Tag: World Cultures and Customs

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Japan Public Certification System to Support Influx of Foreign Workers

A new Japan Public Certification System is under consideration by the Immigration Services Agency (ISA). The ISA is responding to an increasing number of foreign workers in the nation. Japan recently instituted new visas to increase the number of foreign workers and expand its supply of skilled labor. As a result, the ISA has been providing support services to a rising number of foreign workers.

Current Requirements as Precursor to Japan Public Certification System

Currently, a number of entities, businesses, and individuals have registered as support organizations for foreign workers. The ISA now requires these organizations and individuals to:

  1. Arrange employment for the foreign worker that matches their skills and needs
  2. Provide adequate support for the foreign worker

Japan does not currently have much infrastructure in place to support foreign workers. As a result, the need to support foreign workers will continue to increase. However, the ISA’s current priority remains the registration of support organizations.

What is the ISA’s Vision for the Japan Public Certification System?

The ISA envisions the Japan Public Certification System as part of a larger foreign worker support system. Certification of a dedicated profession to provide support for foreign workers is seen as a step in the right direction. ISA Commissioner Shoko Sasaki notes that such a system may become a central pillar of the nation’s visa programs for foreign workers.

Why is Japan Seeking Foreign Workers?

Japan issued a new work permit and two new visas specifically to address the country’s severe labor shortage. The work permit and both of the two new visas are seen as solutions to assist up to 14 designated employment sectors that are in extreme need of foreign workers. These employment sectors include agriculture, construction, and nursing.

Type 1 Visa

  • Renewable for five years
  • Requires successful completion of Japanese test
  • Must possess specific skill level in work field
  • Cannot bring family members into Japan

Type 2 Visa

  • Renewable indefinitely contingent on employment status
  • Skill level significantly higher than Type 1 Visa skill level
  • Allowed to bring family members into Japan

What Does This Mean?

The ISA recognizes that foreign workers need support as they enter the country and believes the Japan Public Certification System is the correct solution. Prime Minister Shinzo Abe adopted an action plan in December 2018 with several measures designed to help foreign workers obtain the support they need to better assimilate in Japan. This action plans notes 126 steps the Japanese government plans to take, including:

  • Improving Japanese language education
  • Increasing multilingual services at public institutions and municipal offices
  • Encouraging foreign workers to enroll in social insurance programs

What Should Employers do About the Japan Public Certification System?

Employers currently in Japan should continue to stay informed about the country’s changing and expanding work permit and visa programs. They should expect to see an increase in the number of foreign workers seeking jobs as part of the new work permit and visa programs.

Employers should be prepared to register as a support organization with the ISA. They should also stay informed about the ISA’s progress with developing the Japan Public Certification System.

Employers not currently in Japan 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 Japan and quickly test the local market.

Work with a Qualified and Experienced Relocation Management Company

Employers looking to transfer workers to the country or hire new foreign workers should also provide as much information about Japan as possible. They should work with a qualified and experienced Relocation Management Company (RMC) that can provide a wealth of valuable resources to assist relocating employees and their family members. RMCs have experience with overcoming challenges in relocation programs. They also have knowledge about the challenges that relocating employees face with their move to a new location.

Destination spotlights that highlight many aspects of Japan are helpful resources to share with transferees during their pre-decision process. Video destination spotlights are an excellent resource to visually show employees and their family members their new location.

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 respond to Japan’s new working permit and visas. We can also help your company understand the importance of being fully prepared to participate in the Japan Public Certification System.

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 learning more about the Japan Public Certification System, working permit, and two new visas, 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 Mobility Global Relocation Global Relocation Challenges Global Relocation Trends Immigration Rules Visas and International Travel

Canada Immigration Issues May Impact the Upcoming Federal Government Election

Canada immigration may be a major factor in the country’s upcoming federal government election scheduled for Monday October 21, 2019. National policy has been changing to encourage immigration. For example, the government of Ontario created an immigration pilot initiative to attract highly skilled immigrants. As a result, these immigrants are encouraged to locate to smaller cities and towns throughout the Ontario Province. Also, while immigrants currently comprise about 20% of the Canadian population, the nation’s Immigration Plan seeks to add over 1 million immigrants by the end of 2021.

Why is Canada Seeking to Add Immigrants?

Canada seeks to add immigrants for several reasons, including:

  • Canada immigration results in significant and measurable contributions to the nation
  • Over the next several years the ratio of working people to retired will decline:
    • Current ratio working/retired: 4 to 1
    • Future ratio working/retired: 2.5 to 1
  • The declining working population will impair the nation’s ability to fund social programs
  • Future economic growth depends on welcoming and integrating immigrants

Toronto has achieved a “Tech Talent Rank” of #3 in the top fifty U.S. and Canadian cities for tech workers. Part of this achievement is due to job growth, and part is due to an increasing supply of talent. Toronto’s tech market has benefited from Canada’s Global Talent Stream. The Global Talent Stream is part of Canada’s Global Skills Strategy, which helps companies grow by ensuring a ready pool of skilled and qualified workers.

What are the Challenges with Canada Immigration?

Canada’s current government led by Prime Minister Justin Trudeau of the Liberal Party has instituted several pro-immigration policies. However, there has been a dramatic increase in Canada immigration and asylum seekers following the Trump Administration’s election in the United States. Several thousand asylum seekers have illegally crossed into Canada, with several seeking refugee status. Challenges include provisions for housing, severely delayed entry timetables, and expanding populations of job seekers in cities such as Quebec and Toronto.

Diverging opinions on the issues have arisen from other political parties. Some of these political parties support alternative policy approaches such as:

  1. The Green Party opposes Liberal efforts to close asylum loopholes
  2. The Conservative Party has questioned the legitimacy of many asylum seekers
  3. The New Democratic Party seeks to suspend the Safe Third Country Agreement with the US so asylum seekers go through authorized ports of entry

What Should Employers do About Canada Immigration Issues?

Companies currently in Canada should continue to stay informed about the various immigration policies that political parties support. Representatives of Canada’s business community have requested the political parties tone down their rhetoric on immigration issues. Many of Canada’s businesses need immigrant workers to grow and expand, especially at times of low unemployment. Several organizations have publicly noted their support for increased Canada immigration.

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 respond to current policies and potential changes to Canada immigration.

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 learning more about Canada immigration issues, 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 Mobility Global Relocation Global Relocation Tips Global Relocation Trends Talent Mobility Visas and International Travel

What is the European Employment Strategy?

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

USCIS Revises EB-5 Immigrant Investor Program

A new rule from the U.S. Department of Homeland Security to change the employment-based EB-5 Immigrant Investor Program will take effect on November 21, 2019. The rule includes a number of changes meant to modernize the program. The rule originated prior to the current Administration. As a result, immigrant investors should take note to determine if they must take action related to their EB-5 petition.

Employment-Based Immigration Preferences

The EB-5 Immigrant Investor Program is one of several employment-based immigration preferences that the U.S. Citizenship and Immigration Services (USCIS) administers. These employment-based immigration preferences include:

  • First Preference EB-1: for persons of extraordinary skill and ability
  • Second Preference EB-2: for persons of extraordinary skill and ability, requires Labor Certification (unless petitioner obtains waiver)
  • Third Preference EB-3: for professionals, skilled workers, and other workers, requires Labor Certification
  • Fourth Preference EB-4: for “special immigrants” including religious workers
  • Fifth Preference EB-5: for business investors

What are the Requirements of the EB-5 Immigrant Investor Program?

The USCIS administers the EB-5 Immigrant Investor Program. Within this program, immigrant investors, as well as their spouses and children, become eligible to apply for a Green Card (permanent residence in the US) as long as the following conditions are met:

  1. Invest in a commercial operation as per the program’s requirements
  2. Plan to create or allow the preservation of up to 10 permanent full-time jobs

The EB-5 Immigrant Investor Program was created by the US Congress as one part of broader economic stimulus initiatives in 1990. The program was meant to help counteract the effects of the US economic recession during that time period.

EB-5 Immigrant Investor Program Results

The current EB-5 Immigrant Investor Program accounts for a significant amount of direct economic investment. The American Action Forum notes that immigrant investors account for:

  • Up to $20 billion in investments in the US economy since 2008
  • Over $5 billion in investments during 2017
  • Creation of over 174,000 jobs, equating to 16 jobs for each investor (60% more than the program requires)

Changes to the EB-5 Immigrant Investor Program

USCIS will implement five distinct changes. These changes will update the program and clarify processes and procedures:

  1. Increase minimum investment amounts from $1 million to $1.8 million.
  2. Increase minimum investment amounts in a Targeted Employment Area (TEA) from $500,000 to $900,000.
  3. Tie minimum investment amounts to inflation with the Consumer Price Index for All Urban Consumers (CPI-U), at five-year intervals.
  4. Allow certain investors to keep the priority date of their previously approved EB-5 petition when they file a new petition.
  5. Clarify rules on when family members must independently file to remove conditions on their permanent residence.
  6. Change certain TEA designations in order to direct investment to those areas that are in most need of the program.
  7. Increase consistency of definitions for areas of high unemployment.

What Does This Mean?

Immigrant Investors with EB-5 petitions on file should review the new requirements to determine if changes to their petition might be necessary. Also, immigrants looking at filing an EB-5 petition should be aware of the new requirements. Companies that are currently planning for investments as a result of the EB-5 Immigrant Investor Program should take note of the new rule’s minimum investment amounts as well as TEA designations.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients manage their visa requirements. Our team can help your company understand the EB-5 Immigrant Investor Program requirements and how it might benefit your company’s corporate objectives.

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 more about the EB-5 Immigrant Investor Program, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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European Central Bank Urges Banks to Proceed with Relocating UK Workers and Processes

The European Central Bank (ECB) is urging banks in the United Kingdom (UK) to prepare for a possible no-deal Brexit scenario by relocating UK workers and processes to the European Union (EU). Although the ECB believes risks to the overall EU financial stability should be manageable, it still expects banks to develop contingencies for all possibilities.

ECB Areas of Concern

The ECB notes several specific areas of concern that UK banks should address. These areas may present a number of issues that pose significant challenges for the UK banks, such as:

  • Relocating UK workers
  • Developing internal processes and systems
  • Transferring clients
  • Building local risk management capacities
  • Creating local structures of governance
  • Changing capital requirements

Need for Relocating UK Workers due to No-Deal Brexit Scenario

A no-deal Brexit scenario means EU law would no longer apply to the UK. On February 8, 2018, the European Commission Notice to Stakeholders noted several consequences in specific areas, such as:

  1. Authorizations
    1. Authorization to provide banking, payment services, and electronic money issuing will cease
    2. UK entities will need to become authorized in the EU member states they operate in
    3. EU entities with branches in the UK must comply with their operation programs
  2. Arrangements and Exposures
    1. Autonomous risk management and control frameworks
    2. Treatment of exposures to UK third parties
  3. Contracts
    1. Continuity for contract relationships will lose the EU single passport
    2. EU rules on conflicts of law and jurisdictions no longer apply to the UK

UK Banks can Mitigate the Impact of a No-Deal Brexit by Relocating UK Workers

UK banks should be able to mitigate the impact of these consequences if they prepare accordingly. These banks should proceed with relocating UK workers to the EU member states where they have operations. Also, they should examine their internal processes and controls. This will help them ensure the impact of falling out of the EU will not hinder the banking services they provide to clients.

Brexit has already impacted the UK labor market. As a result of the uncertainty, job seekers from the EU have been reducing their search for positions in the UK. These workers may also be a potential resource for new hires and talent acquisition for UK banks relocating processes to the EU.

What Does This Mean?

Banks in the UK that have clients and operations in the EU should accelerate their preparations for a no-deal Brexit scenario. They should consider relocating UK workers to EU member states. Also, they should examine internal processes and controls to ensure proper functionality within the applicable legal and regulatory environments they will operate under in such as a scenario.

GMS’ team of global experts provides analysis and guidance on several relocation industry topics in our White Paper: 2019 Industry Update. With respect to Brexit, companies should identify employees and their family members in the UK and the EU who might face issues related to their:

  • Documents
  • Visas
  • Work Permits
  • Work Authorizations
  • Travel Documents
  • Health Insurance Requirements
  • Living Arrangements

The UK has published several helpful sources of information and Brexit guidance for business. The guidance covers a wide range of topics, from “Importing after Brexit: check what you need to do” to “Prepare to work and operate in the European aviation sector after Brexit.” Companies should be sure to review the UK’s guidance to ensure they prepare accordingly, especially if they will be relocating UK workers.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients manage their need to relocate workers. Our team can help your company understand how a no-deal Brexit scenario may impact your need for relocating UK workers to the EU.

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

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

Learn best practices from Global Mobility Solutions. GMS relocation industry and technology experts are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in learning more about relocating UK workers to the EU, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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New Los Angeles City Regulations Every Relocating Employee Should Know

Several new Los Angeles city regulations have a direct impact on residents. Some of the most recent regulations cover topics such as short-term rentals (also referred to as “AirBnB”), Accessory Dwelling Units (ADUs), Street Vending, and Ride-share Scooters (“e-scooters”). Companies planning to relocate new hires and transferees to the city should provide information about these regulations. Providing city reports and information including new regulations will help ensure compliance and increase transferee satisfaction.

What are the New Los Angeles City Regulations?

GMS spoke with Erik R. Brown of Douglas Elliman Real Estate, Realtor®, TV host, speaker, and author of “One in a Million: Everything You Need to Know to Find the Best Realtor®.” Erik agreed to share his knowledge of new Los Angeles city regulations that every relocating employee should know.

Several of the new Los Angeles city regulations will directly impact relocating employees. They include changes to temporary and rental housing, sales of food and goods on city streets, and new forms of shared transportation.

1. Short-Term Rentals (AirBnB) Los Angeles City Regulations

This is Los Angeles’ first attempt to regulate the market for short-term rentals. Sometimes referred to as “AirBnB,” (a popular website that lists short-term rentals and allows guests to rent them), hosts who want to arrange for short-term rentals must:

  1. Register their short-term rental with the city’s planning department, at a cost of $89
  2. Provide a code of conduct to guests with rules and regulations regarding noise, sound, and nighttime events

There are several restrictions as to what type of residence can participate in these rentals. Also, time limits apply, and renters cannot participate without permission of their landlord. An option exists for longer home sharing beyond the 120 days in a calendar year, with higher fees and additional requirements for hosts.

2. Accessory Dwelling Units (ADUs) Los Angeles City Regulations

ADUs allow homeowners to apply for a permit to add an accessory use for their main single family residence. The ADU must have a full kitchen and bathroom, as well as:

  1. Be in a property that is zoned R-A, R-1, R-2, R-3, R-4, A-1 or A-2 (or any other zone that allows single-family residences by right)
  2. One single family residence (legal) exists on site
  3. The ADU complies with the development standards of the Los Angeles County Department of Regional Planning Accessory Dwelling Unit (ADU) Ordinance

Homeowners who apply for an ADU must also:

  1. Provide a site plan application to the Los Angeles Department of Regional Planning
  2. Submit copies of the Building Description Blank/Slip from Los Angeles County Assessor’s office
  3. Submit copies of the building permits from the Los Angeles County Building & Safety office

3. Street Vending Los Angeles City Regulations

For several years, small business owners and entrepreneurs have been selling food and products from sites along streets, known as street vending. Most of these activities have not been legal. As a result, those selling could face fines, citations, and confiscation of their equipment.

Following a multi-year effort and spurred by a change in California state law, street vending has now become legal in Los Angeles. Cities are responding by creating licensing and permitting requirements. Santa Monica passed an emergency ordinance establishing its Comprehensive Sidewalk Vending Program in April of this year. Los Angeles created its Sidewalk Vending Permit System in November of 2018. Some street vendors must leave newly created no-vending zones where they have previously set up shop. Also, street vendors must apply for permits to legally operate within the city.

4. Ride-Share Scooters (“e-scooters”) Los Angeles City Regulations

Los Angeles is currently experimenting with e-scooters. These scooters are part of the city’s one-year “Dockless Mobility Program.” The program is the city’s pilot effort to regulate and manage dockless scooters and bicycles.

Los Angeles has over 30,000 scooters that may be part of its pilot program, with around 20,000 total vehicles in deployment. The Los Angeles Department of Transportation is collecting data and working to make operators follow rules, including:

  1. Citywide cap of 3,000 scooters per company
  2. Potential to add 2,500 more scooters if the companies operate in disadvantaged locations
  3. Potential to add 5,000 more scooters if operating in San Fernando Valley disadvantaged communities
  4. Speed limit of 15 mph for all scooters
  5. All companies must carry commercial general liability insurance in the amount of $5 million dollars
  6. Companies must work with local council offices to “geo-fence” scooters to prevent parking in certain areas, if requested

There have been reports of injuries, with data showing the following trends:

  1. Most common injuries are to rider’s heads
  2. Large numbers of riders who receive injuries are minors
  3. Low rate of helmet usage for all riders

What Does This Mean?

Companies operating in Los Angeles with new hires or relocating employees to the city should be aware of new Los Angeles city regulations. These regulations may impact transferees and their family members who relocate to the city.

New hires and employees relocating to Los Angeles should have access to as much information as possible about the destination. Employers should ensure they provide a number of resources to assist transferees relocating to the city who may not be familiar with local laws, rules, and regulations.

What Should Employers do About New Los Angeles City Regulations?

Employers with transferees who are moving to Los Angeles should share the new Los Angeles city regulations. This will help transferees and their family members learn about how the city is addressing issues that may be important to them.

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

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to identify and share valuable information with transferees. Our team can help your company share useful information on new Los Angeles city regulations so transferees to the city will have peace of mind as they go through their relocation process.

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

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

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 need for information on new Los Angeles city regulations to share with your transferees, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Brexit will Impact Free Movement Between UK and EU

Brexit will impact the free movement of people between the United Kingdom (UK) and the European Union (EU). The UK’s upcoming exit from the EU is increasingly looking to occur as a no-deal Brexit scenario. Many EU nationals are no longer looking for work in the UK. Although EU nationals are declining in the UK workforce, over 3 million, or 5% of the UK’s total population of approximately 64 million are from Europe.

UK Government to End Free Movement with Brexit

The UK government has announced that free movement will end on October 31. EU nationals who currently reside in the UK might have some uncertainty about how this will impact them. Currently EU nationals do not require documentation to live and work in the UK, other than having a valid passport. Following Brexit, EU nationals will need proof of legal status in the country for a wide range of issues such as employment, finance, and health insurance. With no current documentation yet in place to prove legal status, EU nationals in the UK prior to Brexit may not be distinguishable from those who arrive post-Brexit.

UK Government Assures EU Nationals are Welcome to Stay After Free Movement Ends

The UK government has issued assurances that EU nationals and their families are welcome to stay in the UK and apply for the EU Settlement Scheme. The UK government is currently determining how EU nationals will provide proof of their current legal status in the UK following a no-deal Brexit that also ends free movement. It has also reaffirmed the Settled Status for EU nationals and their family members even as the deadline for Brexit has been extended to October 31. As a result, the government is urging EU nationals to apply for the EU Settlement Scheme.

How can EU Nationals in the UK Apply for the EU Settlement Scheme?

The UK government has created an online portal for EU nationals who want to apply for the EU Settlement Scheme. Applicants for the new Settled Status must prove their identity and nationality. They must also demonstrate proof they live in the UK, and must declare any criminal convictions on their records. Under a no-deal Brexit scenario and the end of free movement, the deadline for EU nationals to apply is December 31, 2020.

Acceptable documents to prove identity and nationality include:

  • Current passport
  • Identification card
  • Recent photograph

UK Government Assistance for EU Nationals and their Families with the EU Settlement Scheme

The UK government is offering a wide range of assistance and support to help EU nationals and their families with the EU Settlement Scheme and application process, including:

What Does This Mean?

The UK government is working to determine how to provide EU nationals with documentation of their legal status. Also, it has set October 31 as the date for Brexit and the end of free movement, either with a deal or with a no-deal Brexit scenario. However, the UK government has also reaffirmed that EU nationals and their family members are welcome to stay in the UK. It has also encouraged EU nationals and their families to submit applications for the EU Settlement Scheme.

Of particular importance, the UK government notes that for those who have not applied by the date free movement ends on October 31, they will be able to continue living and working as they do now. EU nationals will be able to obtain employment, benefits, and services using the same method they currently employ to confirm their status and entitlement to receive such benefits. EU nationals should verify that all of their current documents such as passports and identification cards are valid and have not expired.

What Should Employers do About Free Movement Ending with Brexit?

Employers in the UK that have EU nationals as employees should provide guidance on the UK government’s efforts to assist them with applications for the EU Settlement Scheme. The UK government notes that over one million people have already received Settled or Pre-Settled Status under the Scheme. Employers should encourage EU national employees to verify all of their current documents such as passports are valid and in order, as well as for their family members.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to respond effectively to changing government regulations especially as they apply to visa and immigration issues. Our team can help your company understand how to communicate important points such as the end of free movement that may impact your EU national employees and their family members. We can also assist your company in identifying helpful guidance to provide your EU national employees regarding steps to take under Brexit such as applying for the EU Settlement Scheme.

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

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

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in learning how to communicate issues regarding Brexit and the end of free movement to your employees, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Toronto Tech Talent Ranking Rises to Third Spot

CBRE’s annual “Scoring Tech Talent Report” shows Toronto tech talent ranks at #3 in the top fifty U.S. and Canadian cities for tech workers. The report measures cities based on several criteria, including:

  1. Job Growth
  2. Supply of Talent
  3. Tech Degrees Awarded to Graduates

CBRE is a worldwide leader in real estate services that traces its roots to San Francisco, California, in the year 1906. Over time, the company formed CB Commercial, acquired REI Limited (the international division of Richard Ellis), and continued growing to become CB Richard Ellis, also known as CBRE. CBRE Group, Inc. is the largest commercial real estate services company and investment firm in the world.

Growth in Toronto Tech Talent

Over the past five years, Toronto tech talent rose at the fastest rate of all cites in the ranking. The report notes that 80,100 new tech jobs have been created in Toronto, indicating a 54% rate of increase. The top six tech companies in Toronto are:

  1. Ecobee
  2. Top Hat
  3. Shopify
  4. Ubisoft
  5. Cisco
  6. Oracle

Highlight on Toronto Tech Talent at Ecobee

Ecobee was founded in 2007 and has become a market leader in home automation. Products include smart thermostats that conserve energy and help customers reduce their heating and cooling bills. This market is expected to experience a Compound Annual Growth Rate (CAGR) of 23.1% for the time period 2019-2024.

As a result, the market growth rate will increase demand for Ecobee’s products, in turn creating greater demand for Toronto tech talent. Ecobee currently lists several career opportunities in fields such as product technology, software development, engineering, account management, and technical support. Ecobee products interact with other smart home products such as Amazon’s Alexa. In order to interact with Alexa, Ecobee developers must learn how to connect with the service, or integrate it directly into the company’s products such as the Ecobee4 Smart Thermostat.

Toronto Tech Talent Grows with Canada’s Global Talent Stream

One reason that Toronto tech talent has been able to grow as fast as it has is due to Canada’s Global Talent Stream. This program is part of the nation’s Global Skills Strategy, designed to help companies grow by ensuring a ready pool of qualified talent. Eligible workers can start work in Canada at a faster pace with two-week processing of work permit applications. Global Talent Stream program eligibility requirements for employers include:

Category A

  1. Referral by a Stream Designated Partner
  2. Hiring of talent noted as unique and specialized

Category B

  1. Hiring highly-skilled foreign workers for jobs noted on the Global Talent Occupations List

What Does This Mean?

Canada actively seeks to encourage immigration of highly-skilled foreign workers to the country. The nation believes its future success is highly dependent on welcoming immigrants, as well as ensuring they fully integrate into society. Ontario, where Toronto is located, also focuses on attracting skilled workers to smaller cities and towns throughout the province.

Tech industry companies benefit from the nation’s progressive immigration policies. As a result of these policies, Toronto tech talent will continue to grow. Also, a pool of qualified workers is readily available to support corporate growth initiatives.

What Should Employers do to Leverage Toronto Tech Talent?

Employers in Toronto should review their company’s growth plans and requirements for tech industry jobs. They should also review their talent acquisition and management programs. This will help ensure these programs align with a growing number of highly skilled foreign workers.

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

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your company determine how to benefit from Canada’s focus on increasing Toronto tech talent.

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. Contact our experts online to discuss your company’s interest in benefiting from the growth of Toronto tech talent, or give us a call at 800.617.1904 or 480.922.0700 today.

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UK Employers Seek to Lower Salary Threshold for Foreign Workers

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

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

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

Coalition Notes Need for Lower Salary Threshold

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

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

What Does This Mean?

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

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

What Should Employers Seeking a Lower Salary Threshold do?

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

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

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

Conclusion

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

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

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

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

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Global Opportunities for Growth with the China Belt and Road Initiative

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

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

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

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

International Cooperation for the China Belt and Road Initiative

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

  • Brazil
  • Russia
  • India
  • China
  • South Africa

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

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

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

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

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

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

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

What should Employers do?

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

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

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

Conclusion

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

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

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

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

Request your complimentary relocation policy review

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