GMS adds relocation support for APAC and Latin America moves

Global Mobility Solutions has launched new relocation resources for companies moving employees between the U.S., Asia-Pacific and Latin America. The expansion is meant to help employers manage immigration, destination services and hiring structures across markets with different rules and timelines.

Why it matters: - Global employers are moving talent across more complex routes, including U.S. assignments into Asia-Pacific and Latin America, and international hires into the United States. - The new support is designed to reduce delays tied to immigration, destination services and entity setup. - Nearshoring and regional hiring trends are increasing demand for cross-border relocation services in Mexico, Brazil and other markets.

What happened: - Global Mobility Solutions introduced dedicated relocation resources for employee moves between the United States, Asia-Pacific and Latin America. - The resources cover U.S. employees sent abroad and international talent relocating into the U.S. - The company said the expansion spans moves to and from the two regions, with support for both corporate assignments and new facility-related group moves.

The details: - In Asia-Pacific, GMS staffs assignment managers focused on the region and coordinates with in-country immigration counsel. - Singapore’s Employment Pass system depends on salary and qualification thresholds that change periodically. - Australia’s skilled visas require employer sponsorship and labor market checks. - Japan’s work visas are tied to a specific role and sponsoring entity. - China’s work permit process typically takes longer than most Western markets. - In Latin America, relocation demand has risen as companies use nearshoring to move operations closer to the U.S. - Mexico’s temporary resident visa for work requires an approved job offer and employer registration. - Brazil’s labor code, the CLT, is one of the region’s most detailed employment frameworks. - GMS says its Latin America relocation support includes visa coordination, destination services and group moves tied to new facilities. - The destination services coverage includes hubs such as Mexico City, São Paulo and Bogotá. - For inbound U.S. moves, common visa routes include L-1 intracompany transferee, H-1B specialty occupation and, for qualifying Mexican professionals, TN status under USMCA. - Arriving employees often lack U.S. credit history, a Social Security number and a driver’s license, which can slow housing, banking and family settling-in steps. - GMS pairs immigration coordination with destination services across the U.S., including home finding, school search and settling-in support. - The company said companies without a legal entity in the destination country can often hire faster through an International PEO arrangement than by forming a subsidiary first. - In some markets, establishing a subsidiary can take months. - GMS was ranked No. 2 among Overall Enterprise Leaders in HRO Today’s 2026 Baker’s Dozen Customer Satisfaction Ratings for Relocation. - GMS was founded in 1987 and is headquartered in Scottsdale, Arizona. - The company provides corporate relocation, global assignment management and workforce mobility technology, including its MyRelocation platform. - GMS supports domestic and international relocations in more than 140 countries through its independent supplier network.

Between the lines: - The expansion signals that relocation providers are selling more than visa help; they are packaging immigration, destination services and hiring structure advice into one workflow. - The focus on APAC and Latin America reflects the practical friction in those markets, where rules vary widely and timelines can be unpredictable. - The International PEO reference suggests companies want faster market entry without waiting to build a local entity.

What's next: - GMS will likely use the new regional resources to support more companies opening facilities, shifting teams and hiring across borders. - Employers moving talent between these markets will still need early planning because immigration, employment and onboarding steps differ by country. - Kelly Rabbitts, GMS Executive Vice President and Chief Revenue Officer, said planning has to start early because each market has its own rules.