Relocation Services

What we do – Relocation Services

Relocation services in Dubai are providers that help people move to a new location. The range of services offered by a particular relocation service may vary, depending on the type of relocations the company undertakes.

Some facilities concentrate on business relocations, while others pay attention to relocating individuals and families. It is also not unusual for relocation services in Dubai to advertise themselves as handling relocations on a national or international scale.

With a corporate relocation, the service typically handles all the details related to transporting equipment and files. Also, other business belongings from the old location to a new one. It is not unusual for relocation services in Dubai to also see details such as the establishment of utilities on the new dates. As well as the configuration of computer networks, workstations, and other essentials. In many cases, the service will work with the company to determine what tasks will be performed by the client and handled by the relocation service.

Why you should choose PEO Middle East for your relocation service in Dubai?

Relocation services in Dubai may contract with a company or other corporate entity to move employees from one location to another. In this scenario, the service can secure housing in the new location, arrange for the home to be set up. Also, coordinate the transfer of the employee’s possessions to the new home.

If the employee moves to a foreign country, the relocation service in Dubai can also help with such matters as providing instructors to help the employee and family learn the local language as well as the basics of the local culture.

Someone looking for a fresh start in business life can also secure the services of relocation service in Dubai. The service can help the individual find a new home in a new city, provide the client with job opportunities, and help with the normal processes of moving belongings and setting up utilities in the new location.

Depending on the nature of the relocation project, the service may use ground transportation or air freight to accomplish the physical move.

Charges for employing a relocation service in Dubai will vary depending on the types of services required for the move. Many such services offer several basic packages that clients can choose from, as well as offering custom relocation packages that can be tailored to meet specific client needs.

Our international team of experienced relocation professionals is at your disposal to ensure that your professional or private relocation processes run smoothly.

PEO Middle East integrates an international team of experienced relocation professionals to ensure the best service.

Private relocations in Dubai

When it is time to move, there are too many things to think about to deal with besides the logistics of moving your belongings from point A to point B. Our qualified specialists are specially trained in handling valuables and fragile items, as well as the installation or removal of complete units. We will take the time to understand your relocation needs and provide you with comprehensive advice and a detailed offer free of charge.

Advantages

• Qualified and individual advice
• Detailed offer at no cost
• Professionals trained in packaging
• Wide variety of equipment
• Our own fleet of vehicles
• Environmentally friendly packaging material
• Air Suspension Moving Vehicles
• Exterior elevators
• Customs paperwork
• Professional packaging
• Storage
• Ready-to-use assembly
• Corporate relocations

When organizing your business relocation, you need a trusted partner who can get the job done meticulously and efficiently. Our moving specialists have the corresponding training to manage all the planning, organization, and execution of your company’s move. We will relocate everything in your business, from the files in the boss’s office to the warehouse and production line.

To start the process, we will spend the necessary time to assess your current situation and future location. We will then provide you with a comprehensive offer of what you can expect from our team.

These are the services we offer:

• General plan adapted to your specific needs
• Disassembly and assembly
• Storage
• Complete equipment

What are the benefits you will get?

• The human resources of your company will not have to deal with the bureaucracy involved in moving employees to the new country. They can continue to manage their core business and leave this task to local experts;
• Time and cost savings;
• You will receive a professional and personalized service in everything related to the transfer of your employees abroad;
• From the first day, your employees will be able to take care of their work, the one for which they have been transferred.
• The employee will feel “pampered” and protected. At all times you will have a reference person available for any type of information or problem that may arise.

What is employee relocation?

Employee relocation occurs when a business chooses to move a new or existing employee from one location to another, and will often entice them with certain benefits to help make the move easier and more affordable. Reasons for relocating an employee can include opening a new location, filling a vacant position at another location, career development, and more.

Employee relocation, also known as global mobility and corporate relocation, is an important task that allows employers like you to remain competitive in their search for top talent. The service helps you move your best and brightest talent to wherever they need to be to grow personal presentation and corporation revenue.

Relocation benefits often include pre-decision counseling, departure and destination assistance (such as selling a home, finding a new home), and a household items move (which can be through a rental truck, van line, or air freight).

However, you can choose the level of benefits each relocating employee will receive based on criteria important to you, such as employment level, homeownership status, or any other criteria you feel are critical in creating what we call policies. of relocation. Relocation policies are like workflows that dictate what each employee will receive for benefits, usually based on tier.

The myths surrounding relocation are huge, but you do not have to be an expert or work for a Relocation Management Company, or RMC, to understand everything. The industry is constantly changing based on current trends and best practices in the global workplace, which is why companies often hire an RMC to manage relocations for them.

Create a relocation policy

Now that you understand a little more about the relocation industry, you can start thinking about how to structure those relocation policies. Two of the most common approaches to creating successful relocation policies are the phased approach and the à la carte approach.

A staggered policy gives the company the ability to easily select which employee will receive which benefits package. Our research indicates an average of four levels within any relocation policy. This allows for enough variation between each benefit package without creating too much complexity for administration.

While a tiered policy gives a company the ability to be selective about what benefits are offered and to whom, some benefits can be offered to all packages. For example, a housewares move may be offered to all relocating employees, but only certain employees may receive a home sale benefit. You will need to consider which benefits make the most sense for your different levels of employees.

Businesses also use rule tiers to preserve an eye on transfer costs. Some companies offer home sales benefits to all relocating homeowners, while others prefer to restrict that offer to higher-level employees. Since home sales are one of the most expensive and complex (but useful) benefits you can get.

Building your levels

There are several different factors that companies use when creating a tiered policy. In fact, most companies use multiple factors. The most common criteria for determining an employee’s relocation benefit is job level.

This is largely related to the rarity of the skill set required and the impact the individual will have on the organization in the new role. The next most common factor is landlord status, as the costs and timeline for moving renters vs. landlords constantly differ.

An alternative approach to having a tiered policy is to use an a la carte or menu policy. This can be ideal for companies that like to be extremely selective about the benefits that are awarded on an individual basis.

Building benefits

The discretion used to decide which benefits to offer is up to you for each relocation and may be based on the employee’s need to relocate, the distance the employee is moving, or simply based on budget.

The employees themselves can also be the ones in charge of deciding what benefits they receive. The company may offer an employee a specific fixed amount or use a “points” system. The employee can then determine, based on the dollars or points they receive, what benefits they would like the employer to provide versus those they would like to manage on their own.

Your company culture, talent development strategies and much more should be considered when deciding how to develop your employee relocation policy. Offering too many benefits can be costly for your organization, while not offering enough can negatively affect your success in recruiting and retaining your employees.

Why You Should Outsource Your Employee Relocation Efforts

On low-volume days, HR professionals comfortably managed the relocation of some key employees without the help of a specialist. These moves could have been a generous lump sum with access to a preferred housewares carrier, but while this has worked in the past, relocation best practices and the workforce industry itself have changed significantly.

In order to get the best talent for the job, it has become essential for companies to have a global relocation program that adheres to current best practices while staying up to date with legal and tax requirements.

Building and successfully executing a relocation program that competes in today’s global marketplace is a demanding task that requires more time and insight than ever, which is why HR departments traditionally outsource the relocation process. Using an RMC eases the burden of meeting the demand for the top talent by providing critical benefits

Access to relocation experts

• More time for you to focus on your other work tasks
• Connection to a wide network of third parties, at reduced rates, for services such as housing search, temporary housing, and moving of household goods.
• Opportunities to benchmark your relocation program against that of other clients to ensure best practices and the competitiveness of top talent.
• Greater cost savings by leveraging discounted third parties and tax benefits
• Access to dedicated relocation technology to keep your program running at its most efficient.
• Selecting an Employee Relocation Provider

Before you even start looking for an employee relocation company, you and the other decision-makers in your business need to define what you are most looking for in a provider.

Make a list of your top wants and needs, and stick to it throughout the selection process. Start by considering your own business: Is cost the most important motivator for your business? Is it service satisfaction? Is it both, or something else entirely, like RMC’s management structure or years of experience?

Also, take into account the size of your business and the anticipated number of relocations per year. RMCs vary in size from thousands of workers across numerous continents or businesses situated in one workplace to streamline delivery and communications.

Important items to consider when selecting an RMC:

• If the RMC works as a provider for your company or a partner in your relocation efforts
• RMC’s ability to remain flexible and responsive to change as the needs of your business or employees evolve.
• Efforts to go the extra mile when it comes to customer service, as it is more expensive to hire a new employee than it is to relocate an exceptional one.
• Ability to combine customer service efforts with cost-saving initiatives to justify the expense of such an important resource for your employees
• Experience in supply chain management, as RMCs use their own network of on-the-ground providers for tasks such as apartment tours, pet transportation, and language training for their employees.

Most RMCs work with some kind of specific relocation technology. This could be something created by their own developers, or there are off-the-shelf products available for purchase, which are then customized to RMC’s brand.

The employee’s relocation counselor works with technology, which typically triggers action items for each authorized service. From marketing assistance to spouse/partner services, each element is mapped with system touchpoints and triggers along the way to ensure constant follow-up from the counselor.

Keep in mind that your RMC technology should not replace regular and ongoing employee communication. It should enable a proactive service approach rather than being reactive to employee needs, wants, or concerns.

The underlying factor in any relocation technology is to drive the assigned services and deliver results that prevent any missteps or missed deadlines before they occur.

Employer Technology

You and any other member of your relocation management team must have secure access to the client’s personalized technology.

• Relocation Authorization Tool
• Invoice history
• Move cost estimate tool
• Reporting in real-time
• Employee satisfaction ratings
• Authorizations to date and by type of policy
• Employee Technology

Employees often have access to their own relocation technology. Their access is personalized to show only the services available to them. Employees can expect the following from their access to relocation technology:

• Summary of all assigned services
• Calendar of events and pending tasks
• Expense management tool to submit applicable travel receipts and track reimbursement.
• Digital forms and important paperwork for your move.
• Contact information for your counselor
• Contact information for assigned third parties, such as your real estate agent or appraiser
• Mobile-friendly experience
• Transparency and relocation cost structure

How do you make money relocating?

You should never be surprised when you review a relocation bill, so we have created this list of common fees to help you better understand and negotiate a reasonable contract for relocation services in Dubai. Although the rates vary from one company to another, in general, they are similar in all the RMCs.

• Service Fees: Costs charged by an RMC for the general administration of the program, including salaries, overhead, and profits.
• Referral Fee: Income received by you or the RMC for tasks such as hiring a real estate agent or a line of vans that specializes in corporate relocation
• Fixed Fee: Usually found in government contracts, this type of fee reflects the expected operating costs of reselling the property and includes costs incurred in moving services.
• Default Fee: An additional fee that may be charged when a property fails to meet the provisions of its relocation policy or RMC contract
• Other Charges: Acquisition, Cancellation, or Extended Market Time Fees

Transparency is a key component of understanding how the third-party supply chain is compensated for services related to the relocation of its employees.

Why is it important to have relocation services?

Relocation services in Dubai are providers that help people move to a new location. The range of services offered through the particular relocation service may vary, depending on the type of relocations the company undertakes.

Some services specialize in business relocations, while others focus on relocating individuals and families. It is also not unusual for a moving service to advertise as handling relocations on a national or international scale.

With a corporate relocation, the service typically takes care of all the details involved in transporting computers and files. Also, other company belongings from the old location to a new one.

It is not unusual for relocation services in Dubai to inquire into details. Such as setting up utilities for new locations. In many cases, the service will work with the company to determine which tasks the client will perform and which ones will be handled by the relocation service in Dubai.

International relocation of employed persons

When your company is considering expanding internationally and opening new locations or branches in different countries, you can hire people who already live in the countries or transfer current employees to the new office location. Global relocations can make sense when you have skilled squad members who know your industry well and can help as guides to assist the new worldwide offices to thrive.

Companies that are relocating employees should consider a few things before sending their team members abroad. You must follow the rules of the new country when it comes to taxes, employee wages, and benefits. Before moving employees to another location, please review this employee relocation guide.

Why do companies relocate their employees internationally?

When you can connect with people from all over the world without ever leaving home, why should companies bother sending their team members abroad? Companies decide to relocate employees for various reasons and can benefit from doing so in many ways.

One of the main reasons a company might decide to transfer a manager or other senior-level employee to a new international office location is that by doing so, a knowledgeable and experienced team member is taking a leadership role in the new location. Relocating a current employee also saves the company the time it would take to hire employees who already live in the destination location.

Sending current team members to a new country also allows a company to test the waters of the international market. This without committing to hiring locally. If things do not work out in the new country, the company can always call the employees and bring them back to the national office.

Another option is to move existing employees to the new market on a temporary basis. They may train local employees to bring them up to speed on the company’s products and services. And then return to their home country at the end of the assignment.

Relocating employees internationally can give the business a better opportunity to advance in its new location. Employees may know everything there is to know about the way the company operates.

Transferring one or more employees means that a company is more likely to have a better idea of ​​how things work in a particular country. They can better adapt their company’s service or product to the new market.

How is global relocation different from national relocation?

In many ways, global transfers are alike national relocations. However, there are some key differences between the two, which can present challenges for both the employee and the employer. Some of the ways that international employee relocation is different from a domestic relocation include:

Visa and work permit requirements

If your company is sending employees to a new country to work, they must have the proper work permits and visas for that country. A tourist visa will not be enough if you are going to work abroad. When your business transfers employees from one office in your home country to another, you do not need to focus on immigration or make sure employees have the proper documentation.

Expenses

Moving employees abroad can cost more than relocating people in the country. Travel expenses can be significant, depending on the employee’s destination and airfare. There is also the cost of moving your possessions.

International shipments can cost more than domestic shipments, especially considering the cost of customs. It might be more profitable to give employees moving abroad a relocation allowance. So they can buy furniture when they arrive at their destination.

Language

Depending on where your business is growing, you may need to consider a language barrier. You are less likely to have to worry about language differences when employees relocate to your own country.

Language differences may mean that the pool of employees you can choose from is smaller. If your company is based in an English-speaking country and you want to expand into a Spanish-speaking country, you will need to find employees who speak Spanish relatively fluently.

Although, cultural changes can happen within a republic. Such as the difference between attitudes on the East Coast and West Coast of the United States, for example, cultural differences are likely to be more pronounced between countries.

People used to Canadian work culture may find it challenging to adjust to the office culture in Japan, for example. Reading about cultural differences can help companies better prepare for international transfers.

Employee wages and benefits

Different countries have different rules about wages and benefits. Other countries do not have paid leave requirements. The same goes for salaries. Some countries require employers to pay a certain minimum amount per hour, while other places have no minimum wages.

Employees who move domestically may have to pay different taxes. For example, some states do not have an income tax, while others do. Tax alterations are likely to be more marked when workers move abroad. Employers should make sure to withhold the proper amount and type of taxes from employees’ paychecks to avoid problems.

International relocation tends to bring a more dramatic change in people’s lives. They must adjust to the different expectations in the office, as well as the differences in their personal lives.

They may be abroad without their spouses or have uprooted their families. In any case, employees tend to need more support when moving internationally than when moving within their country.

What does a company need to relocate employees internationally?

Moving workers to a new place in a different country need a reasonable quantity of planning and preparation. Your company must decide how you will help the employees you transfer. Also, how to decide which employees to send abroad. You also need the agreement of the employees who are going to move. People who want to travel internationally are much more likely to thrive in their new roles than people who move reluctantly.

The most important things your business needs as you establish overseas locations and start relocating employees are a relocation policy and an employee contract:

A global relocation policy

Before sending employees abroad, it is a good idea to create a relocation policy. The policy can describe the global relocation services in Dubai your company will provide to team members. When creating the policy, it is helpful to think about:

Accommodation. Your employees may need to sell their current homes and will need to find a place to live in the new country. Your transfer strategy can detail the kind of assistance your business offers people. For example, will you provide help connecting employees with real estate agents who can list and sell their homes?

If employees want to keep their homes, can you connect them with rental management companies? Finding a place to live remotely can be a challenge. Your business might consider offering temporary housing and assistance with finding a home once employees arrive.

Employee Paperwork: Transferring employees to an international location can involve a great deal of paperwork. Will your company have someone available to help ensure employees have the visas, work permits, and other documents they need to work and settle into their new roles?

Settling in and adjusting: A move abroad can be a culture shock for employees. Consider what services your business will offer to help people adjust to their new environment. If you send employees to a country that has a different language than yours, will you pay for language courses for your team members? Will someone be available to help newly relocated employees navigate life in their new country? How much will your company allocate to pay for housing, relocation expenses, and installation?

Learn how PEO Middle East simplifies international employee management

PEO Middle East helps companies recruit. As your business’s worldwide service platform, we provide a squad of specialists who are available 24 hours a day, seven days a week. We handle the incorporation and compliance work so you can focus on growing your business and successfully grow internationally. To learn more, contact us today.