Following implementation of the UK’s Electronic Travel Authorisation (ETA) system in November 2023, this update provides a summary of the current requirements.

Purpose of the ETA

An ETA is advance permission to travel to, or transit through the UK, for those who do not currently need to obtain a visa, or do not have a UK immigration status. An ETA approval will facilitate multiple entries.

Who needs an ETA?

Individuals visiting the UK who do not need a visa for stays of less than six months and do not meet one of the below exemptions:

• UK or Irish nationals
• Individuals who hold a UK entry visa or residence permit
• Individuals who hold an Irish permit and do not need a visa to enter the UK
• Non-UK nationals who need an issued visa to enter the UK

For example, a US national, who lives in the US, and is coming to attend a business meeting in London will need an ETA when this is implemented for US nationals.

It should be noted that an ETA, where required, is necessary for airside transit as well as visiting the UK.

Validity

Once approved, the ETA will be valid from the date of approval for either two years or until the expiry of the passport, whichever is shorter.

Process

Applications for the ETA can be submitted online on cibtvisas.com. Approvals will be sent to the applicant via email. Applications should take no more than 3 working days from the date of submission, but if the UK authorities have any questions, processing can take longer. We recommend applications be submitted at least 30 days before.

Documents required

The applicant’s passport must be valid for a minimum of three months after the intended departure date from the UK and should not be more than 10 years old.

Implementation timeline

Nationals from Bahrain, Jordan, Kuwait, Oman, Qatar Saudi Arabia and the UAE are required to obtain ETA approval before travel. Additional countries will be implemented throughout 2024, with the aim of every non-visa national requiring an ETA by the end of 2024.

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case- or company-specific assessments.

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On March 31, 2024, Japan launched a new residence status called “Digital Nomad Visa”. This visa allows eligible foreign nationals to remain in Japan for up to six months in a 12-month period and work remotely for their overseas employer. Digital Nomad Visa holders are permitted to carry out the provision of paid services or selling of goods to overseas clients and are geared towards professions such as software developers, digital designers, virtual assistants, or sole proprietors of foreign companies.

How do applicants qualify for this visa?

• Applicants must be a national of a visa-exempt country and a country with a bilateral tax treaty with Japan. 
• Applicants must be employed by and remunerated by their employers overseas. 
• Applicants must have a minimum annual income of at least JPY 10 million (approx. USD 68,300) or more at the time of application 
• Applicants must hold an insurance policy that covers death, injury, and illness during their stay in Japan. Coverage of 10 million yen or more for the costs of treatment for injuries and illnesses must be in place.

A Digital Nomad Visa-holder can bring a legally married spouse and children with legal parentage to Japan, provided they also meet eligibility criteria. The Digital Nomad Visa will come under the “designated activities” visa category. Refer to the table below for the list of eligible nationalities.

As always, don’t hesitate to reach out to your Newland Chase dedicated contact or submit an inquiry here should you have any specific questions regarding this announcement.

Nationalities Eligible for Japan’s Digital Nomad Visa

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case- or company-specific assessments. 

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Effective April 24, 2024, the Peruvian visa exemption for Mexican ordinary passport holders for tourist and business visits to Peru will be suspended. Mexican ordinary passport holders who wish to visit Peru for tourism or business purposes must apply for an appropriate visa at the nearest Peruvian diplomatic mission in their country of citizenship or ordinary residence before travel.

However, the following Mexican passport holders remain exempt from tourist and business visa requirements for up to 180 calendar days, either as a continuous visit or several consecutive visits during a one-year period, and are not required to apply for a visa before travel:

The holder of a visa for the United States of America, Canada, United Kingdom, Australia, Japan, or any member state of the Schengen area (see Note 1), with a minimum validity of six months.

The holder of permanent residence status as a foreigner for the United States of America, Canada, United Kingdom, Australia, Japan, any member state of the Schengen area, or any member state of the Pacific Alliance (see Note 2).

Newland Chase insights

The visa exemption suspension by the Peruvian government is in response to the Mexican government’s decision on April 6, 2024, to temporarily suspend the visa exemption enjoyed by Peruvian passport holders for travel to Mexico for tourism or business purposes with effect from April 20, 2024. The decision was taken due to an exponential increase in the number of irregular Peruvian migrants travelling through Mexico to reach the United States and Canada, which has created a humanitarian emergency. It is hoped that this measure will stop migrants from putting their lives, health and human rights at risk.

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case or company-specific assessments.

Notes:

1. The member states of the Schengen area include Austria, Belgium, Bulgaria, Croatia, Czechia, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Iceland, Italy, Latvia, Liechtenstein, Lithuania, Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Romania, Slovakia, Slovenia, Spain, Sweden, and Switzerland.

2. The member states of the Pacific Alliance, include Chile, Colombia, Mexico and Peru.

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As the world’s largest economic region, and home to many of the highest scoring countries for quality of life and general well-being, Europe attracts foreign workers and business visitors from all over the world. In addition, its rich cultural heritage and diverse natural landscapes position the region as the global leader for tourism.

Most European countries have either joined the European Union (EU)¹ and/or the European Economic Area (EEA)², or have applied for membership of the EU. Between the EU and EEA countries, and to a lesser extent, Switzerland, there exists freedom of movement of capital, goods, persons, and services. This provides for some interesting options for cross border travel and work within the region (hereafter referred to as EU+), both for nationals of these countries as well as nationals from the rest of the world—so-called third-country nationals (TCNs).

The EU+ countries, with the exception of Bulgaria, Cyprus, Ireland and Romania, have also joined together to create the Schengen Area³—a single travel area within which generally no border controls take place⁴.

However, the cooperation between these countries also comes with limitations, which are often unknown or misunderstood by employers and their employees, and visitors generally. In this article we address some of the most common misconceptions about short-term travel within Europe from abroad.

Misconception 1: One visa allows travel to all European countries

The countries which form the Schengen area have defined a common list of third country nationalities who are visa-exempt for a cumulative stay up to 90 days in each rolling 180 days period (90/180 days, in short) in the whole of Schengen⁵. Nationalities not included in the visa-exempt list will require a so-called Schengen C visa for such short stays, which can be issued as Single Entry for one specific trip, Double Entry for two specific trips or (after having compliantly travelled on one or both of these several times) Multiple Entry within a longer period. Such Schengen C visas upon entry generally allow travel throughout the whole of the Schengen area (with border crossings within Schengen not being considered separate entries). The maximum allowed stay on a Schengen C visa can also be up to 90/180 days but is subject to the validity duration approved by the consulate.

Therefore, while one visa can indeed facilitate travel to many European countries, Bulgaria, Cyprus, Ireland and Romania, although part of EU and EEA, are not part of Schengen and therefore have their own visitor visas. Bulgaria, Cyprus and Romania do allow travel for Schengen visa holders to some extent, but the Schengen visa cannot be obtained through their consulates, and their national visas do not allow travel to Schengen. All other European countries outside of these four also have their individual visas which cannot be used for international travel within Schengen or the rest of Europe.

Misconception 2: A visa-exempt stay in Schengen can be extended by obtaining a Schengen visa or a second passport

Many travellers who are exempt from requiring a Schengen visa incorrectly believe that if they want to stay longer than the 90/180 days, they will simply be able to apply for a Schengen visa when nearing the maximum allowed period of stay. In fact, it is generally not possible for exempt nationals to obtain a Schengen C visa at all.

There are some circumstances in which a Schengen visa waiver national would require a special Schengen C visa (most commonly if the individual wants to work for a short period in certain countries), but in such scenarios the time spent on that special Schengen C visa will still count towards the 90/180 days stay limit. (Stays on a special C visa will be counted together with the visa free stay).

Obtaining a second passport does not extend the allowed stay beyond 90/180 days. This restriction applies per person, not per passport.

The only way to obtain authorisation for a stay of longer than 90/180 days in Schengen is to obtain long term residence authorisation in a specific country (either through a residence permit or the equivalent Schengen long stay D visa for that country), in which case stay in that country only will no longer count towards the 90/180 days restriction. However, such residence authorisation can generally only be obtained if the planned stay in that country is more than 90/180 days, and in most cases requires a company sponsoring the permit for work related reasons, as well as having a residential address in the country.

Therefore, it is crucial for frequent travellers to Schengen to plan their trips as far in advance as possible, and to keep close track of all dates of stay in Schengen (including dates of arrival and departure, no matter how short the stay). This should include not only dates travelled for work—personal stays in Schengen will also need to be counted.

If travel is planned by someone else (e.g. a project manager), then those personal dates of stay in Schengen will need to be shared with them. The European Commission has created a Schengen calculator which allows you to verify that planned travel is within the allowable limit: https://ec.europa.eu/assets/home/visa-calculator/calculator.htm?lang=en⁶

Misconception 3: Visa exempt stay allows work

Many people refer generally to immigration documentation as “visa requirements”. This may be because there are a few well known countries in the world where work and residence authorisation are both issued in the form of a visa, most notably the USA. However, in most countries a visa only allows its holder, subject to the border control officer’s discretion, to enter a country for a pre-determined period. In most countries, work authorisations and long term residence authorisations are issued through separate documents, most commonly work and residence permits (potentially combined in a single permit). For this reason, it is better to refer to “immigration requirements”.

Due to the incorrect use of the term “visa requirements”, people could incorrectly assume that if they are visa exempt for a short stay in Schengen (or another country or region), that this means that they are authorised to carry out working activities on this visa free status as well.

However, generally this is not allowed, and activities should be strictly limited to activities such as tourism, visiting family and friends, and any activities recognised as business in the specific host country.

The same restrictions apply for people travelling on a Schengen C visa as for visa waiver nationals (unless, in either case, additional work authorisation has been obtained). Furthermore, if the activities are considered work, then other requirements, such as a Posted Worker Notification and related obligations, may also apply.

A special note for British nationals: although the EU and the UK negotiated a Trade and Cooperation Agreement⁷ (TCA), this agreement does not in general allow work to be carried out by British nationals in the EU (or vice versa). The TCA does contain a list with some activities that should be allowed on business status which otherwise tend to be considered work, however, some of these activities are open to different interpretations. In addition, some non-conforming measures have been included by some of the EU member states, which means that it has been agreed for them still not to allow some of those activities without a work permit, or for them to add additional restrictions to the activities for them to be allowable on business status. Posted Worker obligations may also still apply, even if the activity is work permit exempt.

Misconception 4: All countries in Europe allow the same activities on business status

Although there is a lot of cooperation between European states, this in general does not include a common list of allowed activities on business status. Many countries do not even themselves have a clear definition of what business activities are, so there are a lot of grey areas.

Therefore, whenever travelling abroad for work related reasons, even if it is only for one or a few days, it is always important to verify if the planned activities are allowed on business status or would potentially require work authorisation. Companies that have many frequent travellers could benefit from a robust assessment tool, to obtain visibility and ensure their employees are travelling compliantly.

However, apart from the aforementioned TCA business-allowed activities for British nationals, there is one other exception: the EU Blue Card Directive (2021/1883)⁸ contains a list of activities which EU Blue Card holders should be allowed to carry out when travelling on their Blue Card for business to other EU states: attending internal or external business meetings, attending conferences or seminars, negotiating business deals, undertaking sales or marketing activities, exploring business opportunities, or attending and receiving training. That said, new Directive, although officially due to be implemented into national legislations by 18 November 2023, has not been implemented yet in most EU countries. In addition, some of the activities as included in the list above are still subject to multiple possible interpretations. Therefore, it is expected that there will remain differences in what will be allowed for EU Blue Card holders when travelling on business to other EU countries.

Misconception 5: You can choose where to apply for a Schengen visa

Although a Schengen C visa, once issued, can in most cases be used to travel throughout the Schengen area, this does not mean that you can freely choose through which country’s consulate you want to apply for the visa. Instead, the visa needs to be obtained through a consulate of the country of main destination. In case the person is planning to travel to multiple countries, then in principle, the country where the person will stay the longest is considered the main destination. If stay will be equally long, then the country of first entry into the Schengen area has jurisdiction. Note that if multiple destinations are known at the time of visa application, supporting documentation regarding all those destinations will need to be provided.

Furthermore, a person needs to apply at the consulate with jurisdiction over their country of nationality or country of residence (which in some low volume locations can actually be in another country). Within that country there may be multiple consulates and/or visa application centres representing the same Schengen country.

Often then one consulate/visa application centre will have jurisdiction based on city of residence, although some Schengen states may allow applications to be filed at any of their representations within a specific country.

Preparations are currently being made to move the Schengen application process to one unified online system. Although this online system is planned to be implemented within the next few years, the current experience of continuing delays in the implementation of two other travel related digitalisation efforts (ETIAS travel authorisation for visa exempt nationals and the Entry and Exit System-EES) may cast doubt on whether such short timeline will be met.

Misconception 6: You can apply for a tourism visa to carry out business activities

Schengen C visas can be issued for different purposes, most commonly tourism and business, each of which require different types of supporting documents. Furthermore, different countries can issue different visa types. For example, Switzerland has a separate Schengen C visa category for visiting family, while many other countries may include this in the more generic tourism visa type.

The visas are sometimes issued with a remark from the issuing Schengen country regarding the purpose for which the visa has been issued. However, if the visa is issued for Multiple Entry (not to be confused with a Double Entry visa), then the visa can also be used for a purpose other than the one indicated in the Remark (if that type of activity is allowed on a visitor status by the host country). This means that, for example, a visa with the remark of tourism can be used for a business visit. However, this does not mean that you can apply for a Tourism Schengen C visa, if the purpose of obtaining the visa is to carry out business activities.

At time of application for a Schengen C visa, it is mandatory to provide information and documentation related to all planned visits at that time, and all information needs to be accurate at that time (for example, it is not permitted to use dummy hotel reservations).

This means that if, at the time of application, you have already planned a specific business visit, you will need to submit supporting documentation related to that business visit and apply for a business visa. Not doing so may be considered fraud.

However, if you currently only have tourism activities planned, then you can apply for a tourism visa with related supporting documents. If the issued validity allows, you can then later use that visa for a later planned business visit as well.

If using a visa with a remark referring to a different purpose, it is advisable to bring some proof that you have initially travelled for the purpose for which the visa was issued. In the event that the initial trip for which the visa was obtained was cancelled, then documentation relating to the cancellation of the trip should ideally be available. Without such documentation the border control officer may draw the conclusion that you have obtained your visa on a fraudulent basis, which may result in refusal of entry and visa cancellation and can negatively impact future visa applications.

About the author: Carlijn Langeveld is a seasoned global immigration specialist with more than 16 years of experience under her belt. As Advisory Services Manager she provides strategic immigration advice to Global Mobility and Travel Managers of both Small and Medium Sized companies, as well as large Fortune 500 multinationals. Her specialties include work related travel in Schengen and the EU, and Posted Worker Compliance.

1 EU consists of Austria, Belgium, Bulgaria, Croatia, Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, Netherlands, Poland, Portugal, Romania, Slovakia, Slovenia, Spain and Sweden

2 EEA consists of EU, plus Iceland, Norway and Liechtenstein

3 Bulgaria and Romania are making significant steps towards joining the Schengen area. As part of this process, from 31st March 2024 border control between Schengen and these countries will be abolished for travellers through air and sea.

4 If special circumstances threaten its safety, a Schengen country can temporarily reintroduce border controls. This exception has e.g. been widely used during the Covid crisis, and is currently being used by some countries related to the war in Ukraine.

5 This means that on any day of stay in Schengen on visa exempt visitor status you need to look back at the past 180 days (including that day), and determine if this day of stay will bring you beyond the allowed 90 days in that 180 days period.

6 Newland Chase has a more user-friendly Schengen stay calculator available which allows for more continuous tracking and planning.

7 https://eur-lex.europa.eu/legal-content/EN/TXT/HTML/?uri=CELEX:22021A0430(01)&from=EN#d1e33059-10-1

8 https://eur-lex.europa.eu/legal-content/EN/TXT/PDF/?uri=CELEX:32021L1883&from=EN

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The Schengen Zone is set to welcome Bulgaria and Romania, marking a significant evolution in the European travel landscape. Effective from March 31, 2024, this expansion will streamline cross-border movement in Eastern Europe, offering a more seamless travel experience for millions. Travelers flying or sailing from other Schengen countries into these new member states will soon enjoy the convenience of passport-free entry.

Both countries have been full members of the European Union (EU) since 2007 but have so far not been part of the border-free Schengen Zone. As such, all travellers have been required to show passports or national identification upon entry.

However, it’s important to note that the transition is a step-by-step process. Initially, land border checkpoints will continue to operate, requiring travelers to present identification. According to the European Council, “A new decision will have to be taken in order to set a date for the lifting of controls at land borders.”

For frequent and prospective travelers, this expansion brings convenience and opportunity. As we approach a new-look Schengen Zone, it’s essential to stay informed about the evolving travel protocols and to appreciate the broader implications of this enlargement.

Immigration Insights

This development is more than just a change in border control procedures; it’s a reflection of the Schengen Zone’s commitment to fostering unity, accessibility, and mobility among its member states. The inclusion of Romania and Bulgaria not only expands the geographical scope of the zone but also enriches the cultural tapestry of the region, offering travelers a more diverse and enriching European experience.

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case- or company-specific assessments.

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Having such a diverse population has helped fuel a dynamic, active, and exciting cultural scene, ranging from world-class theaters and music venues to art galleries and famed museums, like the São Paulo Art Museum. The city is also known for its far-ranging, diverse cuisine, from traditional Brazilian dishes to global cuisines, making it a food lover’s paradise.

Furthermore, São Paulo’s robust economy and business opportunities make it an excellent destination for career-focused expats. As the economic hub of Brazil, it’s home to numerous multinational corporations, financial institutions, and startups, offering a wide range of job opportunities across various industries.

Finally, with warm summers and mild winters, São Paulo’s pleasant climate adds to its appeal, providing an excellent quality of life for those who choose to live in this vibrant Brazilian metropolis.

This expat guide to São Paulo covers everything you’ll need to know before setting up your new life in one of Brazil’s most exciting cities, from learning about the cost of living to figuring out how to navigate the health-care system.

São Paulo fast facts

• Population: 12.33 million
• Currency: Brazilian real (BRL; R$)
• Language: Portuguese
• Time zone: GMT-3
• Climate: Humid subtropical
• Emergency number: 192

Brazil work visas

In order to legally live and work in São Paulo, you’ll need the appropriate visa. For expats seeking to stay in Brazil for an extended period of time, there are a range of temporary visas and permanent visas related to different fields that allow you to live and work in the country.

For most work visas, your Brazilian employer will need to seek approval from the Brazilian Ministry of Labor. As they’re required to help you get a work visa before your arrival in the country, many companies assist expats and foreigners with navigating the visa process.

Newland Chase can help you learn more about the visa requirements to live and work in São Paulo, as well as offer assistance with the application process for a temporary or permanent visa. Contact us to learn more today.

The cost of living in São Paulo

Compared to major cities in Europe or North America, the cost of living in São Paulo may look like a great deal, but the reality is much different on the ground—as the country’s biggest city and economic hub, it’s one of Brazil’s most expensive places to live, alongside Rio de Janeiro.

The average monthly income in São Paulo is US$2,043, and for workers making a living in Brazilian reais, it can be an expensive place to live. Expats earning salaries in a foreign currency with a higher value than the Brazilian real, however, will be able to afford a far nicer lifestyle. Foreign currencies go much further here than in other metropolitan areas, like New York City, although as with most major cities, costs for things like housing tend to be pricier in the city center and more upscale districts.

This overview of the average monthly costs of essentials, including housing, utilities, and food, will help you get a better idea of what to expect financially while living in São Paulo. (Prices are listed in US dollars.)

• Rent for a one-bedroom apartment: $676
• Home asking price: $400,000
• Cost of living for family of four: $2,452
• Cost of living for one person: $760
• Internet: $20
• Utilities (gas, water, electric): $88
• Transportation: $48 for a monthly transit pass
• Basic meal out for one: $9–10

The best São Paulo neighborhoods for expats

São Paulo is a massive city, consisting of 32 boroughs divided into 96 wards. Within these wards or districts, neighborhoods are divided even further, distinguished by their character and offerings. So how do expats apartment-hunting from afar, or new to the city and still finding their footing, find the right neighborhood?

The following neighborhoods are a mix of cool, trendy districts that will appeal to young professionals and couples, and more laid-back areas with good schools that are ideal for families with school-age children.

Best for young professionals

Vila Madalena: A hotbed of international and Brazilian culture, this bohemian neighborhood in Zona Oeste (West Zone) is known for its artistic flair, outstanding street art, and vibrant nightlife. Expats are drawn here by the eclectic atmosphere, creative scene, cultural diversity, and wide range of bars and restaurants. It offers a more relaxed and casual lifestyle compared to some of the city’s upscale areas.

Itaim Bibi: Located in Zona Sul (South Zone), Itaim Bibi is a business-centric neighborhood with a growing expat community. Its proximity to the financial district, modern infrastructure, and a mix of international restaurants and bars make it a convenient choice for expats working in the corporate sector.

Pinheiros: Located in Zona Oeste, Pinheiros is known for its diverse population and thriving cultural scene. Expats appreciate its indie music venues, art galleries, and varied dining options. It’s also home to several coworking spaces, making it attractive to remote workers and entrepreneurs.

Brooklin Novo: This neighborhood in Zona Sul is known for its modern architecture, shopping malls, and proximity to the business district. Expats appreciate the convenience, upscale housing options, and access to international supermarkets.

Best for families

Moema: Located in Zona Sul, Moema offers a tranquil suburban feel with tree-lined streets and parks. It’s known for its safety, family-friendly atmosphere, and proximity to several international schools, making it an excellent choice for expat families.
Jardins (Jardim Paulista and Jardim América): Also located in the upscale Zona Sul, the Jardins neighborhoods are known for their leafy streets, high-end shopping, and dining options. Expats appreciate the safety, well-maintained parks, and proximity to cultural attractions. English is widely spoken in this area, making it easier for newcomers to adjust.

Chácara Flora: This upscale residential neighborhood in the Zona Sul attracts families with its spacious, luxurious homes, large green spaces, and peaceful environment. The neighborhood offers a sense of exclusivity and tranquility, making it popular among wealthier expatriates and families. It’s an excellent choice for expats seeking a serene and safe living environment with access to private amenities, like swimming pools, tennis courts, and parks.

Morumbi: Offering reputable international schools, top-notch medical facilities, and ample shopping and entertainment, Morumbi is a diverse neighborhood in Zona Sul. The neighborhood is home to the famous Morumbi Stadium and Morumbi Shopping Mall, offering a blend of entertainment and leisure activities. Because of all this and more, it’s a popular choice for both expat families and professionals looking for a well-rounded living experience in São Paulo.

Education in São Paulo

Expats moving to São Paulo with school-age children will need to figure out how to continue their education in a new country. Here’s everything you need to know about the school system in São Paulo.

Public schools

While São Paulo does have a public school system, most expats choose to send their children to international schools instead. This is partly because local public and private schools in Brazil conduct classes in Portuguese, which can be a challenge for expat children who aren’t proficient in the language, and partly because public schools in Brazil can vary in quality and resources.

International schools

Enrolling your child in an international school can provide continuity in their education and ease the transition to a new country. São Paulo offers a variety of international schools that cater to the local expatriate communities, with most following international curricula like the International Baccalaureate (IB) or American, British, or French educational systems.

Along with instruction in English or other romance languages, many international schools in São Paulo also offer Portuguese language programs to help students integrate into Brazilian society. These schools often have high tuition costs in addition to other fees, but the quality of education, international atmosphere, and language of instruction make them a popular choice for expats.

These schools have smaller class sizes and demand is high, so it’s advisable to start the admission process well ahead of your move. Some schools may have waiting lists, especially for specific grade levels, so early planning is crucial. Admission requirements may include entrance exams, interviews, and the submission of previous school records.

Some of the best international schools in São Paulo include the American School of São Paulo (Graded), St. Paul’s School, and the British School of São Paulo.

How to build community in São Paulo

Making new friends and creating a new social circle is always a big challenge upon relocation. Happily though, expats rave about the friendly, welcoming, and outgoing nature of most São Paulo locals, which can go a long way toward helping new residents feel comfortable while trying to form social connections.

Here are some ways expats can start becoming part of their new community in São Paulo.

Learn Portuguese or join a language exchange: Portuguese is the official language of Brazil, and learning to speak it will go a long way toward helping you connect. Joining a language-exchange program to improve your Portuguese gives you a chance to meet locals and other expats, as many Brazilians are eager to practice English or other languages. Tons of these classes and exchanges exist, but the weekly MultiLingo Meetup group and this list of people seeking language-exchange partners are great places to start.

Engage in sports culture: Soccer is a way of life in Brazil. By attending matches, joining local sports teams, or visiting bars or restaurants to watch games, you’ll get to experience the sense of community that soccer creates. Clube Atlético São Paulo is a great place to practice, find local teams looking for players, and learn about matches.

Join online expat groups: Social media is a fantastic tool to help you find and connect with the expat community in São Paulo. Some major groups to join include Americans in Sao Paulo on Facebook and InterNations.

Networking: Networking can lead to both professional and social connections in São Paulo, so be sure to attend industry-specific events, conferences, and workshops to broaden your social horizons.

Join sports or hobby groups: From gardening to sampling local Brazilian specialities, like caipirinhas, São Paulo offers a wide range of sports and hobby clubs for expats. Find a group that aligns with your interests to meet people who share your passions. Neighborhood associations: Some neighborhoods in São Paulo have active neighborhood associations that organize community events. Get involved in these local groups to connect with your neighbors and become part of the community. You can usually find more information about these during the renting or home-buying process, or at local community centers and schools.

Navigating health care in São Paulo

Figuring out a new health-care system can be one of the most stressful and difficult parts of moving to a new city or country. Luckily, São Paulo is home to some of Brazil’s top hospitals and medical facilities, ensuring that you and your family should have access to high-quality care whenever needed.

Types of health care

Brazil has both public and private health-care systems. The public system, known as the Unified Health System (Sistema Único de Saúde or SUS), provides free or low-cost health-care services to Brazilian citizens and legal residents but comes with challenges, like overcrowding and longer wait times. Many types of medication can be obtained even without a prescription at the many pharmacies (farmácias) throughout the city.

Because of the long wait times and variable quality of care at public hospitals and facilities, many expats opt for private health care, which offers faster access to medical care and a wider range of services. Expats are strongly advised to purchase private health insurance, known as plano de saúde, to cover medical expenses. Health insurance plans in São Paulo offer a range of coverage options, from basic plans to comprehensive coverage, and can be tailored to suit individual needs and budgets.

Another factor to consider is the language barrier. While some medical professionals in São Paulo may speak English or other languages, it’s advisable for expats to learn basic Portuguese or use the services of a translator or interpreter when seeking medical care. Private hospitals are more likely to have English-speaking doctors who have studied or worked abroad, so that’s another benefit of acquiring private health insurance.

Health-care providers

São Paulo is known for having some of Brazil’s best health-care facilities, with many private hospitals and clinics equipped with modern technology and highly trained medical professionals.

The city is home to several internationally accredited hospitals, such as Hospital Israelita Albert Einstein, Hospital Sírio-Libanês, and Hospital Alemão Oswaldo Cruz, which provide world-class medical services.

Banking and money in São Paulo

Opening a bank account in São Paulo and understanding the Brazilian banking system are important steps for expatriates settling in the country. Here’s what you need to know about the process.

Opening a bank account

São Paulo has a variety of banks, both national and international, including Banco do Brasil, Itaú, Bradesco, Santander, and HSBC, to meet your banking needs. To open an account, it’s best to go in person. Basic options include savings accounts (conta poupança) and checking accounts (conta corrente).

Some banks may require an appointment to keep long lines down, so check online or call ahead to confirm. You’ll need to bring the following documents to open your account:

• Passport or Registro Nacional de Estrangeiro (RNE) identity card
• Proof of address (a utility bill or rental contract)
• Tax Identification Number (Cadastro de Pessoas Físicas, or CPF)
• Proof of income or employment, such as a work contract or pay slips

Banking in Brazil

Before you open a bank account as an expat, it’s important to understand more about the Brazilian banking system and currency.

ATMs: ATMs (caixas eletrônicos) are readily available throughout São Paulo and are the primary means of accessing cash. Be cautious when using ATMs, especially in isolated or poorly lit areas, to avoid potential security issues.

Banking Hours: Brazilian banks typically operate from Monday to Friday, with varying business hours depending on the bank and branch. Most banks close early on Fridays and may have limited or no services on weekends.

Online Banking: Online and mobile banking services are widely available, making it convenient to manage your accounts, pay bills, and transfer funds electronically. This also saves you a lot of time waiting in lines.

Interest rates: Be aware of interest rates associated with loans, credit cards, and savings accounts. Brazil’s interest rates can be relatively high compared to some other countries.

Counterfeit money: Counterfeit money is an issue in São Paulo, so you should only withdraw cash from safe, secure ATMs, like those in banks. Always double-check your banknotes and report any issues to the bank and police.

Getting around in São Paulo

São Paulo is a massive city, offering a range of ways to get around and explore.

Driving in São Paulo

Due to heavy traffic, complex roads, and aggressive drivers, driving in São Paulo can be challenging. Expats should be aware that traffic congestion is a big issue, particularly during rush hours. Parking in certain areas can also be limited and expensive, which can be a deterrent to using your car. Since car theft is another issue, it’s best to avoid displaying valuables in your car.
In order to drive legally in Brazil, expats will need to obtain a Brazilian driver’s license. The process may require taking a written and practical exam, depending on your nationality and the type of visa you hold.

Mass transit

Since driving in São Paulo can be a challenge for new and long-term expats alike, most choose to rely on the city’s mass-transit options. Fares can be paid in cash or using the Bilhete Único card, a rechargeable card that can be used for buses, subways, and trains.

Connecting many key areas, including downtown, business districts, and popular neighborhoods, São Paulo’s subway or Metrô system is one of the most efficient ways to get around the city. It operates from around 4:30 am to midnight on weekdays and slightly shorter hours on weekends. There’s also a commuter train line called Companhia Paulista de Trens Metropolitanos (CPTM), which services the broader metropolitan area.

São Paulo has an extensive bus network that covers the entire city. However, it can be crowded and subject to traffic congestion, especially during rush hours.

Along with buses and trains, expats can complement their transit options with taxis and rideshares. Taxis are relatively expensive compared to other modes of transportation, but widely available in São Paulo. Ridesharing services, like Uber, 99, and Cabify, are popular and typically more cost-effective than traditional taxis.

Things to know about living in São Paulo

Moving to a new country always comes with a bit of culture shock. Here are some cultural customs and practices you should be aware of to help ease the transition.

Time flexibility: Punctuality may not be as strict in Brazil as in some other cultures. People tend to be more relaxed about time here, so be patient and flexible when it comes to scheduling appointments and meetings.

Personal space: Brazilians are known for their affectionate nature and may stand close to others during conversations. Respect personal space, but also be prepared for a more intimate style of communication.

Coffee is king: Brazil produces a third of the world’s coffee, so it should come as no surprise that coffee culture is a way of life here. Prepare to encounter cafes everywhere you go, and when visiting someone’s home, they’ll likely offer you a cafezinho (small coffee).

Soccer reigns supreme: Brazilians are passionate about soccer (futebol), and São Paulo has some of the country’s most prominent teams, such as São Paulo FC and Palmeiras.

Meals: Lunchtime is the main meal of the day, with light breakfasts and dinners.

Be ready to party: Brazil is famous for its lively festivals and celebrations, such as Carnival, which is celebrated with colorful parades, samba music, and vibrant costumes. São Paulo also hosts its own Carnival festivities, with elaborate samba schools and street parties.

Preparing for expat life in São Paulo

Even though moving to a new city, like São Paulo, comes with the challenge of adjusting to a local culture and way of life, it pays off once you become part of an exciting multicultural city, full of heart, fun, and festivities.

In addition to offering visa assistance, an experienced immigration specialist can help you navigate the complexities of settling in and adjusting to expat life. Contact Newland Chase for a quote today.

The post The Expat Relocation Guide to São Paulo appeared first on Newland Chase.

If you are an employee moving to Mexico, you probably have many questions about Mexican culture and Mexican society, as well as what your new professional life may be like once you relocate. Having a decent understanding of the various norms and practices that are part of Mexican life—especially in the corporate sector and in Mexican cities—can help you get ahead as you establish your new career path abroad.

Read on to learn about important points of Mexican culture and identity that may be useful during your time working in Mexico.

Understanding Mexican culture and society

The Mexican population is roughly 126 million people spread across the country’s 32 states. Mexican history is a mix of indigenous traditions from the Mayan and Aztec people, meeting with European heritage resulting from Spanish rule.

Rural and urban areas can be quite different in Mexico, with cities having a more cosmopolitan, laid-back sensibility, thanks to a mixture of Latin and European influences. Rural areas, on the other hand, tend to have a more traditional way of life. The majority of Mexico’s Indigenous population and history is found in Central and Southern Mexico, so if you spend time in these areas, you’re likely to hear more Indigenous Mexican words in addition to Spanish and see different ways of life.

The national culture of Mexico is rich and varied. Most expats will appreciate the incredible regional Mexican food, zealous fervor for football (soccer), passionate mariachi music, and unique traditions, such as the Day of the Dead.

Mexico is a deeply religious country, with a majority of the population identifying as Roman Catholic. Because Mexicans celebrate many religious holidays, you can expect many of your colleagues to observe certain traditions, such as Holy Week in the run up to Easter, feast days honoring local patron saints, and holidays, such as Día de los Muertos. Mexican culture also has a deep reverence for the Virgin Mary, whose iconography features prominently in daily life.

Far from being seen as separate from the workplace or public life, these religious and cultural traditions loom large over Mexican identity and life, and provide a reason for family members and communities to join together.

Language in Mexico

The official language of Mexico is Spanish, and most Mexicans today speak Spanish, so learning a basic level of Spanish for your time there is key. While you may encounter many Mexicans who speak English in touristic areas, such as Mexico City or Baja California, the reality is that the vast majority of Mexicans do not speak English outside of these areas. So even if you expect to be speaking English in your workplace or professional dealings, learning some Spanish will still be essential for daily life.

Learning the language of the Mexican people is not only going to be helpful, it’s also a sign of respect for the country you’re living in, even if only temporarily. Making some effort to integrate Spanish into both your professional and daily lives will likely be appreciated by the overwhelming majority of Mexicans.

Business culture and workplace etiquette in Mexico

Though located firmly in North America, Mexico has quite different workplace norms from its northern neighbor, the US. Business hours tend to be later in Mexico, with the work day starting closer to 10:00 am and ending closer to 7:00 pm. Trying to conduct meetings, appointments, or get deals signed on Mondays or Fridays, or first thing in the morning on any day, is not advisable. As a result, the overall pace can be a bit slower than professional life in the US.

Business meetings

Formal business meetings over a long lunch are a popular way to get deals done. However, you will typically have a shorter, less formal meeting in someone’s office before a lunch meeting is arranged. This is because Mexican professionals like to get to know one another well before signing big deals or agreeing to work together. Be prepared to be patient and build your connections over time.

Be sure to bring plenty of business cards (in both Spanish and English), as it is typical to exchange business cards at the start of a meeting. In addition, dress professionally and respectfully for meetings. Though casual wear has become more common in the US workplace—including athletic shoes and T-shirts—Mexicans still tend to dress to impress for professional engagements. Suits, slacks, and smart footwear will be the norm.

Don’t be surprised or offended if your Mexican counterpart turns up late to a meeting. Punctuality tends to be more fluid in Mexico, and it’s a good idea to confirm your meeting both the week before and the day of the meeting itself, as it wouldn’t be considered rude to cancel at the last minute.

Closing the deal

If you are eager to sign a deal, or get a decision made, you need to make sure you’re appealing to the appropriate person in the company. Mexican business has a high regard for seniority, so deals and agreements can take a long time to get sign-off and approval if decision makers are not present. Always aim to form relationships with high-ranking decision makers to get deals done, but also be prepared to move at the relationship-building pace that is the norm in Mexico.

Stay in the loop with Newland Chase

An experienced immigration specialist can help you navigate the complexities of settling in and adjusting to a new culture. Contact Newland Chase for a quote today.

The post Increasing Cultural Sensitivity for Employees Moving to Mexico appeared first on Newland Chase.

Immigration for professional opportunities can be a significant step in an employee’s career journey. The prospect of expanding one’s horizons, diving into new cultural experiences, and seizing career growth opportunities can be incredibly refreshing and enriching. Still, it’s equally important to acknowledge and address the psychological implications of such a transition.

Read on to discover how immigration can affect mental health, and how employers can further assist their employees during this challenging transition.

Why immigrate for work: the benefits

Before addressing the potential risks to immigrants’ mental health, let’s explore some of the many reasons why—against all challenges—professionals accept and seek out the opportunity to move abroad for a role.

Career growth

Moving to a new country often presents unique professional opportunities unavailable in one’s home country, leading to accelerated career growth and development.

Skill enhancement

Working in a new environment with different norms and practices can help individuals broaden their skill set, including technical skills related to their work and soft skills, such as communication, adaptability, and problem-solving.

Cultural exchange

Living in a different culture can be a fantastic learning opportunity that leads to a deeper understanding of the world, personal growth, and an enhanced worldview.

New relationships

Immigration provides the opportunity to build relationships with people from diverse backgrounds, leading to lasting friendships and a more extensive support network.

Financial stability

Professional immigrants often move to take advantage of higher salaries or more robust economies, leading to increased financial stability.

Foreign language skills

Living in a new country provides an excellent opportunity to learn a new language, an invaluable skill in today’s globalized world.

Quality of life

Depending on the home and host countries, moving can lead to improved quality of life, due to better access to amenities, healthcare, education, and other social services.

Immigrating for work: mental health challenges

While there are countless reasons to consider emigrating for a role, immigrant professionals commonly face unique mental health challenges related to isolation, identity crisis, and acculturation stress. The more risk factors an immigrant experiences, the higher the likelihood of facing mental health difficulties. It can also bring about significant mental health symptoms of stress and anxiety. Let’s explore some of the potential challenges.

Adapting to a new culture

Between adjusting to new norms, customs, and societal expectations, assimilation into a new culture can sometimes be overwhelming. That unfamiliarity can lead to a phenomenon known as culture shock, which can induce disorientation and unease, affecting an individual’s mental well-being.

Learning a new language

Linguistic barriers can make it difficult for immigrants to communicate effectively, leading to frustration, isolation, and anxiety. In a professional context, these language difficulties can also affect job performance and career progression, increasing stress levels.

Building new social networks

Humans are social creatures who thrive on interpersonal connections, and moving to a new country often means leaving behind established social networks and starting afresh. Developing new relationships in a new cultural context can be exhausting and isolating, potentially impacting mental health.

Navigating the complexities of a foreign work environment

Every country has its unique work culture and professional etiquette. For immigrants, understanding and adapting to these nuances can be challenging. These difficulties may lead to feelings of inadequacy or alienation in the workplace, contributing to stress, anxiety, and even burnout.

Cultural identity negotiation

Immigrants often have to navigate differences between their home culture and the host country’s culture, which can sometimes lead to cultural confusion and even identity crises.

Discrimination and stereotyping

Regardless of their professional status, immigrants may face prejudice, discrimination, or bias, which can have severe implications for mental health.

Work-life balance

Professionals moving to a new country may encounter different expectations around work-life balance. This change can be stressful and lead to overwork or burnout.

Weather and climate changes

Climate and weather significantly influence our mood and well-being. Moving to a country with a vastly different climate can contribute to feelings of discomfort or alienation.

Legal and administrative challenges

The paperwork and bureaucratic processes associated with immigration can be daunting and create additional stress.

These challenges underscore the importance of mental health support for immigrants, particularly those moving for work. If not properly managed, these drastic changes can increase anxiety, depression symptoms, and other mental health issues. As significant stakeholders in this process, employers and community organizations are crucial in providing support and health-care services.

Five common mental health challenges

Moving for a job can lead to mental health problems if not properly addressed throughout the process. Let’s explore some scenarios in which professionals in different fields might deal with immigration mental health issues.

1. A Silicon Valley transfer

Amit, a software engineer from Bangalore, India, has worked for a multinational tech company with a Silicon Valley, California, branch. His exceptional work has led to an inter-company transfer on an L1 visa. John is excited about this new opportunity but also feels anxiety about adapting to a new culture, language nuances, and the time difference affecting his communications with his family back in India.

2. Recruitment to a UK hospital

Maria, a nurse from the Philippines, was recruited to work in a hospital in the UK due to the nursing shortage there. She’s issued a Tier 2 visa to relocate to London. She’s worried about facing potential discrimination, dealing with a new healthcare system, and the mental health toll of being on the frontlines during the pandemic, far from her support system back home.

3. An opportunity to educate abroad

Dr. Ahmed, a prominent Egyptian archaeologist, accepts a position at a university in Germany. Granted a Blue Card EU for Germany, he has the exciting opportunity to lead a newly funded research project. However, he’s concerned about fitting in with the local community and his new colleagues, dealing with the paperwork in German, and the psychological effect of being in a new country with different academic norms.

4. A female executive in a new world

Anna, a petroleum engineer from Calgary, Canada, gets promoted to manager in her company’s office in Saudi Arabia. The company secures a work visa for her. Still, as she prepares for the move, she feels anxious about the different social norms, adapting to a drastically different climate, and being a woman in a leadership role in a predominantly male industry.

5. A consultancy role

Hiroshi, a Japanese business consultant, is sent by his company to its New York office to lead a two-year project. While he’s proficient in English and has visited the city before, the prospect of living there, dealing with work pressure in a highly competitive environment, and managing a team in a different cultural context can pose mental health challenges.

In all these cases, professionals are changing jobs and adapting to a life in a new country, and their employers’ support can significantly improve their mental health status and overall experience. Those social supports may include pre-departure and post-arrival orientation programs, language courses, mental health support, medical services, and initiatives to promote social inclusion.

Language skills and immigrants’ mental health

Language proficiency plays a crucial role in an immigrant’s adaptation to a host country. Limited language skills can lead to feelings of social isolation, hinder professional growth, and contribute to anxiety or depression; therefore language support is critical to any comprehensive employee immigration support program for lowering mental health risks.

According to research published in the International Journal of Intercultural Relations, proficiency in the host country’s language can influence mental health, with better mental health outcomes among immigrants. Language proficiency also reduces stress and improves social integration, ultimately leading to a better mindset.

Six ways for employers to support immigrant employees

While it’s essential to recognize the mental health challenges that immigrant employees may face, exploring ways employers can support their transitioning workforce is equally critical.

Research from Human Resource Management Journal indicates that employer support, including cultural-sensitivity training, community mental health resources, and language courses, can significantly reduce the risk of mental health conditions among immigrant professionals.

Here are five ways to support employees that are at risk for mental health concerns when moving countries for a new job.

1. Promote cultural inclusivity

Foster a welcoming environment that celebrates diversity and encourages inclusivity. Cultivating a sense of community is enormously beneficial when combating mental health conditions and building good mental health—it can help ground immigrant children’s ethnic identity and cultural background with their adopted home.

Significant differences exist in the level of emotional distress and psychological distress among families who integrate into their local community and those who tend to isolate. Social determinants might be the walkability of neighborhoods, safe meeting places such as parks or shopping zones, and a faith-based practice.

2. Offer mental health services

Offer access to counseling or mental-health services in-house or through partnerships with local mental health organizations. Immigration can provoke issues in other areas of life, such as family conflict, tension between family members, and substance use disorders among immigrant youth.

3. Encourage language proficiency

As noted above, language is one of the fundamental pillars of effective communication and social integration. Employers can provide language classes or learning resources to help immigrant employees build confidence and competence in the local language. This support can range from in-house language tutors to subsidizing language learning apps or courses.

Beyond this, it’s crucial to create an environment where employees can practice their new language skills without fear of judgment. Language proficiency helps employees navigate their personal life in a new country and enhances their professional performance.

4. Keep communication channels open

Regular and open communication is required to understand each immigrant employee’s unique challenges. Employers can maintain dialogue through weekly check-ins or regular meetings dedicated to discussing any issues or challenges that have arisen. They should also promote a culture in which immigrant employees feel comfortable voicing their concerns or struggles. Anonymous feedback channels might be beneficial for more sensitive issues.

5. Provide comprehensive training programs

Employers can offer cross-cultural training programs to existing staff, equipping them with the understanding and empathy needed to support their new colleagues. These programs could address cultural sensitivity, unconscious bias, and inclusive communication. By fostering a supportive work environment, companies can enhance team cohesion and mitigate the feeling of “otherness” immigrant employees might experience.

6. Promote physical fitness

Physical and mental health go hand in hand, with regular physical activity known to reduce the risk factor of various mental health issues, including depression and anxiety. Employers can encourage this vital aspect of well-being by providing a fitness stipend or sponsoring gym memberships. On-site fitness facilities or organized sporting events also offer opportunities for social interaction, helping immigrant employees build new social networks.

Be specific for positive mental health outcomes

By acknowledging the unique mental-health challenges of immigration and adopting supportive measures, employers can ensure the well-being of their immigrant employees and foster a more productive, engaged, and resilient workforce. In implementing these measures, employers must consider their immigrant employees’ specific needs and preferences, as one-size-fits-all solutions are rarely effective in such complex and personal matters.

Remember, as an employer you’re not alone in this migration process. Services like Newland Chase assist companies in managing the complexities of global mobility and immigration, helping your employees and, in turn, your business thrive in the global market.

Navigate immigrant mental health care with Newland Chase

Employers are crucial in ensuring immigrant employees’ successful integration and well-being in a globally connected world. By understanding the potential mental-health implications of immigration and providing targeted support, companies can foster an environment conducive to the mental health and overall success of immigrant women and children of immigrants in their workforce.

Navigating the complexities of immigration and providing the necessary support to employees can be challenging, however, which is where expert services like Newland Chase come into play. With its comprehensive range of corporate immigration services and a team of experienced immigration professionals, Newland Chase helps companies ensure a smooth transition for all immigrant employees.

With Newland Chase, leaders are not outsourcing immigration processes; they’re gaining an invaluable partner who understands the intricate balance between successful global mobility and employee well-being. Let Newland Chase guide you and your employees through the immigration journey, allowing you to focus on what matters most: building a productive and thriving global team.

Take the first step in creating a supportive environment for your immigrant employees and enriching your global workforce. Contact Newland Chase Corporate Immigration Services today to find out how we can support your business in managing the complexities of global mobility and immigration.

The post NC INSIGHTS – Immigration’s Impact on Workers’ Mental Health appeared first on Newland Chase.

This exciting shift has its challenges, however. With teams dispersed across different time zones and cultural landscapes, how do managers ensure productivity without succumbing to the allure of micromanagement or, even worse, invasive spyware?

At Newland Chase, our extensive experience with global mobility and workforce solutions has given us a unique insight into these challenges. We recognize that the heart of effective remote management is trust—it’s about nurturing a culture of mutual respect, transparency, and empowerment rather than resorting to surveillance as a crutch.

This article lays out seven proven strategies to help managers and HR teams master the art of remote management, building teams that are not only productive but also deeply engaged and committed. Read on for our top recommendations to effectively manage remote talent.

1. Set short- and long-term goals

Clearly defined goals serve as a roadmap for remote employees, guiding them toward what needs to be accomplished. Whether a weekly target or a long-term project, setting measurable and achievable objectives ensures that employees understand their responsibilities and can work autonomously, fostering a sense of purpose and direction.

Action steps:

• Collaborate with team members to set attainable weekly, monthly, and yearly objectives.
• Use tools like Asana or Trello to track progress transparently.
• Review and adjust goals periodically to keep them aligned with evolving business needs.

2. Measure employee productivity

It’s not about the hours clocked but the results delivered. Concentrating on tangible outputs rather than time spent encourages efficiency and creates a results-driven environment that respects individual work styles.

Action steps:

• Establish KPIs (Key Performance Indicators) for each role, prioritizing quality over quantity.
• Encourage self-reporting, where employees regularly update their progress.
• Celebrate milestones and achievements to motivate the team and set a positive tone.

3. Check in regularly

Consistent communication is the backbone of successful remote work. Regular check-ins keep everyone on the same page and help identify potential challenges early on. Whether it’s a brief daily update or a more comprehensive weekly review, these interactions should be constructive, focusing on guidance, feedback, and employee well-being. Regular touchpoints foster camaraderie and show your team how invested you are in their success and well-being.

Action steps:

• Hold daily or weekly team meetings to review tasks and address concerns.
• Schedule one-on-one sessions with team members to provide personalized feedback and support.
• Respect time zones, ensuring that no one feels left out or inconvenienced.

4. Equip teams with tools and tech for success

The right tools can bridge the gap and foster seamless collaboration in a remote setting. Equip your team with reliable, up-to-date software and hardware that facilitates seamless communication and collaboration. Investing in your team’s tech setup boosts productivity and conveys trust, signaling that the company values and supports its remote work environment.

Action steps:

• Invest in quality hardware, like laptops, headphones, and microphones.
• Leverage cloud-based solutions for real-time collaboration and document sharing.
• Provide training on communication and project-management tools to ensure everyone can use them effectively.

5. Create a collaborative environment

Even when miles apart, fostering a sense of camaraderie and teamwork can work wonders for morale and productivity. A sense of isolation is often one of remote employees’ most significant challenges. A connected team is more likely to be engaged, motivated, and invested in the company’s mission.

Action steps:

• Set up virtual “water cooler” sessions, allowing team members to chat informally and bond.
• Encourage peer mentoring and cross-training, enabling team members to learn from each other.
• Celebrate personal milestones, like birthdays or work anniversaries, to bring a personal touch to the virtual workspace.

6. Focus on a culture of trust, not surveillance

In the age of digital privacy concerns, using spyware to monitor employees can drastically damage trust. Instead, build a culture of mutual respect and understanding.

Remote work offers flexibility but can blur the lines between personal and professional lives. As a manager, encourage your team to set clear boundaries, ensuring they have adequate breaks and aren’t always “on.”

Action steps:

• Communicate expectations clearly from the start, eliminating ambiguity.
• Practice transparency, sharing company news and updates to keep everyone in the loop.
• Encourage open dialogue, where team members can voice concerns or suggestions without fear.

7. Provide support and training

Continuous learning is crucial in a rapidly evolving digital landscape. Ensure your team can access resources and training to perform at their best.

Action steps:

• Offer online courses or workshops relevant to their roles.
• Share industry news and insights to keep everyone updated.
• Encourage feedback on what additional support or resources they might need.

Looking ahead with Newland Chase

Managing remote talent doesn’t require a magnifying glass over every action. Companies can ensure productivity and a happy, engaged workforce by embracing strategies that prioritize trust, clear communication, and mutual respect. In today’s world, where talent knows no boundaries, it’s time we adjusted our management styles accordingly.

At Newland Chase, we believe in empowering businesses with the tools and knowledge to thrive globally. Are you ready to embrace the future of work? Contact us for a quote today.

The post NC INSIGHT – 7 Ways to Effectively Manage Remote Talent appeared first on Newland Chase.

An ETA is a new requirement for individuals who do not need a visa to come to the UK. If granted, an ETA provides permission to travel to the UK and will be electronically linked to the applicant’s passport.

Who is required to obtain an ETA prior to travel?

UKVI have published that the “ETA scheme will apply to third country national (i.e. not British or Irish) passengers visiting the UK or transiting the UK who do not currently need a visa for short stays, as well as those using the Creative Worker route for a short stay”.

Nationals of Qatar will require an ETA if travelling to the UK from 15 November 2023.

Other nationals of the countries set out below will require an ETA prior to traveling to the UK from 22 February 2024:

• Bahrain
• Jordan
• Kuwait
• Oman
• Saudi Arabia
• United Arab Emirates

It is anticipated that further countries will be added to the scheme in due course. UKVI have stated that they intend for the ETA scheme to apply worldwide for visitors, including those visiting from Europe “by the end of 2024”.

Who will not require an ETA?

An ETA is not required for those who are British, Irish passport holders, or those who have existing permission to live, work or study in the UK or hold a visa to enter the UK.

Those that are legally resident in Ireland and do not require a visa to visit the UK, will not need to obtain an ETA if they are travelling from one of the below:

• Ireland
• Guernsey
• Jersey
• Isle of Man

What will ETA holders be permitted to do in the UK?

ETA holders will be permitted to:

• Travel to the UK for up to 6 months for tourism, visiting friends/family, on business or study.
• Travel to the UK for up to 3 months via the Creative Worker visa concession.
• Transit through the UK.

How do I obtain an ETA?

UKVI have confirmed that an ETA can be obtained by making an application via the UK ETA app or online via the GOV.UK website. Applicants will be asked to provide biometric details.

A decision is sent via email confirmation within 3 working days and the ETA linked electronically to the passport used to make the application. Travellers are advised to travel to the UK using the same passport linked to the ETA.

What is the duration of an ETA and Costs?

An ETA is stated to be valid for a period of 2 years. It will be multiple entry. Those who are eligible to use the ePassport gate will still be able to do so, alternatively at arrival, the individual will need to see a Border Force officer to enter the UK.

Interestingly, UKVI have confirmed that if the ETA holder obtains a new passport in less than 2 years, they must apply to obtain a new ETA.

Whilst a specific fee has not yet been announced, it has been stated by UKVI that the “cost of an ETA will be in line with similar international schemes, and individuals can make multiple visits to the UK over a 2-year validity period.”

What happens if I am refused an ETA?

Alternatives to an ETA would be to:

1. Apply for a standard visitor visa
2. Apply for a transit visa
3. Apply for a Temporary Work – Creative Worker visa

If you have any compliance queries on the above or which are more nuanced please contact us directly on Discovery@newlandchase.com For general advice and information on immigration and business travel to the UK, please contact us.

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case- or company-specific assessments.

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