26 Dec Mobility Benefits: Decoding the Potential of Relocation and Assignment Support

In today’s ever-evolving global job market, mobility benefits have served a pivotal role in talent management strategies. The packages offered to support employee relocation or international assignments can wield significant influence over acceptance rates, boost the overall employee experience, and contribute fundamentally to the success of global mobility programs. Global mobility specialists need to advise organizations to remain vigilant, constantly reviewing research and data to elevate their mobility programs to the next level.

One invaluable resource for shedding light on the evolving landscape of mobility benefits is the “Relocating Partner Annual Report,” a collaborative effort between NetExpat and EY. This annual report offers comprehensive insights into the shifting expectations and needs of partners and families involved in international assignments. 

The most recent edition of this report provides a fresh perspective on how mobility programs have evolved to better support partners and families, signaling a noteworthy transformation in the realm of employee mobility.

Key findings from the research:

Partner support: In 2018, a mere 31% of employees believed that their employers were doing enough to support their partners. Fast forward to 2023, and this figure has surged to an impressive 55%. This fundamental shift underscores the increasing influence of non-working partners in the decision-making processes associated with international assignments. It emphasizes not only the importance of recognizing their unique needs but also the necessity of providing customized support to address them in a thorough manner.

Shifting generations: The changing priorities of younger generations, specifically millennials and Gen Z, are reshaping the dynamics of partner involvement in international assignments. These emerging generations place a higher emphasis on dual income households, marking a departure from the preferences of previous generations. Mobility programs must adapt to accommodate the evolving expectations and support requirements of these younger cohorts.

Diversity, equity, and inclusion (DE&I): An encouraging trend identified in the report is the commitment of about 41% of employers to support relocating partners as part of their broader DE&I agendas. This acknowledgment underscores the growing recognition of inclusivity as an integral element in solid mobility programs.

Family priority: Family-related considerations remain central to the acceptance or rejection of expat assignments. The report highlights that three of the top six reasons for assignment rejection directly pertain to family concerns. As a response, organizations are shifting their approach from cash allowances to direct support for partners. A significant 69% of employers now offer this form of assistance, while 51% provide integration support tailored to non-working partners.

Increased pre-decision consultation: An emerging practice that shows tremendous promise is pre-decision consultation. These consultations, whether facilitated by internal global mobility specialists or external providers, serve as proactive measures to address common issues leading to assignment rejections. By offering reassurance to employees and their families before making the decision to relocate, organizations can significantly boost acceptance rates.

Mentoring connection and support: Many companies are embracing mentoring programs that provide peer-to-peer support to employees and their families. These initiatives not only leverage existing resources but also contribute to cultural awareness and self-esteem. The mentorship dynamic creates a positive impact, benefiting both the family/partner and the mentor, and indirectly contributing to the well-being of all involved.

Addressing assignment failures: Partner and family dissatisfaction persist as the leading reasons for assignment failures. To combat this challenge, corporations are increasingly offering support through various means, such as acclimation/integration support and intercultural training. These support mechanisms have witnessed significant growth compared to 2018. In contrast, traditional cash allowances and education allowances have become less popular, resulting in more positive assignment outcomes.

The report underscores the critical importance of reimagining, defining, and addressing the concept of “duty of care” within mobility programs. While physical safety has always been a paramount consideration, the well-being of families has risen in prominence as a critical requirement for program success.

As organizations navigate the ever-changing landscape of employee mobility, these insights provide invaluable guidance for shaping more effective, employee-centric mobility strategies in 2024 and beyond. 

By recognizing and addressing the evolving needs and expectations of partners and families, organizations can strengthen their mobility programs, enhance acceptance rates, and ultimately support the success and satisfaction of their globally mobile employees. 

In this dynamic global job market, mobility benefits serve as a strategic asset that organizations can leverage to attract and retain top talent, driving success and growth in an increasingly interconnected world.

Mobility Benefits: Decoding the Potential of Relocation and Assignment Support

In today’s ever-evolving global job market, mobility benefits have served a pivotal role in talent management strategies. The packages offered to support employee relocation or international assignments can wield significant influence over acceptance rates, boost the overall employee experience, and contribute fundamentally to the success of global mobility programs. Global mobility specialists need to advise organizations to remain vigilant, constantly reviewing research and data to elevate their mobility programs to the next level.

One invaluable resource for shedding light on the evolving landscape of mobility benefits is the “Relocating Partner Annual Report,” a collaborative effort between NetExpat and EY. This annual report offers comprehensive insights into the shifting expectations and needs of partners and families involved in international assignments. 

The most recent edition of this report provides a fresh perspective on how mobility programs have evolved to better support partners and families, signaling a noteworthy transformation in the realm of employee mobility.

Key findings from the research:

Partner support: In 2018, a mere 31% of employees believed that their employers were doing enough to support their partners. Fast forward to 2023, and this figure has surged to an impressive 55%. This fundamental shift underscores the increasing influence of non-working partners in the decision-making processes associated with international assignments. It emphasizes not only the importance of recognizing their unique needs but also the necessity of providing customized support to address them in a thorough manner.

Shifting generations: The changing priorities of younger generations, specifically millennials and Gen Z, are reshaping the dynamics of partner involvement in international assignments. These emerging generations place a higher emphasis on dual income households, marking a departure from the preferences of previous generations. Mobility programs must adapt to accommodate the evolving expectations and support requirements of these younger cohorts.

Diversity, equity, and inclusion (DE&I): An encouraging trend identified in the report is the commitment of about 41% of employers to support relocating partners as part of their broader DE&I agendas. This acknowledgment underscores the growing recognition of inclusivity as an integral element in solid mobility programs.

Family priority: Family-related considerations remain central to the acceptance or rejection of expat assignments. The report highlights that three of the top six reasons for assignment rejection directly pertain to family concerns. As a response, organizations are shifting their approach from cash allowances to direct support for partners. A significant 69% of employers now offer this form of assistance, while 51% provide integration support tailored to non-working partners.

Increased pre-decision consultation: An emerging practice that shows tremendous promise is pre-decision consultation. These consultations, whether facilitated by internal global mobility specialists or external providers, serve as proactive measures to address common issues leading to assignment rejections. By offering reassurance to employees and their families before making the decision to relocate, organizations can significantly boost acceptance rates.

Mentoring connection and support: Many companies are embracing mentoring programs that provide peer-to-peer support to employees and their families. These initiatives not only leverage existing resources but also contribute to cultural awareness and self-esteem. The mentorship dynamic creates a positive impact, benefiting both the family/partner and the mentor, and indirectly contributing to the well-being of all involved.

Addressing assignment failures: Partner and family dissatisfaction persist as the leading reasons for assignment failures. To combat this challenge, corporations are increasingly offering support through various means, such as acclimation/integration support and intercultural training. These support mechanisms have witnessed significant growth compared to 2018. In contrast, traditional cash allowances and education allowances have become less popular, resulting in more positive assignment outcomes.

The report underscores the critical importance of reimagining, defining, and addressing the concept of “duty of care” within mobility programs. While physical safety has always been a paramount consideration, the well-being of families has risen in prominence as a critical requirement for program success.

As organizations navigate the ever-changing landscape of employee mobility, these insights provide invaluable guidance for shaping more effective, employee-centric mobility strategies in 2024 and beyond. 

By recognizing and addressing the evolving needs and expectations of partners and families, organizations can strengthen their mobility programs, enhance acceptance rates, and ultimately support the success and satisfaction of their globally mobile employees. 

In this dynamic global job market, mobility benefits serve as a strategic asset that organizations can leverage to attract and retain top talent, driving success and growth in an increasingly interconnected world.