Understanding Cost of Labor versus Cost of Living assessment: Whether internationally or domestic, there is still the need to get your talent to the right location in the right way, and at the right pay levels. International mobility has additional complications, but domestic mobility continues to trend as a challenge for many organizations and their employees.
As a global mobility professional, does this question sound familiar? Are you more frequently being tasked with managing domestic moves along with your international responsibilities? Although you may think of domestic moves – transfers within the same country – as outside your purview, there are advantages to streamlining international and domestic mobility policies.
If you're like most companies, you probably view Home Leave budgeting as a time- and money-consuming challenge. Whether you use a blend of lump sum/cash allowances, reimbursement, tickets booked directly through corporate travel, or a choice between these options, difficulties often arise; they’re unavoidable!
Do you know how your policies measure up for cost-competitiveness, flexibility, employee experience, and more? Along with an understanding of general market trends, you need internal insights based on your organization's unique business needs.
Borderless Pay Insights is the only compensation benchmarking database that provides analysis on gender pay. Some highlights from the recent database include:
There is still an opportunity to participate in AIRINC’s domestic relocation benchmark for moves within the U.K.!
Many non-profit organizations are reviewing their global mobility policies and practices in response to the increasing diversity of international staff and types of international assignments and transfers. In many cases, traditional international assignment policy models are perceived to be too costly and inflexible.
The results from our recent Lump Sum Pulse Survey are in! The survey explored how companies are determining and delivering lump sums, and the pros and cons with this approach. Companies report using a Lump Sum approach for the following reasons:
Tax laws, rates, and regulations vary greatly from country to country, and being on an international assignment creates even further complexity. To minimize the tax impact on the assignee, most globally-mobile companies have a Tax Equalization policy in place.
AIRINC is honored to be shortlisted for the Expatriate Management and Mobility Awards (EMMAs) this year!