The Importance of Immigration Assistance

by | Jun 8, 2017 | News

Immigrating to a new country requires several steps, so it can often be difficult for an employ­ee to decide where to start after receiving their new international assignment.

Every country has its own immigration laws and requirements that will need to be followed for the employ­ee to have a successful relocation. Providing Immigration Assistance as a formal relocation benefit will help your employees get started on their move and, ultimately, reduce their stress throughout the process of settling in abroad.

Here are three tasks to have your employees complete immediately.

1. Applying for a Passport

All relocating family members will require passports for the upcoming move, which is why it should be the first item acquired.

A passport is necessary for travel, work visa applications, and school applications. Typically, this is the easiest document to obtain, but can take 6-8 weeks from the time of application to delivery; however, this timeframe can be expedited for an extra fee.

At WHR Group, the Relocation Counselor will en­sure the employee and family obtain passports in a timely manner and confirm any existing passports do not expire within the next year, in which case the employee will want to have them renewed to avoid any future issues.

2. Applying for a Work Visa

If your employee is going to perform any work in a new country, they will be required to have a work visa, even if it is just for a short-term assignment. This is arguably the most important document required in an international reloca­tion, since an employee’s ability to perform work depends on it. The employee should start the application process as soon as possible, as it can take weeks to months before the visa is approved (depending on the destination coun­try’s regulations).

The following documentation may be required for a work visa application but not limited to:

  • Passports for each family member
  • Birth and marriage certificates
  • Divorce/adoption papers
  • Additional passport photo(s)

3. Asking Questions

Moving abroad can seem like an overwhelming process, which is why your employee is going to have questions, especially if this is the first time they have relocated internationally. They should inform their Relocation Counselor of any questions, concerns, or fears as early in the process as possible. This will ensure the relocation company provides employee-specific consultative services by helping them better understand their benefits, new position, and what is required of them.

With the help of their Relocation Counselor, Destination Service Pro­vider, and your HR department, we aim to offer the employee a smooth transition into their new country.

How WHR Group Can Help

Our aim is to coordinate and manage this pro­cess with the relevant authorities on behalf of the employee, which is why we provide assis­tance and advice in securing visas/work per­mits through our approved partners. We work closely with these partners to provide a variety of methods to monitor, measure, and improve the quality of services delivered. During this process, we also work closely with HR units to ensure all paperwork and visas are compliant and all activity is recorded.

Find out More about the Benefits You Should Offer to Your International Assignees

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Relocating with Pets

by | Apr 14, 2016 | News

What do you tell your employees when they let you know their relocation includes two dogs or cats? While most employers do not reimburse for these “family member” relocation costs, it’s good to know you have a resource available for your employees. WHR Group works with the IPATA, international pet shipping experts, and understands that when you move a person, you can oftentimes expect to move a furry friend (or two). Is your relocation counselor poised to offer assistance?
pet relocation, employee relocation
What costs are associated with animals on airlines?
In addition to the actual charge from the airline to fly a pet, there are other fees to consider. Companies that agree to pay for fees will want a thorough understanding in advance. Most countries require a health certificate from a veterinarian before any travel is permitted, even domestically. On international flights, pets may need to get passports or other country-specific regulatory approval, which generally is associated with a fee. Additionally, treatment of parasites is sometimes required, even in healthy animals, before these permits will be issued. Lastly, some countries require animals to be quarantined, sometimes in excess of 30 days, and individual countries can charge costly per diem fees before the animal will be released.
Are there other options besides flying for traveling with pets?
Unfortunately, traveling with pets on a bus, train, or ocean vessel is extremely restricted. According to the IPATA, there are two ocean vessels that accept animals on transatlantic trips, but space is very limited. Busses and trains are usually subject to local restriction, but Greyhound Bus, for example, does not allow any animals other than service animals (IPATA FAQs).
All airlines will fly pets, right?
Wrong! Some airlines do not allow animals in the cabin while others do not allow pets to fly as checked baggage—and some do not allow pets at all. It is important to call ahead to the airline before booking your tickets to ensure that you, your family, and your pets all arrive in the destination city at the same time. BringFido.com is a great resource that offers a list of all animal-friendly airlines and their policies.
How big is too big for pets to fly in the cabin?
Most airlines only allow dogs or cats to fly in the cabin if they fit into a carrier that can be stowed beneath the seat. One exception is service animals, which must carry proper identification. The airline must be notified in advance to arrange seating that will accommodate. Flying your pets in cargo is a safe alternative. According to Air Cargo World, there are less than 0.01% of any incidents, with specific airlines like United having even lower incident rates (IPATA FAQs).
Why can't a transferee's bulldog fly in the summer?
Respiratory issues are common with “snub-nosed breeds” of both cats and dogs. Because of the higher incidence of heat exhaustion in these animals, which can sometimes lead to death, these breeds are generally regulated more than other breeds. In general, however, all animals are restricted when the temperature gets above or below a certain point (or is predicted to during the flight). Each airline will have its own policy on these regulations.
Will an assignee moving internationally need to have their pet quarantined?
Each country has different restrictions on pets entering their country, and sometimes these restrictions vary depending on where the pets came from as well. The only way to know for sure is to call the destination country’s Embassy or Consulate for the most current information. Typically, animals on a layover are excluded from these restrictions, with only the original departure and the final destination considered.

10 Common Myths of International Relocation

by | Apr 9, 2015 | News

Compared to U.S. domestic relocation, relocating internationally is a whole other process. Here, we’ve dispelled the top 10 myths often associated with international relocation. 

international relocation
Work visas are not required if the employee is going to work in a country for less than 30 days.
If the employee is going to perform productive work for an employer in a country where they are not eligible to work, then, regardless of the time spent, most countries will require them to obtain a work visa. While certain business trips are permitted, workers cannot technically work (exchange physical or mental labor for money) without a work visa.
Once you approve your employee's new position in the new country, it's OK for them to go there immediately and start working.
Organizational approval of the new position is only half the battle. A work visa approval grants your employee the permission to begin work in a new country immediately. Keep in mind that the visa approval process varies by country. Once the employee applies, they may have to wait weeks to months before receiving their visa to enter the country and start employment.
The employee will be able to get a very similar home in the new location.
A different location means different standards, including what is important in a home. This can mean larger outdoor spaces versus larger kitchens, or smaller everything in comparison to U.S. “norms.” Not to mention price differences: Housing issues vary around the world as economic standing, living conditions, and cultural norms come into play.
Everyone speaks English, so it will be an easy transition.
A common misconception is that English is the only language the employee will need to know, wherever they travel. Besides being wildly presumptive, it’s also completely untrue. Not everyone in every country speaks English, let alone fluently. Plus, learning a new language opens up other doors for embracing a new culture. By offering language training, you can ensure your employee is better able to acclimate to the new culture.
The employee may need to learn a new language for a smooth transition, but their family doesn’t.
Actually, relocating to a new country can often be more stressful on the family than the employee. The employee’s spouse is also leaving behind friends, family, and possibly even a career. Children, who are often seen as more resilient, can feel secluded in a new culture that they don’t understand. It is important for the company to offer language and cultural training, not only to the employee, but the family as well to ensure they are able to thrive in their new environment.
Trailing spouses leaving behind a career just need time.
Time, unfortunately, is not the heal all for this type of adjustment. Even when provided with allowances, spouses can feel lost and insecure when leaving their old career for the unknown. Not knowing the language, culture, or types of jobs available can be overwhelming and draining. Offering career support, resume building, and job coaching can help the trailing spouse find a new career path faster than when left alone, which will help them adjust to their new surroundings that much faster.
It is difficult for the employee to fit in and they often feel secluded in their new country.
Employees can feel these emotions, especially if they don’t receive any kind of cultural training. It is important that they assimilate into the new culture as soon as possible to avoid seclusion. Many employees join other outside activities that assist with meeting new people, learning the new culture, and language. The more cultural training they have, the happier they will be in their new position and new lifestyle.
Expatriates coming to the U.S. don’t need cultural training.
Yet another misconception is that expats coming to the U.S. do not need cultural training. There is a perception that the U.S. is easy to navigate, but, in fact, the U.S. is a very different culture, and visitors are often surprised about the differences they were not expecting. For instance, the way Americans conduct themselves at work, toward strangers, and even eat pizza or shake hands is not the same as the rest of the world.
Culture shock never happens when an employee is returning to their home country after an assignment.
Typically employees feel a sense of culture shock when relocating to new a new country, but it is often overlooked that they can experience these same emotions when going back to their home country. Employees will need to go through an adjustment period, just like they did when they first moved internationally. The employee made a new home in their new country, so they have to get back in the mindset of their old country being home again. A change in job role, along with family adjustments, and the new surroundings can all be overwhelming for the employee.
Offering tax equalization benefits to employees means they will not have to worry about taxes.
Tax equalization is the benefit that allows your employee to continue to pay taxes as if they hadn’t left the U.S., and the company would cover the cost of the difference from the new country. Even if you offer them this benefit, they will still need to be aware of their own tax situation since they are the ones held liable if anything were to be wrong. It is essential that employees remain tax compliant while on assignment or if they are permanently transferring to their new country.