AIRINC (Associates for International Research, Inc.)

Are virtual assignments the future of Global Mobility? Do companies already have a policy in place to address this type of mobility? Virtual assignments are defined as an arrangement in which the employee lives in one country but performs their job remotely for another country. Please participate in this brief pulse survey to understand more about this emerging area of mobility.

In the past month, it feels as if there is new information about COVID-19 every day. As I learn more about this disease and the growing pandemic, I find that I also have more questions—when will things go back to “normal”? Where are people the most affected? How is everyone else reacting to these chaotic times?

While it may be too soon to know exactly when the COVID-19 pandemic will begin to abate, it isn’t too early to start thinking about how to best position your global mobility program for when the recovery does arrive. We have put together a list of nine key areas to help you to start thinking about ways to make sure your program is M.O.B.I.L.I.Z.E.D. for the future:

Last week AIRINC held several virtual roundtables regarding COVID-19. These sessions gave our clients a forum to discuss the issues they are facing and how they are handling COVID-19 concerns. From these discussions we are in a bit of a wait and see period. The initial rush of company evacuations and self-initiated leaves has started to settle. With travel restrictions – both by governments and by corporate companies – relocation, repatriation, and new assignments are currently greatly hampered.

During these unprecedented times, Global Mobility is challenged with the difficult task of supporting an international workforce amidst the COVID-19 pandemic. This survey focuses on how companies are handling their international expatriate populations, and the steps Global Mobility is taking to address the unique circumstances due to COVID-19.

AIRINC recently conducted a “pulse survey” to understand how global companies operating in China who maintain expatriate staff in the country are responding to the outbreak. Out of the 110 companies who participated in the survey, 99 companies or 90% are considering implementing specific actions for assignees in China in response to the spread of the COVID-19.

Do you have assignees based in China? If yes, what are you planning to do with assignees disrupted by the Coronavirus? Many of our clients are seeing an increase in calls from concerned assignees asking to discuss their situation, including:

Hong Kong has been subject to ongoing street protests since June 2019. The protests have led to varying degrees of disruptions in daily living for residents, a sharp reduction in tourists visiting the city, and most recently, an economic downturn considered to be the worst since 2008.

Do you have assignees based in Hong Kong? If yes, is the recent instability having an impact? Many of our clients are seeing an increase in calls from concerned assignees asking to discuss their situation. Potential options such as a transfer to another location, increased flexibility to work from home, security briefings, and more, along with the impact of these options on their assignment policy.

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: