The Importance of an Effective Family Relocation Strategy
When a company decides to relocate employees to another European country, the process involves more than just logistical or work-related matters. In many cases, it is a full family relocation, including spouses, children, and sometimes dependents. This process requires careful planning not only to meet legal requirements but also to ensure a smooth transition and optimal well-being for the entire family.
At Orience, we understand that every family is unique. That’s why we offer tailored solutions that cover everything from immigration procedures to school advice, housing search, cultural integration, and more. In this guide, we explain step by step how to successfully organize a corporate family relocation to Europe.
Step 1: Assessing the Family Situation
Before starting any procedures, it’s essential to understand the family structure, needs, and expectations. Key aspects include:
- Children’s ages and educational needs
- Spouse’s employment situation
- Medical or health requirements
- Cultural or language preferences
With this information, Orience can design a comprehensive strategy that considers both the employee’s and the family’s needs.
Step 2: Choosing the Destination Country and City
Depending on the company’s sector and growth objectives, it’s necessary to evaluate which European country is best suited for relocation. Some of the most common destinations include:
- Spain: highly requested for its climate, quality of life, infrastructure, and international connections.
- Portugal: offers attractive residency programs and good quality of life.
- Italy: ideal for those who value cultural heritage and opportunities in specific sectors.
- Germany and the Netherlands: preferred by tech and industrial companies.
Once the country is selected, the most convenient cities are identified based on international schools, cost of living, housing options, and connectivity.
Step 3: Immigration Procedures for the Whole Family
Families relocating with an employment contract usually obtain residence permits linked to the primary employee. However, each country has specific requirements regarding:
- Spouse’s and children’s documentation
- Apostilled marriage and birth certificates
- Valid private health insurance in the host country
- Proof of financial means and family ties
Orience prepares, reviews, and submits all the documentation, minimizing errors that could delay the process.
Step 4: Housing Search and School Enrollment
Once the residence authorization is granted, a stable environment for the family must be ensured. This includes:
- Real estate advice based on budget, work location, and proximity to schools
- Enrollment in local or international schools
- Support with opening bank accounts, utility contracts, and municipal registration
Orience collaborates with local experts to facilitate each of these steps, supporting families at every stage.
Step 5: Cultural Integration and Adaptation
One of the biggest challenges of family relocation is cultural adaptation. While children often adjust more quickly than adults, all family members may need support. In this regard, we offer:
- Cultural orientation and sessions on local customs and social norms
- Language classes for adults and children
- Networking with other expat families
Benefits of Having Orience Guide Your Relocation
Orience provides a 360° approach to corporate relocation. Our advantages include:
- International experience: years of managing global mobility for companies of all sizes.
- End-to-end support: from visas to full resettlement.
- Tailored solutions: every family is different and deserves a custom plan.
- Network of local partners: presence in key European destinations for agile and efficient service.
A well-managed relocation not only improves the employee’s experience but also increases motivation and commitment to the company. In a context of globalization and international talent, having an expert partner like Orience makes all the difference.
Frequently Asked Questions (FAQs)
Can a family relocate even if the spouse doesn’t work?
Yes. Many residency programs allow the spouse to obtain a dependent permit, even if they do not work. In some cases, a work authorization can also be requested later on.
What if the children have special educational needs?
At Orience, we assess each case individually and recommend cities with specialized schooling or appropriate support services for children with specific needs.
Can I begin the relocation process without a formal job offer?
While not ideal, some countries offer job-seeker visas that allow families to relocate while looking for local opportunities. Orience can help you evaluate this option.
What type of medical insurance is required for the family?
Depending on the country, private health insurance with full coverage may be required. Orience partners with international insurers to offer valid and competitive policies.
Is the company required to cover all relocation costs?
Not necessarily. While many companies cover the full process, shared cost schemes or partial assistance are also possible. Orience advises companies on designing competitive relocation packages.