Who is eligible for what?
New Staff / Existing Employees / Senior Management
Different assignments and different parameters call for various levels of
support from the company. It is essential to identify which employees are
eligible for support and the extent of the support given.
What relocation expenses are covered?
What is covered and how. This will have tax implications for employee and
company alike. Some tax regimes have an allowance for relocation expenses
but this has to be managed effectively.
Is your policy competitive?
You do not want to loose your top performers but your relocation policy should
provide for a level of support that is competitive with other companies policies.
Expatriates tend to stick together in their new country and issues may arise
if your support is not to standard.
What support is in place for families?
The employee is not alone in their decision to relocate. The family will be
of highest priority in their decision to accept an assignment. What support
will you offer to employees families for schooling, integration, health cover
and travelling expenses?
How are existing policies affected?
Your existing policies which address such things as redundancy, pensions,
promotion, bonuses and training may need to be adjusted for your expatriates.
Will your employees be subject to the local policies of their new assignment
or the policies they accept at home?
Is your policy accepted by your international group?
Your policies should take into account the different legislation and frameworks
that your international subsidiaries and partners face. Policy development
should include discussion with all HR departments in your network. This provides
for a very comprehensive policy that is well communicated and understood by
the expatriate, and the internal HR departments.
