Prepare Early
It’s no secret that employee relocation can have a number of obstacles to overcome, so that’s why preparing the relocation process and a comprehensive relocation policy early on is vital. Whether you plan to relocate one eligible employee, or a significant proportion of your workforce, plenty of preparations should be in effect to ensure the plans evolve smoothly.
This could include discussing the move with your employees well in advance of the move, to ask for their opinions and what your company can do to support them and their families the best you can. With the help of a PEO provider like ourselves, you would have access to exclusive benefits packages within your relocation area, which can help your employees feel supported in their move, for example. Offering your employees the opportunity to voice their concerns from the outset allows you to properly manage their expectations when it comes to relocation, and provides them the chance to ask questions about this significant change. In turn, you will strengthen that trust between your company and employees which will inevitably help you to retain talent.
Failure to consider these steps at the beginning of your relocation process may foster feelings of distrust and resentment from current employees, as you won’t have offered them the chance to make worker-led relocation requests.
Procure the Documentation
One of the biggest challenges when it comes to employee relocation can be the procurement of work permits and visas for your relocating workforce. A complex logistical task which often necessitates extensive time, money and HR resources, work permits and visas can be a heavy burden weighing down on companies looking to relocate their workforce. Taking into account the individual requirements for each employee, managing the acquisition of these documents can be streamlined with the use of a PEO partner and an integrated HRMS (Human Resource Management System). Using their years of experience and country-specific expertise, PEO partners can be brought on board to organise the acquisition of correct legal documentation and in turn, mitigate the risk of non-compliance and speed up the relocation process. Not only this, but PEO providers offer important insight into various laws and regulations, including but not limited to: immigration, employment, tax, currency exchange and more.
Included in our PEO package too, our HRMS helps to cut down on the time it takes to perform administrative tasks, like keeping record of your work permits and visas, as well as paying payroll accurately, and ensures they are accessible in one place for the people who need them.
Evaluate Your Policies and Monitor the Adjustments
While everything might initially look great at the beginning, it’s essential that regular reviews are undertaken with employees to see how they are finding the relocation. Moving to a new place with a different culture, a new location for family members or partners, and different day-to-day tasks can be a shock to the system.
In order to retain your talent, it’s key to provide strong support systems to assist them in their step to supporting your global business expansion. Being proactive in this enables employees to feel comfortable discussing any concerns directly, and helps you to manage employee satisfaction. On top of this, reviewing your relocation policy regularly ensures that you are keeping up to date with the latest legal rules and regulations in your chosen area.
Need Support With Employee Relocation?
While we have only mentioned a few key points in the employee relocation process, this is a complex endeavour which must be dealt with compliantly. At Leap29, we have vast experience across a wide range of sectors internationally, providing growing companies support with their employee relocations through our PEO and EOR services. To learn more about how we can help your business thrive, contact us today.
