Global mobility professionals are increasingly looking at different ways to compensate their expatriate populations. One method that often attracts a lot of attention is the local-plus approach.
When companies are dealing with mobile workers, how and where to deliver pay is not always straightforward and can depend on a range of factors.
What is best market practice when providing transport benefits for international assignees and what factors should be taken into account?
Short-term assignments have become an essential means of moving talent, however practice varies on how to compensate employees for living costs during the assignment.
A mobility allowance can be an effective way to attract the best talent and to recognise an assignee's willingness to be internationally mobile.
Wage increases are always keenly anticipated by staff, but why are salaries reviewed at all? And do assignee salaries need to be reviewed in a different way to local salaries?
What happens at the end of an international assignment? This Mobility Basics blog post looks at the localisation process and the different factors to take into consideration.
The second and final part of our assignment lifecycle series looks at the different steps that need to be considered by a global mobility team during an assignment, as well as the repatriation process once it has ended.
There are many different factors and processes that need to be considered when sending an assignee abroad. The first of our two blogs looks at the different steps involved in the pre-assignment phase.
Our infographic shows the main things you need to consider when sending an employee to work in another country.