CapRelo Blog

What Are the Risk Areas of Business Travel?

Posted by Amy Mergler on Wed, Dec 13, 2017

business traveler.pngThe time and financial constraints associated with rotational or long-term assignments are pressuring many companies to solve their need for global talent mobility with short-term business travel. However, according to research by BAL Corporate Immigration, more than 80 percent of companies do not have formal policies in place to manage, support and monitor their traveling employees. If your company plans to use business travel as a global mobility option, it would make sense to have the global mobility team or a global mobility management company manage this function for compliance and efficiency. A lack of management and oversight places individual employees and companies at risk in the following areas:


Every country has its own visa requirements and restrictions. These specify how long business travelers may stay and what types of activities they may engage in when traveling on specific visa types. For example, a company may issue a business visitor visa that permits stays of up to 30 days for conferences, meetings and training. In general, a breach of these restrictions consists of extending a visit without renewing a visa or engaging in business activities that could be construed as gainful employment or providing services that directly benefit a client company. Unfortunately, managers and employees aren’t always informed about visa restrictions. This can result in ad hoc extensions of short-term visits or business travelers unwittingly participating in business activities that are prohibited.

It’s important to understand the precise conditions for each visa and each country. Especially since an increasing number of countries are tightening border controls, keeping accurate records is key to avoiding penalties for both individuals and employers.

Tax Compliance

Business travel can have significant consequences for tax compliance. The duration of an employee’s visit, the types of professional activities in which he or she engages during that visit and factors pertaining to remuneration need to be assessed to determine whether there’s a reporting requirement in the host country. If so, does this reporting requirement pertain to the employee, the employer or both?

Additionally, employers must be aware of the tax implications of and what creates a Permanent Establishment (PE) in a host country. Tests for determining whether a PE exists will vary by country, but generally the type of work performed and the length of time operating in the host country will be taken into account. It’s important to research and understand the host country’s Permanent Establishment laws to ensure compliance and minimize tax liability risk.

The international tax regulation and compliance landscape is complex. Moreover, considering current political changes in the U.S. and Europe, tax regulation and compliance are likely to keep developing for the foreseeable future. Employers need to ensure they’re always up to date on taxation thresholds and international treaties so they can take action to comply with reporting requirements for their employees and the corporation.


Many managers assume that sending employees overseas has no impact on those workers’ salaries. However, this can be a potential pitfall for both the company and its workforce. Depending on a business traveler’s visa and the length of the stay in the host country, payroll could very well be affected. Employers might have to assume the payroll obligations of the host country, for example by meeting local taxation and social security obligations.

Navigating payroll for business travelers can become an incredibly complicated matter for HR departments to manage.


Most companies establish some form of tracking for business travelers. This is intended to provide legal, HR, payroll and accounting departments with the information necessary to meet immigration, tax reporting and payroll requirements. Tracking data about flights, hotel bookings, rental cars and business expenses charged to a corporate credit card is generally considered to be a normal business practice that doesn’t affect a business traveler’s privacy. However, other tracking methods, such as GPS tracking data and/or collecting data from employee-owned devices can be construed as an infringement on an employee’s right to privacy. This is particularly important in areas like Europe, where individuals enjoy more privacy protection than in the U.S. However, even some U.S. companies find their need to track data conflicting with their corporate privacy policies.


Safety for the business traveler has also become a major concern, as we see rising numbers of terror threats, natural disasters, diseases and other potential dangers. It’s essential for employers to ensure their traveling employees’ safety and well-being. The employer must know where every traveling employee is at all times, and be able to reach them. This can be done by itinerary or by using GPS tracking technology.


Base Erosion and Profit Sharing (BEPS) is a tax planning strategy used by multinational companies where they report or shift profits or income to low-tax or no-tax locations to avoid paying taxes elsewhere. Currently, there is a focus on tax rules and regulations to ensure that profits are taxed where economic activities generating the profits are performed. This has translated into a need for employers to not only track business travelers from a safety perspective, but also from a “purpose perspective.” For example, if an employee traveled to a different country for training, when no profit was generated, there would be no tax liability; however a sales employee traveling to finalize the signing of a new contract may result in the company being required to pay tax on the contract in the country of signing.

Download Our Guide to Managing Business Travelers

Topics: business travlers, business traveler management

Upcoming Relocation Shows and Events - December

Posted by Amy Mergler on Fri, Dec 01, 2017


We will be attending and/or sponsoring the following upcoming events. If you’re attending, look for us and say hi, because it's a great opportunity for us to stay abreast of the latest relocation trends, as well as develop and strengthen trusted partnerships. 


Bay Area Mobility Management 2017 Annual Holiday Celebration

Date: December 1

Location: Fairmont Hotel, San Jose, CA

Attendee: Patrick Cacho

The BAMM annual holiday celebration will include networking and a silent auction to benefit local charities.


Wisconsin Employee Relocation Council Annual Holiday Lunch Meeting 

Date: December 5

Location: Maggiano's, Wauwatosa, WI

Attendee: Christopher Bloedel

The WiERC holiday lunch will include a tax update and peer discussion on recent trends. This season, the WiERC is teaming with two local families to Adopt a Family. 

Learn more and register for the meeting here.


DC SHRM 2017 Holiday Happy Hour 

Date: December 5

Location: La Tasca, Washington, DC

Attendee: Jean Marotta

The DC chapter of SHRM will ring in the holiday season with a Holiday Happy Hour, including hors d'oeuvres and raffle door prize.

For more information and to register, click here.


WHRMA International Annual Holiday Meeting & Luncheon 

Date: December 5

Location: Gaucho Grill, White Plains, NY

Attendee: Pete Larkin

The WHRMA annual holiday meeting and luncheon will discuss "Mobility: Through the Looking Glass" with keynote speaker, Andrew Walker, Global Mobility Leader, Ernst & Young LLP.


Portland Relocation Council Winter meeting

Date: December 6

Location: World Forestry Center's Miller Hall, Portland, OR

Attendee: Patrick Cacho

The PRC encourages attendees to wear your favorite holiday sweater - prizes will be awarded! In addition to an industry update, panel discussion and "Relocation Dating Game," the PRC winter meeting will include opportunities to support PRC's non-profit partner, JOIN in Portland. 

Find more information and register for the event here.


Greater Cincinnati Relocation Council Quarterly Meeting

Date: December 7

Location: Embassy Suites by Hilton, Cincinnati-Rivercenter, Covington, KY

Attendee: Christopher Bloedel

CapRelo's Christopher Bloedel will be speaking on the panel discussion, "Service Delivery Model - Insource, Outsource or Both?" at the GCRC quarterly meeting. The GCRC will also be collecting donations to benefit Matthew 25: Ministries.

Click here for more information and to register.



Dates: December 11 (Social Event) and December 12 (Meeting)

Social Event: Jefferson Hotel Rotunda, Richmond, VA
Meeting: Hilton Richmond Downtown, Richmond, VA

Attendee: Jean Marotta

The GRRC fall meeting will feature industry updates, a corporate panel, benchmarking session and keynote address by Gian Paul Gonzalez. Separate registration is required for each event.

Learn more about the events and register here.



Dates: December 12 (Mingle) and December 13 (Meeting)

Mingle: Ritz Carlton, Pentagon City, Arlington, VA (Lounge Bar Area)
Meeting: Office of the Comptroller of the Currency, Washington, DC

Attendee: Jean Marotta

The GWERC meeting will include guest speakers, industry and association panel updates and elections for new GWERC Board Directors. Additionally, attendees can bring a new, unwrapped toy to donate to Toys4Tots

Click here for more information about the events and to register.


Dulles SHRM Holiday Party & Dinner Meeting

Date: December 12

Location: Hidden Creek Country Club, Reston, VA

Attendee: Jean Marotta

Register for the event here.


Forum for Expatriate Management Connecticut Chapter MEETING

Date: December 13

Location: KPMG, Stamford, CT

Attendee: Pete Larkin

FEM Connecticut's chapter meeting will focus on the impact of U.S. tax reform on individuals and global mobility programs and will be followed by its annual holiday reception.

For more information and to register, click here.


If you can’t attend, please be sure to follow CapRelo on Facebook and Twitter for updates.

Topics: CapRelo Employees

Maternity and Paternity Leave Laws Around the World [2017]

Posted by CapRelo on Wed, Nov 29, 2017

Having a baby and welcoming that new life to the world is a joy for parents. But being able to step away from work to care for the baby can vary significantly depending on your job and where you live. Being that CapRelo is a global mobility company that helps companies and individuals relocate throughout the world, we wanted to take a look at the family leave laws on a global scale.

We felt this was particularly an important subject to cover as this impacts many families involved in the relocation process. Not only do these families have to adjust to their new surroundings, but they also have to adapt to new laws regarding maternity, paternity, and paternal leave, if applicable. For this study, we focused on the family leave laws in the 25 countries with the highest GDP as well as the members of the European Union in order to get a variety of countries throughout the globe. Information was taken from government websites, an ILO report, and

Countries with the best family leave

Consider yourself lucky if you’re in the following countries that provide generous maternity policies: Australia, Poland, Bulgaria, and Sweden. For dads, paternity laws in these countries were some of the best in the world: Finland, Slovenia, Lithuania, Sweden, and Brazil.

Swedish parents are lucky in that they are entitled to 480 days of paid parental leave when a child is born until the age of 8. During 390 days out of 480, they are entitled to 80 percent of their regular wages, and the remainder at a flat rate. Fathers in the Netherlands actively participate in “Papadag” (daddy day), which is a day off of their workweek during paternity leave to spend taking care of their children. The driving force behind this is to promote a better work-life balance and equality in parenthood.

In regards to pay, we were pleased to find that the majority of countries pay 100 percent (or close to) of the wages to the mother and father during their leave.

Countries lacking in family leave

Interestingly, many countries do not have laws that give significant leave time for mothers or fathers. This can be a difficult reality for parents. The United States, for instance, has one of the worst policies in that there is no mandated leave for mothers and fathers. With that being said, maternity and paternity leave is up to the employer's discretion which can be a positive or a negative.

One pattern that was fairly consistent was the lack of leave time for fathers. Paternity leave is almost always lower than maternity leave, but it was surprising to see how little some fathers actually get. According to our research, the following countries have no mandated paternity leave in place for fathers: Japan, Germany, India, Russia, Switzerland, Croatia, Czech Republic, Austria, Ireland, Malta, Cyprus, and Slovakia. Some countries, such as Mexico, Saudi Arabia, Taiwan, Korea, and Indonesia, have below-average maternity leave laws.  


Overall, the statistics we found show that family leave laws can vary significantly throughout the world. It’s no secret that this is a passionate and important subject regardless of the country someone lives in. Mothers are almost always allowed longer leaves, but paternity leave has been growing in recent years. Even if you have little control over your next country of residence, it’s vital to understand these policies and take them into consideration. However, no matter the family leave laws, a new baby is a wonderful (if maybe stressful) thing for new parents.

Relocating Employees with Families


Topics: human resources, employee engagement, employee benefits

Develop Policies to Mitigate Risk and Manage Business Travel

Posted by Amy Mergler on Thu, Nov 09, 2017

Back view of businessman at airport with suitcase in hand.jpegIt’s in every company’s best interest to minimize the potential risk associated with business travel. This is best done by developing effective processes to manage business travel and involves the following steps:

  • €Create a dedicated business travel management function. This ensures that the available resources are invested solely in the research, development and management of business travelers.
  • €Create effective policies and processes. For each country, develop policies and processes that govern the various types of business travel and duration of visits. These should be based on up-to-date information about the various visa requirements, tax regulations, payroll issues and privacy policies.
  • €Leverage technology to track employees’ travel data and streamline processes. It’s the employer’s responsibility to ensure that all relevant business travel data is accurately monitored and reported. The wide array of reporting responsibilities makes it challenging to ensure all employee activity is correctly tracked and reported. Fortunately, there are a number of excellent enterprise tools on the market that enable organizations or relocation management companies to automatically track employee travel, as well as evaluate immigration, tax and payroll compliance. Moreover, these tools are constantly updated, which eliminates the possibility of acting on outdated information. By utilizing these automated data tracking solutions and reporting processes, employers can minimize the odds of inaccuracies, omissions or non-compliance issues. It also unburdens employees, who are then free to concentrate on the business at hand.
  • €Integrate the business travel management function into the global mobility program. Develop a range of packages for business travel, each with their own processes, expense budgets and traveler support systems. Include travel eligibility and requirement checklists to minimize complications and make the process as smooth as possible.
  • €Inform managers and employees. Once all necessary policies and processes are in place, develop training sessions to inform managers and traveling employees about the new program and the various packages. Create a business travel information center where managers and employees can look up current information about destinations.

Download Our Guide to Managing Business Travelers

Topics: business travlers, policy development

Upcoming Relocation Shows and Events - November

Posted by Amy Mergler on Thu, Nov 02, 2017


We will be attending and/or sponsoring the following upcoming events. If you’re attending, look for us and say hi, because it's a great opportunity for us to stay abreast of the latest relocation trends, as well as develop and strengthen trusted partnerships. 


Northeast Ohio Relocation Roundtable 2017 Q4 Event

Date: November 2

Location: Holiday Inn, Independence, OH

Attendees: Christopher Bloedel and Dan Keating

Click here to register.


Southern California Relocation Council Fall MEETING 

Date: November 9

Location: Green Dragon Tavern & Museum, Carlsbad, CA

Attendee: Patrick Cacho

The fall SCRC meeting will mark the first in a three-part series of meetings on international assignment issues. This first phase will focus on pre-assignment planning and will feature speakers who manage the international programs at a variety of multinational organizations. Additionally, the SCRC will be hosting a raffle to raise money to support victims of the recent California wildfires.

Learn more and register for the meeting here.


Forum for Expatriate Management Dallas/Fort Worth Chapter Meeting 

Date: November 15

Location: Cigna, Plano, TX

Attendee: Scott Williamson

The topic for the FEM Dallas/Fort Worth Chapter meeting is "The Other Side of the Story: Candid Insights from Employees Abroad" and will discuss findings from from the National Foreign Trade Council and Cigna Global Health Benefits Global Mobility Trends Survey.

For more information and to register, click here.


Corporate Relocation Council of Chicago November 2017 Annual Meeting

Date: November 16

Location: Brookfield Zoo Conference Center, Brookfield, IL

Attendee: Christopher Bloedel

The CRC annual business meeting will include educational sessions and a networking reception. 

Find more information and register for the event here.


Forum for Expatriate Management New York Chapter Meeting

Date: November 29

Location: KPMG, New York, NY

Attendee: Pete Larkin

The FEM New York Chapter will combine a meeting with a holiday party. Details about the event and speaker are not yet available.

Click here to look for the upcoming details.


If you can’t attend, please be sure to follow CapRelo on Facebook and Twitter for updates.

Topics: CapRelo Employees

October Relocation Survey

Posted by Amy Mergler on Wed, Nov 01, 2017

Thinking about changing your relocation program or just curious about what other organizations are doing? Each month, we'll feature a short survey and share our findings of the previous month's survey. 

Below are the results for last month's survey and this month's survey questions.

September Survey Results

1. Does your company have a core-flex talent mobility policy?

Yes: 42.9%
No: 57.1%
Don't Know: 0%

2. What motivated your company to use a core-flex policy? (Choose all that apply)

Cost Savings: 66.7% 
Customizable: 66.7%
Recruitment Tool: 33.3%
Exception Reduction: 0%
Unsure: 33.3%
Other (please specify): 0%

3. What challenges did your company face when developing your core-flex program? (Choose all that apply)

Determining precisely which benefits to offer: 66.7%
Balancing core and flexible benefits: 66.7%
Establishing reporting and metrics procedures: 0%
Ensuring consistency of policy application: 0%
Establishing streamlined processes to facilitate the implementation of the policy: 0%
Unsure: 66.7%
Other (please specify): 0%


This month's survey addresses employee engagement.  


Create your survey with SurveyMonkey

Topics: relocation packages, employee engagement, employee relocation

Meet Scott Williamson, VP, Global Business Development

Posted by Amy Mergler on Tue, Oct 17, 2017

Scott Williamson

We recently sat down with Scott to find out more about him and what he enjoys doing in his spare time.

Who is Scott Williamson? – Where do you come from, what is your background? 

Relocation has been in my blood – my siblings and I were born into the industry. My father began his career as a dispatcher and accountant for Bekins Moving & Storage. Over the next 20 years, my family moved four times with stops in Las Vegas, San Antonio, Atlanta and Dallas as my dad moved up the corporate relocation ladder. 

My own career in the moving industry started when my dad hired me to drive a forklift in the warehouse in Atlanta. To earn our way through college during the summertime peak season, my brother, sister and I professionally packed and moved hundreds of families, and we were considered one of the top teams in the company each summer.

After graduating from the University of West Georgia with a marketing degree, I moved to Dallas to begin my professional relocation career in consumer sales with Atlantic North American Van lines. During my 30-year career, I have been on a lifetime mission to learn new areas of specialty to broaden my knowledge, expertise and skill set. I estimate that I have personally consulted and/or been involved in 2000+ U.S. domestic and international relocations.

I have a broad range of expertise, including residential household goods transportation consulting, corporate relocation management consulting, licensed Realtor, licensed loan officer, licensed appraiser, apartment locating, temporary housing, property management, tenant representation, area tour specialist and mortgage finance advisor. I attribute my success to creative thinking, a positive outlook on life, collaboration with teams and a never-ending passion for learning.

How long have you been with CapRelo, and what is your favorite part about your position?

Currently, I am Vice President of Global Business Development with CapRelo, consulting with companies based in Texas, Oklahoma, New Mexico, Mississippi, Louisiana, Arkansas, Florida and Alabama. This month marks my one-year anniversary with CapRelo.

I enjoy the fact that every day is a new set of challenges to expand the CapRelo brand in my marketplace. The immense talent we have here is fantastic, and I enjoy collaborating with my team members who are always open to creating new ways to solve today's relocation challenges. When attending various local ERC groups throughout my territory, it’s quite satisfying when our strategic supply chain partners walk up to me and say how much they  enjoy doing business with CapRelo. That’s proof that we are treating everyone with “care and respect.”

What do you do in your spare time, what are some of your interests?

When I'm not involved in relocations, I mostly enjoy spending quality time at home in Dallas with my wife, Lori; 13-year-old daughter, Sydney; and 11-year-old daughter, Simone. My leisure passions include playing guitar, live music and golf, and I am a big fan of the Dallas Cowboys, Dallas Mavericks and Texas Rangers!


A Guide to Mobility Costs

Topics: CapRelo Employees

Controlling Global Mobility Costs

Posted by Jim Retzer on Fri, Oct 13, 2017

Aditi-Sharma-Jan-2015-relocation-destination-shutterstock.jpgCompanies that provide global relocation assistance for their employees can expect the usual concerns from their employees, including selecting a mover, providing help with selling a home, support in the new location, and so on. With a global relocation, however, there are additional concerns like visas, international taxes, housing allowances and replicating previous living standards as closely as possible.

Learn more about managing global assignments in our free eBook.

Typical Global Mobility Services

In addition to the few listed above, other typical services during a global relocation include:

  • Assistance with managing relocation expenses
  • Household goods moving
  • Destination and arrival support services
  • Spousal support and counseling
  • Cross-cultural training and language classes
  • Locating quality schools for accompanying children
  • Ongoing support while becoming oriented to day-to-day life in the new location
  • Security for employees and their families
  • Personal transportation, including car purchasing, leases or company drivers

Strategies to Control Global Mobility Expenses

All these services are important, but they also increase the complexity and cost of global relocations. Here are several strategies you can employ to help control your global mobility expenses.

  1. Establish a fair ceiling for housing and related costs for employees, making sure to account for the area’s monetary and real estate market fluctuations.
  2. Consider the length of the assignment. The longer the employee will stay in the new location, the more the compensation rates should be in line with those of the host country. However, it is important to keep in mind that compensation should not fall significantly below what was previously earned; no employee wants to lose money as a result of a transfer.
  3. Get quotes from several relocation management companies, if you decide to use one. Determine what services are available and check customer ratings to assist your decision making.
  4. Carefully estimate the cash and other out-of-pocket expenses and resources needed for a transfer. Underestimating is one of the most common mistakes made – be sure to prepare a list of actual and anticipated expenses in advance.

A comprehensive global mobility policy will keep many factors within your control, but other factors affecting cost – the value of overseas real estate or global monetary fluctuations, for example – are not. If you allow for surprises when planning your budget, you will be better prepared to get your employees off to a good start in their new locations.

Global Assignment Guide


Topics: Corporate Relocation Costs, global mobility, global relocation

October Relocation Shows and Events

Posted by Amy Mergler on Thu, Sep 28, 2017


We will be attending and/or sponsoring the following upcoming events. If you’re attending, look for us and say hi, because it's a great opportunity for us to stay abreast of the latest relocation trends, as well as develop and strengthen trusted partnerships. 


The HR Southwest Conference

Date: October 1-4

Location: Forth Worth Convention Center, Fort Worth, TX

Attendee: Scott Williamson

The HR Southwest Conference will include world-class speakers, including keynote addresses by John 0'Leary and Laura Bush, as well as educational sessions and networking opportunities.

Come see us at Booth #1244! Click here if you'd like to schedule a meeting with CapRelo during the event.

For more information about the event and to register, click here.


San Antonio Regional Relocation council Member Event

Date: October 11

Location: TBA

Attendee: Scott Williamson

Details for the SARRC event are not yet available.

Click here for more information about SARRC and look for upcoming event details.


Austin Relocation Council

Date: October 12

Location: Top Golf, Austin, TX

Attendee: Scott Williamson

The ARC event will start with a meeting, then golf and networking.

Click here to register.


Rocky MOuntain Relocation Council Fall Conference

Date: October 17

Location: Embassy Suites & Top Golf, Centennial, CO

Attendee: Patrick Cacho

The RMRC will present their Global Mobility Series: "Scaling Mobility - Aligning Talent with Program Growth and Transformation" and a social event at Top Golf.

For more information about the event and to register, click here.


Delaware Valley Relocation Council 2017 Fall Summit

Date: October 17

Location: Ballroom at the Ben, Philadelphia, PA

Attendee: Pete Larkin

The focus of the DVRC Fall Summit is "The Value of Influence." There will be a keynote address on influencing outcomes in your organization through innovation and roundtable sessions on a variety of industry topics, followed by a networking event.

Click here to learn more about the event and to register.


North Texas Relocation Professionals Luncheon & Education Meeting

Date: October 18

Location: Omni Dallas Hotel at Park West, Dallas, TX

Attendees: Scott Williamson 

The NTRP Luncheon will feature a presentation on Global Mobility Trends by Worldwide ERC® President and CEO, Peggy Smith.

Click here for more information and to register for the luncheon.


New England Relocation Association Membership Mingle & MEETING

Dates: October 25 - Mingle; October 26 - Meeting

Location for Both Events: Four Points Sheraton, Norwood, MA

Attendee: Pete Larkin

NERA's Mingle event on the 25th will take place at Splitsville at Patriot's Place, with shuttle service to and from the hotel. The mingle event is limited to 35 attendees. The meeting will include roundtable discussions and presentations on tax topics, talent management and core-flex policy.

To learn more about the event and to register, click here.


Pacific Northwest Relocation Council Fall Meeting

Date: October 27

Location: Mercer Island Community Center, Mercer Island, WA

Attendee: Patrick Cacho

Details for the PNwRC Fall Meeting are not yet available.

Click here to register for the event, and look for the upcoming details.


If you can’t attend, please be sure to follow CapRelo on Facebook and Twitter for updates.

Topics: CapRelo Employees

September Relocation Survey

Posted by Amy Mergler on Tue, Sep 26, 2017

Thinking about changing your relocation program or just curious about what other organizations are doing? Each month, we'll feature a short survey and share our findings of the previous month's survey. 

Below are the results for last month's survey and this month's survey questions.

August Survey Results

1. Does your company address employee retention after relocation in your mobility program?

Yes: 40%
No: 40%
Don't Know: 20%

2. Which relocation concerns affect employee retention in your company? (Choose all that apply)

How relocation impacts employees' families: 80% 
Tax/financial impact of relocation: 0%
Real estate concerns: 40%
Anxiety and acclimatization concerns associated with moving: 40%
Unsure: 20%
Other (please specify): 0%

3. Which of the following does your company's mobility program address to improve employee retention? (Choose all that apply)

Tracking retention rates following employee transfers: 20%
Fully interviewing, evaluating and screening employees prior to a potential transfer: 20%
Providing relocation assistance with real estate considerations: 60%
Providing tax assistance: 40%
Offering adequate spousal/partner support: 20%
Following up with employees regarding their relocation experience: 40%
Unsure: 20%
Other (please specify): 0%


This month's survey addresses Core-Flex Policies.  

Create your survey with SurveyMonkey

Topics: relocation packages, employee relocation, core-flex policies

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