Relocation Policy

Working in a global market can be very demanding for companies. However, it is necessary if businesses in the highly competitive energy, infrastructure, and process industries wish to grow and thrive. Expansion into new locations or working on projects and contracts all over the globe creates its own unique set of issues and challenges for businesses to face. Some of the most pressing challenges at any given time are often staffing and relocation. In some cases, you may choose to hire from the local pool of talent. In others, you may wish to relocate members of your existing staff to a new, remote location. There is also the option of hiring new employees who are willing to travel to your new location.

Relocation is a time and money intensive process, especially if it is an international relocation. Your company will probably invest quite a bit into fulfilling legal obligations, such as obtaining work visas. There is also a lot of staff time invested in logistics, paperwork, and research that can end up being expensive for your company. If a staff member quits or gets terminated shortly after relocation, you incur serious expenses. How much time and effort has your company invested in creating a proper relocation policy? If you haven’t done so yet, now is the time to start.

The Most Important Aspects of a Relocation Policy

Your company’s relocation policy should protect your business from unnecessary financial losses. Common relocation policy best practices include estimating the average expenses for relocation, both domestically and internationally. Many companies may place a cap or maximum value on how much they will pay for a relocation. If you don’t already have any type of policy, it may be best to start with a domestic relocation policy, since you already have local knowledge of your country of operations. A domestic relocation policy can sometimes require employees to make their own relocation arrangements and pay for them. The company will then reimburse these staff members, up to a specific financial limit.

Relocation reimbursement policies may not be the best option for international relocations, given how much work and planning goes into a smooth international relocation. Your policy may require that employees utilize relocation services through your company. You don’t need to look at dozens of relocation policy examples to create your own. However in many cases, it makes much more sense for a business to outsource the entire relocation process, including the creation of its relocation policy. Relocation companies and similar organizations will have more experience in crafting these critical policies.

Airswift Understands the Details of Relocations

Airswift is an international workforce solutions provider with over 30 years of experience providing thorough and professional workforce solutions to businesses in the infrastructure, process and energy fields. What does this mean? Airswift understands the demands of the relocation process, and we have more than just the knowledge to help you with a corporate or project relocation. Workforce solutions includes everything from finding capable workers, either locally or internationally, to helping you understand the perception of your business to the workforce. When it comes to relocations and mobilization, your company can rely on Airswift to handle all the logistics and compliance needs related to a domestic or international relocation. Not only does working with an outside provider cut down on demands on your internal staff, it also helps ensure timely completion to the relocation process.

There are so many variables involved with relocation and creating a relocation policy. Instead of trying to handle it in house and overlooking important aspects of the policy that could end up costing money, choose Airswift for all your relocation needs. From creating and fine-tuning a policy to handling the entire process of each move, Airswift can manage all your relocation related needs.