- Initial research conducted amongst global businesses in 2021, as Covid-19 was controlled showed that a mobile workforce was still integral to future working plans. Although most expat assignments were likely to follow the traditional format, the area was not unaffected by change. We delved into the alternative options businesses were using to achieve business goals while satisfying employee demand for more flexibility around ways of working.
Another option for employers with a specific goal to achieve is to send an employee on a short-term assignment of less than a year. A short-term assignment can be a cost-effective option when the goal is to transfer resource, knowledge, or skills.
This kind of task may mean some employees have to be separated from spouse or family for a time. But a short-term assignment may still be a better option if their partner has a career of their own or if children are at pivotal points in their education. We investigate how employers can prepare expat assignees for a short assignment and most importantly how to help them prepare for their return.
Following the cataclysmic shift in the working world that has occurred in the last few years. Employees are looking for more flexibility from their employers than ever before. Employers are answering this need with remote or hybrid working options and a stronger focus on health and wellbeing in the workplace. How is this translating into the world of the globally mobile workforce? We look at considerations your company may wish to consider to make the most of expat assignees in your business.
There is no denying there is a lot to think about when it comes to the future of expat assignments in your business.
There is one thing we can take off your plate, that’s . Our range of products can be tailored to meet the needs of your business. Get in touch today to see how we can help your employees access private healthcare while on assignment.