Prior to the current pandemic, a 2018 study by GlobalWorkplaceAnalytics.com highlighted that just 3.6% of the United States labor force worked remotely 50% or more of the time.
Martin is a dislocated assignee, working for the German government on sustainable agriculture projects onsite in Addis Ababa. In late March, fearing civil unrest and a medical system unable to cope with COVID-19, he returned to his home in Kent two days before the U.K. lock-down went into effect. Now, three months later, he is preparing for his return to Ethiopia.
In 2018, the United States declared its intention to withdraw from the Universal Postal Union (UPU), a 192-member body which regulates global mail service. The precipitating event was the growth of e-commerce and a shift for the U.S. from net sender to net receiver of international mail.
We get a lot of inquiries about how to localize expats that have been on assignment for several years. We define localizing as the process of moving an employee from an assignment package to local pay, terms, and conditions. Ideally, the localized employee’s package matches what local employees receive.
With the prospect of “working from anywhere” increasingly becoming a reality, a key question to answer for many people will be: “If I can do my job from anywhere in the world, where is the best place for me to live?”
Cost of living index adjustment is driven by changes in the purchasing power of an assignee in the host location. The purchasing power is based on both the exchange rate and inflation, relative between the home and host countries.
Over the last two years as an AIRINC Research Analyst, I’ve gotten accustomed to the multifaceted approach we take for our quarterly data collection. New assignments are allocated every three months and we fall into a familiar rhythm.
As indicated in our recent survey on the impact of COVID-19 on global mobility, many companies have repatriated their assignees given work stoppage and/or safety concerns in the host locations. As a result, some of these assignees are now back to their pre-assignment home country arrangement, including their home benefit plans.
WorldatWorld pulished a recent article from AIRINC's President and CEO, Steve Brink. In this article, Brink discusses the changing equation of Total Rewards and the key ways to attract, retain, and enhance talent as our world continues to fasttrack business modernity during the sweeping COVID-19 pandemic.
On July 15th here in my hometown, Hong Kong enacted its most stringent Covid-19 lockdown to date. The number of cases here has continued to rise over the past ten days with many of the new infections are coming from unknown origins.