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UK Employers Seek to Lower Salary Threshold for Foreign Workers

Despite continuing uncertainty over Brexit, UK employers are seeking a lower salary threshold for foreign workers. Currently, all non-European Union (EU) citizens who work in the UK must earn a minimum salary of £30,000. Proposals under consideration will extend this requirement to EU citizens following Brexit.

Former UK Secretary of State for the Home Department Sajid Javid unveiled these proposals in December 2018 in a white paper on immigration, “The UK’s future skills-based immigration system.” This white paper describes proposals on new laws that may become the foundation for a government bill. Specific points in the white paper cover topics on immigrant employment such as:

  1. Skilled foreign workers seeking visas that cover a five-year period must earn a minimum salary of £30,000.
  2. Eliminating all caps on highly-skilled workers from both the EU and non-EU countries

Coalition Notes Need for Lower Salary Threshold

A coalition consisting of employers and educational institutions notes that over 60% of all jobs in the UK are currently below the £30,000 threshold. This coalition includes, among others:

The coalition supports measures that create a lower salary threshold for foreign workers. As a result, the group proposes a lower salary threshold of £20,000. Other measures the coalition supports include increases in the amount and length for temporary visas and post-education work visas.

What Does This Mean?

Impending implementation of some sort of Brexit plan has already led job seekers from the EU to reduce their search for positions in the UK. As a result, a great number of positions are being filled by British workers. However, this is a temporary solution, at best. The UK is experiencing several trends that combine to leave employers without workers:

  1. Declining UK labor force participation by EU nationals.
  2. Self-employment continues to increase to record high levels.
  3. Unemployment rate in the UK continues to decline.
  4. Job openings in the UK are rising to levels that continue to set records.

What Should Employers Seeking a Lower Salary Threshold do?

Employers and coalition members should continue their efforts to promote a lower salary threshold for foreign workers. Many of the coalition members represent industries that employ large numbers of workers in lower wage occupations. Competition for workers across all industries and skill levels continues to increase, so the coalition will continue its efforts.

Employers in the UK should examine their employment needs. They should review their relocation program to determine if it benefits their talent acquisition goals during times of extremely tight labor markets and continued economic growth.

Employers should work with a Relocation Management Company (RMC) that has the knowledge and expertise to help them design a relocation program that promotes global talent acquisition. RMCs with knowledge and experience will provide expert guidance on designing a relocation program to attract qualified new hires and relocating employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers in the UK. Our team can help your company determine how to attract job seekers looking for employment opportunities. We can help your company attract workers whether or not the coalition succeeds with the lower salary threshold for foreign workers.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss your company’s recruiting, hiring, and relocation program needs as the UK continues to examine the possibility of a lower salary threshold for foreign workers, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Domestic Relocation Domestic Relocation Tips Global Relocation Global Relocation Tips Relocation Technology

Saving Time and Increasing Data Accuracy with a Relocation API

Clients can save time and increase the accuracy of transferee initiations in their relocation program through an Application Programming Interface, or relocation API. An API provides a framework for different computer systems to communicate and share information. Generally, it lists operations that software developers can use in their design work. Also, an API includes descriptions for what they actually do. A relocation API facilities the communication of information that a Relocation Management Company (RMC) uses for initiations or other relocation-related functions.

Where Should a Client Start with a Relocation API?

The Global Mobility Solutions (GMS) team of developers has extensive experience building APIs to help clients with their relocation program needs. The team recently built an exceptionally robust relocation API for a client’s in-house system to interact with MyRelocation®. Award winning cloud-based MyRelocation® technology is specifically designed to streamline a company’s relocation management.

The GMS MyRelocation® technology provides everything a transferee needs to track and manage their relocation. It also provides clients with an advance financial reporting dashboard including over 200 custom reports on demand.

GMS’ team of developers recommends that before discussing a relocation API, clients should identify their goals. Having clear goals and defined end tasks helps developers quickly hone in on several possible solutions that will work correctly. In general, clients should consider goals including:

  1. Increasing process efficiency
  2. Improving data accuracy
  3. Providing flexibility for data and processes
  4. Enhancing speed of data transfer
  5. Additional and possible future uses for the relocation API data

For example, a client may want to implement a relocation API to replace current processes of completing online forms or submitting PDF documents that duplicate data in the client’s current system. Many clients with transferees already have the relocating employee’s information within their internal Human Resource Information System (HRIS). A relocation API can leverage this data to facilitate relocation initiations in the MyRelocation® portal. That same data is then available for use to interface with the GMS Travel Management Program. It might also be of use with visa and immigration systems for global relocations.

What does a Relocation API do?

Once a client defines their goals, developers can work together to define the relocation API. Major elements of it should include:

  • What the API actually does—the data it communicates with between systems
  • How the API works within the systems—where does data reside and how does it move between systems
  • The specific actions on each side of the interface to facilitate its functioning

By taking a holistic approach to development, clients and GMS can anticipate relocation program requirements and transferee needs. Clients can achieve significant process efficiencies and direct time savings toward value-added corporate objectives.

What Should Employers do?

Employers should examine their current relocation programs and processes to identify opportunities to create a relocation API. This will help internal departments increase their efficiency and save valuable time they can use to focus on business goals and corporate objectives.

Employers should work with a qualified and experienced Relocation Management Company (RMC) that can provide guidance and insight as to best practices for developing a relocation API. Industry-leading relocation technology solutions are specially designed to quickly and easily integrate with each client’s Human Resource Information Systems.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to identify and develop their relocation API. Our team can help your company create a relocation API that follows industry best practices. As a result, your company will save time, and increase its data accuracy.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts. Contact our experts online to discuss your company’s interest in developing a relocation API, or give us a call at 800.617.1904 or 480.922.0700 today.

Request a relocation technology demo

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Global Mobility Global Relocation Global Relocation Tips

Global Opportunities for Growth with the China Belt and Road Initiative

The China Belt and Road Initiative recently hosted its second forum. Over 5,000 delegates from over 150 countries, including  the leaders of 37 nations, attended the forum held in Beijing in April 2019. The infrastructure project began in 2013 as a way to rebuild several historical trading routes across Europe and Asia that had been lost over the years, previously known as the “Silk Road.” The road was basically a widespread network of routes that connected China to other nations in the Far East, Middle East, and Europe. The Han Dynasty opened trade with the West along these routes in 130 B.C. However, the routes were closed over 600 years ago when the Ottoman Empire boycotted trade with China.

China’s New Silk Road Created by the China Belt and Road Initiative

China’s “New Silk Road” is a signature project for President Xi Jinpeng. The project is officially known as the “One Belt, One Road” (OBOR) initiative. In addition to large infrastructure projects across the region, the hope is that trade along these routes will increase. China is looking for a global resurgence in a push to expand the country’s international influence. Some initiatives preceded the OBOR, such as China’s flagship economic corridor development with Pakistan. China is seeking to become the center of global economic activity, with all of the power and influence this status will bring. Additional benefits of the China Belt and Road Initiative include:

  • Opportunities to absorb China’s current excess industrial capacity
  • Access to new capital for large state firms that already carry a significant amount of debt
  • State banks avert any financial crises arising from large state firm’s non-performing loans
  • Larger State Owned Enterprises gain pathways to develop into internationally competitive firms

International Cooperation for the China Belt and Road Initiative

China has been developing strong international ties with nations critical to the success of its Belt and Road Initiative. China’s success is clearly seen in its interactions with the Asian Infrastructure Investment Bank (AIIB) and the New Development Bank (NBD) for BRICS nations. In fact, China has long been considered one of the top emerging international markets. With the NDB headquarters in Shanghai, China’s influential role as a financial center among the BRICS nations is a certainty. BRICS nations include:

  • Brazil
  • Russia
  • India
  • China
  • South Africa

Increasing Imports from Nations Participating in the China Belt and Road Initiative

At the April forum, President Xi Jinping chose to address criticism of the China Belt and Road Initiative by publicly supporting several trade-oriented policies and frameworks. Specifically, China will:

  • Focus on the highest quality and sustainability for projects undertaken by the China Belt and Road Initiative
  • Increase its imports from developing countries to spur investment in those nations
  • Reduce existing barriers to trade to further open China’s markets to international imports
  • Implement structural changes to promote foreign investment in China

President Xi Jinping’s message on trade included a focus on implementation of trade and international agreements. While agreements can easily be made, implementation has been challenging without a sustained commitment from China to ensure full follow-through. As a result, such issues can be extremely difficult to understand and resolve, including:

As of the 2nd Forum, the nation has signed over 170 China Belt and Road Initiative agreements with 125 nations. China’s total investments may reach upwards of $1.3 trillion by the year 2027.

What Does the China Belt and Road Initiative Mean for Employers?

Employers in nations where the China Belt and Road Initiative projects are in planning stages may be able to leverage opportunities to participate directly or indirectly in various parts of the initiative. Although China’s focus is for its State Owned Enterprises to benefit from these projects, local firms in the countries will benefit as the projects come to fruition. The benefit may arise through direct investment in project-related activities. Alternatively, it may arise through increased trade resulting from the China Belt and Road Initiative.

What should Employers do?

Employers currently located in countries where China Belt and Road Initiative projects are planned or underway should investigate opportunities where they might be able to participate. They should also review future production plans that might need adjustment for potential increased trade opportunities with China.

Employers should review their talent acquisition and management programs to ensure they remain competitive to attract and retain new hires and transferees. Some countries may face talent shortages, so employers should look into global relocation as a solution to find and hire qualified employees. Relocation Management Companies (RMCs) can provide expert assistance to employers to benchmark their relocation policies and add enhancements that attract talent.

Employers not currently located in countries participating in the China Belt and Road Initiative might consider these countries as a strategic location for future corporate expansion. The services of an International Professional Employer Organization (PEO) may be useful to help an employer enter these countries and quickly test the local market.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees to various destinations. Our team can help your company determine how to attract and retain new hires needed to leverage opportunities arising from the China Belt and Road Initiative.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts. Contact our experts online to discuss your company’s relocation program needs in countries that benefit from the China Belt and Road Initiative, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Talent Mobility

What are the Top 5 Questions a Realtor® Asks Relocating Employees?

Realtor shows a couple a home. The realtor shows them the home's large living and kitchen area. The couple is expecting their first child.

Many of Global Mobility Solutions’ clients want to help transferees know what to expect when a Realtor® asks relocating employees questions about their real estate needs. Many transferees are relocating to a new location and will then search for a new home to purchase. Transferees often move to a location they know very little about. Most relocating employees and their families have a number of questions about the new location as well as all aspects of the home purchasing process.

Many companies may not understand why it is in their best interest to encourage transferees to buy instead of rent. They also may not know how to leverage programs such as Buyer Value Option to save money and help their relocating employees focus on their new position. Relocation Management Companies (RMCs) can provide a number of helpful resources for transferees and their families. These resources may include career support for spouses and partners. 65% of Corporate Relocation Survey respondents indicate that spouse and partner employment frequently or nearly always directly affects an employee’s relocation. By providing helpful resources for spouses and partners, RMCs help promote successful relocations.

GMS spoke with Erik R. Brown of Douglas Elliman Real Estate, Realtor®, TV host, speaker, and author of “One in a Million: Everything You Need to Know to Find the Best Realtor®.” Erik agreed to share the top 5 questions a Realtor® asks relocating employees when they meet to discuss their real estate needs.

Top 5 Questions a Realtor® Asks Relocating Employees

Question #1: What is Most Important in Your Home Decision?

Erik notes that real estate buyers often have various goals with respect to their home decision. Many buyers want to invest well, as real estate is often the largest investment someone will make in their lifetime. Other buyers may be thinking of their family needs, both now and into the future. It is important for growing families to have a home large enough to fit their needs. Some buyers want to purchase a home that is near to things they like, such as neighborhood parks, commuter rail lines, or water features such as rivers, lakes, and oceanfront.

This question helps a Realtor® understand the primary objectives of the buyer. Answers to Question #1 provide a Realtor® with valuable information as to what the buyer’s primary objectives are for their new home. As a result, a Realtor® can more easily identify specific homes that meet the buyer’s goals, needs, and objectives. When a Realtor® asks relocating employees what is most important in their home decision, the answers provide a framework to help guide the home buying process.

Question #2: What are the Logistics of Your Home Purchase?

Once the Realtor® asks relocating employees the primary objectives for their home decision, it is time to hone in on the basics. Erik states that a Realtor® needs to understand the home buyer’s basic wants and needs with respect to the dwelling. Answers to this question helps a Realtor® determine the homes that qualify according to the buyer’s specifications. As a result, the Realtor® will have a good understanding of what the home buyer would like to see.

Major Logistics of Home Purchase Include:

  • Price Range
  • Location (Los Angeles)
  • Number of Bedrooms
  • Number of Bathrooms
  • Square Footage
  • Style of Home (Ranch, Split-Level, Colonial, Mid-Century Modern)
  • Desired Amenities (Garden, Pool, Fireplace, Garage, Storage Room, Patio)

Additional Logistics of Home Purchase That Are Helpful to Know if Important to Buyer:

  • City Preference (Pasadena, Malibu, West Hollywood, Los Angeles proper)
  • Neighborhood Preference (Quiet Suburb, Bustling Downtown, Seaside Enclave)
  • Distance to Work (Walking Distance, Train Ride, 20 Minute Drive)

Question #3: What do You Like to do Inside the Home and Outside the Home?

When a Realtor® asks relocating employees what they like to do inside the home and outside the home, answers provide clarity for types of neighborhoods and areas. Erik strongly believes that understanding a home buyer’s lifestyle is critically important to help a Realtor® locate areas and neighborhoods that will provide the best fit for the buyer. A few examples:

  1. Home buyer likes to hike; Realtor® helps find a home near trails, parks, and mountains.
  2. Nightlife is important to the home buyer, since they play guitar in a band; Realtor® helps find a home near music venues and entertainment spots.
  3. Spouse is an artist and maintains an in-home studio; Realtor® helps find a home that offers a lot of natural light and room for the spouse to set up their art studio.

Question #4: What is Your Timing?

Buying a home is a major decision for most home buyers. Erik knows that relocating employees often have a specific timeline to meet their employer’s start date expectation.  As a result, working within and understanding these timelines helps a Realtor® provide relocating employees with the best service.

Question #5: What is Most Important in Your Home Buying Experience?

A Realtor® asks relocating employees what is most important in their home buying experience so they can tailor it to meet the home buyer’s expectations. Erik is keenly aware that relocating employees may be experiencing times of exhilaration as well as times of stress. With so many moving parts in the relocation process, effective planning and superior organization are key Realtor® strengths. Answers to this question often show that home buyers want a great home as well as the following:

Erik notes that home buyers are looking for a true professional to take care of them. Thankfully, this is where a Realtor® comes in. They have the knowledge, experience, and credentials that prove their expertise in the home buying process and the real estate market.

What should employers do about the Questions a Realtor® asks relocating employees?

Employers with transferees who are moving to a new location should share the questions a Realtor® asks relocating employees. This will help transferees and their family members prepare to respond with information. As a result, this information will help the Realtor® assist them with their new home purchase.

Employers should also provide as much information about the new location as possible. They should work with a qualified and experienced Relocation Management Company (RMC) that can provide a wealth of valuable resources to assist relocating employees and their family members. Destination spotlights that highlight many aspects of a location are helpful resources to share with transferees during their pre-decision process. Video destination spotlights are a great resource to visually show employees and their family members their new location.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to communicate the questions a Realtor® asks relocating employees. Our team can help your company share helpful information that will give transferees peace of mind as they go through their relocation process.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

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 to discuss your company’s approach to sharing the questions a Realtor® asks relocating employees, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

What are the Countries That Rank High for Ease of Doing Business in 2019?

In its annual report on the ease of doing business in 2019, the World Bank Group provides a ranking for 190 countries. This ranking reflects quantitative measures on several important business indicators. For example, regulations, protection of property rights, and access to capital are important for businesses to be able to grow and expand markets.

Business Regulation

The 11 specific areas impacting ease of doing business in 2019 that the report covers are:

  1. Labor market regulations
  2. Business startup requirements
  3. Credit availability
  4. Ease of construction including permits
  5. Taxes, rates, and payments
  6. Protections for minority investors
  7. Contract enforcement
  8. Access to utilities such as electricity
  9. Property registration
  10. Cross-border trade
  11. Resolving bankruptcy and insolvency

What does Ease of Doing Business in 2019 Mean?

Across the 11 specific areas impacting ease of doing business in 2019, the World Bank Group notes a number of differences. Some indicators give a higher score for more regulation when it provides for institutions that function better for business activities. For example, a country will receive a higher score in one indicator if it has stricter requirements for related-party transactions that in turn protect minority investors.

What does Ease of Doing Business in 2019 not Include?

The World Bank Group states that the ranking does not account for several important areas. Some of these factors may have a significant impact on business activity. Some factors that the report does not include:

  • Labor force quality measures
  • Infrastructure inadequacies (lack of access to rail, air, ocean, or road transport options)
  • Communication limitations (lack of access to internet, phone, cable, communication options)
  • Financial system development
  • Security issues
  • Costs of tariffs
  • Size of market
  • Pervasiveness of bribery and corruption
  • Costs of international transportation
  • Macroeconomic stability

Top 10 Countries that Rank High for Ease of Doing Business in 2019

The top 10 countries that rank high for ease of business in 2019, and their rank, are:

  1. New Zealand
  2. Singapore
  3. Denmark
  4. Hong Kong SAR (Special Administrative Region), China
  5. Korea, Republic of (South Korea)
  6. Georgia
  7. Norway
  8. United States
  9. United Kingdom
  10. Macedonia, FYR (Former Yugoslav Republic, recently renamed in 2018 to Republic of Northern Macedonia)

New Zealand’s Ease of Doing Business in 2019

The New Zealand economy is stable and robust, with many thriving sectors and a stable system of government, finance, and markets. However, it ranks as only the 53rd largest in the world. The service sector contributes 63% of the country’s Gross Domestic Product (GDP). The largest industries in New Zealand are:

  • Agriculture, including beef cattle, dairy farming, sheep farming
  • Fishing, including trout, oysters, salmon, mussels (often raised at aquaculture farms)
  • Forestry, including timber for the paper-making industries
  • Horticulture, including fruits, wheat, vegetables
  • Mining, including iron ore, silver, gold, coal, limestone

What Does This Mean for Ease of Doing Business in 2019?

Employers in countries that rank high for ease of doing business in 2019 benefit from policies and structures that promote business activity and growth. Growing businesses tend to generate a number of job opportunities. Local communities grow in population and support services and businesses benefit as main industry sectors continue to expand. Demand for employees may be strong, with several solutions such as immigration and favorable provisions for foreign job seekers. Several countries that rank high for ease of doing business in 2019 also rank high as one of the world’s best countries on a number of measures.

What should Employers do?

Employers in countries that rank high for ease of doing business in 2019 should review their company’s growth plans and requirements for jobs across all levels of skill sets. They should also determine how their company’s growth plans will impact the jobs required to meet business plans and goals.

Employers should review their talent acquisition and management programs to ensure they remain competitive to attract and retain new hires and transferees. Relocation Management Companies (RMCs) can provide expert assistance to employers to benchmark their relocation policies and add enhancements that attract talent. Also, RMCs can provide guidance on using the services of International PEO to help companies quickly expand into countries that rank high for ease of doing business in 2019.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees to help your company increase its ease of doing business in 2019. As a result, our team can help your company determine how to attract and retain new hires for talent acquisition and management programs.

GMS was the first relocation company to register as a .com, created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s relocation program needs, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Global Relocation Global Relocation Tips Global Relocation Trends Immigration Rules Talent Mobility Visas and International Travel

British Workers Fill Jobs As EU National Job Seekers in the UK Decline

As the United Kingdom’s (UK) economy continues to grow even while facing the prospect of a “no-deal” Brexit, British workers fill jobs since European Union (EU) nationals are declining in the workforce. Migration to the UK from the EU continues to fall as it has been doing since 2018. In our 2019 Industry Update – Talent Mobility, Real Estate, Household Goods, and Immigration white paper, we present several Brexit scenarios that may impact global mobility. Whether the UK can reach a deal with the EU or not, the UK economy still needs workers, and British workers fill jobs that otherwise would have been filled by EU nationals.

Declining labor force participation from EU nationals in turn creates openings for unemployed British workers. As a result, employers in the UK have been adjusting their talent recruitment programs to fill job openings. UK unemployment has fallen to lows not seen in the country since the 1970’s, and job openings have risen to record levels. According to the UK Office for National Statistics:

  • UK employment increased by 179,000 workers in the three months to February 2019
  • Total employment of 32.72 million workers is a record high
  • Employment growth is mostly due to increasing labor force participation by women
  • UK unemployment rate of 3.9% and economic inactivity rate of 20.7% represent a joint record low

Service Industry Sectors Where British Workers Fill Jobs

The first part of 2019 saw several service industry sectors in the UK experience high growth, including:

  • Computer Programming
  • Healthcare
  • Retail Trade

Manufacturing Industry Sectors Where British Workers Fill Jobs

Additionally, UK manufacturing output rose due to strong demand for computer and electrical components. Computer, electronic, and optical products manufacturing in the UK tend to be of products with higher value. They are also not as price-sensitive as lower cost commodity-type items. Within the UK, the manufacturing sector:

  • Employs 2.6 million workers
  • Contributes up to 11% of Gross Value Added (GVA), the measure of the value of goods and services produced in the UK
  • Represents 44% of total UK exports
  • Accounts for 70% of UK business research and development (R&D)

What Does This Mean?

Despite the uncertainties surrounding Brexit, UK wages and employment continue to grow. UK business sentiment remains strong and steady, and manufacturing appears to have rebounded. Some of the growth in manufacturing is due to acceleration in the growth of raw materials held as stock. As a result, raw materials, work in progress, and finished goods held as stock has risen. Part of this growth may be due to manufacturers anticipating production glitches due to Brexit. Business confidence in the UK increased to -13 in the second quarter of 2019, from the prior quarter’s reading of -23. All of these trends provide positive momentum and help British workers fill jobs as the UK economy expands.

Job seekers in the UK should investigate opportunities in the service sector for openings in computer programming, healthcare, and retail trade. They should also investigate opportunities in the manufacturing sector for openings at companies that produce computer, electronic, and optical products. Job openings may vary by region, so job seekers should be open to global relocation opportunities that let British workers fill jobs. They should also utilize the best online job sites in the UK, including Adzuna, Indeed UK, and Monster UK. Job seekers should utilize professional career services to enhance their job search and achieve success in their career objectives.

What Should Employers do?

Employers in the UK should examine their employment needs. Economic growth fosters competition for job seekers with requisite skills and training. They should review their relocation program to determine if it benefits their talent acquisition goals and corporate objectives. Employers should work with a Relocation Management Company that has the knowledge and expertise to help them design a relocation that promotes global talent acquisition. RMCs with knowledge and experience will provide expert guidance on designing a relocation program to attract qualified new hires and relocating employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers in the UK. Our team can help your company determine how to attract job seekers looking for employment opportunities. We can help British workers fill jobs that EU nationals no longer pursue.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss your company’s recruiting, hiring, and relocation program needs in the UK to help British workers fill jobs, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Global Relocation Immigration Rules Visas and International Travel

Immigration Pilot Initiative to Attract Highly Skilled Immigrants to Ontario Canada

The government of Ontario Canada will create a new immigration pilot initiative. The initiative has a goal to attract highly skilled immigrants to smaller cities and towns throughout the Ontario province. As part of the initiative, the province will create a new immigration stream for tech workers. These initiatives are part of a four-pronged approach to immigration priorities that the province plans to pursue. The province outlined the initiatives in its new $163.4 billion budget, published in April 2019.

Ontario Immigration Priorities

In its new budget, the provincial government of Ontario identified four priorities it plans to pursue through enhancements to the Ontario Immigrant Nominee Program. The four priorities include the following:

  1. New immigration pilot initiative to draw immigrants to smaller cities and towns
  2. Focused stream for tech workers
  3. Expansion of eligible in-demand occupations to include workers such as personal support providers and truck drivers
  4. Changing the thresholds for net worth and personal investments in the entrepreneur immigration program

Ontario Seeks Fair Allocation Under Canada’s Provincial Nominee Program

Canada’s Provincial Nominee Program (PNP) lets individual Canadian provinces and territories nominate people who desire to immigrate to Canada and prefer to settle in a specific province. For 2019, Ontario requested an allocation of 7,600 nominations through this program. However, the number for 2019 fell short by 700, with only 6,900 allocations offered to Ontario. Ontario seeks to work with the PNP to ensure its annual allocation is fair. Although the allocation is a small part of annual immigration to Ontario, it reflects 5% of the province’s 137,410 immigrants during 2018.

New Immigration Pilot Initiative to Help Recruit Foreign Workers

The new immigration pilot initiative will help smaller cities and towns recruit foreign workers who desire to settle in the province of Ontario. The government hopes the program will enable smaller cites and towns to gain the benefits of immigration that larger cities in Ontario have been experiencing.

Smaller Cities and Towns in Ontario That May Benefit From the New Immigration Pilot Initiative

Greater Sudbury, also known commonly as Sudbury

Estimated Population: 162,000

Known for: Lumber, nickel mining, and related industries. The city’s economy has expanded beyond resource mining and now includes elements of film and television production, health services, education, and government services. Sudbury is the major economic center of Northeastern Ontario.

Kawartha Lakes

Estimated Population: 76,000

Known for: Canadian cottage lifestyle, made possible by over 250 lakes and rivers in the region. The city’s economy includes tourism, agriculture, manufacturing, and arts/culture. Located 90 minutes northeast of Toronto, Kawartha Lakes annually receives over 1.6 million visitors, especially during the summer months.

Thunder Bay

Estimated Population: 108,000

Known for: Located on Lake Superior, and serves as the region’s commercial center. The city’s industry base includes several public sector employers including the government of Ontario. Private employers include Resolute Forest Products, a pulp and paper manufacturing company, and Bombardier Transportation, a manufacturer of mass transit vehicles and equipment. Thunder Bay is working to attract knowledge-based industries, particularly in the science sector to complement the locally-based western campus of the Northern Ontario School of Medicine. The city is an ideal candidate for the new immigration pilot initiative.

Moosonee

Estimated Population: 3,500

Known for: “The Gateway to the Arctic” and the province’s only saltwater port. Orignally a fur trading post, Moosonee is renowned for being an area with the province’s most untouched wilderness. The natural beauty and wild areas are key to the city’s burgeoning ecotourism industry. Visitors must arrive by plane, water, or rail including the world famous Polar Bear Express, a 186-mile trip by rail from Cochrane to Moosonee. The city is the point of transfer for goods arriving on the Ontario Northland Railway. The goods are then loaded onto barges and aircraft for shipment to communities further north.

Dryden

Estimated Population: 8,000

Known for: Max the Moose, the city’s 18 foot high mascot stationed along the Trans-Canada Highway. Dryden hosts an annual Max the Moose festival featuring musical acts, sports, and community activities. The main industries in Dryden include agriculture, agri-foods, mining, manufacturing, renewable energy including solar and biomass, sports, and recreation.

What Does This New Immigration Pilot Initiative Mean?

Employers in Ontario should expect to see an increase in the number of immigrants seeking jobs as part of the new immigration pilot initiative. They should also expect to see a rise in the need for pre-arrival settlement services. The immigration ministry provides a number of helpful language and integration services, classes, and resources to increase job readiness, success, and retention.

Employers not currently in Ontario might consider the province as a strategic location for corporate expansion. The services of an International Professional Employer Organization (PEO) may be useful to help an employer enter Ontario and quickly test the local market.

What should Employers do About This New Immigration Pilot Initiative?

Employers in Ontario should review their company’s growth plans and requirements for jobs across all levels of skill sets. They should also determine how their company’s growth plans will impact the jobs required to meet business plans and goals. Since the new immigration pilot initiative in Ontario seeks to help smaller cities and towns recruit workers, employers should review their talent acquisition and management programs to ensure they align with a growing number of immigrants in their workforce.

Employers outside of Ontario should investigate the services of an International PEO. Relocation Management Companies (RMCs) can provide expert assistance to employers looking to expand their corporate presence in Ontario.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees in remote and challenging locations. Our team can help your company determine how to benefit as Ontario develops its new immigration pilot initiative.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s relocation and visa program needs for Ontario as a result of its new immigration pilot initiative, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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African Continental Free Trade Area and Global Relocation: What You Should Know

In April 2019, Gambia chose to ratify the African Continental Free Trade Area (AfCFTA) agreement. As a result, the bill to create the AfCFTA has reached the minimum number of ratifications needed to go into effect. The agreement was signed by 44 African countries in 2018 in their effort to remove barriers to trade between members of the African Union.

What is the African Union?

The African Union is a group of member nations that make up the countries of the African Continent. Currently, the African Union has 55 member states. It is the successor organization to the former Organization of African Unity, following the OAU’s dissolution in 2002.

What is the Vision of the African Union?

The vision of the African Union is that of “An integrated, prosperous and peaceful Africa, driven by its own citizens and representing a dynamic force in global arena.” To this end, the African Continental Free Trade Area agreement will provide several benefits for member nations, including:

  • Removal of barriers to intra-African trade
  • Reduction of trade regulations
  • Elimination of import quotas
  • Tariff-free movements of goods, people, and services across the African Continent
  • Possible future cooperation in areas such as:
    • customs union
    • common market
    • single currency

How Does the African Continental Free Trade Area fit in the Global Market?

The AfCFTA is the world’s largest free trade area by number of countries. It represents a single market of 55 countries with over 1.2 billion people. The area’s combined Gross Domestic Product (GDP) is $2.5 trillion. The United Nations Economic Commission for Africa (UNECA) estimates that intra-African trade will increase by over 50% through 2020 under the AfCFTA.

Additionally, UNECA believes that Africa’s past growth, while impressive, has been largely due to the expansion of extractive exports and price growth in commodities. This type of growth does not support the economic transformation the continent needs to develop and maintain long-term growth that is sustainable.

However, UNECA notes that growth in intra-African trade has helped promote the continent’s industrial exports. It is this growth that shows how the AfCFTA can help the member nations. By removing tariffs and barriers to intra-African trade, the AfCFTA will contribute to the economic reformation of Africa. Member nations will benefit from more productive industrial and export sectors, as well as investment increases in their local economies.

What Does This Mean?

The emergence of African Continental Free Trade Area will provide extensive opportunities for economic expansion, foreign investment, and export growth throughout the African continent. Africa is hoping to achieve the same success that the European Union and its free trade agreement has accomplishes. The AfCFTA may help create tens of thousands of jobs, further reducing unemployment across the continent.

Trade will increase between member nations. The continent will move from being a raw material producer to being a viable, industrialized, and valuable global trading partner. The citizens of Africa will benefit, as will employers in the member nations.

What Should Employers do to Leverage the African Continental Free Trade Area?

Companies should examine the opportunities that Africa presents for investment and corporate growth. Specifically, the AfCFTA will provide a number of benefits for companies located in the member nations. The UNECA believes companies located within the African continent will benefit by gaining access to:

  • Lower-cost inputs and intermediary goods sourced from other African countries
  • A bigger variety of locally sourced inputs and intermediary goods
  • Improved access to imported inputs and intermediary goods
  • Larger markets for their products within the AfCFTA

With access to lower cost inputs for production and a larger market, companies can grow and gain economies of scale to produce goods while remaining competitive.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients learn about opportunities for global expansion. Our team can help your company understand how to leverage the launch of the African Continental Free Trade Area as it applies to future corporate growth and initiatives.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in learning about global relocation as it relates to the African Continental Free Trade Area, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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

visa application - approved

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

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

For FY 2020, the USCIS:

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

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

What are the New Lottery Process and Lottery Cap Limits?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

What Should Employers do?

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

Conclusion

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

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

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

Request your complimentary Visa Program Assessment

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Does Your Relocation Management Company Have a Continuity Plan that Addresses Border Closure?

Global Mobility Solutions (GMS) is keenly aware that our clients’ relocation needs will continue even in light of a border closure. A border closure can be implemented on the ground, at ocean ports, or through airspace. Any method that people or goods can use to travel into or out of a country may face closure. Several Household Goods (HHG) Providers are members of our Premier Alliance Network—an elite partnership of relocation service providers. GMS contacted these members to discuss their business continuity plans.

Is a Border Closure Imminent?

North America

In the United States, the Trump Administration has indicated a desire to close the border with Mexico. What this may entail is an effort to shut ports of entry. Such an effort might:

  1. Prevent people from legally entering the US through a port
  2. Prevent goods from legally entering the US through a port

However, this may not prevent people from entering the US without papers. Many people cross into the US between ports of entry. Closing ports of entry may do little to prevent people from entering the US without papers.

Europe

Countries such as Hungary have closed borders with other countries such as Serbia and Croatia. This effort appears to be a deliberate result of the country’s push to deter asylum seekers. Also, countries such as Macedonia have started erecting fences along its border with Greece. As a result, asylum seekers in Greece are not able to cross into Macedonia to reach other parts of western and northern Europe.

Africa

The border closure between Rwanda and Uganda is difficult to define. There is no clear reason or understanding as to the underlying cause. One reason may be an undeclared trade war. Other reasons may be due to the completion of a one-stop border post, political tensions, and personal safety. Liberia implemented a border closure in an effort to halt the spread of the Ebola virus.

South America

The government of Nicolas Maduro in Venezuela has closed its border with Brazil, and other crossings in Colombia have been partially closed. Part of the reason for the border closure is due to tensions surrounding foreign aid deliveries. President Maduro has warned against trying to bring humanitarian supplies to Venezuela. Venezuela has already closed its air and ocean borders with Curacao, and the islands of Aruba and Bonaire. However, this border closure has not been fully effective. As a result, Venezuelans have still been able to cross the border into Colombia.

Asia

With tensions between India and Pakistan flaring, Pakistan’s airspace was closed. This border closure affected thousands of people and flights. The airspace over Pakistan is a major route between Southeast Asia and Europe. Between Malaysia and Thailand, a temporary border closure was recently enacted as a result of a dispute over Thai motor-taxi drivers. These drivers were prevented from ferrying passengers to Malaysia through the Bukit Kayu Hitam-Sadao main border crossing. This was ostensibly due to the effort by the Malaysia General Operations Force to enhance security checks in the area.

What Happens to HHG Moves During a Border Closure?

Clearly, HHG moves could face disruption during a border closure. Depending on the issue at hand, the historical basis for any underlying dispute, and a whole range of geo-political factors, a border closure may arise at any time, for any reason.

Relocation Management Companies (RMCs) should ensure their clients’ relocations are quickly accommodated. GMS’ Premier Alliance Network members recommend the following strategic actions.

Identify the Scope of the Border Closure

Is the closure limited to one crossing, a range of crossings, or an entire border? Does the closure include air and ocean freight shipments between the affected countries? Often a border closure may be solely due to a physical barrier issue. Also, the closure may be limited to people, not goods in transport.

Develop Backup Plans for Storage or Alternate Shipment Methods

If the scope of the border closure is limited, temporary secure warehouse storage of goods may suffice. Additionally, HHG shipments may be re-routed from ground transportation to air freight or ocean freight transportation.

What Should Employers do in the Event of a Border Closure?

Employers with relocation programs that cross international borders should verify their RMC has a business continuity plan that addresses how they will manage disruptions during a border closure. Employers should examine their company’s potential exposure to this type of disruption for any relocations, and work with their RMC to ensure continuity plans are in place.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients with HHG moves around the world. Our team can help your company determine how to ensure continuity plans are in place should disruptions occur due to a border closure.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss your company’s HHG moves and business continuity plan in face of a border closure, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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