“Your best engineer wants to move to Germany. The visa is the easy part.”
Move your people without losing them.
Visas, employment, payroll and the human side of relocation, owned end to end by one partner with presence at both ends of the move.
What does global mobility support include?
A well-run relocation covers five things in sequence: visa eligibility assessed before promises are made, sponsorship through a local entity, compliant employment in the destination, a payroll transition with no gap, and human support for the employee and family. LanceSoft owns that whole chain with entities in 60 countries and coverage across 100+.
Most companies handle relocations one at a time, reinventing the process with each move. HR googles visa categories, finance guesses at shadow payroll obligations, and the employee navigates a foreign bureaucracy alone while trying to perform in their role. The gaps between immigration, employment, payroll and personal logistics are exactly where moves fail.
Mobility moments become retention wins or resignation letters depending entirely on how the move is handled. Get the visa timeline wrong and the start date slips by months. Get the payroll transition wrong and the first foreign payslip becomes a tax problem the employee carries for years. The fix is not more effort; it is a single accountable owner for the whole chain.
The difference, side by side.
Without a partner
- HR googling visa categories, move by move
- Payroll switch guessed, tax residency unresolved
- The employee navigating a foreign bureaucracy alone
- Every relocation a bespoke project with no owner
With LanceSoft
- Eligibility assessed before anyone commits to a date
- Sponsorship through our in-country entity
- Payroll sequenced so the first local payslip is correct
- A dedicated care partner with the employee and family
Statutory exposure check
Not sure where your compliance gaps are?
A 30-minute call with a Regional SPOC maps your exposure country by country: classification, filings, benefits and remittances. No deck, no pitch.
Your path from here
Destination, role, timeline and family situation
Realistic visa options before anyone commits to a date
On our local entity, compliant from day one
A dedicated care partner through the first payslip and beyond
Does this sound like you?
- A key employee has asked to work from another country
- A client needs your specialist on-site abroad for a year
- A great candidate accepted, but the role sits elsewhere
- Your last relocation nearly ended in a resignation
Zero onboarding fees · exit with statutory notice only · terms in writing before you commit
Three ways to run a relocation
A bespoke project every time
No single owner across the chain
Gaps between visa, payroll and employment
Best only for rare, simple moves
The visa gets solved
Employment, payroll and care do not
You still stitch the chain together
Best when a visa is truly the only need
One owner from origin to destination
Visa, employment, payroll and care in sequence
A dedicated partner at both ends of the move
Best when the person matters as much as the move
Why LanceSoft
- Presence at both endsOwn entities in 60 countries and teams across 100+ offices.
- Sponsorship without your entityOur in-country entity sponsors where regulations permit.
- Payroll without a gapSequenced around pay cycles; the first local payslip is correct.
- A human through the moveA dedicated Employee Care Partner, not a portal.
- Honest feasibility firstRoutes assessed before anyone announces a move.
60 own entities · 100+ countries
Where do you need people next?
Own entities in 60 countries, a disclosed partner network in 50+ more. Check the map before you plan the quarter.
Quick answers
Can you sponsor a work visa if we have no entity in the destination?
Yes, where regulations permit. LanceSoft’s in-country entity acts as the sponsoring employer, so the move happens without you incorporating in the destination.
How is payroll handled during a relocation?
We sequence the switch from origin to destination payroll around pay cycles, so tax, social contributions and take-home pay are correct from the first local payslip and no payday is missed.
What support does the employee personally receive?
A dedicated Employee Care Partner stays with the employee and family from visa approval through the first local payslip and beyond: registrations, banking, health coverage and the questions that decide whether a move succeeds.
How long does a work visa and relocation take?
It varies by route and destination, which is why we map realistic options and processing timelines before anyone commits to a date. Honest feasibility first, celebrations after.
What happens to the employee’s origin payroll and tax?
We sequence the cutover so origin obligations close correctly and destination payroll, tax and social contributions start correctly, without a missed payday in between.
Do you support the family, not just the employee?
Yes. Relocation guidance covers registration requirements, banking, health coverage enrollment and the practical first two weeks, for the employee and the family moving with them.
Tell us the role. Humans handle the rest.
A dedicated team member replies within one business day with answers and a custom quote.