Opinions are divided on whether or not to apply negative cost of living indices. This post weighs up the pros and cons of doing so.
Equity among assignees is one of the holy grails of international HR but there is no simple way of achieving it. This blog post looks at the different salary approaches that can be used by a company, and the pros and cons of each.
Benefits are a crucial part of expatriate salary packages. In our latest Mobility Basics blog post we are looking at what assignment benefits are usually provided, how they are determined and how they are delivered to the assignee.
Our latest blog post considers the items that should be included in assignment cost estimates to help businesses to make informed mobility decisions and take control of the cost of their programmes.
Our latest Mobility Basics post looks at how and why mobility and location allowances are used when calculating salaries for international assignees.
What are location allowances and how and why are they are paid? Read on to set location allowances for your globally mobile employees with confidence.
What do we mean by "international salary spine"? Here we provide a detailed explanation about this alternative remuneration approach that involves paying all assignees on the basis of an international salary structure.
What is the select country approach to calculating assignment pay, and when should you use it?
We delve deeper into the concept of spendable income - the portion of salary to which the cost of living index is typically applied.
By combining aspects of the home-and host-based approaches, the hybrid approach can be an ideal solution for some assignments - we discuss when you should use it.