Our colleagues in Europe were busy this autumn with a successful series of events in London, Amsterdam, Copenhagen, Munich, and Berlin. Depending on the location, we presented the results of AIRINC’s Long-Term Assignment Benchmark, going over some of the details and trends from the survey results; we discussed the shifts we are observing towards a more flexible workforce; and we explored an alternative approach to assignment housing and how to manage both costs and expectations.
Last week, we highlighted the top 5 downloads that have helped shape our views on where mobility is in 2019 and where it will go in 2020. Today, we have pulled together the most important and popular global mobility policy posts from 2019. These posts focus on many of the key takeaways from our 2019 Mobility Outlook Survey, including:
The demand for a wider array of mobility approaches at different price points requires the flexibility to access allowances and evaluate policy options in an efficient way. The International Assignment Calculator aggregates allowances such as Cost of living allowance (COLA), housing, tax, hardship, and more – in one place. Learn more by watching the video below:
Are you reactive or proactive? A couple of months ago, Jessica Caligan shared how companies are using proactive communication strategies to enhance employee experience on international assignments.
We are excited to announce the addition of this complimentary report, available exclusively on our International Assignment Calculator. You can proactively enhance the assignee experience through a more transparent and personalized communication.
Communication and the Employee Experience are two interconnected themes that continue to dominate today’s mobility conversation.
Communicating critical information and setting expectations for assignees and business partners are key to creating successful assignments. To ensure the information gets through inbox clutter, global mobility leaders are incorporating newer, more tech-savvy ways to communicate with both employees and internal business partners.
When transferring assignees from low wage to high cost locations, many companies are confronted with this challenge: even with a COLA, their lowest wage assignees don’t have sufficient purchasing power in the host location, especially in comparison to their fellow expats and local peers.
What is a Personal Salary Impact Statement? This is information that an employer can offer an employee when relocating them from one location to another. This statement provides a sense of how the employee’s purchase power will be affected by the move.
In recent months, there have been many news references to panic-buying and BREXIT stockpiling. In the event of a no-deal BREXIT, some experts advise to have a minimum of two weeks’ worth of food, water, and household items such as toilet paper for the immediate short-term. But what items are expected to be affected long-term in the market basket?