Talent knows no borders but relocating your employees across borders and managing a global workforce is more complex than ever, especially with the latest trends driving global mobility strategy. Wherever your organization is with talent acquisition and mobility following the COVID pandemic, some of the most common global mobility policy trends can help you create a program that works for both you and your employees.
Even with the growth of work from anywhere, many employees are willing to relocate for a great job opportunity, an adventure, or a little of both. But relocation can be disruptive and expensive, with big considerations like spouse or partner careers, children and real estate. For employees to make the move, employer support is imperative.
Commuter/Extended Business Traveler
Up to three months and unaccompanied. May consist of regular travel back and forth between home and host countries or one-way travel to the host and one-way travel back home with an extended stay in between. Employee maintains home country compensation and benefit plans.
Short Term Assignment
Three-month to one-year unaccompanied assignment, with the intention that the assignee will return to the home country at the end of the assignment. Assignee maintains home country compensation and benefit plans.
International short-term assignments have grown in popularity as companies look for ways to reduce the cost of international relocation.
Long Term Assignment
One- to five-year accompanied assignment, with the intention that the assignee will return to the home country at the end of the assignment. Assignee maintains home country compensation and benefit plans.
Accompanied one-way transfer of indefinite length with the intention that the assignee immediately becomes a local employee in the destination location. The company provides domestic home sale benefits at departure and home purchase benefits at the destination location. Best practice is for the employee to immediately transfer to local payroll, with all compensation and benefits based on the labor laws and requirements of the destination country. Retirement plans and social security contributions in the departure country cease.
A long-term assignment resulting in a permanent transfer to the host location. This can also occur after short-term moves, but this is much less typical. Assignment benefits end as of the localization date, or some may be phased out over a set period. Assignee moves from home to host country compensation and benefits. Retirement plans and social security contributions in the departure country cease.
Learn more in this Global Mobility Policy whitepaper!
Read this whitepaper on Global Mobility Policy Trends, Design and Best Practices that will help you to assess your global mobility policies in light of current realities.