Trends from AIRINC’s Long-term Assignment Benchmark Survey: Spotlight on Flexibility
Over half of companies have a method in place to provide flexibility to the employee.
AIRINC recently ran its 2022 Long-term Assignment Policy & Practice Benchmark Survey, which found these other interesting facts related to flexibility:
- 37% of companies – the most common response – pay a lump sum to cover some (or all) relocation expenses or other on-assignment support such as home leave
- However, almost the same number of companies (33%) still rely on negotiation to achieve flexibility for the employee
- Business flexibility is addressed through multiple policies by 37% of companies; meaning, policies are differentiated by length but also purpose or other criteria specifying which policy applies, such as separate standard and developmental policies. 26% are using business core/flex
- 28% offer the employee a choice between a surface shipment or a cash allowance, a method that offers flexibility to the employee by recognizing that a shipment, when provided as a service, may not always be the most effective way to provide relocation support
- Only 15% of companies deduct a separate home housing norm; Most organizations take a more hands-off approach to home country housing arrangements
- Home leave is delivered as a cash allowance by 29% of companies for the employee to arrange flights as they wish, with another 4% offering the choice of a cash allowance or reimbursement
Although LTA policies have been in use for decades, they’ve been evolving over time in response to the changing drivers of workforce globalization. With the introduction of flexibility for the employee and the business, there are numerous ways LTA policies can be designed to offer customization while still providing the right amount of guidance and structure. The 2022 Long-term Assignment Policy & Practice Benchmark Survey is available upon request.