Articles & Whitepapers

Effective risk management is essential in the relocation process, to anticipate and address concerns before they can disrupt operations. From logistical interruptions and regulatory compliance to employee dissatisfaction, there are potential risks with each relocation. Preemptively managing them ensures business continuity and successful transitions for employees.

Risk Management and Corporate Relocation

Risk mitigation involves minimizing the impact of potential challenges by developing strategies to manage or eliminate issues before they arise. Identifying and mitigating risks in global mobility is not as clear-cut as it might seem. Even seasoned relocation professionals can find this daunting. However, by predicting and planning for risks, businesses gain a distinct advantage.

Christine Thomas of 360factors likens the business world to a racecourse, with risks as the potholes along the way. Applying this analogy to global mobility, we can view a company’s relocation program as the roadmap, and the risks as the obstacles that need to be navigated. At NEI, we don’t avoid the potholes—we actively anticipate and develop strategies to mitigate their impact. Our goal is to get our clients’ employees to their destinations smoothly and safely, without unexpected setbacks.

Steps to a Comprehensive Risk Assessment

Conducting a thorough risk assessment is critical and anticipating challenges related to logistics, compliance, and employee satisfaction is only the beginning. For example, NEI’s comprehensive risk assessment includes the following steps:

1. Identify Potential Risks Global mobility programs face unique risks, ranging from logistical and operational challenges to financial and immigration concerns. We carefully assess the risks and identify where they are most likely to occur.
2. Determine Who Might Be Affected Once risks are identified, we evaluate who may be impacted—whether it’s the relocating employees, our corporate clients, service partners or NEI. Understanding the scope of impact helps us prioritize risk mitigation efforts.
3. Analyze and Evaluate Risks After identifying the potential risks, we analyze their severity and probability. While it may not always be possible to remove risks completely, we implement control measures to minimize their occurrence and impact.
4. Record the Results and Implement Solutions Once risks are analyzed, we document the mitigation process. This involves detailing the risks, who they could affect, and the steps we will take to mitigate them.
5. Review and Update Regularly Global mobility is constantly evolving, so it’s essential that risk management plans evolve too. NEI conducts regular reviews to ensure our strategies are up-to-date and adaptable to changes in regulations, technology, and industry trends.

By following these steps, NEI ensures that risk management is proactive, not reactive. We strive to minimize disruptions to business operations, protect company assets, and safeguard the information of our clients and their transferees.

Preemptive Risk Management

At NEI, we approach risk management holistically. Our comprehensive risk mitigation plans cover the relocation process,  business continuity,  disaster recovery, and secure technology to ensure resilience. Key components of our risk management strategy include:

• Risk Management Plan: NEI conducts quarterly multi-departmental risk assessment meetings. During these sessions, we evaluate potential risks and implement tailored action plans with robust mitigation strategies.
• Insurance Coverage: NEI and our service partners carry insurance coverage to mitigate potential risks associated with relocation. This includes comprehensive domestic and global insurance solutions required for service partners working with NEI.
• Cybersecurity Measures: We utilize industry best practices to protect sensitive information. Our cybersecurity protocols include identity management, data protection, network defense, and vulnerability testing, ensuring that both our clients’ and transferees’ data remain secure throughout the relocation process.

Key Risks and Mitigation Strategies

While potential risks exist in corporate relocation, having a structured approach to managing them minimizes their impact. Here are some common risks faced by relocation management companies (RMCs) and how NEI addresses them:

• Logistical and Operational Interruptions: The complexity of coordinating multiple services, managing timelines, and ensuring the smooth transport of goods presents considerable logistical challenges. NEI believes in prevention over resolution. We establish clear processes, set expectations with all parties involved, monitor progress and continuously measure performance. In those rare instances that concerns or complaints arise, they are immediately escalated to our Senior Management team for prompt action.

• Legal and Regulatory Compliance: Compliance with local, national, and international laws is key in global relocation. NEI stays informed on relevant regulations by leveraging multiple resources, including industry groups, government directives, and advice from legal and tax experts. This information resides in a central depository to assist in preventing costly legal delays.

• Employee Impact: A failed relocation or an unsatisfied employee can have significant repercussions, from reduced production to loss of talent. Setting expectations, consistent communications and transparency are the most important elements of a successful relocation or assignment.  Our Employee Pre-Decision Program and Onboarding conversation empowers the relocating employee to discuss their concerns and needs, and the NEI consultant to level-set the employee’s expectations based on their approved services and destination location.  If special needs are unveiled, they can now be discussed with the corporate client at the beginning of the process. This improves recruitment, retention, and employee satisfaction.

Real-World Examples of Risk Mitigation

Risk management in corporate relocation is essential to real-world success. Here are a few examples of how preemptive risk management has helped companies overcome relocation challenges:

• NEI received many “rush” global moves from a client to a country that required a minimum of six (6) months to process visa and immigration applications.  To avoid future frustrations from delayed moves, NEI implemented a training program for talent managers, talent acquisition teams and hiring managers to understand global compliance concerns and move timelines.
• An employee arrived late, after midnight, and was not able to access their temporary living apartment.  After speaking with the NEI consultant, after midnight, a nearby hotel was secured with a late checkout and the employee quickly had a secure place to rest.

Recommendations for Clients and Service Partners

NEI works closely with clients and service partners to ensure that risk management is a collaborative effort.  As you build a Risk Management Program, consider the following:

• Prioritize Communication: Regular, transparent communication between all parties ensures that potential risks are identified early and mitigated quickly.
• Leverage Technology for Risk Monitoring: We use advanced technology to monitor risks in real-time, allowing us to react quickly when issues arise.
• Continuously Evaluate Risk Management Strategies: NEI regularly reviews and updates its risk management practices, adapting to new challenges and ensuring the highest level of service for our clients and their employees.

Conclusion

Managing risks in corporate relocation is about more than addressing problems as they arise. It’s about anticipating challenges, preparing for them, and preemptively implementing solutions. NEI’s approach to risk management is to identify potential risks early, manage them effectively, and continuously adapt our strategies to keep pace with industry changes. This ensures smoother transitions, protects assets and employees, and maintains operational efficiency.

If you’d like to learn more about how NEI can help your program thrive, please reach out to your NEI Client Relations Manager or a member of our Global Client Development Team.

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Top Performer 2-Years Running: Nationwide Relocating Employee Survey

For the second consecutive year, NEI Global Relocation has been recognized as the top-performing relocation management company as measured by average score in the Trippel Nationwide Relocating Employee Survey. This prestigious survey, which gathers feedback directly from relocating employees, reflects the real-world impact of our services, offering an objective measure of our performance across key areas of the relocation process.

This recent accolade follows four consecutive years of top rankings in the Trippel Relocation Manager’s Survey, further solidifying NEI Global Relocation’s position as an industry leader. Our consistent stellar performance highlights our commitment to quality and client satisfaction in every aspect of relocation services.

Below you will find a detailed summary of our overall ratings for the past four years, starting with where we rank in total #1 ratings according to the Trippel Relocation Manager’s Survey.

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Total #1 Ratings (2020-Present): Trippel Relocation Manager’s Survey

Most #1 ratings among all participants, considering both average score and net satisfaction:

1. NEI (48)
2. RMC with 2nd most (18)
3. RMC with 3rd most (14)
4. RMC with 4th most (8)
5. RMC with 5th most (6)
6. 2 RMCs with 6th most (5)
7. RMC with 7th most (3)
8. 3 RMCs with 8th most (2)
9. 2 RMCs with 9th most (1)
10. 16+ RMCs with no #1 rankings from 2020 – Present*

* Company either met the criteria for inclusion in the survey results, but earned no #1 ratings, or did not meet the necessary criteria for inclusion.

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Top Relocation Companies: Service Delivery

NEI Global Relocation has consistently set the standard for service delivery in the corporate relocation industry. Our top rankings in overall satisfaction, quality, and team personnel reflect our relentless pursuit of excellence and our commitment to providing unparalleled client experiences. We take pride in being a trusted partner, ensuring that every relocation process is seamless and exceeds client expectations.

RMC Overall Satisfaction

• #1 Average Score 2020, 2021, 2022
• #3 Average Score 2023
• #1 Net Satisfaction 2020, 2021, 2022
• #3 Net Satisfaction 2023

Our sustained high rankings in overall satisfaction demonstrate our dedication to providing exceptional service to our clients year after year.

RMC Quality

• #1 Average Score 2020, 2021
• #2 Average Score 2022
• #1 Net Satisfaction 2020, 2021, 2022

These rankings highlight our unwavering commitment to maintaining the highest quality standards and ensuring seamless service continuity.

RMC Best in Class / Performance (Net Satisfaction not calculated)

• #1 Average Score 2020, 2021, 2022
• #2 Average Score 2023

RMC Team Personnel

• #1 Average Score 2020, 2021
• #1 Net Satisfaction 2020
• #2 Average Score 2022 (T)
• #2 Net Satisfaction 2021

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Top Relocation Companies: Stability

Stability and security are paramount in the relocation process, and NEI Global Relocation excels in these areas. Our top scores in data security, integrity, and service recovery demonstrate our dedication to safeguarding client information and delivering reliable, consistent services. With NEI, clients can be confident in a stable partnership built on trust and integrity.

RMC Data Security

• #1 Average Score 2021, 2022
• #2 Average Score 2020
• #1 Net Satisfaction 2021, 2022
• #2 Net Satisfaction 2020

RMC Integrity

• #1 Average Score 2021, 2022
• #2 Average Score 2020, 2023
• #1 Net Satisfaction 2020, 2021, 2022, 2023 (T)

RMC Service Recovery

• #1 Average Score 2021, 2023
• #1 Net Satisfaction 2023 (T)
• #3 Average Score 2020
• #2 Net Satisfaction 2020, 2021 (T)

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Top Relocation Companies: Client Relationships

At NEI Global Relocation, we believe that strong client relationships are the cornerstone of successful relocations. Our top rankings in continuation of services, cultural partnership, and willingness to recommend highlight our focus on fostering lasting partnerships. We are committed to understanding our clients’ needs and ensuring their satisfaction at every step of the relocation journey.

Continuation of Services

• #1 Average Score 2020, 2022, 2023
• #1 Net Satisfaction 2020 (Net Satisfaction not calculated 2022, 2023)

RMC Cultural Partnership

• #1 Average Score 2023
• #1 Net Satisfaction 2021. 2023 (T)
• #2 Average Score 2020

Willingness to Recommend RMC

• #1 Average Score 2022, 2023 (Net Satisfaction not calculated 2022, 2023)
• #2 Average Score 2020
• #2 Net Satisfaction 2020

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Why the Trippel Relocation Managers’ Survey?

What sets the Trippel Survey apart is its extensive focus on impartiality and the breadth of its data collection. The insights from the Trippel Relocation Manager’s Survey are highly valued as they reflect industry insiders' experiences and offer an objective comparison of the sector’s top firms. This makes it a unique and trusted resource for companies looking to make informed decisions when selecting a relocation management provider.

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Conclusion

If your organization is grappling with inefficiencies in relocation processes, struggling to maintain high employee satisfaction during transitions, or finding it difficult to ensure data security and service continuity, it's time to consider partnering with a proven leader in the industry. At NEI Global Relocation, we not only understand these challenges but excel in turning them into strengths, as evidenced by our consistent top rankings in the Trippel surveys. Our expertise in delivering seamless, high-quality relocation services can help you streamline operations, reduce costs, and enhance the overall employee experience.

Contact us today to discover how we can elevate your relocation program!

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_{The data and rankings referenced in this article are derived from the 2020, 2021, 2022, and 2023 Trippel Relocation Managers Surveys as well as the 2023 and 2024 Trippel Nationwide Relocating Employee Surveys. These surveys provide comprehensive feedback from both relocation managers and employees across the industry, ensuring an accurate reflection of service performance and industry leadership.}

Singapore, Singapore September 5, 2024 - The Forum for Expatriate Management recently held its APAC Summit at Hotel Fort Canning to celebrate excellence in the Mobility industry, handing out their touted EMMAs (Expatriate Management and Mobility Awards). The evening’s gala dinner and award presentation recognized the standout achievements of industry leaders in the APAC region. Among the honorees, NEI Global Relocation and Alto Vita were recognized with the Best Partnership Award for their exceptional collaboration.

This is the second EMMA partnership award won by NEI Global Relocation and Alto Vita this year. The first FEM EMMA award was presented to NEI and AltoVita in Dallas in May 2024.

Randy Wilson, NEI President / CEO explains, “This accolade underscores the exceptional synergy and innovation that define the partnership between NEI Global Relocation and Alto Vita. The award highlights the strength of our collaboration within the Asia Pacific region to deliver superior relocation services.”

The partnership between NEI Global Relocation and Alto Vita has been pivotal in executing two major group move projects for prominent clients across APAC, specifically to Japan and India. Managing group moves is inherently complex, demanding meticulous planning, sophisticated execution strategies, and effective coordination with local service providers. Despite the challenges of relocating large groups to demanding locations, NEI Global Relocation’s commitment to excellence in international relocation, combined with Alto Vita’s expertise in corporate housing, has ensured clients receive high-quality accommodations while staying within budget.

Receiving the Best Partnership Award reflects NEI Global Relocation and Alto Vita’s shared dedication to overcoming challenges and exceeding industry expectations. These honors not only celebrate our successful collaboration but also reinforce NEI’s ongoing commitment to delivering exceptional customer satisfaction.

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2024 International All-Benefits Survey Key Takeaways

NEI Global Relocation (NEI) recently completed our 2024 International All Benefits Survey that covered all components of a typical International relocation program, including policy overview, pre-assignment, relocation, on-assignment, allowances & finances, end of assignment, and tax & compensation areas.

For the survey, 47 international policy components were included, focusing on short- and long-term assignments and permanent transfers with highlights covering several other program types. Of 108  participating companies, the top industries included Technology, Manufacturing, Life Sciences, Consumer Goods & Services, Food & Beverage, and Energy & Utilities.

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Key Takeaways

NEI’s full report contains recent trends in types of international policies and the prevalence of benefits offered. Key takeaways include:

1) Overall Program Overview:

• Intra-country and Intra-Region Americas & LATAM Policies: While our 2024 survey indicates companies are increasing their intra-country and intra-region Americas & LATAM policies, the front-runners for the most common assignment program types by surveyed companies remain clear: 90 percent of companies had a permanent transfer policy; 81 percent a long-term assignment policy; and 73 percent a short-term assignment policy.
• Repayment Agreement Terms: 2024’s survey saw a decrease in the number of companies requiring repayment agreements for permanent moves (88 percent) compared to 2022 (94 percent), while agreement requirements for short-term (59 percent) and long-term assignments (75 percent) remained consistent with 2022.  NEI saw a significant uptick in companies that prorate some or all repayment funds (80 percent, up from 62 percent in 2022) and those using a 24-month required repayment agreement term (83 percent, up from 61 percent in 2022).
• Lump Sum-Only Policies: These are rarely used for international moves by surveyed companies: only 11 percent of companies offered such for permanent moves and less than one percent offered for short- and long-term assignments. This is not surprising as an international relocation, whether temporary assignment or permanent move, can be much more challenging for employees. Providing a lump sum to cover all relocation expenses may seem to offer flexibility, but employee planning and stress can be overwhelming without support from a seasoned professional or Relocation Management Company.

2) Support for Families:

• Pet Transport: Most pet owners consider their pets as part of the family and would be hesitant to move without them, thus it is not surprising to see an increase in 2024 surveyed companies offering pet transport for long-term assignments (39 percent compared to 30 percent in 2022) and permanent transfers (34 percent to 23 percent in 2022). Companies focusing on cost reduction offer a capped pet transportation benefit to keep costs down but provide families peace of mind.
• Spouse / Family Assistance: This year’s survey also reports, over the past few years, a noticeable shift from career assistance to family acclimation services for international assignments. By expanding the benefit, it helps address the whole family’s needs. Long-term assignments offering Spouse / Family Assistance rose from 61 percent in 2022 to 74 percent in 2024 and offering it to permanent transfers rose from 51 percent in 2022 to 55 percent.
• Host Country Transportation: A common benefit that continues in both short-term and long-term assignment policies, assistance provided varies with almost half of surveyed companies offering assistance based on the location or local practice.
• Host Country Housing: Most assignees live in a rented apartment or flat throughout their assignment. Of 2024 surveyed companies, 99 percent of short-term policies and 93 percent of long-term policies provided host country housing eligibility and, for permanent moves, only 20 percent of 2024 respondents provided it (not to be confused with interim temporary living). For all companies, 85 percent have housing paid by the company or their RMC on behalf of employees on short-term assignment and 62 percent on long-term assignment.
• Global Health Insurance Plans: NEI saw a significant shift of companies this year providing a global plan approach for short-term (56 percent) and long-term (65 percent) assignees, a change from our 2022 survey when 71 percent of companies used a home-based approach for short-term assignees and 57 percent for long-term.

3) Cost Impact of Policy Changes:

• Furniture Allowance in Lieu of Shipment: As costs of household good shipments continue to rise, NEI’s seen an increase in companies offering a furniture allowance in lieu of a household good shipment. For short-term assignments, 54 percent of surveyed companies offered one compared to 38 percent in 2022. For permanent assignments, 48 percent offered one in 2024 compared to only 37 percent in 2022. Though some companies may adopt a furniture allowance to support sustainability initiatives, analysis completed by NEI determined that the sustainability variance is minimal and, in some cases negative, due to emissions from manufacturing, shipment of furniture from the plant, and disposal of furniture at assignment end.
• Storage Benefits Decrease: NEI’s seen the storage benefit decrease for all policy types in the last year, most likely due to companies’ cost containment measures. Offering 15-to-30 days of storage is most common for both long-term assignments and permanent transfers.
• Relocation Allowance Usage Increase: This year, NEI’s noted an increase in companies offering the allowance across all policy types. Companies are also shifting more towards offering a flat amount per assignee vs. percentage of employee salary. For allowance eligibility, short-term assignments rose from 45 percent (2022) to 68 percent (2024); long-term assignments increased from 74 percent to 87 percent; and permanent moves rose from 76 percent in 2022 to 87 percent.
• Tax Gross-up Vary by Benefit & Assignment Type: Year-over-year, NEI saw an increase in companies including state insurance, social security, social and local, and city income taxes in the hypo tax. Historically, most companies provide both tax consultation to set upfront expectations and tax prep assistance throughout the assignment. This is consistent with 2024’s survey.

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Driving Unique Solutions for Each Client

We recommend all companies determine which unique solutions will work best for their company and NEI is ready to discuss all relocation-related possibilities with you.

NEI’s Global Mobility Strategies Team would be pleased to assist you in determining if a benefit is the right fit for your program. We believe reviewing program intent and benchmarking against industry peers and best practice can help you build a strong talent acquisition / retention strategy.

Thank you to all companies who participated!  

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About NEI Global Relocation

With headquarters in the U.S. and regional offices in Switzerland and Singapore, NEI is a certified Women's Business Enterprise dedicated to providing full-service global relocation and assignment management solutions. Supporting well over 200 clients, including numerous Fortune 500 and Fortune 1000 companies, NEI is committed to meeting diverse supplier goals and addressing the unique challenges of global talent mobility. For more information on NEI's services and to explore NEI All-Access, visit www.neirelo.com

The above article is provided for informational purposes only. Please consult your tax, legal, immigration or accounting advisors before making any decisions or transactions.

Determining Main Objectives and Prioritizing KPIs in Corporate Relocation

To effectively prioritize KPIs, it's crucial to first identify your organization's main objectives for its relocation program. Most often, these objectives fall into one of three main areas: Cost Efficiency, Employee Satisfaction and Retention, and Operational Excellence.

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‍Cost Efficiency

Identifying Cost Efficiency as a Priority:

• Best for Companies That: Are operating under budget constraints or have a strategic focus on financial health.
• Considerations: Prioritizing cost savings and accurate invoicing helps maintain financial health but could impact the level of personalized service and employee satisfaction.

Indicators:

• Strategic Growth and Expansion: Companies expanding into new markets need to manage costs efficiently to sustain growth.
• Stakeholder Expectations: High emphasis on financial health and transparency from stakeholders.
• Budget Constraints: Need to maximize value and minimize expenses.

Prioritizing KPIs for Cost Efficiency:

• ‍Primary KPIs:‍
  • Cost Savings [RMS-Provided]: Cost savings are identified through financial reports and program benchmarks. This metric identifies opportunities for increased efficiency while maintaining high service quality. Using these insights allows for strategic decision-making that optimizes budgets and improves the financial sustainability of relocation services.
  • Exceptions [Client KPI]: Cost savings are identified and measured through financial reports and program benchmarks. This metric identifies opportunities for increased efficiency while maintaining high service quality. Using these insights allows for strategic decision-making that optimizes budgets and improves the financial sustainability of relocation services.
• ‍Secondary KPIs:‍
  • Invoicing Accuracy [RMS-Provided]: To verify invoice accuracy, it's common to conduct reviews and gather feedback on invoicing processes from your Accounts Payable Department. Accurate invoicing is critical for maintaining financial transparency and trust. By ensuring precision in invoicing, disputes are reduced, fostering positive business relationships and implementing necessary process adjustments to uphold high standards of financial integrity.
• ‍Strategy: Regularly review financial reports and monitor cost-saving measures. If cost savings are on target and invoicing errors are minimal, the program is successful.

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Employee Satisfaction and Retention

Identifying Employee Satisfaction as a Priority:

• Best for Companies That: Rely on retaining key talent and maintaining positive morale at work.
• Considerations: High levels of support and satisfaction require investment in quality service providers and thorough preparation processes. While it may increase some of your program costs, they are quickly recovered in reduced recruitment and onboarding expenses.

Indicators:

• Employee Feedback: Frequent feedback indicating a need for better support and satisfaction.
• High Turnover Rates: Companies experiencing high turnover may need to focus more on employee satisfaction to retain talent.
• Talent Development:  Emphasis on supporting employees' career growth and development through strategic relocations.

Prioritizing KPIs for Employee Satisfaction:

• ‍Primary KPIs:
  • ‍Employee Satisfaction with Account Executive [RMC-Provided]: Employee satisfaction with their assigned consultant is gauged through detailed post-relocation surveys and regular feedback forms. High satisfaction scores indicate effective support and strong employee-consultant relationships, essential for a smooth relocation experience. This metric helps identify best practices to reinforce, while lower scores highlight specific areas for consultant training and development, promoting continuous improvement.
  • ‍Employee Satisfaction with Service Partners [RMC-Provided]: Employee feedback on the performance of third-party service partners, such as household goods movers or real estate agents, is gathered through surveys and forms. This metric indicates the quality and dependability of their services. Positive feedback confirms dependable providers, while negative responses guide renegotiation of contracts or changes in providers, ensuring consistently high service standards.
• ‍Secondary KPIs:
  • Payroll Submission Timeliness [RMC-Provided]: Tracking the timeliness of payroll submissions for allowances or other payments paid by the company, or adding inputted income for items paid outside payroll to be loaded for wages is imperative.  On-time processing with automation ensures timely payments and tax compliance of relocation disbursements. Efficient payroll processes enhance overall client satisfaction and highlight the reliability of relocation services.
  • ‍Expense Processing Time [RMC-Provided]: Employee expense processing time is monitored through processing time records while satisfaction is monitored through employee feedback. This KPI tracks the average time it takes for an employee to be reimbursed after submitting an expense report and required back-up. Efficient and timely processing reduces financial strain on employees and supports a smoother relocation experience. Streamlined expense processing minimizes delays and errors, enhancing overall program efficiency.
• ‍Strategy: Review your relocation management company’s (“RMC”) frequent survey and feedback session results to gauge employee satisfaction. High satisfaction scores with consultants and service partners are indicative of a successful program. Secondary metrics like payroll timeliness should remain within acceptable ranges to avoid negatively affecting the overall satisfaction.

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Operational Excellence

Identifying Operational Excellence as a Priority:

• Best for Companies That: Aim to minimize errors and delays while ensuring compliance with legal and regulatory requirements.
• Considerations: Focus on process efficiency and compliance requires robust systems and a commitment to continuous improvement. While this minimizes risks and ensures smooth operations, it might divert attention from individual employee experiences and personalized support.

Indicators:

• Compliance Requirements: Operating in highly regulated industries or regions with complex legal requirements.
• Operational Challenges: Frequent issues with process inefficiencies, errors, or delays.
• Strategic Growth: Companies expanding rapidly and needing efficient, scalable processes.

Prioritizing KPIs for Operational Excellence:

• ‍Primary KPIs:
  • ‍Service Partner Performance KPIs [RMS-Provided]: Service Partner Performance KPIs measure the effectiveness of all external partners in the relocation process. It includes metrics like responsiveness, invoicing accuracy, and transferee satisfaction. High performance indicates strong collaboration, smooth relocations, and alignment with program goals. Below are a few examples of partner-specific measures of performance:
    • ‍Temporary Living Performance Metrics:
      • 24/7 service manager availability
      • Responding to customer requests within two hours
      • Securing accommodations
      • Clear access instructions at least 48 hours before check-in
    • Household Goods Performance Metrics:
      • delivery timeliness
      • claims average cost
      • claims processing time
    • ‍Tax & Immigration Partner Performance:
      • adherence to international regulations
      • timely processing of tax and immigration documents
      • proactive management of potential issues.
• ‍Secondary KPIs:
  • ‍Process Automation Performance [RMC-Provided]: Where processes have been automated through workflow technology or Artificial Intelligence, it is wise to measure the successful throughput and outcomes of each automation. This KPI can track the efficiency, accuracy, or overall effectiveness of automated processes within the relocation program. High performance in process automation typically results in faster turnaround times, reduced errors, and improved scalability, contributing to overall program efficiency.
  • ‍Website Uptime [RMC-Provided]: Website uptime is monitored through IT systems and uptime reports to ensure consistent accessibility. High uptime ratings result in maintaining operational efficiency and user trust. Investing in a robust IT infrastructure to minimize downtime enhances the reliability and user experience of online resources.‍
• ‍Strategy: To achieve operational excellence, focus first on establishing a strong and collaborative partnership with your RMC.   Prioritize KPIs in key areas like responsiveness, satisfaction and accuracy, as they directly affect employee experience and compliance. Simultaneously, leverage process automation to enhance efficiency. Regular reviews and adjustments based on KPI data will ensure continuous improvement and sustained operational excellence.

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Conclusion

By assessing and understanding your company’s specific needs and strategic goals, you can confidently identify your main objectives for the relocation program. Prioritizing KPIs that align with these objectives ensures a focused, effective, and successful relocation program. Staying true to these prioritized metrics guarantees that primary goals are met while maintaining acceptable standards for secondary metrics, ultimately driving the overall success and sustainability of the organization.

Relocating employees face unexpected challenges

In today’s corporate world, relocating employees face unexpected challenges like cultural adjustments, legal issues, financial considerations, and personal upheavals. Resilience is crucial for both employees and the relocation professionals supporting them. This article explores resilience in corporate relocation, highlighting its significance and providing insights on fostering this trait.

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Understanding Resilience

Resilience is the ability to bounce back from adversity, maintain a positive outlook, and persevere. The idea of resilience is perfectly summarized in the popular quote, “It’s not about how many times you fall, it’s about how many times you get back up.” But how, specifically, does this mindset impact global mobility?

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The Complexity of Corporate Relocation

Corporate relocation involves more than moving belongings; it requires legal compliance, cultural acclimation, and logistical execution. Relocation often includes personal and emotional upheavals, with employees leaving support networks and facing cultural adjustments. For instance, an employee moving from the U.S. to Japan may experience culture shock due to differences in social norms, work culture, and language. Coordinating specialized medical transport for a family member can be burdensome and stressful for all involved. Empathy and understanding are crucial for successful global assignment and a resilient team is essential to adapt to these unique challenges.

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Leadership and Resilience

Leadership and resilience are intertwined, with effective leaders demonstrating and cultivating resilience within their teams. In the relocation industry, leaders must guide teams through stressful situations, ensuring focus and motivation. A Harvard Business Review article notes that resilient leaders maintain purpose, communicate effectively, show empathy, and create supportive environments. In recognizing the emotional aspects of relocation, such as anxiety about moving to a new country, resilient leaders can provide reassurance and support, helping employees navigate challenges and feel valued.

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Building Resilience in Relocation Programs

To foster resilience among transferees, relocation programs must prioritize clear communication and set realistic expectations. An initiation call can lay the groundwork for a smooth process by managing anxieties and preparing transferees for challenges. Continuous support, including practical assistance with utility setups and understanding local regulations, as well as emotional support like checking in on well-being, is crucial. Companies with strong support systems see higher satisfaction and retention rates. For example, a transferee moving from Detroit to Tupelo, Mississippi, not only requires help with logistics and cultural adjustments, but may need assistance finding a school for their children and care for an elderly parent, underscoring the need for comprehensive support to ease transitions and build resilience.

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The Human Side of Relocation

Resilience in relocation goes beyond logistics; it involves addressing the human side of the move. Employees often leave support networks and face significant cultural and personal adjustments. Understanding and empathizing with these challenges is crucial. For instance, a transferee caring for a sick child benefits from the relocation team's compassionate support, easing their burden. The American Psychological Association states that a strong support system is vital for building resilience, emphasizing the importance of empathetic communication. Tailored assistance, such as accommodations for a transferee that has a child with special needs, ensures a smooth and successful transition.

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Conclusion: The Big Idea

At the heart of successful corporate relocation lies resilience—the ability to adapt, recover, and thrive amidst challenges. Effective relocation depends on fostering a resilient mindset through strong leadership, clear communication, and empathetic support. Support systems play a crucial role in building resilience, equipping transferees to handle unexpected situations and promote growth. The relocation industry can transform challenges into growth opportunities by embracing resilience, turning trials into strengths. According to the American Psychological Association, resilience involves behaviors, thoughts, and actions that can be learned and developed, with resources like the Mayo Clinic offering individual and group training on resilience skills and strategies. Please visit their website for tips on fostering resilience in your life and within your organization.

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Workforce Retirements are Accelerating in the United States – Are You Prepared?

Statistics indicate more than 10,000 Americans reach the average retirement age of 65 every day. That figure is expected to peak in the summer of 2024 (referred to as “Peak 65”) to more than 12,000 a day. In a recent report from the US Chamber of Commerce, the US has 8.5 million job openings but only 6.5 million unemployed workers. Contributing factors were early retirements and less immigration.  

During the third quarter of 2020, approximately 28.6 million baby boomers retired, and the number continues to grow. This significant increase in retiring workers has substantial implications for the labor market, including, but not limited to, loss of proficiency, experience, and corporate culture. Current US domestic population growth alone simply can’t cover the worker gap.

According to a recent survey conducted by the Worldwide Employee Relocation Council, 56 percent of organizations are now addressing seasoned employee retention. As companies grapple with replacing such experience, it will become increasingly important to assess the impact on your organization and develop a strategic plan to ensure continuity and minimize disruptions.

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Strategies to aid your organization

Resourcing Key Personnel Through Immigration

Fostering a diverse workforce can be essential to meet the demands of the changing labor landscape and ensure a sustainable and adaptable future. Immigration plays a crucial role as a solution to bolster the workforce. The age of H1-B or L-1 Immigrants, on average, is lower than their American counterparts and is presently the primary driving force behind the country’s population growth. Increasing the number of skilled immigrants can supplement working-age Americans and the nation’s aging population.  

Attracting Experienced Team Members

When looking for seasoned talent, it can be advantageous to expand the search regionally and globally. An important point is to ensure advertising is inclusive for all ages. Avoid terms such as “energetic” or “high potential,” as these can imply only younger workers should apply. Other strong incentives include offering benefits such as health and long-term care insurance. Some organizations offer a final relocation package as a bonus for those that complete a company-requested assignment or for those who remain with the company past a certain age before retiring.

Utilizing NEI Services

NEI will help you develop and manage a Final Relocation program, facilitate home sales, household goods, and assist with destination services for retirees. Our global reach supports a robust international program to relocate key talent. NEI can also manage rotational programs for future company leaders to learn from the experience of seasoned co-workers across different areas.

Organizations can bridge staffing shortages and knowledge gaps by utilizing effective, proven immigration, employment, and training programs to help transition critical knowledge and expertise to the next generations.

If you have questions or would like to discuss how NEI can help, please contact your NEI Client Relations Manager.

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Additional Resources

How Workplaces Can Adapt to an Aging Workforce

What to do About Our Aging Workforce

Baby Boomers are Retiring | Implications for the Workforce and Economy

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What is COLA (Cost of Living Allowance)?

When companies seek to relocate mission-critical employees or new hires from low-cost areas to high-cost destinations, the negative standard of living impact can be a major barrier to acceptance.

A COLA (Cost of Living Allowance) benefit is additional compensation given to employees to help them offset and manage increased expenses (e.g., groceries, housing, utilities, and taxes) in a destination location compared to the departure location. By offering the benefit to employees considering relocating to higher cost locations, companies can make the move more attractive and feasible.

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When to offer Cost of Living Allowance?

Whether designing a US domestic program or an International program, a common question asked before offering a COLA benefit is: “How drastic a difference does the cost of living have to be between the employee’s departure and destination locations to trigger the COLA benefit?”  

Data experts use the most current information to estimate costs of common essentials, and the cost index of the original location is compared to that of the new one to come up with a percentage difference between the locations. While some employers are sensitive to even a 2% or 3% difference, as calculated by an expert third-party data firm, NEI’s 2024 COLA Survey noted that 44% of companies set eligibility thresholds at 5%. Furthermore, some companies choose to only pay the difference above a minimum threshold, but each company’s culture, business, and cost drivers influence the calculation and threshold approach.

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How long should COLA payments continue and how might it be paid out?

• For international moves / assignments, COLA is often recalculated more frequently (typically semiannually) due to fluctuating exchange rates and other shifting global factors. When companies provide COLA for employees on temporary international assignments, if there is no official assignment end date, the employer might discontinue or phase-out the benefit if the employee is later localized.
• For U.S. domestic moves / assignments, COLA is usually calculated once and paid either as a lump sum or spread out over a set period (most commonly three years) with payments declining each year to wean employees off of COLA and encourage destination adjustment.

To avoid surprises, employees should be advised COLAs may be modified during the move or assignment. Though, as you might guess, there are usually no complaints when a COLA is adjusted upward.

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COLA Trends | Findings from NEI’s 2024 Cost of Living Assistance Global Survey

Relocation packages vary widely across industries, making benchmarking vital so companies can stay competitive. Some companies and industries offer a more frequent, generous COLA, but others may not offer it at all.

NEI’s 2024 Cost of Living Assistance Global Survey, with over 200 participating companies, found the following International and U.S. Domestic trends:

• International:  When cost of living assistance is necessary for international assignments and relocations, companies typically provide assistance in the form of a COLA or a Goods & Services Differential (G&S). Historically, assistance is provided to long-term assignees, as reflected in the survey results. We have seen a slight uptick in assistance provided to short-term assignees since the publication of our 2022 International All Benefits Survey.
• U.S. Domestic: When cost of living assistance is necessary for U.S. Domestic relocations, companies typically provide assistance in the form of a COLA or a Cost-of-Housing Assistance (where companies send funds directly to the lender for high housing costs specifically).  Despite home price increases, mortgage rates double what they were compared to recent years, and an inflationary rise in prices for everyday goods and services, we have not seen an increase in COLA usage like we would have expected, as it appears companies are using a wait-and-see approach, expecting the market to swing back.

“Companies wonder if others are offering COLA more frequently with rising costs and interest rates. Based on our survey results, they aren’t, but the expectation is that usage could increase more in the coming years,” said Amy Smith, Director, Global Mobility Strategies at  NEI.

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Facilitating Talent Recruiting and Corporate Relocation Offers

Reviewing program intent, benchmarking against industry peers, and adhering to best practices can help you use COLA to build competitive recruiting and relocation offers. This, in turn, helps employees maintain their living standards, regardless of where their career takes them with you.

NEI’s Global Mobility Strategies Team would be pleased to help you determine whether a COLA benefit is right for your program and make the best decisions about how to administer it. We strive to help our clients embrace their business goals, while still offering the highest service and lowest cost exposure. If you would like to discuss COLA or any other mobility trends, please contact your NEI representative.

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_{The above article is provided for informational purposes only. Please consult your tax, legal, immigration or accounting advisors before making any decisions or transactions.}

2024 Forum for Expatriate Management | Americas EMMAs

AltoVita and NEI Winners: Best Partnership Between Two Service Providers  

Dallas, TX May 23, 2024 – NEI Global Relocation, in partnership with AltoVita, is proud to announce that they have been awarded the "Best Partnership Between Two Service Providers" award. This esteemed award recognizes our joint efforts in aligning our culturally driven mission and commitment to providing extensive global mobility support with a customer-centric, technology-enabled experience, demonstrating excellence in global mobility.

The "Best Partnership Between Two Service Providers" award, presented by Forum for Expatriate Management (FEM) honors outstanding achievements and innovation in our industry. NEI and AltoVita stood out among numerous contenders for their innovative approach and impactful results in corporate accommodations.

The technology teams from both companies co-designed multiple solutions encompassing API connectivity, AI in relocation, and price forecasting. The collaboration has strengthened reporting on accommodation spend and ESG metrics through the AltoInsights reporting dashboard and feedback sessions.

Guidance from NEI’s Global Service Partner Relations team, particularly from Lonn Kammeyer (Senior Manager | Service Partner Relationship), has been invaluable in enhancing AltoVita's cost-saving analytics and providing market insights, ensuring clients receive the best value in accommodation costs.

Randy Wilson, CEO / President of NEI, expressed her pride in this achievement, stating, “We are thrilled to receive the 'Best Partnership Between Two Service Providers' award in alliance with AltoVita. Thank you for the collaboration, partnership and, contributing significantly to the win. This award is a testament to the dedication and hard work of both our teams, and it highlights the strength of our partnership.”

Additionally, Karolina Saviova, Co-Founder / COO, AltoVita added, “Winning the 'Best Partnership Between Two Service Providers' award alongside NEI is an honor. Our combined expertise and shared vision are a testament to our passion, hard work, commitment, and strong partnership. Our partnership has allowed us to achieve remarkable outcomes, and this recognition underscores the value of our collaboration. We look forward to continuing our partnership and driving further innovation in global mobility.”

Read more about the event.

About NEI Global Relocation

NEI Global Relocation is a full-service, global relocation and assignment management company headquartered in the U.S. with regional offices and teams in Switzerland and Singapore.

To stay informed and ahead of the curve on topics that affect HR and Relocation, make sure you subscribe to our YouTube channel here!

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Tax Treatment of Housing and other Expenses for Interns vs. Short-term Domestic Assignees

While preparing for intern season, we were asked recently to explain why housing and other expenses, like traveling to and from the job location, are taxable for interns and not necessarily taxable for employees on domestic short-term assignments when they are both only temporary work situations. With the busy summer intern season upon us, we thought it might be a good time to revisit the subject.

The tax treatment of housing and other benefits for interns versus short-term domestic assignees are actually very different due to the specific tax rules and regulations that apply to each group. Here's a general explanation of why there are differences in tax treatment:

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Interns

Interns are typically considered employees, even if they are temporary or part-time. As employees, any compensation or benefits they receive from their employer, including housing and travel, are generally considered taxable income.

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Short-Term Domestic Assignees

Employees on short-term domestic assignments may be deemed to be on a temporary duty assignment away from their tax home. The IRS allows employers to provide tax-free housing, travel, and certain other expenses as a business expense, provided certain conditions are met:

• The employer must expect the assignment to last for less than one year.
• The minute an employer determines the assignment is going to extend longer than a year, the reimbursed expenses from that point forward become a taxable benefit to the employee.
• The employee must maintain a tax home at a regular place of business or employment.
• The temporary assignment must be away from the tax home, generally requiring the employee to work in a different location for a temporary period.

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The Crucial Difference: Tax Home

According to Mark Tirpak, Managing Director with Global Tax Network, the major difference between the two is their “tax home”. Interns will presumably not be incurring accommodation costs in a place that is away from their “home” – i.e. principal place of employment – as they will not have a principal place of employment (i.e. tax home) other than the location where they are undertaking the internship.  Their tax home is the location of the internship, so away from home rules applicable for assignees do not apply for interns.

There are conditions, however, where  the value of housing could be excluded from an intern’s gross income if the following three requirements are met:

• The employee is required to accept such housing as a term and condition of employment; and
• The housing is located on the business premises of the employer; and employer-provided
• The housing is furnished for the convenience of the employer.

Unless all 3 of the above requirements are met, the employer-provided housing is taxable.  

Please reach out to your NEI representative if you need support with your intern or assignment programs, or with assistance sourcing a tax firm. The tax treatment of housing and other benefits can be complex and may depend on various factors, including the specific terms of the assignment, the tax laws of the country or jurisdiction in question, and any applicable tax treaties or agreements. Therefore, it's always advisable to consult with your tax firm to understand the tax implications of housing and other benefits for interns in your specific situation.

The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.

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Baltimore's Francis Scott Key Bridge Collapse Update

On 26 March, the Francis Scott Key Bridge in Baltimore, Maryland collapsed after one of its pillars was struck by a container ship. Vessel traffic into and out of the Port of Baltimore was suspended until further notice, but the port is still open for truck transactions.

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Bridge Collapse Continues to Disrupt Relocation Supply Chain

The closure of the Port of Baltimore, which ranks ninth in overall US trade volume, has significantly impacted the international trade traffic it processes. In 2023, the Port set a record for handling international cargo, with 52.3 million tons valued at nearly $81 billion.

The bridge collapse continues to cause disruptions to supply chains both in the immediate area and across stretches of the country:

• Cargo, which would otherwise have passed through Baltimore, will continue to be discharged at alternative ports (such as New York, Newark, Norfolk, VA and Brunswick, GA) and will reach its destination by truck or rail.
• Delays and/or restrictions should be expected on any shipments to/from the Port of Baltimore as well as at nearby ports.
• Freight rates have increased.

Port officials have said that a temporary channel (about 35 feet deep and 280 feet in length) created by the US Army Corps of Engineers is progressing and that the Port of Baltimore may be fully operational to ocean vessel traffic by early June.

Supply chains have faced mounting pressures from various sources, including incidents in the Red Sea and low water levels in the Panama Canal. The closure of the channel leading from the Port to the seas underscores the fragility of today's supply chain, especially after pandemic-related disruptions in shipping from 2020 to 2022. Unfortunately, the loss of maritime traffic in Baltimore is estimated to cost the US economy about $9 million each day.

“As long as the port is not fully functioning, the impact will be felt all over,” said Maryland Governor Wes Moore.

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Future Relocation Updates As Needed

NEI will continue to monitor the situation, provide updates, and keep clients advised of any specific shipments affected. We will also provide updates on future shipments and how the situation impacts the supply chain as we learn more.

If you have questions, please contact your NEI Representative  at 800.533.7353 any time.

This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.

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What is the Latest?

On 3 April 2024, Taiwan experienced a 7.4-magnitude earthquake, the strongest seismic event to hit the island in 25 years. The epicenter was on the east coast of Taiwan, near Hualien, a city of 100,000 inhabitants located one hundred miles from the capital of Taipei to the north.

The primary issue centers around the safety of individuals. Tragically, it claimed at least ten lives, left 15 individuals unaccounted for, 1,000 wounded and over 705 trapped, according to the most recent reports.

The earthquake’s effects were extensive in Hualien County with reports of collapsed buildings and thousands of residences without electricity. Landslides and rockfalls prompted the shutdown of a key highway. Taiwan’s Central Weather Administration continues to report aftershocks across the island today.

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Relocation Impact

Regarding the event’s impact on relocation, as of now, service partner Interconex, Inc. reports being fully operational, but we are cautioned to expect some potential delays, particularly concerning global supply chains and Taiwan’s semiconductor industry.

This situation is evolving and we will continue to provide updates as needed. NEI and our service partners will keep clients advised of any specific shipments affected, as well as an update on future shipments and how the situation impacts the supply chain as we learn more.

If you have any question about this situations, please contact your NEI Client Relations Manager at 800.533.7353 at any time.

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_{This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.}

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The Talent Shortage is Not Temporary

“Manufacturers are expected to face economic uncertainty, the ongoing shortage of skilled labor, lingering and targeted supply chain disruptions, and new challenges spurred by the need for product innovation to meet company-set net-zero emissions goals.” ~ Deloitte

Manufacturing accounts for about 11 percent of U.S. GDP and employs approximately 8 percent of the U.S. workforce, but U.S. manufacturing jobs have declined from 19.6 million in 1979 to nearly 13 million by November 2022 – a significant 56 percent decrease when adjusted for population growth.

Yet, as of August 2023, 616,000 U.S. manufacturing job openings are still needing to be filled. The industry’s talent shortage, per Betterworks Engage, can be attributed to:

• Outdated perceptions that manufacturing jobs aren’t safe, clean, or progressive
• Misconceptions by younger generations that manufacturing lacks competitive wages
• Perceived lack of investment in employee growth and development
• Not enough STEM graduates with specific skill sets and abilities to meet demand
• A quarter of the industry’s skilled worker base retiring, with more to come in the next decade

In fact, 77% of manufacturers say this shortage is not temporary and there will be ongoing difficulties attracting and retaining workers in the industry.

The manufacturing skills gap in the U.S. could result in 2.1 million unfilled jobs by 2030, according to a study by Deloitte and The Manufacturing Institute. The cost of those missing jobs could potentially total $1 trillion in 2030 alone. This is true for both talent skilled in the design and operation of old and new machinery, as well as the usual positions that are always needed across manufacturing companies to conduct business.

To attract new talent from various sectors, manufacturers must bridge the gap between the expectations of job seekers and the reality of manufacturing jobs, as highlighted by a Deloitte Global Human Capital Trends study. It's crucial for these companies to focus on widening their talent pool, fostering inclusive work environments, and committing to ongoing skill development to ensure future success.

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Key Findings from NEI’s Global Relocation’s 2023 All Benefits Survey

To address these shortages, manufacturing industry Talent Management and HR teams will have to evolve and maximize relocation efficiency and effectiveness to secure talent and retain employees. This starts with examining the benefits used today and ensuring they are ready for tomorrow.

Notable findings from Manufacturing companies participating in NEI Global Relocation’s 2023 U.S. Domestic All Benefits Survey include the following:

Partial Lump Sum

• Manufacturing companies tend to favor a Partial Lump Sum program to cover certain benefits such as temporary living, home finding, return trips, final move and miscellaneous expense allowance.
• A partial lump sum was offered by 31 – 67% of Manufacturing companies (depending on employee level) as compared to 30 – 51% of participants in all industries combined.

Economic Impact on Policy

• Unlike other industries, Manufacturing has not increased COLA, MIDA or Lease Cancellation due to economic changes, choosing instead to stay the course.
• Many companies in NEI’s U.S. Domestic All Benefits Survey (all industries combined) have reviewed and revised policy components to adjust to the changing market.

Home Sale Trends and Responses

A strong sellers’ market over the past few years has caused many companies in multiple sectors to tighten up their home sale programs, scaling down benefits to save money without significantly impacting employees. As the market pendulum starts to swing back to the buyers’ favor, companies are beginning to consider ways to enrich their home sale programs again.

• BVO is preferred over GBO by Manufacturing participants. BVO is offered by 7 – 47% of Manufacturing participants compared to 5 – 33% of participants in all combined industries.
• GBO is offered by 0 – 35% of Manufacturing participants compared to 1 – 43% of participants in all combined industries.
• Loss on Sale is offered by 0 – 20% of Manufacturing participants compared to 1 – 34% of participants in all combined industries.

Tax Treatment

• Manufacturing participants were less likely to gross-up origination services(e.g. partial lump sum, home sale reimbursements, miscellaneous expense allowance), and yet more likely to gross-up destination services (e.g. temp living, rental finding assistance, home finding trip).
• Of Manufacturing participants, 45% complete year-end true up calculations compared to 34% of participants in all combined industries.

In summary, manufacturing companies lean towards more conservative relocation policies, such as favoring Partial Lump Sum programs and maintaining steady course on COLA, MIDA, or Lease Cancellation policies despite economic shifts. This approach is distinct from broader industry trends, where companies are revising policies to adapt to market changes.

A company within the manufacturing sector that adopts a more robust and forward-thinking relocation policy not only differentiates itself but also has a golden opportunity to secure and retain the industry's best talent. As the landscape evolves, those willing to enhance their benefits in thoughtful ways could obtain a sizable competitive advantage.

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Investing in Future Competitiveness Today: The Role of Relocation

“Manufacturing is no longer the old-fashioned assembly-line industry of yesteryear. Manufacturing today is taking center stage as an electrifying industry full of possibilities.” ~ Forbes

With expense reduction top of mind for many, it is imperative for Manufacturing companies to identify and consider cost savings opportunities, but also leverage innovative relocation services, technologies, and expertise when addressing talent needs.

NEI Global Relocation strives to be in complete alignment with each client’s priorities, business objectives, and talent management goals.

When choosing the best global relocation management partner, look for a trusted, stable firm with experienced professionals and extensive global networks. A partner that will deliver you the best return on investment, proactively advise you on current and future trends, and support your efforts to secure and relocate talented candidates.

For more information, please contact your NEI representative.

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About NEI Global Relocation

NEI is a certified Women’s Business Enterprise headquartered in the U.S. with in-region offices and teams in Switzerland and Singapore. As a full service, global relocation and assignment management company that partners with clients across the globe to provide consultative guidance and solutions, NEI has over 200 clients including many Fortune 500 and Fortune 1000 corporations and we support client Tier 1 and Tier 2 supplier diversity goals each year. For more information and other articles, see www.neirelo.com.

_{The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.}

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At Least Six Individuals Unaccounted For

March 26, 2024—Early on Tuesday morning, tragedy struck as the Francis Scott Key Bridge in Baltimore, Maryland succumbed to collapse following a collision by the 10,000 container-capacity vessel “Dali” which had lost power while en-route from the U.S. to Colombo, Sri Lanka.

Regrettably, the aftermath of the incident has left at least six individuals unaccounted for. Our hearts and sympathies extend to all those affected by this unfortunate event.

The repercussions of this disaster are anticipated to cause delays and disruptions to the supply chain. The port of Baltimore is the 11th largest port in the nation and more than 52 million tons of foreign cargo, worth some $80 billion, were transported out of the port last year, according to Maryland Governor Wes Moore.

In consideration of these developments, NEI would like to communicate the latest insights provided by our household goods service partner, Champion International Moving, to help in understanding the current circumstances:

• Vessel traffic into and out of the Port of Baltimore is suspended until further notice, but the port remains open for truck transactions.
• Cargo that was intended for Baltimore will likely be discharged at nearby ports and reach their final destination by landside transportation.
• The bridge (a part of Interstate 695) offered a key transport link between Washington, Baltimore, Philadelphia, and New York.
• Delays should be expected on any household goods shipments to/from the Port of Baltimore as well as at nearby ports.

This situation is evolving rapidly, and we will continue to monitor the area and provide updates.  NEI and our service partners will keep clients advised of any specific shipments affected, as well as future shipments and the supply chain as we learn more.

If you have any questions about this situation, please contact your NEI Client Relations Manager at 800.533.7353 at any time.

_{This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.}

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Tackling the Talent Shortage

“Energy markets are undergoing generational change as climate priorities influence government policy, capital allocation, and investor behavior. With the pace of energy transition, which is uneven across geographies,  businesses will face numerous challenges of identifying opportunities and risks and adapting to new policies and evolving market dynamics.” —S&P Global Commodity Insights

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Energy's Economic and Employment Impact

Over the past year, the U.S. expended approximately $1.3 trillion on energy, equating to around $4,000 per person, and constituting 5.7% of GDP. The industry also employs an impressive number of Americans:

• The oil and gas industry in the U.S. employs around 10 million people; equivalent to 6.5% of the U.S.’s total jobs.
• Electric power generation accounts for about 5% of the overall American workforce, or nearly 7 million people and in 2023, two of every five U.S. energy sector jobs is in energy efficiency and employs 2.2 million people.
• The number of jobs in the U.S. nuclear energy sector surpassed 5 million in June 2023, after increasing steeply since the beginning of the year.
• 3.3 million Americans work in clean energy (renewable generation, energy efficiency, clean vehicles, battery and storage, grid modernization, biofuels), which grew 4% in 2022 and 10% since 2021.

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Challenges in Talent Acquisition and Retention

Yet, the industry also faces significant challenges ahead; chief among them being the acquisition and retention of talent with the right skills. Younger employees are seeking personal fulfillment or different jobs in other industries while older employees are retiring in greater numbers every year.

“One of the biggest challenges facing the Energy industry is a lack of skilled staff,” —Brunel

Similarly, Bain Consulting reports energy companies need new skills like data analytics, software engineering, AI and machine learning, and environmental expertise.

“As the great retirement continues to cycle out a generation of seasoned experts, companies will rely on a refreshed talent base of more diverse workers—in both skills and identities—to transform the energy sector and our world,” reports Bain.

Consider these talent recruiting realities:

• According to Deloitte, 70% of oil and gas executives surveyed said that their companies are facing a skills shortage, with engineering and technical roles being the most challenging to fill.
• Of workers in the utilities industry, 50% are set to retire over the next decade leading to a loss of skilled field technicians, operators, engineers, managers, supervisors, and support staff.
• The nuclear energy industry, according to a Global Energy Talent Index report, has the most sought-after energy workforce with 83% of nuclear workers being headhunted in the last year and 19% said they received 11 or more approaches by recruiters – the highest of any sector and often by companies outside the energy industry.
• Between now and 2030, the clean/renewable energy industry will need an extra 1.1 million workers, such as engineers and electricians, to develop and construct solar and wind plants, another 1.7 million workers to maintain/operate them, and 1.3 million ‘white collar’ workers to fill other required roles per McKinsey & Co.

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Investing in Future Competitiveness Today: The Role of Relocation

Energy industry Talent Management and HR teams need to constantly evolve and maximize both relocation benefits efficiency and effectiveness to secure talent and retain employees. Doing so starts with examining the benefits used today and aligning them with the needs of tomorrow.

Working with industry experts, like NEI, to modernize mobility offerings and craft comprehensive, integrated recruitment strategies can lead to an increase in candidate acceptance rates and overall satisfaction throughout their moves.

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Key Findings from NEI’s Global Relocation’s 2023 All Benefits Study

Notable findings of Energy companies participating in NEI’s Global Relocation’s 2023 All Benefits Study found that Energy & Utility (E&U) companies tend to favor a partial lump sum program to cover certain benefits such as travel and temporary living. This benefit was offered by 40-70% of Energy & Utility companies (depending on employee level) as compared to 30-51% of all industries combined. The E&U participants also lean on a full lump sum program for their entry level employees, offered by 55% of companies as compared to 44% within the general population.

Home Sale Programs

• E&U companies are more likely to offer home sale programs when compared other industries, possibly indicating significant competition for talent.
• 70% of E&U companies utilize this for executives, versus 42% in the general population.
• 40% of E&U companies for Director/VP level employees, compared to 25% in the general population.
• According to the survey, seventy-four percent (74%) of E&U companies offer home sale incentive programs to executives as compared to 46% in the general population.

Loss on Sale Benefits

E&U companies offered loss on sale benefits at a rate of:

• 74% for executives
• 58% for Directors / VPs
• Compared to 34% and 26%, respectively, in the general population

Market Trends and Responses

• A strong sellers’ market over the past few years has caused many companies in multiple sectors to tighten up their home sale programs, scaling down benefits which saved money without significantly impacting employees.
• E&U companies did not seem to follow suit, maintaining home sale programs that were in place prior to the shift—suggesting strategic benefit maintenance in a competitive job market, rather than slow adoption of new practices.

NEI anticipates companies re-adopting home sale components as the market begins to change, favoring the buyer, putting the E&U industry ahead of the curve.

Reluctance to Increase Certain Offerings

• E&U companies were hesitant to increase their Cost-of-Living Allowance offerings, Mortgage Interest Differential benefits, and Lease Cancellation Benefits, opting to maintain similar programs as those offered pre-Covid.
• Many companies have reviewed and revised policy components to adjust to the changing market. However, E&U companies have chosen to stay the course—waiting for the pendulum to swing back.

Shift in Policy Types

We are starting to see a shift in policy types with a noticeable portion of E&U companies adopting commuter, intern, core-flex, and U.S. domestic temporary assignment policies.

Even with these changes, the standard tiered policy structures remain in place for nearly 90% of E&U companies.

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Relocation Assistance for Business Success

“Energy companies must … leverage existing knowledge while building a workforce that can address the energy demands of the nation in the future.” —Forbes

The energy industry has a long track record of solving challenges through collaboration. With expense reduction top of mind for many, it is imperative companies identify and address cost savings opportunities. This includes understanding the impact of innovative relocation services, technologies, and expertise in achieving these goals.

To that end, NEI Global Relocation stands as a strategic partner uniquely positioned to empower Energy & Utility companies in navigating the complexities of today's relocation landscape. By choosing NEI as your Relocation Management Company, you gain access to a wealth of industry-specific insights, tailored strategies, and a suite of innovative services designed to optimize relocation processes, enhance employee satisfaction, and contribute directly to your bottom line. Our proven track record, highlighted by our detailed understanding of E&U sector needs as demonstrated in our 2023 All Benefits Study, ensures that your relocation efforts are not just a response to current trends but a forward-looking investment in your company’s competitive edge.

To transform your talent mobility strategy into a powerful tool for securing the best talent and fostering long-term loyalty among your workforce, reach out to your NEI representative.

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About NEI Global Relocation

NEI is a certified Women’s Business Enterprise headquartered in the U.S. with in-region offices and teams in Switzerland and Singapore. As a full service, global relocation and assignment management company who partners with clients across the globe to provide consultative guidance and solutions. NEI has over 200 clients including many Fortune 500 and Fortune 1000 corporations and we support client Tier 1 and Tier 2 supplier diversity goals each year. For more information and other articles, see www.neirelo.com.

_{The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.}

National Association of Realtors Lawsuit Update

On March 15, 2024, a significant development unfolded within the real estate industry as the National Association of REALTORS® (NAR) disclosed a comprehensive nationwide settlement addressing commission lawsuits initiated by sellers across various states. It is imperative to note that the settlement is not final; its final approval by the court is pending, and the court is unsure when this may happen.

The proposal includes two pivotal rule changes as part of this new settlement. Firstly, NAR has committed to implementing a new regulation prohibiting compensation offers on the MLS.  With the rule change, brokers and agents must directly negotiate compensation terms with their respective clients. Secondly, agents must formalize written buyer agreements with potential buyers before facilitating property tours.

These proposed rule changes would take effect mid-July, marking a significant shift in industry practices.

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Key Practice Changes:

• Consumers retain the right to opt for cooperative compensation, provided it is pursued off-MLS through negotiations and consultations with real estate professionals.
• A new rule barring compensation offers on the MLS will be enforced, effective mid-July 2024.

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Implications:

• Despite the prohibition of communicating compensation offers through the MLS, various avenues for compensating buyer brokers will persist.
• Compensation for buyer brokers will remain diverse and subject to negotiation between brokers and consumers. Compensation may include fixed-fee commissions paid directly by consumers, seller concessions, or a portion of the listing broker’s compensation.
• Negotiating compensation terms between agents and the consumers they represent will remain paramount.
• The industry may see reduced listing commissions and buyers responsible for paying their own representative.
• With these rapid changes to the real estate sales process, it is more important than ever to work with highly trained and qualified relocation agents for both selling and buyer.
• This announcement heralds a significant real estate paradigm shift, necessitating all stakeholders’ adaptation and diligence.

NEI has observed more locations implementing buyer agency agreements in recent months.  We increased counseling to buyers regarding these contracts with the early rulings on the NAR lawsuits and will continue to offer support to help avoid financial surprises at closing.  

Longer term, we anticipate a need for companies to review their policies to determine any benefit changes as the impacts of these industry disruptions become clearer.  

NEI continues to monitor the situation and will offer updates to our clients as they become available. Please get in touch with your NEI representative if you have any questions or want to discuss this further.

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Germany Hosts Euro 2024

As anticipation builds for Euro 2024, Europe’s premier football / soccer championship, a significant demand for accommodations is imminent. While fans eagerly book their stays, clients could face a unique challenge: navigating the higher prices and limited lodging options for relocating employees. In this article, we explore the impact of Euro 2024 on corporate accommodations and discuss strategies for clients to manage the crunch effectively.

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Understanding the Demand for Host Cities

The Championship for the men’s UEFA league is held once every four years. Making Euro 2024 not just a sporting event but a cultural phenomenon that attracts millions of spectators from around the globe. Fans will assemble in ten host cities across Germany to witness a total of 49 matches and soak in the electrifying atmosphere. Consequently, the demand for accommodations will skyrocket, putting pressure on hotels, furnished apartments, and corporate housing providers.

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The Corporate Dilemma

For clients with employees traveling to Euro 2024 host cities for assignment purposes, securing suitable accommodations is critical. However, the surge in demand could lead to a scarcity of available options, which could drive prices even higher and corporate clients are already facing inflated rates and limited availability, which could also challenge relocation budgets.

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Strategies for Corporate Clients

• Plan Early:   Corporate clients should start planning now to maximize their chances of securing preferred lodging options at reasonable rates. Early booking not only ensures availability but also allows for better negotiation leverage.
• Consult with the Experts: Engaging the expertise of corporate relocation management companies like NEI can streamline the accommodation process for businesses. We specialize in navigating complex situations and can offer tailored solutions and flexibility to meet the unique needs of corporate clients amidst high-demand scenarios like Euro 2024.
• Work with Vetted Suppliers: NEI builds and maintains long-term service partner relationships through our Global Service Partner Relations (GSPR) team. The success of our GSPR department has enabled us to work with “service partners,” not “suppliers”, who are committed to delivering “Service Exceeding Expectations”. Because of these relationships, NEI is able to negotiate competitive rates and our clients always get priority attention, including during peak seasons.

Please see the following information on key locations and dates:

Conclusion

By adopting strategic approaches such as early planning, exploring alternative options, negotiating contracts, leveraging relocation services, and prioritizing flexibility, businesses can effectively navigate the accommodation crunch and ensure a seamless experience for their traveling employees. Amid the excitement surrounding Euro 2024, clients can rise above the challenges and capitalize on the opportunities presented by this iconic sporting event.

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Keeping You and Your Family Safe While Relocating Overseas

Moving globally brings excitement, growth, and challenges, but one must also be prepared to adapt to new surroundings and cultures while prioritizing personal health and safety. We explore important strategies and tips for employees relocating globally to navigate their new environment with confidence.

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No One Plans on Safety Issues Occurring

“Safety is not a gadget, but a state of mind.” ~ Eleanor Everet, Safety Expert

It’s crucial for Human Resources professionals managing global assignments to prioritize the safety, well-being, and Duty of Care for employees/families relocating and traveling at company request to a new country. While international assignments or permanent relocations abroad offer exciting opportunities, they also require a proactive approach to ensuring personal safety.

“The mistake travelers make is believing the biggest security risk is some external force," said Adam Bardwell, a former U.S. Army Green Beret and a security operations supervisor at Global Rescue. "In reality, the biggest security risk travelers face is their poor planning, lack of knowledge about the location and ignoring indications of danger.”

Before embarking on a global move, thorough research is essential. Understanding the laws, customs, and safety concerns in the destination country lays a strong foundation for a safe relocation. Expats should familiarize themselves with local emergency contacts, crime rates, and basic phrases in the local language for effective communication in urgent situations.

• Cultural Sensitivity: Respecting Differences

In a diverse world, understanding and respecting cultural differences is not just about etiquette; it's a fundamental aspect of personal safety.

Respecting local customs, traditions, and societal norms helps individuals avoid inadvertently placing themselves in vulnerable situations. Keen awareness of local customs or norms, such as personal space, gestures, and appropriate dress codes, etc., can foster a safer and more harmonious integration into new communities.

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NEI Example – Cultural Training Success for China Joint Venture Partnership

A U.S. client promoted an employee to travel regularly to China for a new joint venture. She initially opposed any intercultural training because she had travelled to many countries prior, but the client felt the project was too critical to take any chances.

Result: The employee reported later that without the required cultural coaching sessions she could never have integrated as well or have established the local working relationships that helped the new China operations succeed. The client even approved additional coaching sessions for the rest of her assignment.

• Destination Country Healthcare and Medical Prescriptions

Researching access to healthcare and prescription medication in the destination country, especially in remote areas, is essential to reduce health risks. Find out this information in advance of arrival, especially if there are pre-existing medical conditions that might require regular doctor visits.  If repeat prescriptions are needed, research if they can be filled abroad or whether one should stock up before departure and how much can be brought into the country.

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NEI Example – Ensuring Children's Medical Needs in Jordan

NEI's Account Executive (AE) was assisting a family of four relocating on a long-term assignment to Jordan. The AE was asked to help find medical support in Jordan for the family's two children with ADHD, including acquiring medication locally.

Result: The AE adopted a dual solution approach: 1) asking our local Destination Service Partner (DSP) to assess local expertise in ADHD treatment for children; and 2) engaging the client to explore the support available from their global insurance provider. The client's global insurance provider offered access to local medical resources, ensuring the family could procure the necessary ADHD medication locally and receive ongoing treatment in Jordan. NEI’s DSP made introductions and arranged calls with local healthcare providers.

• Practical Safety Measures for Daily Activities

As the saying goes: “Safety is No Accident.”  Implementing practical security measures for daily activities is essential. This can include being aware of surroundings, avoiding risky areas at night, and using safety apps with GPS functionalities for navigation. Additionally, relocating employees should ensure  all necessary documentation – including identification as well as emergency medical and contact information – is readily accessible.

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NEI Example – Emergency After-Hours Support in Brazil

An employee who had just started an assignment in Brazil was driving home on a Friday night and, while at a red light, was held up by gun-wielding assailants demanding his wallet.  The employee was still able to drive off with his phone, but all cash and credit cards were gone. He could not reach his office, so he called his NEI Account Executive (AE) on her mobile number.  

Result: NEI’s AE immediately contacted the client’s Security Team and International SOS for assistance in the employee talking directly with his local bank as he was not fluent in Portuguese.  NEI worked with the client contact to supply him emergency cash until his credit cards could be replaced. He greatly appreciated NEI’s care and concern shown for his after-hours situation.

• Building a Support Network in the New Community

Networking isn't just for professional advancement; it's also a crucial aspect of personal safety when relocating globally.

Establishing a support network in the new country is invaluable. Building relationships with neighbors, colleagues, or fellow expats provides a sense of community and an additional layer of safety. Joining clubs, volunteering, or participating in local events facilitates meeting new people and fostering connections for support and guidance.

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NEI Example – South Korea-to-Israel Assimilation

A relocating employee, his spouse and children from South Korea accepted a long-term assignment to Israel. After arrival and being there for a few months, the family felt isolated and frustrated.

Result: Intercultural training that the employee had turned down originally was re-proposed and gratefully accepted. After completing the program, the family ventured out more and enrolled in local activities to meet people and network. The family began adjusting immediately – and even extended their Israel assignment an extra year!

• Prioritizing Safe Accommodations and Transportation

Personal safety should never be compromised, especially when settling into a new country, and safety should be one of the top priorities to research before traveling. Knowing the plan for areas  like accommodations and transportation that will affect daily life can help make safety concerns in a new country less intimidating.

Securing excellent accommodations and reliable transportation is paramount. Choosing accommodations in safe neighborhoods and utilizing trustworthy transportation methods are crucial steps toward ensuring personal safety. Individuals should opt for reputable housing options and reliable transportation services to minimize risks. Being cautious with personal belongings, especially in public places or crowded areas, can prevent theft or loss.

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NEI Example – Expectant Couple’s Health Concerns in Brazil

An employee and his wife, five months pregnant, accepted a permanent move from Buenos Aires to Sao Paulo. NEI’s Account Executive was empathetic to the couple’s requirement that any temporary living unit shown have special mosquito netting across all windows, regardless of air conditioning units in place. Initially, this request proved difficult as 1) appropriate property inventory was scarce; 2) apartments booked fast; and 3) sourcing specific netting was difficult.

Result: NEI’s Account Executive worked with our local temporary housing service partner, and once the couple selected their property, NEI and the partner immediately identified a local, trusted mosquito abatement company and had the services completed and reimbursed. The appreciative couple settled into Sao Paulo with less apprehension awaiting their newborn.

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Taking a Proactive Approach

“An ounce of prevention is worth a pound of cure.” ~ Benjamin Franklin

Global relocation necessitates a proactive approach to personal safety, as situations vary and even countries with fantastic reputations for safety can be problematic.

However, preparation and simple steps can help substantially mitigate risks. Individuals can survive and thrive in a new environment confidently by:

• performing research prior to departure,
• prioritizing safe accommodations and transportation,
• keeping emergency contacts’ info accessible,
• respecting cultural/international differences,
• implementing practical safety measures and have a ‘Plan B’, and
• building a support network.

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Always Here to Help

NEI will continue to help empower thousands of client professionals each year to embrace their global relocation experience with confidence, safety, and resilience.

If you would like to discuss global relocation and/or business travel safety or other mobility trends, please contact your NEI representative.

The above article is provided for informational purposes only. Please consult your tax, legal, immigration or accounting advisors before making any decisions or transactions.

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2024 Talent Mobility Trends | Immigration and Relocation in a New Global Economy

As global economic and political landscapes continuously evolve, the relocation industry is facing unprecedented challenges and changes in priorities. Immigration and compliance issues emerge as a pivotal element, influencing and being influenced by the shifting global dynamics.

The current global economy, marked by inflationary pressures and interest rate uncertainties, has led many corporations to adopt a cautious approach. This stance is influenced not only by current and forecasted economic factors, but also by geopolitical tensions that make cross-border movements more complex. Companies focused on cost control may be hesitant to approve relocations in these conditions.

This article will cover these evolving dynamics, addressing technological advancements, and how changing work models are reshaping immigration and relocation practices globally.

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The Transformative Power of Technology in Relocation

Amid these challenges, technology stands out as a beacon of progress, transforming the relocation experience for both service providers and clients.

“AI and automation technology can have a wonderful role in supporting some of the validation process in immigration, speeding up processes from what has vastly been a paper-driven process to a more digitized process,” says Michelle Moore, NEI Global Relocation’s Chief Global Mobility Officer.

From improving efficiencies behind the scenes to enabling real-time data tracking and predictive cost analysis, technological advancements are restructuring how relocation services are carried out. Integrating robotics/automation/digital platforms not only streamlines processes, but the advancements are freeing up relocation coordinators to focus more on the relational aspects of delivering excellent service, ensuring that the human element remains central to every relocation experience.

“Many countries are working to determine how to safely use technologies to support the processes while ensuring accuracy of information, preventing biases, maintaining transparency, supporting privacy and accountability,” says Moore.

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Emerging Global Mobility Trends

The shift toward remote and hybrid work models is one of the most significant trends affecting the relocation industry, prompting a reevaluation of traditional relocation services.

“Employers have an increasing challenge and burden to understand where their employees are working and be responsible for compliance,” says NEI’s Moore. “Companies are trying to strike a balance in being together within a workplace and employees’ desire for more flexibility with remote options.”

This trend, coupled with the evolving expectations of the workforce regarding flexibility and well-being, is driving the industry towards more personalized and adaptable relocation solutions. “This impacts the relocation industry as it tries to develop solutions for companies seeking compliance support,” says NEI’s Moore.

As companies navigate the balance between in-office collaboration and remote work, the relocation industry is innovating to provide compliance support, tracking, and immigration services tailored to these new work models.

Another challenge for short- and long-term assignments is the need to be prepared for delays due to unforeseen global events that often occur with little to no warning, such as regional wars or hostilities, immigrant/refugee influxes, political upheaval, etc.  Additionally, underfunded government agencies often extend processing times. NEI continues to recommend companies plan assignments as early as possible.

“Pre-planning and working with your immigration contact can help [companies] better understand realistic timeframes…allowing for more flexibility. While we have seen some approvals come in quicker than expected, often additional time is required, which is disruptive to the business. It’s wise to have contingency plans for any additional time or to understand what options there might be for remote work that are not in violation of immigration, tax, or other compliance needs,” says NEI’s Moore.

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Immigration at the Forefront of Relocation Challenges

Challenges such as processing delays, the impact of the pandemic on government operations, and the integration of hybrid work policies into immigration law illustrate the complex interplay between immigration and workforce mobility trends.

Economic pressures and labor market dynamics are prompting countries to adopt more flexible, skills-based immigration systems, aiming to bridge the gap between global talent needs and local labor markets. These changes, however, are not without their complexities, as mergers, acquisitions, and shifting legal landscapes pose additional compliance hurdles for companies and their relocating employees.

Governments are adjusting regulations for specific immigration routes, tightening restrictions on some while easing them on others. Consider these recent immigration changes that mirror the unique challenges encountered by each country and the diverse viewpoints held by each nation's population:

• Japan launched a new six-month digital nomad visa
• Australia completely overhauled its visa system, introducing a three tiered “Skills in Demand” visa
• China streamlined and relaxed visa entry requirements
• Canada extended its Temporary Foreign Worker program
• Indonesia introduces new sub-types for several visas
• As of January 2024, the UK will no longer allow dependents to travel with foreign students studying in the country

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Future Direction of Global Mobility

Across the world, discussions on immigration reform will persist, highlighting the importance of flexible strategies and cooperative endeavors to navigate the intricacies of global mobility.

Companies and countries will continue to search for the best way to navigate visa and immigration complexities going forward, but proper time and effort to develop one’s relocation policies can help with immigration challenges and using the right relocation technology systems can help with immigration complexities.

“Having a strong policy and procedures documented will go a long way to ensure employees can play the role in what to do – or what not to do,” said NEI’s Moore, “but technology can make tracking easy, while supporting updates, statuses and other information needed… to maintain records within one place. This increases the ease of secure data transmission and for data to be hosted and transferred securely with any external Immigration support.“

As the industry moves forward, the ability to consistently adapt to change—while maintaining a focus on compliance and the human aspect of relocation—will be key to ensuring companies are well-poised to thrive in a global context.

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How Foreign Exchange Rates Impact on Cost of Living Allowances

Hearing from employees who receive Cost-of-Living Allowances (COLA) on international assignments may largely depend on the untimely fluctuation of Foreign Exchange (FX) rates.

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Helping Make International Assignments Succeed Financially

As global organizations increasingly compete for skilled talent, offering competitive remuneration packages becomes imperative to attract top candidates for international assignments.

However, helping assignments succeed financially remains a fundamental bottom line consideration – especially since costs in popular global host locations can be higher than in one's home country. Most international assignments would simply be financially unfeasible for employees without considerable company support.  

Providing Cost-of-Living Allowances (COLA) can be a key benefit to help assignees keep a similar standard of living and purchasing power in their host country in comparison to what they had in their home country. Researchers calculate the cost-of-living indices that analyze differences in major cities throughout the world by comparing the basic price of a basket of goods and services. These indices do not include housing costs, taxes, or education and are only used to calculate changes in disposable income.

As a note, each company chooses the specific index used for calculating COLA. Some companies offer employees a convenience index that allows them to purchase from high-cost international retailers, while other companies offer a lower index that accounts for an employee’s integration into the local culture and shopping practices.

Changes in Foreign Exchange (FX) rates significantly impact these living allowances. COLA indices are typically updated quarterly or semi-annually based on company preference, but may be reviewed more frequently in response to major FX fluctuations that result from volatility in the host or home locations.

Managing International Assignment FX Expectations

FX changes can surprise employees on international assignments when they notice a drop in their COLA, particularly as they face daily high costs in the assignment’s host location. However,  it's common for assignees to overlook two key factors:

1. Prices for goods and services in their home country are likely increasing
2. Their home country’s currency may also be appreciating  

Changing FX rates can adversely affect the perceived value of an assignment package. For instance, the US Dollar strengthened against the Euro in early 2021 but weakened by the end of 2022. This fluctuation, coupled with a decrease in the COLA index, can lead to reduced COLA payments for employees. An employee moving from Madison, Wisconsin to Paris, France, for example, might receive a smaller COLA than what was available the previous year. Consequently, this reduction could cause confusion and prompt the employee in Paris to request justification for the decreased COLA.

Companies are encouraged to review COLAs semi-annually at the very least and should consider conducting a more frequent review with their cost-of-living research partners should there be dramatic changes in FX rates.

While it's common for assignees to raise concerns when COLA payments decrease, the opposite scenario often unfolds in silence, as you would expect. Employees happily welcome any increase in their COLA.

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Adapting to Fluctuating FX Rates

In conclusion, successful companies understand that FX rates are beyond control. They implement a clear policy for international assignees, outlining how dramatic FX rate fluctuations can impact allowances and detailing the company's schedule for making adjustments.

NEI is pleased to help answer any questions from companies or assignees about COLA or FX rates. Working alongside expert research firms, we ensure everyone understands the rationale and calculations behind revised COLA amounts.

If you would like to discuss this topic further, or other global mobility trends and company needs, please contact your NEI representative or Michelle Moore, CPA, MPA, CGMA, Chief Global Mobility Officer at NEI.

_{The above article is provided for informational purposes only. Please consult your tax, legal, immigration or accounting advisers before making any decisions or transactions.}

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Understanding Barriers and What To Do

A family’s reluctance to relocate can often stem from a variety of hesitations. Whether that be a spouse’s need to re-establish their career in the new location, loss of established social and professional networks, as well as concerns regarding children acclimating in school, activities, and friendships. As Jennipher Christensen of IPR Consulting aptly said, “Getting to... ‘what do they need and how can we help them?’ is critical in the pre-decision phase. This involves not just showcasing the new location but helping them visualize their life and addressing concerns of each family member.”

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Easing the Transition

Caring for the well-being of employees and their families necessitates comprehensive policy frameworks that prioritize support and inclusivity throughout the relocation process. These services aim to minimize the challenges associated with relocation and ensure that employees can quickly adapt to their new environment:

• Destination Services and Area Orientation: Assistance finding suitable housing, schools, transportation, banking, healthcare, and other essential services in the new location. Offered by 86% of companies for international permanent transfers, 60% for short-term assignments, and 83% for long-term assignments. Though area orientation is typically part of a home finding trip for US Domestic transfers, formalized area orientations in the US are becoming more common.
• Cultural Training: Programs to familiarize employees with the local culture, customs, and etiquette to facilitate smoother integration into the community. Offered by 65% of companies for international permanent transfers, 70% for short-term assignments, and 82% for long-term assignments.
• Language Support: Language training services to help employees become proficient in the local language. Offered by 62% of companies for international permanent transfers, 60% for short-term assignments, and 76% for long-term assignments.
• Family Acclimation Assistance: Services designed to assist the spouses and families of relocating employees by addressing their specific needs and concerns. This support includes spousal career assistance, community integration, and ongoing support. Offered by 51% of companies for international permanent transfers, 10% for short-term assignments, and 61% for long-term assignments. Depending on employee level, the benefit is offered by up to 35% of companies for US Domestic transfers.

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Policy Implications and Recommendations

The intricate dynamics of family involvement in corporate relocations require careful consideration of how to navigate this terrain with empathy and efficacy. Formulating actionable policy changes not only serves the immediate interests of employees and their families but also aligns with broader organizational objectives of talent retention, productivity, and corporate social responsibility.

Effective relocation policies must address various aspects of a transferee and their family’s transition. Here are some key recommendations:

• Comprehensive Acclimation Services: Expand services to include cultural training and pre-assignment assessments. These are essential components of the relocation package.
• NEI’s YOU Allowance: Consider introducing this flexible allowance, which can cater to the unique needs of each family.
• Support for Single Transferees: Recognize that finding social support systems and activities through a Destination Service Provider (DSP) is as crucial for single transferees as it is for those with families.
• Awareness of Available Services: Enhance awareness of the full range of available services, which can significantly improve the relocation experience.

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Conclusion

By prioritizing comprehensive mobility programs that address the challenges faced by relocating families, employers can cultivate a culture of inclusivity and support within their workforce. As employers strive for excellence in their operations, integrating these policy recommendations can serve as a beacon of guidance, ensuring that the welfare and stability of relocating families remains at the forefront of corporate decision-making. Ultimately, relocation is about creating a supportive journey that begins well before the move and continues long after settling in, ensuring a successful transition and a rewarding experience in the new environment.

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Chinese New Year and Relocation Service Impact

As the Year of the Rabbit comes to an end, communities around the world are looking forward to a year of prosperity and good luck as the Dragon takes its reign in the Chinese zodiac. This Lunar New Year (Chinese New Year) begins February 10th, 2024 and concludes January 28th, 2025 will be celebrated as the Year of the Wood Dragon.

The Chinese zodiac is a system that assigns an animal to each year in a repeating 12-year cycle. The Rat, Ox, Tiger, Rabbit, Dragon, Snake, Horse, Sheep, Monkey, Rooster, Dog, and Pig, each has its unique characteristics, symbolism, and cultural significance.  

Lunar New Year celebrations, including traditional lion dances, stunning parades, and family reunions with elaborate decorations and magnificent feasts, last up to 16 days. While NEI’s Singapore office will only be closed February 9th and February 12th, it’s possible you may experience other disruptions or delays in service as many of our service partner offices in mainland China and in other countries that celebrate the holiday—such as Indonesia, Malaysia, Singapore, South Korea, Taiwan, Vietnam, and Brunei—will be closed for the full extent of the public holiday from February 10th through February 16th.

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Calendar of events include:

Feb 2nd – 9th

Little Year - Preparations for the new year begin on February 2nd, 2024, and last until New Years Eve.

Feb 10th – 20th

Spring Festival - Chinese New Year officially begins on February 10th, 2024, and ends on February 20th.

Feb 21st – 24th

Lantern Festival - Preparations begin the 21st, and the Lantern Festival is held on February 24th as a celebration of the end of the Chinese New Year and the start of the new year.

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A Cultural Phenomenon Across Continents

Carnival or “Carnaval” is an annual celebration steeped in tradition, energy, and extravagance, acknowledged across the world in more than 50 countries—running from 8 February 2024 through 13 February 2024.

The word Carnival itself likely came from the Latin carne levare, meaning “remove meat,” in reference to the Christian period of Lent, a time of fasting, and marks a time of festivities, parades, masquerades, and feasting before the more solemn and reflective period of Lenten sacrifice.

For employees on international assignments, the energy and excitement surrounding Carnival can offer a memorable and enriching experience, immersing them in the cultural vibrancy, traditions, and community spirit of their host countries.

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A Cultural Phenomenon

Most people will agree that Carnival is not simply another festival, but a cultural phenomenon. South America usually comes to mind as the most famous locations for celebrating the holiday with its energy and flamboyance:

• Rio de Janeiro, Brazil is the ultimate Carnival destination and the world’s most famous celebration spot with over a million people from across the globe typically visiting to dance, sing, have fun in the streets, at the beach, and partake in the Rio Parade.
• Salvador, Brazil’s Carnival has an African flavor with expressions of Afro-Brazilian folklore, music, and dance. Crowds dancing in the streets are fueled by the loud sounds of the region’s famous motorized floats carrying musicians and singers.
• Bolivia’s elaborate, 10-day Oruro Carnival is so good it’s said to be one of the world’s best festivals. UNESCO has recognized it as a 'Masterpiece of the Oral and Intangible Heritage of Humanity'. The celebration lasts 20 hours and combines Indigenous and Catholic traditions with amazing parades.

Sounds exciting, but did you also know Carnival’s also celebrated in over 50 countries, each with their own unique spin on the event?

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About Excess and Enjoying Life to the Fullest

For employees on assignment, Carnival can become a captivating blend of celebration and mystery, characterized by vibrant crowds, imaginative outfits, and elaborate masks. For example:

• Basel, Switzerland is well known for its celebrations each year, rejoicing with a parade of over 20,000 noisy revelers marching through the streets and parties in the city for hours after
• Istanbul, Turkey hosts the Baklahorani Carnival celebration featuring a masked parade through the streets and parties in the surrounding areas.
• Santa Cruz de Tenerife, Spain boasts nine continuous days of loud, boisterous celebrations during Carnival with elaborately plumed costumes and masked merrymakers in the streets.
• Dusseldorf, Germany’s Carnival takes place on the banks of the Rhine. It has a day of festivities dedicated entirely to family-friendly celebrations and is known for its “Rose Monday” street parade featuring colorfully decorated floats, more than 5,000 costumed performers, and capacity crowds that flood the city’s pubs and restaurants.
• Goa, India’s Carnival has been a fixture for 500 years and includes parades, colorful costumes, music, dancing and intricate floats in the streets with many parties.
• Venice, Italy has made it a tradition to gather with friends every Carnevale, but across the city’s piazzas, “Carnevale” draws many thousands from around the world. They don costumes and gather at pubs and restaurants, enjoying wine and cicchetti (appetizers).
• Slovenia, where Carnival is called Kurentovanje (koo-rent-oh-VAWN-yeh), has a celebration season that culminates in the town of Ptuj where merrymaking, concerts, parades, masked balls, and kids' events last days.
• Nice, France hosts three kinds of parades: the Bataille de Fleurs (Battle of Flowers), Corso Carnivalesque Illumine (Parade of lights) and the Corso Carnavalesque (Carnival Parade). Each float has a different theme.
• Binche, Belgium hosts loud cultural performances and presents unexpected rituals like revelers throwing oranges for good luck while performers dress in elaborate, feathery hats.

Employees on assignment in the U.S. have access to celebrations as well, and it’s not limited to Mardi Gras in New Orleans. Cities with notable Carnival/Mardi Gras events can be found in:

• Baton Rouge & Lafayette, Louisiana
• Orange Beach & Mobile, Alabama
• San Diego, California
• Orlando, Tampa & Pensacola, Florida
• Galveston, Texas
• Biloxi, Mississippi
• St. Louis, Missouri
• Washington, D.C.

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Expats Celebrating Local Culture

Carnival celebrations across the globe serve as a testament to the beauty of cultural differences coming together in a harmonious celebration.

Employees on international assignments often gain insights into the host country's culture through experiencing local Carnivals, which can add value to the overall experience while on assignment.

Often, employees on assignment will get together with locals and other expatriates to celebrate and, for employees returning from international assignments, the exposure to diverse traditions can become a cornerstone for fostering a stronger global mindset.

New holidays, traditions, and memories in assignment destination countries might be different, but with an open-mind—exploring the local holidays and traditions around the world can prove a fun, educational, and memorable experience.

Enjoy your 2024 festivities!

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Maximizing Talent Through Inclusive Relocation Programs

Inclusion is more than just a catchphrase—it's a necessity today for attracting and securing a new generation of recruits. In this article, we explore the significance of inclusive relocation and the steps organizations can take to promote diversity in their global mobility programs.

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Belonging, as an Outcome

“Diversity” and “Inclusion” have become common business buzzwords, but sometimes little thought is given to what they truly mean or what outcomes can be if they are prioritized.

One way to understand these concepts, as suggested by Ramona Blake in a 2023 AutoDesk article, is to consider:

• Diversity as a mix of employees,
• Inclusion as a proactive behavior, and
• Belonging as an outcome.

People feel their contributions are meaningful and their ideas are important to the company’s success. This makes them feel that they are a valued and valuable part of the company’s future,” writes Blake.

In fact, more than ever, research shows that organizations with inclusive cultures are more likely to attract and retain top talent.  

In a paper from Deloitte, researchers found that out of 1,300 employees and job seekers:

• 80% of respondents indicated inclusion is important to them when choosing an employer
• 39% said they would leave their current organization for a more inclusive one
• 71% said they prefer an organization that demonstrates inclusive behaviors, even if the company has inconsistent inclusive programs (as opposed to a company that has high-quality inclusion programming, but displays inconsistent inclusive behaviors)
• 23% of respondents indicated they had already left an organization for a more inclusive one (including 30% of millennial respondents)

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Inclusive Companies Perform Better

Recruiters for companies with a strong inclusion / belonging culture usually emphasize connecting with, interviewing, and hiring a diverse set of individuals through understanding and valuing different backgrounds and opinions. Not only can this help access a much broader talent pool, but it fosters a more innovative and high-performing workforce.

“Finding and hiring these employees is only the first step. For them to stay, develop their careers, and contribute meaningfully to the organization, they need to feel included,” reports consulting firm Bain & Company. Their 2023 research finds that employees who feel fully included are 14 times more likely to be promoters of their organization and up to 6 times more likely to stay with the organization.

As part of an inclusive / belonging company culture, team members are encouraged to challenge the status quo. This is critical for industries in transition. According to a September 2023 Harvard Business Review article, inclusive companies are:

• 73 percent more likely to reap innovation revenue,
• 70 percent more likely to capture new markets,
• up to 50 percent more likely to make better decisions, and
• up to 36 percent more likely to have above-average profitability.

In decades past, companies have designed “one-size-fits-all” benefits packages, but this may have inadvertently resulted in reduced access or opportunities for a wider talent pool and acceptance of company relocation offers.

To support inclusive recruiting efforts and business goals, there is a strong business case to be made for reviewing and adjusting relocation policies and benefits to address new family / employee needs and changing demographic trends.

Inclusive mobility programs recognize that the needs of a diverse group of employees differ significantly. Organizations might consider revisiting their program benefits and policy communications to ensure they reflect their companies’ inclusivity initiatives and maximize opportunities for success.

This could simply involve tweaking existing language to make it more inclusive or offering a wider, more creative range of support services tailored to today’s changing relocation needs.  For example, programs that can make a significant difference for individuals / families with different backgrounds and situations to accept a move could include.

• providing resources for spouse / partner transition assistance,
• addressing “sandwich generation” challenges,
• supporting families with special needs children,
• offering cultural and / or language training for those going to another country, etc.

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Confidence and Competency is Key for Belonging

Promoting inclusion in relocation policies / programs also might involve deeper cultural understanding, so teams that regularly work across cultures and employees taking assignments to other countries would both benefit from pre-departure cultural training to ensure a seamless adaptation.

After all, employees / families asked to relocate to new cities, regions or countries may face significant lifestyle differences that may challenge their personal and professional roles daily.

For instance, even in some moves within the U.S., we are starting to see more cultural training being offered by clients for challenging relocations (e.g., small town Midwest to New York City or vice versa) where living conditions and challenges can be vastly different. Training topics can include lifestyle and cultural changes, transportation, safety, education, spouse/partner career issues, how to make new friends, how to get things done, and more.

Cultural competency training equips them with the knowledge and skills needed to navigate differences effectively. Some of the most common themes that prevent participation in employee international mobility programs include:

• issues of cultural fit or language.
• career concerns/dual-career concerns.
• personal family challenges.

“Typically, the most common obstacles are visa and immigration requirements and timelines, language barriers, and cultural differences. Companies can mitigate these obstacles by planning ahead to align visa and immigration timelines with the timeline of the business need and by offering language and cultural adaptation services,” said Randy Wilson, President and CEO at NEI Global Relocation, in HRO Today Magazine.

“The fact that all employees feel valued and included in the success of the company as well as their own development is the biggest benefit to an inclusive relocation program,” said NEI’s Wilson.

Understanding and respecting different needs, cultures and challenges not only promotes inclusion / belonging, but helps:

• build strong, collaborative teams of employees across borders and cultures; and
• open global career opportunities for employees that never thought they would be capable of accepting an international assignment.

As highlighted in the NEI article “Helping More Women Accept International Assignments” in International Business Magazine, the faster employees and their accompanying families can adapt to new countries and cultures, the more productive employees are likely to be, increasing the chances of a successful assignment.

Such proactive assistance reduces relocating employee stress, assignment failures, and lost business opportunities for the company. Providing personalized support, services, and resources is key to accommodating varying needs. This includes local housing guidance, community information, or even mentorship programs to ensure a smoother transition for employees.

“Strength lies in differences, not in similarities.” ~ Stephen R. Covey

People want to work where they feel the organization is contributing to their growth and realization of their potential, and where they feel seen, valued, and respected and most business executives agree that the purpose of the organization should be to create value for workers as human beings.

Promoting diversity and inclusivity in relocation programs is not just a matter of corporate social responsibility, it's a strategic priority to be more competitive going forward. Whether it’s through redefining relocation programs, addressing cultural competency, or providing tailored support, organizations are taking meaningful steps that benefit companies and teams.

Tailored support initiatives contribute to a more inclusive, supportive work environment where all employees feel valued and empowered to make a positive impact.

If you would like to discuss this or any other global mobility trends or unique company challenges, please contact your NEI representative.

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_{The above article is provided for informational purposes only. Please consult your tax, legal, immigration or accounting advisors before making any decisions or transactions.}

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