UK Customs (HMRC) has announced changes to customs procedures for household goods and motor vehicles entering the UK that will impact assignees being relocated to this region. This change goes into effect on 31 March 2017 and shifts responsibility for completing the Transfer of Residence (ToR) application from the shipper to the owner of the goods being shipped (in this case, the assignee).
Under these new guidelines, assignees moving to the UK are required to complete an online application for ToR relief. This form can be found here.
Once the online ToR form is completed and approved, the assignee will be sent a unique reference code which will allow the freight to be cleared and released by the HMRC. This reference code is critical and it is the responsibility of the assignee to ensure that it is issued in good time; therefore, your assignee should advice his or her Weichert contact as soon as it is received. If a shipment arrives in the UK without a reference code, it could be delayed or refused clearance.
I’ve recently received a number of questions from various corporate managers on the topic of host country housing. In this post, I’ve collected their questions and my answers.
Do companies typically give people their “housing ranges” based on salary level?
These days most of my clients are using “family size” as the number one criterion and the moderate tables for all assignments, with salary playing a secondary role.
When US-outbound assignees make the personal decision to sell their homes, even though we strongly encourage them NOT to sell, we do not feel that the company should provide assistance toward temporary living and/or meals and incidentals during a home leave. Would our stance be standard market practice?
Absolutely. If you indicate that you are not supporting home sale — which is the trending best practice — then it would be standard to say, “you’re on your own” for any home sale-related costs. These days there is a definite trend to taking a “laissez faire” approach to all home country housing concerns. In fact, less than 40% of companies are no longer taking a home housing deduction. The approach is that the company will take on full responsibility of the host housing, but that the assignee remains responsible for whatever he/she does with home country housing. When it comes to home leave, it is expected that the home is available for use. If the individual has chosen to rent the house, there may be an issue, but that would be treated as an exception. Most clients are recognizing that if the employee is collecting rent (read: financially benefiting) on the home country housing, then there’s no obligation to provide assistance with any expenses beyond transportation for home leave. Continue Reading →
Our recent two-part webinar series on cost optimization drew large corporate attendance, no doubt eager to hear their peers talk at length about their experience collaborating with Weichert to optimize program costs. While three of our four corporate presenters have had their existing programs in place for many years and the other is just beginning its journey as a newly formed company with a developing global mobility program, all four agreed that program optimization is an ongoing, iterative process.
As you might imagine, attendees had plenty of questions for our panelists. And while they did an admirable job of responding, there were too many to address in our one hour sessions. In this post, we present the unanswered questions with feedback from our panelists.
To make sure we only use mobility as a tool to support well thought-out business strategies, I find it critical to hold the line on requiring a business case for each assignment, and thus control costs by eliminating unnecessary assignments. Would you agree? Continue Reading →
Last month, over 400 people registered for part one of our informative webinar series on controlling the cost of managing a globally mobile workforce. This month, we’re proud to present part two, which will feature corporate mobility managers discussing innovative methods for balancing and weighing priorities, strategic and tactical program design tips that have resulted in cost control, and the latest most popular cost savings measures.
Sharing their stories with us will be Judy Clark from Boston Scientific and Gosia Piasecka-Manos from The Chemours Company. I will once again be leading the discussion.
This is valuable info that can help you affect positive change throughout your mobility program and across your organization, so I hope you’ll register today to join us on Thursday, February 16 at 11:30am ET.
Please note that this session is free to corporate mobility managers and HR professionals only.
Among the greatest challenges facing managers of mobile employees and business travelers, three stand tall: remaining compliant with ever-changing visa/immigration laws, accurately tracking days in specific locations for tax purposes, and the ability to contact expatriate employees in the event of emergency. We are proud to announce the first app to simplify and streamline all three, the Weichert Global Organizer.
This app improves visa/tax compliance by tracking time in each location, alerting the employee and HR of pending tax or immigration events—such as visa renewal or days in a certain jurisdiction triggering tax liability. These features allow HR managers to be proactive, rather than reactive, to any concerns. Further, at tax time, all of the critical data that the employee and company need for filing and reporting is easily accessible in one place.
Additionally, in the event of an emergency, the app empowers HR managers to instantly locate their employees at any point on the globe, alert them to danger and, if necessary, evacuate them to a place of safety.
Our recent webinar on cost optimization was widely attended and many folks wrote in requesting that we share the presentation, so we decided to provide this summary blog.
With 97% of global mobility spend on taxes and direct costs of assignment such as short and long term housing, shipment of household goods and travel and only 2-6% of spend attributable to a combination of internal administration and third party service fees, it’s no wonder that companies look to reducing policy benefits as the swiftest and obvious path to cost savings. We know however that severely cutting back or setting caps can impact ability to recruit, hire and retain the right talent for the assignment.
So it really makes good sense to stop and ask some important questions: Continue Reading →
It’s a question we hear time and time again: “How can we expand our globally mobile workforce and assignment program when we’re on a strict mandate to control costs?” The answer is global mobility cost optimization, and in this eye-opening, two-part webinar series, you’ll learn the strategies employed by mobility managers at some of the world’s leading companies to reduce spend while making talent mobility more effective.
In each of these one-hour sessions, our panel of experts will offer strategic and tactical tips for reducing program cost, innovative methods for balancing and weighing priorities, and the latest best practices in program design, managing exceptions and tax planning.
Sharing their stories with us for Part One will be Elisabeth Hauss, Global Mobility Program Manager at Bridgestone, and Linda Straw, Global Mobility Vendor & Relocation Manager at The Coca-Cola Company. Laura Levenson, Global Practice Leader of Weichert’s Consulting Services group, will lead the discussion.
The Right to Rent scheme, which requires landlords or agents in England and Wales to check immigration status of all prospective adult renters, came into force in May 2014. This scheme was put in place to tackle illegal immigration and protect public services and access to the private rented sector for lawful residents.
Earlier this month, the Home Office announced that as of 1 December 2016, Right to Rent checks are now mandatory and failure to conduct them will be a criminal, rather than a civil, offence.
That means that after the first of December, landlords could be charged with a criminal offence if they know, or have reasonable cause to believe, that they are letting to an illegal migrant. Moreover, landlords will be able to obtain a notice from the Home Office to end tenancies for occupants with no Right to Rent. Continue Reading →
Canada is the second largest country in the world by area, but has a population of only 36 million people. With a relatively small (and aging) population, Canada’s need for expats to fill key roles continues to pose challenges, a problem exacerbated by governmental roadblocks to immigration. Companies are required to complete a rigorous process to prove the need for expats to fill positions, with significant penalties leveled against any corporation or company that tries to circumvent these rules.
The CERC (Canadian Employee Relocation Council) continues to be a strong advocate for the Mobility sector in Canada, and is working actively with the Canadian government in trying to streamline the process and removing some of the obstacles present so as to make it easier for companies to attract and bring in foreign workers to Canada.
So what should an expat expect to find in Canada? Read on to find out. Continue Reading →