International Moving for Business: How to Relocate Your Office or Employees

Relocating an employee—or even an entire office—to a new country is more than a logistical challenge. It’s a strategic decision that affects talent retention, productivity, compliance, and the company’s global footprint.

Whether you’re expanding into Asia, consolidating operations in Europe, or transferring key staff to a new market, managing international business relocations requires careful planning and experienced support. At Asian Tigers Group, we’ve been trusted by multinational corporations, SMEs, and government agencies for decades to handle seamless employee and office relocations across borders.

In this guide, we’ll outline how to successfully manage international corporate relocations, whether you’re moving one executive or an entire regional office.

1. Define the Scope of the Move

Before you engage a mover or book flights, clarify what type of move you’re managing:

Individual Employee Relocation

• Single assignee or family moving for a fixed-term or permanent placement
• Common in executive transfers, promotions, or international hiring

Group Move

• Multiple employees moving as part of a company expansion, downsizing, or consolidation
• Often requires synchronized timelines and multiple service tiers

Office Move or Setup

• Physical relocation of equipment, documents, IT infrastructure
• May involve customs clearance, vendor coordination, and secure transport

Each type of move comes with unique challenges. Asian Tigers offers specialized relocation services tailored to both personal and commercial requirements.

2. Build a Corporate Mobility Policy (or Review the One You Have)

A corporate mobility policy is the foundation of a successful relocation program. It outlines what the company will cover, the roles and responsibilities of all parties, and expected timelines.

Your policy should include:

• Eligibility for relocation support
• Covered services (e.g., household goods, flights, visa support)
• Allowances and per diem options
• Housing support (temporary or permanent)
• Family support (school search, spouse assistance)
• Tax and legal compliance support
• Relocation assistance provider (RMC or mover)

If you don’t have a formal policy, our relocation consultants can help you design one based on best practices and regional requirements.

3. Start With Pre-Move Preparation

For a smooth transition, planning should begin at least 3–6 months before the move, depending on the complexity.

For Employees:

• Pre-move consultation and needs assessment
• Visa and work permit applications
• Cultural training or destination orientation
• School and home search for families

For Office Moves:

• Inventory of office equipment and assets
• IT infrastructure audit
• Vendor and lease termination planning
• Floor plan mapping and space planning at destination

Asian Tigers works with HR teams and assignees from day one to build realistic timelines and align relocation plans with business objectives.

4. Coordinate Immigration and Compliance Early

Immigration laws vary significantly by country, and failing to comply can cause serious delays or fines.

Key steps include:

• Verifying eligibility for work and residence permits
• Collecting and notarizing required documents
• Confirming dependent visa requirements (for spouse/children)
• Coordinating with local counsel for permits and tax advice

We provide guidance on required documentation for each country—including customs rules and compliance for household or office goods.

5. Choose the Right Relocation Provider

Not all movers are equal—especially when it comes to corporate mobility. Look for a provider that offers:

• End-to-end service (packing, customs, delivery, unpacking)
• Single point of contact for streamlined communication
• Destination services (home search, orientation, language help)
• Group coordination (for large-scale or phased employee moves)
• IT equipment handling (for office relocations)

Asian Tigers is proud to be trusted by major global brands, thanks to our deep regional expertise, award-winning service, and reputation for professionalism.

6. Ensure the Right Insurance and Protection

For employee household goods or sensitive office equipment, full replacement value insurance is highly recommended.

• Covers damage or loss in transit
• Includes door-to-door risk coverage
• Can include IT, artwork, or confidential assets under custom valuation

Our corporate clients often bundle insurance coverage as part of their mobility package or HR budget, giving employees peace of mind.

7. Manage the Logistics with Precision

Once your employee or office is ready to move, timing becomes critical. Some key factors:

Shipping Schedules

• Ocean freight may take 4–8 weeks depending on the route
• Air freight is faster but costlier—used for urgent or high-value items

Storage

• Storage-in-transit (SIT) is useful if housing or office space isn’t immediately ready
• We offer secure, climate-controlled storage facilities across Asia and beyond

Move Day Coordination

• Employee pick-up, baggage handling, and customs paperwork
• Office equipment decommissioning and reinstallation at destination

We coordinate every step—packing, customs, freight, and delivery—so your business doesn’t miss a beat.

8. Offer Destination Support

Relocation isn’t just about the move—it’s about helping people settle. Offering Destination Services enhances employee satisfaction and retention.

We support assignees with:

• Temporary accommodation booking
• Permanent housing search
• School tours and enrollment assistance
• Area orientation
• Local registration and banking setup
• Language or cultural adaptation resources

These services reduce stress and help employees (and their families) feel at home faster.

9. Prepare for Repatriation or Further Mobility

Many relocations are not permanent. Be sure to:

• Include return clauses or timelines in employment contracts
• Offer reverse move support and logistics
• Prepare a new relocation plan if the assignment is extended or shifted to a new country

We also support “rotational” international assignments and inter-Asia corporate transfers—a growing trend in many regional HQs.

10. Monitor, Improve, and Support After the Move

Good mobility programs don’t stop when the shipment arrives. We encourage companies to:

• Collect feedback from employees or office managers
• Evaluate cost efficiency and employee satisfaction
• Monitor compliance with immigration and taxation rules
• Adjust the mobility policy for future transfers

Asian Tigers offers relocation reporting and policy review support for clients with high-volume moves or ongoing mobility programs.

Why Companies Choose Asian Tigers

• Presence in 14 Asian markets and partnerships worldwide
• Award-winning service and recognized by FIDI, Cartus, OMNI
• Secure handling of sensitive materials
• Family relocation specialists for employee well-being
• Office relocation services, including IT, furniture, and records management
• Integrated storage and packing solutions
• Full-service mobility support, from immigration to destination settling-in

Whether you’re relocating a single executive or 200 employees, we make the process smooth, compliant, and stress-free.

Final Thoughts: Business Moves Require Business Strategy

Relocating employees or offices internationally isn’t just a logistical exercise—it’s a strategic business function that affects performance, reputation, and ROI. By planning carefully and partnering with the right relocation expert, your company can expand globally without missing a step.

Let Asian Tigers help you move your people and operations with the same care and excellence that we’re known for worldwide. Contact us and we’ll help you make your move more manageable.