Originally Posted by tom169

https://www.investopedia.com/ask/ans...nsion-plan.asp

The biggest difference IMO is what happens when you die. Pensions can die with you, a 401k will be in the estate and beneficiaries can inherit it.

Originally Posted by bostonwilly

Hi Boiler,
For her, after a year or so, it's very important. If she doesn't get one we'll probably just leave. The project has major milestones in 4 and 8 years, so those are the timescales I'd like to aim for.
Yes it's probably not very practical with 2 young children.
Cheers

Originally Posted by SanDiegogirl

OP has said it's a startup with 100 employees (I don't know what industry)

Originally Posted by tom169

https://www.investopedia.com/ask/ans...nsion-plan.asp

The biggest difference IMO is what happens when you die. Pensions can die with you, a 401k will be in the estate and beneficiaries can inherit it.

Originally Posted by tom169

https://www.investopedia.com/ask/ans...nsion-plan.asp

The biggest difference IMO is what happens when you die. Pensions can die with you, a 401k will be in the estate and beneficiaries can inherit it.

Originally Posted by GeneralPowerpoint

That link only seems to refer to defined benefit pensions.

In any case given the link describes both 401ks and pensions as employer sponsored retirement plans I think it's fair to say that to the average Brit they are analogous in nearly every respect and certainly more-so than a S&S Isa.

Originally Posted by GeneralPowerpoint

That link only seems to refer to defined benefit pensions.

In any case given the link describes both 401ks and pensions as employer sponsored retirement plans I think it's fair to say that to the average Brit they are analogous in nearly every respect and certainly more-so than a S&S Isa.

Originally Posted by Boiler

Well let's say she also needs a H1b and lets say she is not in the non profit field.

Assuming a one in 3 chance of getting lucky in the lottery for both of you to get one that is 1 in9.

Originally Posted by tht

except that when your leave you can roll them in to an IRA so your funds are no longer with your employer and you can keep combining/consolidating them if you move roles ans take your match with you, vs. smaller orphaned pensions.

Originally Posted by Owen778

Boston Willy - I'm quoting Boiler for emphasis, as this is the key point in this whole thread, not covered by any of your questions.

Even assuming you meet the requirements for an H1-B visa, there is about a 1 in 3 chance that you will get it. This is because there is a quota number for that visa type, and it's about three times oversubscribed each year. If you will only come if your wife can find a company willing to apply for an H1-B visa and then apply for it, and get one, don't bother, you're probably talking about a chance of

If the company has locations in France (or maybe somewhere else nearby in Europe) that you can work at for a year or more, try to persuade them to do that and then apply for an L1-A or L1-B visa, whichever is more appropriate. There is no quota on L visas. It sounds likely they're too small for that, though.

Originally Posted by GeneralPowerpoint

Pensions in the UK are nearly all able to be combined and consolidated also.

Originally Posted by tht

To small for an L? I am not aware of any size limit, there are even shorter L’s for new entity set-ups... I have seen people in companies with single digit employees get them. There are different requiements for a blanket petition, maybe that’s what you are thinking of?

Originally Posted by SanDiegogirl

What do you consider a contract ? An employment letter laying out all the particulars of the job, together with general work conditions (vacations/health insurance/hours/assistance packages etc) would be considered a contract by most.

You'll most likely get this from your prospective employer

Originally Posted by tht

There really is no norm... if it’s a larger firm they will have a pretty standard offer...if it’s a smaller one or a startup it can vary massively... I don’t think healthcare is even a requirement below a certain number, maybe 50 employees.. what size firm is it? What sector? Is it established / profitable, or a start up? When I set up benefits for smaller firms (sub 10 US employees) I used a PEO called TriNet to offer good benefits comparable to a big firm, but often founders will only set up what they need and everyone else is stuck with it... your mention of “unlimited leave”
makes me think this is more tech / startup, but bigger firms are adopting it as well. I understand the term to be code for “no leave” I have always had 5+ weeks here except 1 role where I had to compromise at 4 because every other employee only had 2, but even then I basically read leave to me a days out of the office vs days in the office.. so I always have my laptop and clear emails overnight and then stay on call all day checking messages. Head to check on my my lake house and to ski tomorrow... will just work on the lift between runs... be ready for a culture shock if your used to a month of leave where you never work or check in like French summer vacation.

Originally Posted by Boiler

Well let's say she also needs a Hib and lets say she is not in the non profit field.

Assuming a one in 3 chance of getting lucky in the lottery for both of you to get one that is 1 in9.