Cost of Living indices are an invaluable tool for global mobility teams. However, when indices are updated to reflect changes in living costs between two locations, assignees may have questions about the updates.
Women are estimated to make up 40% of the workforce globally, but the average proportion of women in the mobile workforce is considerably smaller than this. Ahead of International Women's Day on 8 March, we look at why this is.
In our latest Mobility Basics post we examine the host-based approach to paying expatriate salaries, looking at when and why it should be used.
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.