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Global Mobility: Everything You Need to Know

Global mobility is relocating employees to another country to expand a company’s operations. This can include moving employees to another country for a short-term assignment, long-term assignment, or permanent transfer.

If your company is considering expanding its operations into new countries, contact IAS on 0333 305 9375 today. We can help you identify the best candidates for your organisation and assist with all aspects of the global mobility process.

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What is Global Mobility?

Global mobility is more important than ever in today’s constantly evolving business landscape. As the world becomes more connected, companies are increasingly looking to expand their operations into new countries. This means a growing demand for employees willing to relocate to another country on a short-term or long-term basis.

Businesses must reconsider managing their global talent pools to thrive in this new era of worldwide expansion. Many organizations still use a 20th-century model in which they recruit locally, train employees and then move them around the world as their careers progress.

That type of thinking is no longer enough in today’s business environment. With the rise of digitalization, the globalization of economies and the ever-changing geopolitical landscape, businesses must now think more broadly about how they identify, attract and retain top talent.

Global mobility helps businesses achieve their goals by expanding their operations into new countries. This can help businesses enter new markets, gain access to new talent and resources, and improve their bottom line.

However, global mobility also comes with its own set of challenges. Businesses must consider important factors like the cost of relocating employees, the potential impact on employee morale and the need for compliance with immigration laws.

When done correctly, global mobility can be a powerful tool for businesses to grow their operations. But businesses must first understand the challenges and opportunities of this type of expansion.

Reasons Why Global Mobility is Essential

There are many reasons why companies expand their operations into new countries. Companies must think globally in today’s competitive market to remain relevant and expand their customer base.

By expanding into new countries, companies can access new markets, attract and retain top talent, develop new products and services, be closer to customers or suppliers, take advantage of lower labour costs, reduce their environmental impact and improve their profitability.

Access New Markets:

Companies can access new markets and customers by expanding operations into new countries. Companies must think globally in today’s competitive market to remain relevant and expand their customer base. For example, a company that only sells products in the United States will have a limited customer base compared to a company that also sells products in Europe, Asia and South America.

This is especially important for companies that sell products or services that can be easily shipped or delivered internationally. With the rise of e-commerce, more companies can reach a global audience with their products and services.

Attract and Retain Top Talent:

A company can expand its pool of potential employees by looking for candidates internationally. With the globalization of economies, businesses must now think more broadly about how they identify, attract and retain top talent.

Many companies are looking for employees who have international experience and can speak multiple languages. Companies can access a larger pool of potential employees by expanding operations into new countries. In addition, companies can retain top talent by offering international assignments to employees. These assignments can help employees develop new skills and broaden their experience.

Develop New Products and Services:

Companies can develop new products and services by expanding into new markets. By understanding the needs and wants of customers in different countries, companies can develop products and services that meet those needs.

For example, a company that sells winter clothes in the United States might want to expand into Australia to sell summer clothes. Or, a company that sells baby products in Europe might want to expand into Asia to sell products for the elderly. To succeed in today’s global market, companies must be innovative and offer products and services that meet customers’ needs in different countries.

Be Closer to Customers or Suppliers:

Companies can be closer to their customers or suppliers by expanding into new countries. This can help companies improve customer service or reduce shipping costs. For example, a company that sells products in Europe might want to expand into Asia to be closer to its suppliers. Or, a company that sells products in the United States might want to expand into Canada to be closer to its customers.

By expanding into new countries, companies can improve customer service, reduce shipping costs and be closer to their customers or suppliers. This will give them a competitive advantage in today’s global market.

Take Advantage of Lower Labour Costs:

Companies can reduce their labour costs by expanding into countries with lower wages. This can help companies save money on production costs. For example, a company that manufactures products in the United States might want to expand into Mexico to take advantage of lower labour costs.

Many companies are looking for ways to reduce production costs. By expanding into new countries, companies can take advantage of lower labour costs and reduce their production costs. This will positively impact the profitability of the company.

Reduce Environmental Impact:

Companies can often reduce their environmental impact by expanding into new countries. This is because they often take advantage of lower environmental standards and regulations. For example, a company that manufactures products in the United States might want to expand into China to take advantage of lower environmental standards.

Many companies are looking for ways to reduce their environmental impact. Companies can often take advantage of lower environmental standards and regulations by expanding into new countries. This will help the company reduce its environmental impact and improve its sustainability.

To Foster Inclusivity and Belonging:

Companies can foster inclusivity and belongingness by expanding into new countries. This is because they often have a greater mix of cultures and religions. By understanding the needs of employees from different backgrounds, companies can create an inclusive environment that promotes belonging.

Many companies are looking for ways to foster inclusivity and belonging. Companies can have a greater mix of cultures and religions by expanding into new countries. This will help the company create an inclusive environment that promotes belonging.

To Develop the Company’s Existing Talent:

The war for talent is being fought all around the world. Company executives know that employee retention is at the top of their lists. The capacity to upskill and develop existing talent is in command of retention. Employees have said that increased growth and learning prospects will make them more inclined to stay with their present organization.

By expanding into new countries, companies can offer their employees the opportunity to grow and learn in a new environment by ensuring talent mobility. This will help the company retain its existing talent and attract new talent.

We can help you with sponsoring your employee for visas and the immigration process.

11 Challenges of Global Mobility You Should be Aware of

Global mobility is often considered a rewarding experience for businesses. Executed properly, it can bring several benefits to businesses, such as the ones we have just seen.

However, it is important to know that global mobility also comes with challenges. Here are 11 of the most common challenges of global mobility:

1. Immigration

Every country has its own set of immigration regulations. Some of these rules are more complex than others. Granting visas to foreign workers, for example, can be considerably more difficult in Hong Kong. Immigration laws are also subject to change. This can make it difficult for companies to keep up with the latest regulations.

While immigration can be a challenge, it is important for companies to be aware of the latest regulations. This will help them ensure that they are in compliance with the law.

2. Tax and Compliance

Every country has its tax laws. This can make it difficult for companies to comply with the law. In addition, each country has its own set of compliance regulations. These regulations can vary greatly from one country to another.

It is important for companies to be aware of the tax laws and compliance regulations in each country. This will help them ensure that they are in compliance with the law. Taxation differs from country to country and even city to city, so it is important for businesses to be up-to-date on the latest tax laws.

3. Relocation Logistics

Relocating employees to a new location can be a challenge. Many logistics need to be taken into account. These include finding appropriate housing, schools for children, and transportation. In addition, employees will need to be given time to adjust to their new surroundings.

Companies should plan for the relocation process of their employees earlier. This will help them ensure their employees are comfortable and adjust to their new surroundings.

4. Language Barriers

Language barriers can be a challenge for companies expanding into new countries. Many countries have multiple languages. In addition, the use of slang and colloquialisms can vary from one region to another. This can make it difficult for companies to communicate with their employees.

It is important for companies to be aware of the language barriers in each country. This will help them ensure they can communicate with their employees.

5. Culture Shock

Culture shock can be challenging for employees who are relocated to a new country. They may be unfamiliar with the customs and traditions of their new location. This can make it difficult for them to adjust to their new surroundings regarding social security.

If you are planning on global mobility, you need to be aware of the culture shock the employees may experience. This will help them ensure their employees are comfortable and adjust to their new surroundings.

6. Cost of Living

The cost of living can be challenging for employees who are relocated to a new country. The cost of living in some countries is much higher than in others. This can make it difficult for employees to adjust to their new surroundings.

It could be addressed by providing the employees with a cost of living allowance. This will help them ensure their employees are comfortable and adjust to their new surroundings.

7. Healthcare

Healthcare is an important consideration for companies expanding into new countries. The quality of healthcare varies from country to country. In addition, the cost of healthcare can be expensive in some countries. This can make it difficult for companies to provide adequate healthcare for their employees.

It is expected that the company will provide health insurance for the employees. This way, the employees will be able to get the healthcare they need.

8. Employee Benefits

Employee benefits vary from country to country. This can make it difficult for companies to provide the same benefits to their employees in different countries.

It is important for companies to be aware of the employee benefits in each country. This will help them ensure they provide the same benefits to their employees in different countries.

9. Local Laws and Regulations

Local laws and regulations can challenge companies to expand into new countries. These laws and regulations can vary from country to country. This can make it difficult for companies to comply with the law.

Every locality has its laws and regulations. So it is important for companies to be aware of each country’s local laws and regulations. This will help them ensure they are in compliance with the law. It is also important to have a lawyer who can advise on the local laws and regulations. You must select a country with laws and regulations that are conducive to your business.

10. Out-of-scope Expenses

Out-of-scope expenses are expenses that are not covered by the company’s budget. This can include the cost of housing, schooling, and transportation. This can make it difficult for employees to relocate to a new country.

Organizations often overlook out-of-scope expenses when planning for global mobility. This can lead to employees being unable to relocate to a new location. It is important for companies to be aware of all the costs associated with relocating employees to a new country. This will help them ensure their employees can relocate without any difficulties.

11. Lack of Support

Lack of support can be challenging for employees who relocated to a new country. They may not have family or friends in their new location. This can make it difficult for them to adjust to their new surroundings.

It is important for companies to provide support for their employees who are relocated to a new location. This will help them ensure their employees are comfortable and adjust to their new surroundings.

Global Mobility Strategy

A global mobility strategy is a plan that companies use to relocate their employees to new countries. This plan includes the logistics of the relocation process, the cost of living, and the employee benefits. The global mobility programme should help employees adjust to their new surroundings and be comfortable in their new country.

The global mobility strategy should be designed before the company expands into new countries. This will help the company ensure its employees are comfortable and adjust to their old surroundings.

Global Mobility Strategy

A global mobility strategy is a plan that companies use to relocate their employees to new countries. This plan includes the logistics of the relocation process, the cost of living, and the employee benefits. The global mobility programme should help employees adjust to their new surroundings and be comfortable in their new country.

The global mobility strategy should be designed before the company expands into new countries. This will help the company ensure its employees are comfortable and adjust to their old surroundings.

global mobility strategy

The Importance of a Global Mobility Strategy

A global mobility strategy is important because it helps companies expand into new countries while keeping their employees happy. A good strategy will help employees adjust to their new surroundings and be comfortable in their new country.

A global mobility strategy is also important because it can help companies save money. A good global workforce will help companies avoid the cost of relocating employees multiple times.

Global mobility planning should be designed before the company expands into new countries. This will help the company ensure its employees are comfortable and adjust to their old surroundings.

An effective strategy is ultimately important because it helps companies expand into new countries while keeping their employees happy. A good global mobility strategy will help employees adjust to their new surroundings and be comfortable in their new country.

Whether you run a small business or head a multinational corporation, global mobility is an increasingly important part of the business. With that in mind, it’s crucial to have a good global mobility strategy in place. The right strategy can help your company expand into new countries while keeping your employees happy.

Looking to relocate your employee to another country? We can help.

Your Global Mobility Strategy Team

Developing a global mobility strategy is no easy task. You’ll need a team of experts to help you with this process. Be sure to include a global mobility consultant, executives or thought leaders, your human resources department, your legal team, and someone in a leadership position to handle the administrative aspects. With these team members, you’ll be on your way to developing successful global mobility.

A Global Mobility Consultant

A global mobility consultant will help you develop a global mobility strategy. This consultant will help you understand the logistics of relocating your employees to new countries. The consultant will lead you through developing a strategy and coordinate with all the other team members.

Finding a global mobility consultant will ensure you have someone with the expertise and knowledge to help you develop a global mobility strategy. As a result, you’ll be able to focus on your business while the consultant handles the overall global mobility.

The global mobility consultant will act as the project manager and be responsible for the global mobility strategy. This consultant will work with you to understand the logistics of relocating your employees to new countries. The consultant will lead you through developing global mobility and coordinate with all the other members of your team.

Executives or Thought Leaders

You’ll need to have executives or thought leaders on your team when developing a global mobility strategy. These individuals will be responsible for making decisions about global mobility. They’ll also ensure the global mobility strategy aligns with the company’s overall goals.

Having executives or thought leaders on your team will help you develop a global mobility strategy aligned with your company’s goals. Don’t forget to include your top-level executives in the decision-making process for your global mobility strategy.

These individuals will be responsible for making decisions about the global mobility strategy. They’ll also ensure that global mobility aligns with the company’s overall goals.

Your Human Resources Department

Your human resources department will be responsible for executing the global mobility strategy. This department will work with the global mobility consultant to handle all relocation process logistics. The HR professionals will also help employees adjust to their new country.

Including your HR team in developing your global mobility strategy is crucial. This department will be responsible for executing global mobility, so it’s important to have their input from the beginning.

The HR leaders will provide the crucial inputs in terms of human resource dealings and talent strategy. Hence, the success of global mobility largely depends on them.

Your Legal Team

Your legal team must be involved when developing a global mobility strategy. These teams will ensure all the paperwork and visas are for your employees. They’ll also ensure your company complies with all the laws in your expanding countries.

Your legal team is crucial when developing a global mobility strategy. Without these team members, you could run into legal trouble when expanding your business to new countries. Make sure to include your legal team early on in the process.

These teams will ensure all the paperwork and visas are for your employees. They’ll also ensure your company complies with all the laws in your expanding countries.

Administrative Leadership

You’ll need someone in a leadership position to handle the administrative aspects of the global mobility strategy. This person will oversee the budget and ensure all the paperwork is in order. They’ll also ensure the global mobility strategy is being executed properly.

Administrative leadership is important when developing a global mobility strategy. This person will ensure all the logistics are handled and the global mobility is executed properly.

The operational part of the global mobility strategy also depends on this leadership. They have to ensure that everything related to the strategy goes smoothly, without any roadblocks.

Your Finance Team

Your finance team must be involved when developing a global mobility strategy. These teams will ensure all the financial aspects of your expansion are handled. They’ll also help you develop a budget for your global mobility strategy and come up with a shadow payroll.

Your finance team is crucial when developing a global mobility strategy. Without these team members, you could run into financial trouble when expanding your business to new countries. Make sure to include your finance team early on in the process.

This team will ensure all the financial aspects of your expansion are handled. They’ll also help you develop a budget for your global mobility strategy.

7 key Things to Remember for Building an Efficient Global Mobility Program

An efficient global mobility program can help your company expand its operations to new countries. By following these five tips, you’ll be on your way to developing a successful global mobility strategy for your business.

1. Define the Purpose of the Global Mobility Program.

First, you need to establish the purpose of the global mobility program. Developing an effective global mobility strategy will be difficult without a clear purpose. The purpose of the global mobility program will also help you determine which team members need to be involved.

You must first understand the goals and purpose of any multinational business. What is the company looking to achieve? Is it interested in developing new markets or serving current customers in different geographies? The objectives of the global mobility program should be linked to the business’s overall strategy.

2. Outline the Program Design.

After you’ve defined the purpose of the global mobility program, you need to design it. This step will involve deciding which countries your company will expand to. You’ll also need to determine how long employees will stay in each country. The program design should take into account the company’s budget and resources.

When designing your global mobility program, be sure to consider the following:

  • Which countries will your company expand to
  • How long will employees stay in each country
  • The company’s budget and resources, including talent mobility projects
  • Remunerations, compensation, benefits, and healthcare
  • Tax and other legal compliance
  • Visa and immigration compliance formalities
  • Logistics for travel and permanent establishment
  • Coaching or psychological assistance
  • Skill development
  • Settlement support (i.e. kids’ education, partner/spouse support, permanent establishment, etc.)
  • Financial support for relocation, including COLA
  • Prior communication requirement

3. Choose the Right Team Members.

Now that you’ve defined the purpose of the global mobility program and designed it, you need to choose the right team members. This step is crucial for developing a successful global mobility strategy. The chosen team members should have the necessary skills and experience to execute the program successfully.

You’ll need to select team members with the necessary skills and experience to execute the program successfully. Consider choosing executives or thought leaders for your team. These team members will help you develop and implement the global mobility strategy.

4. Give Employee Well-being Top Priority.

When expanding your business to new countries, it’s important to prioritise employee well-being. This means ensuring employees have the support they need to adjust to their new environment. It also includes providing them with the resources they need to be successful in their new roles.

Ensure employees have the support they need to adjust to their new environment. This includes access to resources like healthcare, education, social security, and housing. You should also provide financial assistance for relocation costs.

5. Consider Support Structures.

When expanding your business globally, you’ll need to consider support structures. This includes implementing systems and processes to help the international workforce transition to their new roles. It also includes developing policies and procedures for managing the global mobility program.

Systems and processes should be implemented to help employees transition to their new roles. This includes orientations, training programs, and cross-cultural support. Policies and procedures should be developed for managing the global mobility program. These can include selection, placement, compensation, and performance management guidelines.

6. Communicate Where Needed

Communication is key when developing a global mobility strategy. You’ll need to establish clear channels of communication between team members. This will ensure everyone is on the same page and aware of the company’s objectives.

You should also communicate the global mobility strategy to employees. This will help them understand the program and its objectives. It will also help them prepare for their new roles.

7. Evaluate and Adjust as Needed

Once you’ve implemented the global mobility strategy, you’ll need to evaluate it. This includes assessing how well it’s working and making adjustments as needed. You should also review the program regularly to ensure it’s meeting the company’s needs.

Evaluate the global mobility strategy regularly. This includes assessing how well it’s working and making adjustments as needed. Review the program regularly to ensure it’s meeting the company’s needs. Make changes to the program as needed to improve its effectiveness

We can assist with all aspects of the global mobility process.

Global Mobility Strategy Structure

ow that you understand what goes into a global mobility strategy, you can start to develop your own. The following is a high-level overview of the structure of a global mobility strategy.

Legal Structure

Considering how this will affect your legal responsibilities at home and abroad when deploying personnel overseas is critical. What kind of legal entity will you operate under in the host country? What are your employees’ employment, taxation, and visa/residency requirements? How will you comply with data privacy laws?

You may be tempted to set up a local subsidiary company in a country if you want to assure the legal status of any employees there for an extended period. However, before establishing a foreign corporation, it should consider other options. Depending on the work your global workforce does, the sector in which you operate, and local norms, you may not need to incorporate it.

Alternatively, you could set up a branch office of your foreign corporation. This would give you more control over managing your operations in that country but may require a larger initial investment than setting up a local subsidiary.

Many other legal structures exist, such as entering a joint venture or establishing a liaison office. The key is to ensure that you thoroughly understand each option’s legal requirements and implications before making a decision.

Immigration Legislation and Policy

The immigration process can be a complex and time-consuming one. To ensure a smooth transition for your employees, it’s crucial to have a clear understanding of the host country’s immigration laws and policies. What are the visa and residency requirements for your employees? How long can they stay in the country? What are the restrictions on their activities?

It’s also important to be aware of changes to the host country’s immigration laws and policies. These changes can occur suddenly and without warning, so staying up-to-date is essential. The last thing you want is for your global workforce to be caught unaware of a change in the law that affects their status.

The best way to stay informed of changes to the host country’s immigration laws and policies is to subscribe to updates from the government or a reliable third-party provider.

Employment Law and Tax Requirements

Each country has its own set of employment laws and tax requirements. It’s crucial to clearly understand these before sending employees to work in a foreign country.

Employment law can vary widely from country to country. They may regulate everything from the minimum wage to employee benefits. It’s important to be familiar with the employment law of the host country so that you can ensure your employees are treated fairly and in compliance with the law.

Corporate tax requirements can also vary considerably from country to country. To minimize your corporate tax liability, it’s important to understand the corporate tax laws of both the host country and your home country. You may be able to take advantage of double taxation treaties between the two countries to reduce your tax liability.

It’s important to consult with a qualified accountant or tax advisor to ensure that you comply with both the host country’s and your own country’s laws. This way, you can avoid paying corporate income tax, which might be a burden.

Compensation Structure

When deploying employees overseas, you must consider how their compensation will be structured. Will they be paid in the local currency or in your home currency? How will exchange rate fluctuations affect their compensation if paid in your home currency?

You also need to consider the global compensation data and the benefits you’ll provide for your employees. Will they receive the same benefits as your employees in your home country? If not, how will you make up the difference?

It’s important to develop a compensation structure that is fair to your employees and compliant with the host country’s laws. Consulting with a qualified accountant or lawyer can help you navigate these waters.

Assignments and Assignment Policies

When sending employees overseas, you must decide whether they will be on short-term or long-term assignments. Short-term assignments are typically for six months or less, while long-term assignments are usually for one year or more.

You also need to develop assignment policies that outline the terms and conditions of the assignment. These policies should address such issues as housing, travel, and allowances.

It’s important to communicate your expectations to your employees before they begin their assignments. This will help ensure that there are no surprises during the assignment and that everyone is on the same page from the start.

When developing assignment policies, it’s also important to consult with a qualified lawyer to ensure that they comply with the host country’s laws.

Talent Acquisition and Management

Acquiring the right talent is essential to the success of any business, but it’s even more critical when expanding internationally. You must ensure that you have the right mix of skills and experience on your team to succeed in your new market.

You also need to have a plan for managing your talent. This includes succession planning, talent management, and training and development.

It’s important to have a talent acquisition and management strategy before expanding internationally. This will help ensure that you have the right people on your team to support your growth.

Repatriation

At the end of an employee’s assignment, you must decide whether or not to repatriate them. Repatriation is the process of returning an employee to their home country.

If you decide to repatriate your employee, you must consider how their compensation will be structured. Will they receive a lump sum, or will they be paid over time? How will exchange rate fluctuations affect their compensation if paid in your home currency?

You also need to develop repatriation policies that outline the terms and conditions of the repatriation. These policies should address such issues as housing, travel, and allowances.

We can help your company expand it’s operations into new countries.

How Can IAS Help

Expanding your business internationally can be challenging, but it’s important to consider all the factors involved before deciding. This includes developing a global mobility strategy, determining the best compensation structure, and developing policies for talent acquisition, management, and repatriation.

With careful planning and execution, you can successfully expand your business into new markets and reap the rewards of international growth. We hope you enjoyed this article on global mobility.

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