Global Services


Departure Services

From the initial policy consulting call through the move itself, there are a lot of moving pieces associated with employee relocation. Whether planning a domestic or international relocation, SIRVA is expertly positioned to offer the best departure services available during a relocation in every region around the world.

Destination Services

Setting your employees up for success upon arrival at their new locations will be key to successfully meeting your company’s goals. SIRVA’s global network and expansive resources allow us to you achieve your goals. Our destination services and international movers help employees and their families settle in and prosper in their new homes.

Visa and Immigration

SIRVA’s team of experienced international relocation specialists are expertly equipped to manage inbound and outbound global immigration services. With SIRVA’s Immigration team, the focus is on providing a smooth customer experience that enhances the relocation process, not just achieving a successful application.

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Employee Counselling

For your employees, a single relocation professional assists with end-to-end coordination of services: a relocation consultant for domestic/intra-country moves or global assignment consultant for international relocation. These consultants are your employees’ resource for all communication and services relating to their move, and coordinate the delivery of all authorised services. Regardless of the service being delivered (temporary housing, moving services, etc.), the employee can rely on the consultant as their go-to resource to address any concerns. 

VIP Services

If you are searching for an enhanced service for your employees, SIRVA offers VIP services such as personal relocation assistants, in-home cleaning services, personalised family assistance, and many other tailored and luxury enhancements. 

Related Services

Interested in learning more about our global services?

We would be happy to answer any questions you may have.

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Managing Your Remote Workforce

  • by Daina Mueller
  • 17 November 2021 09:31:00


Developing a Successful Remote Workforce Structure

The conversation about remote work, and the future of the workforce overall, will continue to evolve as most areas of business have over the past 18 months or so. Clearly identifying your business goals and needs, and then tailoring your remote workforce policy, is the best way to ensure that post-pandemic plans will satisfy your objectives and needs. SIRVA’s white paper, Managing Your Remote Workforce, discussed the benefits of adopting a remote workforce, the potential challenges, and considerations for establishing and managing a successful remote work programme. 

Let’s take a quick look at the benefits of remote work for your employees and organisation, as well as the potential pitfalls.

Benefits of a Remote Workforce

The COVID-19 pandemic forced organisations to pivot quickly to remote or hybrid workforce models. In most cases, the fear of losses in productivity were lessened as a variety of benefits emerged for companies and employees. 

Benefits for Your Employees

  • Increased Productivity 
    Most employees indicated that they were more productive in a remote work environment.
  • Work/Life Balance and Flexibility

    Theflexibility that came with remote work led to happier, more productive employees.

  • Cost Savings

    Employees enjoyed reduced commuting, clothing, food, vehicle maintenance costs, etc. 

Benefits for Your Business

  • Expansion of Talent Pool

    Remote work offers a competitive advantage and promotes a wider and more diverse global talent pool of employees.

  • SIRVA Remote Workforce InfographicEmployee Retention Rates, Loyalty and Productivity

    Happier, engaged and more productive employees are more likely to be loyal to your company.

  • Reduction of Overhead Costs

    You may be able to reduce office space, equipment and amenity costs.

  • Realisation of Efficiencies

    Virtual meetings and presentations can be a tool to effectively streamline and increase the quality of communications both internally and externally.

Other Benefits

  • Diversity and Inclusion Initiatives

    An expanded talent pool emerges when employees from a wider range of demographic groups are considered when eligibility is not limited to proximity to a physical office location.

  • Environmental and Sustainability

    Working remotely has the added positive impact on the environment, with a reduction in your organisation’s carbon footprint both locally and globally.

Challenges of a Remote Workforce

Though a remote workforce can offer a wealth of benefits, there are also potential challenges that you need to be aware of that increase as the scope of remote working expands.

  • Job Function
    Assessing the suitability of the job role and employee to perform the role remotely, equitability in remote work approval, and time zone differences.
  • Technology and Data Security
    Ensuring equipment supplies, software and support, network access and reliability, and data security/protection.
  • Tax and Immigration Compliance
    Tracking employees effectively to address tax liabilities, immigration compliance and employment laws
  • Internal Structure and Management
    Having the correct reporting lines, support functions, and cost responsibilities in place, as well as the skills of leaders to efficiently manage their teams.
  • Cultural Impact and Employee Engagement
    Encouraging employee engagement and maintaining a strong corporate culture in a remote environment.
  • Expanded Duty of Care
    Supporting increased duty of care of employees in a remote work environment (e.g. safety and security, immigration and tax compliance, housing, healthcare).

In the final analysis, there’s no one-size-fits-all approach. The elements that support a successful remote workforce will vary depending on your business type, number of employees or business units, size and footprint of your organisation, company culture and your organisation’s risk tolerance, amongst other things. 


Read our white paper for more information on:

  • Establishing an effective remote workforce plan
  • Expanding your organisation’s talent pool and supporting DE&I initiatives
  • Determining who should qualify for remote work status
  • Understanding the importance of employee tracking and compliance considerations (immigration, tax and data security)



For more information on how SIRVA can help support your remote workforce management needs please contact us at


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