Despite the current restrictions on travel, the shift of responsibility for business travellers into the domain of Global Mobility is continuing unabated.
Did you know 57% of companies pay a per diem to cover meals & incidentals for commuters? AIRINC recently published its 2020 Commuter Assignments Benchmark Survey, which found these other interesting facts:
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.
For many, remote work has proven to be sustainable and successful. This has resulted in companies looking to position a distributed workforce as part of their employee value proposition. These organizations offer a combination of:
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?”
Are you using engaging videos and digital media to communicate with your assignees and their managers? Videos quickly and clearly communicate expectations and complex concepts like tax or COLA [Cost of Living Allowance].
Massachusetts, like many other states across the United States, has declared a state of emergency in regards to the COVID-19 pandemic. Typical components include mandatory social distancing, travel restrictions, and many other precautions. Concurrently, many Massachusetts businesses have adopted remote working arrangements as a measure to adhere to these precautions, and provide employee flexibility and safety.
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.
When I joined AIRINC in December 2018, I started in our London office and had been living in the U.K. for 15 years at the time. I’m half German, half Indian, but grew up in Germany and went to school and university there with an Erasmus year in Paris, which to this day remains my favourite city in the world.