Category Archives: Global Mobility

Global Mobility, News, Remote Working

Best “Workcation” cities in the world for Brits: Tbilisi, Chiang Mai and Bucharest top the list

Since the end of the pandemic there has been a shift in the mentality for many desk workers in the UK. A study found that 43% of Brits said they would NOT apply for an advertised job if the description didn’t explicitly state that it was flexible and 37% of Brits asked said they would like a hybrid role so that they could work while they travel for a portion of the year.

The idea that the office can be any place along with the practice of working from anywhere has grown in popularity, with UK Google searches for “digital nomad visa” increasing by 130% over the past 12 months.

But where are the best cities around the world in which to work remotely as a Brit? A recent study by computing and tech retailer Currys analysed 268 cities around the world and ranked them on their monthly rent, basic utility price per month, broadband speed, safety index, and the length of stay allowed for UK citizens. These were each scored out of 10 to give a total score out of 50, with the highest scoring city being the best location for digital nomads from the UK.

When it comes to the best city for a ‘workcation’ gothic haven Tbilisi in Georgia takes the top spot. The biggest benefit of Georgia is that with a digital nomad visa, British nationals can spend up to a year in the city working remotely, and there are no taxes for six months. For the first 183 days you don’t pay any taxes. After that period you become a tax resident and pay 20% of taxes. Aside from the legalities, it is also a reasonably priced place to live and safe too, meaning it’s even an option for solo travellers looking for a change of work scenery. Tbilisi features a picturesque Old Town, eclectic architecture and superb eating and drinking opportunities, giving it the reputation of South Caucasus region’s most cosmopolitan city, scoring 37.68 out of 50.

One downside however is that the city scored low for broadband speed with an average of just 26.9MPBS. A good broadband speed starts from 11Mbps for a standard broadband connection, although faster speeds range between 11-50Mbps. These are usually Superfast Broadband packages- so while it may be speedy enough for work related tasks, it might not be fast enough if you’re a gaming streamer.

Chiang Mai in Thailand comes a close second. Visitors are met with a wonderful metropolis full of exceptional food, hip live music venues and a deeply Buddhist population. The city scored high for reasonable living costs, with rent coming in at £179.84 on average for a one-bed outside the city centre and average utilities around £44.31 per month. Not only that but the broadband is fast, and it scores highly in the safety department too, earning a score of 37.45 out of 50.

In third place is Bucharest in Romania, scoring 36.16 out of 50. Bucharest is known for its vibrant cultural scene, with numerous theatres, museums, galleries, and performance venues. In the study it scored highly for cheap rent, fast broadband and a decent safety index score.

The top 20 cities in the world for a workcation*

Rank City Country Score out of 50
1 Tbilisi Georgia 37.68
2 Chiang Mai Thailand 37.45
3 Bucharest Romania 36.16
4 Quebec City Canada 36.07
5 Taipei Taiwan 35.79
6 Madrid Spain 34.53
7 Tokyo Japan 34.45
8 Penang Malaysia 34.31
9 Merida Mexico 34.29
10 Galway Ireland 33.13
11 Yerevan Armenia 33.08
12 Reykjavik Iceland 33.07
13 Budapest Hungary 33.02
14 Jeddah (Jiddah) Saudi Arabia 32.94
15 Christchurch New Zealand 32.78
16 Kathmandu Nepal 32.67
17 Abu Dhabi United Arab Emirates 32.50
18 The Hague (Den Haag) Netherlands 31.86
19 Bursa Turkey 31.70
20 Seoul South Korea 31.53

*Only featuring one city from each country.

It is important to remember that in many places it is not permitted to work on a tourist visa, so it is vital that digital nomads check the restrictions in the countries they plan on visiting and obtain a work or digital nomad visa.

Business, Business Advice, Business News, Business Owners & Start Ups, Global Mobility, News

“My solution to everything is start a business.” – An opportunity no matter where you relocate to.

Award Winning entrepreneur talks relocation and starting a business overseas on Clare Kay’s Moving Countries 101 podcast

Award-winning, multi-8-figure entrepreneur, Rebecca Page is passionate about helping people lead businesses that fulfil on their vision and interest.

This week, you can join Rebecca, who is in conversation with Clare Kay on the Moving Countries 101 podcast. Rebecca shares her perspective and values to reveal a deep wisdom that she now brings to her new venture to support people in setting up business across a variety of industries and irrespective of what country they live in.

Over 20 years ago, Rebecca moved from New Zealand to the UK. In true pioneering spirit, and not letting anything faze her, she trusted her experience of establishing businesses in New Zealand and set up her own business in the UK. She has gone from strength to strength and has a wealth of experience in buying and selling businesses and having them reach their optimum potential.

Listen to Rebecca’s top tip on how to discover your unique business, side hustle, or income stream as she expands on why starting a business presents itself as a solution, and as opportunity to be of service and contribution, no matter where you live.

Join Clare Kay as she showcases personal stories through her conversations with people who have moved overseas. The popular podcast focuses on helping people who want to move countries (no matter the location), sharing useful, actionable advice both before and after you make the move.

This week’s podcast is live on the following links:

Apple

https://podcasts.apple.com/us/podcast/moving-countries-101/id1724940782

Spotify

https://open.spotify.com/show/4cxcZ9rbrvZ6A0B6UPMaXj

YouTube

https://www.youtube.com/channel/UCo75XfTWDQl6JgTn4pzlvnA

Don’t forget to click follow if you are interested in or planning on living and working overseas, or if you enjoy hearing the stories from those who have.

Global Mobility, Global Travel, News, Remote Working, Travel

Xpatfone reveals the best travel destinations for digital nomads

Demand for the digital nomad lifestyle is on the rise, with Google searches in the UK for “digital nomad jobs” up +50% YoY

In a world where being a digital nomad is rapidly gaining popularity thanks to technology and the power of the internet, UK virtual phone number provider, Xpatfone has conducted a study to identify the best destinations for remote workers. Utilising the Travellers’ Choice Awards, Best of the Best Destinations 2024, Xpatfone has meticulously ranked these locations based on criteria essential to the digital nomad lifestyle.

50% rise in Google searches for “digital nomad jobs”

In response to the 50% surge in Google searches for “digital nomad jobs” between February 2023 and February 2024 (rising from 2,400 to 3,600 searches), Xpatfone initiated a study aimed at identifying the most favourable destinations for digital nomads among TripAdvisor’s top-ranked travel spots. The data provides valuable insights for the growing community of digital workers looking at crucial factors such as the internet cost and download speed, mobile phone plan pricing, and the cost of accommodation for a month.

Link to full results

*Punta Cana was selected as the Dominican Republic’s representative destination due to its status as the country’s most visited location, as reported by Tripadvisor.

Hanoi: The best destination for digital nomads

Hanoi, Vietnam, emerged as the ideal location for digital nomads, not necessarily topping all criteria but consistently ranking in the top 5 for 4 out of 5 criterias. The city’s internet cost and accommodation affordability were particularly impressive, securing 3rd and 4th places, respectively.

A surprising revelation was New Delhi ranking 11th in the Travellers Choice Awards ascending to 2nd in Xpatfone’s evaluation, topping the rankings in internet cost and mobile phone plan affordability.

Bali, a well-known haven for digital nomads, secured the third spot. Despite its lower ranking in broadband download speed (23rd out of 25), Bali’s competitive pricing for internet, mobile plans, and accommodation continues to attract remote workers.

Kathmandu’s remarkable rise in digital nomad rankings

Kathmandu, Nepal, experienced a significant leap in its appeal to digital nomads, ascending from the 24th position in TripAdvisor’s rankings to an impressive 6th place in Xpatfone’s study. It stood out for offering the most affordable accommodation, ranking 3rd in mobile plan affordability, and 6th for the cost of internet data.

Dubai tops travel destination charts but falls to 19th for digital nomad appeal

Notably, while Dubai was celebrated as the top destination in TripAdvisor’s “Travellers Choice Awards,” it ranked 19th from a digital nomad perspective according to Xpatfone’s criteria. Conversely, New York, which ranked last on TripAdvisor, was positioned higher than Amsterdam and Punta Cana in Xpatfone’s digital nomad-friendly list.

Same country, different results

The study also highlights regional differences within the same country. In Vietnam, Hanoi clinched the first place due to its superior internet speed—40% faster than Hoi An, which ranked 4th—and more affordable accommodation by approximately £70.

Ed Clayton, Co-Founder of Xpatfone commented on the research, 

“As the digital nomad lifestyle continues to surge in popularity, our latest study unveils the most coveted travel destinations for remote workers, with Hanoi, Vietnam, leading the pack. Our research, driven by a significant increase in interest for digital nomad jobs, is a testament to the evolving work landscape. We’ve meticulously analysed factors crucial to the digital nomad experience – internet affordability, mobile plan pricing, and accommodation costs – to guide the digital nomad community towards making informed decisions about their next destination.” 

About the research:

 

  • Field Dates: 8th – 12th March 2024.
  • Destinations based on the “Travellers Choice Awards: Best of the Best Destinations”. (https://www.tripadvisor.co.uk/TravelersChoice-Destinations-cTop-g1)
    • Punta Cana was selected as the Dominican Republic’s representative destination due to its status as the country’s most visited location, as reported by TripAdvisor.
  • “Internet (60 Mbps or More, Unlimited Data, Cable/ADSL)” and “Mobile Phone Monthly Plan with Calls and 10GB+ Data” – data collected from Numbeo.com (https://www.numbeo.com/cost-of-living/)
  • “Average Broadband Download Speed (Mbps)” – data collected from speedtest.net (https://www.speedtest.net/)
  • “CHEAPEST Apartment (1 Bedroom) in City Centre based on Airbnb in Oct 2024” – data collected from airbnb.co.uk (https://www.airbnb.co.uk/)
    • Airbnb search based on “1 person staying in a 1 bedroom, 1 bed property with WIFI and a dedicated work space between 01/10/24 to 31/10/24”
  • “Average Score Based on all Criteria” figures worked out by adding all “rank” scores of each criteria and dividing by 5.
  • More details of this research can be provided upon request.

About Xpatfone

With Xpatfone, you can continue using your UK number seamlessly abroad without worrying about any extra charges. 

FREE UK CALLS & MESSAGES

Xpatfone includes unlimited UK mobile and landline calls and texts, in case you need to phone home. Upgrade to our Solo Pro package to add extra countries and features.

UK RINGTONE, WORLDWIDE

Callers hear a UK ringtone, no matter where you are, and don’t pay any extra. And there’s no need to change phone numbers with banks or insurers. With Xpatfone you can receive verification codes on your UK number.

KEEP YOUR CURRENT UK NUMBER

Move your current UK mobile number to Xpatfone and save on costly contracts and roaming fees. Then take it back to your UK operator if you return to the UK. Or get a new number if you prefer!

WORKS INTERNATIONALLY

Backed by a UK Mobile Network, Xpatfone works seamlessly over your local 4G or Wi-Fi connection wherever you are in the world. Better yet, unlike with roaming, you don’t pay to receive calls.

Global Mobility, Global Travel, News, Travel

What’s the Difference Between a Travel Management Consultant and a Travel Agent? New Podcast shares The Relocation Advice You Need to Know

Do you know the difference between a Travel Management Consultant and a Travel Agent?  If you are planning a business trip or life changing relocation, it could be the difference between a successful move and a move with unexpected challenges.

One man who knows the difference between them than most is travel management consultant Dominic George.  This week, he will be talking to Clare Kay, who runs a regular support and advice podcast for people who want to move overseas (no matter where the location).  The popular (and free to watch) podcast focuses on helping people who are planning to move overseas, sharing useful, actionable advice both before and after you make the move – and Dominic joins Clare Kay to share his expertise.

During this week’s podcast, Dominic clarifies the difference between a travel management consultant and a travel agent, highlighting how consultants take ownership of the entire travel experience and are proactive in handling any issues that may arise. He shares glimpses into personal stories of the benefit and resolution that his expertise can bring to salvage a trip or to facilitate relocation. Dominic demonstrates the value of having industry knowledge to create a personalised service.

He provides a guiding hand to the client for that vital business trip or life-altering move overseas – and he’s picked up lots of interesting stories along the way!

This week’s podcase will be live tomorrow on the following links:

 

Apple: https://podcasts.apple.com/us/podcast/moving-countries-101/id1724940782 (from 00:01 tomorrow)

Spotify: https://open.spotify.com/show/4cxcZ9rbrvZ6A0B6UPMaXj (from 00:01 tomorrow)

YouTube: https://www.youtube.com/channel/UCo75XfTWDQl6JgTn4pzlvnA (from around 09:00 tomorrow)

Business & Property News, Global Mobility, International News, Logistics, News

Bristol’s 1st Move International reveals the Top 40 global destinations that UK expats are moving to

Middle Eastern countries are rising rapidly up the table of desirable destinations for Brits moving abroad, according to figures by a leading international removals firm.

Data from Bristol-based 1st Move International show Saudi Arabia and the United Arab Emirates becoming increasingly popular expat destinations, with the UAE displacing the likes of Canada and New Zealand at the upper end of the table.

Analysis of more than 40,000 international moves since 2019, including over 6,000 in 2023, paints a fascinating picture of where Brits are choosing to move to post-Covid.

As ever, the USA and Australia are at the very top of the list, with more than 1,000 moving to each destination this year alone. Next up is the UAE, which has climbed to third in the table, followed by Canada and New Zealand.

Cyprus jumps one place to sixth, with South Africa falling behind in seventh, before a static Singapore in eighth, Brazil in ninth and Saudi Arabia climbing one place to tenth.

Further down the table, big movers include Barbados, jumping 22 places to claim 18th place, Costa Rica up 22 to 23rd, the Bahamas up 21 to 25th, Trinidad and Tobago up 11 to 27th, Hong Kong up 12 to 32nd, Panama up 24 to 33rd and the Dominican Republic up 58 places to 35th.

Other popular destinations featuring in the top 40 include Turkey, Thailand, the Cayman Islands, Jamaica, and Japan. 1st Move International does not operate in mainland European destinations.

Mike Harvey, managing director of 1st Move International, said: “We wouldn’t divulge individual reasons for moving, but anecdotally we are clear that our customers are citing many benefits of moving to destinations like the Middle East, as well as the Caribbean.

“An obvious one is the weather, with a dry and sunny climate all year round, alongside a high standard of living and an already large population of British expats to socialise with.

“Economically, there is significant development in countries like the UAE and Brits moving there can enjoy tax-free salaries in job sectors such as finance, healthcare and education.

“Inflation is currently sitting at just over 2.2%, which is much lower than the UK and other EU countries, with the Dirham being pegged to the US Dollar providing exchange rate stability.

“The Middle East is also a central location for travel to Europe as well as Asia and Australasia, making it a good base for travel-minded professionals.”

Mr Harvey explained that the increasing number of moves to desirable locations like the Caribbean could be due to people’s change in perceptions of what is possible, post Covid.

“To move a whole family abroad might be something of an undertaking,” he said. “But for many people without family ties the ability to work remotely means they can easily and practically live anywhere in the world. In fact, even moving with a family is not perceived as arduous a task as it used to be.

“We hear of people deciding they can make things work in a far-flung destination with a warm climate, blue skies and sunny beaches – coming back to the UK occasionally if necessary but generally based somewhere like Mexico, Bermuda or Thailand.

“And in an urban context, if you look at indexes like the Numbeo Quality of Life Survey then you’ll see places like Abu Dhabi rising rapidly up the scales.

“In terms of perception, something which 50 years ago might have seemed like a major life move can now be managed much more easily.”

The company said that while all moves are personal rather than corporate, many are often managed and reimbursed by employers as part of a business move abroad.

1st Move International are based in Avonmouth, Bristol and have been managing international removals for over 25 years.

For more on this topic please visit www.shipit.co.uk/blog/international-moving-trends-2023 or www.shipit.co.uk.

Finance and Banking, Global Mobility, News, Overseas Property, Retirement

Why moving to Italy could be good for your wallet  

  • Tax breaks provide incentives for workers, retirees and high net worth individuals
  • Financial attractions are complemented by lifestyle benefits
  • Moving to Italy Show in London on 28th November to provide full details

Moving to Italy could be a seriously smart move for workers, retirees and high net worth individuals (HNWIs) looking to make their money stretch further. According to the Italian Chamber of Commerce and Industry for the UK, there are three special tax regimes that are serving to attract a diverse range of individuals from different backgrounds to Italy.

Aiming to attract highly skilled employees and entrepreneurial self-employed individuals, the “impatriate” tax regime applies to taxpayers who commit to move their tax residency to Italy for at least two years. They have to work mainly from Italy, with business trips abroad not exceeding 183 days per year. The reward for those who take up the offer is a 70% income tax exemption. For individuals who move their residence to one of the Southern Italian regions (Abruzzo, Molise, Campania, Puglia, Basilicata, Calabria, Sardinia and Sicily), that exemption bumps up to 90%.

The impatriate tax regime runs for five years, with the possibility to extend it for a further five years at a reduced 50% income tax exemption rate. The extension is an option for those who have a child under the age of 18 or who purchase a residential property in Italy at any time during the year before they become tax resident there or the five years after.

That said, it’s important that potential immigrants stay up to date with the latest financial incentives. At present, the Italian government is reviewing and reforming its taxation system, including the impatriate tax regime. Alessandro Belluzzo, President, Italian Chamber of Commerce and Industry for the UK, has warned that the percentage of tax benefit currently offered may reduce and that the conditions necessary to access it may alter, though nothing has been approved so far.

“Draft taxation reforms that have been published in Italy indicate that the impatriate tax regime may be changing in the near future. Yet there is no indication that the scheme will end. As such, anyone considering making a move to Italy needs to keep up with the latest legislation and factor that into their plans.”

Alessandro Belluzzo, President, Italian Chamber of Commerce and Industry for the UK

The Moving to Italy Show taking place in London on 28th November 2023 is the ideal place to access the latest information. Expert speakers will be delivering presentations and seminars, while exhibitors will be on hand with information on the latest financial and legal aspects of moving to Italy. Free to attend, the event will take place at the Royal Automobile Club, Pall Mall, with tickets bookable online in advance.

Tax incentives for pensioners and HNWIs moving to Italy are unlikely to be affected by the current taxation reforms, according to Belluzzo, who points out that there has been nothing to indicate these two schemes will be impacted.

The crux of the pensioners’ tax regime is a 7% flat rate tax on foreign-sourced pension income, as well as on all other foreign-sourced income and gains. Italian-sourced income and gains are subject to ordinary income tax under the scheme, which applies for a maximum of 10 years from the tax year of the transfer. However, it doesn’t apply to the entire country – the scheme is aimed at those moving to certain areas of southern Italy, namely any municipality in Abruzzo, Basilicata, Calabria, Molise, Puglia, Sardinia or Sicily that has a population of fewer than 20,000 residents.

For HNWIs, the “new tax residents” (NTRs) regime aims to make a move to tax residence in Italy financially rewarding. Under the scheme, HNWIs can pay an annual lump sum tax of €100,000 for up to 15 years on any foreign-source income, as well as capital gains realised on foreign investments and other foreign asset disposals. No Italian wealth taxes will apply to those assets and there is no requirement to report assets held abroad in the tax return (the “Fiscal Monitoring”) nor to disclose them in any way to the Italian tax authorities. Italian-sourced income and capital gains continue to be subject to ordinary Italian tax rules.

There are further benefits for HNWIs in relation to inheritance and gift taxation. NTRs are subject to Italian inheritance and/or gift tax only on assets and rights existing in Italy upon the date of their succession/gift. No Italian inheritance or gift tax will apply on assets outside of Italy.

The NTR regime can extend to one or more qualifying family members, as well, with a very broad definition of what constitutes family. Each family member on the scheme pays an annual flat tax of €25,000.

“For all tax incentives, there are of course fine details to be explored and understood. This is why access to specialist legal and financial experts, such as those at the Moving to Italy Show in November, is an essential part of exploring the benefits of relocating.”

Alessandro Belluzzo, President, Italian Chamber of Commerce and Industry for the UK

 

For more information, please contact the Italian Chamber of Commerce and Industry for the UK: www.italchamind.org.uk, email csanfratello@italchamind.org.uk or telephone 0207 495 8191.

Employee Benefits, Global Mobility, News

How can businesses create a multinational benefits strategy to compete for top talent – Howden launches toolkit for multinational employers

As businesses compete for talent globally against a backdrop of tremendous change, a new report published by Howden Employee Benefits & Wellbeing (HEBW) and Reward & Employee Benefits Association (REBA) outlines how businesses can overcome key challenges when expanding internationally by creating an effective multinational benefits strategy.

The Global Employee Benefits Insights 2023 report is a toolkit for companies who either have a multinational workforce or are looking to expand internationally. It offers guidance and real-life examples of companies who have successfully implemented global benefits strategies and considers how companies can incorporate wider diversity, equity and inclusion policies, as well as environmental, social and governance requirements into their benefits strategies.

The report looks at some of the key challenges facing employers rolling out multinational benefits programmes including:

Getting started – Fast-growth organisations need to consider everything from where and how to expand, to creating the organisational culture to support their expansion plans. The report suggests key questions employers should ask themselves when creating their strategy.

Aspects to consider when building a multinational benefits structure – These include different legislation, regulation and employee expectations which will shape exactly what’s required in each location.

Identifying and selecting benefits and technology – Once a strategy and standards are in place; the next step is to select the benefits and technology to deliver the proposition. A multinational solution, where available, can be advantageous.

Navigating cultural nuances – Expanding into new territories can create challenges around benefit expectations. Cultural differences, whether over politics, religion or legislation, can make it difficult to translate existing benefits to a new population.

In the report, companies including BSI Group, Brown-Forman, FNZ, Galapagos, Haleon, Kantar, Sumitomo Mitsui Banking and Wella Company share their insights and experiences. There are also practical tips for both large global entities with employees across the world through to smaller fast-growing organisations with a handful of employees in a small number of countries.

Leigh Dauncey, Director Global Employee Benefits – Middle East, Africa, Asia and Pacific at Howden Employee Benefits & Wellbeing said: “Various factors including the post-Covid-19 recovery, geopolitical instability, widespread inflation and cost of living implications have brought significant changes to the global business landscape in recent times.’’

“One of the most significant factors affecting employee benefits is the evolving nature and dynamics of talent markets. The pandemic has compelled numerous companies to adopt remote and flexible working arrangements, reducing the importance of physical location in the workforce. As a result, employers are now competing on a global scale to attract the best talent, requiring employee benefits that cater to the changing needs of employees across different locations.”

Mark Ramsook, Director of Global Health & Benefits – Europe and Latin America at Howden Employee Benefits & Wellbeing said: “Our report provides valuable insights to assist employers in navigating the challenges and developing a benefits strategy that aligns with the demands of today’s global business environment. With the aim of reflecting the changing landscape, it offers the latest thinking and recommendations to ensure that employee benefits remain competitive and appealing in the context of a rapidly evolving talent market. By incorporating these insights, employers can enhance their ability to attract, retain, and motivate top talent in a global marketplace.”

“Identifying and selecting tailored solutions that align with overall business objectives and growth strategy has never been more important. Consulting and insurance partners can play a critical role in helping companies navigate these challenges and create benefits programmes that attract and retain top talent, while aligning with their overall objectives.”

The report ends with four key insights and action points from HEBW to help employers start creating an employee benefits strategy that can be applied in any territory. To download the free report click here.

For more information, please visit www.howdengroup.co.uk

Global Mobility, Healthcare, Remote Working

How Digital Nomads Can Cope With Medical Issues Abroad

The way that technology has evolved over the years has definitely changed the way we work and interact with one another. More people are working from home than they had a decade ago or are finding themselves in a hybrid working situation.

The idea of the digital nomad is relatively new and wouldn’t be possible without modern communicative technology and fast internet speeds. Those who have opted for this lifestyle may find themselves living somewhere like Vietnam and paying less for rent. However, while they gain benefits from their new environment, ever wondered how a digital nomad cope with a medical issue while abroad.

The Digital Nomad Lifestyle

Post covid, it seemed that the days of employees having to spend the full working week in the office had long gone. Although some companies are getting employees to come into the office more often, many people are still working from home.

Digital nomads are those who are not tied down to one particular location or country. They work remotely from anywhere they want, often travelling from place to place and working from far flung corners of the globe.

This is the dream working scenario for many people. It offers unbridled freedom and independence, with digital nomads able to earn a living while exploring the world at the same time.

As a digital nomad, you could be working from a skyscraper hotel in New York City one week, then from a tropical Caribbean beach the next.

However, digital nomads often travel solo, and this can come with its own set of risks and could make things difficult in the case of a medical emergency. Especially if the new country that they’re living in have expensive medical care.

Getting the right kind of insurance

As medical services could be expensive or difficult to access depending on your location. If you need to access these services in case of an emergency, you will probably want to be treated as quickly as possible without needing spend huge amounts.

It’s important that nomads get insured. Depending on the situation, whether you’re heading out to one location for a few months each year or to several locations a year, you may need to choose between single or annual policy. Policies all differ, and some may not cover medical conditions or certain locations, so you have to go through the details of the policies. If you do have a medical condition, you might have to look for certain insurers who state they offer this service, as an example, Staysure offer specialist travel cover for something like this. Though you will have to check whether providers are willing to insure those who are working abroad, as a policy that can’t keep a digital nomad out of trouble in the case of a medical emergency, won’t be particularly useful.

 

Be Aware Of Local Emergency Numbers

Most people know their country’s emergency number. But when working abroad you might not know the local emergency number.

If you are thinking about the digital nomad life, it’s worth memorising the local emergency number. This can literally be a lifesaver should you require assistance in the future.

Better yet, draw up a list of emergency numbers in any major countries you plan on staying in and keep this somewhere you can easily access it, such as on your mobile device. This will mean you won’t be in danger should you need assistance and forget the number.

Looking After Yourself

When working abroad, it’s also important to take care of yourself. If things are cheaper, it’s easy to indulge and maybe even stop having an active physical lifestyle. Digital nomads who go to locations that also house other likeminded digital nomads might often gyms near to their accommodation or upmarket cafes and restaurants that serve healthier alternatives to fried street food.

Make sure you eat a healthy balanced diet with plenty of fruits and vegetables, avoid quick junk food no matter how tempting it is. Get plenty of sleep too. Sleep helps our bodies replenish and recharge and is essential for promoting positive mental and emotional wellbeing.

Conclusion

Although a medical emergency can happen as a digital nomad, getting the right framework in place like maintaining a healthy lifestyle or having insurance in place, will help digital nomads not find themselves in a much more stressful position.

Global Mobility, HR News, News

Reduction in globally mobile workforce, and increase in recruiting local nationals means employers need to adapt how they look after employees

With international travel restricted, many businesses are turning to recruiting local nationals to fill vacancies – where hiring a globally mobile workforce may have previously been the norm. Managing an international workforce can be challenging and Covid-19 has added another layer of complexity. So, businesses need to ensure that their recruitment and retention strategy is fit for purpose and wellbeing benefits not only offer good support, but are also compliant with local laws, regulations and visa requirements too.

Changes in travel impacting global mobility
Returning to how things were before doesn’t look set to happen any time soon, with business travel historically rebounding from crises at a slower pace than leisure travel. Some countries, such as the US, have also restricted visas in a bid to boost their economy and protect national jobs by encouraging organisations to hire locally – rather than relying on contracting or sub-contracting foreign workers during the pandemic. With travel restrictions changing daily, managing a globally mobile workforce can be tricky. Organisations are looking to hire local nationals as there are still plenty of business opportunities to explore, even during a pandemic. But organisations need to ensure they support this new type of workforce effectively, offering competitive employment and wellbeing packages, if they are to maximise such opportunities.

From surviving to thriving
Whilst the pandemic has been devastating for some industries, it has led to opportunities for growth in others. With no inoculation yet available for Covid-19, it’s understandable how the pharmaceutical industry is experiencing a boost – with Canada alone budgeting CAD 192 million (£109 million) to develop and mass-produce vaccines. Home entertainment has also seen a surge in sales, as people looked to pass time during lockdown. Netflix, TikTok and Houseparty were all such services and apps to see a significant surge in popularity during the Covid-19 outbreak. An increase in demand for such industries has led to a recruitment drive and companies are looking locally to fill vacancies.

Managing local nationals
Having a one-size-fits-all approach to managing an international workforce doesn’t work and the same can be said when supporting wellbeing. Locals may automatically be entitled to healthcare, for example, whereas non-citizens may not be. Equally, some locals may want additional healthcare benefits, that may usually be reserved for attracting foreign hires. So businesses need to ensure they understand what benchmark to work to, review existing health and wellbeing packages, check if they are fit for purpose and revitalise them if not.

Benefits must comply with local laws and regulations and this significantly varies country to country. Some countries require compulsory insurance (to allow a visa to be issued, for example) and others stipulate local insurance partnerships (for a number of reasons, including ensuring that local economies benefit from collaborations and to alleviate challenges regarding local language and regulations). Organisations that are considering increasing local national recruitment also need to understand what access to healthcare there is currently – and whether wellbeing benefits need to be enhanced to remain competitive.

Globally, there is an increased expectation for health insurance to not only aid physical health, but offer preventative solutions and mental health support too. There is greater awareness that mental and physical health is inextricably linked and businesses are increasingly aware of the benefits of treating health holistically. For businesses looking to recruit local nationals, they need to ensure healthcare packages include a good balance, and are competitive enough to attract and retain talent – whilst aligning with local expectations.

Sarah Dennis, head of international at Towergate Health & Protection, says: “The recruitment of local nationals has moved up the agenda for a number of organisations, as business travel continues to be affected by Covid-19 – making managing globally mobile workforces more difficult as restrictions change daily, country to country. It’s an opportunity for businesses to get local national recruitment right, by supporting employees from the offset with competitive employment packages that incorporate support for health and wellbeing. Speaking with international specialists that understand local requirements is valuable, as they can advise on what health and wellbeing solutions are well regarded and also compulsory, and this helps businesses to attract and retain talent in an economically challenging environment.”

Global Mobility, HR News, News

XpertHR helps companies navigate the challenges of becoming a global employer with guides and resources for 45 international countries

With rising globalisation HR professionals are increasingly responsible for HR activities across several countries.  To make it easy for businesses with staff based overseas to comply with local employment law and regulations, XpertHR provides a comprehensive series of international guides and resources.

A recent survey from logistics firm, One World Express[i] suggested that 57% of businesses are looking for new opportunities outside the UK post Covid-19.

Last year the Institute of Directors[ii] also highlighted that nearly a third of their members could move their operations abroad due to Brexit, with 16% already having relocation plans and a further 13% actively considering a move.

XpertHR International helps employers with staff based outside the UK keep up to date with their obligations and provides guidance and key information at a national level across the entire employment lifecycle, from recruitment to the termination of employment. This includes a guide for global employers covering the main issues facing employers with staff in different countries, and individual country guides providing employment law guidance covering 45 countries – from the Americas to Europe, Asia down to Australia, so businesses can operate as effectively in China as they do in Venezuela.

XpertHR’s International country guides are written by local legal experts based in those countries and they are regularly updated so businesses can see at a glance what’s been happening in relation to a country. This information is also included in topic alert emails sent to subscribers and published on the international tool home page and international topic pages.

Another benefit is the guides each contain a brief summary of significant forthcoming employment law developments – something that HR professionals say is often one of their main challenges to keep on top of. (Links to relevant government and official agency websites are also included, which companies also value as they know these will be trusted and official sites).

Areas where businesses often need guidance include global maternity and paternity leave rights as these vary considerably. For example, in Saudi Arabia maternity leave is 10 weeks, whilst in Bulgaria it is over a year, at 410 calendar days.

Countries can have unusual laws too. For instance, in Russia, Hungary and Bulgaria employees are entitled to time off to donate blood; in Spain employees are entitled to 15 calendar days’ paid leave for their marriage and one day for moving house, and in Chile companies are obliged to distribute a share of their profits to employees.

Jeya Thiruchelvam, XpertHR’s managing editor, employment law says, “Working with teams around the world has become the norm for the 21st century, and many HR professionals now manage day-to-day people issues in their organisation’s overseas operations. XpertHR International helps firms to anticipate the challenges of working in new territories and access tools needed to create a strategy for international assignments and global expansion.

“Our guides offer comprehensive information on the most important employment laws, including government measures in relation to coronavirus, to ensure companies are compliant. They also help businesses ask the right questions when it comes to talking to local lawyers. For any business looking to operate overseas they are essential reading.”

XpertHR have also developed a ‘HR checklist for expanding into another country’ covering key elements organisations should consider. This includes considerations around assigning an employee abroad, such as how will foreign payroll and benefits be handled, and what visas or work permits will be required. There are also specific considerations depending on if the expansion involves starting, and staffing, a company from scratch or it is an expansion through acquisition.

For more information and to access to XpertHR International guides and tools click here.

For more information on XpertHR visit: www.xperthr.co.uk