| | APRIL 2024MANAGEHRMAGAZINE.COM8In MyOpinionRelocating internationally on a temporary or permanent assignment is a big decision for both the employee and the employer. The actual relocation process can be very stressful and time-consuming for the employee ­ dealing with the move, finding appropriate housing, setting up bank accounts, obtaining social security numbers, enrolling children in schools and acclimating to the new location, among other things, require time and commitment from the employee and the entire family. Employers generally offer extensive support via moving companies and relocation consultants as well as provide opportunities to attend training such as cultural and language training. Navigating through the complexities of rules, regulations and policies on immigration, taxation and insurance is another piece of the relocation puzzle that also requires professional support. Despite the support, some of the tasks and processes may feel overly burdensome to the employee. Below are some insights into the most common pain points in immigration, taxation and insurance that may arise in connection with employee relocations.· Immigration and Visa: Employers usually provide support via a relocation provider and/or immigration law firm in the immigration process. Even with extensive support, the application process may feel very complex and time-consuming as employees generally need to provide a significant amount of information. Sometimes, the same information may be requested multiple times, as the service provider may first request information in their questionnaires, but the employee may then be required to provide the same details again when completing the information for the foreign authorities. Unfortunately, in several locations, some of the tasks can simply not be delegated to the service provider, so even with a more efficient use of technology, it is not always possible to completely avoid repetitive information requests. A big cause of frustration can also be the technology that governments are using for their information gathering ­ some systems are not very user-friendly, and getting support can take a long time. For a good employee experience, it is essential that employers and employees work closely with their service providers and provide timely feedback on any issues encountered. Instructions given to the employees should be clear and up-INTERNATIONAL RELOCATIONS -INSIGHTS INTO EMPLOYEE PAIN POINTS IN IMMIGRATION, TAXATION AND INSURANCESBy Tommi Rantanen, Director, Global Mobility, Volvo Car USA LLCTommi Rantanen has over 25 years of experience in global mobility and HR. He has significant personal experience in international relocations as he has lived and worked in Finland, Sweden, Australia and the US during his career. His experience includes 20 years in Big 4 companies specializing in international taxation, incentive schemes, immigration and social security/pensions. For the past six years, he has been responsible for Volvo Cars' global mobility program in the Americas.
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