Expatriate Management (Best Practice Tips)

expat management

Managing expatriates is a multi-stage process, where each stage can be crucial to the overall success of an overseas assignment for your business, as well as the individual assignee, on both a personal and professional basis. The following guide looks at best practice for employers when deploying individuals overseas, including some important practical tips for […]

Mobility Clause (Advice for Employers)

Mobility clauses can be a blessing and a curse. If drafted carefully and with thought, they can assist an employer to maintain its workforce if the workplace has to change location and so provide certainty in this regard. However, if the wording is drafted too widely, is unreasonable or the employer fails to adequately consider […]

Cost of Living Allowance (COLA Guide)

In this guide for employers, we look at the cost of living allowance (COLA), what it is, how it is calculated and what factors can affect this. Establishing a salary package for expatriates on international assignments can be done in a number of different ways. There is not necessarily any right or wrong approach. However, […]

Expat Package (What Do Employees Expect?)

The success or failure of an overseas assignment can often be impacted by the quality of the expat package provided to assignees when asked to work overseas. A competitive compensation package will not only help to attract the best available candidates for the job from within your organisation or when recruiting externally, it will also […]

Nurturing Diversity in Non-Diverse Locations

Nurturing diversity within the workforce is not just a moral imperative, it also makes economic sense: it allows companies to tap into new talent pools and provide a significant advantage in the global talent war. While companies are making progress on the road to diversity, they face problems when relocating employees to destinations where specific […]

Managing Expatriate Gig Workers

The fast growing gig economy is changing the way companies run their businesses and manage their employees. On paper, the gig economy model – in which workers take on temporary work to perform specific tasks or projects – looks like a win-win for the company and for the employees. From a company perspective, the gig […]

Keeping Pace with Global Talent Mobility

The pace of change in talent mobility and global HR in general keeps accelerating as technological innovation, new generations entering the workforce, and new forms of global mobility are emerging. These ongoing changes bring a mixed bag of heightened employee expectations, hopes of better management practices and business uncertainties, and force HR teams to reassess […]

Adopting Flexibility in Global Mobility

A successful global mobility programme needs to work well for both the assignees and the company. But implementing an effective expatriate policy that is both flexible and defined enough to serve as the foundation for any mobility scenario is a challenge, even for the most evolved global mobility programs. In reality, developing flexible international mobility […]

Older Assignees & Expatriate Workers

The rise of millennials grabs headlines and companies scramble to accommodate the expectations of new generations. However, the fact that the workforce is ageing quickly is an equally important trend. This trend is a global one, not limited to Europe and North America. Workforces in many emerging markets in Asia and Latin America are also […]

Expatriate Failure Reasons (How To Avoid!)

Deploying an employee to work overseas on assignment or as a relocation is an investment which can help your organisation take advantage of the global economy. Unfortunately, as is the case with any potentially lucrative investment, international assignments carry a high risk of failure. Expatriate failure can be expensive for your company and an unwelcome […]