Company Culture

We would like to share an important update from Wealth Migrate with regards to us looking to move our investment structuring environment that will impact both current deals on the platform and deals available for the next few months.

Our platform works through us aggregating investors into a legal structure for each deal in a secure, compliant, and regulated way. Wealth Migrate is constantly analysing global compliance and structuring options, looking for the best solution for our investors. The solution needs to provide a rigorous compliance environment for global investors, maximise tax efficiencies, and allow us to provide investors with a diverse investment offering.

When we believe we are able to improve the security of our offering, and the efficiencies of the tax regime, we will make careful and deliberate moves to consider changing our base of operations.

Over the last 18 months we have been in conversations with one of the leading fund administration companies out of Europe, including our team visiting Ireland in 2019. Previously this company was not able to offer us a complete solution with financial services authorisation and administration services. However, they have recently acquired a financial services company and are now able to offer a complete service for our needs. At the same time the addition of our transactional account partner that manages all clients’ funds (Lemon Way) with their authorisation to hold client’s funds, has made Wealth Migrate a lower risk partner for potential structure administrators.

Given these developments, we are now in active negotiations to potentially switch our general compliance regime to a tax-efficient option out of Europe. We will still use the Australian solution for Australian deals and SE Asian investors for whom the structure works.

We have therefore made the decision to pause all our new investment transactions while we finalise the structuring solution. We do not want to close new deals now if we believe in the near future we will have a better solution for investors. Our platform will therefore not be listing new deals in the short term.

We believe this decision is good news for our investors:

• Our partnership with one of the world’s leading fund administrators will provide enhanced investment process security on all our investments.
• A tax neutral environment will increase returns to investors.
• These strong partnerships will enable us to attract more world-class partners that are currently only considering dealing with institutional investors.
• With our wallet system and digital platform, this switch in no way impacts the simplicity of the investment process or investments you are currently invested in.

The implication for you as an investor is that in the short-term we will not be having investment opportunities on the platform. We look forward to sending out communication on our new deals available on our platform as soon as we are in a position to do so.

Being part of the Wealth Migrate team means we’re here for the ups and the downs. 

Compassionate leave is for when  our team members experience a major event in the circumstances within their family lives. 

This could be the loss of a loved one, a divorce, or a serious life changing injury or disease. 

We can’t shut out our grief at the office door and then pick it up after five.  When our hearts are sore and broken, our heads do not work right.

We encourage you to take at least 3 – 6 days off for bereavement leave, depending on the situation. 

There is no golden rule for Bereavement leave, and we do not have a rigid policy.  Our bereavement leave is leave on full pay.

Bereavement leave is for each significant event, and not calculated on an annual or set time period. 

If you feel that you need more than 6 days, then please talk to your team leaders and Team and Culture team to find other ways we can support you or create more time. 

Welcoming a new child to the family is an amazing event. Here at Wealth Migrate we want to ensure we are celebrating with you, and supporting you to thoroughly enjoy this very special time.

Key Principles

Our intention with this New Parent Leave Guideline is to create clarity for you and your family about our intentions as a company.  Here are some of our key principles for this guideline.

All parents are treated the same at Wealth Migrate – regardless of gender or sexual identity.

Anyone at Wealth Migrate who is becoming a parent through childbirth, surrogacy, adoption or foster care is eligible for paid leave.

As a global company, we are committed to working with your cultural or country norms. We will work with each person one-on-one to find the right approach with regards to new parent leave, and how and when you return to work.  

This benefit is available no matter how long a teammate has been on the team.

Paid Leave

New parents will be able to take up to one month of fully paid leave on the event of a new addition to the family.   After that, new parents will be able to take additional unpaid leave.   This is for all men, women and transgender team mates. 

The importance of bonding with a new  baby is not gender specific.  And a family working as a team in the first few weeks of a new babies arrival has significant benefits for the family and the baby.

When to take new parent leave, and how much to take?

Knowing how much time is right for you and your family is a tricky thing to plan for. Every family is different and we want to encourage each person to examine their own family needs and work team dynamics.

Sometimes a framework is helpful, and if that’s the case, we strongly urge a time frame of 4-8 weeks of full time off.

We’ll be excited to welcome teammates back following your leave no matter how much time you spend away.  Your place in Wealth Migrate will be waiting for you whenever it’s right to step back in fully.  As the nature of Wealth Migrate is to change and evolve quickly, we recognise that your role might shift a bit over time, though any changes will be communicated in detail.   Part of this ongoing conversation with team members and the Team and Culture team is to find the situation that works best for everyone.

You are welcome to split this family leave time over the first year of a child’s birth, adoption or foster care.  We’d love to discuss this on a case-by-case basis.

There are many factors that play into this: having a c-section generally means longer recovery time, if there are other children it might mean balancing more things, if adopting the process might require travel.

Part of not having a ‘policy’ is leaving a window of flexibility for these unknowns.

Your Time Away

When to start? Before or after your new arrival?  Babies – through birth, surrogacy, fostering or adoption) come on their own time!  Medical or legal conditions outside our control can also factor in with the “unexpectedness” of the start of a leave, and doctor’s recommendations may also come into play.

We trust team members to know what is best for their family, and urge you to take the time as needed, whether that means you take a few weeks off before your due date or work right up until delivery.

Our advice – settle on as firm of a ‘return’ date as possible so each team can plan around that.  For the ‘start’ date, we’ll be aware that his might be in flux and plan accordingly.

Easing back into work

Teammates are encouraged to consider a transition back into work – perhaps part-time for a short amount of time (from a week to a month) to ease back into work as part of the total leave time.  These lengths of times can be customized for each family and we urge full communication of this with leads and teams.

We are open to case-by-case discussions of extended leave or part-time hours at reduced pay.

This is a conversation we can between each team’s lead and the Team and Culture team either before or after the child’s birth or adoption.

If a team member need breaks during the day for baby care, breastfeeding or whatever is needed, one great way is to schedule them into your calendar (as best as you can ever ‘plan’ around a baby!).  We can help discuss and set expectations with your team leader and team. 

Our underlying philosophy is that we all share a commitment to each other and the team.  Through communicating we will come up with the plan that is best for you and your growing family.