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Switzerland Enforces Quotas on Category B Permits for Persons from Romania and Bulgaria

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Switzerland enforces quotas on Category B Permits for persons from Romania and Bulgaria. This enforcement action is a result of the Federal Council’s decision to invoke a safeguard clause within the European Union’s Agreement on the Free Movement of Persons, which allows for restriction of movement to control migration. The quota enforcement began June 1, 2017 and will last for a period of twelve months. A total of 996 Category B Permits will be distributed on a quarterly basis. Category B Permits allow for five year residency.

Why Switzerland enforces quotas

Switzerland notes that Romanian and Bulgarian workers have been increasingly migrating for seasonal jobs in sectors with higher-than-average unemployment rates. The quota is one of the tools at the country’s disposal to control migration and mitigate adverse impacts.

What is the Switzerland quota?

Each quarter since June 1, 2017, the quota is 249 Category B Permits for workers from Romania and Bulgaria. With the quota enforcement, the number of Category B Permits has been exhausted each quarter. The third quarter, which started on December 1, has already exceeded its quota. The fourth quarter will release the last installment of 249 Category B Permits on March 1, 2018. Based on demand, the fourth quarter quota is expected to be reached only a few days after release.

Who does this impact?

  • Clients with transferees who are Romanian and Bulgarian citizens and who are planning to submit Category B Permit applications.
  • Clients who are planning to hire Romanian and Bulgarian citizens who are not currently in possession of a Switzerland work permit.

What does this mean for you?

Clients who have transferees planning to submit Category B Permit applications but who do not meet the quota limit may have other options such as Category L Permits, which are for short-term (one year) residency and are not subject to quotas. In any case, clients should ensure their transferees or new hires submit their Category B Permit applications as soon as possible at the start of each quarter.

Conclusion

Global Mobility Solutions’ team of global relocation experts can help HR teams understand and prepare as Switzerland enforces quotas on Category B Permits, as well as other visa, work permit, and immigration issues.

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

Request your complimentary Visa Program Assessment

What Does the UK Economy Look Like for 2018?

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While BREXIT (the departure of the United Kingdom from the European Union) consumed nearly all of 2017’s economic headlines for the UK, what does it portend for the 2018 UK Economy? Employers with plans to relocate employees to the UK, and those transferees currently in the process of relocation, should be aware of economic implications that might impact their plans.

UK Economy and Manufacturers Benefit from Eurozone and Global Growth

Despite predictions, there was no post-BREXIT referendum recession. Global growth and a vibrant Eurozone continue to benefit British manufacturing companies. However, the Organisation for Economic Co-operation and Development (OECD) predicts a further drop in UK economic activity, from 1.5 percent in 2017 to 1.2 percent in 2018. The OECD also predicts another drop to just 1.1 percent in 2019 when the UK is expected to leave the EU.

British Pound Weakness Benefits Exports for 2018

A recovering global economy helps sustain UK exports since the British Pound lost value after the referendum. This growth in UK exports will lead to a stronger British Pound for 2018.

British Pound Weakness Hurt Citizens But May Temper in 2018

The weak British Pound led to higher inflation for imports, while wages did not keep pace. However, the low level of unemployment and lower immigration rates may lead to higher wages across the board. Also, as the government’s position is looking more secure, this supports the value of the currency.

UK Employers are Optimistic about UK Economy Job Growth

Surveys indicate UK employers are optimistic about generating jobs in 2018, with over half of all firms planning to increase employment. Employers in the North East UK are reporting a four-point increase in the Manpower Employment Outlook Survey.

UK Employers Worry About Skills Gap

A majority of UK employers note a skills gap is a major threat to the UK’s market competitiveness. Lower immigration rates will further hamper the skills gap. The Institution of Engineering and Technology (IET) 2017 Survey of 800 UK employers with technology and engineering staff report a lack of skills in the market. The IET also reports a shortage of engineering and technical skills among professionals presenting a major challenge.

Conclusion

The global relocation experts at Global Mobility Solutions (GMS) have helped thousands of our clients manage relocation to the UK. We have the knowledge and expertise to help your company determine the best plan forward as the UK Economy continues to evolve with BREXIT issues, currency fluctuations, and global economic challenges.

Contact our team of experts online to discuss how we can help your company’s global relocation plans for the UK, or call us directly at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Global Relocation Global Relocation Tips Immigration Rules Visas and International Travel

Shanghai China: Changes to Applications for China Working Visas and Working Permits

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The Shanghai Municipal Human Resources and Social Security Bureau has implemented several rule changes to the processes for obtaining China Working Visas and Work Permits. These changes should make the process easier and quicker for applicants.

Who Does This Affect?

  • Companies currently planning to send a transferee to China
  • Companies with transferring employees in the process of submitting applications for working visas and work permits

What are the Documents a Transferring Employee Needs to Have to Enter China?

A Working Visa is required to enter China for working purposes, and is valid for only 30 days. Upon entry, the Working Visa document must be replaced within 30 days by a Resident Permit, which allows foreigners to reside in China. A Resident Permit replaces the Working Visa on the transferring employee’s passport and allows them to remain in China legally, as well as travel abroad without any restrictions during their employment. A Foreigner’s Work Permit is a document that is delivered to the transferring employee after they have contacted and proceeded accordingly with the local Chinese authorities.

What are the Changes to the Process?

In April 2017, two previous types of Work Permits were combined into a single and unique Foreigner’s Work Permit. The Foreigner’s Work Permits are divided into three distinct categories: A, B, and C.

Foreigner’s Work Permit Categories

  • A: High-End Foreign Talents, professionals including scientists, science and technology leading talents, international entrepreneurs, special talents, and other foreign high-end talents urgently needed for economic and social development.
  • B: Foreign Professional Talents, in line with the Foreigners Employed in China Guide Catalog and the corresponding demands of economic and social development.
  • C: Other Foreigners, employed to meet the demand of the domestic labor market in line with the state policies and regulations.

The process changes work in tandem with China’s new Working Permits Points System, which allows applicants to apply online, a simple and quick process. In November 2017, further adjustments were made to the Working Permits Points System, along with a new segmentation of working areas in China.

What Does This Mean?

The new online application system should make the process simpler and easier for applicants to apply for China Working Visas and Work Permits. The Working Permits Points System is easy to understand and helps applicants quickly understand if they fall into one of the three distinct categories.

Conclusion

Global Mobility Solutions’ team of global relocation experts can help HR teams determine the best plan and course of action on how to submit applications for China Working Visas and Work Permits. Global Mobility Solutions can also help you pursue additional options if the Working Permits Points System is not viable for a transferring employee. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment for China Working Visas and Work Permits

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Global Relocation Immigration Rules Visas and International Travel

United Kingdom Tier 2 General Visas for Migrants Exceed Monthly Quota in December

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London, England - Panoramic aerial skyline view of London including Tower Bridge with red double-decker bus, Tower of London, skyscrapers of Bank District and other famous skyscrapers at golden hour

The United Kingdom Home Office’s Visa and Immigration Bureau reports that Tier 2 General Visas for Migrants exceed the December 1,500 monthly quota, refusing over 100 applications. Most of these applications are eligible for re-submission in January, but the January quota will remain at 1,500, and the February quota will be 1,000.

Who Does This Affect?

What is the Process to Submit a Tier 2 General Visa for Migrants?

Companies must submit an application for RCoS by the fifth of each month. Applicants receive admission by way of a panel of judges. Those applying for occupations that are short of qualified employees, and those applying for jobs at the PhD level are usually the first priority.

Remaining applications receive priority based on salary level, with higher salaries taking preference. However, if a salary bracket receives 100 or more applicants beyond the number of places, all applications are refused, and must be resubmitted the following month.

What are the Monthly Quotas?

Each annual quota is divided on a monthly basis, with higher figures set aside for months with the highest demand. If there are months where a balance remains, it rolls over and adds to the next month. Currently, the monthly quotas are as follows:

  • March: 2,200
  • April through August: 2,000
  • September through January: 1,500
  • February: 1,000

What Does This Mean?

Since the majority of December rejected applications will be re-submitted in January, there is a strong possibility that the applications will exceed January’s quota as well. Employers should plan accordingly, noting that transferees may not be able to accept relocation assignments in the United Kingdom until a later date.

Conclusion

Global Mobility Solutions’ team of global relocation experts can help HR teams determine the best plan and course of action on how to submit applications for RCoS in a timely manner, and how to respond if quota limits impact their relocation plans. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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Global Relocation Immigration Rules Visas and International Travel

Changes to the United Kingdom Immigration Rules

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Employers with transferees in the United Kingdom should be aware that the Home Office published a Statement of Changes to the United Kingdom Immigration Rules on December 7, 2017. These changes might impact transferees and their family members in several ways. Most of the changes are scheduled to take effect starting on January 11, 2018.

What are the Changes to the United Kingdom Immigration Rules?

  1. Currently, Tier 4 General visa students must pass their courses before they are eligible to apply for a Tier 2 General visa. Starting on January 11, 2018, Tier 4 students will be able to pursue a Tier 2 General visa application immediately after they complete their studies.
  1. The rules regarding the relationships for partners of points-based system (PBS) migrants are changing to reflect similar wording used in the rules for spouses and settled migrants, at the time a dependent application is submitted. The wording on relationships is changing from “subsisting” to “genuine and subsisting” and may require evidence of co-habitation as is currently the case for the spousal rule.
  1. A new restriction limiting absences to 180 days per year for partners of Tier 2 General visa and other PBS migrants will apply to all new applications starting on January 11, 2018. Prior to this rule change, a dependent spouse of a Tier 2 General visa holder could spend most of their time outside of the country and still receive indefinite leave to remain in line with their partner.
  1. Currently, entry clearances are attached to a page in an applicant’s passport, also known as a visa. The rules are changing to allow an electronic version to be issued in place of the passport entry. This new electronic format is undergoing testing in a few locations prior to a full implementation.
  1. The total number of Tier 1 Exceptional Talent visas will double in number, from 1,000 to 2,000. These are allocated to the Designated Bodies, which in turn assign them to candidates they believe to be exceptionally talented in their respective fields. Additionally, expedited settlement will be made available to these Exceptional Talent migrants after three years, provided they meet all applicable criteria.
  1. The rules regarding Tier 1 Entrepreneur visa applications are changing to prevent funds or investments used by one applicant from being used by other applicants. This will prevent multiple Tier 1 Entrepreneur applicants from relying on the same funds to enter the United Kingdom. Also, a rule is being clarified to confirm that buying a business from a previous owner does not constitute a qualifying investment for Tier 1 Entrepreneur applicants.

What Does This Mean?

Employers should communicate these broad changes to the United Kingdom immigration rules immediately to transferees and their families. Those who might be impacted should receive guidance on appropriate actions to take regarding their specific circumstance.

Conclusion

Global Mobility Solutions’ team of global relocation experts can provide guidance and help HR teams communicate and understand the impact of these changes to United Kingdom immigration rules. Global Mobility Solutions can support your company, your transferees and their family members, and we can also help determine the best solution for their specific requirements. Contact us online or give us a call at 800.617.1904 or 480.922.0700 today.

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Global Relocation

Setting up a Multi-Currency Account for Transferees at Banks in China

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U.S. employers with transferees in China should ensure their employees are setting up a multi-currency account at local banks. A multi-currency account is required for quick and easy access to funds in the local currency. Transferees who do not have a multi-currency account face a number of issues including excessive currency conversions, higher fees, and delayed access to funds.

What is the Currency Conversion Issue?

Currently, transferees with ongoing allowances and expense reimbursements are paid with funds sent by our finance team in the local currency, Chinese Yuan Renminbi (CNY). Local banks in China are then converting these funds back into U.S. Dollars (USD) prior to depositing the funds into the transferee’s local account. These local banks in China convert the currency on their own initiative, and our team cannot control or change the local bank’s process. In order for transferees to access these funds for use, they must pay a fee to have USD converted back into CNY. The excessive currency conversions result in higher fees to the transferee, thereby reducing their funds and delaying immediate access.

What does this mean for you?

There are a few solutions that may resolve the currency conversion issue and reduce the excess bank fees. Our global relocation experts recommend that clients discuss the importance of setting up a multi-currency account with their transferees.

The steps to set up a multi-currency account are:

  1. The transferee must set up their account as a multi-currency account at their local bank in China.
  2. The transferee must complete the necessary documentation with their local bank to claim funds in the local currency, CNY.
  3. Once both of these steps have been completed by the transferee at their local bank in China, the transferee must send confirmation to our finance team in order to have the information recorded in their file.

However, even if all of these steps are followed, a few local banks in China may still perform the currency conversion. If this continues to be an issue for the transferee, another solution is to set up local payments with our Asia-Pacific (APAC) regional office.

Conclusion

Global Mobility Solutions’ team of global relocation experts provides guidance and can help HR teams communicate the importance for transferees of setting up a multi-currency account at banks in China. Contact us online or give us a call at 800.617.1904 or 480.922.0700 today.

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Top 3 Considerations When Implementing Relocation

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Keys to working smarter, faster, and more cost-effectively

HR, Recruitment, Payroll, Accounts Payable, IT Security, and other relocation stakeholders commonly face a never-ending variety of evolving and often overwhelming challenges when it comes to the implementation of benefits administration, which includes relocation outsourcing decisions.

As employee benefits become more complex, critical, and increasingly subject to regulatory compliance requirements, employers must accurately assess their team’s capacity when it comes to implementing relocation programs.

Global Mobility Solutions (GMS) recently compiled the data on thirty four (34) recent implementations it managed, representing key industries and includes several multinational companies (including and not limited to manufacturing, technology, healthcare, and energy). This study was derived from initial and post-implementation surveys that are focused on implementation Critical Success Factors (CSF).

Top 3 Critical Success Factors

  1. Implementation Management
    Assessing an organization’s goals and creating a realistic road map of key milestones is a critical part of delivering an effective implementation. The process begins by identifying the right mix of internal/external resources and flexible technology that support a collaborative approach to implementation that stays on track. This study confirms that proper planning and management is an essential to any successful relocation implementation.
  2. Cycle Times
    All organizations, large and small, have finite resources, making the maximization of productivity and cycle times a CSF. Properly planned and executed implementations reduce typical and customary cycle times.
  3. Time Investment = Real Dollars
    The old adage of “time is money” has a direct association to relocation program implementation. This is evident by the time investment required to complete implementation by multiple disciplines within an organization, such as Human Resources, Payroll, Accounts Payable, preferred vendors and the RMC.

Modern Mobility Made Easy™
What this means for you and your relocating employees
Our findings conclude that organizations with solid implementation oversight and supporting technology experience shorter cycle times, spend less and have a better overall experience. Global Mobility Solutions, a leader in corporate relocation since 1987, provides companies like yours with proven leadership, time tested procedures and advanced technology to ensure that no more than 10% of their time is spent on implementing a relocation management program. GMS completes new implementations within 5 to 22 days, while maintaining 98% planning accuracy and 100% implementation satisfaction. To learn how to quickly and easily implement your relocation program, all within your planned budget, by requesting an implementation demo.

Request a relocation implementation demo from Global Mobility Solutions

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Germany Implements ICT Directive

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Will you or your transferees be affected?

What has changed?

Effective immediately, Germany Implements ICT Directive – the German parliament has implemented an ICT Directive which intends to regulate the conditions for entry and residence of thirty-country nationals within the intra-company transfer (ICT) process.

Who is affected?

  • Employees working at the same group of companies for at least six (6) months being sent to Germany on an intra-company transfer
  • Employees working at the same group of companies for less than six (6) months intending to be sent to Germany on an intra-company transfer
  • Clients transferring employees to the same group of companies from another EU country to Germany

What to expect

The ICT Directive provides two different categories: firstly, third-country nationals who want to enter Germany directly from their home country (third-country); secondly, third-country nationals who already hold an ICT residence permit in another European Union (EU) Member State and are transferred to Germany for short or long-term transfer within the same group of companies.

The law divides it as follows:

1) ICT card for intra-company transferred workers (third-country nationals) must fulfill the following requirements:

  • Transfer must take place within the same company group
  • The employee must be either a leader (e.g. manager with leading function) or a specialist
  • Employee must have been with the company for at least six (6) months
  • The transfer must be for more than ninety (90) days, but cannot exceed three (3) years
  • An approval from the Federal Employment Agency must be obtained in advance
  • For the duration of the transfer, the assignee must have a valid assignment contract with his/her home employer and return to the home entity after the transfer
  • The remuneration (salary and monetary benefits) and working conditions (working time, leave, wage advancement in case of illness, etc.) must be comparable with a local employee

2a) Short-term mobility for intra-company workers (third-country nationals) must fulfill the following requirements:

  • Application in Germany up to ninety (90) days within 180 days
  • The assignee has a valid residence permit issued by another EU Member State pursuant to the ICT Directive
  • Proof that the domestic branch office belongs to the same company/group
  • Must have a valid passport
  • Confirmation on the entitlement to enter and residence for the purpose of intra-company transfer issued by the Federal Office for Migration and Refugees (Bundesamt für Migration und Flüchtlinge BAMF)

2b) Mobile ICT Card must fulfill the following requirements:

  • Transfer must take place within the same company/company group
  • The assignee must either be a leader (e.g. manager with a leading function) or a specialist
  • The assignee has a valid residence permit issued by another EU Member State according to the ICT Directive
  • The transfer is for more than ninety (90) days
  • An approval from the Federal Employment Agency must be obtained in advance
  • For the duration of the transfer, the assignee must have a valid assignment contract with his/her home employer and return to the home entity after the transfer
  • The remuneration (salary and monetary benefits) and working conditions (working time, leave, wage advancement in case of illness, etc.) must be comparable with a local employee

If the application was submitted at least twenty (20) days before the start date of the assignment and the assignment has already been submitted to the authorities of the other EU Member State on the first application, the stay and assignment in Germany will be allowed for a period of up to ninety (90) days before the decision was made by the German authorities.

Please note there will be a period of transition as Germany Implements ICT Directive and the authorities will need some time to get use to the new process. We anticipate having more details on the practical implementation and application procedures to share with you in the near future.

 

Modern Mobility Made Easy™

Planning ahead

To learn more about Germany Implements ICT Directive or any other issues that affect you or your mobile employees, be sure to speak with one of the Global Consultants at Global Mobility Solutions. From pre-decision to visa and immigration to language and cultural training, GMS has the award-winning programs and innovative technology to make relocating your employees and tracking their expenses simple and worry-free.

Request your complimentary Visa Program Assessment

Provided by Global Mobility Solutions network partner Emigra World News

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Global Mobility Global Relocation Global Relocation Challenges Relocation Challenges Visas and International Travel

Canada Making Changes to Citizen Act

Are you ready for the changes to the Canada Citizen Act?

The following information is important to all human resource and mobility managers that work in Canada and are looking to hire and relocate talent from other countries. This does not pertain to short-term assignments during which an employee might simply retain the citizenship of their country of origin. This matters to those who you will be onboarding for full-time work in Canada and where the employee hopes to make a permanent home in your country.

What has changed?

Fundamental changes to the Canada Citizen Act (or “Citizenship Act”) were announced on June 19, 2017. The changes were made to reduce previously existing barriers to citizenship and eliminate potential differential treatment of dual citizens. Certain changes will be effective immediately, whereas others will be implemented later on this year.

Who is affected?

  • Dual citizens in Canada
  • Individuals applying to Canada for citizenship, including minors without a Canadian parent

What to expect

Highlights of the immediate changes include:

  • Dual citizens living in Canada who are convicted of crimes such as treason, spying, and terrorism offences will no longer face revocation and will instead be subject to the criminal justice system, as with all Canadian citizens who face criminal charges
  • Intention to continue to live in Canada once granted citizenship is no longer required, thereby allowing citizens flexibility and movement for personal reasons
  • Minors can now apply for citizenship without a Canadian parent, as the age requirement for citizenship has been removed
  • Statelessness has been added as a stand-alone ground that can be considered for a discretionary grant of citizenship
  • Reasonable measures to accommodate the needs of persons with disabilities will now be considered
  • Citizenship will not be granted to individuals serving conditional sentences

Changes Expected to Take Effect in Fall 2017

  • Applicants must be physically present in Canada for three (3) out of five (5) years before applying for citizenship (as opposed to four (4) out of six (6) under the previous policy)
  • Applicants must file Canadian income taxes for three (3) out of five (5) years (as opposed to four (4) out of six (6) under the previous policy)
  • Applicants are no longer required to be physically present in Canada for 183 days in four (4) out of the six (6) years preceding their application
  • Applicants may count each day they were physically present in Canada prior to becoming a permanent resident as a half-day toward meeting the physical presence requirement for citizenship, up to a maximum credit of 365 days
  • Applicants between fourteen (14) and fifty-four (54) years must meet the language and knowledge requirements for citizenship (as opposed to eighteen (18) to sixty-four (64) under the previous policy)

 

Modern Mobility Made Easy™

Planning ahead

To learn more about the amendments to the Canada Citizen Act, or any other issues that affect you or your mobile employees, be sure to speak with one of the Global Consultants at Global Mobility Solutions. From pre-decision to visa and immigration to language and cultural training, GMS has the award-winning programs and innovative technology to make relocating your employees and tracking their expenses simple and worry-free.

 

Do your relocation policies align with the latest visa and immigration changes from around the world?

Request your complimentary Visa Program Assessment

Provided by Global Mobility Solutions network partner Emigra World News

 

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Corporate relocation tips Global Mobility Global Relocation Global Relocation Challenges Global Relocation Trends

New Documentation Requirements for Household Goods Moves into the United Kingdom

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The United Kingdom has pushed forth changes and new regulations for shipping household goods to England, Northern Ireland, Scotland, and Wales. The UK has implemented these changes, even though their exit from the European Union is not complete, thus making the old C3 (Relief) form no longer valid.

Now, in order to obtain Relief under the Transfer of Normal Residence (ToR) to the UK, a transferee and his or her personal effects need to meet the following criteria:

  • Transferee must have resided for at least 12 months in country of origin outside the EU, prior to shipment packing date
  • The consignment consists of all normal, household effects that have been used by the transferee for at least 6 months prior to shipment packing date.
  • Transferee is moving his or her normal home to the UK
  • There are no effects which would be liable to duty or tax
  • The effects are expected to arrive no more than 6 months prior or 12 months after the transferee’s arrival date in the UK
  • The transferee intends to reside and use all effects for at least 12 months in the UK

The Relief does not apply to:

  • Taxable or dutiable goods such as alcohol, tobacco, business materials
  • Furnishings from secondary home
  • Inheritance goods

In order to apply for tax relief on household goods, one must complete the ToR1 form, which can be obtained by visiting this link: https://www.gov.uk/government/publications/application-for-transfer-of-residence-tor-relief-tor01 


Mobility Made Easy™
What this means for relocation managers and transferees

At Global Mobility Solutions (GMS), we strive to get you the latest information to help you relocate your mobile workforce from point A to point B as easily, efficiently, and stress-free as possible. The new rule for shipping household goods to the UK will determine what items are eligible for tax relief. This will affect the final cost of a relocation to the UK and can influence what a transferee may decide to bring along to his or her new assignment. Be aware, applying for the ToR takes a lot of time and goods can’t be imported without the ToR, so plan accordingly by speaking with your relocation management company and household goods providers.

To ensure that your relocation policies are up-to-date and take into account the new documentation requirements on household goods for the UK, ask for your complimentary policy review today!

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