An employee relocation service is when a company decides to relocate an employee to a new workplace. Mainly, this will bring certain benefits to facilitate the worker’s move to this new place. Many reasons lead an employer to relocate an employee, which can be opening a new branch in another country, filling a vacancy, professional development, and other reasons.
In this article, we will explain the main things you should know about employee relocation to Dubai. The relocation of employees is a task of the utmost importance for companies to remain competitive and continue in search of the best talent available in the market. The relocation industry exists to help manage and move your best and brightest talent to wherever they need to be to increase personal performance and company revenue.
The benefits of employee relocation include prior advice and assistance in finding a home for the employee. However, you can decide which benefits each employee will receive based on what is best for the company. This will create relocation policies that are those guidelines to determine what benefit each employee who is relocated will receive.
There is a lot of misunderstandings about employee relocation, but it is not a difficult topic to understand either. It must be considered that the industry is dynamic and always seeks to follow the trends of the moment, which leads to applying the correct practices in the workplace. This is why many companies decide to hire an RMC to manage their relocations.
Firstly, employee relocation services or benefits are typically described in a relocation policy. This takes the guesswork out of handling each relocation and allows for consistency within your program.
For employees relocating to Dubai, these services may include a combination of any of the following:
For those moving internationally, services may include a combination of any of the following:
Regardless of whether an international relocation is permanent or just a short-term assignment, all relocation-related expenses are likely to pose tax problems in both departure and destination countries. That is why the potential tax exposure of relocation reimbursements must be controlled so that accurate tax returns can be filed in both the old and new country locations.
People have a legal obligation to file taxes regardless of where the income was generated, in addition to the tax returns that are mandatory in the new country. When an employee relocates outside of Dubai, they still must file an income tax return. However, certain countries grant a foreign tax credit that can be assigned to the worker’s tax return.
Since you have a broader notion about relocation, you can start generating relocation policies that will be part of your company. These policies must be applied progressively based on the results.
With a staggering program, the employer may easily choose which employees will receive which benefits package. According to our analysis, any relocation policy has an average of four tiers. This provides for adequate diversity between each benefit package without adding undue administrative complexity.
While a tiered policy allows a corporation to choose which benefits to provide and to whom, some advantages can be provided to all packages. For example, all relocating employees may be provided a housewares move, but only selected employees may be eligible for a home selling benefit. As a result, you will need to think about which perks are best for your various levels of employees.
Policy tiers are also used by businesses to keep track of relocation costs. Some companies provide discounts on home sales to all migrating homeowners. Others, on the other hand, want to limit that offer to higher-ranking staff. Because house sales are one of the most costly and complicated (but beneficial) advantages available.
When it comes to designing a tiered policy, companies consider a variety of variables. In truth, most businesses employ a combination of elements. Similarly, employment level is the most prevalent criterion for establishing an employee’s relocation benefit.
This is partly due to the uniqueness of the skill set necessary, as well as the influence the new function will have on the company. The next most common cause is landlord status, as the prices and timelines for relocating tenants vs landlords are continuously changing.
An a la carte or policy, on the other hand, is an alternative to having a tiered policy. This is perfect for businesses who want to be very choosy about the benefits they give out to their employees.
For each relocation, you have the freedom to choose which perks to offer, which may be based on the employee’s need to migrate, the distance the employee is going, or simply on a budget.
Employees may also be in charge of determining what perks they will receive. The corporation may offer a specified fixed sum to an employee or use a points system. The employee can then decide which benefits they want the employer to give versus those they want to handle on their own, based on the cash or points they earn.
When selecting how to establish your employee relocation policy, take into account your company culture, talent development strategies, and much more. Offering too many benefits can be expensive for your company, while not providing enough might hurt your ability to hire remote workers or full-time employees and keep staff.
HR management experts handled the migration of several critical employees without the assistance of a specialist on low-volume days. While a lump-sum payment with access to a preferred housewares carrier may have worked in the past, relocation best practices and the workforce industry as a whole have evolved dramatically.
Companies must have a worldwide relocation program that follows current best practices while staying up to date with legal and tax regulations to attract the finest candidates for the position.
Building and implementing a relocation program that competes in today’s global marketplace is a difficult endeavor that demands more time and expertise than ever before. This is why, in the past, HR departments have outsourced the relocation process. By delivering these important benefits, using an RMC reduces the strain of meeting the need for top talent:
Before you start looking for an employee relocation company, you and the other decision-makers in your company need to figure out exactly what you are looking for.
Make a list of your top wants and needs, on the other hand, and stick to it throughout the selection process. Begin by considering your own company: is cost the most essential factor in your company’s decision-making? Is it a matter of customer satisfaction? Is it a combination of the two, or something altogether else, such as RMC’s management structure or years of experience?
Also, consider the size of your company and the expected number of relocations per year. RMCs, on the other hand, range in size from hundreds of employees over numerous continents to businesses based in a single location to expedite delivery and communications. Get to the heart of what your business looks for in a provider.
Here are some crucial things to think about while choosing an RMC to get you started:
RMCs use their network of on-the-ground providers for things like apartment tours, pet transportation, and language training for their workers, thus they have experience with supply chain management.
We are very sure your company is set up to make money, but how do you make money when you relocate?
When reviewing a moving charge, you should never be surprised. As a result, we have compiled this list of standard expenses to assist you in better understanding and negotiating a suitable relocation contract. Although the rates differ from one firm to the next, they are generally consistent across all RMCs.
On EOR Middle East, we provide a wide range of services, including a relocation service to firms looking to expand into our market. Our team will walk you through the process of forming a business in any country in the Middle East. In addition, to employee relocation service among other services we provide are:
We also guarantee to meet all payroll regulations for workers in certain countries. Your staff will be paid on time and in their native currency as a result. Our HR and legal experts at EOR Middle East will assist you in maintaining 100% compliance.
We can help you hire personnel in the Middle East and other places if you are ready to do so. EOR Middle East provides a wide range of services to assist you in expanding into the Middle Eastern nations that we support.
For its part, our experts will assist you in navigating the complexities of dealing with laws and additional paperwork. Providing you with answers to any questions you have concerning the procedure. Your industry will rise thanks to our squad of specialists, technology, and abilities.
Do you want to hire our relocation service in Dubai or relocation service in UAE? [email protected] is the email address to use to contact us. In no time, one of our employees will speak with you and answer any of your queries. Also, you can call us to ask for our services at +971 43 316 688.
Furthermore, if you want to work in the United Arab Emirates send your CV to thetalentpoint.com. Or write us via email at [email protected]. Our recruiters will be attentive to receiving your information and look for a job that suits your profile.