Category: Relocation Programs

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Relocation Programs Visas and International Travel

Singapore Passport Now Ranks No. 1

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A happy young woman tucks her hair behind her ear as she smiles and waits for her flight. She is holding her passport in her hand.

Singapore replaces Japan passport to become the world’s most powerful

In a recent update, the Singapore passport has surpassed Japan’s and is now considered the most powerful passport in the world. Holders of Singapore passports can enjoy visa-free entry to a remarkable 192 countries worldwide.

However, there is a positive development for Indian citizens as they can now travel to 57 countries without needing a visa or obtaining a visa upon arrival. This is because India has climbed five places and is currently ranked 80th in visa-free travel.

Nevertheless, it is still worth noting that Indian passport holders can visit many countries without the hassle of obtaining a visa, with the number now standing at 57. This is due to India’s improved ranking, placing it at the 80th position.

According to the Henley Passport Index report, Japanese passports, previously ranked first for five consecutive years, have now fallen to third place. As a result, the number of countries that Japanese passport holders can enter without a visa has also decreased.

Currently, Japan is tied for third place alongside Austria, Finland, France, Luxembourg, South Korea, and Sweden. Citizens of these countries can now travel to 189 nations without needing a visa.

The report also highlighted that the United States, which held the top spot a decade ago, has now dropped to eighth place. On the other hand, the United Kingdom has risen two spots and now occupies the fourth position.

This shift in the global visa rankings has sparked curiosity and has intrigued travel enthusiasts. Many wonder what factors have contributed to Japan’s rise and the United States’ decline. Japan’s success can be attributed to its strong diplomatic relations and commitment to promoting tourism. The country has made significant efforts to simplify visa procedures and enhance its image as a welcoming destination.

On the other hand, the United States drop in the rankings has raised eyebrows. Some speculate that the stringent immigration policies implemented in recent years may have played a role. The US has become more selective in granting visas, which has decreased its visa-free travel options. Additionally, the political climate and security concerns have also impacted the country’s standing.

Meanwhile, the United Kingdom’s ascent in the rankings has been met with applause. The country’s efforts to strengthen its global ties and improve its visa policies have paid off. The UK has implemented various initiatives to attract tourists and business travelers, such as introducing electronic visas and streamlined application processes.

As the global visa landscape continues to evolve, it is clear that countries must adapt and prioritize their international relationships and policies. The ability to travel freely without the burden of visa restrictions not only benefits individuals but also fosters economic growth and cultural exchange. It remains to be seen how future developments will shape the rankings and influence how we explore the world.

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Corporate Relocation Domestic Relocation Global Relocation Relocation Best Practices Relocation Management Relocation Policy Review Relocation Programs

Engage Your Relocation Management Company Early in the Relocation Process

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Group of business persons in business meeting. Group of entrepreneurs on meeting in board room. Corporate business team on meeting in the office.

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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Domestic Relocation Domestic Relocation Tips Global Relocation Global Relocation Tips Relocation Programs

Benefits of Pre-Decision Services

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Pregnant couple shopping online while packing their things.

What Are Pre-Decision Services? Learn more about the relocation process, starting with pre-decision services

Global Mobility Solutions (GMS) is the original pioneer of the benefits of pre-decision services. Our clients know that partnering with us at the start of the relocation process helps identify the markers of a successful relocation and greatly enhances transferee productivity. Our wide range of services allows clients to identify those employees who are the best fit for the assignment. Relocation technologies and systems let clients manage employee relocation programs with ease.

Among the many services GMS offers, candidate assessments have become critical for clients to assess expectations, skills, qualities, and financial and family issues impacting relocation success. Clients should examine candidate circumstances to identify prospects likely to succeed. For the candidate, pre-decision services provide valuable information they can use to determine, including helpful information about the cost of living, housing markets, school reports, and moving expenses.

Candidates indicate that community searches and tours benefit them in understanding the new location and helping them select areas best suited to their needs.

There are several benefits of pre-decision services for both the client and the candidate:

Benefits of Pre-Decision Services for the Client

  • Increase job acceptance ratios
  • Budget accuracy
  • Eliminate the risk of non-acceptance
  • Streamline orientation to the new location
  • Minimal policy exceptions
  • Identify candidate concerns and issues
  • Cost savings

Benefits of Pre-Decision Services for the Candidate

  • Personal support and attention from industry professionals
  • Thorough orientation tours for families
  • Expert counsel and assistance regarding all aspects and impacts of relocation
  • Support services for spouses and partners

Systems and Processes

Our relocation experts have created systems and processes to help clients manage their Global and North America relocation programs quickly and efficiently. We provide high-touch customer service, policy expertise, benchmarking, and flexible reporting options. Clients succeed most with a customized, right-fit relocation program designed to meet their unique requirements. Employees and their families expect a broad range of services to help them during their relocation process. Our pre-decision services help clients and employees throughout the relocation process and help ensure successful relocations.

Get Pre-Decision Services from GMs

The benefits of pre-decision services to clients and candidates serve to ensure successful relocations. The corporate relocation experts at GMS have the knowledge and expertise to help your company assess candidates for assignments and provide your employees with the best relocation experience. Contact our team of experts to discuss how we can implement pre-decision services in your company’s relocation process.

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What Are The Benefits of Outsourcing Global Relocation Programs?

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Woman and dog flooring in new home

learn why your company should work with a relocation management company for talent mobility

What are the benefits of outsourcing global relocation programs? For companies that have steady moving needs, there are many benefits to outsourcing this strategic function. Most learn they need to gain the knowledge and experience to manage talent mobility with in-house resources effectively. Outsourcing this critical activity provides them access to the industry’s best practices and thought leadership that will help their company’s international relocation program achieve success with virtually all relocation assignments.

There are five distinct benefits clients can gain from outsourcing their global relocation services with a trusted relocation management company (RMC):

Cost Management

For most clients, managing relocation costs is one of the most important reasons driving their choice to outsource relocation. 71% of companies working on relocation in-house need to be made aware of their total internal operating expenses. A lack of knowledge of the actual costs of relocation prevents the company from understanding how to utilize resources efficiently. They also cannot gain the most benefit from their global relocation program. A solution that provides full expense tracking and reporting is one of the top features clients seek as they consider outsourcing their global relocation program so that costs can be fully identified and reviewed for budgetary impact and program performance.

Savings With Outsourcing Global Relocation Programs

Outsourcing global relocation services should allow clients to obtain more significant cost savings. Some RMCs are not independent. As a result, they often do not seek multiple bids for household goods shipments and other services. An independent RMC provides clients with several opportunities to receive and review bids on services, and this helps keep costs lower than other RMCs that don’t seek competitive bids.

Compliance

Transferees and their families often have questions about tax issues, visa applications, and other reporting requirements related to their global relocation assignment. To avoid putting the client’s company at risk for providing incorrect or insufficient guidance and advice, outsourcing global mobility management can provide expert guidance on unique relocation needs to help transferees find the right solution and help clients avoid any risks related to transferee requests.

Program Enhancements Through Outsourcing Global Relocation Programs

In-house programs only sometimes provide enhancements such as pre-decision tools, candidate assessments, auto lease programs, home purchase programs, and other value-added services. Choosing to outsource relocation services provides access to these services. Transferees and their families highly value these relocation program enhancements. Additional valued services include community tours, language training, outplacement services, school reports, and moving cost estimates.

Focus on Their Core Competencies

Working with an RMC lets human resources, compensation, benefits, and recruiting professionals focus on their core competencies. As a result, they can provide the best service in these business areas. In turn, experts at an RMC give the client’s international relocation program the best service. Choosing an RMC with the knowledge and experience to manage their entire program provides peace of mind and assurance that costs will be managed effectively, relocations will be successful, and transferees and their families will be satisfied with their experiences.

Work with the Best Global Relocation Service Provider

Global Mobility Solutions (GMS) has been helping customers get their employees from point A to point B since 1987. Our wide range of services and expert relocation specialists give your company the opportunity to get the package they need. GMS will assist your company put together a global relocation plan that makes sense for your company and employees, all while staying within a realistic budget. If you are ready to discuss more about our offerings, please set up a free consultation with one of our business development managers, by filling out this form. We look forward to working with you!

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5 Terms to Include in a Competitive Relocation Package

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a young family move into their new home and have pizza for their first meal

Make your relocation offer competitive by including these policies

Every year millions of people move for new jobs. Relocating for your professional career is familiar, but the relocation industry has changed since the Covid-19 pandemic. When it comes to offering relocation packages to employees willing to move for a new position, studies show that employees are more reluctant to move if there is a higher cost of living in their new destination. 

Another factor for employees not wanting to relocate is the start date. Companies often ask employees to be in their new seats within 30 days of signing the offer letter. So, what can companies do to work around these distresses? 

Companies who are asking talent to relocate for a position should look into offering employee relocation packages. These packages help offset the stress of moving by providing financial assistance and corporate housing so that the employee can relocate as seamlessly as possible. 

While every company has different opinions on what should and should not be covered regarding talent mobility, a few basic policies should be included in every relocation package. Here are five terms to make your company’s relocation package appealing to applicants so that they cannot refuse your offer:

1) Real Estate Programs or Lease-Break Assistance

A survey by Worldwide ERC showed that selling a home for less than it is worth is the most expensive part of relocating. When time is limited, employees are often forced to accept a lower sale price or pay a financial penalty for ending a lease. Often, employees are scared they will get stuck paying two mortgages or rent payments for multiple months, which could hurt them financially. 

If companies want a shot at landing top talent for an open position, they will include financial aid coverage for breaking a lease. If the employee can get out of their current rental at little or low cost to them, they are more likely to accept your relocation offer. 

For applicants who are homeowners, offering home sale assistance and home-buying assistance programs in the relocation package would be a massive perk for them. Standard relocation real estate programs include BOV, GPO, or Direct Reimbursement. Each of these programs has different pros and cons. But every moving employee will have different needs, so options can make any offer even more appealing.

2) Moving Expenses

This one may seem too easy to list, but it is essential. Very few people save thousands of dollars regularly if they may have to move unexpectedly. So, if an employee is mulling over your offer, the price of moving may be daunting in the back of their mind. But if your company were to cover or assist in the moving expenses, it could quickly put those thoughts to the rest of the employees. 

There are numerous ways to assist an employee with relocation costs. Most companies go the route of reimbursement programs, but there are packages where the company will handle everything on behalf of the employee so that they do not have to worry about it. Again, each different kind of program will have its pros and cons. 

It’s worth noting that no matter which method your company chooses to use for handling relocation expenses, some relocation technology can help keep spending within a budget.

3) Transportation Costs

Moving can be costly, by car or plane. Visiting the new spot before relocating is necessary to find housing and get to know the area. Relocation packages typically include reimbursements for two or three trips. This can also be a chance for the transferring employee to search potential neighborhoods and schools for their family.

4) Tax Implications

Relocating employees can face an unanticipated problem with taxes concerning relocation benefits. An employer may give a ‘relocation lump sum’ to cover relocation expenses, which is taxed as extra income at the employee’s ordinary tax rate.

Employees with a 25% tax rate will be taxed $2,500 on a $10,000 lump sum. This can be a financial strain, so many companies increase the lump sum to cover taxes.

5) Miscellaneous Expenses

One last suggestion to make a solid offer to a potential candidate is to have a miscellaneous expenses policy in your relocation package. Employees may incur costs when relocating. Ask them what expenses they anticipate and offer assistance to cover them, such as vacation days, spousal income loss, and packing services.

GMS Specializes In All of These Terms and Conditions

Look no further if your company needs help updating or creating employee relocation packages. Global Mobility Solutions (GMS) has been helping companies with their relocation services needs since 1987. Our expert team will listen to your wants and needs, then assist you in putting together the best relocation policies to make all your offers to new employees appealing for them to accept a relocation assignment. We specialize in helping companies provide their employees with the terms mentioned above. 

Reach out to us today to set up a free consultation. Within 24 hours, one of our business development managers will be in touch to get you started on setting up the most competitive relocation package in your industry.

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Cost-Effective Strategies for Managing Employee Relocations

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Young Asian couple or family feeling happy relaxing and play with their cat after moving to new house or apartment.

use these tips to keep relocation costs within budget

It’s no secret that relocating an employee is a costly endeavor. Creating global teams for your business can be highly beneficial. However, you might lose money on the project if you fail to play your cards right. It’s easy to feel overwhelmed with all the expenses you encounter during this process. There is so much to account for when managing employee relocations. Just a few of these things would be: 

  • Moving company expenses
  • Benefits packages
  • Acquiring accommodation
  • International transport (when applicable)
  • HR department bonuses

And the list goes on. However, it’s not all bad news. If you work strategically, you can save on relocation costs while keeping your employees happy when getting them from point A to point B.

Create tiered packages for employee relocations

The first strategy you can use to stay on budget when relocating an employee is creating tiered relocation packages. This means that the benefits package for an entry-level employee who has been with the company for three months should differ from that of an executive. This is a widespread and very effective strategy. Many employers have three or even four relocation benefit packages. You can create additional layers to those categories based on employee productivity.

Secure housing before the move

There are a lot of hidden expenses that come with moving on a whim, from renting out storage for your employee’s items to an indefinite time spent in short-term accommodation. And since using a storage unit isn’t tax deductible for businesses anymore, it’s even more expensive. Securing housing for your employee before moving is an excellent way of managing employee relocations while saving money.

Additionally, one of the most common reasons employees won’t relocate for work is that the move seems too hassle. So, securing everything in advance will not just help you save money; it’ll also help with employee satisfaction.

Introduce expense caps

Introducing expense caps is a great way to ensure your relocation program stays on budget. Expense caps are a great way to ensure no employee abuses their allowance. It’ll prevent surprise expenses from becoming the norm within your relocation program. 

When introducing expense caps, there are two essential factors to keep in mind: 

  1. Permissible exceptions – You should have some leeway in your budget if something goes wrong during your employee’s relocation. If they need to make an unplanned expense that is deemed necessary, you should be able to provide that;
  2. Expense caps should be personalized – It’s important to remember that living expenses differ in different areas. Ensure that your expense caps are calculated with the average cost of living in the area in mind.

Managing employee relocations is not ‘one-size-fits-all’

While offering every employee the same budget, guidelines, and services when managing their relocations may seem much more straightforward at first glance, you’ll quickly realize that it’s not. For example, a young single employee will require very different services than an older married employee with two kids. 

It’s essential to account for the individual needs of every employee you are relocating. Don’t worry if some mistakes come up the first few times. After a while, you’ll learn which services and guidelines are necessary for which group of employees. Ensuring that benefits packages and relocation services are tailored to the needs of your employees will help you save in two main ways: 

  1. You’ll be able to cut out any expenses that aren’t necessary for that worker; 
  2. You won’t be cutting out vital things to your employee. This will help keep morale (and productivity) up.

Other Relocation Costs to Keep in Mind

Conversely, a great option is to secure a fully furnished new home for them. That way, they only need to bring essentials and valuable personal possessions. Some other ways to cut costs on a long-distance move would be: 

  1. Choosing the suitable date – Moving during the off-season (winter and fall) can usually get you lower prices; 
  2. Shopping around – Getting estimates from a few moving companies is a great way to ensure you’re getting the most bang for your buck; 
  3. Compound expenses – If you plan on hiring professional packers in addition to movers, try finding a company that offers both. That way, you can get a deal on both services instead of paying the total price for each.

Ready for the best deal on relocation services?

Global Mobility Solutions (GMS) is your best bet to get a proper quote when it comes to relocation services. First off, all of our service providers are strictly vetted. And second off, we use a multi-bid approach when it comes to hiring vendors for each move. 

Most relocation services companies (RMC) will have a trusted partner vendor they use most of the time. Which is why their prices stay set at what they are. But GMS will get multiple bids from different vendors so that our savings on relocation costs get passed on to you. 

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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Relocation Challenges Relocation Programs United States Economy

IRS Increases Mileage Rate for Second Half of 2022

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woman filling up at the petrol pump

With Gas Prices on the Rise, IRS Increases Mileage Rate

The IRS announced in early June 2022 that they raised the optional standard mileage rate for the final six months of 2022. As a result, when taxpayers file for this year, they can use the new rate to calculate the deductible costs associated with driving for work and other certain purposes. 

The new rate is an increase of 4 cents, pushing it to 62.5 cents per mile. The rate increase comes with the recent spikes in gas prices. Typically the IRS adjusts mileage rates once a year, usually in the fall. But because of the hard-pressed times of fuel prices, the IRS felt the need to act earlier this year. As a result, for travel that took place from Jan. 1 through June 30, 2022, taxpayers will have to defer to the previous rate of 58.5 cents per mile when filing taxes next spring. 

“The IRS is adjusting the standard mileage rates to better reflect the recent increase in fuel prices,” said IRS Commissioner Chuck Rettig. “We are aware a number of unusual factors have come into play involving fuel costs, and we are taking this special step to help taxpayers, businesses and others who use this rate.” 

What the Mileage Rate Increase Means for Transferees

Like almost every other industry, high gas prices have an impact on relocation services. The tiny bit of good news here is that moving expenses are tax-deductible. So, this higher mileage rate can help offset moving expenses for those relocating for a new job or promotion. 

Many companies use Capped Relocation Policies. These policies are implemented to have a pre-approved, maximum budget that the company is willing to cover for their moving employee. This policy is meant to provide a measure of consistency with relocation costs.  

But the problem occurs in months like these when gas prices set higher costs for all aspects of the relocation process. With higher prices at the pumps, that means shipping household goods becomes much more expensive. Companies working under capped relocation policies should update their talent mobility programs ASAP, to ensure they provide enough coverage for new employees. 

If candidates feel they are not getting enough bang for their buck regarding relocation coverage, they may turn down the job offer. It is hard for companies to hire top talent in today’s market.

GMS Wants to Help with Relocation Costs

Global Mobility Solutions (GMS) team of expert relocation specialists always stays up to date with industry trends such as the mileage rate increase. We also specialize in assisting companies in updating or even creating relocation policies that make the process affordable for companies and beneficial for employees. 

GMS is here to answer any relocation-related tax questions, and we are always available to set up courtesy consultation meetings to review and update current relocation packages. Our goal is to ensure that your company is relocating your employees in the most cost-efficient way possible. Feel free to reach out to us today or check out our Knowledge Base, which is full of information on the relocation process.

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Performing a Security Assessment on Your Relocation Management Company

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There are a lot of moving parts when it comes to the relocation process. Many vendors and suppliers are involved in getting the transferee from point A to point B. With that being said, there is a great deal of information and personal info that has to be shared across all parties. But what are relocation management companies (RMC) doing to keep transferee’s info safe? 

Most companies understand the importance of performing a security assessment on their data and operational systems. In many industries, specific standards require a security assessment on a regular basis to maintain compliance. Often these standards require the company perform a security assessment on any supplier that may receive company data. Specific control areas in a security assessment may include:

  • Information Security Management
  • Physical Security
  • Network Security Management
  • Platform Security
  • Remote and Mobile Access
  • Change Control
  • Identity and Access Management
  • Application Security

A security assessment will often include a request to receive a copy of the company’s Business Continuity Plan (BCP). A company’s BCP should cover several elements related to security issues surrounding a company’s data and operational systems. In the event of an unplanned disruption or other emergency situation, the BCP will indicate how the company’s operations will recover and proceed.

Different Types of Regulations and Requirements

Sarbanes-Oxley Act

The Sarbanes-Oxley Act came into effect in 2002. Sarbanes-Oxley is a United States federal law. This law set new or expanded requirements for all U.S. public company boards, management, and public accounting firms. As a result, the law requires that a company’s top management must individually certify the accuracy of financial information. Much of a company’s financial information is heavily dependent on technology and associated data security controls that must be part of a compliance review as noted in Section 404 of the Act. The law provides for harsher penalties for fraudulent financial activity. Also, Sarbanes-Oxley requires a stronger oversight role for boards of directors, and greater independence of outside financial statement auditors.

International Organization for Standardization

The International Organization for Standardization (ISO) creates and publishes International Standards that provide guidance and clear specifications to ensure a company’s products, materials, processes, and services are appropriate for their purposes. ISO publications include standards for Quality Management, Environmental Sustainability and Protection, and Management Performance.

General Data Protection Regulation

The European Union’s General Data Protection Regulation governs the processing of an EU resident’s personal data by an individual, a company, or an organization of personal data. This pertains to entities that do business within the region, or that provide services to individuals in the region. The rule provides people with more control over their personal data. For example, websites that collect data on visitors must let visitors know this. These websites must give visitors the option to opt out of such collection. Many additional laws have been passed in response to this new regulation, to provide local guidance on compliance. For example, in the United Kingdom, the Data Protection Act 2018 is a national law that complements the European Union’s General Data Protection Regulation.

TRUSTe Privacy Certification Standards

TRUSTe Privacy Certification Standards assist companies in establishing and maintaining strong privacy management practices. Compliance with TRUSTe demonstrates a company’s commitment to privacy protection in their online properties, customer and employee data management practices, and/or applicable regulatory frameworks.

For these and many other national, international, and industry regulations or requirements, a security assessment is necessary to ensure compliance. Companies that work with a Relocation Management Company (RMC) need to perform a security assessment of the RMC’s data and operational systems. Global Mobility Solutions’ team of global relocation experts believe the following 5 tips are essential to ensure an RMC’s compliance to a company’s security assessment.

5 Helpful Tips for Performing a Security Assessment on your RMC

1. Be Sure to Review the RMC’s Risk Rating and Access to Data During the Security Assessment

Your RMC should have a risk rating. The rating depends upon the likelihood of an event occurring. It also depends on the impact severity that might arise if the event does occur. You should determine whether the RMC has limited or full access to data. Important data fields to review for risk during a security assessment include:

  • Employee Name and Home Address
  • Employee Phone Numbers and Email Address
  • Family Member Contact Information
  • Social Security Numbers
  • Bank Name and Account Numbers
  • Logistic Information Related to Relocations
  • Travel Information Including Dates and Locations

2. Questionnaire Submission to RMC

Your company should have a document with several questions that will indicate the RMC’s compliance to important points in a security assessment. Provide sufficient time for the RMC to complete the questionnaire. The RMC will need to work with their Information Technology department to provide answers to many of these questions. Provide a contact from your company that can answer any questions the RMC may have related to the document’s specific points.

3. Share Results of the Initial Security Assessment

Once the initial security assessment is complete, share the results with your RMC. Offer to work with the RMC to remediate any areas that require attention to ensure compliance. Partnering with the RMC helps ensure the solution fully addresses your company’s requirements. Note the specific regulatory requirements that your company must meet to help the RMC understand how they might reach compliance.

4. Share Results of the Final Security Assessment

Be sure to indicate all control gaps. Note all categories that require submission of a formal remediation plan. Include specific dates and timelines critical for maintaining your company’s compliance to specific regulations. Provide guidance to the RMC on how to create and submit a remediation plan that will meet your company’s requirements.

5. Set Periodic Reviews for the Security Assessment

Working with the RMC, set a timeline for periodic reviews. Depending on your company’s specific regulatory compliance requirements, a security assessment may need to occur by date or by change in activity level. For example, if your company requests the RMC perform an additional service that requires sharing additional employee data, a review should be set to confirm the most recent security assessment is still valid.

GMS is the Industry Leader for Relocation Technology and Security

Global Mobility Solutions’ (GMS) team of global relocation experts has helped thousands of our clients understand how to conduct an effective security assessment on an RMC. We can help your company create and implement a security assessment to ensure compliance to all of your organization’s regulatory requirements.

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.

New SafeRelo™ COVID-19 Knowledge Portal

GMS recently launched its new SafeRelo™ COVID-19 Knowledge Portal featuring a number of helpful resources including:

  • Curated selection of news and articles specific to managing relocation programs and issues relating to COVID-19
  • Comprehensive guide to national, international, and local online sources for current data
  • Program/Policy Evaluation (PPE) Tool for instant relocation policy reviews

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

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Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Relocation Programs

Advantages of Using an RMC for International Relocation

young couple unpacking moving boxes in new apartment
Couple talking about the decoration of the new home sitting on a staircase.

Learn the Advantages of working with an international relocation management company

Interviewing and hiring international job candidates can be the best way to open up your company’s talent pool. When jobs are only offered to local or domestic candidates, it can be hard to assure that the most qualified employee is filling the seat. But when your company can field applications from all over the world, it can give countless more options for getting the person with the best skill set for the position. 

There is also the case of global assignments; companies with multiple international entities, multinational projects, or in expansion mode often need to fill specialized roles with knowledge and skills that may not be readily available locally. So, the company may need to send them to another location for a set period. Additionally, foreign assignments provide employee development and career pathing.

So, what’s the best route of action to take for international relocation services? The first recommendation would be to work with a relocation management company (RMC) to hash out the global relocation benefits that your company is willing to offer new employees. Working with a qualified and experienced RMC covers your bases for bringing on a new employee from another country. It’s not just a domestic move where the company can pay movers on the employee’s behalf. There are tax rules, immigration compliances, and other factors to be covered. 

When conducting global mobility practices, teaming up with an RMC is the best way to go. Here are some vital relocation services that an RMC can provide:

1) International Relocation Policies

Each international relocation assignment is different. Each employee will have other wants and needs. So, there is no one-fits-all relocation package. That does not mean making up a process as you go for each new hire. It’s essential to have policies set in place to ensure some order when the new employee signs.


The process starts with an unbiased needs assessment where the RMC conducts the initial call to determine the employee’s and family’s needs. From there,  a policy review is conducted, and proper expectations for the assignment are set for international transfer. Suppose there is no assignment or transfer policy in place. In that case, it is highly recommended to work with an RMC to develop an international assignment letter, which serves as a written agreement on salary and benefits for the transfer process.

A qualified RMC will be able to assist in setting up some common relocation policies to include benefits and services aligned with your policy objectives and budgetary and compliance requirements. For example, key services within a typical assignment or transfer policy may consist of:

  • Corporate housing options
  • Home-sale/home-buying assistance programs 
  • A vetted list of moving companies
  • Spousal and family support initiatives 
  • Visa and immigration
  • Travel coordination booking
  • International expense and compensation
  • Language and cultural training

2) International Relocation Costs

One of the most significant advantages of working with an RMC is cost control. It’s no secret that getting an employee from point A to point B can be expensive, even more so for an international move. When you work with an RMC, they can help keep costs in line because they provide a list of experienced vendors. Any great relocation service provider will have this list of vendors vetted and verified for top service. But the best way to save on relocation costs is to work with an RMC that accepts multiple bids in the pre-decision stage. If an RMC gets multiple bids from vendors on moving services, they can help assure that your company can provide relocation benefits without breaking the bank.

3) Immigration Compliance

A critical service for any international assignment or transfer is Visa and Immigration. Effectively managing and maneuvering through compliance laws can save your company time and money. Most RMCs will have a team that can handle all of the immigration services needed for your new employee and their family. 

Working with a top-ranked RMC can help you make sure you’re covered when it comes to: 

  • Passport application assistance
  • Document procurement and conditioning services
  • Post-arrival filing services
  • Work permit applications
  • Business visa applications
  • Entry clearances
  • Derivative family permits
  • Extensions of any of the documents mentioned above

4) Tax Compliance

Effective tax planning requires an understanding of international tax laws and how these laws apply to the employee’s new destination. This is why working with an RMC for global tax compliance needs gives your company the advantage of having experienced experts on hand. In addition, relocation tax professionals dedicated exclusively to the tax issues impacted by global mobility will know precisely how to handle the new employee’s tax needs. 

5) Household Goods Shipping

Moving an employee’s household goods to another country is not an easy task. When it comes to household goods shipping, teaming up with an RMC can make everyone’s life easier. There is a lot to handle when it comes to moving personal belongings. But an RMC can assist in handling all the details from start to finish. Including, as mentioned before, gathering multiple quotes to find the most cost-efficient company to hire for moving services. Most RMCs will also have relocation technology that may even help track where the employee’s household goods are in the process.

GMS Specializes in International Relocation Services

Global Mobility Solutions (GMS) is happy to assist your company with its global mobility policies. There are numerous advantages to partnering with GMS as your RMC. For over thirty years, we have been helping companies build successful employee mobility programs. We are here to provide international relocation services that meet the challenges of today with solutions for tomorrow. 

As the global mobility industry leader, GMS takes the time to understand your business’s needs, then customize comprehensive relocation packages based on your business needs. From pre-decision to destination arrival and beyond, GMS is here to address your needs with world-class services and industry-leading technology. Reach out to us today to schedule a free consultation with one of our relocation experts, or check out our cost savings calculators to see how GMS can save money while adding significant quality.

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Categories
Choosing a Relocation Company Corporate Relocation Domestic Relocation Domestic Relocation Challenges Relocation Best Practices Relocation Challenges Relocation Programs Talent Mobility

Why Relocation Services Should Include Spousal & Partner Support

Happy couple carrying cardboard box
Happy couple carrying cardboard box and pot plant in new house

The Importance of Providing Spouse & Family Support for a Successful Relocation Process

Relocating for a job can bring many new opportunities to one’s professional career. But moving to a new destination for a job can also mean uprooting a partner, or even an entire family. When a candidate accepts a new position and agrees to move for the job, many negotiate to get relocation costs covered by the new company. Companies that are regularly involved in the talent mobility process work with relocation management companies (RMC) to construct relocation packages that are enticing and helpful to employees. 

But do these relocation benefits ever include any support for the transferee’s spouse or family? Any modern RMC representative would highly recommend including partner/spousal support and family support offerings to recently hired employees. There are many reasons companies should be happy to help ease the transition for their new employees’ families. For example, if the employee knows their family will have an easier time moving, they are more likely to accept the position. Finding the right candidate quickly cuts down on the time of the job search. Also, knowing their family will be taken care of during the relocation process because of special relocation benefits, the employee can have their mind on their work. 

There is no one size fits all relocation package. Each talent mobility assignment is different and should be treated as so. With that being said, there are numerous relocation services that RMCs can provide to moving employees’ spouses and other family members. Let’s look at some of the more common programs worked into the relocation process.

Area Orientation Trips

Orientation trips are a relocation benefit that tends to get overlooked. Many RMCs would recommend that companies cover at least one or two (if not more) orientation trips for the employee and their partner/spouse. The main reason to add this into a relocation package for the employee to utilize it as a house-hunting trip. Including this service helps the employee and their family get somewhat familiar with the lay of the land for their new destination. These trips can also be used to check out different schools and activities for those relocating with children. Taking a tour of a local school might help the family decide which neighborhood they might want to settle in. If the transferee’s kids play sports or participate in other after-school activities, then take advantage of the trips to meet and greet with coaches and directors so that they are not starting from square one once arriving in the new city. Area orientation trips can give kids and spouses a new, exciting spin on the move if a dream house is discovered while house hunting.

Spousal Career Services

Another perk that should be included in relocation packages is career services for the moving employee’s spouse or partner. It’s not unusual for a domestic partnership to make up a dual-career household; this means if the family is moving for one person’s job, there is a chance the other will have to quit or alter their career. But there are ways that companies can work with RMCs to include spousal career services in their talent mobility benefits. These programs can offer comprehensive career assistance along the lines of: 

  • Quick Start Job Search Preparation (marketing tools, job search assistance manual)
  • Job Search Assistance (market information, access to searchable data)
  • Personal Branding (online profiles, personal website, blog, video)
  • Partnering Services (online courses for job search execution)
  • Resume Writing Services (resumes, cover letters, LinkedIn profile)

Spouses who are moving with their partner can use this time to their advantage. Some people hold off on a career change, but right after a relocation could be a perfect time. If the moving spouse has to resign from their current position anyway, then it could be a new beginning they need to switch industries or positions, maybe even start their own business. In very lucrative relocation offerings, there may even be grants and financial support benefits for the employee’s spouse to get special training for a new job. And sometimes, some RMCs might even work in entrepreneurial opportunities for relocating partners.

Language Training

For international relocation services, language training might be one of the most essential benefits needed. Those who relocate to a new country with a spouse and children will more than likely have to learn a new language. Learning a new language can be difficult if the family has not been preparing for it for a few years leading up to the move. Companies that plan to interview, and ultimately hire, global candidates should seriously consider covering or reimbursing for classes and tutoring for the employee and their family members to learn the language of their new home. Language training programs give the spouse and family a better chance of adjusting and liking their new surroundings making it more likely that the employee can succeed at their new job as well.

GMS Offers Relocation Services with Spousal Support

For international relocation services, language training might be one of the most essential benefits needed. Those who relocate to a new country with a spouse and children will more than likely have to learn a new language. Learning a new language can be difficult if the family has not been preparing for it for a few years leading up to the move. Companies that plan to interview, and ultimately hire, global candidates should seriously consider covering or reimbursing for classes and tutoring for the employee and their family members to learn the language of their new home. Language training programs give the spouse and family a better chance of adjusting and liking their new surroundings making it more likely that the employee can succeed at their new job as well.

We're Here to Help! Request a Courtesy Consultation

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

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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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