Tag: Global Relocation Tips

Categories
Global Relocation Global Relocation Challenges Global Relocation Tips Relocation Challenges

Expatriate Health Insurance

Young man with broken leg in plaster cast lying down on sofa at home and using a smart phone.
Expatriate health insurance is an important consideration for both clients and assignees. Employees relocating to international locations for extended periods of time should have access to quality health care. Options and costs may vary greatly depending on assignment location. Employers may need to consider the range of relocation benefits they provide for their mobile workforce to account for expatriate health insurance needs. There are three specific factors that clients and their relocating employees should consider when examining their options:

1. Uninsured Employees May Incur Large Healthcare Costs and Need Expatriate Health Insurance

\Now Health International, an international insurance provider, conducted a survey that included a question about expatriate employee’s attitudes about health insurance coverage. As reported by Relocate Magazine, the survey found 25% of respondents did not have health insurance because they were currently healthy and believed they would not fall ill. Many respondents live and work in many well-developed locations such as Hong Kong, Singapore, and Thailand, and several believe they have coverage in their new country’s state healthcare system. However, many countries are working to limit medical care for expatriates to only accident and emergency coverage. This trend could leave expatriates with large, unreimbursed healthcare costs if they do become ill.

2. Medical Care Quality Varies by Country

Some countries provide good expatriate healthcare options, based on the medical resources they provide and their level of industrialization. In its most recent Expat Explorer 2017 Survey, HSBC found that healthcare standards and the ease of setting up healthcare are seen as best in France, Malaysia, and Australia. As noted in the survey, better healthcare standards is a key reason that 58% of expatriate retirees have moved to France, and 53% of all expatriates in France say their physical health is better than it would be at home. Other countries such as Taiwan provide a national health insurance system which expatriates can join and are well-known for high satisfaction with healthcare affordability. Alternatively, countries such as the US, which spends a large amount on healthcare, may have according to the Organization for Economic Cooperation and Development.

3. Expatriate Health Insurance Costs May Seem Prohibitive

Talent Management and HR reports that employers should offer health insurance benefits because it is a strong factor in employee attraction and retention. This applies to expatriates as well. The fact that assignees are located in an international setting does not reduce their interest in health insurance. Insurance companies such as Expacare provide several international health and medical insurance plans for expatriates. Although many employers might believe expatriate health insurance would be cost prohibitive, several have found options that meet their needs. With many countries looking to limit access to their national health insurance programs, out of pocket medical costs might be even more prohibitive if expatriates are left without health insurance coverage.

Conclusion

Employers should consider expatriate health insurance as they develop their relocation program. Assignees should have access to health care without worrying about prohibitive out of pocket costs. A wide range of options are available. The global relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company understand the options available for expatriate health insurance. Our experts can also help your team understand and communicate information about health insurance to your assignees to provide them with the best relocation experience. Contact our team of experts online or call us directly at 800.617.1904 or 480.922.0700 today. Request your complimentary relocation policy review
Categories
Global Mobility Global Relocation Global Relocation Challenges Immigration Rules Visas and International Travel

Administration is Still Considering Removal of H-4 Work Permits

USA Green Card or permanent resident card and employment authorization card

Sources in a recent San Francisco Chronicle article say the Trump administration is still considering plans to stop issuing H-4 work permits to spouses of H-1B visa holders. No new regulation has yet been passed or introduced, however, supporters of the H-4 program believe the removal of the H-4 work permits could have a negative impact on the economy and workforce mobility.

Since 2015, spouses of H-1B visa holders waiting for green cards have been eligible to work in the U.S. on H-4 dependent visas. If the administration succeeds in revoking these work permits, thousands of immigrant spouses may lose the ability to work in the U.S., reducing their families’ incomes and creating issues for employers who hope to bring talented workers to their organizations.

What is the H-4 Work Permit Issue?

An organization comprised of IT workers called “Save Jobs USA” says the government should not be able to grant work permits to immigrants through a rule rather than congressional approval, and has filed a lawsuit against The Department of Homeland Security to stop the issuance of the H-4 work permits.

What does this mean for you?

The lawsuit is proceeding, but it is important to note that no new regulation has been introduced or proposed. The deadline for the administration to take a position on the lawsuit was January 2, 2018, however, extensions and comments are in process. H-1B spouses can still apply for work permits and, even if the work permit program is rescinded in the future, implementing new regulations will require a potentially lengthy notice-and-comment period.

Conclusion

Global Mobility Solutions’ team of global relocation experts can help HR teams understand and prepare for issues related to H-4 Work Permits and other immigration issues. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.Request your complimentary Visa Program Assessment

Categories
Global Relocation Global Relocation Tips Immigration Rules Visas and International Travel

India e-Services Online Portal Launched by Bureau of Immigration

family in living room looking at laptop
Three young Indian businesspeople working together and having fun while doing it.

India e-Services Online Portal provides visa and associated services for all foreign nationals residing in areas covered by the Foreigner’s Regional Registration Office (FRRO) in Chennai. The FRRO is the primary agency responsible for regulating the registration, movement, and duration of foreign nationals staying in India. The Government of India Bureau of Immigration is launching e-Services Online Portal near the end of February 2018.

Who Does This Affect?

  • All employers sponsoring foreign national employees residing in areas covered under the jurisdiction of the FRRO in Chennai.

What Does India e-Services Online Portal Provide?

All foreign national employees residing within the jurisdiction of the FRRO in Chennai should seek visa and associated services through the India e-Services Online Portal. Employees need to register and submit an online application within the Portal. The Portal will also let employees upload the relevant documents that must accompany their online application. Once complete, employees should submit the online application for further processing.

As a result of the new India e-Services Online Portal, foreign national employees do not need to visit the FRRO office in person. All communication regarding visa and associated services will go through the India e-Services Online Portal and other electronic means such as email or text messages. Given the country’s size and logistical challenges, the Portal should provide significant cost and time savings for foreign national employees.

Conclusion

Global Mobility Solutions’ team of global relocation experts understand how visa and associated services should be arranged for a smooth international relocation process. Our team of experts can help HR teams understand the new process, communicate with their employees about India e-Services Online Portal, and determine how best to proceed with these new requirements.

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

Categories
Corporate Relocation Domestic Relocation Domestic Relocation Tips Global Relocation Global Relocation Tips Relocation Programs

What are the Benefits of Outsourcing Relocation Programs?

Businesspeople in a meeting

What are the benefits of outsourcing relocation programs? Companies that want to stay ahead of their competitors and attract highly qualified employees offer a well-designed corporate relocation program. Employees are looking for relocation programs to provide a wide range of benefits and services to ensure they have an easy and smooth relocation process. Companies that offer a relocation program that is managed entirely in-house face several challenges in trying to meet the demands and expectations of a widespread workforce. There are many benefits to  outsourcing relocation programs that companies should consider as they review their offerings.

There are five key in-house relocation program challenges, and five crucial benefits that outsourcing provides to help company relocation programs be successful:

1. Program Managed by Various Locations or Individuals

Local HR teams may have different interpretations of programs and policies, so variations may impact the benefits transferees receive.

Outsourcing Benefit: When choosing to outsource, company relocation programs benefit from central program management with local support. At all times, a consistent and coherent program is administered and fully supported in all locations, with no variations by locale or individual interpretation.

2. Employees or Local HR Assume Additional Responsibilities

A company choosing to offer an in-house relocation program must rely on current employees and local HR teams to assume additional responsibilities. Some current employees may not have experience with relocation programs, so there may be a learning curve requiring additional time and training.

Outsourcing Benefit: Teams of fully trained relocation experts handle the interpretation and delivery of policies, ensuring employees receive the same benefits across the board.

3. Frequent Exception of “Special Deals”

In-house relocation programs are susceptible to frequent exceptions of “special deals” when employees try to find ways to help transferees and their families with unique challenges. Companies often do not have the resources to understand the unique challenges posed with relocation and how they have been addressed by other companies, likely resulting in unforeseen and unbudgeted obligations.

Outsourcing Benefit: Relocation experts with significant industry experience can use their knowledge to help companies understand how best to manage exceptions, minimizing expenses and process disruptions.

4. Relocation Costs not Effectively Tracked

Over 70% of companies that manage relocation in-house are not aware of their program’s internal operating costs. Without effective relocation program expense tracking, the true costs are hidden and thus cannot be effectively controlled or minimized.

Outsourcing Benefit: “Best of the Best” providers are utilized so transferees and their families receive exceptional services while costs can be fully identified, tracked, and reviewed for budgetary impact and program performance.

5. Increased Likelihood of Assignment Failures

Companies offering a relocation program hope their transferees have a successful relocation. However, the likelihood of assignment failure is high due to the in-house team’s lack of experience and knowledge when helping transferees and their families understand and address the unique challenges they face during the relocation process.

Outsourcing Benefit: Companies can benefit from an outsourced solution that specializes in unique relocation needs including tax issues, visa applications, and compliance reporting. Working with relocation experts who have extensive experience in these and other areas can help a company avoid risk related to transferee’s requests for guidance and advice.

Conclusion

The most successful companies outsource their relocation programs so employees and their families have access to industry-leading resources and expert guidance. The corporate relocation experts at Global Mobility Solutions (GMS) help our clients understand how to create and administer a relocation program that gives them a competitive advantage and provides the highest level of relocation benefits and services for their employees.

To learn more about the many benefits outsourcing your corporate relocation program can provide for your company and employees, contact our team of experts online, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Global Relocation Global Relocation Tips Immigration Rules Visas and International Travel

Australia Permanent Visa and Transitional Arrangements: New Criteria in March 2018

Vector of nice Australian flag.

Australia has confirmed new criteria for Australia Permanent Visa and Transitional Arrangements starting in March 2018. The changes will impact clients sponsoring transferees and current 457 Visa holders. There will be new, stricter requirements regarding occupation, salary, age, and work experience. Clients will also face a new skills levy that will fund training programs for Australian workers. Major changes include:

  • Salary must meet the Temporary Skilled Migration Income Threshold (A$53900)
  • Residency period waiting time increases to three years from the current two for permanent residency
  • Applicants must have at least three years of work experience in the employment category
  • Age limit is reduced to 45 from the current 50
  • Training levy of A$3000 up to A$5000 depending on company size

What is the Australia Permanent Visa issue?

Changes to permanent employer-sponsored skilled-worker categories are effective in March 2018. Consequently, the 457 Visa program will end. A new Temporary Skills Shortage Visa will replace the 457 Visa. Some 457 Visa holders will be subject to transitional provisions starting in March 2018.

Who is eligible for transitional provisions?

Transferees holding a 457 Visa as of April 18 2017, and those who applied for a 457 Visa as of April 18 2017 and were granted it on a later date, are eligible for transitional provisions. These transitional provisions allow the previous occupation requirements, maximum age of 50, and minimum length of two years in their employment.

What does this mean for you?

Clients who have a transferee working in Australia on a 457 Visa should communicate the upcoming changes. Transferees holding 457 Visas who are eligible for permanent residence should apply prior to March 2018. The new requirements may limit the number of skilled employees that clients are able to sponsor for permanent residency.

Conclusion

Global Mobility Solutions’ team of global relocation experts can help HR teams understand and prepare for issues related to Australia Permanent Visa, 457 Visas, the new Temporary Skills Shortage Visas, and the changes becoming effective in March 2018.

Contact us online or give us a call at 800.617.1904 or 480.922.0700 today.Request your complimentary Visa Program Assessment

Categories
Global Relocation Global Relocation Tips Immigration Rules Visas and International Travel

International Talent Relocation: Top 3 Tips

Young couple unpacking cardboard boxes at new home.Moving house.
Young couple unpacking cardboard boxes at new home.Moving house.

International talent relocation can present many challenges. According to a recent Atlas Van Lines survey, more than half of respondents expect their international relocation volumes to increase. With this in mind, here are the top three tips to help your international talent relocation:

Help the Transferee Acclimate

Moving a single employee or a group of employees is a complicated task, which is why it is critical to help transferees acclimate to their surrounding environments before they start working. If employees aren’t able to arrange a visit to the new location before they pack their things and move, they should do as much research on the area as they can. This may include reading local news or publications that focus on the surrounding area, which can help new residents learn the language and cultural interests. Cultural training can be crucial to assignment success. Culture shock is a very real phenomenon that impacts many travelers. When preparing for or managing culture shock, the U.S. Bureau of Educational and Cultural Affairs recommends keeping an open mind, staying physically active, and making an effort to get to know other people as much as possible.

Workings Visas and Work Permits

When talent is relocating overseas, they must first get their paperwork in order. Companies should help transferees do their homework on important travel documents. Provide information on customs and immigration requirements, Visa acquisition, and which vaccinations transferees must obtain before departure. Some countries have currency restrictions for entry as well. The U.S. Bureau of Consular Affairs has valuable supplementary resources that outline what countries require upon arrival.

Hire an Experienced Relocation Management Company

If a business is unsure how to tackle international relocation, an experienced Relocation Management Company (RMC) can provide the necessary insight and solutions to navigate today’s mobility challenges. Relocate Magazine highly recommends employing a trusted partner in this capacity, especially if management or C-level executives are unfamiliar with global relocation and the new area where they are moving their talent. RMCs can provide unique and fresh insight into each move. Whether a company needs a partner to help with the entire move, or simply needs to outsource certain aspects of a relocation effort, RMCs can provide expert guidance and help determine the most efficient and effective solutions.

Conclusion

The corporate relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company manage its international talent relocation and offer your employees the best relocation experience. Contact our team of experts to discuss how we can help your international talent relocation process, or call us directly at 800.617.1904 or 480.922.0700 today.

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

HR Teams Should Prepare for FY 2019 H-1B Visa Lottery Opening on April 2, 2018

HR Teams Should Prepare for FY 2019 H-1B Visa Lottery Opening on April 2, 2018

H-1B Visa Lottery: Many US employers relying on foreign national talent to fill highly technical positions offer H-1B visa sponsorship to prospective employees. Hundreds of thousands of applications are submitted each year, but only 85,000 petitions are accepted due to the government cap on H-1B visas. For FY 2018, 199,000 applications were submitted. The cutoff date for applications submitted to the lottery is not defined, so unprepared employers might miss the cap and not be able to fill their position.

Thousands of employers who miss the cutoff must wait until next year’s lottery or consider an alternative visa for the foreign national, subject to qualification. The cap for FY 2018 was reached in four days, indicating the importance of submitting applications for the H-1B cap-subject visas as soon as the lottery opens.

What does this mean for you?

As the FY 2018 process has shown, unprepared HR teams thinking they had seven days to file were not given the opportunity to hire the foreign national employee they hoped to sponsor. With issues such as prevailing wages, Labor Condition Applications (LCAs), and possible site visits, the process should start as soon as possible so HR teams can submit applications at the start of the lottery.

Where can you get started with the H-1B Visa Lottery?

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

Conclusion

Global Mobility Solutions’ team of global relocation experts can help HR teams prepare for the FY 2019 H-1B Visa Lottery. Contact us online or give us a call at 800.617.1904 or 480.922.0700 today to learn about our extensive range of industry-leading resources for global relocation.

Request your complimentary Visa Program Assessment

Categories
Global Relocation Global Relocation Tips Immigration Rules Visas and International Travel

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

Switzerland flag

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

Categories
Global Relocation Global Relocation Tips Immigration Rules Visas and International Travel

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

Young handsome businessman going on the business trip

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

Categories
Corporate Relocation Global Mobility Global Relocation Global Relocation Tips Relocation Best Practices

Strategic Tax Reimbursement and Best Practices for Global Mobility

There are five steps you should employ when developing a global program for strategic tax reimbursement that balances the needs of both the company and employees with regard to managing tax costs:

  1. Strategically Align Company Objectives and Employee Values
  1. Consider Tax Impacts of Likely Host Locations
  1. Choose a Tax Reimbursement Method that Best Fits, for example:
  1. Tax Reimbursement Policy Design
  1. Tax Reimbursement Policy Launch & Implementation

By following the five-step process outlined, you can develop a global mobility program that keeps your company compliant, reduces tax burdens, and, by saving them money, demonstrates to your relocating employees how much you appreciate them. At Global Mobility Solution (GMS), we like to think that there is a sixth step – contacting an expert for help. Outsourcing your workforce mobility program provides an expert partner in relocation.

Workforce mobility consulting at Global Mobility Solutions means our consultants focus on reducing organizational costs and minimizing relocation timelines in order to increase assignment success. Our in depth consultation includes competitor benchmarking, policy analysis, and relocation evaluations.

Global Mobility Solutions will perform a full review of your existing policies, to ensure the goals of your organization are properly aligned with the policy. If necessary, we will write new or change existing relocation policies and coordinate the implementation of the changes. If no policy currently exists, GMS will work with you to determine what your relocation needs are and develop new policies that best fit them. Your dedicated account manager will advise and counsel you throughout the relationship to ensure your relocation policy is the most cost effective.

In order to reach an experienced relocation policy expert who can help your company plan for strategic tax reimbursement and best practices, please contact us now.

Accessibility by WAH

Looking for something?