Sending Your Employees Abroad: This Is What You Have To Think Of

As technology has continued to develop over time, international market integration has been steadily amplifying, alongside the entwining of relations across the world – all made possible by the power of the Internet.

employees work
UNSPLASH Gabrielle Henderson

In the modern business atmosphere, dispatching employees to other countries all around the planet is becoming more and more standard for any company to consider as a legitimate possibility. However, any novel opportunity also forges a batch of headaches for those that manage the futures of their employees – additional duties to consider, as well as that which is mandatory by law.

Even as your personnel will be adjusting to different workplaces, residences, management, customs, and, in some cases, even languages and weather in the region, you must be prepared to provide aid as needed in order to make their conversion to their new position as painless as possible. Businesses such as German relocation service Company Packimpex provide this as a utility in and of itself, but it is always helpful to know how to manage global transfer projects yourself, in order to send your employees off with more confidence in the value of what you’re doing.

In some instances, it may be necessary for you to alter their employment contract. 

This is dependent on the exact manner in which they’re transferring, and what they’re transferring into. For example, if you are sending them to a host office overseas, a change will very likely be required, and an altered contract will certainly be necessary if they move to a different host employer.

You still may need to make modifications, even if they aren’t switching to a different company, and are explicitly staying with yours. Because of things like employee protections – immunity from unwarranted discharges, security of their entitlement to a severance payment – all consecutive amenities should be maintained and reconfirmed in a new agreement.

Beyond this, your employees will have to adjust to and familiarize themselves with a new administration. 

In order for your international versatility initiative to be met with good fortune, you must support your employees in acclimatizing to their new positions, and a different structure in the department they’ll be working in.

Should you yourself be hosting and assisting in the transference of other employees from abroad, it’s essential to be sure that you do the same for them as you would be doing for your own. They should be made aware of and prepared for any culture shock, differences in values, and distinct conventions unique to your environment that may have an effect on their working experiences. It may be a good idea to prepare some kind of structure to make the adjustment smoother for both them and yourself.

It’ll also be important for you to assist your employees with their passports and living arrangements during the process. 

When they’re moving to a new nation altogether, you will need to make absolutely sure to assure yourself of having covered all security and legal concerns, lest something unexpected occur to set your progress back. Any business undertaking this venture is held accountable for providing their transferring employees with accurate documents for the length of their residence and the purpose of why they will be going there. 

In addition, for those relocating to Canada, it’s crucial to be well-versed in the immigration procedures. Ensuring compliance with Canadian regulations, businesses often find themselves navigating the LMIA application online form for Canada(demande d’EIMT en ligne pour le Canada), a vital step in securing the necessary work permits.

Another requirement, depending on the specific circumstances of the transference, may be to assist your employees with securing the actual residency itself – either short term or long term, when factoring in family needs. If it’ll be a continuous accommodation, it becomes ever more important to consider things like the occupations of their spouses or the education of their children. Every employee has distinct, individual needs that should always be kept in mind, and facilitated to the best of your ability.

Something else that has to be considered is variation in taxes and the reimbursement of your overseas employees. 

Make any tax difference in the nation transparent to the person that will be transferring – easily understood before they make the move.

Perhaps you won’t be able to subtract the same amount of tax that you had been prior to the transference, or do so in the same manner that you and your employee are familiar with. In that case, any of the differences present should be laid out properly in that altered contract so that familiarity with any new rules can be established straight away. Whatever they are or are not eligible for, communication with the employee must be maintained and healthy all the way through the process.

Should your employees return prior to the completion of their obligations, your project will have failed. 

Therefore, another thing you have to keep in mind is that your requirements are fulfilled before they come back home, so that they’ll return when things are ready. To do this, avoid any situations that would cause an early repatriation, such as personal problems like how well the employee is settling in and adjusting, or familial complications.

You should be offering full support before and after the move, making sure to resolve any issues before they grow to a level that threatens their stay in the nation you transfer them to. Overall, if you catch wind of a desire to return home, you should be doing whatever is in your power to learn what the core of the issue is, and figuring out how these problems may be resolved.

Even prior to their deployment to these new positions, you can be taking steps to minimize the potential for this to crop up as an issue at all. Discovering the right employee for the job is very important, as the majority of employees have been shown to not enjoy the thought of relocation abroad, or are absolutely opposed to even the idea of doing so. Making absolutely sure to find someone that enjoys the idea – or, at the very least, has no issues with doing so – is one of the most important things to consider early on, and will result both in a higher rate of success for both you and them.

Ultimately, sending employees abroad can be very high in cost, as well. 

The actual dispatchment, arrangements made, general fees, and continuous reinforcement of their stay rapidly adds up, and ends up being more than you might think. If the addition of your employee’s presence in their new position ends up being more profitable than what it took to send them there to begin with, it would be worth the price, but many companies don’t realize everything that is necessary for the fulfillment of the venture. Good planning and smart budgeting are core to the success of any assignment, and you need to make sure that this is well-outlined and maintained over time, depending on ever-evolving circumstances.

In the end, international expansion depends on that key factor being successful. Neglect and oversight of the things that you should be keeping in mind costs far more than what it takes to relocate with everything accounted for – and as the one responsible for the fulfillment of this process, you should keep these tips in mind in order to launch your business into prosperity.

Team JST

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