Global Mobility

Fast Paced Changes in Immigration Policies in the United Kingdom

In June 2010, the United Kingdom Border Agency (UKBA) announced efforts to implement several immigration regulation changes in the upcoming months. Throughout June and July several changes were released regarding interim measures to reduce the number of issued “migrant worker” visas to the United Kingdom (UK). This interim/consultative stage is in effect until 31 of May 2011 with a review schedule in the spring of 2011. Changes to the program affect all Tier 2 applications, as well as Tier 1 and Tier 4 (students). Points to note are:

Tier 1 (General)

• The cap will affect initial applications submitted from outside of the UK
• The UKBA is administering the limit on a monthly basis
• If an application meets all the requirements and the limit has not been reached for that month, the UKBA will issue the visa in the usual way
• All applications will be processed in the order in which they are received, as far as operationally possible
• If the limit is reached for a particular month, the UKBA will publish the information on their website
• Applications submitted from inside of the UK will require increased points from 95 to 100

Tier 2 (General)

• Existing sponsors will receive a letter confirming their allocation of certificates of sponsorship during the interim limit (19 July 2010 – 31 March 2011)
• If a sponsor has a zero allocation, they are able to continue to sponsor existing migrants they employ who have valid leave to remain – however the interim limit will affect both new applications and any appropriate extension applications
• The limit has been calculated by determining how many certificates of sponsorship were assigned during the period 19 July 2009 to 31 March 2010 with a reduction then applied to those sponsors who used two or more certificates of sponsorship during that time
• Exceptional consideration for those sponsors who do not have any further certificates of sponsorship to assign may apply where the sponsor can meet the requirements (please note that it is likely that any such requests will be turned down owing to the rigid criteria that will be applied to requests for exceptional consideration)

New Sponsor Applications

• Applications will still be considered as normal, however, new sponsors are likely to be allocated zero certificates of sponsorship under Tier 2 (General) during the interim period
• Applications for a new Sponsorship License may take longer than normal to process during the transition period

We will continue to monitor the interim limit and will share further updates as they become available. During this interim period, there will be a limit to the number of Certificates of Sponsorship that licensed employers can issue. It is anticipated that the reduction during the interim period will only affect 5% of Tier 1 and Tier 2 applications (an estimated 1300 migrant workers).

MSI's immigration partner, Emigra, is working to prepare and submit a proposal to the Committee on Migrant Workers. These types of submissions are vital as they may prevent the government’s final decision next spring to implement an even higher reduction in Migrant Workers, particularly Tier 2. If you are interested in receiving further updates, please sign up for UK alerts at www.emigra.com.

Posted on 08/18/2010 in Global Mobility | Comments (0)

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London Calling: Planning for the 2012 Olympics

In a little over 700 days, from July 27th to August 12th 2012, the 2012 Summer Olympic Games will be held in London, followed by the 2012 Paralympic Games from August 29th to September 9th. During the Games Londoners expect to welcome approximately 10 million visitors to their city, not to mention the thousands of journalists and TV crews. Many of these visitors will need accommodations and most will be using our public transport system, as free travel will be included with each ticket purchased for the Games. Olympic visitors will join the 3 million Londoners who already commute into the city for work each day.

For those of us working in global relocation the timing of the Games couldn’t be worse as this is always our busiest time of year with many families with school age children arriving during the summer holidays in order to be settled in time for the start of the new academic year.

Whilst I’m sure the summer of 2012 seems a long way off to most, we are already receiving requests for information about accommodations during the Games, information which we aren’t able to provide as hotels and serviced apartment providers are yet to publish their pricing which is sure, as demand outstrips supply, to rise to astronomical levels.

Anyone thinking of relocating to London in 2012, we recommend that you start planning as soon as possible in order to avoid the Summer months and arrive before the Games begin so you can join the party and enjoy the milestone event.

Posted on 07/8/2010 in Global Mobility | Comments (0)

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The Need Assessment Call: Critical to a Successful Global Assignment

As domestic relocation activity stalled over the past two years, global assignment activity continued to increase. In today’s marketplace there are more corporate stakeholders leading or engaged in the management of global mobility than in years past, paralleled with a greater number of employees on international assignment for their company. Whether its an employee’s first assignment or their tenth, one critical component to ensure a smooth and successful transition is the initial needs assessment call, which is either provided by the company’s outsourced relocation management company, or a corporate representative, if the program is managed in-house.

What is a needs assessment call? It’s a survey identifying the relocation assistance needs of all occupants within a project area who must relocate as a direct result of the business requirements.

As a relocation management company, our client employee needs assessments are a critical resource to our international assignment manager (IAM) and serve to provide the IAM with a clear understanding of the assignee’s expectations and needs to ensure a smooth transition to the host country. Conducting a thorough needs assessment with the assignee provides our IAM with:

• A full understanding of the assignee’s needs and the needs, as applicable, for their family members as well as their collective expectations for the relocation
• A platform to detail the client’s relocation policy and detail all assignment benefits as well as provide an overall outline of the process and associating timing of key milestones
• A forum to answer any and all initial questions that the assignee may have regarding their assignment or corresponding authorized services (benefits)
• An establishment of communication preferences for the assignee and details around second tier partners and their role in the assignment
• A foundation for open communication and the opportunity to begin a relationship with the assignee

While it’s often a hectic time for the assignee the needs assessment call is a key cornerstone to the success of any international relocation.

Posted on 06/21/2010 in Global Mobility | Comments (0)

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Singapore: An Expatriate Hotspot!

It is no wonder that Singapore is one of the main business hubs for Asia Pacific. It’s strategic location positions the city as an ideal one for doing business with Australia, the Middle East and other areas in Asia and, with Singapore being such a vibrant and cross-cultural city and English being one of the four official languages in the workplace, it is an ever-increasing expatriate destination for companies worldwide.

Current trends show high levels of movement between Singapore, Australia and India. Employee's are excited at the opportunity to relocate to Singapore, knowing that the city has an extremely multi-cultural diversity and high levels of expatriate support in terms of housing options and destinations services assistance to help them get settled with their families. Additionally, there are a wide variety of International schools in and around Singapore including the Singapore American School, German European School, Canadian International School, Anglo-Chinese International School, Australian International School and Lycée Français de Singapour.  Families relocating to Singapore can be assured that their children would receive a high level of education for the duration of their assignment.

For single employees there is an abundance of nightlife to offer in Singapore, a city that is on its way to becoming a hotspot for nightlife in Asia. The majority of the most popular nightlife destinations are just a short taxi ride from one another, which is perfect for a night on the town or meeting up with friends.

Singapore is an ever-changing city, with exciting events taking place throughout the year, such as the Singapore Formula 1, coming in September, or, for more fitness minded individuals, the Singapore Sprint Triathlon event, which offers events for all ages, including children. The new Marina Bay development, located at the Southern tip of Singapore, is set to be a distinctive location for a 24/7 live, work and play community.  Marina Bay may be a location that employees would like to visit on weekends, with fantastic dining, shopping and nightlife.

With a vast expatriate community in Singapore, employees can settle in quickly to the exciting life of both excelling in their career as well as enjoying their free time in a diverse cultural lifestyle. 

Posted on 05/5/2010 in Global Mobility | Comments (0)

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The Rental Shortage in the UK: Impacting Today’s Assignees

Posted on 04/7/2010 in Global Mobility | Comments (1)

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70 million visitors expected in Shanghai from May to October – what impact will that traffic have on global mobility?

• International Household Goods: Expect a delay on the clearance of goods through customs due to the unusually large volume of shipments into Shanghai.
• Transportation: Final details of traffic control around the city will be available in April, but we anticipate that this will be very similar to the events around the 2008 Beijing Olympic Games where selected private cars may be banned on certain days to avoid traffic congestion.
• Visa and Immigration: Expect slower processing times for all visa types as the workloads at all Chinese embassies and consulates and at the public security stations.
• Serviced Apartments and Hotels: It is estimated that prices for serviced apartments around this time will be increased by 15-30% and that, for hotels, the variance will be even larger, ranging from 10-140%. 

Posted on 03/10/2010 in Global Mobility | Comments (0)

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Ensuring that your Assignees are Prepared for their UK Home Search

The home search process varies greatly from country to country. As the UK continues to be one of the top global destinations for assignees, we offer relocation practitioners and global assignment managers the following tips for your employees moving to the UK. 

• Needs Assessment: Your assignee will be asked to complete a needs assessment to provide the Destination Services Provider (DSP) with as much information as possible about the home they are currently living in, their lifestyle in general and the home they ideally seek to secure in the UK. Time and effort spent on completing this form can significantly impact the success of the initial home search, as it provides the DSP with all of the basic information and requirements that the assignee is seeking, which will expedite their research process and ensure that they are meeting the needs of your assignee. 
• Housing Budget: We recommend that assignees be realistic with regards to their housing budget and, if necessary, conduct some preliminary research on the types of properties that have recently been available in the area where they are hoping to live. If four bedroom homes are renting for £3,000 per month. it's not recommended to request a four bedroom home for £1,500 in the same area as making a request of this kind will only stall the process for the assignee.
• Internet Research: Although there are some wonderful sites on the internet to research neighborhoods and housing, please be aware that the information is often out of date and not reflective of the current conditions. Also, there are some agents who are much more qualified than others, especially as it pertains to working with assignees, so we strongly advise mobility leaders to stress the needs to their assignees to work with the designated DSP agent(s). 
• Types of Accommodation: Housing in the UK may be very different from what your assignee is accustomed. Often the rooms are much smaller; some may be older style properties with very high ceilings. In town centers, assignees should expect to find apartment style living normal and homes with gardens in short supply, or outside of budget. In rural areas outside of the larger cities, family homes will be available at an equivalent cost to what they would pay for a city apartment. We also recommend that the assignee consider the types of furniture they are shipping prior to their final move as it may not work in their new residence.
• Appliances: If your assignees are considering bringing their electrical items, please ensure that they confirm that the voltage will be compatible in the UK. Also, most rental properties are equipped with large kitchen appliances: fridge/freezer, washer/dryer, oven and, in some circumstances, a microwave. 
• Air Conditioning: Homes in the UK rarely come with air conditioning and it not something typically requested of the landlord. 
• Home Search Day:
  • Punctuality is key; appointments will have been made with various agents who will not wait should the assignee arrive late
  • The assignee should be prepared to numerous stops and we recommend that they wear comfortable clothing 
  • The days are long and hectic and bringing children, especially younger ones, is not typically recommended
• Once the Assignee has found their 'Dream Home': The DSP will assist the assignee with the lease negotiation. In the UK, leases typically run for 12 months with a possible break after six months, but this varies significantly. 
• Utilities: The assignee should expect to pay for utilities as these will not be included in the rent. Therefore there will be gas, electric, water and council tax to be paid over and above the monthly rental charge. Assignees can expect to receive the first bills three months after then move in, as utility companies charge quarterly, or they may set up a monthly direct debit. 

Posted on 02/22/2010 in Global Mobility | Comments (0)

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EXPAT: Advice on how to survive and thrive while living abroad

The challenges of living in a foreign country are numerous and can affect an individual’s professional and personal life, yet the results of living abroad can be thoroughly enriching. We’ve gathered the following thoughts and words of advice from expatriates we have helped relocate around the world for our clients, and while they are organized in a playful take on the word, “Expat,” the sentiments are genuine. 

Explore your surroundings

Don’t sit at home, wishing you were somewhere else. Walk around the neighborhood: get to know what is available at the neighborhood butcher, fruit stand, or mini-mart. Eat at the local restaurants to taste the flavor of the country’s cuisine, and spend time looking at the scenery to appreciate the architecture, cityscape or country side. Assuming personal safety is not an issue; take every form of public transportation, which may include buses, subways, ferries, tuk-tuk, trams, metro, cable car, etc. You will be able to mix with the local population and experience daily life as they do. 

(E)Xamine the culture

Read as much as you can before you leave for your assignment, and while in the host country, continue your education. Take language lessons to learn at least the simple key phrases, and then use them. Join a book club that focuses on reading works by local authors or highlights books about the country you are living in to gain an understanding of the history, customs, and practices of those who live there. Plan to visit museums, houses of worship; watch a theater or musical production to experience living history and be exposed to contemporary thoughts.  Read the newspaper or internet blogs to become familiar with the issues that matter to the neighbors on your street, and your neighbors around the world. 

Put yourself out there

Don’t expect people to seek you out – you need to demonstrate your interest in meeting people, both locals and other expatriates. Find groups of other expatriates, but don’t limit yourself to folks from your own country. You can learn so much about a culture by comparing it to what you know, and what others know. Get a job if laws permit or volunteer if work is difficult to find. Join a church, recreational club, sports team, special interest group, or travel club so that you can convene with others who share your wonder of living away from home. 

Accept the differences

Embrace what is different about your birth culture and the culture where you live now. Don’t spend a lot of time complaining about what annoys you, such as how the locals eat, queue up in the bank, or drive their cars – rather spend your energy on recognizing the differences, acknowledging the diversity of what is cultural acceptable, and learning about what makes each person special. No one culture is correct about everything, so gather interesting facts, be captivated by your environment, and appreciate the experience.   

Think of your future

Realize that your time abroad will probably be short and that you will endure. What seems difficult will help you grow, will change your outlook on life, and will enrich your perspective as a citizen of the world. Relish the opportunity to live somewhere else, appreciate the chance to live in another society, take pleasure in being exposed to new traditions and beliefs, and do not fear to incorporate what makes sense into your way of life. You will never be the same – and that is commendable.

Posted on 01/11/2010 in Global Mobility | Comments (0)

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Candidate Assessment: Critical to the Success of an Expatriate Assignment

One of the most crucial aspects of a successful international assignment is selecting the right candidate(s) for the job. Too often, the decision is made to send the most technically capable employee, or one that speaks the local language, rather than the right employee. Another fallacy is to assume that completing a previous expatriate assignment will predict success on another assignment.  According to Barry Kozloff, President of Selection Research International (SRI), cultural flexibility, family conditions, and level of company support are factors useful in screening candidates, but it is also clear that the successful international assignment should be part of a global talent development system. 

Cultural flexibility refers not only to the candidate’s ability to adapt to new surroundings, but his/her innate cultural sensitivity and honesty. A resume/CV may describe years of international experience, but it is important to delve deeper to gain a sense of how the candidate will deal with the complex and perhaps unpredictable nature of the assignment, and, if the posting is a managerial position with local reports, how the candidate will interact with colleagues. In addition, a careful evaluation of the accompanying spouse/partner should not be overlooked. Companies that specialize in the candidate selection process use various self-assessment and self-selection tools to help candidates and spouses/partners crystallize their opinions and mindset with regard to a potential international relocation. Kozloff warns that only those companies that use standard, published psychological instruments with national norms are able to ensure adherence to U.S. Federal guidelines to avoid possible liability. 

Self-assessment tools and a formal interview with the employee, their spouse/partner, and older children, conducted by a well-qualified assessor with the correct professional credentials, will outline the family conditions and the situational readiness of the candidate and his/her family. Each candidate should think thoroughly about whether the particular time in his/her life – and that of the family – is a good time in which to relocate abroad. Sometimes, the result is that the candidate will pull out, or perhaps delay interest in taking an international assignment, but the company is assured that a potentially unsuccessful assignment, and very expensive venture, is avoided. 

Measuring the readiness of the company to support employees who move abroad is another factor in predicting the success of an expatriate assignment.  Working with a third-party relocation company to provide various support services is essential. Benefits should include Destination Services to assist the family in finding appropriate housing, schools, and social networks, as well as helping with the home country property by financially supporting home sale or property management. Using reputable international household goods movers to transport or store valuables, in addition to offering cross-cultural training and language instruction, are all relevant support services most global companies provide. In-country counseling and follow up on a regular basis are also recommended as unexpected problems may arise that require different kinds of support. 

Successful expatriate assignments do not necessarily mean a company is managing a successful global talent management program. Kozloff states that the single most important aspect is what happens to the employee after the assignment. A deliberate repatriation process, coupled with mentoring while on-assignment and regular visits to the home location and company office, demonstrate that the corporation is thinking of the future. “Planning for the individual’s next job should be part of the international assignment decision,” states Kozloff. The commitment the company makes to these employees places even more importance on the selection process whereby finding employees who demonstrate, “flexibility, judgment and maturity,” three key personality traits of a successful expatriate assignee, is achieved.  The intersection of a concise and purposeful selection process with the overarching goals of the corporation can help lead to success across borders.

Posted on 12/8/2009 in Global Mobility | Comments (0)

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Repatriation: an Assignee’s Perspective

One of our Strategic Directors recently spoke with an old friend from their days as expatriates living in Hong Kong. Colleen and her family lived a peripatetic expatriate lifestyle for almost 15 years, beginning in London, moving to Hong Kong, returning to London, then three years in Madrid, capped off by another few years in London. The family moved back to the United States a couple of years ago, settling in suburban Connecticut. Colleen commented that, after living in London for almost nine years, she felt as if she was “leaving home,” in a way, when they moved back to the U.S. She loved living in London with the city’s vibrant and exciting lifestyle accessible just steps outside her door. While living in London they also travelled frequently throughout Europe, resulting in the sentiment that while lovely, Connecticut, by comparison, is a “sleepy” place to live.   

When asked to explain her feelings after repatriating, Colleen described a “funny sensation that I was not really special anymore.” She elaborated by telling a story about grocery shopping: she finds the task of going to Stop & Shop rather mundane, as opposed to food shopping abroad, where every occurrence gave her an opportunity to discover new foods, deal in foreign currency, and learn a new language (as in Spain). While daily life abroad was an adventure, life in suburbia became “the same old thing rather quickly for me.” Colleen also recalls the feeling that she was “special” in a foreign land, whether it was because of her accent, complexion, or culture, but back in the U.S., she fits in seamlessly with her new neighbors. She admits that the car culture of the U.S. surprisingly makes her miss the jam of humanity on the buses and subways of London, Hong Kong, and Madrid. Another element of expatriate life that Colleen pines for is the frequent travel, and the excitement that enveloped the preparation and pleasure of exploring new places. 

Despite missing city living and the whirlwind life of an expat, the family was happy to be back, as one child was in college and the other about to go, and aging parents were in need of more care. “Reconnecting with old friends and being able to attend family events without a Trans Atlantic flight is a real bonus of being back in the U.S.” Colleen also enjoys being a homeowner again, having the freedom to decorate a permanent home, rather than a rental.   

Even though the family moved several times to different countries, her husband’s company did not provide cross-cultural training, which would have been extremely valuable as they settled in vastly dissimilar locations, yet no thought was given to preparing the family appropriately beyond reimbursing language lessons during their time in Spain. Upon her return to the U.S., Colleen was offered the chance to attend a one-day repatriation session but did not find time to do so. Instead, she simply received a packet of brochures on the Fairfield/Westchester County area.   

Her advice to someone repatriating is to think deeply about the type of lifestyle they prefer, and to recognize that choosing a place to live is dependant upon the stage in life one finds themselves at this critical juncture. She recommends going on a trip a few months after returning to alleviate the feeling that the excitement was over now that the expatriate assignment had ended. She also cautions, “Don’t blame your husband for moving back; the expat life is bound to end.” She says that connecting with other expatriate friends, and finding a group of similar women in your new community would go a long way in hastening the re-acclimation process. Finally, she emphasizes that life is short, “Put yourself out there, make new friends; enjoy what you had, but learn to appreciate what you have now, as that is what makes life interesting.”   

While expatriate life can be very exciting, the very nature of the program implies that the assignment will end, and helping assignees prepare for their return is a critical, but often overlooked, part of the repatriation phase. We suggest that companies provide Repatriation Training through their cross-cultural partner, as well as Destination Services to include Orientation and Settling-in, in addition to House Hunting assistance, to ensure the returning family finds what they need in their new community. The attrition rate of employees returning from expatriate stints is extremely high, and is a high-cost challenge for many employers, but helping the returning family to assimilate back home is one way to stem the tide. 

Posted on 11/11/2009 in Global Mobility | Comments (0)

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