Corporate Moving to Canada from UK: A Guide for HR and Business Leaders
If your company is relocating talent from the UK to Canada, you’re likely balancing a lot: strategic goals, compliance, people logistics, and everything in between. Whether you’re overseeing a single high-impact move or preparing for ongoing transfers, establishing a reliable process from the start is key.
You don’t need to be an immigration expert or handle every detail in-house. What you do need is a clear relocation policy, a solid understanding of the immigration and logistics landscape, and the right resources to support your employees throughout the transition.
Let’s start with the foundation.
Create a Relocation Policy That Helps Everyone Succeed
Any organization moving employees from the UK to Canada needs a clear relocation policy to ensure consistent processes and experiences across all departments. It helps employees know what to expect and keeps internal teams aligned and consistent.
While no single model fits all, most companies begin by defining:
Who the policy applies to
Available support (flights, moving expenses, temporary housing, etc.)
How support will be delivered (cash allowance, managed service, or reimbursement)
Timelines and decision points
If you are creating a policy for the first time or updating an existing one, this relocation policy guide explains what to include and offers downloadable templates for a quick start.
Many UK-based companies moving employees to Canada choose lump sum packages for simplicity and flexibility. If you are considering this, here is a helpful breakdown of how lump sums function and when they are most effective.
Immigration and Logistics: Keep It Direct
Once your policy is in place, immigration and physical relocation are the two immediate areas to manage.
Immigration comes first.
For employees from the UK, several pathways allow work in Canada. These include the Intra-Company Transfer (ICT) stream, the Global Talent Stream (GTS), or a permit requiring a Labour Market Impact Assessment (LMIA). Each option has specific uses, and timelines vary, so it’s important to clarify which pathway is the best fit early in the process.
If you are unsure which route suits your employee, the Canadian government provides a clear overview of work permit types and requirements. Most businesses also partner with an immigration consultant to simplify applications and reduce administrative time. Please contact us at New Roots Relocation if you would like a vetted referral to our expert partners.
Now, logistics.
Relocating someone across borders goes beyond booking a flight. Consider international movers, storage options, and where your employees will live upon arrival. If your team brings personal goods into Canada, they must submit a BSF186 personal effects form to declare items at customs. This simple form can save time and fees at the border.
For housing, providing 2-4 weeks of furnished accommodation is typical. This allows employees to find longer-term housing without pressure and helps them settle in confidently.
To get a complete picture of how international employee moves proceed from start to finish, the Global Mobility Guide is an excellent resource.
For corporate teams moving employees from the UK to Canada, it’s important to understand how timelines, work permit types, and customs forms can affect their arrival.
Providing Relocation Assistance That People Use
Relocation support can be straightforward, but it must be thoughtful. Upon arrival in Canada, employees are not only beginning a new role but also navigating a new country, culture, and routine. The right assistance at the right time significantly impacts how quickly they settle and how supported they feel. It’s the key to a successful relocation.
A recent AIRINC mobility trends report indicates 66% of companies now offer some form of destination support for international transferees. This is not only helpful; it aids retention. When employees feel well-supported during a move, they are more likely to stay and succeed in their new role.
What kind of assistance proves effective?
Short-term housing is a common benefit, especially during the first 30 days post-arrival. It provides employees space to find long-term housing, set up bank accounts, enrol children in school (if needed), and get established.
Some companies also offer access to relocation consultants or local experts who assist with everything from renting a home to finding a good neighbourhood. This is particularly helpful for employees moving with families or those who are new to living abroad. There’s simply no replacement for having personal, on-the-ground support from a professional.
If you offer a lump sum package, your policy can excel here. Provide employees with a list of trusted vendors, housing options, or service providers. This keeps your administration light while supporting their success.
For practical ideas and employee-tested strategies, this guide on relocation tips is a valuable resource. As part of a broader strategy for corporations, moving employees from the UK to Canada, offering short-term housing and local support services can make a lasting impact.
Helping Your Transferees Settle In
Once your employee arrives, the hardest part is over, but the transition continues. Settling in involves more than unpacking boxes and setting up Wi-Fi. It involves helping people feel comfortable, connected, and confident in their new environment, both at work and at home.
Small gestures make a large impact. Some companies assign a local "buddy" from the Canadian office to help newcomers navigate office culture and local grocery stores. Others offer welcome kits, city orientation tours, or access to a relocation helpline during the initial weeks.
This support makes people feel valued and directly impacts performance. When employees are not distracted by logistical issues or isolation, they onboard faster and contribute more quickly to their teams.
A Reddit askTO thread featured this comment:
“I relocated from London to Toronto last year. My company handled the paperwork, gave me 30 days in a serviced apartment, and connected me with a local realtor. It went smoothly. I was working in the office by day 3 and fully settled within the first month.”
Employees involved in a corporate move to Canada from the UK often cite early community connection as a key factor in how quickly they feel at home. This shows that with the right systems, international transfers can be stress-free for everyone.
If you seek structure for this "settling-in" phase, refer to your relocation policy and consider touchpoints that suit your company's size, budget, and timeline. Even limited upfront support can be very beneficial.
A Quick Note on Budgeting and Tax Considerations
Budget is always part of the conversation. Even when a move clearly aligns with business strategy, it’s essential to understand the full cost, how those costs will be tracked, and the potential tax implications for both the company and the employee.
According to KPMG’s 2023 Global Assignment Policies and Practices survey, 67% of companies now use lump sum payments as part of their relocation programs. It’s easy to see why lump sums are simple to administer and give employees flexibility. However, they often come with tax consequences, depending on how the payment is structured and which jurisdiction applies.
In the UK, lump sum relocation payments over £8,000 may become taxable unless specific exemptions apply. In Canada, many relocation benefits such as travel, temporary accommodation, or home-finding trips, can be considered taxable benefits unless they meet narrow CRA criteria. That’s why some employers choose to offer tax gross-ups to offset the employee’s liability, or cost-of-living adjustments to bridge financial gaps caused by the move.
From an internal standpoint, it’s worth evaluating:
How relocation costs will be categorized and reported in your payroll and accounting systems
Whether certain benefits (housing, travel, meals, etc.) will be taxed differently in the UK and Canada
If employees will need access to cross-border tax guidance, especially if the assignment lasts beyond one year or includes compensation split across jurisdictions
Longer-term transfers also raise more complex issues around social security coordination, pension contributions, and permanent establishment risk. Engaging a global mobility advisor or international tax specialist can save significant time and reduce risk later on.
You don’t need to solve all of this immediately, but asking the right questions early can help avoid unnecessary delays, unexpected costs, or compliance headaches down the road.
Choosing the Right Relocation Partner
You do not need to manage international relocation alone, and in most cases, you should not.
Even with an organized team and a solid policy, planning a move differs significantly from executing it across borders, time zones, and immigration systems. The right relocation partner provides structure, experience, and local knowledge, freeing your team to focus on their core responsibilities.
When selecting a relocation provider, focus on three aspects:
Experience: with UK-to-Canada moves, not just general global mobility. You want a partner who understands both systems, from immigration paperwork to customs forms to local housing markets.
Scalability: whether you are moving one person this year or fifty next year, your partner should adapt to your business needs.
End-to-end support: from immigration and logistics to local settling-in services. The best partners do not just move people; they help them settle well.
New Roots Relocation collaborates with businesses of all sizes to make UK-to-Canada employee relocations smooth, compliant, and positive. Whether you need a single transfer or a comprehensive mobility program, we can help you build it correctly.
Contact us to discuss your goals, receive support, and build a relocation plan that works for your business.