Resources for Corporate Mobility in LATAM and Spain

A move within Colombia doesn’t involve immigration, but it involves almost everything else: agreeing on terms with the employee, finding housing in the new city, securing a school place for the children, coordinating the move and supporting the family through the first weeks. When the company requests the change of city, the law makes it responsible for the reasonable costs of the move and the return, so it pays to budget for them from the start. What the law says about reloc

Relocating staff to an oil or mining operation in Colombia means securing a visa for foreign employees, choosing a base city close to the site, combining field accommodation with family housing, and organizing rotations. Because operations sit far from Bogotá, in the Llanos Orientales, La Guajira, Cesar, Córdoba or Caldas, the base city and in-country travel matter as much as the visa. Where the operations are and which base city to use Oil and mining activity in Colombia is

To choose a corporate relocation provider in Chile, HR needs to look at who handles the temporary residence permit and on what realistic timeline, whether there is a team in Santiago and in the mining north, how housing is sourced in a market that rents in UF, what support the family receives, and what reporting HR gets at each stage. A provider that answers with concrete timelines and a named lead per region lowers the risk of the start date slipping. Why Chile calls for a p

There is no single timeline for a corporate relocation to Chile. The duration depends on the immigration category, documentation, city, housing, and whether the employee is relocating with family. For HR, the best way to estimate the timeline is to divide the process into stages, identify what can move forward in parallel, and avoid committing to a date before the initial assessment. The Stages of the Relocation This framework helps build the timeline backward from the target

When a company's control changes, mobility cases do not stop. During the first 90 days, HR needs to identify active employees and dependents, review immigration obligations, confirm housing and providers, and determine which processes will continue under the new structure. This checklist organizes that transition. Days 1–30: Make the Current Operation Visible The first stage is not about redesigning the program. It is about understanding what is active, what is expiring, and

A company moving specialists between Argentina, Chile and Peru needs a single map of responsibilities, dates, documentation, housing and risks. This guide organizes the corridor for regional HR teams and technical contractors that do not have a global Relocation Management Company (RMC) in place. What Triggers the Need to Coordinate the Corridor The most common situations in which a mid-sized company may need to move people between the three countries at the same time include

August 2026 Quito combines institutional stability, a competitive cost of living compared with other major cities in the region, and a well-established international education offering, making it a manageable destination for corporate relocations with families. The three key areas HR teams need to coordinate are housing based on the family's profile, school enrollment, and temporary work residence. This guide brings these elements together to help companies plan corporate rel

August 2026 Relocating an employee to Spain should be managed as a single, coordinated process involving several parallel workstreams: the employee's work authorization, the residence permits for accompanying family members, home search, school search when children are involved, and local settling-in services after arrival. Each stage follows its own timeline and requirements. This guide explains the complete relocation journey—from initial planning to successful settlement—a

June 2026 Uruguay is one of the most stable destinations for corporate relocation in Latin America. Montevideo is the country's main business hub and offers a high quality of life, excellent infrastructure, international schools, and an accessible private healthcare system. For HR teams, the key aspects of a successful relocation include selecting the appropriate immigration pathway, securing suitable housing, arranging school enrollment for accompanying children, and provid

When a corporate relocation to Spain involves school-age children, choosing the right school should be the first decision—not the last. It directly influences where the family will live, the housing budget, and often the employee's start date. In addition to the employee's immigration process, HR teams must coordinate dependent residence permits, school enrollment, housing, and settlement services. Managing these elements as one integrated process helps minimize delays, reduc

Last updated: May 2026 When relocating an executive to Argentina, the immigration process begins with selecting the correct residence category based on nationality and type of assignment. The most common options in corporate relocations are temporary residence based on employment and Mercosur temporary residence for eligible nationalities. In addition to the immigration process, the employee must obtain a foreigner’s ID (DNI) and a tax/labor identification number (CUIL) in or

Last updated: May 2026 Spain offers several immigration pathways for corporate transfers involving executives and international professionals. The most common options include the intra-company transfer permit, the highly qualified professional authorization introduced under the Startup Law, and the standard work permit for employees hired locally. Choosing the right route depends on the employee's profile, the company's structure in Spain, and the project timeline. This guide

Last updated: April 2026 A corporate relocation to Bolivia starts when HR clearly defines the case: employee nationality, destination city, role, target start date and whether dependents are included. With that information, it’s possible to validate the immigration pathway, build a checklist and coordinate destination services. This guide outlines the key steps, typical timelines and what should be defined from day one to avoid rework. What HR needs to start the process To in

Last updated: March 2026 When a corporate relocation to Chile includes family, the case stops being only about permits or housing. HR teams also need to anticipate settling-in timelines, school search, family priorities and destination support. This guide outlines what is worth defining from the beginning, where the main friction points usually appear and how to manage the process with greater predictability. If your company is planning employee moves, you can also explore ho

Last updated: March 2026 A corporate relocation to Spain does not start with the application itself — it starts when HR defines the case properly. This guide summarizes what information is useful to have from day one, which documents usually help structure the process, what timelines to plan for with buffer, and how to reduce rework when coordinating permits, arrival, and settling in. If your company is planning employee relocations, you can see how we support corporate reloc

Last updated: March 2026 An international assignment is not only about visas, budgets or logistics. When employees receive clear support around housing, documentation, cultural adaptation and family-related needs, the transition tends to be smoother, with less friction for HR and a better overall experience for the person relocating. Why an International Assignment Is Not Just a Logistics Matter An international assignment can be fully compliant on paper and still create fric

Last updated: February 2026 The total duration of a corporate relocation to Colombia depends on the employee’s profile, the immigration pathway, and the speed of internal approvals (HR/Legal/Finance).As an official reference, once the visa study fee has been paid, the authority may take up to 30 calendar days to issue a decision. If the visa is valid for more than 3 months, the employee must complete the visa registration within 15 calendar days , depending on the place of i

Last updated: February 2026 Colombia requires advance immigration planning for corporate assignments: visa type, documentation, response times and local registration. This guide summarizes the step-by-step process (company and employee), an indicative timeline and a practical checklist so HR can start cases with fewer back-and-forths and clear follow-up. If your company is planning relocations, you can review our local coverage and operations in Colombia. What HR needs to sta

Guide for HR & Global Mobility: rotation vs. urban base, housing and immigration in Northern Chile This playbook helps HR and Global Mobility teams plan employee transfers to the Antofagasta–Calama hub, one of Northern Chile’s main centers for mining, energy, and industrial projects. It provides guidance to define assignment types (FIFO/rotation vs. urban base), corporate housing approaches, immigration coordination, and a practical checklist for operational teams, critical r

Last updated: February 2026. When a company relocates an executive to Chile, the most critical factor is clarity from day one: which pathway applies, what documentation is required, and which milestones and deadlines must be tracked. This guide outlines the corporate pathway commonly used for executive temporary residence in Chile, including key timelines, a practical checklist, and a simple tracker to help HR and Global Mobility teams manage the process and ensure a more pre