International assignment policy actions in the global pandemic era factsheet

A factsheet on International assignment policy actions in the global pandemic era as part of international policy trends. Download your free copy.

Policy Design Factsheets 5, 6 & 7
Factsheet 7: Relocation Policy Design and Review: International assignment policy actions in the global pandemic era
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The components in Relocate Global’s new online mobility toolkit provide information, practical advice and support for HR, global mobility managers and global teams operating overseas, and are now available to download.  The content of this Relocation Policy Design and Review: International assignment policy actions in the global pandemic era factsheet – part of the Relocation Policy Design and Review Toolkit – includes:
  • International assignment types – options and trends
  • Virtual assignments and remote working
  • Cultural competence
  • The employee experience, business flexibility and core-flex solutions
  • Employee and family support and duty of care
  • Compliance issues
  • Further reading
To keep up to date with best practice, and to gain strategic insight and operational know-how, download your free copy today. 


International assignment types – options and trends

Research into global mobility policy trends highlights the increasing use of flexpatriate assignments: the use of flexible approaches to international assignments. According to Santa Fe Relocation, for example, short-term assignments averaging six months are used by 70% of organisations, while two-thirds of firms use international business trips of under three months to service their international work demands. Longterm assignments of a year or more are reported as being used by just over 60% of firms. The data also indicate that just under half of firms use international commuting arrangements (for up to three years).These findings suggest that use of flexpatriation overtook more traditional long-term expatriation even before the current Covid-19 pandemic. They also highlight that family-accompanied long-term mobility is increasingly being replaced by solo-status flexible assignments.Rotational assignments tend to be used sectors where location challenges predicate the need for periods in-country followed by lengthy rest periods at home, such as in oil and gas exploration and remote mining operations. These short, but regular, host country on-shift periods interspersed by home country return periods may well become a more frequently used global mobility option in a range of other industries. For example, where organisations are entering newly industrialising countries that lack the traditional expatriate infrastructure suited to hosting family mobility.

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