You have made your decision: you are going to work abroad. You are becoming an expat. For a year, two years, maybe even five years. On the one hand, you are (probably) looking forward to this new and exciting opportunity. On the other hand, there is so much to take care of before you can actually relocate. Are you well prepared? And how do you know if you have taken everything into account before moving?
India isn't just a country - it is an experience that may well overwhelm your senses if you are not prepared. To help mitigate culture shock and to help you make the most of your time in India, here are some great practical tips you should know before you move there, courtesy of Preeti Roongta.
1. Local Registration
If you plan to stay in India for more than 180 consecutive days, you are required to register at the Foreigners’ Regional Registration Office (FRRO) within the first 14 days of your arrival.
Do You Have to Pay Tax?
When renting a residential property in the UK, the tenant must pay Stamp Duty Land Tax (SDLT) if the rent is over a certain rental amount in England and Northern Ireland, Land and Buildings Transaction Tax (LBTT) in Scotland, or Land Transaction Tax (LTT) in Wales (as of 1st April 2018).
The value thresholds are £125,000 in England and Northern Ireland, £145,000 in Scotland, and £180,000 in Wales (as of 1st April 2018).
Are you relocating employees to the UK? Here we try to make the subject of relocation taxation a little clearer for you to understand.
If your organisation is considering relocating an employee to the UK or is already contributing towards employee relocation costs, the organisation will incur certain tax, National Insurance and reporting obligations, so you need to be aware of which relocation costs incur tax and what needs to be reported to HMRC.
Making international employee relocation easy.
Have you moved house or started a new job recently?
It is commonly cited that moving house or starting a new job are among the most stressful life events. Now imagine being relocated for work; you're doing both of these at the same time and in a foreign country where you are unfamiliar with the local culture, language and customs.
Most employees relocating are required to start working as soon as they land but they are expected to find a rental property, open a bank account, and find local schools for the children, all whilst settling into a new and demanding role. The company and HR team naturally make an effort to support the employee but they are often not based locally and could even be situated in a different time zone. This potentially results in a highly stressful experience for the employee.
The purpose of an employee relocation policy is to relocate talented employees for the benefit of both the employee and the organisation.
If you don't have an employee relocation policy that provides an adequate level of support for corporate transfers, the employee is very unlikely to dig into his or her own pocket to pay for relocation.
Investing a little time and effort during the early stages will pay dividends and ensure your employees are relocated with the minimum of anxiety and without unexpected surprises for the company.
We have previously written about 5 key areas you should consider before embarking on a relocation journey abroad, but in this piece, we will look at the element of cost in a little more detail.
If managed incorrectly, unexpected costs can make a relocation more expensive than you first anticipated, both for the company and the employee. Make sure you have all bases covered and work out exactly what costs you are likely to incur when sending employees overseas. Choose to partner with a relocation company that provides cost estimates for your various scenarios.
The Government adverts tell us that "tax needn't be taxing". Well it is and UK domestic employee relocation costs are no exception. The subject of tax is almost as confusing as the British electorate but here we will try to make the subject a little clearer to understand.
If your organisation contributes towards employee relocation costs, the organisation has certain tax, National Insurance and reporting obligations, so you need to be aware of which relocation costs incur tax and what needs to be reported to HMRC. In terms of the technicalities of reporting, you can very happily leave that to your accounts department to deal with.
There has been much coverage in the press of late about the challenges many employers across a range of industries face when trying to recruit skilled workers locally. What effects can this have on a business and are there any solutions?
The impacts of skill shortages
Skill shortages can cause noticeable problems within an organisation, affecting productivity and growth, delaying or cancelling projects, creating continuous gaps in the team and subsequently endless recruitment programmes...
Landlords rather than tenants are to be liable for the costs of letting a property.
In his first Autumn Statement under May's government, Philip Hammond said, "We’ve seen these fees spiral despite attempts to regulate them." He went on to say that, "Landlords appoint letting agents and landlords should meet their fees."
This has caused a bit of stir for various reasons and the debate will continue long after the legislation is implemented, but what are the implications of this for tenants?
In the UK, most tenancies are created when both parties to the agreement, the landlord and the tenant, sign a tenancy agreement before the start of the tenancy.
However, there are some instances where a tenancy agreement does not exist, for various reasons. We recently helped a customer who relocated to the UK and found a property to rent from a private landlord who had chosen not to use the services of a letting agent in order to save a few quid. We wold usually only recommend taking a property through a letting agent but due to a dire lack of availability in the area, the customer had little choice.
To calculate each city's Cost of Living Index value, Expatistan starts by assigning a value of 100 to a central reference city (that happens to be Prague). Once the reference point has been established, the Price Index value of every other city in the database is calculated by comparing their cost of living to the cost of living in Prague.
Therefore, if a city has a Price Index of 134, that means that living there is 34% more expensive than living in Prague.
For superlative immigration application processing in the UK, Celsium partners with Dearson Winyard International, the centre of excellence in UK immigration support.
Dearson Winyard International is an award winning specialist UK immigration consultancy, with a wealth of knowledge in the interpretation and implementation of the very latest UK immigration policies and practices.
Expert advisors specialise in guiding clients through the complexities of UK immigration, including:
DESIblitz.com proudly announces the launch of its new subsidiary website, DESIblitz Jobs.
The UK is considered to be one of the most diverse nations in the world and yet this rich diversity is not always reflected in the workplace within the companies of the nation.
We have all read the reports which are backed up with extensive research on how and why we should embrace the business benefits of diversity, inclusion and equality but why do we still struggle to put this into real action?
In these challenging economic times, it is more important than ever to harness the potential of the communities all around us which lead to enhanced business outcomes.
When your product or service is great and you have more or less conquered the local market, the next step for growth is to look at overseas expansion.
For many, the thought of opening a trading entity in a different country or relocating some of their employees may seem a daunting and laborious prospect, and the largest barrier to this growth opportunity is not knowing what to do.
Here is a handy little list of areas you will probably need to consider that will hopefully give you more confidence to take your first step on what could be a very exciting and rewarding journey.
If you engage the services of a relocation management company, it wouldn’t be unreasonable to expect them to have the capability to manage cases competently and efficiently, would it? These days, most relocation companies use some kind of software to help them do this – relocation can be a complicated affair, often with many ongoing tasks to juggle, and you just can’t trust somebody’s memory to get it all right, however good the staff member. As for paper-based lists, they are long gone, especially for a truly cloud-based organisation like Celsium.
Move quickly. Do not dawdle as though you have all the time in the world, even if you have got all the time in the world. You need to keep up with the pedestrian traffic, otherwise you will find people knocking into you or shouting at you to get a move on. Stuff needs to happen and the world needs to be saved and if I miss this train the next one could be a whole two minutes away. Don't be the obstruction to salvation.
The ideal candidate may be sitting in Barcelona, or Cape Town or Tokyo. Does location really matter? For some businesses it does, whilst for others, not so much. Remote working is popular and serves a need for any organisations, but what about those business who prefer not to manage employees remotely? To attract the best talent, a large number of organisations maintain an employee relocation policy and offer relocation support to assist their new recruits in relocating nearer the work site.
Domestic employee relocation is relatively straight forward in terms of communication, even in countries that span multiple time-zones, like the USA.
However, international relocation can be a completely different kettle of fish. You might be tempted to think that a relocation from Germany to the UK wouldn't throw up too many communication challenges, but what happens at 6PM when the employee in Germany needs to get hold of the UK-based HR or relocation team? Well, it's 5PM in the UK and the majority of folk are heading home. That query will just have to wait until the following morning, regardless of how important it may be.
Of course, you all know we are a ridiculously, almost eye-wateringly, polite nation of people. If ever there is an opportunity to say, "please", "thank you", or "sorry", then we are there - whether or not we've had an invitation. So it seems all the more discourteous when some people choose not to follow the "rules". Oh yes, the rules, unwritten as they may be, are as valid as the statutes which form our legal system.