Kasper Munkholm
Head of projects and partner
Asbjørn Vollmer Jeppesen
Head of legal
Table of Contents
Global Mobility challenges every project coordinator should know
Deploying employees across borders comes with a unique set of challenges, particularly for companies in the heavy and technical industry. From finding the right workforce and navigating complex work permits to ensuring proper site access, insurance coverage, and compliance with labor laws—there are many moving parts to manage.
In this post, I will be sharing an overview of the unique global mobility challenges in the heavy- and technical industry that can help you deploy your employees in full compliance.
Identifying the right employees
Finding the right employees for a delivery and installation project is often time-sensitive. Many of our clients are original equipment manufacturers (OEMs) and we often see that their workforce is tied up with other projects, and FTE limits or budgets restrict new hires.
Even when supervisors, engineers, or technicians are available, they may hesitate to take on extended overseas assignments.
- One solution is to use interim personnel from a workforce partner, providing access to skilled specialists for just the time needed.
Work permit
Securing work permits is essential for deploying technical staff overseas. However, meeting educational requirements, aligning permits with project timelines, and navigating lengthy application processes can be significant hurdles.
Educational requirements
Many work permits require a minimum level of formal education, often a bachelor’s degree in a relevant field. Countries like the U.S. and Australia prioritize academic qualifications. However, specialized technical workers like site managers, welders, or mechanics may not meet these requirements despite having years of practical experience. In some cases, there are no formal education programs for these specific roles.
Timing the work permit
It’s crucial to align work permits with project timelines. For instance, an engineer may arrive on-site with the right permit, ready for the commissioning phase, but if the project is delayed, it could lead to unnecessary costs and the risk of the permit expiring before the job is completed.
Lengthy application process
With more people traveling for work, there’s a risk of lengthy application processes due to the high volume of applicants. This is often the case with common permits like the B1 After-sales for the U.S. or the CETA for Canada.
- Detailed support letters to compensate for lack of education
- Leveraging short-term work permits when long-term permits prove difficult to obtain
- Leveraging specific types of work permits that fit your employee, that shortens approval process.
- Seeking legal consultation who specialize in immigration for the technical industries
Gaining site access
Getting into the host country might not be the biggest challenge. Gaining access to the site can be just as difficult.
Big industrial sites means lots of regulations. The regulations are often due to strict security, safety, legal and compliance requirements specific to high-risk or regulated environments, such as power plants, oil refineries, industrial manufacturing sites, and construction zones.
Access may require background checks, HSE training, local legal documentation, or vetting. A common issue is site requirements that include government documentation that can’t be issued to foreign workers. Another challenge arises when OEMs rely on subcontractors but don’t want employment ties to them. This can result in the OEM gaining site access, but not the subcontractors.
Another challenge is OEMs relying on the workforce of subcontractors but do not want an employment link to the provided employees. This means that the OEM might be permitted on site but not the subcontractor.
- There can be workarounds and time saving levers unique to each site. However, site access is often time-consuming and can have a big say on when you can initiate and complete the project.
- Engaging with local authorities, regulatory bodies, and stakeholders early in the project is essential to set realistic deadlines that account for site access. The aim is to present a deadline to your end-client, that takes site access into account.
Insurance
The heavy and technical industries, can differ a lot from other industries, due to high-risk site environments and possible liability issues, with employees exposed to higher risks of personal injury. Moreover, if your employee makes a mistake or fails to meet contractual obligations, the company may face liability claims or costly disputes with the client.
While it’s common to use EOR/global mobility companies to help with insurance, many lack the specific knowledge of the technical industry and its risks, resulting in inadequate coverage.
- Conduct a comprehensive risk assessment of work environment hazards, political stability and health and security risks. Verifying local insurance requirements is also crucial for compliance. Site-specific risks or political instability may require specialized insurance from third-party providers.
- Partner with a global mobility company specific knowledge about the unique intricacies of your industry.
Emergency plan
An emergency plan is essential for any company in high-risk industries like the heavy and technical sectors. The most important aspect Is keeping your employees safe by defining clear roles and responsibilities during an emergency.
When working with a global mobility partner, it’s important to clarify who handles what in an emergency. If the partner provides insurance, they will often be the main point of contact and must inform you of any incidents, whether it’s equipment breakdowns or physical injuries.
- A clear and well-defined plan that includes a general risk assessment of the site, evacuation protocols, access to medical care, crisis communication, safety drills and insurance.
We assist our clients in achieving their project goals on time and within budget, by supplying them with specialized personnel
Labor laws
Different countries have specific laws governing the maximum number of hours an employee can work per day and per week. Some countries are also signatories to International Labour Organization (ILO) conventions, that overrule the country’s local laws
When mobilizing a supervisor or engineers to a site in another country, we often experience that they want to work more than the legal limit, due to the economic incentive. This can be a challenge for OEMs, as it may be harder to find staff willing to go if salary is restricted by working hour limits.
- Tracking the working hours and overtime of your employees
- Ensuring mandatory rest periods and compensation for overtime
- Utilizing a global mobility partner who understands the unique intricacies of labor laws
Simplify global mobility with Plant Supervision
In recent years, deploying employees to other countries has become more complex, and today’s rules may not apply tomorrow. It’s crucial to stay up-to-date on changing regulations, but this can be a challenging task for OEMs operating globally.
Partnering with a global mobility expert like Plant Supervision can provide valuable support. We offer the expertise to navigate evolving regulations, ensure compliance with labor laws, and manage workforce logistics efficiently.
By utilizing a specialized partner, you can focus on delivering and installing your equipment while knowing your employees’ safety, compliance, and mobility needs are in capable hands.
