How to Relocate Employees Internationally:
A Complete Guide for Global Employers
In today’s competitive global business environment, relocating employees internationally can be a strategic move to drive growth, retain top talent, and expand into new markets. However, moving employees across borders involves legal, logistical, and cultural challenges. At Gibson Watts Global, we specialize in Employer of Record (EOR) services, helping companies navigate international relocations efficiently and compliantly.
This guide provides a step-by-step approach to relocating employees internationally, with practical tips for businesses looking to expand their global workforce.
What Is Employee Relocation?
Employee relocation, also called corporate relocation, involves moving an employee from one location to another for work purposes. When the move is to a different country, it’s called international relocation or global relocation. Companies relocate employees for several reasons:
- Access new markets and test international expansion.
- Fill skills gaps in regions that require specialized expertise.
- Support future leaders through international experience.
- Cost efficiency – relocating an existing employee may be more economical than hiring locally.
- Flexibility for employees seeking remote work or moves closer to home.
Most employees see international assignments as life-changing opportunities, with surveys showing that 92% of professionals view cross-border roles positively and 64% are more likely to stay with an employer offering international assignments.
Types of International Relocation
International relocations can be short-term or long-term:
- Short-term relocation: Assignments typically last less than a year. Employees may require a business or work visa, depending on the country and assignment type.
- Long-term relocation: Employees stay for extended periods, often requiring a residence visa or work authorization. Compliance with local labor laws and employment regulations is critical for both short- and long-term assignments.
How Long Does Relocation Take?
The relocation process usually takes one to three months, including:
- Obtaining visas and work permits.
- Arranging housing and settling affairs in the home country.
- Shipping household goods internationally.
Processing times vary by country. For example, Australia can take four months for a short-term work visa, while Canada may take up to 41 weeks, depending on citizenship and visa type.
Benefits of Employee Relocation
For the company:
- Access new markets and growth opportunities.
- Attract and retain top talent.
- Reduce recruiting and training costs.
- Simplify global scaling operations.
- Enhance the company’s employer brand.
For the employee:
- Exposure to new cultures and professional development opportunities.
- Development of specialized skills.
- Expanded global professional network.
- Access to relocation benefits, including housing, health insurance, and financial support.
Effective relocation enhances global mobility, allowing companies to build versatile, internationally experienced teams capable of navigating diverse markets.
Essential Components of a Relocation Package
A comprehensive international relocation package typically includes:
- Visa and immigration support: Ensures compliance with host country regulations.
- Health insurance and benefits: Covers the employee and, where applicable, their family.
- Housing support: Temporary or permanent housing assistance.
- Relocation expenses: Shipping, travel, and settling-in costs.
- Family support: Schooling, spousal employment guidance, and cultural integration.
- Orientation and training: Cultural and language support to facilitate smooth adaptation.
Challenges of International Relocation
Global relocations come with challenges that require careful planning:
- Complex labor and employment laws across countries.
- Tax obligations and potential double taxation.
- Logistical issues, including shipping and housing.
- Cultural adaptation for employees and their families.
How an Employer of Record (EOR) Can Help
An Employer of Record (EOR), like Gibson Watts Global, simplifies international relocations by:
- Handling compliance with local labor laws, payroll, and tax obligations.
- Managing payroll and benefits for relocated employees.
- Streamlining onboarding and HR processes without establishing a local entity.
- Providing local expertise to navigate cultural, legal, and logistical complexities.
By partnering with an EOR, companies can relocate employees internationally efficiently while reducing legal and operational risks.
Conclusion
International employee relocation is a powerful strategy for scaling globally, developing talent, and accessing new markets. The process can be complex, but with careful planning, comprehensive relocation packages, and EOR support, companies can ensure successful and compliant international assignments.
Gibson Watts Global helps businesses relocate employees worldwide, providing end-to-end EOR services to simplify compliance, payroll, and HR management.
Expand your team globally with confidence—partner with Gibson Watts Global to unlock seamless international mobility for your workforce.