Global mobility is one of the great advantages of being a global-first company. Giving workers the flexibility to move to another country is an effective way of boosting retention, engagement, and well-being. But sometimes relocation isn’t just a benefit; it’s required for your employee’s safety and well-being.
Unfortunately, relocation can be really complex for employers in terms of logistics and compliance. That’s where Omnipresent can help you. We’ve been successfully supporting businesses through the relocation process and are here to help you too. Here’s how.
1. Create a Country Shortlist
The first step to relocating an employee is finding out where they have the right to work or can easily apply for it. Omnipresent can help you by creating a research-led country shortlist to inform your employee’s relocation destination. We’ll show you where they would most likely be able to get a work visa, as well as estimated timelines and costs for applications.
2. Estimate Localized Salaries
The same job can have very different salaries depending on where an employee’s based, so it’s important to factor in compensation changes when relocating a team member. For example, if they’ve moved from a country with a fairly low cost of living to one with a much higher cost of living, they’ll struggle to pay for essentials if you don’t adjust their salary.
At Omnipresent, we have vast experience in salary benchmarking for global teams, so we can help you do the same for relocation. By factoring in existing local data, we can suggest market-aligned salaries for each of the countries on your shortlist.
3. Outline Total Employer Cost
Employer costs, such as payroll taxes, differ from country to country. Using the OmniCalculator, we’ll help estimate the total cost for each proposed relocation country, including any Omnipresent global employment service fees.
4. Relocate the Employee
When it comes to physically relocating your team member, our partners are there to help you with important relocation services like accommodation searches, bank account setup, doctor registration, tax registration, and more.
5. Onboard the Employee via a Compliant Employment Structure
Finally, we’ll work with you to ensure your team member’s employment remains compliant. This will likely mean onboarding them onto a local entity within the new country through our Employer of Record (EOR) service.
While the EOR will become the new legal employer of your team member, you’ll still retain full control over their day-to-day management. The only difference is that we’ll take care of compliance and HR administration like contracts, payroll, and benefits. This is often much less risky than going down the independent contractor route, which can be time-consuming and complex for both you and your team members.
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