Anti-Corruption Policy

All Asian Express' staff members are subject to our Company's policy on the Prevention of Bribery Ordinance Chapter 201, Section 4 in regard to soliciting, accepting or receiving any commission, rewards, gifts and other advantages in the course of business dealings on behalf of the Company.

We believe in fair and honest business and that commission, rewards, gifts and other advantages between business associates and vendors are unnecessary and may even be detrimental to the proper development of a cordial and mutually beneficial business relationship.

All staff members are strictly not permitted or allowed to ask for, to receive, or to accept any commission, rewards, gifts in money or in kind, or other advantages as defined under Section 2(1) of the Ordinance, from any company, organization or individual in the business dealings on behalf of the Company without the prior and specific written approval of the Managing Director.

Any violation to the Ordinance is liable to immediate dismissal and a report will be filed with the Independent Commission Against Corruption (ICAC) on any attempt by any person to solicit any commission, reward, gifts and other advantages.

Corporate Social Responsibility

Mission Statement

As a people-focused business, Asian Express sees Corporate Social Responsibility as our contribution to sustainable development in the communities in which we operate, above and beyond complying with legal requirements.

Taking a strategic approach, balanced across a range of issues such as the environment, community building and people development, our commitment to CSR is driven from the top, and Asian Express aims to keep updated with current issues in the local community.

From supporting local orphanages, to encouraging our staff and agents to be more environmentally conscious and reduce waste, to maintaining staff development programs which build our employees' strengths and willingness to take responsibility, Asian Express takes a long term approach underpinning our goal to be the leading provider of move management services in China.


  • Each Asian Express station is encouraged to work with local charities through the following examples:
    • Donations and logistics for unwanted client belongings
    • Donation of Asian Express assets no longer needed
    • Logistics sponsorships for community clothing drives, transportation of donations, etc.
    • Providing employees time for activities
  • Managers should encourage employees to participate in philanthropic activities supported by Asian Express.
  • Support local charities by introducing their activities to inbound clienteles and relocation customers.

Environmental Responsibility

Asian Express is committed to help protect the environment. It has implemented an Environmental Sustainability Policy to increase awareness and implement changes in the workplace which will make positive impacts on the environment around us. The policy covers the following topics:-

Staff Education and Training

From induction of new employees through to ongoing training our mission is to build awareness of sustainability issues through professional development opportunities for the staff. We encourage active participation in sustainability issues and events in the local community.


We will actively increase the purchase of 100% recycled materials and are committed to reducing office paper purchase and consumption. We will develop and review our purchasing strategy to include consideration of environmentally friendly products and minimize packaging waste.


We are already running energy awareness campaigns such as "Switch Off". We will replace lighting with more efficient technology (lamps and fittings), install automated computer switch off and make sure that energy efficiency settings are maximised on office equipment.


Implementation of a printing policy such as "Think Before You Print" and rationalise all printing and copier machines.

We are now also offering our customers the choice of using "pre-used" packing materials and plastic boxes as opposed to card for local moves. We will ensure packaging is made from recycled materials and that correct signage to promote best practice is visible.

We will also continue to recycle electronic waste and IT equipment.


We will monitor transport fuel consumption and emissions. Switch off engines when vehicles are not moving whilst providing information to staff on fuel efficient driving.


We will also review cleaning practices to identify opportunities to reduce water consumption and endeavour to purchase water efficient appliances.

Information Classification Policy

Asian Express provides international, domestic, local, office move services as well as storage services to a wide variety of customers from around the world. As an industry leader in both China and Hong Kong, it is critical for Asian Express to set the standard for the protection of information assets from unauthorized access and compromise or disclosure. Accordingly, Asian Express has adopted this Information Classification Policy to help manage and protect its information assets.

All Asian Express associates share in the responsibility for ensuring that company information assets receive an appropriate level of protection by observing this Information Classification Policy:

  • Asian Express Managers or information 'owners' shall be responsible for assigning classifications to information assets according to the standard information classification system presented below. ("Owners" have approved management responsibility but do not have property rights.)
  • Where practicable, the information category shall be embedded in the information itself.
  • All Asian Express associates shall be guided by the information category in their security-related handling of company information.

All Asian Express information and all information entrusted to Asian Express from third parties falls into one of four classifications in the table below, presented in order of increasing sensitivity.

Unclassified Public

Information is not confidential and can be made public without any implications for AEMovers or its customers. Loss of availability due to system downtime is acceptable risk. Integrity is important but not vital.


  • Service brochures widely distributed
  • Information widely available in the public domain, including publicly available Asian Express web site areas
  • Financial reports required by regulatory authorities
  • Newsletters for external transmission


Information is restricted to management approved internal access and protected from external access. Unauthorized access could influence Asian Express' operational effectiveness, cause an important financial loss, provide a significant gain for a competitor, or cause a major drop in customer confidence. Information integrity is vital.


  • Passwords and access to information on corporate servers
  • Client confidential rates
  • Know-how to process client services, shipments
  • Standard Operating Procedures use in all parts of Asian Express' business
  • All Asian Express developed IT software codes

Client Confidential

Information received from clients in any form for processing client shipments. The original copy of such information must not be changed or reproduced in any way without written permission from the client. The highest possible levels of integrity, confidentiality, and restricted availability are vital.


  • Client Personally Identifiable Information (PII)
  • Electronic transmissions from clients
  • Copies of client documents containing PII
  • Information related to business transitions with corporate accounts or partner agents overseas

Asian Express Confidential Data

Information collected and used by AEMovers in the conduct to of its business to employ people, to log and fulfill client services, and to manage all aspects of corporate finance. Access to this information is very restricted within Asian Express. The highest possible restricted availability is vital.


  • Salaries and other personnel data
  • Accounting data and internal financial reports
  • Confidential customer business data and confidential contracts
  • Non-disclosure agreements with clients/vendors
  • Asian Express Business Plans

What every HR Manager should know

Let's face it, moving to China is not a small step for anyone. When relocating both to and from China, expatriates and their families have to deal with the language barrier, cultural differences, job change, and moving their home. Changing to a job and moving a home are two of the most stressful experiences one can have. If your company decides to transfer employees, it's part of your job as HR Manager to manage the expectations of your relocated expats and their families. When transferring employees, you are responsible for ensuring that the move runs as smoothly as possible, minimizing stress for the transferee and his family. If a transferee's relocation does not go as planned, the employee's relationship with the company or their length of stay could be negatively affected. Considering the high costs of recruitment and employment of expatriates, the HR Manager must be knowledgeable and helpful when relocating an expat.

Looking Good to Your Expats

First impressions only happen once. Looking competent, caring and helpful to your senior expatriate managers and their families begins and ends with a successful relocation into and out of China. Effectively managing your expatriate's relocation plays a major role in how you, the HR Manager, are remembered. A well-organized relocation always helps you look good in the eyes of your expatriate managers and their families.

Here are 6 ways to look good to your expatriate transferees:

  • Centralize Employee Relocation Responsibility
  • Understand the Employee and Family's Needs
  • Create a Relocation Policy
  • Educate the Transferee and Family
  • Remember the "Little Things"
  • Partner with a Helpful Moving & Relocation Company

Centralize Employee Relocation Responsibility

If your company has a high number of transfers each year and a well-staffed HR department, assign one person or a group solely to relocation. With specific people to consider all aspects of the relocation, the chances for a problematic transfer will be reduced. If the company is smaller or has few transfers, be sure to assign a one-contact person for the employee to communicate regarding the relocation. With one-contact person, the transferee will know who to call with concerns, saving time and improving communication with the HR department.

Understand the Employee and Family's Needs

Begin the relocation process by asking your employee about his needs surrounding the move. First determine his expectations including monthly housing allowance, housing standards, and travel. Take into account how the employee's family is affected by asking about the family members' needs as well. Are the kids in school ? What is the spouse's career ? Also, ask about the employee's desired timeline; you don't want to rush the process or take too long. Finally, ask the employee about his goals, desires, and career motivations to gain an understanding of his long-term plans. Knowing what the employee needs will take the guess-work out of satisfying his expectations.

Create a Relocation Policy

When developing a relocation policy, it is important to include information covering all aspects of the relocation. topics to consider are home sale and purchase, shipping of household goods, travel, temporary living upon arrival at the new location, and allowances. Adjustments for the cost-of living or transfer incentives should be included as well. Be sure to construct a clear financial policy to avoid haggling with the employee leaving the company or the relocation does not work out. Including these points in the policy allows for clear communication between you and the employee. You are also protecting the company from potential dispute with the transferee in the future.

Educate the Transferee

Be sure to inform your employee of all necessary information for the move. Provide a relocations manual with a timeline and charts illustrating the relocation process. Periodically update the transferee with progress for reassurance that the process is running smoothly.

Remember the "Little Things"

Moving to a new location is a big change in anyone's life. By providing the little "extras" that facilitate the moving process, the employee will be more satisfied with the move and the company as a whole. A company is wise to include a welcome package with the new location information such as directions, shopping, tips, bars, restaurants, medical treatment, activities, and nearby school information. Providing a handyman and/or maids to clean the apartment before arrival is also helpful. Some companies ask the transferees for special requests provided upon arrival. It's the little things that count when settling into a new home.

Partner with a Moving & Relocation Company

Helping you understand how to address the needs and impress your expatriates and transferees is what a professional moving and relocations company is all about. The right company will be able to help you create a program to address these 6 tips. As an HR Manager, it is worthwhile to consider meeting with an expert in the moving and relocations industry to see how they can help. Even if your company currently uses a specific moving and relocations company, take the time to consider other options. There are many more choices available today when it comes to moving and relocations companies. Each has different offerings, levels of services, and quality of staff. Don't rely on your predecessor's decisions of what company to use; see for yourself what is available. You may be surprised of what other services and options are out there.

How Asian Express Can Help HR Managers

In order to meet your objectives as a HR Manager, Asian Express centralizes the process by assigning one single point-of-contact person for relocation concerns. The company offers services such as performing a needs assessment and creating a relocation policy. Asian Express provides you and transferees with a relocations "Welcome package" described in the "Remembering the Little Things" section above. Services include complete door-to-door relocation services, home searches, pet relocations, orientation programs, and others. Asian Express addresses needs on 3 levels: Relocating Expatriates and Transferees, the HR Department, and the Corporate Client.

Asian Express Introduction

Asian Express was found in 1979 with the goal of providing the highest quality relocation services, while satisfying the needs of each and every client. Over the years, Asian Express has grown to include over 250 highly trained staff members in 4 locations covering the main entry ports of Hong Kong and China.

Today, Asian Express is proud to be a leading relocation company in China and Hong Kong, setting the standard for expertise and service quality in Asia. We attribute our success to our personalized services, international partnerships, high quality standards, dedication to customer satisfaction, talented staff and modern facilities.

Our Services

  • International Door-to-Door Moving
  • Domestic Door-to-Door Moving
  • Local Door-to-Door Moving
  • Office Moving
  • Long-term and Short-term Storage
  • Records Storage and Management
  • Relocations Management
    • HR Consultancy
    • HR Policy Writing
  • Specialized Services
    • Pet Relocation
    • Visa and Immigration
    • Orientation
    • Home Search
    • School Search
    • Furniture Rental
    • Handyman Services

Quality Solutions

Asian Express provides real-world, custom-made, quality-service solutions that address the distinctive needs of the corporate HR Manager and corporate shipper. We are able to provide you with truly comprehensive, need-specific and highly efficient quality services because:

  • We understand the specialized nature of your needs.
  • We have 40 years of industry experience dates back to 1979.
  • Our multinational, multilingual team has extensive regional and overseas knowledge.
  • We are a shareholder in the renowned international move management organization, Harmony Relocation Network.

Always aiming to improve our infrastructure, we have invested in the very latest web-based information technology which has been tailored to the highly rigorous standards of the FIDI-FAIM (FIDI Accredited International Movers) Quality System which is based on the ISO 9001 standard to which we are accredited. Administered by Ernst & Young, this system demands the very highest standards of performance for international movers.

Furthermore, we value our reputation as a people-focused business and a responsible corporate citizen.

Relocating Employees?

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