When I first joined AIRINC and the world of Global Mobility, it was a rapid learning curve of many different assignment types and their use cases. I came to understand the strategy that different assignment approaches had in keeping talent mobile. I’ve been able to work closely with clients in the energy industry and see the specialized assignment types used within their Global Mobility programs. One of the most interesting approaches is the rotational assignment. 

Rotational Assignments: Why Companies Use Them and What We See in Global Mobility Programs

Rotational assignments are a specialized assignment type that, unlike traditional long-term expatriate moves, involve employees cycling between their home location and a host location on a fixed schedule. This is key for the energy sector where remote project locations and specialized talent needs are common.
The rotational assignment may be synonymous with the energy sector, but we are seeing this approach becoming more common across other industry types. Understanding the how and why of the rotational assignment is important as this type of assignment becomes more popular. 

Rotational assignments have become a cornerstone workforce strategy for many organizations that operate across multiple sites, remote project locations, or regions with fluctuating talent needs. This type of assignment allows companies to mobilize talent without providing the typical long-term assignment package, and without relocating the employee’s family.  

According to AIRINC benchmarking, the most common approach is 28 days on-site working followed by 28 days off. Other common approaches include 35 days on/35 days off, 14 days on/14 days off, and 21 days on/21 days off. 

Why Companies Use Rotational Assignments

Rotational assignments solve several critical workforce challenges:

1. Access to Specialized Talent - Many engineering, technical, and operational roles require expertise that may not exist locally. Rotations allow companies to deploy scarce specialists to project sites without requiring long-term relocation.

2. Flexibility for Project-Based Work - For industries that operate on project cycles or construction timelines, a fixed rotation model aligns staffing with the work. As projects ramp up or ramp down, rotation schedules can be adjusted more easily than full relocations.

3. Cost Management - While rotations come with unique allowances and travel costs, companies often avoid the larger expenses of long-term expatriate benefits such as schooling, home leave, or full cost-of-living support. For shorter-term or high-frequency needs, rotations can be a more economical way to deploy talent.

4. Employee Attraction and Retention - Rotational work appeals to employees who:

• Want global experience without uprooting their families

• Prefer predictable schedules with defined periods at home

• Enjoy high-intensity work balanced by extended time off

Rotational roles can be highly attractive for the right employee.

Which Industries Commonly Use Rotational Assignments?

Rotational assignments are most prevalent in sectors where work occurs at remote, hazardous, or project-based sites. Based on AIRINC’s experience, common users include:

1. Energy and Natural Resources - Oil & gas upstream operations, mining, and renewables rely heavily on rotations. Offshore platforms, remote mines, and construction/commissioning sites make permanent relocation impractical.

2. Engineering, Construction & Capital Projects - Engineering firms, EPC companies, and large infrastructure projects frequently deploy subject matter experts, site supervisors, and commissioning teams on rotation.

3. Manufacturing and Industrial Operations - When plants open, expand, or require periodic shutdown/turnaround work, companies often bring in key operators or maintenance specialists on a rotational basis.

4. Aviation, Maritime & Defense -  Pilots, vessel crews, and defense contractors often rotate through difficult or controlled environments.

5. Technology & Data Center Expansion - This is a newer trend as hyperscale data centers and microchip facilities expand globally. We see companies sometimes use short rotational deployments for build-out and troubleshooting work.

Overall, across industries, rotations offer a way to be agile, cost-conscious, and operationally consistent without the commitment of permanent transfers or a traditional long-term assignment package.

What AIRINC Commonly Sees in Rotational Mobility Programs

While each company’s rotational model is unique, several themes emerge from AIRINC’s consulting, data benchmarking, and client program reviews:

Clear Distinction Between Home-Based and Host-Based Models

Most rotational assignees remain home-country based or headquarters based, with rotations treated as temporary assignments rather than expatriate moves. This shapes everything from tax handling to benefits eligibility. It is also common to see a headquarters approach for United States based companies where all rotators are paid on a US pay scale regardless of their nationality.

Heavy Use of In-Kind Support

Housing, meals, transportation, and remote-site amenities are often provided directly. In many industries, especially energy and engineering, accommodation and meals may be provided in camps or company facilities.

A Focus on Allowances That Reflect Incremental Costs

Instead of traditional expatriate packages, companies typically offer:

• Per diems or meal/incidentals allowances

• Transportation support

• Remote-site or hardship premiums

• Travel day allowances

These allowances are targeted at short-term, on-rotation needs, rather than long-term lifestyle changes.

Policies That Emphasize Consistency and Transparency

Because rotational workforces can be large and diverse, companies aim for:

• Clearly defined rotation types

• Standardized provisions by rotation schedule

• Allowances paid only for days in location

• Clear differentiation between on- and off-rotation pay

Employees value predictability, and companies value fairness across teams.

Increasing Governance Around Frequent Business Travel

Some organizations are formalizing rotational programs because employees were informally traveling on repeat short trips. This shift helps:

• Manage tax exposure

• Improve employee wellbeing

• Standardize costs

• Align with duty-of-care requirements

The line between “frequent traveler” and “rotational assignee” is becoming more defined.

Why Rotational Assignments Matter in Global Mobility

Rotational workforces are evolving rapidly, especially as companies balance project speed, employee wellbeing, and global talent shortages. From AIRINC’s vantage point, rotational programs are becoming:

• More data-driven, incorporating precise location costs, hardship scoring, and travel patterns

• More strategically aligned, as mobility teams increasingly support business-critical project delivery

• More employee-focused, recognizing demands for safety, wellness, and fairness

At AIRINC, we help companies define the right allowance structure, benchmark practices across peers, and ensure programs remain competitive and sustainable.

Conclusion

Rotational assignments are no longer limited to a handful of traditional industries. They are now a strategic workforce tool used across sectors to deploy expertise efficiently, manage costs, and support global operations. As rotations grow in complexity and scale, companies are seeking clearer structures, stronger data, and more consistent policy frameworks.

AIRINC continues to help leading organizations shape rotational programs that meet both business objectives and employee expectations. If your company is evaluating its rotational approach—or considering how allowances should work within your STA or mobility framework—we can help you benchmark, model, and design a solution that fits your workforce.

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