States.

Work with GMS for Visa and Immigration Needs

Global Mobility Solutions (GMS) can help you with your visa and immigration needs. GMS is a trusted partner specializing in providing comprehensive support and guidance throughout the visa and immigration process. With their expertise and knowledge, they can assist individuals in preparing the necessary documents, filling out the required forms, and ensuring compliance with all immigration regulations.

One key advantage of working with GMS is their personalized approach. They understand each individual’s unique situation and tailor their services to meet specific needs. Whether obtaining an H-1B visa for skilled workers or assisting with family-based immigration, GMS has the experience and resources to handle it all.

Our team of immigration experts stays up-to-date with the latest changes in immigration policies and procedures, ensuring that individuals receive accurate and timely information. This helps to streamline the process and minimize any potential delays or complications.

Furthermore, GMS takes pride in its exceptional customer service. They are committed to providing prompt, reliable assistance and answering individual questions or concerns. Their friendly and knowledgeable staff is always available to provide guidance and support, making the visa and immigration journey as smooth as possible.

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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.

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How to Get an IMM 5257 Visitor Visa

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Skyline of Calgary at dusk. Skyscrapers and office buildings are already illuminated. Alberta - Canada.

Visitor Visa (Temporary Work Visa) in Canada

If you aren’t a Canadian citizen or a permanent resident of Canada but have plans of relocating up north, there are a few options you have for visas. First, you can come to Canada on vacation; you can come to see family or conduct some manner of business in Canada. Your stay is restricted, and you need to follow some rules. and one of them might be that you need a visa, especially if you plan to work in Canada.

These IMM 5257 visas will be significant for you to enjoy your stay in Canada, and they are also a little complicated to get. Are there certain visas and government documents those applying need? Thankfully, rather than dealing with the headaches that can arise when you try to get a visa alone, you can work with a full-service relocation company that can assist with all the hardships of applying for the IMM 5257. Check out the rest of this article to get all the help you need.

What Temporary Work Visas Can You Get?

There are two different types of work visas that you can apply for. The first is an employer-specific work permit that allows you to work in Canada while you follow the conditions on the license. These conditions include the name of the employer you can work for, how long you can work, and sometimes where you can work.

You will also need a full copy of your employment contract and the offer of employment number or a copy of the labor market impact assessment. This can be useful if a specific employer in Canada already hires you and is entering the country to work a particular job.

An Open Work Permit allows you to work for any employer in Canada during your stay, except for those on the list of blacklisted employees. 

Additionally, you may need a medical exam if you have lived in certain territories or countries for 6 months or more or have applied to come to Canada within one year. Additionally, suppose you plan to work in certain occupations (such as in the field of healthcare, with children, or within agriculture occupations). In that case, you will need a medical exam no matter what.

You will not need a medical exam if you want to work in Canada for six months or less and do not meet any of the above conditions. Once you have your work visa and all the paperwork from your employer, you can begin the application process.

Using an IMM 5257 PDF Template

Having a template to work off of can be a lifesaver, especially with government documents. You need to work off of an IMM 5257 PDF Template, and one that is correct and fully updated. Then, you can confidently fill in the blanks and submit your information correctly. No worries, no fuss, and you can work in Canada as long as your other documents are handled correctly.

How To Apply For A Temporary Work Visa

You can apply for a temporary work visa online and must submit various forms. These can include but are not limited to IMM 1295 – Application for Work Permit Made Outside of Canada. Schedule 1 – Application for Temporary Resident Visa. Family Information Form IMM 5645.

Additionally, you will need a valid passport, two applicable photos of yourself, police record certificates, and bank statements proving you have enough funds to remain in Canada while having enough funds to return home, and your resume. If you bring your spouse and family members with you, you will also need extra documents for them.

Now, all of this can be extremely overwhelming, and if you make a mistake, forget to include a document, or have another problem happen, you will need to start over. That can be a massive problem, especially if you have a job that can’t wait.

Can I Extend My Temporary Work Visa?

If your work permit is still valid, then you can extend it. Whether you have fallen in love with the job, the country, the food, or the people, you can extend your temporary work visa while in Canada as long as you meet the following conditions. 

You must make any changes, alterations, or extensions at least 30 days before the visa expires, and you can’t extend your work permit beyond the expiration date of your passport. However, other than those conditions, extending your temporary work visa is pretty straightforward. Whatever drew you to Canada, you can continue experiencing it until your passport expires.

No matter what you plan to do, you can get a temporary work visa in Canada. Just make sure you get the steps right the first time!


Contact Global Mobility Solutions today for more information on work visas and relocating to Canada.

We're Here to Help! Request a Courtesy Visa Program Consultation

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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Providing Language Training Is Key for International Relocation

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Three young Indian businesspeople working together and having fun while doing it.

Companies with international relocation programs should include language training

When companies can interview and ultimately hire candidates from all over, it helps open up the talent pool. As a result, they have more options and a better chance of getting the right person in the right seat to get the job done. In addition, organizations that hire globally with regularity already know the importance of providing new hires with international relocation services. 

In most cases, companies will work with a relocation management company (RMC) to handle the creation and updates of these global mobility programs to assure that they can offer newly hired and promoted employees the best moving experience possible. Companies and relocating employees trust RMCs to handle everything from the pre-decision stages of the offer to the physical move to the new destination. 

But one international relocation service that constantly gets overlooked is language training for the employee and their family. On top of that, very few RMCs have the resources and connections to include culture training. 

Language training does not always include relocation packages because it is often overlooked by both the relocating employee and the company making the offer. The employee has a lot to worry about on their end during the negotiations from immigration needs, compensation, home buying and selling assistance, and the shipping of household goods. On the other hand, the company usually focuses more on the move’s timeline because they are anxious to get their new employee started on their job in an adequate time frame. 

The Role of Language Training During Relocation

Sometimes, international relocation service providers will offer e-learning sessions when it comes to language training. For relocating employees and their families to adapt to their new destination, they need in-depth language learning opportunities. If the employee struggles to communicate with coworkers, it can be challenging to do their job. On the other hand, if employees have proper classes and resources for learning the new language, they are more likely to thrive in their new position. 

Language training can also help out with the employee’s personal life. There’s no doubt that home life can negatively affect work life. If an employee is stressed or sad, it can hurt their work performance. And let’s not kid ourselves; the international relocation process can be tough on a family—another reason why language training should be included in their relocation package. 

If the relocating children can communicate, they are more likely to thrive in school and make friends quicker. The spouse or partner of the transferee also has a better opportunity to find a job. All of this assists the relocating employee while trying to help their family adapt to the new country. 

GMS Offers Great Relocation Packages with Language Training

Global Mobility Solutions (GMS) understands what it takes to relocate an employee and help them thrive in their new setting. Over the last three decades, our team has been assisting companies in writing international relocation packages that greatly benefit the transferee and their family. In addition, we work with some of the best language training specialists worldwide to ensure that we can provide adequate foreign language training in almost any language. 

Including language training options in our relocation services isn’t the only factor that sets GMS as the industry leader in global mobility. Our team is dedicated to giving moving employees the most seamless relocation process possible while keeping costs and savings at an excellent rate for the company. Our relocation specialists help with every step, from learning about your business to helping create relocation packages to ensuring that transferees have everything they need to reach their final destination. 

We make it a goal to help each of your employees get from point A to point B and have the resources they need to thrive once they’re there. Reach out to us today to schedule a free consultation on how we can help you incorporate language training into your international relocation services. And for more information on the relocation process, check out our Knowledge Base to get answers to all your questions. 

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Categories
Employee Development Global Mobility Global Relocation Immigration Rules

Employer Immigration Compliance Must Be Spoken: Guidance for Cross-Border Mergers & Acquisitions

US visa and immigration services with American flag
Envelope from U.S. Citizenship and Immigration Services with the American flag on top/U.S. immigration concept

Get Ahead of Problems Faced in Cross-border Mergers and Acquisitions

Merging branches or acquiring new businesses is a complex process. These transactions involve numerous parties and have an abundant number of moving parts. This is the case, even more so, with cross-border mergers and acquisitions (M&A). What happens when the merger or acquisition is obtained in another country? 

Businesses are understandably focused on the economic and financial aspects of the deal, not so much on employer immigration compliances. However, these compliances are important and should not be overlooked. Imagine trying to relocate or transfer employees from one branch to another, only to be held up by visa and immigration issues. The issues that delay employment transitions and the assessment of liabilities are best addressed early in the process to allow your organization enough time to overcome any compliance risks. 

In almost any merger, acquisition, or change of entity, employers will need comprehensive plans to ensure relocating employees are able to validate their immigration status for their new country of employment. Employers who fail to accurately assess their immigration needs risk major business and labor disruptions, or the loss of key employees due to visa and immigration holdbacks. 

An effective M&A agreement will be prepared and determined appropriate based on the following points:

Deal Structure

Is it a stock/share deal?
With a stock purchase, the legal entity being purchased is often maintained and the purchasing company inherits all of its foreign workers. It will be up to the purchasing company to confirm that all these workers’ permits/visas are compliant and if any changes to immigration status will be needed.

Is a new legal entity being created?
As often is the case with a merger, an entirely new entity is created. Under some jurisdictions and work permit types, foreign employees are only authorized to work for the original company that sponsored them. In these situations, a new work permit may need to be applied for, or at the very least, an amendment made to the existing permit.

Change in Staffing

Will the deal affect any employment contract type or status?
In many countries, a foreign worker’s employment authorization is tied to the employment contract they signed with their original employer. If this contract is made void through a merger or acquisition, the status of the work permit could be as well. It is important to check with the local immigration authorities to see if amendments are needed. 

Will the deal cause any employee on a work permit/visa to be promoted or demoted?
Often a foreign employee’s type of work authorization is tied to their seniority/position or their income level. Depending on the jurisdiction and the terms of the work permit/visa there may need to be a change of status filed with the local authorities. 

Will the location of work permit/visa holders change?
In some countries, a foreign worker’s visa/permit may be tied to a particular province/state or even city. If workers are going to relocate to another region because of a merger or acquisition, an amendment may need to be made to their work authorization. 

Will job titles of work permit/visa holders change?
Depending on the country and type of work authorization originally granted, if a merger or acquisition results in the changing of job titles for foreign workers there may need to be an amendment made to their work permit.  

Will job descriptions of work permit/visa holders change?
If a work authorization was originally granted based on a foreign worker’s particular skills and the type of work they perform, it is important to check if new work authorizations will be required if their job description is going to change. 

Will salaries of work permit/visa holders be adjusted?
In some countries, a foreign worker’s visa/work permit type is often tied to their income level. If there are changes, he/she may require a new work permit or have an amendment made to their existing work authorization.

Assess Potential Red Flags

Understand visa/work permit processing time
If changes or amendments are needed to foreign workers’ work permits/visas, it is important to understand what processing times will be applicable. Processing times can vary drastically in different countries, and if not correctly managed a company might find itself in a situation where many of their foreign workers are not able to legally work immediately after the date of a merger or acquisition.

GMS Can Help with Employer Immigration Compliances

Global Mobility Solutions can help businesses with all of their global mobility needs and concerns, including companies who face problems with cross-border mergers and acquisitions. We partner with top visa and immigration companies to assure our clients’ their employees and their families are taken care of. Don’t let employer immigration compliance keep your company from merging or acquiring new branches. Contact us today to discuss your needs with a professional relocation expert.

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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.

Categories
Corporate Relocation Immigration Rules

Immigration Trends in the U.S. for 2021: Immigration Systems Respond to Political Dynamics

While the COVID-19 pandemic effectively clamped down on much immigration during 2020, there was still some level of movement across national borders. In the United States, the FY 2020 First Quarter saw the same number of foreign nationals arrive as during the same time period for FY 2019. Over 6,800 new arrivals in the employment-based preferences category indicate continued use of visas to hire skilled foreign national talent.

For these 2021 immigration trends, change is likely to be the dominant factor influencing immigration. Change will continue to impact immigration in the US as well as in other countries. Major factors that will impact immigration include:

  • COVID-19 Pandemic
    • Effective Vaccines
    • Vaccination Rates
  • Political Agendas
  • Social Dynamics

During the past several years in the US, the immigration process has been undergoing a significant transformation. This transformation aimed to ensure that sponsoring employers of the most highly qualified foreign nationals receive the opportunity to petition for the cap-subject H-1B visa.

Most recently the Department of Homeland Security (DHS) has also proposed a change in how the United States Citizenship and Immigration Services (USCIS) selects registrations for filing of cap-subject H-1B petitions. The change will result in:

  1. USCIS first selecting registrations based on the highest prevailing wage level
  2. Wage level ranking would apply to the regular cap
  3. The ranking would also apply to the advanced degree exemption

This proposed change follows a previous Department of Labor (DOL) restructuring of the prevailing wage system for foreign national talent. The DOL instituted an Interim Final Rule (IFR) called “Strengthening Wage Protections for the Temporary and Permanent Employment of Certain Aliens in the United States.” The DOL wage system restructuring was meant to reduce program abuses that appeared to undermine wages and opportunities for US workers. However, later rulings have resulted in legal challenges and court orders to set aside the DOL’s IRF. The DOL noted it is taking steps to comply with court orders.

In the US, the inauguration of the next US President on January 20, 2021 is likely to usher in a number of additional changes to the immigration system. With a new administration, a new focus on immigration is likely to also change processes for the FY 2022 H-1B visa lottery process. It is difficult to determine just how many changes there might be to the FY 2022 H-1B visa lottery process from the January 20 inauguration date to the lottery’s potential start date. However, the entire immigration system is likely to see several reforms relating to both the number and the qualifications of immigrants.

Travel Challenges and Mobility Restrictions Require Greater Level of Care

The COVID-19 pandemic reinforces the need for employers to know exactly where their employees are located, and how local restrictions may affect them. For example, employees traveling between countries where new travel restrictions are put in place may need special care from their employer to help them find local housing or reach a specific destination. The breadth and speed of travel changes, immigration limitations, and overall imposition of national safety measures served to highlight the importance of working with a highly qualified Relocation Management Company.

Employers should look to 2021 with a focus on ensuring:

  • Compliance with visa, immigration, travel, and national health initiatives
  • Health and safety of employees who are traveling or on assignment
  • Multiple means of communications to minimize no disruptions
  • Tracking important location information to remain compliant with immigration, compensation, and tax requirements

In 2021, Several Countries will Lead with Immigration

In 2020, the US further limited immigration due to issues surrounding COVID-19 and its impact on the US labor force. Proclamation 10014 is sometimes referred to as “Suspension of Entry of Immigrants Who Present a Risk to the United States Labor Market During the Economic Recovery Following the 2019 Novel Coronavirus Outbreak.” With this Proclamation, many foreign nationals were prevented entry under several classes of visas.

For 2021, countries that lead with immigration will continue to see gains in both employment and investment. One example is the country of Canada. US employers hindered in their hiring efforts by government regulations can leverage a “nearshoring” solution to bring jobs and foreign national hires to Canada in the short term. There are several benefits of nearshoring jobs and hires to Canada:

  • Ease of business travel to/from Canada
  • Lower costs and less time for business travel
  • Both countries share similar technology and economic profiles
  • Foreign nationals and their family members can become accustomed to life in North America
  • Canada’s pro-immigration stance may provide future opportunities for US employers
  • Several Canadian cities have a large base of highly skilled talent
  • Toronto ranks #3 in Tech Talent among the top 50 US and Canadian cities

Other nearby countries offer similar benefits for US employers. For example, Mexico has long been a favored location for US business interests in industries such as financial technology (“FinTech”), automotive manufacturing, aerospace manufacturing, and real estate. Also, both Canada and Mexico boast high-tech centers that have grown into spectacular talent hubs. Toronto, Canada tech talent ranks at #3 in the top fifty U.S. and Canadian cities for tech workers. Guadalajara, Mexico benefits from groups like Startup GDL that work to make Mexico’s second-largest city a leading technology center.

2021 Global Economic Rebound to Increase Demand for Skilled Workers, Foreign National Talent

The Organization for Economic Cooperation and Development (OECD) expects the world’s economy to rebound from the COVID-19 pandemic in 2021 with growth as high as 4.2%. Nearly all the world’s economies will be smaller at the end of 2021 than they were in 2019. However, a strong recovery in China will help lead the global growth. In the US, economic recovery has been torrid, with Gross Domestic Product (GDP) booming at a 33.1% rate in the Third Quarter. The US economy is benefitting from several strong sectors including surging business investment, residential home sales, and pent-up consumer demand.

What's Trending in Workforce Mobility for 2021?

This article is an excerpt from our 2021 Workforce Mobility Forecast. Download a complete copy today, or watch a recording of our latest Thought Leadership Series webinar on the trends that are shaping the industry.
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GMS Account Managers Stay Informed for Clients

The dynamic nature of global mobility combined with the hard realities of the COVID-19 pandemic to make 2020 a challenging year to keep abreast of trends. However, GMS Account Managers continually stay up to date with current information on behalf of their clients. As a result, clients always have timely information and recommendations to ensure the best possible solutions for any relocation issue. For 2021, GMS Account Managers will continue to focus on what is happening at the local, regional, national, and world levels so clients have the most current information as it relates to their relocation program. 

If you have any questions or need more information about immigration trends for 2021, or are ready to work with the best relocation company, contact us online, or give us a call at 800.617.1904 or 480.922.0700 today. We’re here to help you get your employees where they need to be.

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