So, one of your employees is relocating to London soon, and they need your support. So much to organise, and it all rests on your shoulders. Where to start?
Fear not, we will give you a few pointers below, and a methodology which will give you the peace of mind that you haven’t forgotten anything.
First things first, you need to assess the assignee’s personal and professional situation
Are they relocating on their own, with a partner/spouse, with children?
If they are relocating with children, check out our guide to relocating employees with children, for the specifics of family relocations.
Having a valid visa for your employee is not only a necessity for permanent work, but also to rent in the UK! This might come as a surprise – read our article on whether employees can rent before they have a visa.
The next thing you need to decide is how much support you want to provide your employee. Different businesses have different policies, or rules. There isn’t one solution for all – budget will be an important consideration, but not the only one (and we speak from experience).
We are slightly biased, but generally it is a good idea to provide some support so that:
Of course, relocation services have a cost, but this is minimal compared to having to replace a valued member of staff who, surely, has specific competences and/or experience which you value highly, otherwise you would not have started the effort of relocating her or him. Our article on why relocations don’t have to break the bank could put your mind (and budget!) at ease.
The support you can provide to your employee can cover:
Check out our case study on how we helped a reluctant employee make a final decision in favour of relocating to London, by using an orientation tour. This can be a wise investment for your key people!
In general, we recommend, as a minimum, to help out with the home search and removal, which is the basics of someone’s relocation to London. This will also include some expert advice on choosing the right London neighbourhood for the lifestyle and budget of the assignee. Landing (and living) in the wrong area can male someone dislike even the most beautiful city in the world (which London is of course!)
Check out our article on the 5 pitfalls assignees should avoid when relocating to London, so they don’t end up making the wrong choices.
Whichever level of support you choose, you will have to decide on a few things before going back to your assignee:
Once you have defined all the above: first and foremost, congratulate yourself!
You have got your relocation path set out, and now just need to execute it.
If your assignees are receiving a lump sum, and are making their own decisions, you might want to point them in the right direction. A good start could be for them to check out the website of the UK relocation professionals, to select providers (needless to say we are in there!). They can also search on Google, and speak with different businesses to see which one is the best fit.
One word of warning about lump sums: we hear a lot of horror stories about employees deciding to spend their lump sum on other things than relocation support/removal support, with things going downhill and businesses having to step in at some point (with more money!). One way to counteract that challenge is to require a proof of payment or invoice from the assignee.
If you are providing support directly, you will now start to look for providers for the relocation and removal services yourself.
Here are a few pointers on how to select a good relocation provider:
Assuming you are covering the cost of your assignee’s removal, you will have to find a provider for that. There are 3 types of solutions:
You have now selected your provider(s) – good job! We will assume you will have sorted out the paperwork and payment terms with them.
The next step is to introduce them to your assignee – an email introduction suffices usually, and they can take it from there. We also strongly recommend that you do present the scope of the services precisely to the assignee, so they know what they are entitled to. This will avoid any misunderstandings later on with the providers.
Ask the providers to keep you updated on a regular basis until completion, so you know what is going on, and can answer any questions from your managers/directors/execs at all times about the status of the relocation.
If it is a sensitive relocation (like a top exec), you could plan to have a weekly update by email or phone, or just be copied in all exchanges (not sure this is always the best option, but we sometimes do it). We personally like to update the HR Managers / Directors we work with at the key stages of the home search: initial briefing completed, scheduled date for the viewings, result of the viewings, offer accepted, scheduled move-in date, and completed move. This can be done via a technological platform, or via email.
Another good thing can be to ask the assignee on a regular basis how things are going from his / her perspective, so this enables you to pick up potential issues / challenges early on, rather than after everything has been completed. This will also show your interest for the person, which will reflect positively on yourself and the business.
Once the relocation has been completed, you can congratulate yourself – you are now an HR relocation hero! Next time another employee relocates to London, you will be ready to go in no time, having been through all the hurdles already.
Relocating employees to London might seem daunting, but it can be gratifying if everything goes well for your employee, which will inevitably reflect positively on you.
Good luck with your next employee move to London!
Immigration, Compensation, Tax & Payroll, Relocation, Schooling: all the important topics to think about when relocating employees to London - all in one compact document.