International Employee Relocation Checklist For UK Employers

A relocation checklist is invaluable for UK businesses navigating the complex process of international employee transfers. In today’s global economy, attracting and relocating overseas talent has become crucial for companies seeking to innovate and grow. While bringing in diverse perspectives and valuable skills, the relocation process requires careful planning and execution to ensure a smooth transition for both the employee and the organisation. This guide aims to walk UK employers through the key steps of international relocation, covering everything from initial preparations to post-arrival integration. By following a well-structured checklist, companies can streamline the relocation process, minimise potential pitfalls, and create a positive experience for their international hires. This approach not only facilitates a seamless transition but also sets the stage for long-term success and the retention of valuable global talent.

Before the move

Visa Sponsorship and Compliance:

• Obtain a valid sponsor licence from UK Visas and Immigration (UKVI).
• Verify that the job role is eligible for sponsorship.
• Check that the worker has the necessary skills, qualifications, and professional accreditations
• Ensure the job meets minimum salary requirements.
• Assign the Certificate of Sponsorship (CoS) through the Sponsorship Management System (SMS).
• Initiate the visa application process well in advance.
• Ensure compliance with UK immigration laws throughout the process.
• Consider partnering with an immigration specialist if needed.

Relocation Package:

• Clearly define the relocation package, including financial support for:
• Travel expenses
• Housing (temporary and long-term)
• Shipping personal belongings
• Visa fees
• Language training (if necessary)

Consider additional benefits like:

• School search assistance for children
• Spouse job search support
• Cultural orientation programme

Housing and Settling-In Assistance:

• Help the employee find suitable accommodation in their preferred location.
• Provide information on local amenities, schools, healthcare providers, etc.
• Consider offering temporary accommodation while the employee searches for a permanent home.

Pre-Departure Preparation:

• Provide detailed information about the UK:
• Climate, culture, and customs
• Legal and tax obligations
• Healthcare system
• Transportation options
• Offer a point of contact in the UK for any questions or concerns.

During the move

Travel and Logistics:

• Assist with booking flights and arranging the transportation of personal belongings.
• Provide guidance on packing and shipping regulations.

Arrival and Orientation:

• Arrange airport pickup and transportation to temporary accommodation.
• Conduct an orientation session to familiarise the employee with:
• The company’s culture and policies
• The local work environment
• Practical matters like opening a bank account, obtaining a National Insurance number, registering with a doctor, etc.

Ongoing Support:

• Check in regularly with the employee to address any challenges or concerns.
• Offer assistance with finding a permanent home and settling into the community.
• Encourage participation in social events and networking opportunities.

Post-arrival integrationOnboarding:

• Formalise the onboarding process, ensuring the employee understands their role, responsibilities, and performance expectations.
• Introduce the employee to their team and colleagues.
• Provide ongoing training and development opportunities.

Cultural Integration:

• Encourage cultural exchange and understanding within the workplace.
• Facilitate opportunities for the employee to learn about and engage with British culture.
• Be mindful of cultural differences and provide support in adjusting to the new environment.

Mentoring and Support Network:

• Assign a mentor or buddy to provide guidance and support during the initial months.
• Encourage the employee to join social groups or professional networks to build relationships and expand their network.

Remember

• Each employee’s relocation experience is unique. Be flexible and adaptable to their individual needs.
• Effective communication is key throughout the process. Keep the employee informed and involved at every step.
• A well-planned and executed relocation process can significantly improve employee satisfaction, engagement, and retention.

Final thoughts on a relocation checklist

Successfully relocating international employees to the UK is a significant undertaking that can produce substantial benefits for organisations. By following this comprehensive checklist and remaining flexible to individual needs, employers can create a supportive environment for their global talent to thrive. This not only enhances the company’s capabilities but also contributes to building a diverse and dynamic workforce in the UK. As the global talent landscape evolves, excelling in international relocations will become increasingly important for companies aiming to stay competitive in the global market.

This is clearly a lengthy list, and businesses will need to allocate the necessary staff to support employee relocations. If this is not feasible, it may be advantageous to hire the services of a local relocation company, such as Adleo.