Residency coordination organises people, routes and records rather than treating immigration as one company task. Separate founders, employees and dependants, check employer prerequisites and prepare the relevant documents. Launch plans should rely on confirmed permissions, with Golden Residency assessed independently from standard formation and employment workflows.
Map who needs to be present for launch
Separate founders, employees and dependants, then record their existing status and intended role. Investor, work and family routes involve different evidence and authority responsibilities.
Organise immigration records by applicant
Track relationship documents, passport information, employer dependencies and any authentication requirements. Golden Residency should be reviewed as a separate eligibility enquiry rather than assumed to follow ownership.
Avoid employment promises based on application status
A submitted request does not establish a right to work or reside. Confirm permissions through LMRA or NPRA as relevant, and arrange renewal reminders after documents are issued.
Specific enquiries within this scope
Choose the task that matches your situation. Availability, responsible providers and any required professional permissions must be established in the written scope.
Scope to agree in writing
- Applicant-by-applicant task list
- Employer immigration prerequisites
- Family document collection board
- Permit maintenance handover
Prepare for the enquiry
- Available copies of applicant status and nationality
- Current status of intended employment or investment role
- Named task owner for family relationship documents
- Outstanding actions involving existing permit information
Before you take the next step
How should the applicant checklist be organised?
Create a separate record for each founder, worker and dependant, showing current status and intended role. This prevents a family document dependency from being confused with an employer task.
Which records should be checked before arranging relocation?
Identify passports, relationship evidence and any required authentication, then confirm the relevant LMRA or NPRA route. Golden Residency needs a separate eligibility review from ordinary setup planning.
When can the business rely on a proposed work start?
Only after the necessary permissions and practical onboarding conditions are confirmed. Track applications as pending work, rather than using their submission as evidence that the person may begin employment.
Continue your planning
PRO and government liaison
Keep LMRA, employer, CPR and social-insurance administration visible in a task board. Assign prerequisites, document custody and authority follow-up so hiring decisions reflect confirmed workforce constraints.
02HR, payroll and workforce planning
Prepare the first hire as an operating process. Define the role, permission checks, payroll inputs and employee handover, with accountable owners for recruitment, changes, renewals and eventual exit tasks.
03Attestation and document coordination
Begin with the recipient’s document checklist and organise the issuer, translation and authentication steps. Track professional verification separately from administrative preparation and agree precise boundaries for destination-specific requests.