Category: Immigration Rules

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FY 2020 H-1B Visa Lottery Cap Limits Reached on Wednesday, April 10, 2019

visa application - approved

The United States FY 2020 H-1B visa lottery cap limits reached its regular and advanced degree exemption limits on April 10, 2019. The United States Citizenship and Immigration Services (USCIS) announced that it had used a computer-generated random selection process to select petitions. The USCIS received 201,011 petitions during the filing period which started on April 1. This figure is 5.7% higher than the 190,098 petitions that were submitted to the FY 2019 lottery.

How Many Petitions Were Filed Subject to the Lottery Cap Limits?

For FY 2020, the USCIS:

  • Starting April 1, received 201,011 H-1B Petitions
  • On April 5, announced it had received enough petitions to reach the H-1B 65,000 cap limit

The computer-generated random selection process followed the new process that USCIS implemented for FY 2020. Most importantly, this visa lottery process reverses the order that USCIS uses to select H-1B petitions under the H-1B regular cap and the advanced degree exemption.

What are the New Lottery Process and Lottery Cap Limits?

The USCIS changed the lottery process effective April 1, 2019. The steps in the FY 2020 lottery process followed this pattern:

  1. The first lottery includes all petitions and is subject to the 65,000 cap limit
  2. Once the first lottery reaches the 65,000 cap limit, the remainder are eligible for the 20,000 visas for applicants with advanced degrees from US educational institutions

What Happens to Petitions Not Selected Under the Lottery Cap Limits?

If the USCIS does not select a petition, it rejects the petition and returns it along with the filing fee. However, if the USCIS determines the petition is a “prohibited multiple filing,” the USCIS may issue a notice to deny or an intent to revoke each petition. Prohibited multiple filings fall under the regulation that prohibits an employer (or related entities) from filing in the same year more than one H-1B petition on behalf of the same beneficiary.

Can Petitions Not Subject to the Lottery Cap Limits Still Be Submitted?

USCIS will continue to accept and process petitions that are not subject to the lottery cap limits. This includes those petitions filed for current H-1B workers who were previously counted against the lottery cap limits. As a result, these petitions:

  • Retain their cap number
  • Remain exempt from the FY 2020 H-1B lottery cap limits

Also, USCIS will continue to accept and process petitions that petitioners file to:

  • Allow a current H-1B worker to change their employer
  • Allow a current H-1B worker to work in a second H-1B position at the same time as their first H-1B position
  • Alter the terms of employment for a current H-1B worker
  • Extend the length of time a current H-1B worker may remain in the United States

What Should Employers do if Petitions are not Chosen for the Lottery Cap Limits?

Employers have a few options for petitions that USCIS does not select through the lottery process:

  1. Wait until next year’s lottery
  2. Consider an alternative visa for the foreign national, subject to qualification

Alternative visa options may include some of the following, depending on situations and qualifications:

  1. Cap-Exempt H-1B
  2. B-1
  3. O-1
  4. P-1
  5. L-1
  6. TN
  7. E-1/E-2
  8. F-1 OPT/F-1 CPT
  9. Permanent Residency/Green Card without H-1B Visa

What Should Employers do?

Global Mobility Solutions has a team of global relocation experts who can help you with alternatives to H-1B visas. Our team’s knowledge and access to visa and immigration resources is unparalleled in the industry. As a result, we have helped thousands of companies with the H-1B visa lottery process reach successful results within the program’s lottery cap limits and with alternative visas.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients manage their H-1B visa lottery petitions. Therefore, our team can help your company understand the process and pursue alternative visas for petitions not chosen under the lottery cap limits.

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 to discuss your H-1B and alternative visa needs resulting from lottery cap limits, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Australia Migrants to be Cut in New Plan

Circular Quay Sydney taken from the Sydney Harbour Bridge just after sunset showing the Sydney Opera House on the left.

In a bid to reduce migration, Australia migrants will face a new cap. The nation will cut its current cap on migration by 15%. This cut will lower the annual number of migrants in Australia. Currently, the cap is 190,000 places.

Elements of the new plan’s cuts include:

  • Total migration number reduced from 190,000 to 160,000
  • 15% cut in total migration
  • 160,000 figure matches 2017-2018 migrant intake

Several Australia Migrants Must Live Outside Major Cities

A significant point in the new plan to cut migrants relates to their location. Up to 23,000 migrants under a new skilled visa will need to live and work in regional Australia for three years prior to gaining permanent residence. These migrants will not be able to live in Melbourne, Perth, Sydney, or the Gold Coast. In these cities and locations, the nation’s infrastructure is seen as overused and at capacity limits.

Regional Australia are those parts and destinations of the nation that are not a traditional tourist destination like Sydney or Melbourne. Migrants entering under this new skilled visa will need to live in work in cities such as Alice Springs, Kalgoorlie, and Wagga Wagga. Previously, migrants would gravitate to the most desirable cities in the nation. Now, a significant number of migrants must disperse to outlying areas. There are several reasons behind this new requirement:

  • Providing employees for regional job openings
  • Managing stress on infrastructure
  • Reducing congestion in cities
  • Removing traffic chokepoints

Current System Assesses Potential Australia Migrants by Skills

The nation’s current points system assesses potential Australia migrants according to their skills. This assessment helps the nation determine if the migrants fill a need for specific workers. Also, migrants must pass a character test and health screening. Australia migrants who desire to become citizens must also pass an English-language test covering topics such as Australia’s history, the values of the people, and the nation’s constitution.

Australia Migrants Breakdown

Under the new 160,000 cap, Australia migrants represent two distinct categories:

  1. Migrants sponsored by family members, 30% of the cap or 48,000
  2. Skilled workers, 70% of the cap or 112,000

Additionally, refugees who are resettled to Australia represent 18,750 places in addition to the 160,000 cap.

What Does This Mean?

Australia migrants will face a reduction in places for entry into the nation. Some migrants may qualify for the new skilled visa that requires them to reside in regional Australia. Similar entry requirements will remain in place, including skills assessment, character test, and health screening.

What Should Employers do About the Cap Reduction on Australia Migrants?

Companies currently looking to hire foreign workers in Australia should be aware of the cap reduction on Australia migrants. They should examine their hiring plans to determine the impact the cut may have on their corporate objectives. Companies should work with a qualified Relocation Management Company (RMC) that can provide assistance with relocation and visa program requirements.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients determine how to design their relocation and visa programs to meet country-specific requirements. As a result, our team can help your company understand how to mitigate the effects of the cap reduction on Australia migrants.

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.

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 to discuss your company’s relocation and visa programs as they relate to Australia migrants, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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What is the Best Way to Learn a New Language and Culture?

Learning a new language and culture can be challenging. Many employers go to great lengths to identify candidates for global relocation assignments. Often these positions require a specific set of skills and education. Also, the candidate must have a desire to learn new languages and cultures. Pre-decision services are valuable in this stage of the relocation process.

Pre-Decision Services

Employers gain a wealth of information from pre-decision services. As a result, employers can forecast relocation costs, understand candidate motivations, and provide candidates with helpful resources.

Pre-decision services often include:

  • Candidate Assessment – Assess candidate expectation, skills, personal qualities, family circumstance, and financial preparedness.
  • Cost of Living Analysis – Cost of living comparison of origin and destination cities to help determine acceptable or competitive salary range.
  • Market Analysis – Determines the likely home sale timeline and identifies potential home sale challenges such as negative equity.
  • School Reports – Public and Private School reports provided to the relocating employee to aid community selection.
  • Moving Cost Estimates – Cost estimates on household goods transportation, helps budget for relocation costs.
  • Community Search & Tours – Coordinates community orientation tours to familiarize relocating employees to their new location, and assist in selecting an area that fits their particular interests.

By using pre-decision services, employers gain many benefits. Candidate job acceptance ratios rise and global relocation success rates increase. With these rising acceptance ratios, employers can rest assured that candidates are ready and willing to do what it takes to be successful.

What About the Global Location’s Language and Culture?

Once the candidate accepts the global relocation, employers can help them increase their chances for success. By providing valuable tools for candidates, employers help them fully prepare for their new position. One valuable tool is a virtual trainer for language and culture.

Global Relocation Virtual Trainer for Language and Culture

A virtual trainer for language and culture allows candidates to access training anytime, anywhere. This access gives candidates the flexibility they need. Whether traveling or in a remote location, the virtual trainer lets candidates learn at their own pace.

Language Modules include:

  • Intuitive, straightforward interface
  • Self-paced lessons
  • Focus on conversation proficiency
  • Cultural insights and nuances that impact vocabulary and grammar
  • Mobile apps for quick brush-ups

Cultural Modules include:

  • One-on-one personal training via webcam
  • Coaches explain how to see cultural differences to promote synergy
  • Practical and actionable guidance to operate in business settings
  • Learning to leverage skill sets found in other cultures
  • Communicates values including mutual respect and understanding

What Does This Mean?

Relocating employees who use a global relocation virtual trainer greatly increase their chances for success. Employers that offer this valuable resource also save from 50% to 75% over the usual costs of language and culture training. The cloud-based software lets Human Resource professionals focus on corporate objectives. Relocating employees gain valuable skills that can help them succeed in future endeavors.

What Should Employers do for Language and Culture Training?

Employers should work with a qualified Relocation Management Company (RMC) that can provide access to a global relocation virtual trainer. Employers considering relocating new hires or transferees to global locations should provide them with as many valuable resources as possible. This will help the relocating employees increase their language and culture knowledge. As a result, these employees will be more likely to succeed in their assignment.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how they can gain the benefits of using a global relocation virtual trainer. Our team can help your company understand how to provide your relocating employees with valuable and easy to use tools for language and culture training.

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.

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 to discuss your company’s language and culture training needs, or give us a call at 800.617.1904 or 480.922.0700 today.

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HR Teams Should Prepare for New FY 2020 H-1B Visa Lottery Process Opening on April 1, 2019

visa application - approved

What is the new FY 2020 H-1B visa lottery process? Many employers in the United States rely on foreign national talent to fill highly technical positions. As a result, they offer H-1B visa sponsorship to prospective employees for specialty occupations such as scientist or engineer. Employers submit hundreds of thousands of petitions each year. However, cap limits are in place so they must plan accordingly.

Additionally, the United States Citizenship and Immigration Services (USCIS) has changed the lottery process effective April 1, 2019. These changes may impact the selection of certain petitions. The Department of Homeland Security posted the rule in the Federal Register on January 31, 2019.

Current H-1B Visa Cap Limits:

  • 65,000 visas per year
    • 1,400 of these visas are reserved for residents of Chile
    • 5,400 of these visas are reserved for residents of Singapore
  • 20,000 for applicants with advanced degrees from U.S. institutions of higher education

What was the Previous H-1B Visa Lottery Process?

The USCIS previously would conduct a random lottery process if cap-subject H-1B petitions exceed the cap limit. The steps in the previous lottery process would follow this pattern:

  1. The first lottery would include all petitions from applicants with advanced degrees from U.S. institutions of higher education for the 20,000 cap limit visas
  2. If eligible petitions exceed the 20,000 cap limit in the first lottery, they become eligible for the second lottery
  3. The second lottery would include all eligible petitions that were not successful in the first lottery and all other petitions subject to the country-specific reservations (Chile, Singapore)

What is the New FY 2020 H-1B Visa Lottery Process?

The new FY 2020 H-1B visa lottery process reverses the order that USCIS uses to select H-1B petitions under the H-1B regular cap and the advanced degree exemption. Also, it introduces an electronic registration requirement for petitioners, but this requirement will go into effect after the FY 2020 process.

Now, the steps in the lottery process would follow this pattern:

  1. The first lottery includes all petitions and is subject to the 65,000 cap limit
  2. Once the first lottery has chosen the 65,000 petitions subject to the cap limit, the remainder are eligible for the 20,000 visas for applicants with advanced degrees from US educational institutions

The Department of Homeland Security believes this change will lead to an increase in the selection of beneficiaries with a master’s or higher degree from a U.S. institution of higher education for further processing under the new FY 2020 H-1B visa lottery process.

What Happens to Petitions not Chosen in the FY 2020 H-1B Visa Lottery?

Due to the high number of petitions, some are likely not to be successful in the lottery. During FY 2019, 190,098 petitions were submitted to that year’s lottery. There is no set cutoff date for petitions to the lottery. Also, the number of petitions that employers will submit is unknown. Employers that do not prepare may miss the cap and not be able to fill their positions.

Employers who miss the cutoff must wait until next year’s lottery. Another option is to consider an alternative visa for the foreign national, subject to qualification. The cap for FY 2019 was reached in only four days, by April 6, 2019. This in turn illustrates the importance of submitting petitions for the H-1B cap-subject visas as soon as the lottery opens.

What Does This Mean for You?

As prior years experiences have shown, unprepared HR teams thinking they had several days to file were not given the opportunity to hire the foreign national employee they hoped to sponsor. With issues such as prevailing wages, Labor Condition Applications (LCAs), and possible site visits, the process should start as soon as possible so HR teams can submit applications at the start of the lottery.

Where Do You Start for FY 2020 H-1B Visa Lottery?

Global Mobility Solutions has a team of global relocation experts who can help you with the new FY 2020 H-1B visa lottery process. Our team’s knowledge and access to visa and immigration resources is unparalleled in the industry. We have helped thousands of companies with the H-1B visa lottery process reach successful results.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients prepare for the H-1B visa lottery. Our team can help your company understand the process and prepare for the new FY 2020 H-1B visa lottery process.

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.

Contact our experts online to discuss your H-1B visa lottery plans, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Job Openings in the United Kingdom Rise as European Union Workers Depart

The United Kingdom (UK) has seen UK job openings rise over the past 12 months. This is due in part to European Union (EU) nationals who are leaving the UK and choosing to return to their native country. Some EU nationals note the BREXIT issue as a significant concern relating to their decision.

With over 132,000 EU nationals departing the UK, many companies and organizations face significant challenges as they work to find new hires. This trend adds to the large number of job vacancies in the UK, the highest since 2001 and a new record, according to the UK’s Office for National Statistics.

Where are the UK job openings?

UK job openings can be found throughout the country, but some regions have openings at far higher rates than other regions. Job seekers looking for opportunities in the UK should consider which region might offer the greatest number of vacancies.

UK job openings by region that are above the national average:

  • London
  • North West UK
  • Wales

UK job openings by region that are below the national average:

  • Scotland
  • Northern Ireland

What are the jobs with the highest demand in the UK?

Demand may vary by region and by job type. For financial sector jobs, London and the South West have the highest number of UK job openings. By comparison, social workers and nurses are more in demand in the North West.

What are the Best Cities to find UK Job Openings?

The UK has several cities with thriving economies. Those looking for UK job openings should review cities where their particular skills and education may be in higher demand. This may help them find viable opportunities more quickly than if they target cities with less demand. Several online resources are available to help job seekers research UK job openings.

What does this mean?

Changing dynamics in the UK economy due to BREXIT, economic growth, financial markets, inflation in UK consumer prices, severe weather patterns, and many other factors continually create new UK job openings. Companies in the UK often must manage several openings, searching for new hires and transferees with skills and education. These employees will help them meet growth targets and corporate objectives. As a result, job seekers often have many opportunities with the UK to find employment.

What should employers expect?

Employers should expect that UK job openings will continue to increase as EU nationals leave the country. They should also expect continuing impacts from changing dynamics in the UK economy, including UK consumer confidence changes and UK housing market issues.

What should employers do?

Employers in the UK should review their company’s growth plans and requirements for jobs across all levels. They should determine how their company’s growth plans will impact the jobs required to meet business plans and goals. They must also consider how their plans should adapt to the changing dynamics of the UK economy.

Employers in the UK should also examine their relocation policies to determine if they would benefit from enhancements to attract new hires and transferees looking to take jobs in the UK. They may also benefit by learning how other markets, such as healthcare, have been leveraging relocation benefits to attract and retain talent.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees across the world. Our team can help your company determine how to fill UK job openings with new hires and transferees who possess superior skills and experience.

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 to discuss your company’s relocation program needs, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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USCIS Adjusting Premium Processing Fees to Improve Adjudications and Service Processes

USCIS Adjusting Premium Processing Fees to Improve Adjudications and Service Processes

The U.S. Citizenship and Immigration Service (USCIS) will increase premium processing fees for some forms starting on October 1, 2018. The fees will increase by 14.92%, reflecting the percentage increase in inflation since implementation of the last fee increase in 2010. The increase is being done in accordance with the Immigration and Nationality Act. The Act permits USCIS to raise such fees in order to provide services.

What is the issue?

Costs for staff, technology, and supplies have increased since 2010. Using the Consumer Price Index for all Urban Consumers as a benchmark, the increase on average is 14.92% over this time frame. At the same time, the demand for immigration services that USCIS provides has significantly increased. Without an increase in the premium processing fees, USCIS will be increasingly unable to continue providing services.

What are the forms subject to increases in premium processing fees?

Premium processing fees are additional fees that petitioners can pay for the option of requesting a 15-day processing time for specific requests. Petitioners must also pay the basic form filing fee as well as any other required fees.

Forms subject to increases in premium processing fees include:

Form I-129, Petition for a Nonimmigrant Worker – this form is for petitioners filing on behalf of a nonimmigrant worker to come to the United States temporarily to perform services or labor, or to receive training, as an H-1B, H-2A, H-2B, H-3, L-1, O-1, O-2, P-1, P-1S, P-2, P-2S, P-3, P-3S, Q-1 or R-1 nonimmigrant worker. Petitioners may also use this form to request an extension of stay in or change of status to E-1, E-2, E-3, H-1B1 or TN, or one of the above classifications for a foreign national.

Form I-140, Immigrant Petition for Alien Workers – this form is used to petition for an alien worker to become a permanent resident of the United States.

What does increasing premium processing fees mean for the USCIS?

USCIS will be able to hire additional staff, as well as make significant investments in technology. As a result, this will allow the agency to provide adjudications and premium processing services quickly and more efficiently than is currently possible.

What should employers expect?

Employers should expect that premium processing fees for Form I-129 and I-140 will increase by 14.92%. Currently, the fee is $1,225. Starting on October 1, the fee will increase to $1,410.

What should employers do?

Employers should review their hiring plans and determine any current budgetary impact related to increases in premium processing fees for Form I-129 and Form I-140. Employers should also review future budgets to ensure they reflect the increased fees.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their country-specific employment, visa, and residency requirements. We can help your company understand how to respond effectively to the USCIS’s increase in premium processing fees. Learn how your company can mitigate the impact of increases in premium processing fees 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

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Australian Senate Approves Skilling Australians Fund Levy Legislation

Vector of nice Australian flag.

The Australian Senate has recently passed the Skilling Australians Fund (SAF) levy legislation aimed at developing a fund to provide training for Australians. This legislation is part of a larger group of initiatives that will change requirements for employers who would like to employ foreign workers to come to work in Australia. The SAF requires employers who sponsor temporary or permanent visas to pay levies. The SAF, while not yet fully implemented, is on track for implementation once the bill passes through Parliament.

The Skilling Australians Fund is seen as an important part of the Australian Government’s commitment to the private sector, growing the number of apprenticeships and traineeships and working in partnership with state and territory governments. The purpose of the SAF levy is to require employers who want to hire foreign workers to contribute to the skills development of Australians. This ensures those businesses that benefit from employing skilled foreign workers will also support training for Australians.

What are the key features of the Skilling Australians Fund legislation?

The SAF is designed to provide funds for Australian trainee and apprentice programs. When the legislation goes into effect, it will replace the current training requirement for employers. Currently, employers must demonstrate they are spending a sufficient amount of their business’s payroll on training programs.

Visa programs for which the levy will be assessed include:

  • Temporary Skill Shortage (TSS) (subclass 482) visa
  • Employer Nomination Scheme (ENS) (subclass 186) visa
  • Regional Sponsored Migration Scheme (RSMS) (subclass 187) visa

The applicable levies will be assessed in the following manner:

Temporary Skills Shortage (TSS) (482) Nomination

  • Small Business A$1200 per year
  • Large Business (turnover A$10million or over) A$1800 per year

Employer Nomination Scheme visa

  • Small Business A$3000
  • Large Business A$5000

Additional changes in the legislation impact Labor Market Testing requirements. The changes included in the legislation require the following:

  • Conduct testing no more than four months prior to submission of a nomination application
  • Advertising must increase and run for four weeks, instead of the current 21 days

What should employers expect with this legislation?

Employers who have plans to hire foreign workers for positions in Australia should prepare for upcoming changes in labor market testing and advertising requirements. Employers should also plan for increased budgetary impacts due to the new SAF levy.

What should employers do?

Employers should review their hiring plans for foreign workers in Australia to determine timeframes for labor market testing and position advertising. Employers should also review the budget impact of the new SAF levy as it applies to temporary and permanent visa sponsorships.

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 plan for the SAF levy requirements in Australia. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Taiwan Launches Employment Gold Card

Taiwan flag in Liberty Square, in front of Chiang Kaishek Memorial Hall,Taipei

Taiwan has introduced a new Employment Gold Card visa category. This visa category provides many benefits for those eligible. The new visa category was created in response to Taiwan’s legislature passing the Act for the Recruitment and Employment of Foreign Professionals to attract and keep international professionals in the country. Taiwan has been experiencing a skilled worker shortage and recognizes the global economy’s intensely competitive environment. To remediate Taiwan’s technical talent shortage, the Act was drafted and put into effect in February 2018. Several other laws were created or amended to reduce restrictions and develop a friendly environment for foreign professionals.

What are the key features of the Act?

The Act relaxes work, visa, and residency requirements for foreign professionals. It also relaxes residency rules for parents, spouses, and children. The Act creates additional benefits for retirement and pension coverage, national health insurance coverage, and three years of tax exemption for half salary income in excess of US$102,187.

How long is the Employment Gold Card valid?

The Employment Gold Card is effective for 1 – 3 years in accordance with the validity of a work permit issued by the Taiwan Ministry of Labor.

Who is eligible to apply for the Employment Gold Card?

Foreign nationals in the following fields are eligible to apply:

  • Architectural Design
  • Arts
  • Culture
  • Economics
  • Education
  • Finance
  • Law
  • Science and Technology
  • Sports

What should employers expect with this new Taiwan Employment Gold Card?

Employers who have plans to hire highly-skilled foreign professionals for positions in Taiwan should expect an easier entry process. The Employment Gold Card visa category includes an online application portal for quick and easy processing. Additionally, the Ministry of Economic Affairs’ online job matching platform, Contact Taiwan, combines resources from the Ministry of Foreign Affairs, Ministry of Education, and other agencies to form a single online portal for international talent recruitment.

What should employers do?

Employers should review their hiring plans for foreign professionals in Taiwan to determine eligibility for the Employment Gold Card. They should also use the many benefits of the Employment Gold Card 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 new Taiwan Employment Gold Card visa category. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Singapore Fair Consideration Framework and S Pass Eligibility

Singapore Skyline reflection

The Singapore Ministry of Manpower is currently in the process of expanding the Fair Consideration Framework (FCF) to cover more employers and jobs, effective July 1, 2018. Advertising requirements will increase to at least fourteen days for companies with 10 or more employees and for jobs that pay a fixed monthly salary of less than S$15,000 SGD. This is a change from the current advertising requirement for firms with at least 25 employees and for jobs that pay a fixed monthly salary of less than S$12,000 SGD.

Additionally, starting in January 1, 2019, S Pass eligibility will change. Currently the minimum qualifying salary for S Pass is S$2,200 SGD. The new minimum salary for S Pass will increase to S$2,400 SGD in a two-step incremental process:

  • January 1, 2019 S Pass minimum salary increases by S$1,000 SGD to S$2,300 SGD
  • January 1, 2020 S Pass minimum salary increases by S$1,000 SGD to S$2,400 SGD

What is the Singapore Fair Consideration Framework?

The FCF is part of the Government’s effort to strengthen the Singaporean core in the workforce. It sets clear expectations for companies to consider Singaporeans for job opportunities, through the use of Jobs Bank advertising of open positions.

The FCF applies to all companies in Singapore. These companies must also comply with the Tripartite Guidelines on Fair Employment Practices and have fair employment practices that are open, merit-based and non-discriminatory.

Who does this new Singapore Fair Consideration Framework affect?

Employers based in Singapore with at least 10 or more employees whose fixed salaries are less than S$15,000 SGD.

What should employers expect with this new Singapore Fair Consideration Framework?

There will be less jobs exempt from the job bank advertising requirement. Applications will require a longer time for submission.

What is the Singapore S Pass?

The Singapore S Pass allows mid-level skilled staff to work in Singapore. Employees need to earn at least S$2,200 SGD a month and have the requisite qualifications and work experience.

Who does this new Singapore S Pass Eligibility affect?

Employers based in Singapore with employees holding S Passes whose fixed salary is S$2,200 SGD.

What should employers expect with this new S Pass Eligibility?

Positions will need to meet the new salary requirements on January 1 of each year to maintain eligibility.

What should employers do?

Employers should plan for the increased advertising requirements and the increasing salary requirements so their recruitment plans can be revised accordingly.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements, and we can help your company understand how to comply with the new Singapore Fair Consideration Framework and S Pass requirements. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.Request your complimentary Visa Program Assessment

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What are the 2018 Global Relocation Trends?

Happy young couple sitting on the mattress in their new apartment in the morning and using laptop together. Cardboard boxes in the background.

What are the major 2018 global relocation trends shaping the industry? As workforce mobility and employee relocation continues to increase, several trends change how clients respond to increasing employee requirements regarding their relocation needs. Also, global changes in how employees are able to accept transferee assignments, such as limits on working visas and work permits, further impact company plans for mobility.

Our team of global relocation experts have identified five key trends that are shaping 2018 Global Relocation.

2018 Global Relocation Trends

Growth in Partner and Spouse Career Support Programs

As companies continue to expand globally, the need for a mobile workforce to accept transferee assignments has increased exponentially. Along with this mobile workforce, services designed specifically for spouses and partners have become increasingly important to employees. Spouses and partners are critical to ensuring transferee success. It is important for clients to provide support and information specifically for spouses and partners to help them with their relocation process. Specifically, pre-decision support, an online job search and assistance portal, and professional career services are important programs and services for spouses and partners. Transferees can be secure in the knowledge that their spouses and partners will receive as much assistance as they need to be successful in their new location.

Flexible and Responsive Global Relocation Programs

Global relocation programs need to provide enough flexibility to anticipate and provide for challenges and opportunities that are unique to specific locations. Many multi-national clients have designed a corporate-level relocation program, which then is further customized for each international headquarter location. Relocation programs designed at the corporate level need to provide for a multitude of options and differences across locations. Our recent Case Study on Implementation Success Factors describes in detail the importance of identifying all stakeholders and engaging them early in the process to ensure implementation success.

Immigration Challenges

Countries are increasingly placing limits on the number and types of working visas and work permits that allow transferees to enter the country legally for work assignments. Some countries such as the United Kingdom have seen the number of applications exceed the monthly quota. Other countries such as China have changed requirements and set up a Working Permits Points System that emphasizes transferees with specialized knowledge. The United States has instituted travel restrictions for specific locations, and has increased enforcement of immigration requirements. As countries around the world respond to migration challenges, the impact on global relocation programs will continue to evolve.

Technology Advances

Global relocation programs continue to respond to evolving technology changes. Increasingly, mobile technology must be responsive to provide transferees with information and solutions during their relocation process when they need it, wherever they are located. Transferees should be able to get information on the go, and upload expenses for quick reimbursement. Mobile enhanced relocation technology solutions such as MyRelocation should be available, as it is platform-responsive and able to be accessed anywhere, making it the most useful solution for a mobile workforce.

Outsourcing Relocation Programs to Industry Experts

Global relocation programs must cover a wide array of specialized issues such as tax, visa applications, and compliance reporting. Furthermore, it is to a client’s best advantage to consult with experts who have knowledge and experience in the specific aspects of these areas as they relate to global relocation programs. Companies can benefit from an outsourced solution that specializes in unique relocation needs. Working with relocation experts who have extensive experience in these and other areas can help a company avoid risks and respond more effectively to transferee’s requests for guidance and advice.

Conclusion

Thoroughly reviewing your global relocation policy and benchmarking to industry best practices keeps your company at the forefront of your industry peers, reinforces employee satisfaction, and promotes successful relocations. The global relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company remain at the forefront of 2018 global relocation trends, and offer your employees the best relocation experience.

Contact our team of experts to discuss your global relocation policy needs, or call us at 800.617.1904 or 480.922.0700 today.

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