Flexible and remote working in global mobility
When individuals undertake expatriate assignments, they generally receive a wide range of allowances and benefits under their organisation’s international relocation policy, if the reward system adopted is home-based. This means that typically, housing, cost of living allowances, children’s education costs, health care and various salary uplifts and premiums related to mobility are applied. Given that the cost of supporting an expatriate undertaking a long-term assignment on a home-based reward package typically amounts to at least three times the home-based equivalent salary, it is unusual to find expatriates working less than full-time hours. Part-time work and job-sharing roles are still exceptionally rare in the international assignment environment.
Organisations have changed their approaches to expatriate flexibility. Assignees report they can work flexible hours in locations where this benefit is also offered to local staff. This enables them to flex their start and finish times, and lengths of breaks taken during the working day as necessary to suit personal and family needs. In some locations, nine-day fortnights are available, which can be undertaken by expatriates as well. Expatriates report that as long as the job gets done and they remain dedicated to the project they are on and deliver what is required, flexibility around formal working hours is both possible and accepted in a wide variety of locations and industries today.
Flexible working: an attractive benefit
The offer of flexible working is seen as attractive to both men and women, especially to the younger generation, which has become accustomed to flexible hours being offered in their home countries as part of a family-friendly employment package. Being able to flex working time around family and home-life activities and in response to domestic and family emergencies, is seen as a critically important factor in accepting an assignment.
International assignees who undertake alternative assignment types also report being able to work flexibly in certain situations. Some organisations support commuter assignees undertaking four longer days a week rather than the normal five-day working pattern. Employers report that four-day weeks reduce commuter assignees’ travel stress, provide a better work-life balance and enable them to be more productive.
Assignees undertaking rotational assignments where they work shift patterns, such as four weeks in the host location followed by four weeks off at home, can also potentially flex their shift lengths if they can reach an agreement to ensure cover is in place with their ‘back-to- back’ work colleagues. If flexible shift start and end dates are agreed, rotational assignees can work five-week/three-week shifts rather than the usual four-week pattern in the host country. Rotational assignees appreciate this flexibility to address personal and family issues.
Remote working can also be used to introduce flexibility into expatriate assignments. For example, assignees who return to their home country on business or home leave can extend their reunification periods with family and friends, while working remotely. Remote working can also be used to service international operations on a longer-term basis using technological solutions. ‘Virtual’ assignees can be based outside of the host location visiting the assignment location via business trips for any necessary face-to-face activities.
Flexible working can help to widen the talent pool for organisations seeking to grow their international operations.
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