Tag: Relocation to Europe

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UK Nationals Must Fulfill European Union Legal Residency Requirements

Amazing London skyline with Tower Bridge during sunset

As the United Kingdom (UK) finally reaches the end of the Brexit transition period, UK nationals living in the European Union (EU) should affirm their EU residency. Apart from any requirements in the UK, many countries in the EU have specific requirements regarding residency. UK nationals may need to apply for residence in the country. Alternatively, they may need to register their residence.

Important Points for UK Nationals to Affirm Residency:

  • UK nationals may need to apply for a residence status to confirm they did in fact reside in the specific EU country prior to the end of the transition period (December 31, 2020)
  • Requirements and processes vary by country
  • According to the UK government, UK nationals have until June 30, 2021 to submit the application

What Happens to UK Nationals After December 31, 2020?

After December 31, immediate family members may travel to be with UK nationals. However, they may also need to submit an application prior to traveling.

The definition of immediate family members includes:

  • Spouses
  • Children/grandchildren who are dependents
  • Registered Partners
  • Parents/grandparents who are dependents

What Does This Mean?

For UK nationals living in the EU, it is important to understand their country of residence’s requirements relating to affirming residency status. Each country has specific forms and processes that should be followed. There are many complexities surrounding these requirements. Employers of UK nationals should take note to be sure their employees follow each specific requirement to ensure continued legal residency. The UK Government has a robust portal with a wealth of helpful information and resources. Here are three examples that show the wide disparity across various EU countries:

Greece

  • UK nationals must register as a resident if they plan to stay for more than 3 months. Guidance on how to register in Greece.
  • Those who are a legal resident before the transition period ends will be able to stay.
  • Rules on residency registration will change after December 31, 2020. For those already registered as a resident in Greece or those who register before December 31, 2020, their residence documents will be considered as temporary national residence permits.
  • UK nationals must further confirm their rights by obtaining a new residence document. (Note: Greece has not yet announced the process to obtain this new residency document.)
  • The Greek government has a helpful website for UK nationals living in Greece, and they may submit questions using the website’s contact form.
  • If you move to Greece after 31 December 2020, different immigration requirements will apply.

Luxembourg

  • UK nationals who move to Luxembourg before December 31, 2020 must first make a declaration of arrival at the local town hall (commune) in their locality within 8 days. Within 3 months of arrival, they must get an address registration certificate from the Commune. Following these steps and after they have received their address registration certificate, then they will need to get the new document.
  • If they require a criminal record check, they must apply for a police certificate from the ACRO Criminal Records Office. (Note: If they have never resided in the UK, they should record this in the “additional information” section on the application form.)
  • Guidance on registering in Luxembourg.
  • UK nationals who are residents in Luxembourg before the transition period ends will be able to stay.
  • They must obtain a new residence document by June 30, 2021.
  • Those who previously registered as a resident must complete an application form to obtain the new document from the Immigration Department in Luxembourg City. Guidance on the application process is provided online, along with the required application form.

Romania

What Should Employers of UK Nationals do?

Employers of UK nationals should provide guidance as to the employee’s country of residence requirements to ensure legal residency status is maintained. They should also work with a Relocation Management Company (RMC). An experienced and knowledgeable RMC will be able to help employers by identifying the specific country requirements.

The RMC will also help determine the best process to ensure all of the requirements are met. Meeting requirements will help secure legal residency status for the employee. As a result, both employers and employees will have peace of mind. They will also not face any disruptions relating to residency status.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients understand how to meet country requirements for residency. Our team can help your company understand how to help employees who are UK nationals establish legal residency in their specific EU country.

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.

Contact our experts online to learn more about how GMS can help employees who are UK nationals establish residency in their EU country of choice, or give us a call at 800.617.1904 or 480.922.0700 today.

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Changing European Demographics due to Migration Patterns

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Migration between countries is changing European demographics. Young workers are leaving certain countries at higher rates, and moving to other countries for a variety of reasons. As a result, the phenomenon known as “brain drain” has been cited in a report produced by the Commission for Social Policy, Education, Employment, Research and Culture of European Committee of the Regions.

Brain Drain Leads to Changing European Demographics

“Addressing brain drain: The local and regional dimension” notes that the fundamental right of free movement of European Union (EU) workers results in several disparate effects. Freedom of movement and residence for persons in the EU was established in 1992 by the Treaty of Maastricht. This Treaty, officially known as the Treaty on European Union, was originally signed by 12 countries in the city of Maastrict. Maastricht is located in the Netherlands near this country’s border with Belgium and Germany.

The report examines data that shows changing European demographics due in part to migration patterns. As a result of free movement, highly educated workers in some countries are moving to other countries to live and work. The “sending” countries often do not have the capacity to develop better conditions that will keep and attract workers with high levels of education and skills. Some of these countries are resorting to changes such as eliminating income taxes on young workers in order to entice them to remain.

Countries Gaining from Changing European Demographics due to Migration

The main destination countries that gain from changing European demographics due to migration are:

  • Germany
  • United Kingdom (UK)

During 2017, nearly 17 million workers moved within the EU. Of these 17 million workers, nearly one third were between the ages of 15-34. Generally, young mobile workers in the EU migrate towards the two largest and most economically stable countries.

Workers with higher degrees from universities and trade schools also move to countries and cities that offer great opportunities and a more attractive lifestyle. Generally, about a quarter of the nearly 17 million workers who moved in 2017 are within this bracket, between the ages of 15 and 64. Adding to the changing European demographics, these workers migrate to countries including:

Highlight on Estonia

Estonia is one of the fastest growing economies in the EU. In 2017, this country’s Gross Domestic Product (GDP) grew by 4.9%. Growth has been broadly spread across the economy’s various sectors:

  • Manufacturing 3.9%
  • Mining and Quarrying 46.1% (fastest-growing)
  • Construction 17.8% (largest contributor to GDP)
  • Information 15.6%
  • Communications 0.8%
  • Professional, Scientific 13.9%
  • Technical Activities 0.6%
  • Trade 1.8%

Estonia supplies over 90% of its electricity requirements through locally mined oil shale. The country’s four main trading partners are Finland, Germany, Russia, and Sweden. As a result, much of Estonia’s fortunes depend on developments in these countries.

The country has a shortage of skilled workers. Therefore, Estonia increased the working visa quota for non-EEA citizens to promote migration to the nation. Some of the largest companies in Estonia are Tallink Group, Ericsson Eesti, Eesti Energia, Tallinna Kaubamaja, and Maxima Eesti.

Countries Losing from Changing European Demographics due to Migration

Several countries in the EU are facing the loss of educated workers due to migration patterns. These countries experience brain drain, the loss of skilled and talented workers who are critical to a nation’s economic success. Often these countries experience problems that are compounded by the loss of high income-producing workers. European countries facing out-migration include:

Highlight on Romania

Romania’s economy continues to experience setbacks. The nation has some of the EU’s highest income inequalities, as well as an aging and shrinking population. Romania’s population is declining at a rate of over 0.32% per year. However, this rate rose to 0.50% in 2018, indicating a faster rate of decline. In the early 1990s, the population peaked at 23,372,101 residents. Currently, Romania’s population is approximately 19,348,013 residents, a loss of over 4 million people since its peak year.

Bucharest Stock Exchange in 2018 reports 249 trading sessions, for 87 companies with listed shares. By comparison, the New York Stock Exchange trades stocks for nearly 2,800 companies, illustrating the relatively small size of the nation’s economy. The Romania economy is also more highly dependent on manufacturing industries tied to export growth. Both the industry and exports are increasingly dependent on the automotive industry. As a result, Romania’s industry is highly dependent on the activity and consumer confidence of its European trading partners.

What Should Employers Impacted by Changing European Demographics do?

Employers in EU countries impacted by changing European demographics should consider highlighting their relocation program’s benefits in their recruiting materials. A good example to follow is the healthcare industry. The healthcare industry has been facing a critical talent shortage for several years. Healthcare employers have responded in several ways, including:

  • Creating Exceptional Candidate Experiences
  • Leveraging Data to Enhance Their Recruiting Programs
  • Focusing on Cultural Fit in Their Recruiting
  • Developing a Superior Employer Brand so New Hires Develop Favorable Impressions
  • Increasing the Process Speed so Candidates Stay Engaged with the Employer

Relocation Management Companies (RMCs) are ideal sources for information on global candidate recruitment and relocation. Pre-Decision Services are critical for employers as they provide valuable information about a candidate’s ability to accept a position and be successful in the new location. Assessment data can be paired with structured interview questions to better understand the candidate’s interests, goals, and motivations.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients understand how to leverage global relocation to counter the effects of changing European demographics. Our team can help your company by using industry best practices to design your relocation program. This will increase your company’s ability to attract and retain new employees and mitigate the effects of talent shortage.

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 interest in learning how to mitigate the impact of changing European demographics, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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What is the European Employment Strategy?

Confident young businessman holding a tablet in the office.

Companies with an interest in global growth should investigate the European employment strategy. In 1997, European Union (EU) member states worked to establish joint objectives and goals for the EU’s policy on employment. The goal is to create a greater number of jobs throughout the EU, and to ensure they are good jobs with potential for growth. The European employment strategy is part of the larger decade-long Europe 2020 strategy.

What is the Europe 2020 Strategy?

The Europe 2020 strategy set the EU’s agenda for growth and jobs to be achieved by 2020. Goals of the strategy are:

  1. Improve the EU’s global competitiveness
  2. Enhance worker productivity
  3. Create a foundation for a sustainable social market economy
  4. Overcome the region’s structural economic weakness

National Targets Support the European Employment Strategy

Each EU member state has the same national targets covering jobs, energy, poverty, and other measures. Many of the measures support the European employment strategy. Targets related to jobs, education, and investment include:

  1. 75% employment for those aged 20-64 to support the European employment strategy
  2. Investment in research and development at 3% of the member state’s Gross Domestic Product
  3. 40% or more of the population in the age range of 30-34 having degrees in higher education

EU member states provide data to the EU to report on their progress. As a result, progress reports have a wealth of information showing how each state is performing to the targets.

Leveraging the European Employment Strategy across 28 Member States

EU employment law protects worker rights across all of the region. However, within each member state, the employment laws often work differently. As a result, companies looking for growth in the EU must navigate differences and nuances in employment law across 28 member states. Navigating so many different member state laws can be challenging. Also, it may require a significant amount of resources to set up entities in any given region. Administrative resources must be in place to ensure compliance with EU and member state laws.

What Should Employers do About the European Employment Strategy?

Companies currently in the EU that want to leverage the European employment strategy should look into the various member state employment laws to ensure compliance. They should also look into several support programs for job creation. EU Structural Funds are in place to support employment growth, including:

  1. European Regional Development Fund

Promotes jobs at the provincial level and increases regional labor market attractiveness.

  1. European Social Fund

Supports job growth at companies and organizations, as well as new job creation. Develops resources to help workers find jobs.

Companies not currently in the EU that want to grow quickly should look into the services of an International Professional Employer Organization (PEO). International PEOs provide an employer of record solution for companies to expand quickly into new markets. The PEO will manage all aspects of the employment relationship in the EU, from onboarding to pension arrangements. Companies may be able to achieve significant savings compared to the cost of setting up their own foreign entity in the EU.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to grow their company’s international employment. Our team can also help your company understand how to work with an International PEO. Whether through global relocation or the services of an International PEO, our team can help your company leverage the European employment strategy.

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.

Contact our experts online to discuss your company’s interest in leveraging the European employment strategy, or give us a call at 800.617.1904 or 480.922.0700 today.

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What are the World’s Best Countries?

U.S. News & World Report’s 2019 World’s Best Countries ranking shows Switzerland as No. 1 overall for the third consecutive year. The annual report reflects survey results of over 20,000 respondents. The study surveyed these people about their individual views of 80 different countries, on 75 different metrics. The rankings are the result of a partnership between U.S. News & World Report, the Wharton School of the University of Pennsylvania, and BAV Group.

What are the Top 10 Countries?

According to the ranking, the top 10 world’s best countries are:

  1. Switzerland
  2. Japan
  3. Canada
  4. Germany
  5. United Kingdom
  6. Sweden
  7. Australia
  8. United States
  9. Norway
  10. France

Why Switzerland is No. 1

Switzerland is seen as a top country in surveys and reports for several reasons, including:

  • Access to Capital
  • Business Friendly
  • Economic Stability
  • High Quality of Life
  • Innovation
  • Legal Framework
  • Neutrality
  • Prestige

Immigration to Switzerland

Immigration to Switzerland, one of the world’s best countries, depends on several factors. Switzerland permits visitors to stay in the country as tourists for up to 90 days without registration. However, tourists are forbidden to work during this time period. Those who want to work in Switzerland must obtain immigration authorization. These authorizations vary by status:

  • Citizens of the European Union (EU) or the European Free Trade Association (EFTA) do not need a visa if they have a local employment contract.
  • Non-EU and non-EFTA citizens require a work authorization and a visa prior to entering Switzerland.
    • Those over 18 with plans to stay beyond 12 months must provide a copy of their criminal record, or proof that there is no record.

The Swiss Authorities provide many helpful guidelines for people who want to enter and stay in the country. Foreign nationals can choose the entry path that best fits their requirements. Also, several of the entry paths have various degrees and levels to meet individual situations. Entry paths include:

  • Applying for Asylum
  • Foreign National’s Right to Reside Following Divorce or Death of Spouse
  • Foreign Nationals Wishing to Stay Other Than to Work (Study, Retire)
  • Letter of Invitation and Declaration of Sponsorship
  • Loss of Residence Permit – Replacement
  • Short-Term Stay
  • Residence Permits
  • Visa for Entry

What does this mean?

Those who want to enter and stay in one of the world’s best countries have many options. Countries such as Switzerland welcome foreign nationals, as they recognize the value that diverse populations bring to their societies. They also provide helpful resources for newly arrived foreign nationals so they can learn the German language, and how best to integrate into Switzerland’s local culture and society.

What should Employers expect?

Employers in Switzerland should expect to see an increase in the number of foreign job seekers from non-EU and non-EFTA countries. They should also expect to see a rise in the need for language and integration courses.

Employers not currently in Switzerland might consider the country as a strategic location for corporate expansion. The services of an International Professional Employer Organization (PEO) may be useful to help an employer enter one of the world’s best countries and quickly test the local market.

What should Employers do?

Employers in Switzerland 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 outside of Switzerland should investigate the services of an International PEO. Relocation Management Companies (RMCs) can provide expert assistance and helpful information to employers looking to expand their corporate presence to one of the world’s best countries.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees across the world’s best countries. Our team can help your company determine how to benefit from Switzerland’s rank as the No. 1 best country in the world.

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.

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, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Top 3 European Countries for Global Expansion

Many companies want to know what 3 European countries rank highest for global expansion. Knowing where to focus their efforts helps a company develop actionable strategies. Several European countries are taking significant steps to encourage business investment. As a result, opportunities are increasing for significant and successful global expansion in Europe.

The top 3 European countries for global expansion are France, Germany, and the Netherlands. These countries all recognize the role of investment in creating job opportunities and adding to their social security programs.

France

France has taken an activist approach to promoting investment and global expansion. Several reasons to invest in France include grants and support mechanisms for innovative entrepreneurs, research tax credits, and high-level infrastructure. President Emmanuel Macron has been working to invigorate the economy in France. Elected on a centrist platform, Macron has pledged to:

  1. Reduce taxes for businesses and investors
  2. Ease the country’s rigid labor regulations
  3. Raise the minimum wage

Some protests and unrest arose in 2018 due to concerns over environmental tax policies. Although this led to declining consumer sentiment, economists are forecasting full-year Gross Domestic Product (GDP) growth of 1.4% for 2019. Analysts have confidence that continuing investment as well as President Macron’s new fiscal measures will promote global expansion.

Germany

German Chancellor Angela Merkel will resign her position in 2021 after her fourth term in office. Although partly due to the Christian Democratic Union (CDU) election losses, Chancellor Merkel remains in office for several more years to continue policies that propel Germany’s economy forward. Central to these policies are the German government’s focus on:

  1. Low unemployment
  2. Increasing wages
  3. Tax cuts for businesses and households
  4. Infrastructure and other investments in East Germany

While Germany does have low unemployment, there are regions such as East Germany where unemployment is a significant issue and business investment is welcome. Inequality in incomes and opportunities are challenges for the German government, and the nation is keen to promote global expansion and trade with a “Powerhouse Eastern Germany” message. Political uncertainty and exterior issues such as Brexit may affect the nation’s economy. Economists are forecasting full-year GDP growth of 1.4% for 2019.

The Netherlands

The Dutch government’s 2019 budget and plans significantly promote the economy while protecting public finances. The Third Rutte cabinet is a coalition government of four separate political parties. Prime Minister Mark Rutte presides over the cabinet, and is instrumental in formulating the coalition’s governing agreement with the appropriate name of “Confidence in the Future.” The Netherlands economic expansion overseen by the coalition is driven by several policies that promote:

  1. Low unemployment
  2. High level of consumer confidence driving household consumption
  3. Tax cuts and increased tax credits for households
  4. Tax cuts for businesses leading to increasing business investment
  5. Infrastructure investment spending measures by the government coalition
  6. Expanding exports

The coalition government recognizes risks including healthcare spending, Brexit, and geopolitical issues may impact the Netherlands economy. However, economists are forecasting full-year Gross Domestic Product (GDP) growth of 1.9% for 2019. This bodes exceptionally well for companies pursuing global expansion.

What Should Employers Expect for Global Expansion?

Employers should expect that France, Germany, and the Netherlands will continue to be the countries of preference for global expansion. All three countries are actively pursuing business investment and taking action to increase the attractiveness of their respective economies. Companies seeking to increase their strategic business investments should examine these three countries for global expansion.

What Should Employers Seeking Global Expansion do?

Employers should examine France, Germany, and the Netherlands to understand how each of these countries offers their company the best solution for investment. All three countries have a number of helpful resources available for companies seeking global expansion. Companies looking for future growth opportunities should look at each of these countries as offering the greatest return on their business investment. Relocation Management Companies (RMCs) can provide expert assistance to employers looking to enhance their company’s global recruitment and relocation.

Conclusion

The Global Mobility Solutions (GMS) team of global relocation experts has helped thousands of our clients determine how to proceed with their global expansion plans. Our team can help your company by using industry best practices to design your relocation program to enhance its business investment in France, Germany, or the Netherlands. This will increase your company’s ability to attract and retain new hires and relocating employees in these countries.

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.

Contact our experts online to discuss your company’s global expansion plans, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Germany Welcomes Foreign Job Seekers

technician team while robot maintenance in a welding shop of a car manufacture

Germany is welcoming foreign job seekers to ease a shortage of workers the nation is facing. The country is easing immigration rules in a bid to attract many more foreign workers seeking employment in Germany. The shortage of workers threatens Germany’s economic growth as companies are unable to hire and expand operations.

How many immigrants does Germany need?

The Institute for Employment Research (IAB) and the Coburg University of Applied Sciences forecast that Germany will need immigration from non-EU countries just to keep its labor force at a constant level. Depending on the scenario, Germany may need from 276,000 to 491,000 foreign job seekers from non-EU countries every year, or up to nearly 15 million non-EU immigrants by 2050.

What drives Germany’s need for foreign job seekers?

There are several factors driving Germany’s need for foreign job seekers. The study’s authors indicate the actual labor force demand is difficult to forecast. However, they cite factors including:

  • Aging and Shrinking German Population
  • Decline of EU Immigrants to Germany
  • Need to Secure the State Budget
  • Support of the Social Security System

Germany is in a difficult demographic situation. It has the oldest population in Europe, and a low fertility rate. By 2019, Germany is forecast to have fewer people under the age of 30 than people over the age of 60. This situation will certainly lead the nation to negative population growth. The forecast is for German population to decline by over 10 million people by the end of the 21st century.

However, the ability of Germany to absorb foreign job seekers can be questionable. Many migrants seeking asylum in Germany are unable to obtain jobs, even though the government has employment programs in place to provide assistance.

What is the new German skilled labor immigration law?

The German government’s new skilled labor immigration law is known as “Fachkräftezuwanderungsgesetz.” The goal of the law is to facilitate the immigration of foreign job seekers  from countries outside of the European Union (EU). This is the first immigration law of its kind in Germany. Adopted in December 2018, the new law uniformly defines the concept of professional workers, for both academics and those with vocational training. Aspects of the law allow for foreign job seekers to enter Germany if they meet certain requirements.

Requirements for foreign job seekers to enter Germany

  • Must have sufficient qualifications and an employment contract.

Or

  • Are professionals with vocational training who are looking for a job without an employment contract, who:
    • Are eligible for admission for up to six months.
    • During the six months, can participate in the program’s trial period of up to 10 hours per week.
    • Must have sufficient language skills for the desired activity.
    • Must be able to earn a living during their search.

What does this mean for asylum seekers?

When Germany rejects asylum seekers, they cannot switch into the immigration process for labor with skills. However, anyone who has worked for at least 35 hours per week, for at least 18 months, and has been allowed to stay in Germany for at least one year, is offered a two-year employment toleration.

German businesses generally support this measure. However, German employers state that the most important factors in hiring are knowledge of the German language and secure residency status. Integration into German society is an important factor for asylum seekers to be successful as foreign job seekers. Many successful job holders complete an integration and language course.

What should employers expect regarding foreign job seekers?

Employers in Germany should expect to see an increase in the number of foreign job seekers from non-EU countries. They should also expect to see a rise in the need for integration and language courses. Employers should offer assistance programs to help new hires assimilate into the company and German society.

What should employers do?

Employers in Germany 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 consider developing apprentice programs and structuring jobs to appeal to foreign job seekers.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees across the world. Our team can help your company determine how to benefit from Germany’s new skilled labor immigration law and attract highly skilled foreign job seekers.

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 give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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EU Blue Card and Single Permit Directive Allow Non-EU Citizens to Work in EU Countries

European Union flag and map

Within the European Union (EU), the EU Blue Card program allows non-EU citizens to work in EU countries. Applicants for the EU Blue Card must meet specific criteria before they can obtain the card. Employment portals such as the EU Blue Card Network lets applicants submit applications as well as create profiles that can be searched by EU employers so they can offer employment contracts. Additionally, the European Job Mobility Portal provides an overview of job opportunities in the EU, as well as tips on how to apply for jobs and information on living and working in all EU countries.

What are the specific criteria that citizens must fulfill to request an EU Blue Card?

There are several specific conditions that non-EU citizens must meet before they can request an EU Blue Card:

  1. Citizenship outside of the EU
  2. Have post-secondary education (degree) or at least five years or more professional experience
  3. Obtain an employment contract or binding employment offer from an EU employer that is at least one year in length
  4. Work as a paid employee; self-employed workers or entrepreneurs are not eligible for the EU Blue Card
  5. Annual gross salary must be at least one and a half times the average national salary (except when the lower salary threshold applies)
  6. All necessary travel documents are in order
  7. Health insurance is in place for yourself and any relatives who come to the EU with you
  8. Proof that you fulfill the legal requirements to practice your profession, if the industry regulates your profession

How did the EU Blue Card program originate?

The European Commission believes that workers with a high level of skills from outside the EU are crucial to maintaining the EU’s economic competitiveness. Several sectors of the EU economy are dealing with a shortage of skilled employees, lowering the EU’s ability to compete in the international market. Since 2009 the EU Blue Card Directive creates a common admission criteria and helps speed the procedure for hiring skilled foreign nationals. A new EU Blue Card Directive in June 2016 further simplifies and streamlines the processes. The EU Immigration Portal created a new EU Blue Card website to provide a user-friendly portal as well as current information for applicants.

What should employers do?

Employers seeking to hire non-EU citizens should review the program’s requirements. They should also investigate EU Blue Card job portals and networks that will allow them to search for qualified applicants to help fill job openings.

Conclusion

Global Mobility Solutions’ team of global relocation experts helps thousands of our clients with country-specific employment requirements. We can help your company understand how to use the EU Blue Card program and job networks to search for highly skilled foreign nationals to fill your job openings, and help you design a relocation policy that appeals to qualified job seekers. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Spain’s Changing Economy Leads to Relocation Opportunities

cityscape view at dusk
Madrid, Spain financial district skyline at twilight.

Since undergoing a massive retrenchment from 2008 through 2013 when it lost 9% of its Gross Domestic Product in real terms, Spain’s changing economy has recovered and is now transforming into a global technology power center. As of 2016, exports have risen dramatically, with many companies selling throughout the European Union and beyond.

What is causing the change?

Mariano Rajoy, Spain’s Prime Minister from 2011 through 2018, instituted several reforms designed to help the country recover from its economic crisis. These reforms included reducing redundancy pay from 45 days per year worked to 33 days, and moving wage bargaining to the company level, thus making the labor market more flexible. Also, the financial system was addressed by closing under-performing banks that had made excessively risky property loans, and public finances were reformed by cutting the country’s budget deficit.

Mr. Rajoy’s digital agenda led to expansion of Spain’s fibre-optic network for high-speed data transmission, now covering 76% of the population, the highest percentage across all of Europe. Infrastructure investments in Spain have improved transportation and rail networks. Outside of Spain, the global economic recovery has increased demand for Spanish products and services, as well as improved traditional leading sectors in Spain such as tourism and travel.

What does this mean?

As Spain’s changing economy improves and continues its technology-driven transformation, the demand for highly skilled professional workers is increasing. Although the country has several leading universities and a number of technology industry startups, the demand for highly skilled workers is outpacing the number of qualified employees. Spain has a number of registered unemployed workers, but the skills gap is wide for positions in the new economy. Nearly half of job openings through 2030 will require a high level of skills and qualifications. Employers in Spain may benefit from relocation programs designed to attract and retain new hires with specialized skills and experience.

What should employers do?

Spain’s changing economy is driving growth across several industries, leading to a high level of demand for skilled workers. Employers should examine their relocation policy to determine if it is in line with Spain’s requirements for work visas. Consulate of Spain offices in cities such as Los Angeles offer forms, guidance, and assistance for work visas.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with country-specific employment requirements. We can help your company understand how to design your relocation policy so it supports transferees and new hire relocations critical to your company’s ability to grow in Spain’s changing economy. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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European Union Member States Must Recognize Residency Rights of Same Sex Spouses

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A new rule from the European Court of Justice, located in Luxembourg, requires European Union (EU) countries to recognize the residency rights of same sex spouses. The rule applies even if the countries do not authorize marriage between persons of the same sex. These countries may not obstruct the freedom of residence of any EU citizen. They cannot refuse to grant their same sex spouse, who is a national of a country that is not an EU Member State, a derived right of residence in their country.

Why is this rule needed?

Prior to the new rule, several EU member states did not offer legal protection for same sex spouses. These countries include Bulgaria, Latvia, Lithuania, Poland, Romania, and Slovakia. They also did not offer residency rights for same sex spouses of EU citizens.

Who does this rule affect?

This new rule affects same sex married couples who reside in the countries of Bulgaria, Latvia, Lithuania, Poland, Romania, and Slovakia.

What should employers expect?

Employers should expect that all non-EU citizens who become residents by marriage to an EU citizen will now have full residency rights applicable to all EU citizens. This includes employment rights and health benefits for which they were previously not eligible. As a result, some employees may want to add their same sex spouses to their health benefit coverage, if applicable.

What should employers do?

Companies that have current EU citizen employees should take notice. Most especially if these employees reside in the countries of Bulgaria, Latvia, Lithuania, Poland, Romania, and Slovakia. Companies should review their employee’s eligibility under the new rule for benefits coverage. They should also review the eligibility for all other related services for their employee’s same sex spouses. EU citizen employees and their family members within these countries should also take notice. They should understand the impact of the EU’s new rule affording residency rights for same sex spouses.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their country-specific employment, visa, and residency rights requirements. We can help your company understand how to respond effectively to the EU’s new rule. We can explain the impact of residency rights for same sex spouses in these specific countries. Learn how to navigate the changing residency landscape in the EU from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Relocation Challenges Visas and International Travel

Switzerland’s Federal Council Approves List of Occupation Types

Swiss Alps mountains in winter

Global Mobility Solutions previously noted a new requirement of employers to communicate Switzerland job openings in specific occupation types with higher than average unemployment rates beginning July 2018, according to a December 8, 2017 Federal Council decision. The Federal Council’s requirement for mandatory registration will start July 1, 2018 for positions that have 8% or higher unemployment, and then increase on January 1, 2020 for positions that have 5% or higher unemployment.

What is the new requirement starting July 1?

Under the new requirement, employers must register their job openings with the local job center and then wait five business days before advertising these openings through other venues. The local job center must forward applications from local job seekers who meet the requirements of the job opening within three business days. Companies must invite local candidates that meet the requirements of the job opening to an interview. They must also report the job openings they are able to fill through this channel to the job center. The temporary withholding of job opening information helps job seekers who are registered with the local job center to get priority access to the job advertisements.

What are the occupation types affected by this new requirement?

Switzerland’s Federal Council has now approved the following list of occupation types that fall under the job registration requirements:

  • Agricultural assistants
  • Other professions in the watch industry
  • Warehousemen
  • Other professions
  • Concrete constructor, cementer (inside): Construction
  • Other professions of the construction industry
  • Plasterers, stucco workers
  • Insulators
  • Public Relations Professionals
  • Marketing Professionals
  • Runners and Couriers
  • Teleoperators/Operators and Telephone operators
  • Receptionists and Porters
  • Service staff
  • Floor, laundry and Economat staff
  • Kitchen staff
  • Domestic farm managers
  • Actors
  • Manpower with indeterminate manual employment

What should employers expect with this requirement?

Employers should expect to register their job openings with the local job center. They must follow the new requirement if the job is on the list of occupation types. They should also expect to keep records to ensure they can verify they are following all aspects of the requirement, and to report on the job openings they are able to fill through this process. Employers can use the Check Up Tool to verify if their job opening is on the list that requires registration.

What should employers do?

Global Mobility Solutions recommends that employers review their hiring plans in Switzerland to determine the impact of the new requirement on their employment and job advertising processes. Employers should also examine their record-keeping processes to ensure they can accurately record and report on their activities related to fulfilling the new requirements.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with country-specific employment and job requirements. We can help your company understand how to comply with the job registration requirements in Switzerland, as well as review record-keeping processes to ensure reporting capabilities are sufficient. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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About

Contact Us

About Us

GMS Client Login

Privacy Policy

Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

Address

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

1.800.617.1904
Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Address

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

1.800.617.1904
Available 24/7/365

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