Category: Relocation Best Practices

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The Importance of Data Privacy in the Global Mobility Industry

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

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

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

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

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

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

Key Elements of Data Protection

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

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

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

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

Your Data Is Safe with GMS

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

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

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

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

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

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

Key Elements of Data Protection

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

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

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

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

Your Data Is Safe with GMS

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

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Corporate relocation tips Global Mobility Global Relocation Relocation Best Practices

Companies That Care About Employee Benefits Invest in International Relocation Services

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Young father and his cute small daughter having fun with digital tablet on couch.

Don’t let your company start on the wrong foot with new employees; here’s why providing international relocation services is important

If you are a human resources executive or hiring manager, you should know how hard it is to interview and hire for open positions. Often, it can take months just to get enough interviews on the books in hopes of finding one qualified candidate. But did you know that opening your job search to those in different states and other countries can get you more qualified candidates faster? 

In many cases, HR managers will try to fill the role with applicants who live locally. Widening the search gives you a better chance of getting the right person in the right seat. Conversely, the company must offer relocation assistance to get an employee to move for a job. 

If your company doesn’t offer international relocation services, don’t worry. At Global Mobility Solutions, we hear daily about companies declining to provide relocation benefits to new employees. However, offering relocation services has many advantages.

Main Advantages of Employee Relocation Benefits

One of the main advantages of offering relocation programs is that it allows your company to tap into a larger talent pool. By opening up your job search to candidates from different states and countries, you are no longer limited to the local talent pool. This means you can access broader skills, experiences, and perspectives.

Additionally, offering employees relocation options can be a significant selling point for potential candidates. Many job seekers need some form of financial support to move. By providing relocation services, you show candidates that you value their talent and are willing to invest in their success.

Moreover, offering global mobility services can also help with employee retention. Moving to a new city or country can be a daunting experience, and having support from the company can make a big difference. By assisting with finding housing, navigating the local area, and settling in, you are helping your employees feel more comfortable and supported in their new environment. This, in turn, can lead to higher job satisfaction and increased loyalty to the company.

Offering Moving Assistance Shows Your Company Cares; Opens Talent Pool

Furthermore, offering international relocation benefits can also enhance your company’s reputation. Word spreads quickly in the job market, and if your company is known for providing relocation assistance, it can attract top talent looking for opportunities to grow and develop in their careers.

While it may require some investment upfront, offering relocation services can bring numerous benefits to your company. From accessing a larger talent pool to improving employee retention and enhancing your company’s reputation, the advantages far outweigh the costs. So, consider expanding your job search and providing relocation aid to attract the best candidates and ensure the long-term success of your organization.

By covering some of the relocation costs, you can prove to new and current employees that the company cares about the culture and has the right person in the right seat. 

Many individuals find relocating for a job daunting. The thought of uprooting their lives, finding a new home, and adjusting to a new environment can be overwhelming. However, when a company offers relocation assistance, it not only eases the burden on the employee but also demonstrates a commitment to their well-being and success.

One key advantage of providing global mobility programs to employees is the ability to tap into a larger talent pool. By expanding the job search beyond local candidates, companies can attract highly skilled individuals from different regions or countries. This opens possibilities and allows for a diverse workforce with unique perspectives and experiences.

Moreover, offering these moving programs can significantly improve employee retention. When employees feel supported during the transition, they are more likely to stay with the company for the long term. Relocation can be a significant life change, and knowing that their employer is invested in their success can foster loyalty and commitment.

Additionally, providing relocation services can enhance a company’s reputation. Word-of-mouth travels fast, and when employees share positive experiences about their relocation process, it can attract top talent. Potential candidates will see the company as one that values its employees and is willing to go the extra mile to ensure their happiness and growth.

Of course, offering relocation benefits has costs. However, the benefits far outweigh the initial investment. By covering some relocation expenses, companies show that they care about their employees’ well-being and are willing to invest in their success. This can create a positive company culture and foster a sense of belonging among employees.

In conclusion, providing employee relocation programs is a strategic move for any company looking to attract and retain top talent, Expand job search, and offer support during the move. Companies can access a larger talent pool, improve employee retention, enhance their reputation, and ensure their organization’s long-term success. So, don’t hesitate to invest in relocation services and show your employees they are valued team members.

Reach Out to GMS to Discuss International Relocation Benefits for Employees

Contact GMS today if you are ready to start providing your employees with cost-efficient and comprehensive international relocation services. Our team specializes in assisting companies in setting up first-time global mobility services for new employees. The best way to widen your talent pool for your job searches is to take in applications from all over. GMS can help set you up for hiring success

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

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

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

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How to Manage Finances When Relocating for a Job

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Young father and his cute small daughter having fun with digital tablet on couch.

Moving for a new job is a great career move; here are tips to keep relocation costs in check

Controlling expenses while moving to a different city can be challenging. Still, various approaches can assist in managing relocation costs and cutting expenses by opting for the services of a skilled long-distance moving company. Initially, planning your relocation effectively and contemplating reducing the number of possessions is crucial. This will effectively decrease transportation expenses and help cut down on the price of shipping household goods.

Moving to a different part of the country for a new job comes with a price tag and is costly. It is worth asking your new employer if they provide any global mobility benefits or work with a relocation service provider who can offer help at a lower price. To avoid any financial surprises, it’s crucial to create a relocation budget that covers various expenses like transportation, packing materials, and the services of cross-country movers.

Some Cost-Saving Tips for the Relocation Process

One way to save money on your cross-country move is to declutter before packing. Take the time to review your belongings and decide what you need and can live without. Selling or donating items you no longer use reduces the amount of stuff you have to move and puts some extra cash in your pocket. Additionally, consider packing some of your belongings yourself to cut down on packing service costs. However, properly label and secure your items to avoid any damage during transit.

Another cost-saving tip is to be flexible with your moving dates. Moving during the relocation off-peak season, typically during winter, can lower prices for moving companies. Additionally, avoid driving on weekends or holidays as these are more expensive due to high demand. By being flexible with your moving dates, you can save significant money.

Compare Moving and Utility Companies

When comparing cross-country moving companies, focus on more than just the price. It’s essential also to consider their reputation and customer reviews. Look for companies with a track record of providing reliable and efficient service. Reading testimonials from previous customers can give you a good idea of what to expect. Remember, the cheapest option may only sometimes be the best if it means sacrificing the safety and timeliness of your belongings’ arrival.

In addition to comparing moving companies, comparing utility companies is essential when moving to a new area. Research the different providers in your new location and compare their rates and services. Look for companies that offer competitive prices and reliable service. It’s also a good idea to read customer reviews to understand their customer satisfaction. Switching utility providers can sometimes be a hassle, but it can save you money in the long run. Take the time to compare your options and make an informed decision.

When it comes to moving, it’s easy to get caught up in the stress and excitement of the process. However, taking the time to plan and make wise choices can save you both time and money. You can ensure a smooth and cost-effective move by being flexible with your moving dates and comparing moving and utility companies. Remember, it’s not just about the price but also about the quality of service and the safety of your belongings. So, take the time to do your research and make the best choices for your move.

Remember to notify your utility providers, insurance companies, and other vital contacts about your move. This will ensure a smooth transition and prevent unnecessary service charges or disruptions. Taking these steps and proactively planning can make your cross-country move more affordable and stress-free.

What Does GMS Do to Keep Relocation Costs Low?

Global Mobility Solutions (GMS) understands the importance of lowering relocation costs for our clients. To this end, we have implemented several strategies. 

Firstly, our extensive network of providers allows us to negotiate competitive rates for various relocation services. Whether it’s transportation, housing, or immigration assistance, we have established partnerships with trusted vendors who offer cost-effective solutions. This not only helps our clients save money but also ensures that they receive high-quality services.

Additionally, our Pre-Decision Program plays a crucial role in cost reduction. By getting involved in the relocation process early on, we can help clients make informed decisions. This includes assessing the feasibility of the move, considering the financial implications, and identifying any potential challenges. We can minimize the risk of unsuccessful relocations and costly setbacks by addressing these factors beforehand.

Furthermore, our Pre-Decision Program allows us to create an accurate client budget. We understand that financial planning is essential when it comes to relocation. Providing a detailed breakdown of anticipated expenses enables our clients to make well-informed decisions and avoid any unexpected financial burdens.

Another way GMS keeps relocation costs low is by eliminating the risk of rejection by the transferee or assignee. We understand that a rejected job offer or relocation can be costly for both the employer and the employee. Therefore, we work closely with our clients to ensure that the relocation package meets the individual’s needs and expectations. By addressing any concerns or preferences early on, we can increase the likelihood of job acceptance and minimize the need for costly re-negotiations.

Moreover, GMS assists clients in identifying any potential problems with selling a home. We understand that selling a property can be a complex and time-consuming process. We help our clients navigate the real estate market efficiently by providing expert guidance and resources. This saves them money and reduces the stress associated with selling a home.

Additionally, GMS simplifies house-hunting trips for our clients. Searching for a new home in an unfamiliar location can be overwhelming. Therefore, we provide comprehensive support, including personalized itineraries, local area information, and assistance with property viewings. Streamlining the house-hunting process minimizes the need for multiple trips and reduces associated costs.

Lastly, our commitment to minimizing the need for policy exceptions further contributes to cost savings. We understand that policy exceptions can lead to additional expenses and complications. Therefore, we work closely with our clients to develop comprehensive relocation policies that address their specific needs and minimize the need for exceptions.

For more information on how GMS can help you get from point A to point B, contact us today to set up a free consultation with one of our relocation experts.

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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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Company Relocation Policy Checklist for 2024

Use this checklist to perform a review of your company relocation policy
Aerial view of the Bay Bridge in San Francisco, CA

Things to keep in mind when reviewing Relocation policies

Offering relocation benefits to new or promoted employees is a great way to ensure that your company can hire the most qualified candidate for the position. As the new year is now upon us, HR managers should start to review their company’s relocation policies. Most relocation assistance companies recommend checking and renewing policies annually, usually in Q4. As the global mobility industry sees continuous change over time, reviewing policies at least once per year helps ensure that the relocation policies offered are still competitive within your industry, and ensure cost efficiencies are adapted to your current business environment. 

Whether you are going out to bid for a new relocation company or just want to ensure that your relocation policies are above the standard, use this 2024 relocation policy checklist to ensure all of the joint pain points are met.

Our recommendations for global mobility planning cover both short-term and long-term initiatives. Here is the 2024 relocation checklist:

Short-Term Assignment Policy Review Points

  1. Identify all instances relating to immediate and upcoming needs for your relocating employees, including visas, work permits, immigration status changes, and cross-border travel. Determine appropriate action plans for each case.
  2. Document policy exceptions relating to the pandemic. Consider adjusting the company relocation policy or adding an addendum to account for the effects of the pandemic and other major relocation disruptions.
  3. Review all assignments that were placed on hold during 2022 and 2023. Determine if they are still critical to corporate objectives for 2024. If yes, implement a talent acquisition plan.
  4. Examine all data sources and information flows for integrity and accuracy. Form a relocation integration program project team to Identify instances that can be automated with effective relocation advanced programming interfaces (APIs).
  5. Identify current short-term assignments that can be further extended in support of corporate objectives. This will reduce costs relating to repatriation and re-assignment.

Long-Term Assignment Policy Review Points

  1. Determine areas in the relocation process where the company owes a higher duty of care than previously expected. Examples include programs and costs relating to transferees unable to return to their original locations due to pandemic-cause restrictions.
  2. Correlate talent acquisition and management programs to ensure consistency in achieving objectives across the company.
  3. Leverage virtual relocation solutions that enhance the transferee’s experience and provide added value to the company.
  4. Focus on process simplification and cost reduction. Use the lessons from 2020’s expanded virtual relocation solutions to modify your company relocation policy to adopt new technologies and procedures.
  5. Look to future corporate initiatives to determine appropriate company relocation policies, plans, and budgets. Ensure alignment with company objectives relating to growth, expansions, mergers, acquisitions, and divestitures.

Get in Touch with GMS for More Helpful 2022 Tips

At GMS, we understand that each company runs differently, meaning everyone will have different needs regarding relocation benefits. Our team has been helping companies construct some of the most competitive relocation packages for over 25 years. With 2024 now here, it’s time to ensure all your bases regarding relocation are covered. GMS recommends that clients thoroughly review their company relocation policy every 12 to 18 months. Following all the impacts of the COVID-19 pandemic on relocation, this review is critically important to ensure your company can respond effectively for regulatory, tax, and reporting purposes.

If you found this company relocation policy checklist useful, please refer to our Knowledge Base for more helpful blogs, case studies, and industry news. If you want to continue success with your employee relocation program and relocation packages, please feel free to reach out to Global Mobility Solutions for all your corporate relocation needs. 

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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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Reports Show Corporate Relocation Numbers Way Up

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Corporate employee holding file folders and potted plant in hands and looking at colleague with cardboard boxes

reports and studies are showing that corporate relocation numbers and spending are as high as in 2017

Since the COVID-19 pandemic hit the US, many companies are still trying to return to their old numbers and ways. While we are now coming up on three years since the initial pandemic wave, one sector is finally starting to see the light at the end of the tunnel: the relocation industry.

Many employers or employees might need to learn about such an industry. But relocation management companies (RMC) are vital for businesses getting their employees from point A to point B. To sum it up, an RMC is hired by a company to assist employees in handling all the logistics of their move when they accept a job that requires relocation. From real estate needs to helping ship household goods, there are various services that an RMC can provide.

But like most other sectors, the relocation industry was hit hard when companies had to restrict employees moving around the country for the past few years. On top of that, with so many companies choosing a full-time remote setting, the need to move employees wasn’t as high.

The truth is now that numerous companies need talent and are back to be willing to move that new or promoted employee. As more and more companies and sectors shift back to standard quarterly numbers, so does the relocation industry. Many reports show corporate relocation numbers are back up to where they were in 2017.

Where are these employees moving to?

A recent report by Hire a Helper revealed that Florida has become the most attractive state for corporations to move their headquarters. The Sunshine State saw an 86% increase in corporations relocating their HQ, a record-breaking figure since 2017. The report analyzed Securities and Exchange Commission filings and found that 9% of American corporations shifted their HQ in the past fiscal year. This was mainly due to cost-cutting, favorable tax rates, or closer proximity to target markets. While cities like New York and Seattle have seen a decline in corporate headquarters, smaller towns outside metropolitan areas have become new homes for tech and pharma giants.

New data from the SEC shows that nearly 9% of publicly traded corporations in America, or 593 companies, moved their headquarters in the last fiscal year spanning March 2022 to March 2023. This marks the highest relocation rate in seven years, following a dip to below 7% in 2020 due to the pandemic. Comparing year-over-year figures, the number of corporations relocating their headquarters has increased by 29% from 458 in 2021-22. The trend of corporate headquarters relocation has increased, with more companies choosing to move their offices for various reasons. The figures indicate a significant shift in the corporate landscape and business operations.

According to Hire a Helper’s findings, the current increase in companies relocating their headquarters is the most significant in a decade, surpassing even the rebound seen after the pandemic in 2021-22. This year is proving remarkable, with a 25% rise in the number of corporations moving their HQs

Top Destination Cities for those relocating

Regarding favored locations for corporate headquarters, Waltham, MA, I experienced the most significant increase in corporate net growth among cities during the last fiscal year (+175%). Five companies relocated to this relatively small city near Boston, and none left. Waltham, MA, is home to several remarkable new corporate inhabitants, including biotech and pharmaceutical firms Cogent Biosciences and CinCor Pharma.

Burlington, MA, and Spring, TX, ranked second and third in growth, with a surge of 133% and 100%. Burlington has seen a boom in software and biotech firms, while Spring, TX, grabbed headlines when Hewlett-Packard relocated its headquarters. Additionally, three Florida cities made it to the top 10 list, with Jacksonville, FL recording a net gain of 67%, followed by Tampa, FL at 49%, and Miami, FL at 33%. Which U.S. cities are corporations leaving?

Surprisingly, Cambridge, MA, the renowned university town near Boston, has experienced a significant loss of corporate headquarters compared to the number of new ones gained (40%). The city’s thriving biotech and pharmaceutical industry has left little space for previous industry leaders. Seattle (-37.5%) and several cities in the Bay Area of California have also suffered considerable losses in company headquarters during the past fiscal year. New York City (-13.4%) is among the top 12 cities to have lost corporate HQs.

Reasons Companies are looking to relocate headquarters

Hire a Helper’s research indicates that the primary reasons for Americans to relocate are to find better housing or a new job. However, what motivates corporate relocations? One common assumption is that companies move to reduce expenses, which may entail relocating to areas with lower taxes. This could explain why more businesses are moving into Florida and Nevada rather than leaving. The Tax Foundation’s 2023 State Business Tax Climate Index measures how taxing state taxes are for businesses, and Florida and Nevada are among the ten states with the least tax burden. Meanwhile, Texas, which does not have a corporate tax, is in the 12th position.

Corporate relocation can be motivated by the high cost of office space, particularly in cities with expensive business rental costs. This is evident in the net losses of corporate HQs in cities like New York City and San Jose, where office rent levels are among the highest in the country. The pandemic-induced rise of remote work has further compounded the issue of high office space costs. As a result, major cities in America are grappling with high office vacancy rates as companies either continue to operate remotely or adopt a hybrid work model. To address this challenge, these cities require support and innovative solutions.

According to Hire a Helper’s examination of SEC filings from 2022-23, 62% of companies that relocated their headquarters in the past year chose to move to cities with smaller populations, which typically have lower rental costs. This trend is gaining momentum.

GMS Is Ready If You Are

Global Mobility Solutions (GMS) is here to assist you with relocating your headquarters or employees. Since 1987, GMS has been there to help employees get from point A to point B.  Our wide range of services and expert relocation specialists allow your company to get the necessary package. GMS will assist your company in putting together a global relocation plan that makes sense for your company and employees, all while staying within a realistic budget. If you’re ready to hear more about how GMS can help save your company money on relocation costs, contact us today to schedule a free consultation.

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Examining Common Employee Relocation Costs

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What Kind of Costs Are Involved When Relocating an Employee?

A primary concern for companies when offering relocation packages is the cost. It can be expensive to move an employee and their family to a new destination. But frequently, companies who cover relocation costs for their new employees can hire from a much wider talent pool than those that can only make offers to local candidates. When a company’s relocation packages are constructed by an experienced relocation management company (RMC) there is an increased opportunity for savings and the elimination of unnecessary costs from your relocation budget at each stage of the talent mobility process. 

Understanding what costs are associated with the relocation process and why they should be included in your relocation policies can help make sense of the price being paid. Before diving into some standard relocation costs, it’s important to point out that each company and its moving employees have different wants and needs when it comes to the moving process. This can make it difficult to generalize costs and prices for one-off relocations. However, these are some of the most common costs associated with talent mobility:

Real Estate and Corporate Housing Costs

One of the primary benefits offered in many relocation packages is real estate assistance. In many cases, employees only have a set number of days to move and will likely need help selling and buying a house or sourcing a temporary place to live in until a permanent home is found. Therefore, the most competitive relocation programs include a home-selling assistance program. Often, these programs have options where the company or the RMC will buy the home from the moving family then resell the property themselves to allow the employee to make their start date in their new destination on time. It is also prevalent for RMCs to urge companies to include specialized relocation real estate agents to assist moving families with selling and purchasing their homes during the relocation. 

Other relocation costs most employees want to see covered are house-hunting trips. After an offer is made and accepted for the open position, the new or promoted employee will ask the company to cover or reimburse for a trip or two to look at potential new houses and schools with their real estate agent. While this can be expensive, it can show that the company cares about the employee and family settling in comfortably at their new destination. 

For temporary housing assistance, many companies will cover anywhere from 30-90 days of corporate housing. Corporate housing, also known as short-term housing, is generally a furnished apartment for the employee to stay in while the relocation process is finalized. For example, employees may need to report to work for their new position while their family needs to stay back for a few days or weeks to tie up loose ends. Or, in some cases, the employee’s new home or apartment might not be available to move in for the first few days or weeks after they arrive.

Moving Costs and Shipping of Household Goods

The most obvious and sought-after relocation benefit is assistance with typical moving expenses, such as the movement of the employees’ household goods. There are a few different ways to approach moving assistance; in some cases, the company will handle hiring and coordinating the move with a vetted and approved moving company or van line. This type of relocation offer can usually save the company money as they can have direct insight into all expenses. In addition, multiple-bidding processes can further reduce costs by generating competition between potential suppliers.

The reimbursement of moving costs is another commonly extended benefit from another standpoint. Under this model, the employee may be responsible for sourcing their own movers while their company will reimburse a portion (if not all of) any allowable expenses, per company policy. Some companies may only offer assistance in the form of a lump sum relocation package. This means the employee will be provided a lump sum payment that is intended to help reduce the burden of moving costs to the employee – however the employee is generally left to their own devices in this scenario.

Household goods costs extend beyond “the movers.”. Many relocating employees need specialty or sensitive items shipped, such as automobiles or pets. And on top of that, many people who move need temporary storage units for their personal property while transitioning from corporate housing to their new full-time house.

Relocation Costs to Keep In Mind

While the list of relocation benefits a company can potentially cover is extensive, it’s essential to work with the RMC to ensure your policies are up to date by reviewing them every 12 months. This will ensure that your company stays competitive in the hiring field while also verifying the company is not wasting money on payouts for benefits that are not being utilized. Here is a quick look at some of the other typical talent mobility costs included in many relocation policies: 

  • Schooling assistance
  • Spouse/partner career support
  • Temporary storage
  • Language/cultural education 
  • Travel assistance
  • Tax gross-ups
  • Relocation coaching
  • And more

Evaluate Your Company’s Relocation Costs With a Courtesy Consultation

With current market forces, the price to relocate an employee can be unpredictable. It can also be costly if not done professionally. Global Mobility Solutions (GMS) is here to help with any questions about relocating employees. We make it a priority to assist your company in staying within its relocation budget. We know employee moving costs can add up quickly.

We offer various relocation tools and technology to make the relocation process for your employee as simple as possible. In addition, our qualified team can walk you through a comprehensive program review to see if your company can save money on your relocation packages. Contact us at any time when you’re ready to update or create global mobility benefits packages for your moving workforce. 

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How to Get an IMM 5257 Visitor Visa

Calagary skyline at sunset
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.

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Top Tips for Writing a Relocation Offer Letter

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Use These Tips & Templates for a Relocation Assignment Offer Letter

An employee transfer letter or relocation offer letter is a document given to an employee being transferred to another department, branch, or location under the same employer. These letters not only provide transferees common professional courtesy on the company’s behalf, but it also gives the relocating employee an overview of what they can expect and their benefits for the process. These ground rules should provide the moving employee an understanding of all costs and services they are entitled to during their move. 

Larger companies or companies that often relocate employees more than likely have relocation policies in place. These are typically lengthy 10 to 30-page documents covering every relocation protocol aspect. Companies that might have such policies will rely on customized employee relocation offer letters and emails for each employee willing to do so. 

Here is a look at some top tips for constructing employee relocation offer letters, along with an example of a basic offer letter format.

Tip 1: Identify the Reason for Relocation Offer

While the employee will most likely understand it, you’ll want to cover in the offer letter why, how, and when the employee will be transferred. This will help with recordkeeping and provide the employee with in-depth insight into why their position is needed in the new location.

Giving a specific explanation to the relocating employee in writing can help show the employee that you care. This will also take the stress off of your HR department because the employees will know all of the details about why they will be offered the relocation. As a result, this should help set the stage, allowing things to run smoothly from the beginning.

Tip 2: State the Exact Effective Date(s) the Transfer Will Take Place

Companies cannot expect an employee to relocate the next day; however, it also shouldn’t be up to the employee entirely as to when the transfer will occur. Setting realistic dates and times for the employee to move and to get settled is vital in ensuring a smooth transfer experience. 

It should also be stated at this stage in the letter, how long the employee is eligible for relocation benefits. For example, many companies will allow employees X number days or months to utilize the short-term relocation policy stated in the transfer letter. There are many variables that come into play when an employee is trying to move out of state.

Tip 3: Provide Names and Contact Info

The transferring employee is probably nervous, but excited to take on the new role for the company. It is a good idea to provide the employee with the name and direct contact info for who they will be reporting to. This will give the employee a chance to reach out to the manager with any questions or concerns regarding their new position. It also gives the employee the opportunity to let their new manager know if there are any roadblocks with the relocation process. 

Conversely, it could also be a good idea to urge the new manager to reach out to the employee directly. This communication will allow the manager to inform the transferring employee of any necessary information. 

Tip 4: Note Every Detail of the Employee’s New Job

The employee should be well-informed about this step, but to cover the company and the employee it is a good idea to list out all expectations, requirements, wages (including bonuses), benefits, and anything else that will be different for the employee once they move. This provides documentation for both parties if there are ever any issues after the relocation has occurred. Being crystal clear at this stage helps straighten out any communication breakdowns later on. 

Use This Employee Transfer Letter Example

[Date]

[Sender’s Name]

[Sender’s Address]

Dear [Recipient’s Name],

We are pleased with the work you’ve completed with us so far and management sees great potential for you to grow in [transfer location]. The management team would like to extend you an offer for promotion to [new position] where you will be responsible for [responsibilities of the position].

This will provide you with an opportunity to expand your skillset as you move from the [current position] in [current location] to a new position in [transfer location]. 

The company is here to help you and your family relocate and readjust to your new role by providing relocation benefits. This letter summarizes that support in several areas.

New Job Title: 
New Supervisor/Manager: 
Department: 
Effective Date of Transfer:

New Duties: 

New Compensation/Bonuses: 

Below is a summary of the relocation benefits that are extended to you as part of this offer. 

Relocation Expenses
[Details of what the company will and will not cover.]

Household Goods Moving
[Moving expenses the company will or will not pay for.]

Home Marketing Assistance
[Info on home selling assistance ]

Home Finding Assistance
[Explain which resources the company can provide]

Repayment Agreement Terms
[Details of the repayment agreement that the employee is subject to]

Please review this information at your earliest convenience. You can contact me directly or Human Resources with questions, comments, or concerns. I would appreciate your acceptance or denial of this new position by [desired date].

From,

[Sender’s position and name]

GMS Is Here For You

Global Mobility Solutions (GMS) is a leader in the employee relocation industry. In addition to assisting with employee transfer letters, GMS would love to help your company create and implement customized relocation policies for your mobile workforce. Our team specializes in almost every area of the relocation process, so we can equip your staff and transferees with the knowledge and technology they need to make their move as seamless as possible. 

Getting started with us is easy. Contact us today for a free consultation with one of our relocation experts. From there, we will help you decide the best course of action for your company regarding your global mobility needs. Whether your company relocates internationally or just within the US or Canada, we can assist you in creating the best offer letters and relocation policies in your industry.

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Sustainability in the Relocation Industry

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Close-up of children holding a planet at the beach

Relocation Management Companies should be aware of sustainability

Most companies’ interest in corporate environmental sustainability is on the rise. Everyone is looking to reduce carbon footprints without disrupting their business practices. A World Economic Forum report showed a 16 percent increase over the last five years in global public concern for nature. 

Having a grasp of sustainability in the context of the global mobility and relocation sector enables organizations to implement beneficial transformations that benefit both their staff and the environment. 

At Global Mobility Solutions (GMS), we are all looking for ways to protect the environment and reduce costs for our clients and their employees. When looking at ways to improve your global mobility program’s sustainability and how to reduce your carbon footprint, here are some things to consider.

Partner with a Professional Organizer

Partner with a “Discard and Donate” company that offers a professional organizer to assist your employees in preparing for their move.  This saves the client money by reducing the shipment size, and the program cost will always be less than the savings on the move.  Consider updating your relocation policy to cover some of these program costs to help encourage your employees to purge before moving. This can help reduce wasted materials and ensure that unwanted household goods go to good use instead of the trash. 

Also, Introduce a weight cap on your household goods moves.  This cap can vary by tier or by homeowner vs. renter. This will encourage your employees to consider discarding unwanted items before shipping them on your dime.

Partner with Move for Hunger

GMS is a proud partner of Move for Hunger. Move for Hunger offers your employees the option to donate their non-perishable food to a local food bank at the origin location. Items such as canned veggies, fruits, stews, soups, beans, tuna, pasta, sauce, baby food, flour, cereal, oatmeal, juice, rice, peanut butter, and jelly can be donated.  

Since its inception in 2009, over 10 million pounds of food have been donated through Move for Hunger and its partners to help feed the food insecure in the US and Canada. We suggest adding policy language to encourage transferees to contribute to this cause.

Offer Employees Furniture Rental Allowance

For international relocation assignments, GMS urges clients to consider extending a furniture rental allowance instead of shipping household goods.  Many relocation management companies partner with furniture rentals for temporary furnishings, another cost-effective way to reduce the carbon footprint.

Make Sure Your Vendors Are Green

GMS has a strict vetting process for working with household goods movers and corporate housing providers. We don’t just work with anyone. During our interviewing process, we ask vendors about their sustainability protocols and what they do to go green. Suppliers who use green clean methods help cut down on wasted resources.

Add Virtual Tools to the Relocation Process

First off, partner with real estate agencies that offer virtual tours and virtual closings for properties to minimize the need for in-person meetings and reduce the environmental impact of transportation. 

Contract with household goods providers who are experienced in using virtual surveys. GMS aims to streamline the relocation process while minimizing its environmental impact. Virtual surveys allow for accurate estimations of shipments without the need for physical visits, reducing unnecessary travel and fuel consumption. Additionally, GMS encourages suppliers who utilize recycled packing materials, further contributing to waste reduction and sustainability efforts.

Virtual services encompass a wide range of offerings within GMS, including assistance for spouses and careers, language and cultural training, and, whenever feasible, support for housing, banking, and registration in the destination country. These services can be provided in different ways, such as through video calls, virtual tours of potential homes, and online platforms for cross-cultural training, with the help of local consultants. 

Minimizing the need for in-person visits has a positive impact on the environment, as fuel consumption is reduced. Additionally, the assignee benefits from increased support from the local consultant, as less time is spent on transportation.

Ensure You’re Working with Real Estate Agents Who Practice Going Green

Real Estate agents can also help the relocation process be more environmentally friendly.  Most agents work from home and are completely paperless. Because they spend a lot of time in their cars, many offer to carpool with clients for a more sustainable transportation option.  

When showing properties, agents encourage using energy-efficient light bulbs and turning off lights before leaving any property. By promoting properties with energy-efficient appliances, solar panels, and sustainable building materials, agents can help reduce the carbon footprint of the real estate industry.

When selling a home and the potential cost of utilities is on a client’s mind, agents often suggest they use native plants in landscaping, which require less water and maintenance than exotic species. Desert landscaping is also recommended in dry areas. This not only helps conserve water but also supports local biodiversity.

Many Realtors have obtained a NAR Green Designation. The course focuses on People, Property, Planet, and Prosperity. By completing this course, real estate experts are equipped to provide guidance and access to resources that can assist homeowners in enhancing the efficiency of their residences. This support ranges from affordable solutions and do-it-yourself initiatives undertaking extensive renovations or constructing new homes.

By implementing these practices, our preferred real estate agents can significantly impact the environment and contribute to a greener future. Together, we can create a more sustainable real estate industry that benefits our clients and the planet.

GMS Leads the Relocation Industry in Sustainability

At GMS, we understand the importance of responsible business practices and strive to impact the environment positively. By partnering with like-minded household goods and corporate housing providers, we can collectively work towards a more sustainable future while providing exceptional service to our clients.

In conclusion, GMS prioritizes sustainability and responsible business practices and offers flexible relocation policies to accommodate the diverse needs of our clients. Relocation Policies empower transferees with small shipments to arrange their self-move quickly and flexibly, ensuring a hassle-free experience. Partner with GMS today and let us handle your relocation services needs while working towards a more sustainable future together.

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Engage Your Relocation Management Company Early in the Relocation Process

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Learn why it’s essential to work with an RMC every step of the way

Employers should engage their Relocation Management Company (RMC) early in the relocation process. Employers often go to great lengths to define the questions they ask RMCs in their Request for Proposals. Several employees from departments including Human Resources, Accounting, Legal, and Procurement may spend a significant amount of time finding and selecting an RMC with the knowledge and experience that will ultimately serve the needs of the company, transferees, and new hires.

With all of the effort to find an RMC that best matches their requirements, wouldn’t you think employers would actively engage the RMC in their relocation process? Most companies do a good job communicating to their hiring managers and others throughout the organization how to utilize their RMC’s resources. However, even with this communication, the hiring manager or others sometimes do not engage the RMC early in the process. This may lead to several consequences for transferees and new hires.

Actual Case of an Employer That Did Not Engage Early

What happens when employers must engage their RMC early in the relocation process? Global Mobility Solutions’ Senior Vice President of Business Development, Sam Hoey, met a transferee and heard a first-hand account of their experience. Their employer’s hiring manager did not initiate their relocation process promptly, and they were left scrambling to find their own movers, real estate agents, mortgage provider, and temporary housing, all within just a few weeks before the new job start date. As a result, the transferee was stressed and unduly burdened by processes that the company’s RMC could have managed for them with greater ease. Let’s look at a few of these areas in detail to understand better what they entail.

Van Line Delays

The busiest time of the year for relocations is during the summer months. Children are out of school, travel is relatively easy to arrange, and weather delays are minimal. As a result, van lines that move household goods are often hectic during this time. They may have bookings for moves going out four, five, or up to six weeks in advance.

Employers looking to relocate an employee should understand the length of time their RMC needs to arrange to book a move of household goods at van lines, keeping in mind the preferred van lines may already have several weeks of booked moves on their schedules. With enough time, transferees may be able to find their household goods movers.

Real Estate Processes

When a transferee or a new hire receives notice of a job offer that requires them to start work within a few weeks, this gives them little time to make living arrangements. They may have a short time to determine how to proceed in several areas. Here is a list of just a few of the specific points they might need to address before starting their new position:

Specific Points

  • Engaging a real estate agent/company to handle a home sale
  • Selling a home
  • Handling the closing process for the home sale
  • Finding temporary housing
  • Engaging a real estate agent/company to handle a home purchase
  • Finding a new home
  • Obtaining a mortgage, including applications and paperwork
  • Handling the closing process for the home purchase

If you have ever bought or sold a home, had to find an apartment, or sought a mortgage, think of those processes. How long did they take you to complete? These processes often require several steps, including applications, reports, inspections, financial transactions, arranging the services of a notary public, and research to verify the new location meets the needs of everyone who is relocating, such as spouses, partners, children, and pets.

Employers looking to relocate an employee should be aware of the processes their RMC needs to manage to help the employee find suitable housing arrangements. RMCs with experience in these processes are vital to ensuring the success of a relocation, as they help the transferee or new hire in many areas. This, in turn, helps the employee feel happy and confident in their choice to relocate.

What should employers do?

Employers should review their relocation programs to better integrate their RMC into the front end of the relocation process. Helpful tips to ensure the RMC is engaged early in the process include the following:

  1. Implement Pre-Decision Services, so the employer, hiring manager, transferee, and/or new hire are actively engaged with the RMC early in the relocation process, and information can be shared that is helpful to the employee, the employer, and the RMC.
  2. Insert language into offer letters describing the RMC and the programs specific to the transferee or new hire.
  3. Integrate the RMC into Human Resource Information Systems and Talent Management Programs so hiring managers and program administrators always have ready access to information they can share with the transferee or new hire.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your company by using industry best practices to design your relocation program so that you engage your RMC early in the relocation process.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, revolutionizing the 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 company’s relocation program needs.

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About

Contact Us

About Us

GMS Client Login

Privacy Policy

Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

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