Expatriates
Now more than ever, expatriation of employees is an essential part of managing the workforce in international organisations. It is important that workers’ skills are put to best use across the world.
Organisations should give careful consideration to the locations to which they send employees. There are many factors to take into account, including political stability, legal and tax requirements, employment costs, transport links and language and cultural barriers.
Why cultural training is vital for overseas assignments
Overseas projects often fail when employees and their families are not prepared for life abroad. Janette Hiscock looks at why...
Real pay growth in Europe lagging far behind Asia
Real salary growth across Europe is expected to slow in 2020, with wage increases lagging far behind pay awards seen...
International expansion: three HR essentials that get overlooked
With Brexit encouraging a growing number of organisations to establish themselves abroad, Ben Wright explores three people management challenges that...
HR Tech World 2017: Maersk Oil drills down on global mobility and payroll
Making payroll globally consistent and compliant can be a challenge. How does Maersk Oil, which operates in more than 10 ...
How do you decide if expatriate employees’ legal rights fall under UK or foreign law?
The recent legal case of Jeffery v The British Council shows employers how to decide whether expatriate employees’ legal rights...
Why the talent function needs to work more closely with global mobility
International assignments play a positive role in career advancement, so why is global mobility not linked more closely to talent...
International assignments in an uncertain world (webinar)
ON DEMAND | The current economic and political climate has led to increasing challenges for employers managing ...
How software can help to streamline global relocation
Instances of global relocation are on the rise, and organisations struggle to contain costs. A cloud-based system could help managers...
Managing the risks of employing a global workforce
Many international companies operate with employees deployed across the world. They function across networks of offices in different countries, client...
Global employers: can an employer choose which country’s laws apply to its employment contracts?
If an employer has operations in more than one country, with employees who are not always based in the same...
London tops list of cities that people most want to work in
London is the city where people would most like to work in the world, according to a survey by Totaljobs.com...
Sexual orientation issues with a global workforce
Although it is not currently unlawful, tolerance towards homosexuality in countries such as Russia vary considerably, while others around the...
Equality in access to overseas appointments: what HR needs to know
HR managers operate in a changing environment of international employment, including more employees who are women or members of disadvantaged...
International assignments: Five steps to seconding an employee overseas
There are many factors with which organisations considering an overseas assignment need to deal before the secondment. We set out some of the essential points...
Employers ignoring needs of overseas staff
Employers often ignore the localised health needs of staff they send to work overseas, research has suggested, with two-fifths of...
