What can you expect legally and reasonably from your employees if you are considering moving your business to a different town, city, or country? This could be either a permanent or temporary arrangement to address a lack of resources, staff or perhaps a secondment.
Employers must consider how an employee will perceive such a move. The relocation may not be viewed favourably by all parties, whether there is a clause in the contract that states it or an implied clause. The first thing to do after reaching an agreement is to put everything in writing. This includes deciding on the terms of relocation. You should never leave the terms of the relocation to goodwill, as this could lead to misunderstandings and communication breakdowns.
When it comes to moving, there are many factors that need to be considered.
- What currency will the employee be paid in if they are moving overseas?
- The relocation length
- Where will they be living?
- Is the employee in possession of the required immigration documents for the country?
- Does the company cover the cost of expatriates and repatriation?
- What impact will it have on childcare or the length of commute?
- What are the costs of house sale and shipping?
There are many variables that go into a relocation of employees, which is why you should hire a professional to assist. For Golden Visa Greece information, visit georgakilawfirm.com/services/golden-visa-programs
Companies relocate to better attract talent and labour. A move to the city centre will increase the number of high-quality applicants for job vacancies. This is partly due to the fact that the area is better connected and has easier transport networks.
Relocation packages should also reflect the current culture and trends. In the past a relocation package would have included assistance with selling a home, but today’s millennials” are renters and need a package that is appealing to them.