Tag: Visa and Immigration Rules

Categories
Global Mobility Global Relocation Immigration Rules Relocation Programs Talent Mobility Visas and International Travel

Employee Visa and Immigration Trends for 2026

Visa and immigration specialist going over paperwork with elderly man.

What Global Mobility Teams Need to Know

As global workforces continue to expand and companies increasingly rely on international talent, staying ahead of visa and immigration trends is essential for smooth employee mobility. In 2026, organizations that proactively adapt to shifting regulations and emerging mobility patterns will have a competitive advantage in attracting and retaining top talent.

Digital Immigration Processes Continue to Grow

The trend toward digital-first immigration processes is set to accelerate in 2026. Many governments are expanding online visa applications, e-permit systems, and digital tracking systems, thereby reducing processing times and paperwork. Global mobility teams should ensure employees are aware of online portals, electronic submission requirements, and potential automation tools to streamline compliance.

Rising Demand for Remote Work Visas

Remote and hybrid work arrangements are here to stay. Countries are introducing specialized visas for remote workers and digital nomads, allowing employees to work abroad legally without relocating permanently. In 2026, mobility teams will need to factor remote work visas into workforce planning, balancing talent mobility with tax, legal, and compliance considerations.

Increased Scrutiny on Compliance and Immigration Risk

Governments are tightening regulations to prevent overstays, tax underpayment, or unauthorized employment. For companies relocating employees internationally, compliance risk management will be more critical than ever. Organizations should partner with experienced immigration providers and implement robust tracking systems to avoid penalties and ensure timely visa renewals.

Talent Shortages Drive Visa Flexibility

With global talent shortages in tech, healthcare, and other key industries, countries are updating visa policies to attract skilled workers. Expect faster processing times for specialized visas, priority handling for in-demand roles, and streamlined pathways for permanent residency in some regions. Companies will need to stay informed of these opportunities to remain competitive in global recruitment.

Focus on Employee Experience

Beyond compliance, employee experience remains a key driver of mobility success. Streamlined visa processes, clear communication, and proactive support can significantly reduce relocation stress. In 2026, integrating immigration services with overall relocation programs will be critical for employee satisfaction and retention.

How GMS Can Help with Visa and Immigration Needs

At GMS, we stay ahead of global visa and immigration trends so your mobility program runs smoothly, whether for domestic or international transfers. Our expert team helps your employees navigate complex regulations, ensuring a seamless relocation experience while keeping your organization compliant.

Contact us today for a consultation on enhancing your 2026 mobility strategy.

Categories
Global Mobility Global Relocation Trends Immigration Rules United States Economy Visas and International Travel

Preparing for California’s AB 692: Key Compliance Steps for Employers and Mobility Teams

office team looking at a globe.
Business team discussing global expansion plans looking at globe, Indian, Caucasian, Chinese and Indonesian people

California’s AB 692 is set to significantly impact how employers structure repayment agreements, especially those tied to training, relocation benefits, and visa sponsorship. To stay compliant and avoid costly legal issues, employers and global mobility teams should begin reviewing internal policies now.

Below are the essential steps organizations should take to prepare:

Audit All Existing Repayment Agreements

Conduct a full review of any agreements that require employees to repay training costs, relocation expenses, or visa-related fees. Identifying outdated or non-compliant documents is the first step toward AB 692 readiness.

Create Separate, Standalone Agreements

AB 692 prohibits repayment clauses from being buried inside employment contracts.
 Employers must provide clear, independent repayment agreements that include:

  • A mandatory five-business-day review period

  • Transparent terms and repayment timelines

  • No coercion or pressure to sign immediately

Update Repayment Terms to Meet AB 692 Rules

Repayment provisions must now be:

  • Interest-free
  • Prorated over time
  • Limited to a maximum of two years

These changes ensure that repayment obligations are fair and compliant with California’s new standards.

Review and Revise Mobility Policies

Relocation and visa reimbursement policies should be evaluated to ensure they do not include unenforceable repayment clauses. This provides mobility guidelines, assignment letters, and relocation program documentation.

Train HR, Mobility, and Talent Teams

Teams responsible for relocation, immigration, or global mobility must understand the new rules. Providing training ensures compliant administration and clear communication with employees considering an assignment or relocation.

Explore Alternative Retention Strategies

Since AB 692 restricts how repayment agreements can be used, employers may need to adopt new retention strategies. Consider:

  • Retention bonuses

  • Deferred compensation or benefits

  • Performance-based incentives

All of these can support employee commitment while remaining compliant with AB 692.

By taking proactive steps now, organizations can protect themselves from legal risk and maintain efficient, employee-focused mobility programs.

What AB 692 Means for Employees Who Relocate or Go on Assignment

AB 692 provides employees with expanded protections when participating in employer-sponsored training, relocation programs, or visa sponsorship. Employees can expect:

  • No unexpected repayment demands for relocation or visa costs if they leave a role early.

  • Clear, standalone repayment agreements—not clauses hidden within employment contracts.

  • Fair and limited repayment terms, including prorated repayment and a two-year cap.

Overall, the law promotes employee mobility and career flexibility, reducing the financial penalties that once discouraged employees from taking new opportunities. Employees should carefully review any agreement presented and ask questions if the terms seem unclear, inconsistent, or burdensome.

Final Thoughts on AB 692 and Repayment Agreements

California’s AB 692 is reshaping the way organizations handle repayment agreements tied to relocation, training, and mobility benefits. While the legislation strengthens employee rights and transparency, it also challenges employers to modernize their policies ahead of the January 2026 compliance deadline.

At Global Mobility Solutions (GMS), we are closely monitoring every shift in the mobility landscape—from relocation policies and visa regulations to complex immigration trends. Our team continually analyzes new legislation, such as AB 692, to help organizations stay compliant, proactive, and fully prepared.

As AB 692 and other regulatory changes redefine global mobility, GMS ensures our clients remain informed, compliant, and confident as they navigate the road ahead.

Categories
Immigration Rules Talent Management Talent Mobility Visas and International Travel

2025 U.S. Immigration Trends: What Employers Need to Know

new hired employee being greeted by boss
Colleagues enjoying to meet and talk in the office

U.S. immigration trends in 2025 continue to play a significant role in whether companies can achieve their corporate goals. Access to a skilled workforce is often the foundation of corporate success, and many organizations rely on global talent to stay competitive. As immigration policies evolve and global mobility demand increases, employers must remain informed to manage their hiring, relocation, and retention strategies effectively.

Key Facts About U.S. Immigration

According to the Migration Policy Institute, immigrants remain a significant part of the U.S. labor force. In 2025, more than 28 million immigrants will be active in the workforce, representing nearly 18% of all U.S. workers. Immigrants also make up roughly 14% of the total U.S. population, highlighting their vital role in sustaining economic growth.

The Pew Research Center reports that approximately 36 million immigrants legally reside in the U.S. Current immigration policies are shaped by two main priorities:

  • Employment-based migration to fill critical skills gaps.
  • Family reunification ensures strong social and community ties.

2025 U.S. Immigration Policy Updates

In recent years, U.S. immigration policy has shifted toward a balance between employment-based needs and humanitarian considerations. For 2025, several key updates are shaping immigration trends:

  • Visa Modernization: The Biden administration has emphasized reducing green card and work visa backlogs, with new digital processing systems being rolled out.
  • STEM and High-Skill Focus: Expanded opportunities for foreign nationals with advanced degrees, particularly in science, technology, engineering, and mathematics (STEM).
  • Family Reunification: Continued prioritization of family-based visas to support immigrant communities.
  • Public Charge Policy Reversal: The restrictive 2019 “public charge” rule has been rescinded, reducing barriers for lawful immigrants applying for permanent residence.

How U.S. Immigration Trends Impact Companies

Immigration policies have a direct impact on organizations competing for talent. According to the 2025 Envoy Global Immigration Trends Report, employers are adapting their strategies in several ways:

  • Global Assignments: Companies are increasingly sending employees to international hubs for training, development, and retention while awaiting U.S. visa approvals.
  • Simplification: Businesses are seeking a more predictable and transparent immigration process, advocating for streamlined regulations.
  • Sponsorship: Offering employer-sponsored green cards and covering immigration costs has become a critical differentiator in attracting global talent.
  • Employee Experience: Companies are improving internal processes to provide a smoother immigration journey for employees and their families.

What Employers Should Do

To remain competitive in the global market for skilled workers, employers should:

  1. Stay informed about immigration policy updates and visa quota changes.
  2. Leverage Relocation Management Companies (RMCs) to design compliant, efficient relocation programs that attract international talent.
  3. Develop proactive sponsorship strategies to support long-term employee retention.
  4. Adopt technology-driven solutions that simplify relocation and immigration management.

Work with the Right RMC

As U.S. immigration continues to evolve in 2025, companies that stay ahead of policy changes will be best positioned to recruit and retain global talent. Partnering with an experienced RMC like Global Mobility Solutions (GMS) ensures employers can navigate the complexities of immigration while supporting both corporate growth and employee success.

GMS was the first relocation company to register as a .com, created the first online relocation tools and calculators, and continues to lead the industry with its MyRelocation™ technology platform. Recognized by HRO Today’s Baker’s Dozen Customer Satisfaction Survey as a top provider, GMS delivers innovative solutions that drive results.

Contact our team today at 800.617.1904 or 480.922.0700, or visit us online to learn how we can help your company adapt to 2025 U.S. immigration trends.

Related Posts

Categories
Global Relocation Immigration Rules Relocation Management

What to Know about the H1-B Visa Lottery Changes

two women review visa and immigration paperwork
Two Muslim women are working in their home office. They are having a meeting. One woman wearing a head scarf is pointing to her notebook. There are many books scattered across the table.

Changes to the H1-B lottery will go into effect starting March 2024

What is the H-1B? Employers who want to hire a foreign worker for a professional role in the United States must support their employment authorization. This applies to individuals who are not US citizens or lawful permanent residents. The most common type of sponsorship for professional employees is in the H-1B category. For a position to be considered “professional,” it must require a minimum of a bachelor’s degree in a specific field or its equivalent. The worker must also hold at least a bachelor’s degree in that field or a related field or have an equivalent qualification.

What can you do now to prepare?

Suppose you have employees on payroll currently employed in F-1 Optional Practical Training or J-1 Exchange Visitor status. In that case, consider sponsoring these employees for a H-1B under the upcoming Cap in March. Additionally, suppose you have E-3, TN, or H-4/L-2/E-2 EAD employees; you may be considering longer-term employment and sponsorship for US Lawful Permanent Residence. In that case, you may also consider sponsoring these employees for H-1B under the upcoming Cap in March to avoid potential nonimmigrant intent issues.

What is the H-1B Cap?

 If the person being supported has not previously had H-1B status in the past six years and if you (the employer) are not a college or university or a related nonprofit organization, a nonprofit research institution, or a government research institution, then your support for that person will be subject to the H-1B Registration or the H-1B “cap.” The cap refers to the yearly limit the USCIS sets on the number of H-1B visas available. The limit is 65,000, and these visas will be made available in the upcoming fiscal year of the USCIS.

What is the H-1B Master’s Cap?

USCIS also offers an extra 20,000 H-1B visas to individuals who have obtained a Master’s Degree or higher from a US higher education institution in a field relevant to the H-1B job they are being offered.

How does the H-1B Cap work?

The USCIS follows a fiscal year that starts on October 1 and ends on September 30. According to the Regulation, individuals can file for an H-1B visa six months before the start date, typically April 1. To determine which H-1B applications can be filed during this period, the USCIS has implemented a “Registration System.” From late February to early March, the USCIS announced that the H-1B Registration system would be open for five days in March. 

During these five days, employers can register the H-1B position and the person they intend to sponsor for that position. They will then receive a confirmation of registration (referred to as a “golden ticket”) from the USCIS. In late March, the USCIS will randomly select applicants from the pool of confirmed registrations (called the “lottery”). 

Imagine if your winning ticket is chosen in the lottery. If that happens, the USCIS will inform you about the selection. As the employer, you can support or submit an H-1B application for that specific position and person starting April 1. If the H-1B is approved, the person would only enter H-1B status from October 1 onwards.

Does the Master’s Cap help?

 Indeed. If a person is enrolled in the Master’s Cap, they will undergo an initial screening exclusively for those who are eligible for it. Suppose someone is not chosen in this particular selection process. In that case, their enrollment will automatically be included in the regular cap selection process, granting them a second opportunity to obtain an H-1B visa.

What if an individual is not selected in the Cap?

In late March, the USCIS will conduct the first random selection process. In July, once they have received all possible H-1B Petitions and have made decisions on these cases, the USCIS assesses whether all 85,000 H-1Bs have been allocated. If it is found that not all slots have been filled, a second random selection will take place in or around August.

After the second random selection, the USCIS will assess the filed and determined petitions. They will then once again examine whether all 85,000 H-1Bs have been utilized. This procedure will persist, including any further random selections, until all 85,000 H-1Bs have been allocated. Suppose the sponsored individual is not chosen during any of these random selections. In that case, exploring alternative visa categories or potential opportunities in locations outside of the United States is necessary.

Once the USCIS completes the random selection process and determines that all 85,000 H-1Bs have been utilized, the sponsored individuals can proceed with their visa applications. They will need to gather all the necessary documents, such as educational certificates, work experience letters, and a valid job offer from a US employer.

The next step involves submitting the H-1B Petition to the USCIS and supporting documents. This process can be complex, requiring careful attention to detail and adherence to specific guidelines. Ensuring that all the information provided is accurate and up-to-date is crucial.

Once the USCIS receives the H-1B Petition, they will review it thoroughly to determine its eligibility. This includes verifying the authenticity of the documents submitted and assessing whether the sponsored individual meets the requirements for the H-1B visa. The USCIS may also conduct background checks and interviews if necessary.

The H-1B Petition is approved, and the sponsored individual will receive a Notice of Approval. This document confirms that they have been granted the H-1B visa. They can then proceed with scheduling an appointment at the US embassy or consulate in their home country to obtain the visa stamp in their passport.

It is important to note that obtaining the H-1B visa does not guarantee entry into the United States. Upon arrival, the sponsored individual will still need to go through the immigration process at the port of entry. The immigration officer will review their documents, ask questions about the purpose of their visit, and decide whether to admit them into the country.

Overall, obtaining an H-1B visa can be lengthy and complex. Still, with proper preparation and adherence to the requirements, individuals can successfully navigate it and pursue their career opportunities in the United States.

Work with GMS for Visa and Immigration Needs

Global Mobility Solutions (GMS) can help you with your visa and immigration needs. GMS is a trusted partner specializing in providing comprehensive support and guidance throughout the visa and immigration process. With their expertise and knowledge, they can assist individuals in preparing the necessary documents, filling out the required forms, and ensuring compliance with all immigration regulations.

One key advantage of working with GMS is their personalized approach. They understand each individual’s unique situation and tailor their services to meet specific needs. Whether obtaining an H-1B visa for skilled workers or assisting with family-based immigration, GMS has the experience and resources to handle it all.

Our team of immigration experts stays up-to-date with the latest changes in immigration policies and procedures, ensuring that individuals receive accurate and timely information. This helps to streamline the process and minimize any potential delays or complications.

Furthermore, GMS takes pride in its exceptional customer service. They are committed to providing prompt, reliable assistance and answering individual questions or concerns. Their friendly and knowledgeable staff is always available to provide guidance and support, making the visa and immigration journey as smooth as possible.

We're Here to Help! Request a Courtesy Consultation

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

Categories
Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Talent Management Talent Mobility Visas and International Travel

Global Talent Shortage Can Be Mitigated With Global Relocation

Group of business people at the office, two of them shaking hands for successful deal, colleagues around applauding
Group of business people at the office, two of them shaking hands for successful deal, colleagues around applauding

Learn how offering relocation benefits can help hire top talent

It’s no secret that your company must set itself apart from the competition if you want top talent for job openings. What factors can put your company above the rest when hiring for vacant positions?

Offering relocation benefits to those who have to move for the job could be a great way to lure top talent. But just how much does the offering of global relocation packages help persuade candidates to your side?

Korn Ferry’s study “Global Talent Crunch” highlights the skilled talent shortage impacting countries and specific industries worldwide. Many countries are already facing a skilled talent shortage across several industries. The study examines the talent shortage issue across twenty major developed and developing countries, including:

  • Americas: Brazil, Mexico, United States
  • EMEA: France, Germany, Netherlands, Russia, Saudi Arabia, South Africa, United Arab Emirates, United Kingdom
  • Asia Pacific: Australia, China, India, Indonesia, Japan, Malaysia, Singapore, Thailand

Which industries are most at risk due to talent shortage?

The financial and business services industries are the most at risk due to talent shortage. According to the study, these industries could be facing a shortage of nearly 11 million workers by 2030, with about $1.3 trillion negative impact. Across the globe, technological advancement is at risk due to a skilled talent shortage of over 4 million Technology, Media, and Telecommunications (TMT) workers by 2030. Additionally, manufacturing will have a surplus of workers through 2023, quickly becoming a skilled talent shortage of nearly 8 million workers by 2030.

Which countries are most at risk due to talent shortage?

The greatest vulnerability to talent scarcity lies in advanced nations. France and Germany in Europe and Japan in Asia encounter the highest levels of risk. The United States and Australia also confront a significant deficit in skilled personnel, with the US anticipating a staggering loss of approximately $1.8 trillion in yearly earnings by 2030. Conversely, India stands alone among the countries examined, as it remains in possession of an excess of skilled talent until 2030.

What should employers expect?

Employers should expect to find it increasingly difficult to recruit and hire in several countries and industries. Those with plans to expand into new markets should consider this as they develop their hiring plans and corporate objectives.

Employers finding difficulties hiring and recruiting for positions in specific countries and industries should consider highlighting their relocation program’s benefits in their recruiting materials. The healthcare industry has been facing a critical talent shortage for several years. Healthcare employers have responded in several ways, including:

  1. Providing Exceptional Candidate Experiences
  2. Using Data to Enhance Recruiting
  3. Recruiting for Cultural Fit
  4. Creating a Superior Employer Brand
  5. Speeding the Process to Keep Candidates Engaged

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. Assessment data can be paired with structured interview questions to understand better the candidate’s interests, goals, and motivations.

Contact GMS for More Resources

The team of professionals at Global Mobility Solutions (GMS) specializes in assisting companies with corporate relocation, creating effective relocation programs that can successfully appeal to and maintain skilled employees. By implementing industry-leading strategies, our team can help your company design a relocation program that enhances your ability to attract and retain new employees and alleviate the challenges of a talent shortage. 

GMS became the inaugural relocation firm to become a registered .com. Additionally, they developed the initial digital tools and calculators, which significantly changed the relocation sector. GMS persists in leading the industry by introducing pioneering innovations and technological solutions through their exclusive MyRelocation™ technology platform.

Contact our experts online to discuss your company’s relocation program needs.

We're Here to Help! Request a Courtesy Consultation

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

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

What is Good Guanxi in China’s Culture?

business team mixed with Americans and Chinese working well together
Multiethnic team busy discussion using laptop, digital tablet. Coworker partnership, college student meeting. Small business casual office, freelance designer job, or online marketing analysis concept

Learn more about Relationships and Doing Business in China

What is good guanxi (pronounced gwon-she) in China’s culture? 

In some cultures, the task at hand is the primary focus of business. These cultures tend to use clear language and have direct communication styles. It is easy to see whether a product, a transaction, or an activity benefits each party. Relationships are not the primary driver of economic activity.

In China, the main priority in business is building and maintaining relationships rather than focusing solely on completing tasks. The culture in China places great importance on whether a relationship can bring about connections or benefits for both parties. The term “guanxi” embodies these relationships.

Parties that accept guanxi must return it in equal measures. While guanxi can take many forms, it should be seen as given voluntarily. Exemplary forms of guanxi may result in lower obstacles to doing business in China. Guanxi must also be maintained going forward to keep the relationship adequately positioned.

How Should a Company Build Good Guanxi?

A few general guidelines exist for companies that want to do business in China. The company should build a business network with a focus on good guanxi:

  • Introductions should be made by those who already have good guanxi with the prospect
  • First meetings should be in person, not by electronic devices
  • Remember that the relationship is at the personal level, not the organizational level
  • It may take longer to build good guanxi than you might expect
  • Dependability and reliability must be hallmarks of the relationship
  • Trust is with the network and the connections, not with the organization

What are Important Points to Consider for Good Guanxi?

While understanding guanxi will generally help those looking to do business in China, the concept has essential nuances. As a result, working to generate good guanxi may result in poor business relationships. Points to consider include:

  • The downsides to guanxi that sometimes correlate with questionable business practices
  • Fundamentals of business are essential, and good guanxi alone may not provide solutions
  • You must view guanxi across individuals, government structures, and corporate organizations
  • Good guanxi may vary by location, industry, and corporate focus

What Does This Mean?

Companies looking to develop operations or expand business opportunities in China must understand guanxi. China has a distinct culture and rich history, just as all countries do. 

As a result, there is rarely a single answer or a simple guide for a company seeking to do business in China. Research, education, and understanding the importance of business relationships and good guanxi will help companies determine how to proceed with their strategic objectives.

What Should Employers Do?

Companies with plans for business expansion should work with an experienced and knowledgeable Relocation Management Company (RMC). RMCs provide the necessary insight and solutions, including cultural and language training. A trusted RMC can help companies understand China’s culture, history, government, and industrial sectors. Companies should also learn the concept of guanxi and examine how to develop a network of business relationships.

Companies looking to test their expansion efforts in China might benefit from an International Professional Employer Organization. This is a global employment solution where a third party in a foreign country hires employees on your company’s behalf.

Companies contemplating the relocation of newly hired employees or transferees to China ought to assess their relocation schemes to guarantee their competitive edge and ensure that their employees receive top-notch relocation benefits and services.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how they can quickly expand their business operations to new locations. Our team can help your company understand how to develop in China, focusing on good guanxi through relocation or utilizing an International PEO.

Learn best practices from Global Mobility Solutions, the relocation industry, and technology experts dedicated to keeping you informed and connected. Contact our experts online to set up a free consultation.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

Categories
Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends

What Is the H-2B Visa?

Close-up of male hands filling out visa documents at a table. On the table there is an American passport and an American flag
Close-up of male hands filling out visa documents at a table. On the table there is an American passport and an American flag

Learn about the H-2B Visa and why it’s crucial to the US economy

Since 1952, American businesses have relied on foreign guest workers with H-2B visas to fill short-term roles in which US citizens had no interest. Initially, the number of people allowed in this program was limited. Still, as the demand for such positions grew, more companies had no choice but to accept the H-2B visa’s strict regulations.

The H-2B visa program is a valuable asset to the US, as it allows foreign nationals to work on non-agricultural projects and thus helps to alleviate labor shortages in multiple industries. This program offers a wide range of job possibilities, from conservationists to carnival workers, and is becoming increasingly popular as the application cap is routinely filled.

The need for H-2B visas, which allow foreign workers to take on non-agricultural jobs for nine months out of the year, has steadily increased over the past few years. Last year, the demand for these visas drastically increased, with a 49.5% rise from 2021.

Despite the growing demand, the maximum number of H-2B visa holders that can be accepted has stayed the same since the 1990s. This yearly limit is 65,000, divided into two halves. Businesses have been advocating for an increase in the number of workers they can hire, especially as finding suitable labor is becoming more challenging.

To be approved for the H-2B visa, employers must show evidence that they have tried to hire someone from their local area but have yet to succeed. This means providing a lot of paperwork to indicate their recruitment attempts. Employers must also pay for any extra costs related to hiring H-2B workers, such as legal fees, a set wage, and housing or traveling expenses.

Companies have claimed that, besides the H-2B and J1 recruitment process, they face other difficulties, such as a highly competitive workforce and costly legal expenses. Despite the complications, the H-2B program can benefit American employers who cannot find domestic workers willing to work.

GMS Has Immigration Specialists Ready to Assist

The best way to work through relocation challenges is to work with the best relocation management company in the US. That is where Global Mobility Solutions (GMS) comes into play. We can be your one-stop shop when it comes to relocation services. We can assist in handling every aspect of an employee’s move. But at the same time, we understand that every company and its employees are different, with unique needs regarding their relocation process. 

We start by having one of our team members listen to your wants and needs regarding relocation, then, from there, help you map out the best courses of action to take to get all of your relocation needs fulfilled. Set up a call with us today to get started.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

Categories
Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends

Want to Work Abroad? Here’s How to Get Recruited Internationally

Business woman in the City of London
A confident business woman in the City of London holding a cup of coffee and a tablet device

Here are some ways you can set your career up for international relocation

The work-from-home age is upon us. Countless companies have now shifted their entire workforce to working remotely. During the Covid-19 pandemic, companies found that employees were more productive and happier working from home. This is why a new normal among job seekers to ask for full-time remote work settings. 

With the ability to work from anywhere, many Americans are looking for jobs that could allow them to relocate internationally. Studies show that companies are fine with employees living anywhere as long as their work is done correctly and on time. So, many employees are using their remote work options to live in a country they have always wanted to live in. 

Zoom Towns is the term used where a town or city is seeing an increase in population from digital nomads. Digital nomads are remote employees who live in a particular area but work in towns, states, or even countries away. International relocation is not easy, though. One does not simply pack their bag and leave for a new country on a whim. There are lots of factors to consider. Where to live, internet connection, visa and immigration concerns, and more. 

But for those who have their heart set on taking an international relocation assignment, here are some things to think about when putting the wheels in motion to do so:

Research Your Company’s International Roles

Before considering a remote position, your company may need to send you overseas. Many companies offer international relocation assignments to employees on a short-term or permanent basis. Often, short-term global mobility positions are an excellent way for an employee to experience living abroad without having to move to that country permanently. 

The significant advantage of accepting a global role with your current company is that you will have access to your company’s international relocation management company. Meaning there will be a company to assist your move and help you with finding a place to live, visa paperwork, etc. 

Letting your manager or human resources representative know that you are interested in international positions is the best way to start when going this route.

Find a Job with International Offices

Suppose your current employer does not have or offer international relocation services. In that case, throwing your resume around to companies that need employees aboard could be a good idea. It is not uncommon for a company to have difficulty getting employees to move to another country. You could become a valued team member if you apply for a position requiring global mobility assignments. 

Employees with children or other family members they are responsible for don’t have the luxury of relocating whenever their company needs to send an employee to Europe or Asia. But employees hired for those types of assignments can get their travel bug fixed that way. 

It is worth noting that employees who speak multiple languages usually have the upper hand in getting chosen for international relocation jobs. Seeking some basic language training would also be helpful if this is the route you’re going to move abroad for a job.

Work Abroad Remotely

Already stated earlier, this is the most common route the American workforce is taking to get to move to a new country. With so many Zoom Towns becoming more popular, especially in European countries, companies are fine with moving there to live while continuing their work here in the US. 

But companies being okay with their employees living wherever they please usually means they do not provide international relocation assistance to their employees. This means the employee is on their own regarding moving costs. On top of that, the immigration paperwork alone can be daunting for an employee looking to move internationally.

GMS Can Offer Employees Alternatives

Global Mobility Solutions (GMS) is the relocation industry leader. Over the last 30 years, we’ve helped employees get from point A to point B. In that time, we have been creative and initiative with our international relocation policies. The work-from-home age is no different. We have created a great program that companies and employees can utilize when employers do not offer relocation benefits. 

Our new Employee Choice Program allows companies to work with us in assisting employees move to a new state or country for their current position to work remotely. This program’s beautiful and simple explanation is that the company does not have to pay a penny in relocation costs for their employee, and the employee gets to work with global mobility experts from our network. 

That’s right; employees get to work with visa and immigration specialists and move companies from our network at better prices than if they were to get quotes on their own. The Employee Choice Program was designed specifically with remote workers in mind. 

To learn more about our international relocation options, please schedule a free consultation with one of our global mobility experts today!

We're Here to Help! Request a Courtesy Consultation

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

Categories
Global Relocation Global Relocation Tips Global Relocation Trends

What are the Top Calgary Industries Leading the City’s 2023 Economic Development?

Updated for 2023

What are the top Calgary industries leading the city’s 2023 economic development? For the last few years, much of the local economic news has been filled with the effects of the COVID-19 pandemic. The Conference Board of Canada reported that the province of Alberta took a massive hit during the pandemic, with the most damaging effects due to the pandemic and declining global oil prices. Calgary is the largest city in Alberta, the city and the surrounding region will experience these adverse effects.

However, the population of the Calgary Metropolitan Region exceeds 1.2 million residents. As a result, both the city and the region are positioned well for significant future growth. Before the pandemic, this year was projected to be Alberta’s first year of full economic recovery.

Top Calgary Industries

According to Calgary Economic Development, 8 Key Sectors drive Calgary and Alberta’s economy. Each sector, in turn, helps Calgary industries to grow with investments and jobs.

1. Aerospace & Logistics

Calgary is home to one of Canada’s busiest airports. Also, one of the nation’s major airlines is in the city. Several Calgary companies are focused on commercializing aerospace technologies such as drones. Aerium Analytics provides Unmanned Aerial Vehicle (UAV) flight and analytics to address issues such as airport wildlife management, building inspections, and forestry management.

2. Agribusiness

Agribusiness is one of the top Calgary industries. This sector is poised to be the fastest-growing adopter of several transformative digital technologies. Spending on these technologies is expected to increase by 23% from 2019-2022. Decisive Farming focuses on precision agronomy, farm management, and crop marketing with services and technologies.

3. Creative Top Calgary Industries

The Calgary Film Centre is located just 25 minutes from the city’s airport. The Centre includes:

4. Energy

The energy sector represents a significant portion of the top Calgary industries. Clean technologies include those that derive from solar, wind, bioenergy, and geothermal sources. Calgary industries focusing on energy are the most well-known in the city. Alberta is Canada’s largest producer of natural gas and oil. Over 70% of the province’s CleanTech company headquarters are in Calgary.

5. Financial Services

What is FinTech? This term describes the use of new technology to improve and further automate both the delivery and use of financial services. It may also include concepts such as cryptocurrencies like bitcoin. Companies like Bitfury are leading the effort in implementing blockchain technology and artificial intelligence solutions.

6. Interactive Digital Media

Over 60 companies in Calgary produce video games and/or immersive media products. The Calgary Game Developers Association has over 800 members and represents a strong talent pool.

7. Life Sciences Top Calgary Industries

There are over 110 life science companies in Calgary, making for a sizable segment of the top Calgary industries. Oncolytics Biotech Inc. is developing an immuno-oncolytic virus to kill cancer. The Calgary Cancer Centre is scheduled to open in 2023. The centre will increase capacity and add to Calgary’s leading role in cancer services.

8. Technology

Calgary businesses are projected to spend $7.5B on digital transformation (DX) from 2019-2023, representing a 20% compound annual growth rate. What is DX? DX refers to applying new technologies to change work processes and customer experiences and enhance value. It’s not just making current technologies work better in a defined process. It uses new technologies to change the function and gain advantages through innovation and disruption.

What Should Employers in the Top Calgary Industries Do?

Employers in the top Calgary industries should examine their employment needs as 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 with the knowledge and expertise to help them design a relocation program promoting talent acquisition.

GMS has recently published several Industry Benchmarking Studies to help employers in the top Calgary industries learn whether their company’s relocation program is designed following industry-specific best practices. There are many benefits to a corporate relocation policy benchmarking. For example, employers can learn how they can ensure their competitiveness in their industry to attract and retain talent with the highest level of skills and experience.

Industry best practice is to schedule a relocation program and policy review every 12 to 18 months to ensure your company maintains its competitive position. This review will also help your company learn how the relocation industry is evolving to meet increased employee demands.

Stay up-to-date with GMs

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers. Our team can help your company determine how to attract job seekers looking for employment opportunities in any of the top Calgary industries.

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 recruiting, hiring, and relocation program needs as they relate to the top Calgary industries, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

Categories
Global Relocation Challenges Global Relocation Tips Relocation Best Practices Relocation Challenges Visas and International Travel

Immigration Options for Remote Work Policies

woman filling out visa and immigration paperwork
Close-up of person carry information from passport to usa visa application form. Man planning to move abroad. International and legal immigration concept

Companies can still be held responsible for immigration rules on remote employees

There’s no doubt that the Covid-19 pandemic changed the remote work options for millions, maybe even billions, of employees worldwide. Companies sending their employees to work from home worked out well in numerous industries for organizations and employees alike. Employees like the flexible work schedules that remote work policies offer, while companies were initially surprised but overall pleased with their productivity. 

 

There’s still some debate about whether companies should remain in full-time remote work settings or urge employees to return to the office. While many organizations decided against a full-time office return, some factors should be weighed in. Again, there is no denying that offering remote work flexibility helps hire and retain top talent, but from the company’s standpoint, they need to make sure all of their bases are covered. 

 

Are companies responsible for immigration regulations if their employees live in a different country than the headquarters? For example, does it make a difference if the employee relocates independently or is asked to do so for a global assignment? 

 

Companies should arm themselves with visa and immigration knowledge when creating remote work options for their workforce. Here are some immigration matters to keep in mind as employees turn to the digital nomad lifestyle: 

Employees with H-1B Visa

Employees with H-1B status can only work at the specific locations listed on their Form I-129 petition or Labor Condition Application. However, they can also work remotely if their home is within a reasonable commuting radius from their employer’s office (if their home is outside of the MSA listed on the LCA or not within a reasonable commuting distance, then an amended H-1B Petition would need to be filed by the employer to allow for this working arrangement). If working remotely full-time or in a hybrid arrangement, they will be asked to post a Notice of LCA at two locations in their new home for up to ten days. The employer can then update what is known as a Public Access File with records of the posted LCA, including the new location and the dates for the work assignment. 

 

In the meantime, H-1B employees traveling as digital nomads face various immigration issues due to the location-specific requirements of the visa type. It’s also important to point out that remote employees’ H-1B site visits still happen. So, those employees who work in a remote environment may be able to attend a site visit at their house.

Employees with E and L Visa Status

Entrepreneurs and investors who want to start a business in the United States or transfer multinationals from other countries around the world to a U.S. location often use E-2 visas, which must be issued according to bilateral treaties. In addition, the E-2 visa applicant must have the same nationality as the company’s ultimate owner.

 

The L-1 visa requires foreign and U.S. companies to share a joint ownership group. The foreign company must have also hired the employee in a managerial, executive, or specialized position for at least one year out of the immediately prior three years. The employee also must arrive in the U.S. to take on a similar managerial position. 

 

USCIS and other governmental agencies usually require evidence of a permanent, physical office address when evaluating E-2 or L-1 petitions. However, this may challenge companies/employers who do not have a physical location or address. In addition, USCIS also requires a physical mailing address for most forms, which could be troublesome for U.S. companies composed of digital nomads. 

GMS Has Visa and Immigration Specialists Standing By

When companies put together remote work policies, it is essential to have visa and immigration specialist assistance. Organizations do not want to expose themselves to fines, additional taxes, or other compensation obligations because of a lapse in immigration paperwork. Working with Global Mobility Solutions (GMS) can assure companies that their visa needs are up to date. Our team has over 30 years of experience in helping companies put together relocation packages emphasizing immigration regulations. 


Set up a free visa assessment consultation with one of our experts to ensure that your company is covered on all fronts when moving employees worldwide. And for other help on visa and immigration topics, check out our Knowledge Base.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

Accessibility by WAH

Looking for something?