Immigration support for employee relocation

A passport and destination are a starting point, but they do not describe a whole case. The employer, role, current status, intended timing, and any accompanying household members may affect the questions a specialist needs to answer.

Share existing advice and arrangements when briefing Gullie. If an employer already works with an immigration firm, establish who owns the case and how updates should feed into the move. Avoid creating a second parallel process with unclear responsibility.

• Employee nationality, current location, and existing status
• Destination, employer, role, and intended start date
• Family members moving and their proposed arrival dates
• Existing advisers, assessments, and outstanding questions

Housing research, temporary accommodation, travel, and shipping can each depend on the timing of the immigration work. A useful relocation process makes those dependencies visible rather than presenting a permit application as an isolated task.

Gullie’s platform brings the move’s details, documents, and timeline together. The team coordinates the agreed next steps and identifies decisions that need specialist confirmation. The employee should know what information is being requested, who is reviewing it, and what remains unresolved.

Before making a travel or housing commitment, confirm the individual circumstances and timing with the appropriate professional. A planning date, an estimate, and an approved case are different things. The scope should explain how changes affect the rest of the relocation.

Request a written scope covering the specialist work, relocation coordination, expected fees, and any services already provided by the employer. Identify who approves additional costs and who keeps the employee informed.

Use the free visa checker and written destination guides to prepare questions. They are informational tools, and do not establish eligibility, guarantee approval, or replace qualified advice for the individual case.