In partnership with the relocation management company overseeing the move, destination services are usually provided by a local partner. These services include area orientations, assistance with registering with local authorities where required, housing searches, school enrollment, bank account set-up, and other services as needed. The destination services provider (DSP) often acts as a tenancy manager. They serve as the liaison between the assignee and the property management company or owner, resolving any issues and assisting with the recovery of the security deposit. Best practice is two to five days for the assignee and family to work with the DSP, including time spent during the home-finding trip and post-move.
These services are typically included with long-term assignment policies and permanent moves. However, other host country services may vary with the specific relocation benefits included within other policy types.
Dependent Education Assistance
Dependent education assistance includes reimbursement or direct payment of private school enrollment fees, tuition, uniforms and books if adequate public schooling is unavailable. Host schooling must be equivalent to what the child(ren) received in the home location. If the child attends a private school in the home location, the company should provide the same in the host location. Best practice is for employers to cover any cost differential between the home and host country schools. If the child attends public school at home, but suitable public schools are not available in the host location, the employer typically covers the total cost of private school.
Best practice to include in: Long-Term Assignment Policies
Housing / Tenancy Management
The relocation management company typically oversees the entire host country housing process. Best practice is to cover the security deposit, monthly lease payment and any applicable tenancy management fees. The employer or relocation management company makes these payments directly. The host country tenancy management team interfaces with the property management company or property owner on behalf of the assignee.
For short-term assignees and, in some instances, extended business travelers, the relocation management company works with local corporate housing partners that provide furnished accommodations, including a full kitchen. The relocation management company remits all rental payments and works with the corporate housing provider to resolve any issues.
Best practice to include in: Short- and Long-Term Assignment Policies
Spouse /Partner Career Transition Assistance
Technology might make it theoretically possible for an accompanying spouse/partner to continue their job in another country, but immigration and local labor laws usually forbid this. Career transition assistance can help the spouse/partner find employment in the host country, if possible, or help in other ways such as licensure fees, professional dues, professional/personal development fees and tuition fees. In addition, career transition assistance can sometimes help the assignee identify volunteer opportunities in the host country. Best practice is to set a capped amount of $2,000-$2,500 for this relocation benefit.
Best practice to include in: Long Term Assignment Policies
Home Leave
Home leave helps assignees and their families maintain ties with the home country office and friends and family. The long-term assignment benefit usually includes one home leave trip for the entire family per completed year on assignment. The short-term assignment benefit is a minimum of one home leave trip per quarter as the assignee is unaccompanied. Best practice is for reimbursement of round-trip airline tickets to the home location. Trips to vacation spots other than the home location are not approved.
Best practice to include in: Short- and Long-Term Assignment Policies
Emergency Leave
Emergency leave includes round trip travel expenses to the home country in a medical or personal emergency, as approved by the assignee’s manager.
Best practice to include in: All International Policies
Emergency Evacuation
The recent pandemic has made emergency evacuations top of mind for every global assignment program manager. The duty of care is the legal and moral obligation of an employer to ensure the welfare of employees and their families throughout a relocation or assignment. This includes assignees having access to the duty of care policies and guidelines at any time.
Employers should always be prepared to relocate the assignee and family members to a safe location or bring them home if host country conditions become unsafe. This may even include working with an outside provider specializing in emergency evacuations. The most important aspect is to have a plan in place and regularly evaluate and update it.
Best practice to include in: All International Policies
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