The 7 Types of Global Immigration Assignments
When considering how to move your talent around the world, it is important to know that there are many different ways to go about it. From an immigration perspective, there are many different immigration categories and visa types but first off it is helpful to know the larger “bucket” that your assignment falls under.
First off, global assignments come in different sizes which means you can utilize different immigration categories depending on the purpose and duration of the international travel, your company policies and the preference of the employee. We outline a few of these below for reference.
However, the available immigration categories, requirements and timing depend on the country that is going to host your employee NOT on your preference or business needs. That means what might be an attractive option in India may not be available in France. What is a straightforward work permit application in Sweden may require 7 police clearances and a medical exam in South Africa!
Here are some different categories of immigration assignments a.k.a travel for work purposes that should form part of a global mobility strategy.
Details of a Long Term Immigration Assignment
This assignment type is usually for work and residence in a destination country for between 1 and 5 years. It’s often a useful immigration category when companies are expanding business into a new country and require expertise and company knowledge from more established offices; setting up new offices and getting a team up and running; wanting to transfer skills into a country; developing local talent and working on mid to long term projects.
Because of the duration of the assignment this kind of move usually involves dependent family members transferring with the employee; tax implications; housing and school needs; language training etc.
From an immigration point of view this assignment will always need work authorization approval from the destination country, possibly an entry visa application and some kind of residence registration or permit in the country that will be hosting them. Dependent family members may require student or scholar visas or dependent visas (which usually do not automatically allow work for an accompanying spouse). Also note that some countries may not permit same sex accompanying spouses so check this criteria with your immigration provider when applicable.
Characteristics of a Permanent Immigration Assignment
Assignments intended for longer than 5 years are often seen as “permanent” moves. This may arise out of a temporary long-term assignment e.g. an employee is sent to X country for 3 years; that is then renewed for another 3 years and now the employee has learned the language, made friends, bought a house and plans to make that country their home.
It could also happen that a company wishes to transfer an employee to a vacancy in a different country permanently.
Not all countries permit or encourage long term residential rights for foreign nationals.
To begin with this assignment will always need work authorization approval from the destination country, possibly an entry visa application and some kind of residence registration or permit in the country that will be hosting them.
There is usually a requirement to remain in the country for a certain amount of time before longer term or permanent residence permits become an option.
Not all immigration categories allow for long term settlement and if this is something the employee or employer would like to have possibilities around in the future, they should highlight such to their immigration provider BEFORE the initial application.
What is Remote Work Visa?
Remote work visa a.k.a digital nomad visa options exploded over 2020/2021 and many sunny beautiful countries now offer temporary work visas as long as individuals can show gainful employment outside of the host country and regular income (there is often a minimum income threshold).
Visa duration varies from 6 months to 2 years depending on country and accompanying dependents are often permitted.
This visa type is often driven by individual employee requests and seen as a benefit and talent attraction/retention tool.
Companies are being called upon to examine their internal policies around remote working and decide how/if they will support this. Note that tax and healthcare requirements may still apply.
More details around which countries offer this visa category can be found in our digital nomad visa article.
Commuter Immigration Assignment Description
Commuter assignments are when an individual splits their time between a country of residence (where they may also work) and a different country of work e.g. live in Germany, work in the German office and also work in the Swedish office for two days a week OR work in Sweden from Monday to Friday and return “home” to Germany for the weekend. This type of assignment may arise because the company has a need for the employee to be present in multiple workplaces or because the employee prefers to be based in a country that is within commuting distance to their work country.
This category is often preferred for temporary needs/project based needs to avoid career and schooling disruption to family and is often perceived as a cost saving for companies. Over the long term it can often be exhausting and disjointed for employees and the costs of the travel and temporary housing can add up.
Contract and payroll usually stays in the country of residence and work/residence authorization may be required in the country of work.
Because this immigration category can be visa free in some jurisdictions e.g. EU nationals commuting within the EU it is easy for commuter assignees to get lost in the HR system.
Robust tracking is required to monitor days spent working; tax obligations; immigration reporting requirements and potentially also costs involved in the constant travel.
Description of a Short Term Immigration Assignment
Short-term international assignments are usually seen as those between 3 and 12 months. This type of employee transfer is often used to transfer skills, knowledge and resources quickly; take part in a specific project or company goal, cover a temporary vacancy or for the employee to gain experience in different markets (a more developmental assignment often attractive to rising talent).
A sub-category here might be internship or graduate scheme assignments (which some countries have specific categories for (e.g. J1 in the US; Tier 5 GAE in the UK). This category usually excludes dependents.
Short term assignments usually require a temporary work authorization approval from the destination country, possibly an entry visa application and some kind of residence registration or permit.
Note that temporary work authorization applications often have a limited number of renewals associated with them so if there is a chance that an assignee may need to stay longer in the host country this can have ramifications. Connect with your immigration provider about possible limitations prior to the first application so that you have the maximum flexibility here.
Technical Activities/Urgent Work
Companies may have a need to send their employees internationally to work for very limited durations e.g. installation of equipment on a client site or an audit or specialized engineering support in a factory.
Some countries have special dispensation for this type of short-term work activity – often between 7 and 30 days.
A work application is often required as well as entry visa requirements, but there is often no obligation for local registration or residence.
Some countries allow very limited urgent short-term work without onerous immigration applications and indeed at times even on entry to the country with some supporting documentation only required to be shown at port of entry.
The difference between Business Travel and a Short Term Immigration Assignment
Business travel timing varies from a few days to a few weeks – so is “short term” in nature.
The main differentiator of this type of global assignment is the type of activity permitted under this status – which is usually limited to client or team meetings; negotiating and/or reviewing contracts and conference or trade fair attendance.
Note that every country has its own definition of permitted activities under “business” and this should be reviewed with an immigration professional prior to travel.
Depending on employee nationality and country of jurisdiction a consular business visa application may be required prior to entry. At times online electronic visa approval must be sought before travel and in other countries business visa status can be granted on arrival.
Employees may also travel for business, visiting multiple countries in one trip. Note that business visa applications are usually required to be initiated from the country of residence so it may be required to file multiple visa applications prior to a trip that includes multiple country stops.
Much like the note around commuter assignments, this is an immigration category that requires a watchful eye and tracking software to ensure compliance around the number of days spent in a country.
In Conclusion
There are different categories of immigration assignments suitable for various needs.
- Long term immigration assignments are ideal for employees relocating for 1 to 5 years for business expansion or project development.
- Permanent immigration assignments are suited for those who intend to reside in a new country for more than 5 years.
- Remote work visas cater to individuals who can work remotely and earn an income outside the host country.
- Commuter assignments are beneficial for short-term projects where employees split their work time between two countries.
- Short term assignments are designed for knowledge transfer, project completion, or temporary vacancy coverage.
- Technical activities/urgent work assignments address short-term needs like equipment installation or audits.
- Business travel is limited to meetings, contract negotiations, or conferences.
Choosing the global assignment category most suitable can be challenging. GMP specializes in supporting companies to compare different immigration routes for their mobility needs, creating strategies for a variety of business objectives and walks HR, managers and employees through the practical processes of obtaining the work authorization, visas and residence permits (as necessary).
