How to ensure a smooth transition when relocating employees

We outline the key areas that companies can focus on to help employees adjust to their new lives abroad while clearing the regulatory hurdles associated with global mobility programs.

Sending employees on international assignments has become increasingly popular. However, those in charge of managing expat employees still find the process of global mobility complex.

It is somewhat surprising that the same issues keep arising, with so many global companies – over two-thirds, at last count – sending employees overseas. However, constantly changing local regulations, coupled with ensuring employees acclimate to a new country, can break the bank. This can also put the company at risk. Here are some measures that companies can take to ensure a smooth transition when relocating employees.
• Mitigate the risks of global mobility
• Reduce the costs of global mobility
• Help the family adjust to international assignments

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Mitigate the risks of global mobility
According to the Global Mobility Survey, the biggest challenge facing global mobility programs is compliance and risk management. This is due to increasing pressure from local governments to more strictly enforce immigration and employment laws and regulations; which seem to be changing at a rapid pace.
International companies must prepare for issues regarding immigration such as income tax, wages, corporate tax, and social security. However, working with varying local authorities can be challenging for companies without a robust global mobility team. This is especially true for companies sending employees to countries for the first time.

Besides working with a global mobility advisor, companies can help themselves in terms of risk mitigation by ensuring that they streamline their data management. They should have a clear workflow in place which complies with local laws and regulations. After all, employees should not bear the responsibility of ensuring that they are in compliance. Forcing an employee to understand the taxes and immigration requirements of the new country can add even more stress to what is already a huge assignment.

Reduce the costs of global mobility
In addition to compliance and risk management, cost containment is one of the greatest challenges facing global mobility programs; according to the Global Mobility Survey. In fact, the survey reports that nearly 70% of respondents have plans to reduce the cost of global mobility programs.

Even though cost containment is high on the list of challenges, only 61% of respondents said they prepare cost estimates for all assignments abroad. Around a third (31%) prepare estimates for only some of their assignments, and 9% don’t prepare estimates at all. While cost estimates of international assignments are just that – estimates – they can ensure that the project isn’t over budget before it begins.

Data, again, is key here. According to the survey, the most common challenge in terms of cost containment is the use of multiple systems and data sources. A lack of sufficient technology is the second most common challenge. Cost estimates can be a tricky endeavor for companies unfamiliar with the local economy. With this in mind, partnering with a specialist based in the region can help more accurately estimate the costs.
Around 10% of respondents in the survey said they would reduce employment provisions and payments as a way to reduce costs. However, employees that move abroad expect an equal or better standard of living than they have in their home country.

One of the largest costs associated with relocation packages is housing. This is because employees may receive an allowance of up to a certain amount to find the housing they prefer. Although these costs are high, if employees have a high standard of living abroad, this can increase the chance of each assignment’s success.

Help the family adjust to international assignments
When preparing an employee for an assignment abroad, it can be easy to forget that it is a person; not just an extension of the company. However, the failure of an international assignment often has to do with family-related issues and the employee’s inability to adjust; rather than how much the company paid them or how well they arranged visas and housing.

To ensure the success of an international assignment, companies must not only mitigate the legal risks associated with global mobility but also prepare employees for expat life. Companies should ensure that family members traveling abroad with the employee are also cared for. Any family-related expenses should at least be partially included in the cost estimates. This might include things such as schools for the children and housing that comfortably accommodates the entire family.

Each international assignment that a company undertakes is a learning experience and those lessons should not be wasted. Companies should document the processes as well as personal experiences. That way, they can ensure that future international assignments are even more successful.
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South African Citizenship

South African Citizenship

• SA Visa
• Citizenship
Citizenship Options
• South African Citizen by Descent
• South African Citizen by Naturalisation:
• Automatic loss of Citizenship
• Resumption of South African citizenship
• Deprivation of Citizenship
• South African Citizen by Naturalisation:
• Automatic loss of Citizenship
• Resumption of South African citizenship
• Acquisition of the citizenship or nationality of another country
South African Citizen by Descent:

Anybody who was born outside of South Africa to a South African citizen. His or her birth has to be registered in line with the births and deaths registration act 51 of 1992.

South African Citizen by Naturalisation:
Permanent Resident holders of 5 or more years can apply for citizenship. Anybody married to a South African citizen qualifies for naturalisation, two years after receiving his or her permanent residence at the time of marriage.

A child under 21 who has permanent residence Visa qualifies for naturalization immediately after the Visa is issued.
Automatic loss of Citizenship.
This occurs when a South African citizen:
Obtains citizenship of another country by a voluntary and formal act, other than marriage, or;
Serves in the armed forces of another country, where he or she is also a citizen, while is at war with South Africa.

Deprivation of Citizenship:
A South African citizen by naturalization can be deprived of his citizenship if;
The certificate of naturalisation was obtained fraudulently or false information was supplied.

He or she holds the citizenship of another country and has, at any time, been sentenced to 12 months imprisonment in any country for an offence that also would have been an offence in South Africa.
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Please email us to info@samigration.com
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Inter Company Transfer Visa

Inter Company Transfer Visa

An intra-company transfer work Visa may be issued by the Department to a foreigner who is employed abroad by a business operating in the Republic in a branch, subsidiary or affiliate relationship and who by reason of his or her employment is required to conduct work in the Republic.

An important factor is that the applicant has to have been employed with the company abroad for a period of not less than 6 months.

The Intra company transfer is not designed to be a long term visa. The idea is to bring in foreign workers employed by the company abroad with a branch or subsidiary branch here in South Africa; they work or conduct training for four years, and then return home.

This Visa does not require the hassle of proving the company could not find suitable applicants and it does not require the hassle of verifying an applicant’s formal qualifications. It is based purely on employment. If you are a company that needs to transfer in foreign employers, please contact us and we will make this go as smoothly as possible.
It is important to note that this category of work Visa cannot be granted for more than four (4) years and this type of Visa is not extendable.
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Please email us to info@samigration.com
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How can I renew my South African Retired Person's Visa?

The short answer
All extensions must be submitted through VFS Global. Here is a list of everything you will need.

The long answer
As you probably know, the retired person's visa usually expires after four years and you have to submit any visa renewal at least 60 days before the expiry date of your visa. You can apply for renewal earlier than the 60 days, but only within the last six months of the validity of the existing visa.
All extensions have to be submitted in South Africa through VSF Global,

They advise that if you have previously qualified under the R37,000 a month income, you should check the current exchange rate as this fluctuates, and ensure that you still qualify.

SA Migration says that the R37,000 income may originate from a pension, retirement account, or irrevocable annuity or from assets providing the required monthly income. They explain that accepted income from assets are dividend payments, rental income as well as interest payments
“With the continued visa application backlog challenges facing the South African Department of Home Affairs and the need to address the impact of the pending visas, waivers, and appeal applications, the Minister of the Department of Home Affairs has approved the extension of the temporary concession of affected foreign nationals until 30 June 2024.

“This temporary concession, effective December 2023, allows foreign nationals who have pending long-term visas, waivers, and appeal applications to continue to reside and work in South Africa on their current visa conditions pending the decision of their applications. Any reference to the Immigration Act refers to the Immigration Act No13 of 2002, as amended.”

How can we help you , please email us to info@samigration.com or whatsapp message me on: +27 82 373 8415, where are you now? check our website : www.samigration.com

Critical Skills Work Visa

The Critical Skills Visa South Africa is for skilled workers whose occupation is on the Critical Skills Visa List for South Africa. This list reflects the occupations that are in demand in South Africa.

The newly published "Skills or qualifications determined to be critical for the Republic of South Africa in relation to an application for a Critical Skills Visa or Permanent Residence Visa"

This category of work visa may be issued to an applicant who falls within a specific professional category or specific occupational class determined by the Minister by notice in the Government Gazette. This is done after consultation with the Minister of Labour and the Minister of Trade and Industry.

If an applicant falls within one of the professional categories listed on the critical skills list and also has the appropriate post qualification working experience in that profession then such applicant may qualify to apply for this category of work Visa.

The applicant also needs to where applicable register with the relevant South African professional accreditation body regulating that industry as stipulated by Minister of Home Affairs. Such body must also confirm the applicant’s skills, qualifications and working experience.

Furthermore, such applicant’s qualifications need to be evaluated relevant to a South African level. An applicant for a Critical Skills Visa may enter South Africa on such visa without having secured a job offer first. It is, however, required of the applicant to confirm employment with the Department of Home Affairs within a period of one (1) year upon arrival in South Africa, failing which, the Visa would automatically lapse.

The Critical Skills Work Visa is tied to an individual and not to an employer so under this Visa a person can leave from one employer to the next without obtaining a new work Visa.
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How can we help you?
Please email us to info@samigration.com
Whatsapp message us on: +27 82 373 8415

Where are you now?
Check our website : www.samigration.com

Please rate us by clinking on this links :
Sa Migration Visas
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Get More Info By Following Our Page: https://www.youtube.com/@samigration