News and ideas about Corporate Relocations to London
As many assignees have to apply for a visa to relocate to the UK, or are in the process of obtaining one, you will want to know whether they have to wait until their visa has been obtained in order to rent a place in London.
Simply London pride themselves on streamlining the often-convoluted relocation process for their clients. This appreciation and application of efficiency have inspired the recent rebrand of their website, clours and logo. We are delighted to introduce this makeover, which extends from the aesthetic to the informative.
We were recently approached by a family from the US who wanted to relocate to London with their 5-year old daughter within a very short time frame.
The challenge was double: the family could not come over to London ahead of their move to choose their home, and their child was to start school in London 5 weeks after the initial contact with Simply London.
Tax, social contributions, budgets and financial reports probably aren’t the first things that spring to mind when you think of a once in a lifetime relocation to London. Instead, this truly world-class city conjures up images of black cabs, red buses, historic architecture, Trafalgar Square, Piccadilly Circus, the River Thames, Wimbledon, royals, pubs, sprawling urban parks, museums and jellied ells – OK, so this East End delicacy might not be quite as appealing.
But there’s much more to a successful relocation than simply arriving in London and taking in the iconic landmarks...
Your assignees aren’t just another cog in the corporate wheel. These prize assets are the key to your business unlocking its potential on a global scale, and they need your support to do so. On the one hand, your mobility strategy is giving them a once in a lifetime opportunity to live and work in London; on the other, it’s turning their world upside down. So, now’s the time to put your arm around them, provide some valuable guidance and show you really care.
Relocating to London from overseas isn’t as simple as moving to a new house in the same country – which can be stressful enough at the best of times. For a start, there’s a big body of water called the sea that needs to be crossed; not just by your assignee but by their worldly possessions as well. So, how can you help them successfully manage the logistics, i.e. the detailed organisation and implementation of this complex operation? Simple: by helping them select a reputable international removal company that’s capable of meeting their requirements.
By enabling assignees to live and work in London, you’re giving them the opportunity to enrich their lives in a truly world-class city. Rather than patting yourself on the back, it’s time to help them make a success of their relocation. By doing so you will also empower them to make a success of their new professional experience. Here a few top tips to give you a headstart...
If organisations are serious about talent retention, they need to take global mobility seriously. And it appears that – overall – they are doing so: according to a 2018 survey by Allianz Care, 70% of organisations believe that “offering expat assignments increases staff loyalty”. But what more can they do to use global mobility as a tool for talent retention?
Winston Churchill famously said “he who fails to plan is planning to fail" – a thought-provoking quote that applies to any mobility strategy. The planning stage of a relocation lays the foundation for its success. At the heart of this process is the development of a well-considered mobility policy that addresses a business’s full set of requirements.
Creating and implementing a structured mobility policy helps to ensure consistency, limit risk exposure, reduce costs and mitigate compliance issues. Once in place, it will provide the framework for an organisation’s approach to mobility, including who they relocate, why they relocate them and how they execute the move.
So, let’s explore some of the key elements involved in creating an effective mobility policy.
As an employer, you have two clear choices when it comes to securing rented accommodation for your assignees: a corporate or private let. While the type of let you choose depends entirely on the circumstances of a relocation – for both you and your employee – there’s an increasing trend for organisations to move away from the corporate route.