TIRA, The International Relocation Associates, was founded in 1982 by Beverly D. Mayhew of Orientations, Inc., to meet a need for destination service providers scattered around the world to connect with each other, and to provide quality services to mutual clients.
We are excited with our winning the Relocate Best DSP award ( country / local ) 2021 The Hybrid Virtual Awards Ceremony was a Triumph – Relocate Awards again pushed the boundary for global mobility sector.
06/06/2023Industry Insights / BlogAs the number of digital nomads worldwide is projected to reach a staggering 1 billion by 2035, the importance of the relocation industry has never been greater in our globalized world.
Individuals and businesses are capitalizing on opportunities across different countries, making relocation an integral part of their journeys.
However, beneath the surface, there are intriguing facts and often unnoticed technological innovations that are revolutionizing the relocation industry. Join us on a captivating exploration of five lesser-known facts about relocation, accompanied by pioneering advancements that are reshaping the way we perceive and experience the relocation process.
1.The Rise of Remote Work and Digital Nomadism:
With the rise of remote work and the projected number of digital nomads worldwide reaching 1 billion by 2035, advancements in technology have revolutionized the way individuals can work and live in different countries without the constraints of a specific location.
This transformative trend is reshaping the traditional concept of relocation, enabling digital nomads to embark on new cultural experiences while successfully pursuing their careers.
The availability of reliable internet connectivity and the emergence of coworking spaces have provided the necessary infrastructure for this modern approach to work and life.
2. Smart Homes and IoT in the Relocation Industry:
Technological innovations, such as the Internet of Things (IoT), have revolutionized the concept of smart homes, offering enhanced convenience and security during the relocation process.
Smart home devices, like smart locks, thermostats, and security systems, can be controlled remotely, providing homeowners with peace of mind.
Additionally, IoT-powered inventory management systems enable seamless tracking and organization of belongings during relocation, reducing the risk of loss or damage.
3. Virtual Reality (VR) for Pre-Relocation Exploration:
Virtual Reality (VR) has transformed the way individuals experience and plan their relocation. By using VR headsets, prospective expatriates can virtually explore potential destinations, visit properties, and get a feel for the local environment, all from the comfort of their current location.
This immersive technology allows for more informed decision-making and minimizes the surprises that often come with relocating to unfamiliar territories.
4. Artificial Intelligence (AI) in Relocation Services:
Artificial Intelligence (AI) has become a valuable tool in the relocation industry, assisting and augmenting the work of human relocation professionals.
While AI streamlines processes and provides personalized recommendations, it cannot fully replace the expertise and human touch that professionals bring to the table.
Human relocation professionals possess a deep understanding of the emotional and complex nature of relocation, allowing them to provide empathetic support, adapt to unique situations, and build trusting relationships with clients.
While AI can enhance efficiency and provide data-driven insights, the human element remains crucial in addressing the diverse needs and challenges of individuals and families during the relocation process.
The combination of AI technology and human expertise creates a powerful synergy, offering optimal support and guidance to ensure a successful and personalized relocation experience.
5. Sustainable Relocation Practices:
In recent years, the focus on sustainable practices has extended to the relocation industry. More companies are adopting eco-friendly approaches to reduce the environmental impact of relocation processes.
For instance, companies are using electric or hybrid vehicles for transportation, employing green packing materials, and promoting recycling and waste reduction.
These initiatives not only contribute to a greener planet but also align with the growing awareness and commitment to sustainability among individuals and organizations.
Relocation is undergoing a profound transformation, driven by technological advancements and evolving societal trends. The rise of remote work and digital nomadism, coupled with innovations like smart homes, virtual reality, artificial intelligence, and sustainable practices, are reshaping the way we perceive and experience relocation.
By staying informed about these lesser-known facts, individuals and businesses can embrace the opportunities and challenges associated with relocation more effectively.
As the world continues to evolve, so too will the realm of relocation, offering exciting possibilities for those embarking on new journeys. [...]
02/05/2023Industry Insights / Blog / EventsTIRA hosted its first webinar, “What’s Next in the Evolution of Global Mobility?” on Tuesday, 4 April. Thought leaders from around the world shared their perspectives on the future of global mobility including strategies to support the new global workforce.
Jérémy Berthoux, former TIRA’s Chair commented, “We hosted this first webinar to leverage the collective wisdom of our members and attract new members to our global network of some of the leading relocation companies in the world.”
Speakers included Lena Rekdal, TIRA member and Founder of Nimmersion in Sweden; Marie O’Neill, TIRA member and Managing Director and Co-Owner of EER in the Middle East; Alan Bell, Senior VP Solutions Consulting at Equus Software.
The webinar was co-facilitated by Brenda Levis, TIRA Board member and Founder and President of NYC Navigator, and Susan Ginsberg, Founder of SRG ADVISORY and consultant to TIRA.
The thought leaders engaged in spirited discussion on the changing face of relocation in their markets.
It was interesting to hear their diverse points of view on remote and hybrid work – each reflected on the need to strike the balance between in-office vs. remote work that suited an organization’s culture, innovative spirit, and inclusive collaboration and their employees’ wellness and productivity.
The Evolution of Global Mobility – Digitization
The acceleration of digitization was another interesting topic. In the end, the speakers believed that there was a place for digitization and that every service provider was on a journey to balance the need-for-digitized-speed with the ongoing demand for high touch support from corporate clients and end-users of their services.
They all agreed that Customer Experience and service excellence are key drivers of their businesses and a priority for all TIRA members. Everyone was consistently optimistic about the future of relocation and the need for businesses to attract, retain and move talent.
The Evolution of Global Mobility – Sustainability and Diversity
The importance of sustainability and diversity was a consistent commitment. Today corporate clients ask service providers to quantify their investments and integrate initiatives into future innovations. Many TIRA members have obtained or are working towards obtaining EcoVadis sustainability certification.
Common themes throughout the webinar were the importance for leaders and organizations to remain agile, flexible, and innovative during uncertain times. As an industry, we need to communicate, collaborate, and take strategic risks to be a valued player in the talent mobility ecosystem.
Christine Martin, TIRA’s Chair expressed pride that “this was the first of many knowledge webinars and ongoing video stream conversations. I am proud to lead this wonderful association and navigate the future of global mobility with such a dedicated and passionate group of entrepreneurs.”
If you’re interested in learning more about global mobility, be sure to check out our YouTube channel. We regularly post interviews with industry experts, valuable insights, and other content that can help you stay informed and up-to-date. Don’t miss out on the latest in relocation – subscribe today! [...]
17/04/2023Industry Insights / BlogThis article first appeared in EuRApean, EURA’s online magazine, in the Spring 2023 issue / page 42-43.
The International Relocation Associates (TIRA) is on the move!
TIRA recently congratulated its new Board Chair, Christine Martin and thanked former Board Chair, Jérémy Berthoux for his dedication and leadership.
As he steps aside, Jérémy reflected on his leadership role, “I trust and have confidence in the future of TIRA. Our industry is maturing while navigating tremendous consolidation, digitization and changes driven by the transformation of the global workforce.
These uncertain times underscore the importance of associations like TIRA to remain relevant and cohesive, and importantly, be agile, ahead of the curve and best in class. My successor, industry stalwart Christine Martin, will take over the leadership of TIRA and undoubtedly bring our great association to its next stages and milestones”.
Jérémy goes on to wish, “the best to Christine, her Board, and its members worldwide to remain focused on TIRA’s mission of transforming in each country around the world as best-in-class solutions-providers for a world increasingly in need of quality mobility solutions”!
Delighted to assume her new role, Christine shares “I thank the previous TIRA Board for their continuous actions and efforts to remain a knowledgeable resource in the industry.”
Christine is CEO and Managing Director at EO Mobility Consultancy. For over 30 years, the firm has been providing relocation and immigration services throughout Spain.
Her vision for the future of TIRA – The International Relocation Associates is clear, “I believe that 2023 will be a complex year. We live in a world of uncertainty and cannot anticipate the consequences of today’s disruption, but we should expect long term challenges. We must be flexible and listen to our customers.
Our clients’ needs are shifting, and we need to redefine and adapt relocation services to emerging trends. The increasing diversity in the workforce is creating new expectations and we need to offer different customized services.”
Jérémy is Managing Director and President of Home Conseil Relocation in France.
He recently reflected on relinquishing the role as TIRA’s Board Chair, “First, it’s been an honor to lead such a reputable organization in our industry that is almost as old as I am. I still recall entering the mobility industry in 2015.
During my first TIRA meeting in Porto, I was in awe at the sheer amount of member experience around that table and thought it would be a long road for me before I could call myself a peer of these renowned professionals.
It’s been an enjoyable journey and makes it feel like the blink of an eye being on the TIRA Board, in various positions, before becoming Vice-Chair during the Covid crisis. During that time, the Board decided to respectfully waive our dues to support our members. As Chair, we emerged resilient and strong as an intact network”.
TIRA- The International Relocation Associates has been actively curating their members’ knowledge and has enthusiastically showcased them. Earlier this year, the network launched a TIRA YouTube Channel featuring #TiraTalks hosted by Board member Stuart McAlister.
Stuart chats one-on-one with members and learns what’s going on in their business and market. Soon, TIRA will launch a second video stream #GlobalMobilityMatters featuring in-depth insights with corporate HR/Mobility leaders and members.
With the collective focus on making the world better, TIRA hosted a members’ roundtable organized by Board member Brenda Levis, “Working Together Towards a Sustainable Future” with special guest Cristina Venegas from EcoVadis.
Members discussed transforming their companies as sustainable operations and learned from EcoVadis, a trusted global sustainability ratings partner.
The International Relocation Associates will host a knowledge webinar, “What’s next in the evolution of global mobility?” geared toward potential new members and corporate HR/Mobility leaders.
The webinar is scheduled for Tuesday, April 4 at 9:00 AM, ET. Panelists include TIRA members Lena Rekdal at Nimmersion; Marie at O’Neill, EER and Alan Bell at Equus Software.
The webinar is co-organized by Board member, Brenda Levis and moderated by Susan Ginsberg at SRG ADVISORY, a consultant to TIRA. More details to follow!
Jérémy noted that, “it is with great pride to have led a group of the highest quality professionals in our great mobility industry with the help of a Board that can only be described as “la crème de la crème”.
My pride is only matched by the feeling of accomplishment over the past year since taking the reins from our beloved past-Chair Sharon Michnay.
We’ve met our three fundamental goals: bringing greater value to TIRA members through in-person and online discussions about global mobility trends, heightening TIRA’s social media visibility, and expanding the TIRA family with new members joining the association.”
Founded over 40 years ago, The International Relocation Associates’s guiding principles include delivering consistent quality standards, having expertise beyond knowing things and being practiced in what they do, and working in collaboration with clients and trusted partners to ensure successful outcomes.
The member community includes some of the world’s leading global mobility companies with over 50 offices in 500 locations worldwide.
Christine reminded the network members that, “We will continue supporting the growth of our members by collaborating, sharing their local expertise with a global mindset, and exploring different ways to offer new value propositions.
By aligning our efforts and building further resilience we will be able to create sustainable long-term solutions that supports talent mobility”.
Get to know us, join TIRA. We would love to hear from you! [...]
05/04/2023Industry Insights / BlogIn today’s global marketplace, fostering diversity among assignees is increasingly important.
Diverse perspectives and experiences can give companies a competitive edge in the talent war, and help to better understand and serve diverse customers and partners.
However, managing a diverse assignee talent pool can be particularly challenging when doing business in locations where diversity may not be welcome.
The Challenges of Diversity in Non-Diverse Locations
From practical questions about sending non-married couples to destinations where non-married couples are not tolerated, to serious concerns linked to the ethnicity, nationality, gender, or sexual preferences of the assignees, the risks and potential barriers to mobility are numerous.
Assignees may face discrimination or hostility, and may be unable to find housing or access services due to their identity. In some cases, they may even face physical danger.
Companies have a duty of care to ensure the safety and well-being of their employees, and cannot allow assignees to take unnecessary risks. In addition to the risks and challenges facing individual assignees, there may be organizational challenges as well.
For example, if an assignee is unable to integrate into the local community or work effectively with local colleagues, it could negatively impact productivity, morale, and retention.
Furthermore, companies that are not seen as diverse and inclusive may struggle to attract and retain diverse talent in the long term.
Navigating Diversity in Non-Diverse Locations
Despite the challenges, there are steps that companies can take to navigate diversity in non-diverse locations. One important step is to have open and honest discussions about potential challenges and concerns, both with assignees and with local partners and stakeholders.
By being proactive and transparent about potential barriers and solutions, companies can better anticipate and mitigate risks.
Another key strategy is to provide cultural training and support to assignees, particularly those who may be entering a culture that is significantly different from their own.
Cultural training can help assignees to better understand local customs and norms, and to navigate potential challenges. Companies can also provide support services, such as language classes or mentorship programs, to help assignees integrate into the local community.
In some cases, it may be necessary to modify policies or practices to better support assignee diversity. For example, companies may need to consider alternative housing options or transportation solutions if traditional options are not accessible or safe for certain assignees.
Companies may also need to be more flexible in terms of work arrangements, such as offering remote work or flexible hours, to accommodate assignees with different needs or schedules.
How Relocation Companies Can Help Overcome Diversity Challenges in Non-Diverse Locations
Fortunately, there are ways that relocation companies can help businesses overcome the challenges of diversity in non-diverse locations.
First, it is essential for relocation companies to assess the destination’s cultural norms and practices to anticipate any potential barriers or risks. Relocation companies can provide training and guidance to assignees to help them navigate cultural differences and understand local customs, laws, and practices.
Second, relocation companies can facilitate communication between assignees and local authorities or landlords to clarify expectations and avoid any misunderstandings. This can include securing housing that is accepting of diverse lifestyles or negotiating with landlords to make necessary accommodations.
Third, relocation companies can act as a bridge between assignees and local support networks. They can provide access to communities and resources that can provide support and guidance to assignees in navigating new environments.
Lastly, relocation companies can work with businesses to implement diversity and inclusion policies that support assignees and encourage open communication about any challenges they may face.
By working closely with businesses and assignees, relocation companies can help them overcome diversity challenges and achieve a successful and inclusive international assignment.
Being proactive, transparent, and supportive
Diversity is increasingly important for companies operating in the global marketplace. However, managing a diverse assignee talent pool in non-diverse locations can be challenging.
By being proactive, transparent, and supportive, companies can navigate potential barriers and ensure the safety and well-being of their employees.
Moreover, by fostering a culture of diversity and inclusivity, companies can attract and retain diverse talent in the long term. Ultimately, navigating diversity in non-diverse locations requires a commitment to ongoing learning and improvement, and a willingness to adapt to changing circumstances and needs. [...]
27/03/2023Blog / EventsTira Webinar – What’s Next in the Evolution of Global Mobility?
Please join us and gain valuable insights into the changing face of relocation. Thought leaders from around the world share their perspectives on the future of global mobility and strategies to support the new global workforce.
Learn how service providers are addressing change and uncertainty in their markets. You’ll acquire beneficial knowledge that you can bring back to your organization.
Date: Tuesday, April 4, 2023
Time: 9:00 AM, EST
Join on your computer, mobile app or room device:
Click here to join the TIRA Webinar!
Meeting ID: 386 114 607 650
Download Teams | Join on the web
Or call in (audio only)
+27 21 832 5574,,694419205# South Africa, Cape Town
Phone Conference ID: 694 419 205#
TIRA Webinar Speakers:
Founder of Nimmersion
Lena grew up in Tunisia, Sweden, and Switzerland. She received a B.Sc. at Skidmore College, the US in 1988 and an MBA from Webster University in UK in 1993 and has worked internationally since then. In 1995, she founded Nimmersion.
She continues, on a day-to-day basis, to ensure that individuals and families visiting Sweden have a fantastic stay!
Managing Director, Co-owner of EER
With her proven track record as a highly innovative strategic thinker, it is no wonder that EER has seen such strides in its expansion under her leadership.
As the company’s Managing Director and now owner, Marie has ensured its reputation within the industry and seen it grow to become the region’s leading relocation, immigration, and corporate services company.
Throughout her time at EER, Marie has proven herself to be a pioneering voice in terms of organisational strategy and someone who knows how to deftly navigate the complexities of global mobility in the most effective way.
An expert in marketing, communication, networking and customer service, Marie has been able to build a team that understands the value of hard work and dedication, always ready to go above and beyond for their clients.
Her collaborative and inclusive approach is not only a strong indicator of what makes EER so stable and successful, it is why she is so often asked to contribute to industry events and why she was recently elected as the Global Region Representative to the EuRA Executive Board.
Throughout her years of international experience, she has consistently demonstrated an innate ability to manage and build high-performing teams, facilitate efficient operational productivity and create unique business development opportunities that lead to lasting growth.
Marie understands how crucial it is to fully understand a client’s requirements and provide a high-quality, entirely tailored approach that can achieve the most effective solutions to ensure their continued commercial success.
Senior VP Solutions Consulting & Strategic Partnerships Equus Software
As Equus’ Senior VP Solutions Consulting and Strategic Partnerships, Alan’s role is to support clients and prospects with designing technology solutions that meet the needs of their global mobility program with an emphasis on delivering significant value to their overall business operations.
Alan is a 27-year veteran in the global mobility field. Prior to joining Equus, Alan was Head of Global Mobility at Unilever, based in Singapore, where he transformed their operational processes, established a shared service center in South Africa and pioneered the use of technology to drive efficiency and management reporting, supported by a unique relocation strategy to drive down costs for their business.
Alan started his career with Arthur Andersen in London as a UK and US tax specialists. Subsequent assignments in London and Sydney with both Andersen, then EY and Deloitte, where he held a variety of roles advising some of the world’s largest global companies across a wide range of industries on Tax, Relocation, Global Mobility strategy and Global Mobility organizational design.
Alan has been a speaker and panelist at many global mobility conferences covering program and policy design.
Founder and President at NYC Navigator
Citing a void in the New York Tri-State market for reasonably priced, high quality, destination services providers, Brenda was inspired to start up her own company in 2005.
Prior to this she served as the Global Relocation Manager for Lehman Brothers in New York City, where she managed the firm’s domestic and international relocation departments as well as its corporate housing program.
Having lived in Switzerland, France, Germany, and the Netherlands, she has first-hand knowledge of the challenges of an international move.
Brenda has been a featured speaker at numerous relocation events, and is an active Board member of TIRA, and the Tessa International School. She has also served on the International Assignment Committee for the Employee Relocation Council.
Susan R. Ginsberg,
Founder and Managing Principal at SRG ADVISORY
As Managing Principal, Susan founded SRG ADVISORY. Her consultancy integrates companies’ vision and purpose, advising organizations to innovate in a changed world. Helping individuals and businesses create strategies through proven methodologies to achieve business growth.
Drawing from more than 30 years of experience leading a diverse portfolio of organizations, industries, and geographies in global mobility and retail. She has previously led teams at School Choice International, REA, Saks Fifth Avenue, Bloomingdale’s, saks.com, and Lancôme.
Susan has lived in France and developed e-learning courses on strategic business development and collaboration for Worldwide ERC ® and the European Relocation Association (EuRA).
Additionally, she mentors women and minority-owned enterprises with the Young Leaders of the Americas Initiative (YLAI) and The Acceleration Project (TAP). [...]
27/03/2023Industry Insights / BlogEmployee relocation can be a difficult task, especially for large corporations with large teams to manage. It necessitates a great deal of forethought, coordination, and attention to detail.
That is why working with a professional relocation company is critical.
Here are eleven advantages that justify the investment.
1. Lowering Employee Turnover
Employee turnover can be a costly issue for businesses, especially when it comes to relocating employees. Turnbacks occur when an employee is dissatisfied with the relocation process and decides to leave the company. This can result in lost productivity, higher recruitment costs, and lower morale among remaining employees.
Corporations can help lower the rate of turnbacks by providing a seamless and stress-free relocation experience for employees by partnering with a professional relocation company.
2. Experience and Expertise
Relocation companies have extensive experience managing relocations and a team of experts who are well-versed in the entire process. They can advise you on anything from housing to transportation to cultural differences and visa requirements.
3. Cost-Effective Solutions
Professional relocation companies have built relationships with suppliers, allowing them to negotiate better rates and provide more cost-effective solutions to their clients.
They can provide discounts on everything from lodging to moving services, ultimately saving you money.
4. Services on Demand
Every corporate relocation is different, and a professional relocation company can provide customised services to meet your specific requirements. They will collaborate with you to understand your needs and develop a strategy that meets your goals.
5. Saving Time
Employee relocation is a time-consuming process that can consume a large amount of valuable resources. A professional relocation company can handle everything from start to finish, allowing your team to focus on other priorities.
6. Reducing Stress
Employees who are relocating to a new city or country may find it stressful. A professional relocation company can alleviate some of this stress by offering support and guidance throughout the process.
7. Compliance with Local Laws
Each country has its own set of laws and regulations, and it can be difficult to navigate them all. A professional relocation company can ensure that your corporate relocation complies with all local laws and regulations, so you don’t have to worry about legal issues.
8. Improved Communication
Professional relocation companies are communication experts who can keep all parties involved in the relocation process up to date and informed throughout the process.
This ensures that everyone is on the same page and reduces the possibility of misunderstandings.
9. Streamlined Procedure
From the initial planning stages to the final move-in day, a professional relocation company can ensure that the entire process runs smoothly.
They have a thorough understanding of the entire process and can handle any problems that may arise, ensuring the success of the relocation.
10. Risk Reduction
Employee relocation is an important part of many businesses’ operations, but it also carries a number of risks. These risks can result in significant financial and reputational costs for the company.
For example, if an employee relocates to a new location and suffers significant property damage or loss, the company may be held liable. Furthermore, if the employee’s health or safety is jeopardised during the relocation, the company may face legal and reputational ramifications.
Corporates, on the other hand, can significantly reduce these risks by partnering with a professional relocation company. These professionals have extensive experience managing the complex logistics of employee relocation and have systems in place to ensure a smooth transition.
A professional relocation company can help corporations mitigate the risks of employee relocation and protect their bottom line by ensuring the security of the employee’s belongings during transportation and providing comprehensive insurance coverage.
11. Improved Employee Experience
Finally, using a professional relocation company can help to improve your employees’ overall experience. It demonstrates that you are concerned about their well-being and are committed to making the relocation process as easy and stress-free as possible.
Do you require assistance with a corporate relocation? To simplify your relocation process, browse through our global membership HERE. [...]
21/03/2023Industry Insights / BlogThe global housing market is expected to undergo significant transformation in 2023, reflecting demographic changes, the impact of technology, and the ongoing effects of the COVID-19 pandemic.
These housing trends are especially evident in North America and Western Europe, where demographic shifts, the impact of technology, and the ongoing effects of the COVID-19 pandemic are all taking place.
As more millennials and Gen Zers enter the housing market, the demand for affordable housing and flexible living arrangements is expected to rise. Besides, technology is set to become more prevalent in the housing industry, with smart homes and eco-friendly living becoming more popular.
The pandemic has also prompted many individuals to reconsider their living arrangements, with a shift towards suburban and rural areas and a desire for more space and privacy.
As a result, real estate developers and investors are adapting to these housing trends in 2023 in order to meet consumers’ changing demands.
Increased demand for affordable housing
Affordable housing has been a persistent issue in many parts of the world, and it is expected to remain a significant issue in 2023. With rising housing prices and stagnant wages, many people are struggling to find affordable housing options.
Governments, developers, and investors are collaborating to address the issue, and we can expect an increase in the supply of affordable housing.
The rise of remote work and flexible living
The pandemic has accelerated the trend of remote work, which is expected to continue in 2023. People are increasingly looking for more flexible living arrangements as they are no longer tied to specific locations for work.
This includes shorter lease terms, co-living spaces, and even renting out spaces on a temporary basis, such as through Airbnb.
People are leaving traditional urban areas in search of more affordable and spacious housing as more companies offer remote work options. As a result, there is an increase in demand for housing in suburban and rural areas, as well as in smaller towns and cities.
Homes with cutting-edge technology
Smart home technology is gaining popularity, with more and more homes including features such as smart thermostats, security systems, and voice assistants.
In 2023, we can expect to see even more homes outfitted with cutting-edge technology, such as home automation systems capable of controlling everything from lighting to appliances.
The significance of sustainability
As people become more aware of the impact of their daily actions on the environment, sustainability is becoming an important consideration for many homebuyers and renters. In 2023, we can anticipate an increase in the number of homes with sustainable features such as solar panels, green roofs, and energy-efficient appliances.
Furthermore, sustainability is becoming an increasingly important consideration in the global housing market. Many consumers are looking for eco-friendly and energy-efficient homes, as well as sustainable building materials and design practises.
Governments around the world are also enacting regulations to promote sustainable housing, including incentives for builders and homeowners to use green practises.
As a result, we can anticipate more sustainable and environmentally conscious homes being built and marketed in 2023 and beyond.
The rise of co-living spaces
Co-living spaces, which allow people to live together in shared apartments or houses, have grown in popularity in recent years. These spaces provide affordable housing as well as a sense of community and shared experiences. As the demand for affordable and flexible living options grows, we can expect to see even more co-living spaces.
Finally, the global housing trends are expected to undergo significant changes in 2023, driven by demographic shifts, the impact of technology, and the ongoing effects of the pandemic.
As the world evolves, so will the housing market, with new housing trends and changes emerging to meet the needs of an ever-changing society. [...]
06/03/2023Blog / Industry InsightsFrance Immigration News 2023: France has implemented new immigration policies to regulate foreigners’ entry and stay in the country as of 2023.
These policies aim to ensure the country’s security and economic growth while maintaining its reputation as a welcoming and diverse nation.
Furthermore, the government has announced plans to increase the number of work visas issued to foreign nationals in certain sectors where skilled workers are in short supply.
This move is expected to benefit industries such as healthcare, information technology, and hospitality, which have struggled to find qualified employees in recent years.
Family reunification visas – immigration and integration
On the other hand, the government has tightened the rules for family reunification visas.
Family members of foreign nationals will be required to demonstrate language proficiency and financial stability before being granted visas under the new policy.
This is done to ensure that immigrants can integrate into French society and contribute to the economy.
France Immigration News 2023: Long-Stay Visa and Residence Permits
A long-stay visa is required for any stay in France that exceeds 90 days, for non-EU nationals, regardless of nationality.
The validity period of the visa must be between three months and one year, and an application for a residence permit must be submitted to extend the stay.
A long-stay visa is available for extended stays in Metropolitan France for tourism, personal reasons, professional activities, education, and family reunions.
Specific visas are also available for a variety of situations, such as attending school, working on vacation, or visiting family members. Citizens of the European Union, the European Economic Area, Switzerland, Andorra, Monaco, San Marino, and the Vatican may stay in France for up to 90 days without a visa.
The cost of a French visa varies depending on the type, but the most common types range between 80 and 99 Euros.
Tightened border crossing controls
Furthermore, the government has tightened border crossing controls, particularly for non-EU citizens. This includes increased checks on visas and travel documents, as well as a greater emphasis on preventing illegal immigration and human trafficking.
Overall, France’s new immigration policies seek to strike a balance between the country’s economic needs and its commitment to diversity and inclusivity.
Summary of France Immigration News 2023
While some changes may make it more difficult for certain individuals to enter or remain in the country, the government has stated that France remains open to immigrants and will continue to welcome those who can contribute to its society and economy.
Foreigners should always stay up to date on the latest immigration news and policies in France to ensure that they comply with all regulations and requirements.
Revised by Jeremy Berthoux, current TIRA Chair, Managing Director of Home Conseil Relocation [...]
27/02/2023Industry Insights / Blog / Social ResponsibilityThe pandemic has shifted the focus to employee well-being, leading companies to prioritize mental health and wellness in their global mobility and relocation policies.
As the world continues to grapple with the ongoing pandemic, the importance of mental health and wellness has come to the forefront of many discussions. The global mobility and relocation industry is no exception, as companies are recognizing the need to prioritize employee well-being during the relocation process and beyond.
Relocation can be a stressful and overwhelming experience, and employees may experience a range of emotions such as anxiety, depression, and loneliness. The pandemic has only exacerbated these challenges, with restrictions on travel and social interactions making it difficult for employees to settle into their new location.
Supporting mental health and wellness throughout the relocation process
To address these concerns, companies are taking steps to provide support for mental health and wellness throughout the relocation process. This includes offering counseling services, mindfulness training, and other resources to help employees cope with the stress and anxiety of relocating.
Furthermore, companies are also ensuring that employees have access to mental health and wellness resources once they arrive in their new location. This may include providing information about local support groups, therapists, and other mental health services.
Partnering with providers
One way that companies are addressing mental health and wellness in global mobility and relocation policies is by partnering with service providers who specialize in these areas and have mental health and wellness degree.
For example, some companies are partnering with providers who offer virtual counseling services, allowing employees to access mental health support from the comfort of their own home.
Another way that companies are prioritizing mental health and wellness is by offering flexible working arrangements. The pandemic has shown that many employees can successfully work from home, and companies are now offering more flexible work arrangements to accommodate employees’ needs.
This can help reduce stress and anxiety, as employees are able to maintain a better work-life balance.
It’s important to note that mental health and wellness should not only be a consideration during the relocation process, but also throughout an employee’s entire time with the company. This includes providing ongoing mental health support and resources to help employees cope with stress and anxiety.
Incorporating work-life balance into relocation
Incorporating mental health and wellness into global mobility and relocation policies can have a positive impact on employee well-being and company culture. Employees who feel supported and valued are more likely to be engaged and productive, leading to better business outcomes.
However, it’s important to ensure that employee mental health and wellness initiatives are implemented in a way that is culturally appropriate and sensitive to local norms and customs. This may require adapting programs and resources to meet the specific needs of employees in different locations.
A new work culture
In conclusion, the pandemic has brought mental health and wellness to the forefront of global mobility and relocation policies. Companies are now recognizing the importance of prioritizing employee well-being throughout the relocation process and beyond.
By providing mental health and wellness support and resources, offering flexible working arrangements, and partnering with service providers who specialize in these areas, companies can create a culture that values employee well-being and promotes better business outcomes.
19/02/2023Industry Insights / BlogThe COVID-19 pandemic has dramatically impacted the way we work, with remote work becoming the norm for many businesses. As a result, there has been an increase in the number of remote workers around the world.
However, this trend has not diminished the importance of relocation services.
These services provide a range of support for employees and their families who are moving to a new location for work. From finding a new home to navigating the cultural differences of a new city, relocation services help make the transition as smooth as possible. This is especially important for employees who are relocating internationally, as they often face a number of unique challenges.
“Remote work doesn’t necessarily mean a lack of mobility”
One of the key reasons why relocation services are still important is that remote work doesn’t necessarily mean a lack of mobility. In fact, many remote workers are choosing to move to new locations in search of a better quality of life or lower cost of living. Relocation services help these employees navigate their move and settle into their new surroundings, which is crucial to their success and well-being.
Moving to a new city can be an overwhelming experience, especially when it involves leaving behind familiar surroundings and adjusting to a new culture.
Relocation services provide a range of support services to help employees and their families transition smoothly, such as connecting them with local resources and providing cultural training. This can help reduce the stress and anxiety of moving, making it easier for employees to focus on their work.
Attract and retain top talent
The important reason why relocation services are still important is that they help businesses attract and retain top talent. Relocation assistance companies that provide these services are more likely to attract and retain employees who are looking for stability and support during a move. Additionally, relocation services can help businesses avoid losing employees who might otherwise leave due to the stress and difficulties of relocating.
New challenges and complexities
Another factor that has led to the rising importance of relocation services is the fact that remote work has brought new challenges and complexities to the relocation process. For example, employees may need help navigating time zone differences, or may require assistance in setting up a home office that is conducive to remote work.
Relocation services can help employees overcome these challenges and ensure that their transition to remote work is as smooth as possible.
Relocation services are also important for businesses that are looking to expand into new markets. Relocating employees can help businesses establish a presence in new locations and build relationships with local partners.
This is especially important for businesses that are looking to expand into international markets, where cultural differences can create significant challenges. Relocation services can help employees navigate these challenges, enabling businesses to establish a strong foothold in new markets.
The Rising Importance of Relocation Services
Finally, relocation services can also help businesses save money in the long run. By providing support and resources to employees during a move, businesses can reduce the cost of turnover and lost productivity. Additionally, by attracting and retaining employees, businesses can reduce the cost of hiring and training new employees.
In conclusion, the trend towards remote work has not diminished the importance of relocation services. On the contrary, the need for these services has only increased, as employees face new challenges and complexities in their work arrangements. Whether you’re an employee or an employer, it’s clear that relocation services can play a crucial role in ensuring a successful and enjoyable remote work experience.
By providing support, resources, and reducing stress, relocation services help employees transition smoothly to a new location and help businesses expand into new markets and attract top talent. As such, relocation services will continue to play an important role in the business world for many years to come. [...]
06/02/2023Industry Insights / BlogGlobal mobility has become an increasingly important aspect of doing business in today’s fast-paced, interconnected world.
Whether it’s a company sending employees to work in different countries, or an individual seeking new opportunities abroad, there are many benefits of global mobility for businesses and employees.
In this article, we will explore some of the key benefits of global mobility for both parties.
Benefits of global mobility for Businesses:
Access to talent:
By offering international assignments, companies can access a wider pool of talent, both within their own organization and from other countries. This allows them to fill critical skill gaps and bring in new perspectives and ideas.
Companies that engage in global mobility can increase their competitiveness by having employees with diverse backgrounds, skills, and perspectives. This, in turn, can lead to greater innovation and improved performance.
Sending employees to work abroad can help build and strengthen relationships with international clients and partners. By having a physical presence in another country, businesses can establish a deeper understanding of local markets and customers.
Increased cultural awareness:
Global mobility can increase cultural awareness within a company. Employees who have worked abroad are likely to bring new perspectives and a greater understanding of other cultures back to their workplace, leading to a more diverse and inclusive workplace.
Benefits of global mobility for Employees:
International assignments provide employees with the opportunity to broaden their skill sets and gain experience in new environments. This can lead to career growth and increased job opportunities.
Living and working in a foreign country can provide a rich cultural experience and broaden employees’ understanding of the world. This can lead to personal growth and an increased appreciation for diversity.
Working abroad can provide employees with the opportunity to network with people from around the world, expanding their professional and personal networks.
Improved language skills:
For employees who work in countries where a foreign language is spoken, global mobility can lead to an improvement in their language skills. This can be an asset both professionally and personally.
Many international assignments come with increased compensation packages, providing employees with the opportunity to earn more than they would in their home country.
The benefits of global mobility are widely recognized, and organizations that are proactive in fostering this type of mobility within their operations are reaping the rewards. By providing their employees with the chance to experience different cultures, learn new languages, and network with individuals from around the world, companies can foster a diverse and inclusive work environment. This, in turn, leads to a more creative and innovative workplace, as employees bring new perspectives and ideas to the table.
By living and working abroad, individuals can broaden their horizons and gain a deeper understanding of other cultures. This, in turn, promotes greater cultural awareness and empathy, which can have a positive impact on relationships with friends, family, and colleagues from around the world.
In terms of the benefits of global mobility for companies, the ability to tap into a wider pool of talent and access new markets is invaluable. By providing employees with the opportunity to work abroad, companies can build stronger relationships with international clients and partners, and increase their global footprint. Furthermore, businesses that promote global mobility are more likely to attract top talent, as many employees are attracted to organizations that offer diverse career development opportunities.
The benefits of global mobility are numerous and far-reaching, and organizations that embrace this type of mobility will be well-positioned to reap the rewards. Whether it is in terms of attracting top talent, building stronger relationships with international clients and partners, or fostering a more diverse and inclusive workplace, the benefits of global mobility cannot be ignored. [...]
30/01/2023Industry Insights / BlogThe New Labour Law – UAE Employment Contracts’ Deadline!
As you know, the UAE is continually making efforts to evolve and improve its regulatory framework for employees and companies.
EER wants to make sure that you are kept up to date with all of those updates and changes, as well as their corresponding deadlines, in order to avoid incurring any costly penalties or fines.
What is involved?
Announced by the Ministry of Human Resources and Emiratisation, the New Labour Law, Federal Decree Law No. 33 of 2021 came into effect on 2nd February 2022.
According to the new law, all UAE employment contracts must now be issued on a limited term basis, not exceeding three years.
This means that unlimited employment contracts are no longer allowed and any existing unlimited term employment contracts MUST be converted into a limited term contract by 2nd February 2023.
The term of any employment contract can continue to be extended or renewed in accordance with an agreement between employer and employee and the new term shall be deemed as an extension and therefore added on when calculating the employee’s end of service.
All companies should be compliance before 2nd February 2023. Currently all DMCC companies must be compliant by this date, and companies who fail to comply will face a sanction or block. Additional fines may also be a possibility.
How EER can help with UAE Employment Contracts
EER can assist you with coordinating any contractual conversions or replacements across your company to ensure you are in compliance with these requirements. Their expert team is well versed in the new regulations and can walk you through the processes that are relevant to your organisation and how best to complete the necessary changes.
If you would like to talk to one of their corporate services team about your options, please get in touch today on +971 (0)4 421 1819 or [email protected]. [...]
17/01/2023Industry InsightsA new logo for a new era. All the team here at Home Conseil Relocation is proud to present to you our new logo!
As the celebration of our 30th birthday was drawing to a close, we wanted to mark this momentous event in the company’s history with a new logo embodying this new era.
After enlisting the help of our partner ADB Léon, we went to the drawing board for a visual design representing both the mobility process our clients’ assignees we assist are going through and the support we bring during these changing times for them.
Home Conseil redesigned
As such, the “pin” representing this new location, surrounding a house was soon the natural choice for our new logo!
This project was also an opportunity for us to freshen-up our website and put forward our new team members we encourage you to discover!
Finally, we wanted to seize this opportunity to wish you, as a team, the very best for a marvelous 2023!
12/01/2023Industry InsightsSwedish immigration news:
When Swedish companies hire new employees it’s fairly standard to have a 3-6 month probationary period. While this is common it’s also a non-issue for Swedish residents. However, companies that source talents in all four corners of the world, which our clients do, have a problem.
Swedish government agencies tend to work in silos. One agency sets up rules and conditions that can’t possibly be met by the individual due to other requirements at a different agency. The two government agencies we see the most collisions for the talents moving to Sweden are the Civic registration/Tax authority and the Migration Agency.
Let me explain.
Swedish immigration rules: a six-month permit doesn’t qualify the employee for full local registration
Companies that have a standard probationary period will apply for a longer permit while receiving a work and residence permit for the time stated on the probationary period. This means most will get a six-month permit which doesn’t qualify the employee for full local registration. Instead, a tax number will be issued but no benefits will be unlocked such as medical services, daycare, full bank accounts, etc. In other words, the relocation to Sweden becomes cumbersome, full of workarounds, but no perfect solutions.
The Swedish Migration Agency requires companies to sign up for four mandatory insurance for foreign talent on a Work permit from the very first day of employment.
So to the insurance companies. They can’t activate insurance without the basic cover that is given to each fully registered Swedish resident. Hence, the delays in getting the Swedish Personal Number create problems that are only issued when full local registration is complete.
List of challenges in the Swedish immigration process
1. The employer must find international medical insurance for the talented employee in order to comply with the Swedish Migration Agency’s rules for the renewal of permits. If the insurance cover hasn’t been in place from the first day, it can cause a denial for an extended work permit, although the employee and employer have paid taxes from the first day.
2. Bank accounts are difficult to open which will cause a headache for the salary department.
3. It’s not possible to buy a pay-as-you-go card for a phone. HR, colleagues, or friends must sign up for the card with their Bank E-ID.
4. It’s not possible to queue up for daycare in most municipalities without a personal number. Thus, spouses are unable to find employment if they have small children.
5. Gyms/customer club cards, subscriptions, and many other things are only accessible to people with a Swedish personal number.
Challenging Swedish immigration probationary period
To sum it up. It’s not a good welcome for a new talent that moves to Sweden. Having your administrative tasks hindered for many months is problematic. We hear work permit holders complain and especially now since previously this wasn’t in place and people that arrived just a few months ago had a different experience.
Swedish immigration rules put pressure on spouses too
Spouses that move with work permit holders on probation have a harder time getting a solid job offer from a Swedish employer due to not having a personal number nor a set duration with a legal stay in Sweden.
Companies go about this in a variety of ways. Some have removed the probationary period for foreign talent altogether while others keep it and reapply for a new permit within six months. That is hard for the individual, yet fair given that all local hires have a probationary period too.
The Nimmersion clients are guided through this and we help weigh the options, and present solutions so a decision is made with full disclosure of how it works. We can also guide you to sufficient international insurance coverage to use in the meantime.
By Lena Rekdal,
Founder of Nimmersion [...]
09/01/2023Industry InsightsFrench Immigration reform ahead
On December 20th, 2022, the French Government presented to the State Council its French immigration reform project with an intent to “control immigration and enhance integration”.
This project encompasses several measures put together by the French Ministries of Labor and Interior that will impact the French immigration landscape, should they be adopted come spring 2023, most notably:
A new condition of mastering French in order to obtain a resident permit (Article 1 of the project)
The obligation for French employers to pay for French language training for their employees to satisfy this new condition (Article 2)
The creation of a new Resident Permit, valid for one year, for illegal foreigners working in a field with a lack of workforce. This permit will be available as long as the foreigner has worked for at least 8 months over the last 24 months and can justify continuous residence in France for at least 3 years. This scheme would be tested for the upcoming 3 years (Article 3)
The addition of the condition of having a regular Resident Permit in France to apply for the autoentrepreneur status (Article 5)
The reform of the « Talent Passeport » status, becoming the « Talent » status. (Article 6)
The creation of a Resident Permit “Talent-professions médicales et de la pharmacie” (healthcare and pharmaceutical professionals) for foreign assignees employed by public and private entities, so long as they are non-profits. (Article 7)
The creation of an administrative fine for employers employing foreign assignees without a valid title. This fine of up to 4000€ could be doubled in case of repeated offense within two years. (Article 8)
This text will be examined in Q1 2023 by the French Parliament.
Home Conseil’s Immigration Department monitors the evolution of this essential project, don’t hesitate to contact us with any questions!
End of the visa crisis with countries of the Maghreb region
As of mid-December, the French Government has announced a normalization of the status of visa issuance for applicants from Algeria and Morocco. This decision follows the normalization of France’s diplomatic relations with Algeria and Morocco and should mean visas will be progressively issued at a normal rate for these cases, following a crisis period since September 2021. A similar measure had been put in place for Tunisia and its nationals in August 2022.
Extension of the digitization of cartes vitales (French healthcare cards)
Created in 1998 and already digitized in some select departments (Alpes-Maritimes ; Bas-Rhin ; Loire-Atlantique ; Puy-De-Dôme ; Rhône ; Saône-et-Loire ; Sarthe ; Seine-Maritime), French healthcare cards (“cartes vitales”) will be fully digitized in 2023 throughout all of France as a means to fluidify relationships between patients and healthcare professionals.
Data contained on cartes vitales linked to healthcare expenditures is already accessible through the dedicated mobile app.
French Immigration Sources:
15/12/2022Industry Insights“Could you help me move my furniture back to England?” I receive a request like this once every two to three weeks.
That’s great you might be thinking, you run a relocation company and you get regular enquiries. It would be great if I owned that kind of relocation company. But what I actually own is known in the industry as a Destination Services Provider (DSP for short).
That’s great if you work in the field of global mobility but for the everyday person, perhaps relocating for the first time, a DSP is probably not a business type you have come across.
What is a DSP (relocation company) and how can it support relocating employees?
Let me clarify what my company, Inter Relocation, does: we provide independent home search services for expatriates, as well as helping them to find a school for their children, orientation support for new arrivals and additional support with anything relating to establishing a life in a new country.
In addition, we also provide in-house visa and immigration support, which is quite typical, at least within the Central and Eastern Europe region. That makes my company an ISP (Immigration Service Provider) as well as a DSP.
A short history lesson
When I started out in the industry things were a little simpler. Companies like mine were commonly referred to as a relocation company, with our cousins in the removals business calling themselves household goods movers, removals firms, or van lines. Then slowly but surely the removals companies started to call themselves a ‘relocation company’, just like we destination services providers had done so, so that things would be clear for the lay person.
The late, great Paul Evans once explained it to me in terms of his goal of ultimately selling his business for a higher price. The basic gist was that household goods moving is a blue-collar logistics business, whereas a relocation company (encompassing the work of a DSP, ISP, tax and legal and other support services such as language and cross-cultural training) was considered a white collar consulting business.
The multiplier of historical or projected profit that you can charge when selling your business is significantly higher if you are selling a consulting business, and that is what he was building.
Let’s look at the big relocation picture
So back to that request for my relocation company to move someone’s furniture. I take such requests with good grace and do my best to direct the customer to a company that will indeed assist them. It reminds me that relocation encompasses so many processes, of which my company delivers only a few. At this point we must mention the global players in this industry, the Relocation Management Companies (RMCs).
Many multinational companies’ global mobility management have realised that if each of their offices operates its own global mobility policy, it results in a very disjointed experience for their international workers. A typical solution has been to take a global approach and to establish a relationship with a service provider that can support that company’s expatriate employees wherever they relocate to.
This is the role taken by the Relocation Management Companies. Companies like mine partner with RMCs and act as an on-the-ground partner. There could also be immigration, household goods moving, spousal or partner support, tax equalisation and so on, all provided by a network of partner companies around the world.
Relocation is all about people
For me the beauty of our industry is that it is all about people. I do my best to occasionally work with a relocating family, just to remind myself of why we are here. To relocate from one country to another, even as a single person, can be very stressful and to know there is someone who will hold my hand (metaphorically at least) when I arrive in the new location is very reassuring.
There are efforts within the industry to use technology to streamline and simplify the process and I am all in favour of a reduction in administration and in the number of people who contact a relocating employee. For me though there is still no substitute for having an actual relocation and/or immigration consultant to look after an expatriate and make sure they find the right home at the right price, with a lease contract that protects their rights and with the legal right to live in that home and work in the country they’ve moved to.
Empathy for the expat
I’m an expat too. I relocated to Hungary in 1995 and did so without any professional support. I proudly refer to myself as an economic migrant, because I relocated with two suitcases, a small amount of money and sought a new life, a better life, in Budapest. For me relocation was the freedom to make a choice, to be able to move to another country, without having to prove my worth in advance. I moved to a country with a fresh, entrepreneurial spirit and found myself caught up in that feeling and was running my first business by 1998.
Beer was cheap, the locals were welcoming and loved that I tried to speak their language. My decision to relocate changed my life, beyond all recognition and I sometimes wonder how my life would have turned out if I’d decided not to. I don’t think about that too often though, mostly I’m focused on making sure my team has all the tools they need to relocate the next satisfied and very brave customer.
By Stuart McAlister, owner and Managing Director, Inter Relocation [...]
05/12/2022Industry InsightsWhen moving to India, you first need to be aware of the different immigration norms. With investments pouring in from different parts of the world, many foreign workers will be required to move to India. The very first thing they need to ensure is whether they are allowed to work there or whether they can acquire a legal work status upon relocating in India.
Indian Immigration Regime – Pre and Post arrival formalities
The Indian immigration system or regime is fairly simple and not very complicated. The only complication experienced usually is the paper work and the coordination between various departments within the respective Government organizations. The Indian work permit system is unique and different from most other countries because there is no in-country clearance process involved.
Once an employer identifies a possible international recruit and is willing to pay the employee relocating in India in excess of 25000 USD per annum, they are then only required to complete an online application at the closest Indian consulate, ensure paperwork is completed and submit the physical application for an Employment Visa type – E.
Accompanying family members of an expat moving to India too need to apply for a dependent visa type – X. Typically, these visas would be granted within a week of the application, depending on the country they are applied in and usually valid for one year or the length of the assignment, whichever is longer.
On arrival in India, the visa can be extended every year, in country, and since this process is also online now, the applicant need not face any bureaucratic hassles.
Post arrival, the family moving to India must register itself with the local police office to secure a residential permit. Only with this registration in place can bank accounts be opened.
IMMIGRATION RISKS: Not too many, but still there!
As an expat moving to India can be quite hassle-free. However, there are some points that a foreigner moving to India for employment must know. Now, though the visa process and subsequent registration process are simple and straight forward, it is not bereft of certain risks and challenges.
Delayed registration : The very first risk is the delayed registration. If registration is not secured within 14 days of arrival, there can be financial penalties for the delay. Also, exit from India would not be allowed until the registration has been secured. I recall a case where a German national arrived in India a few years back and did not go through the mandatory registration process. Those days the penalties were low: approximately 30 USD. After about twenty days in India, he tried to leave the country from the Delhi airport due to a family emergency but was stopped from taking the flight.
Incorrect Visas : We also often experience cases where people arrive on business visas while they should have been on employment visas and this is also illegal and akin to tax evasion.
Same sex partners : Recently in 2018, Indian Supreme Court decriminalized LGBT rights to have same sex partners. But the government has still to recognize marriage between same sex partners. Thus, dependent visa for a same sex partner is yet not possible.
On-time and correct tax filing : To ensure visa extension in India, tax returns for the previous year must have been filed and tax should have been paid up to the date. Many a times, we experience delays in tax compliances even by the largest of the companies which result in complication at the time of extension of the visa. Thus, when moving to India, see to it that the above aspects are taken care of.
LIVING IN INDIA: Mixed bag of miscellaneous options!
While relocating to India, an expat must get it very clear, that India is a diverse nation made up of different political, regional, and cultural entities. Thus, before moving to India, an expat must understand different aspects pretty clearly.
The cost of living depends on the expatriate’s lifestyle, the housing area and the community he or she chooses. Accommodation continues to be the expats’ biggest expense in India. Certain cities like New Delhi and Mumbai are particularly expensive. An average 3 bedroom property in these cities could cost above USD 2500 per month. On the other hand, living in a tier-2 city like Ahmedabad can be as cheap as USD 1000 per month.
HOUSING: Know it beforehand to make suitable choices!
Housing is one of the top-most agendas of an expat relocating to India. Before relocating to India, if an expat knows about housing in India, it would be easy for him/ her to make choices.For instance, Mumbai, the financial hub of India, is often considered at par with New York or Hong Kong.
The city presents stark differences when it comes to the type of housing options. You have beautiful high rises surrounded by slums in various parts of the city. Match-box size houses dot most of the expensive areas like that of Bandra. Thus, an expat moving to India in Mumbai may get numerous options of compact housing.
ACCOMMODATION OPTIONS: Something for everyone!
Gated communities: When we refer preferred accommodations options in India to expat moving to India, we typically refer to communities that are gated. These communities provide 24/7 maintenance, security, club house facilities viz. swimming pool, gym, tennis, basketball courts, children’s play area to name a few. Some even have grocery stores and an ATM machine within the community.
Most communities also provide basic power back-up which is quite essential in India. These communities are modern structures and often house other expats. Schools buses cover these communities on their route. Many of these housing communities are relatively in close proximity to the international schools.
Non Gated: There are other housing options available in India which need not be in a gated community, At times the maintenance and upkeep of these properties is a time consuming task. Most of these properties do not have any amenities or club house facilities and one would have to make direct or personal arrangements for security guards, power back up and handyman services.
Apartments: Sometimes the housing options available in the destination city are restrictive – for example in a city like Mumbai there are no row houses or villas in gated communities due to lack of space. Whereas in Delhi, expat preferred neighbourhoods would not offer any condos. Nevertheless, there is a wide array of accommodation options including apartments to an expat moving to India.
SERVICED APARTMENTS:Vast options available today!
There are different types and categories of serviced apartments available in India that cater to the varying budget and quality requirements of an expat moving to India.
International Brands: Oakwood is present in few cities. Some hotels like Leela, Marriott, Sheraton and Hyatt offer serviced suites.
Local Operators: While there are professionally run serviced apartments like Oakwood as one category, there are smaller serviced apartments run by local companies which fall under a second category, they have independent buildings but the quality and service may not be at par with international standards.
Unorganised sector: The third category is when a serviced provider converts one unit in a regular residential housing complex into a serviced apartment and appoints someone to manage the housekeeping. This option is typically taken for long term bookings and the unit may be customized based on negotiations with the service provider.
A typical expat quality serviced apartment may cost about USD 100 to USD 350 per night + taxes.
MONTHLY RENT: Diversity seeps in here to the core!
An expat moving to India must know that in addition to monthly rent in Mumbai and Delhi, rent in other cities of India can be a fairly expensive affair. For instance, Bangalore which is now known as Bengaluru has one of the highest expatriate populations moving to India. The apartments which are expat quality range from USD 1000 for a 3 bedroom apartment in a less expensive neighbourhood to USD 6000 per month in a premium neighbourhood.
Gurgaon which is a part of the National Capital Region (NCR)and located in the outskirts of New Delhi has few gated communities like the Aralias or the Magnoliasthat the expatriates favour.
Pune is emerging as a prominent location for IT and manufacturing and thereby it’s a popular destination among foreigners moving to India or relocating to India. With newer areas like Aundh, Baner, Hinjewadi and Kharadi developing fast, the focus is shifting away from the city centre to these pockets.
Expat preferred property rentals range from USD 900 to USD 5000 in this city. Thus, an expat relocating to India would definitely get suitable accommodation options upon proper guidance and information.
RENTAL PRACTICES: Varying from city to city!
An expat moving to India must be aware that everyIndian city may have different rental norms and market practices so it is important to understand the unique requirements. To begin with the rent: it differs from city to city- it can range from monthly in advance to quarterly in advance or even bi-annual or annual basis payments.
Escalation clause: The escalation in rent typically takes place after every 11 months or every year and ranges from 5 to 15%. This depends on the negotiations with the respective landlords.
Security Deposit: The security deposit again varies from city to city in India. In a place like Bengaluru, the deposit is as high as 10 months of rent, payable upfront. It is refunded by the landlord at the end of the lease period, free of interest.
Overseas payments: The Reserve Bank of India imposes several restrictions on transfer of funds outside the country, so it is recommended to try and pay the deposit locally to the landlord in India so that they are able to refund it easily at the end of tenancy.
REGULATIONS: Present yet often absent!
As an expat moving to India get this straight: India has an extremely unregulated housing market. There are no entry barriers to becoming a real estate agent therefore the real estate sector is unorganized. There are no Government benchmarks or index for rentals. Subsequently, rentals may differ for the same quality of apartment within the same complex.
We have an extremely dynamic market in most cities and especially in the low and moderate categories. Thus, an expat moving to India or relocating to India must be prepared for wide variations.
LEASE PROCESS: Getting it right is important before moving to India!
As an expat relocating to India remember that all leases have a diplomatic clause. This is standard market practice in India. The notice period is typically 1 to 3, however, it is subject to the lock-in period, or a minimum guarantee of stay, if any. The lock-in period is when neither party can terminate the lease agreement.
So if you sign a lease agreement for an 11-month period, it could have a 9 month lock-in, post which a 2 month notice may be given to terminate the lease. Landlords in India typically do not like the lease being terminated during the initial term. If you believe your assignment is going to be for a short duration – that is lesser than 11 months or a year, it is advisable to look at serviced apartments/ corporate housing.
LEASE REGISTRATION: Know the norms right!
Before moving to India understand that laws around registration of lease are ambiguous in India. Firstly, laws differ from state to state. For example, in the state of Maharashtra- that is for cities viz. Mumbai and Pune, registration of lease is mandatory.
In some of the other cities, the lease is not registered if signed for an 11-month period, renewable for further periods of 11 months each. In such cities, registering a lease depends solely on each corporate and their internal policies and it is best for the legal team to provide guidance as an unregistered lease is not admissible in the courts of law, in case of any conflict.
If registration has to take place, both parties have to be present- that is the landlord and the authorized signatory from the company in the case of a company lease. The costs towards registration again differ from state to state in India. It is also dependent on duration of lease, rental amount, deposit, escalation and term of lease.
OTHER FORMALITIES AND COSTS: Being aware of them would help a great deal!
Once lease formalities are completed, some cities in India have a mandatory police or tenant verification process as well. Some forms need to be filled and submitted at the local police station with supporting documents to be compliant with this process.
Agents fee / Finder fee: In addition to these costs, you would also have to cover the real estate agent’s fee. This is typically equivalent to 1 month’s rent paid by each party of the two parties i.e. landlord as well as tenantonce the lease is signed.
Taxes: Taxes are typically paid by the landlord. However, many landlords these days have included a provision in the lease agreement: if the Government levies an additional tax on residential rental properties, that tax in the future would have to be paid by the tenant. As of date, no such tax has been imposed by the Government.
Withholding tax: Do note that depending on the value of the lease, the tenant may be required to deduct tax at source from the rent and deposit it with the Government. The corporates have been doing this for company leases for several years and this process has now become mandatory for personal leases as well. So, please understand this before moving to India.
UTILITIES: Knowing them beforehand could save you from a lot of hassles!
While going into a rental property in India, an expat relocating to India must always note that while electricity and water connections are provided by the landlord, the bills will come in the landlord’s name but will have to be paid by the tenant during the lease period. The transfer of bills to the tenant’s name is not possible.
The other utilities may be provided by the landlord or typically in majority of the cases a fresh application would have to be made for the same. This would be for satellite TV, internet, telephone, mobile connections, drinking water and cooking gas. In some cases, nominal deposits would have to be paid by an expat moving to India to procure the connection and thereafter you would be charged on a monthly basis, depending on the package selected.
Some gated communities would have additional charges like move in move out charge, maintenance charge – which covers common area maintenance only, club house deposits and charges, gardener’s fee, generator or power back up charges.
MAINTENANCE: Required assistance available in time and at a reasonable cost!
Most landlords do not cover the annual maintenance charges for white goods. If need be the tenant i.e. the expat moving to India or relocating to India would have to directly take up the AMCs. Household help is certainly required in India to maintain and clean the properties. These costs are typically lower compared to most Western countries.
Depending on the expatriate requirement, you can employ a maid, driver, nanny and cook. These days many expatriates relocating to India are also employing house managers to manage all the household help and coordination work for their homes.
RISKS: Make sure you know them right before moving to India!
In earlier days we used to be asked questions like do people live in houses in India? Today, the average expatriate relocating to India is extremely well informed, they do their home work prior to moving to India. However, the online listings provided in India are often outdated, irrelevant and often posted simply to attract customers.
Quality: Previously, the rentals were driven by the lack of supply. Landlords profited a great deal and some communities have practically witnessed bidding wars. This has gradually been brought to check with the advent of good quality gated communities.
Time and distance: It is advisable to find a property close to the office, due to cumbersome traffic conditions in the major cities. Most expatriates, especially those with school-age children, prefer to reside in gated communities located close to the international schools.
Size: We often have a family size of 1 or 2 moving to India with a restrictive budget but due to the lack of 1 bedroom properties and very few 2 bedroom properties, they eventually have to take up a 3 bedroom unit. So corporates have to take this into consideration while carrying out their budgeting exercise for certain cities.
Maintenance: Properties may not be clean / well-maintained at the time of inspection. Once selected, the necessary work is carried out prior to move-in. Most landlords do not accommodate any structural changes to the property. The move-in inspection report with pictures is extremely crucial to avoid claims during departure.
SCHOOLS: Strong academics is every Indian’s aspiration!
Most expatriates relocating to India prefer to enroll their children in international schools. Each major city has several options which follow an international curriculum like IB or IGCSE. Another option is Indian international schools. They follow the international syllabus alongside the Indian board or one may have the option to choose between the international and Indian syllabi. Some of these schools may follow the Indian syllabus but with some teaching and assessment methodologies from the international patterns of education.
Most international schools have fabulous campuses. They offer children academic as well as all round development. Their faculties have the ability to support children with individual attention. The class size is limited to ensure the same and classes are conducted in English. For children who are not fluent in English, the schools may arrange for additional classes.
International school fees range from US$5,000 to US$35,000 per annum depending on the grade. The international schools are typically open for admission all year round but subject to availability. The enrolment process should begin as early as possible. Some of the schools provide full or weekday residential facilities. Thus, before moving to India, you need to understand the education system here well.
TRANSPORTATION: Ensure your safety with the right techniques!
This is one of the most important aspects you need to know before moving to India. Driving anywhere in the world is difficult, but in India, it can be extremely dangerous! There are no standards and set methods and vehicles and drivers tend to make their own roads and rules. Most expats rent cars with a driver and fuel on a monthly rental basis. The employer usually contracts with operators on monthly or annual contracts for new or even used vehicles.
Bus travel is cheap but often hot and overcrowded, so it is extremely unpopular with expats. Taxis are moderately priced but with the advent of the Uber culture, hailing or calling a cab seems to be a practice of the past now.
Autos, also known as three wheelers, are widely available and used my many including by the expats moving to India.
The Delhi Metro is a comfortable and fast way of moving within the city of Delhi. Other cities in India are also working on possible mass rapid transport systems.
As dangerous as it might look, Indian roads are relatively safe. An expat relocating to India needs to develop a knack for plowing through and making steady progress, whether on foot or in a vehicle. Moving in India can be trickier than one would have thought earlier.
OTHER CHALLENGES: Jugaad is the key!
As Kailash Satyarthi, a Nobel Peace Prize awardee, said, India has hundreds of problems and millions of solutions. Upon observation, one can see the numerous ingenious quick fixes called as jugaad doing the right trick. Some of the inherent problems can be attributed to the culture. Most expats upon landing in India are quite overcome by the sheer mass of population and/ or lack of personal space, decorum or patience while waiting in queues and the overwhelming noise all around, while others are quite bedazzled by the colours and stark contrasts of the developed and under-developed factions of society.
It does take few days for one to get acclimatized to India and the discovery process continues through the assignment period. Traffic in major cities can be extremely unnerving and the lack of proper infrastructure adds to the woes.
One would often find themselves challenged by the apparent cultural and language barriers. Indians have peculiar characteristics like the classic Indian nod which is a head bob from side to side neither accepting nor denying their agreement. Although corporate India has become more professional on this aspect expats would still find handy men or labour rarely keeping their appointments.
Accompanying spouses would have to find other means to keep themselves occupied like taking up voluntary work or being part of expat groups which organize events and other cultural activities as taking up full time employment, consultancy work or any job which involves compensation is prohibited.
On the whole, despite of these challenges expats and their families moving to India acclimatize very well to India and it is often very overwhelming for them to leave the over friendly people and the vibrant culture behind.
EXPLORING INDIA AS A NATION!
When relocating to India if an expat has a fair idea of what India is as a geographical and cultural entity, it would only allow him/ her to settle better in India. So, in the following segment, I shall throw light upon some interesting facets of India.
KNOWING INDIA: A civilization older than time!
Though the idea of India as a geographical entity has existed for centuries and its earliest civilization dates back to 5000 BC, modern India was only born on the 15th of August 1947, when it gained independence from the British. India has continued to evolve as a superpower ever since. However, in the real sense, the Indian economy was only born in 1993.
During the time between 1947 and 1993, India was a closed country, focusing on socialism. Under pressure from the World Bank and on the verge of being bankrupt, India opened to the world in 1993 and then quickly grew to become a major economic power in the past twenty-five years. It is expected that by 2030 India would be world’s third largest economy as long as it is able to maintain its current growth rate of close to 8 % per annum.
INDIAN CULTURE: An eclectic mix of everything under the sun!
Get this right from the start before moving to India: India is a land of diversities in every way one can imagine. Thus, an expatriate moving to India must be ready for regional or provincial peculiarities and vast cultural differences. Cultural sensitivity would onlyallow a foreigner, working and living in India, assimilate better!
Being the seventh largest country in land mass, India is a large geography. It’s a diverse culture with nearly all religions of the world living here. Nevertheless, it is probably the only Hindu dominated country in the world with 80 % of its people following Hinduism. With every sixth human being living in India, it is the second most populous country on record, though some say, it may have already over taken China (as the census systems are not that accurate).
With two official languages – Hindi and English, India has another twenty-two national languages and over a thousand other languages and dialects! And we thought Europe was complicated! With its sheer size and diversity, India seems like it is always at conflict with itself. Depending upon who you are and what experiences you may have had before moving to India, the Indian stereotype could differ.
So on one hand, one may say that India speaks English for English is one of the national official languages, most foreigners are left dumbfounded when they learn that only 4 % of India actually speaks English. 4% of a billion is still a sizeable number! Some would say Indians are innovative, intelligent and hard working – after all India has some of the best technical and business minds in of the world – but many would say that Indians are lazy and undisciplined – and probably both these observations could be correct.
UNIQUE CULTURAL CHALLENGES: Overcoming them in the right way!
The cultural challenges faced by foreigners relocating to India can be immense – most of India is rural and majority of Indians may have never seen a foreigner. We at IKAN recently had a German intern with us at our Delhi office who became a star attraction because where ever she went, people wanted to take pictures with her.
She, who had then recently relocated to India, had never experienced this in the West. When she went to see the Taj Mahal she was amazed at the sheer number of people at the Taj! The promotional pictures she had seen before moving to India were always of a Taj with no people.
Space and Time management
Thus, it can be said that Indians are used to the lack of space as that is a luxury they can never enjoy, but foreigners are disturbed by the noise and the air pollution that they experience besides the complete lack of physical space that they take for granted back home.
An expatriate moving to India must learn about the Indian sense of timing and their disregard for keeping on time which is now fondly referred to as the “Indian Stretchable Time” – a concept of time derived from IST which stands for Indian Standard Time. Getting these things right before moving to India would save an expat relocating to India from a lot of frustration!
INFRASTRUCTURE: Coming of age!
Just check out India from a satellite picture taken at night on the internet. I still recall the immortal words of our first man in space – Squadron Leader Rakesh Sharma, when he was asked by the late Mrs. Indira Gandhi, how India looked from space and he said “Saare jahan se achha”, meaning, the best in the world. Most Indians are patriotic and carry similar thoughts in their hearts.
Nevertheless, India has its own set of challenges just like most countries challenges but her evolving educational and social systems are addressing some of these pretty rapidly. Indian infrastructure is always under stress due to the sheer size of the population, but is also getting better by the day. Electricity, roads and banking have reached the remotest corners of India.
FOREIGN DIRECT INVESTMENTS: Evidence of India’s growing power!
The Indian story has though just begun and with the investments only growing and with the many Make In India initiatives, sky is the next limit – literally. Recently, we heard that the Boeing and Lockheed Martin Companies will manufacture their defense systems in India and export from India. Similarly, many other multi nationals are setting up such initiatives in the country due to the incentives provided by the Government to help the industrial, technological and infrastructure growth of the country.
Indians are certainly industrious, educated, enterprising and hard working, considering that despite being an agrarian economy, it has the largest network of engineering colleges in the world. Indian intelligentsia comprising some of the most renowned scientists of the world is contributing constructively to build the nation. Thus, expats moving to India find it easier today than ever before to settle here.
As a relocation expert of a highly renowned relocation company in India, I would say that moving to India or relocating to India and working in India for an expatriate can be an odyssey of a lifetime and if a relocating expatriate moving to India is open and welcoming, India can offer some wonderful experiences to cherish for years to come! Relocating to India would be a roller-coaster ride to remember for the entire life! [...]
22/11/2022Industry InsightsIt has been studied, that international talents create a more diverse community, making the whole work community idea richer and more creative.
If your company has decided to hire people from abroad, we can help you. For this reason, Finland Relocation has put together a few important points to consider when hiring an international expert in Finland.
Plan your recruitment well
When hiring international expert in Finland, first you need to think about how a foreign employee will serve the needs of your company? Do you want to hire an international expert, an international student or a returning expert?
In any case, it is a good idea to plan the recruitment process well before placing a recruitment notice.
The talent may not be aware of Finnish labor law or culture. By preparing to answer both the small and large questions about life and working in Finland, you create a reliable and attractive image of your organization for the job seeker.
How to get an international talent attracted to Finland?
There is a demand for international experts in Finland too. In addition to salary and job description, today the attractiveness of an employer is affected by other matters as well. Job seekers may be interested in, for example, the values of the organization, the work culture, and the opportunity to influence their own work.
Relocation services provided by the employer can also act as a competitive factor for the employee, even as a decisive thing in decision-making. When the relocation process is handled professionally and smoothly, it has a positive impact on the employee’s well-being in the new country, as well as creating a positive image of the employer.
Hiring an international expert in Finland
Once a suitable candidate has been found and is ready to be hired, it is worth going through the basics with them. A foreign employee may not be familiar with the laws, practices and regulations we have in Finland.
An employment contract can be finalized as soon as the decision on recruitment has been made. An employment contract is required to enter the country legally as an employee. Starting an employment relationship may require various permits and, for example, the right to work.
If your company does not have the expertise to assist a new employee in these processes, it may be useful to use expert help. Immigration processes with a permit application can be complicated, but with the help of a specialist, those can be handled smoothly. For example, FRS customers usually receive residence permits before the target time.
Settling in Finland
After the recruitment and immigration process, the employee still has a lot to deal with. Local registration, applying for a tax card, finding temporary and permanent housing, finding kindergarten and schools, looking for hobbies and activities, are a few different important issues to sort out.
An HR expert or supervisor may not have time to support the new employee in settling in, in which case the settling in and orientation services are helpful for the employee. Our relocation experts with extensive experience can help the employee and the family throughout the process.
That way moving and starting a new life in a new country will be stress-free and the employee will have a pleasant start to their new life in Finland.
The first recruitment is often perceived as the most difficult, but we will support your company throughout the process. Contact Finland Relocation – if you need help hiring an international expert in Finland!
*Increasing cultural and ethnic diversity in the work community can increase a company’s earnings by up to 35%, so it also has financial benefits, according to a study by consulting firm McKinsey & Company. You can view the research here.
“The benefits of staff diversity can be achieved when leadership and organizational culture support functional diversity and inclusion. The benefits of diversity, such as innovation and creativity, come from diversity and a range of perspectives.” Direct quote from an article by the National Institute of Occupational Health on the diversity of the work community. [...]
21/11/2022Industry InsightsBREXIT News: the online platform enabling British citizen residing in France before January 1st, 2021, to apply for a resident permit under the Article 50 – Withdrawal agreement is now offline since March 1st, 2022.
Nonetheless, it is still possible to apply for a resident permit for British citizen as a few derogations exist.
Such an application is indeed possible without any time limitation for those falling into the following categories:
Children (British or third-party country national) of British nationals (or their spouse) benefitting from the withdrawal agreement resident permit upon reaching the age of 18. The application must be lodged within one year of reaching 18 years of age.
Family members (British or third-party country national) who entered France after January 1st, 2021 if their family ties with a British national benefitting from the withdrawal agreement predate January 1st, 2021. The application must be lodged within 3 months of the arrival as no visa is required. Family members falling under this category are:
direct descendants of less than 21 years of age or dependant on the British citizen financially;
direct ascendants dependant on the British citizen financially;
spouses or partners able to prove a durable and established relationship;
direct ascendants or descendants dependant on the British citizen’s spouse financially;
children of the British citizen born or adopted after January 1st, 2021.
NB: minor children benefitting from the withdrawal agreement can have a Children’s Movement Title (DCEM) delivered free of charge.
British citizens and their family members (as defined above and also including spouses and partners of French citizens whose established relationship can be proven before January 1st 2021) who can prove a legitimate motive to file their application late (i.e. after October 4th, 2021). This legitimate motive can be a force majeur event, health reasons, pandemic-related or professional reasons for example.
These applications must be lodged with the French Préfecture of the place of residence, Home Conseil’s Immigration Department is available to assist you in these proceedings!
BREXIT news sources:
French Ministry of Interior [...]
09/11/2022Blog / Industry InsightsTIRA, The International Relocation Associates launches a TIRA YouTube channel for its future video content, including its new interview series, TIRA Talks.
Everyone is making unique video content these days and TIRA is no exception.
Our TIRA YouTube channel was launched recently, with a video guide to our current board and an interview by Susan Ginsberg with the founder of TIRA, Beverly Mayhew. This is a fascinating interview for members and non-members alike.
How many members did TIRA have when it was originally founded? In what location was it founded? No, we wouldn’t have guessed either.
A brand new TIRA YouTube channel highlight: #TIRAtalks
Board member Stuart McAlister has since launched TIRA Talks, a series of video interviews with TIRA members, with the goal of broadening understanding of the organisation and its capabilities, sharing best practices and encouraging potential new members to start their TIRA journeys.
The first interview features TIRA’s current Chairman, Jérémy Berthoux from Home Conseil in France. Jérémy shared details of the origins of the company his mother founded 31 years ago, how he came to join the firm much later, his company’s history with TIRA and his feelings about the current and future state of our industry.
Further TIRA Talks episodes are already in the pipeline and if anyone would like to join Stuart for a friendly chat, he would love to hear from you.
Subscribe to TIRA YouTube channel HERE
There are a lot of exciting future developments afoot at TIRA, so watch this space for more updates very soon. [...]
07/11/2022Blog / Industry InsightsIntermark is carefully monitoring the current travel situation and travel restrictions in Russia for Russian citizens leaving the country in light of the partial mobilization declared in September.
While there are numerous statements from officials that there are no travel restrictions in Russia, there have been reports of new measures preventing people who potentially may be enlisted from leaving the country. The majority of clients Intermark assists are able to cross the border with no restrictions.
▶ Border control authorities bar some people from leaving the country and give them notifications that they should get an official permission to leave country from their local enlistment office.
Intermark legal team studied one of such notifications — it is based on cl.21 of the “On mobilization training and mobilization” law (Federal Law dd. 26.02.1997 N 31-ФЗ), that mentions that all the people who may be enlisted should stay where they live unless they have a permission.
▶ Technically, this is legal because announced “partial mobilization” is still considered a mobilization (cl.1 of the abovementioned law) so all general regulations like this prohibition to leave one’s residence are applicable.
Thus far, no official criteria on who may be enlisted and who may not was officially published, so technically all the people who are considered a reserve force may be mobilized – and be barred from leaving the country. As these regulations were never used before, there are no legal precedents nor established practice.
▶ What to do if you or your employee was denied to leave the country?
In the moment, it is hard to give general advice. Some people try to leave the country from another airport or border control post and succeed (we know about several such cases). Some go to their local enlistment office and get the permission (we know about such cases too) – human rights defenders still advise to send there a representative with a power of attorney.
▶ It is important to remember that the above mentioned notification is not a conscription notice; it is just a clarification why you were barred from leaving the country and what you have to do to be allowed to leave.
▶ It is yet unclear how this may be influenced by the official statement from Moscow’s mayor and Moscow region’s governor on the closure of mobilization actions in these regions.
The published statements declare that due to the mobilization figures reached in those regions, all actions concerning mobilizations are ceased, all additional enlistment points are closed and all earlier issued conscription notices are considered non-valid.
Intermark will continue to monitor the situation and will inform you on any regulation changes.
A bejegyzés megtekintése az Instagramon
Relocation to and from Russia & the CIS (@intermark_relocation) által megosztott bejegyzés [...]
27/10/2022Awards and Credentials / BlogIntermark Receives Cartus ‘Commitment to Excellence Award Platinum Level’ and Weichert Workforce Mobility ‘Legendary Service Provider’ awards at their 2022 global conferences.
“Cartus has always maintained rigorous criteria and performance standards for their supplier partners,” said Irina Yakimenko, GMS, MIM, Intermark Managing partner. “We are proud to be a part of Cartus’ Global Network, and to have received this accolade, which recognizes our commitment to quality, superior service, and our ability to source innovative ways to meet relocation challenges. It is a great honor and inspiration for us to receive this prestigious award as we continue to work hard for our valued clients’ and partners’ in this ever-changing reality.”
At the Weichert conference, Irina commented, “I am so honored, proud and touched on behalf of Intermark Relocation to be named the Legendary Service Provider by Weichert Workforce Mobility. Thank you Mary DeVeau and Heidi Frances and the entire Weichert team. This means the world to every member of our team who works so hard every day to make sure our clients are safe, well informed, and cared for. We are grateful for and value your partnership.”
Cartus is the trusted industry leader, guiding clients through thousands of corporate relocation programs, large and small, unique and complex. Ideally equipped to lead, Cartus is ready to help your business – whenever, wherever your relocation program is headed.
About Weichert Workforce Mobility
Offering a bold combination of the industry’s best service experience and future-proof technology, Weichert Workforce Mobility makes the complicated task of relocation feel seamless and achievable.
In a world more in flux than ever, rife with economic uncertainty, fast-evolving employee needs and constantly shifting business priorities, we help companies navigate change, providing the insight, guidance, tools and technology they need to make work happen.
About Intermark Relocation
Intermark is a relocation consultancy. We provide full range of Immigration, Relocation, Outbound and Moving services to major international companies. We operate in CIS countries and Russia. With 29 years’ experience of relocating families, we have developed sophisticated expertise and comprehensive services that allow foreign employees to smoothly and easily adapt to a new environment, new reality, and their new life on the assignment. [...]
17/10/2022Industry Insights / BlogAs of 12pm on Thursday 13th October 2022, the refreshed and elevated EER corporate brand was officially launched.
Beginning with a new logo, the EER corporate brand is now completely refreshed and revitalized. Spearheaded by the co-owners, Marie O’Neill and Aideen Hopkins, this rebranding is showcased across the website and all marketing and communications collateral. This is an exciting milestone for EER and the perfect way to honour the first year of new ownership and the company’s innovative vision for the future.
The entire team is thrilled to share this new step with their past, current and future clients, partners and stakeholders who have contributed in their own way to who EER is as a company and will continue to motivate the leadership and staff into creating even more avenues through which EER can service their needs.
The new EER corporate brand
The new EER corporate brand is ultimately about elevating their corporate branding to reflect the calibre of what they offer and the quality of their service. The level of performance their clients are used to will not change, this new look just more accurately represents who they are as a company and their capabilities. From today, the visual associated with EER is more in line with their current and future vision, providing a glimpse into their brand story and the direction in which they intend to grow.
It pays homage to the legacy heritage they have cultivated over the past 18 years and also showcases their expanding potential as the region’s leading corporate services, immigration and relocation company. To help outline even more clearly who they are, what they are about and what they offer to clients, both current and future, they have also created a video that explains today’s EER and where they are headed.
The revamped EER corporate brand is not only an apt way to mark the change in leadership and a dynamic first 12 months of guardianship, it is a testament to the vision of both Aideen and Marie. The new look EER is their way of forging a new era for all the world to see, signifying their intentions to ensure that EER more than meets its potential. Since both of these pioneering women are used to exceeding expectations, it is only natural that they feel the same way about EER.
EER can make a difference
In the past year, they have already seen exciting changes take place, from acquisitions to services, all of which build on the trusted reputation of EER in terms of performance and also herald the ‘more’ that is yet to come. And what is that ‘more’ you ask? They tried to get some more details out of the illustrious owners asking them both what the future had in store for EER.
As Marie put it, “there is so much more we want for EER, our team and our clients. With all the changes that have taken place in the world in the past few years, we have seen far more areas in which EER can make a difference and our priority will be to ensure that we have the talent and resources to provide our clients with more than ever before.”
When asked about potential expansion plans for EER, Aideen added wryly “all we can share at this stage is to keep your eyes peeled. We know how much our team has to offer and that by forging new partnerships, we can push beyond the boundaries in a way that will benefit all of our stakeholders, so we feel we have a responsibility to utilise our knowledge and network to help EER be the best that it can be moving forward.”
This sounds like the future of EER could be exciting to watch, especially under the stewardship of these two ambitious and innovative professionals. They had best stay tuned. [...]
10/10/2022Awards and Credentials / BlogInter Relocation was named winner of the Cartus Global Network Commitment to Excellence Platinum Award for its exceptional service results, the highest level of award a supplier can achieve through service performance.
This award recognizes a supplier’s measurable commitment to excellence and is presented to Global Network service providers who have distinguished themselves by achieving critical performance metrics. To achieve Commitment to Excellence Platinum Award, the partner must achieve an average overall satisfaction score exceeding 95% over a 12-month period.
Owner and Managing Director, Stuart McAlister commented
“I am extremely proud that this year not only have we shown such a consistently high level of service quality to warrant a Cartus Commitment to Excellence Platinum Award, but that for a second time we were nominated for the Cartus Masters Cup.
We have dealt with an unprecedented level of business over the last twelve months, so to do so while maintaining such a high standard of quality is truly exceptional. I congratulate my entire team for this achievement.”
About Inter Relocation
Inter Relocation was founded in March 2002. It is a provider of relocation destination services and immigration compliance in Budapest, Hungary. The company was established with three full-time members of staff and has since grown to sixteen staff members.
In addition, in 2003 the international side of the company, called the Inter Relocation Group. From humble beginnings with the company offering relocation services in Hungary, the Czech Republic, and Poland.
Inter Relocation now boasts franchise group members in twenty-two countries across Central and Eastern Europe and Central Asia. The Budapest office acts as the group headquarters.
The Inter Relocation Group has achieved Cartus’ highest award for customer service, the Commitment to Excellence Platinum Award five times already. This award was given for its exceptional service results, the highest level award a supplier can achieve through service performance.
In addition, this award recognizes a supplier’s measurable commitment to excellence and is presented to Global Network service providers who have distinguished themselves by achieving critical performance metrics. [...]
07/10/2022Awards and Credentials / BlogThe Cartus Global Citizenship Award recognizes companies or individuals that exemplify the spirit of global citizenship through volunteerism, DE&I (diversity, equity, and inclusion) or sustainability to make the world a better place.
Lisa Johnson, Director, Global DE&I Solutions at Cartus, said while announcing Global Citizenship Award, “This is for IKAN Relocation, our DSP in India, where they have demonstrated commitment towards their social responsibility in multiple ways. They have sponsored higher education for the children of some of their employees and delivered a “Health Care at Doorsteps” program for the disadvantaged.”
For organizations to be considered for Global Citizenship Award, entries needed to Include details such as how/when the nominee became involved in their global citizenship, provide an outline of a program that was put in place, demonstrate the impact of their efforts to the overall community/organizational goals, and the measurable impact that has been attained.
IKAN Relocation’s social action focused on Innovation, Education, Employee and Community Health, Diversity, and the Environment.
“While we are extremely pleased with the Global Citizenship recognition, we also realize that there is a lot more that can be done. These are early days for the IKAN ESG journey in which IKAN has decided to undertake as a family. Our 2023 ESG targets have already been set – wish us well.” – Rohit Kumar, IKAN’s Managing Director. [...]
20/09/2022Awards and Credentials / BlogInter Relocation is Nominated for a Prestigious Cartus Masters Cup Award at the 2022 Global Network Conference.
Inter Relocation has been named to the short list of finalists for Cartus Masters Cup Award at its 2022 Global Network Conference, to be held virtually from October 3-5, 2022. The Cartus Global Network is the company’s industry-leading worldwide service provider network. The Cartus Masters Cup Award is the highest honor awarded by the Cartus Global Network for outstanding service and performance.
Each year, the network comes together to collaborate on ways to improve and innovate service delivery to Cartus clients and their relocating employees. Exploring current global mobility leading topics and trends, the conference provides attendees with takeaway value and best practice recommendations.
Cartus will welcome its global supplier network, representing companies from 175 different countries to the event. This allows the network an opportunity to celebrate the past year’s successes and recognize companies and individuals that have truly gone above-and-beyond to provide exceptional service to Cartus customers.
This year’s conference theme is Leading the Way, Anywhere. This theme reflects the breadth of Cartus’s industry-leading supplier partnerships.
Cartus Masters Cup Award
Inter Relocation has been nominated for the Cartus Masters Cup Award in the category of Home-Related Services. Presented annually to the highest-achieving Global Network members who have previously received top awards, the Cartus Masters Cup Award recognizes a service provider that has consistently achieved exceptional standards of quality.
Winners must demonstrate:
total commitment to service excellence
truly collaborative approach when developing cost-effective and innovative approaches for Cartus clients
outstanding performance and commitment—not only to Cartus’ vision and values, but also to its mission to deliver proactive, flexible solutions that meet the unique needs of its clients and their employees, every time.
“We are extremely proud to be nominated for the Cartus Masters Cup Award for a second time. To get such positive feedback from both the assignees and our contacts at Cartus is, for me, a huge validation of what we do as a Global Net partner. We have been working to be the best at what we do for twenty years now and to have a key partner confirm that we’re very much going in the right direction really pushes us to improve just that little bit more.”
– Stuart McAlister, Managing Director
About Inter Relocation
Inter Relocation was founded in March 2002. It is a provider of relocation destination services and immigration compliance in Budapest, Hungary. The company was established with three full-time members of staff and has since grown to sixteen staff members.
In addition, in 2003 the international side of the company, called the Inter Relocation Group. From humble beginnings with the company offering relocation services in Hungary, the Czech Republic, and Poland. Inter Relocation now boasts franchise group members in twenty-two countries across Central and Eastern Europe and Central Asia. The Budapest office acts as the group headquarters.
The Inter Relocation Group has achieved Cartus’ highest award for customer service, the Platinum Commitment to Excellence award four times already. This award was given for its exceptional service results, the highest level award a supplier can achieve through service performance. In addition, this award recognizes a supplier’s measurable commitment to excellence and is presented to Global Network service providers who have distinguished themselves by achieving critical performance metrics.
For more than 60 years, Cartus has provided trusted guidance to organizations that require global relocation solutions. Providing the full spectrum of relocation services, including language and intercultural training, Cartus serves more than half of the Fortune 50 and has moved employees into and out of 185 countries. Cartus is part of Realogy Holdings Corp. (NYSE: RLGY), a global leader in real estate franchising and provider of real estate brokerage, relocation, and settlement services. [...]
20/09/2022Awards and Credentials / BlogIntermark, a leading provider of immigration, relocation and moving services, was recently honored to receive the 2022 Core Value Award for Agility from Sterling Lexicon in recognition and appreciation of their outstanding service and for solving unique customer and employee challenges while readily adapting to changing market needs.
“We are grateful for such esteemed recognition from our friends and partners at Sterling Lexicon. Our company values are aligned on the importance of building trusted collaboration and to innovating solutions to make our ever-changing world a better place. We look forward to continued success together with our professional and resilient team,” said Irina Yakimenko, Intermark Managing Partner and TIRA Board member.
“Your bravery and dedication to support your clients, partners and teams through such difficult times are admirable and worthy of recognition,” said Craig Donovan, Senior Vice President of Sterling Lexicon.
Care, trust, teamwork
Sterling Lexicon is a leading provider of relocation services, which offers companies end-to-end relocation solutions that enhance the mobility experience, delivering employees at destination. It annually brings together global mobility industry professionals to recognize their contribution in the market. Core Value Awards are also presented for care, trust, and teamwork.
“It is a pleasure to collaborate with your teams and to help our clients and customers! Thank you again Craig Donovan, Cristhel Ibarra Melendez, and the entire Sterling Lexicon team,” commented Irina Yakimenko.
In business for twenty-nine years, Intermark Relocation is a women-owned, award winning British consultancy. The company is the first professional consultancy covering twelve countries in Eastern Europe and CIS (Commonwealth of Independent States) including Russia, Ukraine, Kazakhstan, and newly established Serbia and Cyprus. [...]
13/09/2022Awards and Credentials / BlogIn 2022 IKAN Relocation won the corporate housing award at the EMMAS – APAC for its corporate housing brand – SENRI. This was the third such award for SENRI, having previously won a Relocate award and a BGRS award in 2019.
Being a unique and inspiring story, IKAN has decided to publish the SENRI story for the Industry to read and cherish.
In 2017, IKAN was faced with a complex housing challenge when Motor company Suzuki decided to build a new plant at Vithalapur, Gujarat – a hot, semi-arid state on India’s western coast.
IKAN’s client, Kumagai was awarded the contract to construct the plant for Suzuki at Vithalapur – a remote Industrial Zone, located an estimated 100 Kilometres from Ahmedabad, the capital of the state of Gujarat. The Kumagai team were immediately required to disperse twenty Japanese technicians to Vithalapur for approximately five years. Shimizu San, the Project Manager had the huge challenge to ensure boarding and lodging as the village of Vithalapur offered limited options, none of which were expat friendly. Gujarat, is the birthplace of Mahatma Gandhi and therefore a “dry” state with most residents’ “vegetarian” and “meat” consumption is frowned upon.
Kumagai’s complex charge to IKAN: create acceptable boarding and lodging for their Japanese technical team moving to the remote green-field site for five years.
How was this accomplished?
Faced with a limited, 3-month timeline from engagement to delivery, the 15-strong IKAN Relocation team swung into action to deliver within the deadline and meet Kumagai’ s expectations. A building shell was transformed into 24 international class serviced apartments (SENRI corporate housing), complete with a bespoke Japanese kitchen (ICHIRI) and dining area.
The team successfully identified how to equip, staff, and operate the serviced apartments. This included the tricky coordination around both food and raw materials transportation, as well as addressing the stress of expats moving to this remote site. Solutions to other complex challenges were addressed by the IKAN team: a supply chain process for consumables was established, including quality meat (Poultry, Pork, Fish) was sourced and transported from Delhi. Basic foods like Eggs and Bread were sourced from the closest town thirty kilometres from Vithalapur. Culturally important Japanese garnishes, sauces, rice, and noodles were sourced from Delhi importers for onward transport to Vithalapur.
The Second SENRI :
The success of the Kumagai project heralded an innovation in IKAN’s service portfolio. SENRI, was now the IKAN-owned brand for residences and serviced apartments for the unique housing needs of its Japanese customers – offering quality, greenfield housing solutions in remote locations in India. SENRI supported by ICHIRI, the Japanese kitchen and restaurant were recreated as a greenfield in 2019 AS A bespoke solution for another Japanese company Toray, at Sri City, a coastal Industrial town. Once again, the project was in a remote manufacturing location in the southern state of Andhra Pradesh.
Toray had a similar unique need to house approximately 20 technicians near their factory at Sri city. Most technicians and managers lived in Chennai, a two-hour drive to the factory where the residents’ costs were approximately USD 150 per night. SENRI not only solved the accommodation problem being close to the factory for TORAY – daily housing costs were reduced to USD 30 per night, and savings on travel time and related costs were met.
IKAN adopted the mindset to achieve and exceed Kumagai’ s and Toray’s objectives and expectations.
The Kumagai and the Toray scenarios were unique as their remote factory sites did not allow necessary, minimal comforts to the Japanese workers.
Thankfully, none of the Japanese workers housed in SENRI sites ever reported being sick, nor did any worker assignment fail before the project was completed. The Kumagai and Toray employees found a “home away from home.”
Japanese is an alien culture for most Indians and especially for those who live in rural locations like Vithalapur and Sri city where residents have rarely left the confines of their village – let alone travel overseas. The cultural and linguistic barriers were immense, and IKAN challenge was multifaceted. Hiring, training and skilling along with sensitization to Japanese requirements towards food, safety, hygiene, quality, and service standards were daily challenges addressed via IKAN’s established processes.
IKAN project teams met these immense challenges when developing and operating corporate housing located in hardship areas. These hardships included: enduring temperatures as high as 50 degrees, experiencing poor food and accommodations, and collaborating with local contractors and workers while dealing with language and cultural barriers.
The additional challenge to source and disperse trained staff to these project sites was met as IKAN recruited the serviced apartment staff from across India and a few locals. The chefs were hired from Delhi while the room service and maintenance staff were recruited from the North-eastern states of India. The drivers and the cleaning staff were hired locally. Due to the diverse background of the apartment staff, there were numerous cultural and linguistic challenges for the IKAN team that was further amplified due to their cultural differences with the Japanese expatriates.
IKAN had six months between contracting and handover to TORAY on 1st September 2019. A furniture shipment was ordered from China for the ‘SENRI” at Sri city and this shipment was delayed and could only arrive in India by end of September. So IKAN managed to source and rent furniture as a stop gap measure for two months to meet TORAY’s start date. This timeline was critical as TORAY had served notices to their respective Chennai property owners.
There were other housing challenges during this 6-month project: the builder experienced about a 2-month delay with the completion certificate. This impacted vital clearance linked to many subsequent developments like the swimming pool, the gym, the restaurant, the kitchen and the stores and other local and state compliances.
The SENRI Advantage
The IKAN Innovation – SENRI corporate housing and ICHIRI are unique in many ways. First, in an extremely competitive DSP market, these innovations provided considerable differentiators that made IKAN the preferred choice as service provider for the Japanese expatriate community working at remote plant locations within India. Both the SENRI’s were green field in nature and are exclusive creations.
This Innovation has not only added a new product line for IKAN, it also helped double IKAN’s revenue over a two-year period.
While the first ICHIRI and SENRI projects came up as a twenty-four unit (one-bedroom units each), apartment complex at Vithalapur dedicated for the use of Japanese employees of Kumagai corporation the second SENRI at Sri city, was built for Japanese employees of Toray Corporation, who otherwise had to travel daily between Chennai and Sri city, a two-way, five-hour daily commute along with high travel and transportation expenses. The SENRI and ICHIRI product innovations have created excellent value ensuring considerable cost savings to clients, as well as comfort to their expatriate employees.
The second SENRI at Sri City has Thirty-Six, two-bedroom apartments. Twenty-Four of them have been leased by TORAY for long term and the remaining are leased by other Japanese ancillaries within Sri city for long and short-term, ensuring an annual profit of INR ten million for IKAN.
Upon closer review, the closest Indian city to Sri City is Chennai and the hotel room cost at approximately 150 USD per night per person and round-trip travel time is five hours between Chennai and Sri city. IKAN set up a Thirty-Six, two-bedroom, serviced apartment under the brand SENRI, bringing the daily cost to under USD 30 per night per person in record time. “SENRI” will save Toray at least 750,000 USD per annum in just boarding, lodging and travel.
The entire infrastructure including the rooms, swimming pool, gym, restaurant, kitchen, staff, workers’ uniforms, and service levels, were originally created to meet culturally – acceptable Japanese standards
A Supply chain for consumables was established that included obtaining Meat (Poultry, Beef, Pork, and Fish), Japanese garnishes, sauces, rice, and noodles that was imported from Japan or sourced from various parts of India and transported to Sri City.
The IKAN team gained an invaluable experience creating culturally appropriate and cost-effective housing solutions for Kumagai and Toray. These projects, amongst others, established IKAN as a market leader and the preferred solutions-provider for other Japanese companies and future projects.
Lessons Learnt and the future
IKAN’s DEI policy requires a 50 % staff split between men and women. Fifty percent of the “SENRI” staff are females. It was the Management’s responsibility to ensure the safety and security of their female staff in these remote locations. The staff were provided secure accommodations close to the property and their comforts were considered: providing air conditioning, cooking facilities, staff rations and appropriate furniture which assured quality and balance of work and life, thereby minimising attrition.
“SENRI” staff was diverse. The General Manager and the front office manager for “SENRI” were both recruited from Chennai. The housekeeping manager and her team were from Manipur, a state in the Northeast of India, where the local people have Mongoloid features. The chef for Ichiri was a Nepalese national. The five-member service team for the restaurants were from Bengal, a state in the East of India, the drivers and security team were local, making this an extremely diverse team speaking different languages from diverse Indian cultural and ethnic backgrounds.
On the 24th of March 2020, 1.38 billion Indians were locked down when the Pandemic struck. India partially opened for business by October of 2021. “SENRI” however remained operational throughout multiple lock downs and its Japanese restaurant “ICHIRI” catered to more than 100 Japanese expats under extremely strict conditions at Sri City. An exceptionally long raw material supply chain continued functioning despite all odds. As a result, by December of 2020, “SENRI” at Sri City reported a 100 % occupancy and was prebooked through 2022. SENRI in Japanese means “A home away from home.” The Japanese guests at SENRI were indeed, at home.
Simultaneously, the core IKAN DSP business was down by 70 %. IKAN made a bold decision in March 2020 that not a single employee would lose their jobs and it would ensure fair compensation for all during these challenging times. By August 2021, despite the profits from SENRI, the company’s reserves were depleted. At that point, IKAN invited another operator in India to consider purchasing the SENRI at Sri City. An agreement was reached in September 2021, and “SENRI” at Sri City was transferred to another company thus saving the “mothership” and IKAN’s core business.
The new owner changed the name of “SENRI” to their own brand, Yuhi hospitality and since January 2022, SENRI at Sri city thrives as Yuhi. [...]
12/09/2022Blog / Industry InsightsTIRA Network: Your Trusted Global Network of Local Relocation Experts is pleased to share our new website launch. Check it out https://tiranetwork!
Our refreshed brand features contemporary graphics and design, straightforward navigation, and clarity of purpose that reflects our values and strategic future-forward thinking. What’s new at TIRA Network?
Contemporary web design and graphics:
The website is emblematic of our refreshed optimism. We are a member organization that includes some of the world’s leading Global Mobility companies. Each company maintains its own individual identity and culture, contributing value to the network. The diverse group of members share a commitment to the highest standards of excellence and commitment to partnership.
It’s uncomplicated to review our website and to learn about us. Having said that, we simplify the complexity of delivering global mobility services to your workforce with care, compassion, and compliance.
Clarity of purpose:
We help clients meet their talent mobility business goals and ignite change to navigate the new world of work. TIRA members are entrepreneurs that leverage their years of experience to identify innovative solutions in an evolving world. Our resilience and flexibility are deeply rooted in an adaptive and open mindset. #TIRAnetwork intentionally focuses on building community within our association and with our clients and partners.
TIRA Network members believe in making the world better by helping create sustainable communities. Every member invests time and heart in the countries and cities in which they serve. Simply stated – we believe that strong, inclusive communities are the foundation for a healthy and peaceful planet.
Relocating your talent. Where you need them. When you need them. We’d love to hear from you. [...]
31/03/2022Industry InsightsPivt and NYC Navigator have entered into a strategic partnership to improve social support for relocated employees and their families.
NEW YORK (PRWEB) MARCH 17, 2022
Pivt and NYC Navigator have entered into a strategic partnership to improve social support for relocated employees and their families. Pivt is the first mobility-focused social networking app provided to relocated employees as a wellness benefit, designed to improve the social well-being of employees on the move, increase retention, and help usher in the era of business without borders. Within the app, users can connect with other relocated individuals and their families, as well as gain access to community experts for local resources and recommendations. With Pivt, individuals and families are able to prepare, plan, and be welcomed into their new community long before, during, and after relocating – because no one should feel alone in a place they call home.
NYC Navigator supports relocation needs for employees living, working, and thriving in the New York City Metro area. Much like Pivt, NYC Navigator serves as an advocate to “Recreate Home,” which they do through high touch destination services, social events, and partnering with innovative solutions like Pivt. Both companies aim to provide a fluid transition to relocated individuals, while also offering an all-in-one digital space from the time they begin their move to when they’ve transitioned to their new home.
“We are so excited to be partnering with Brenda and NYC Navigator,” notes Pivt CEO Lynn Greenberg.”They do such a fantastic job of cultivating community and recreating the feeling of home for employees and their families. We look forward to partnering with them to add a digital component to this.”
Brenda Levis, President of NYC Navigator, agrees, saying,“NYC Navigator is thrilled to be forming an innovative, collaborative partnership with Lynn and her brilliant team at Pivt! By combining our live social events, and Pivt’s digital community, we will be offering unprecedented social support for relocating employees and their families, creating a tremendous benefit for both the employee and employer.”
By combining Pivt and NYC Navigator, the industry is getting one step closer towards supporting more employees’ mental and social health during what can be an incredibly stressful life event – relocating.
For more information, you can visit Pivt at pivtapp.com and NYC Navigator at nycnavigator.com.
Demos for Pivt are available and can be scheduled here: https://pivtapp.com/contact/
About Pivt: Companies spend roughly $90k to relocate an employee to a new city, but nearly ⅓ quit within a year of moving, because the employee or their family fails to integrate socially into the new location. This accounts for billions in losses to corporations and creates immeasurable stress to employees and their families. Pivt is the first mobile app designed to reduce turnover and improve the wellbeing of relocated, remote, and mobile employees. Pivt cultivates a social network with other mobile employees and families to share trusted advice, regional information, and make social plans. Pivt partners with employers and relocation service providers to support employees and their families on the move and specializes in making anywhere feel like home.
About NYC Navigator: NYC Navigator is an internationally recognized, award-winning, women-owned, Destination Services Provider based in New York City. At NYC Navigator, the greatest reward is to walk alongside our transferees, helping them settle into their new dwelling and community; providing familiarity and useful information to feel at home in their new location. [...]