so, it is argued that accompanying partners can bring a wealth of talent to the host country, helping to boost its economic growth.
CHARITABLE ENDEAVOURS If the accompanying spouse or partner is unable to take up paid employment, they typically want to contribute something locally, not spend the assignment period unproductively. Partners can make significant contributions to charitable endeavours bringing huge benefits to the host country and sectors that rely on volunteer support. Partners may also involve the assignees in these activities, helping to further widen social networks and providing broader community interests.
THE SCHOOLS COMMUNITY A further area where the accompanying spouse and partner can become involved is in the schools community. Assignees relocating abroad with school-age children will be concerned that their family members integrate well within the educational community and that the schools are well-supported through parental involvement. Accompanying
are known to make a massive contribution to
the
partners school
community, going well beyond parent-teacher association (PTA) roles. Partners are frequently involved in a wide range of school community activities, helping to organise events and run clubs and activities under the supervision of – or in association with – the school’s management. These social and educational activities widen the reach of the school within the local community and help to foster positive social relationships across the assignee workforce.
ORGANISATIONAL ACTIONS While accompanying partners can provide an untapped resource for aiding assignees to settle in and maintain wellbeing, this does not mean that employers can simply
35
rely on them to support the assignee unaided. Organisational actions can address support at the individual and the wider, collective level. At the individual level, helping
partners to make local connections through support groups, third party links, and partner/family buddy systems can all be valuable interventions to facilitate partner support to the benefit of the whole family. Stress reduction programmes,
cultural training, and counselling support can also be usefully extended to accompanying partners to help them settle in more quickly. Once partners are settled, they are more able to provide support to assignees. Dual career partners can also be
supported by employers to help find work and to facilitate visa issuance. At the wider, collective level, and working with other organisations, employers can support lobbying groups that campaign to widen visa/work opportunities for accompanying partners. Employers can support partners’
charitable endeavours through organisational ESG (environmental, social, governance) policies. Indeed, such ESG activities can also be
extended to provide support such that assignees may contribute to charitable endeavours where possible too. Supporting ESG activities has positive outcomes for employer branding. All in all, accompanying
partners can provide a significant untapped resource within global mobility for assignees, organisations and host countries.
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GLOBAL MOBILITY MINI FACTSHEET: EMPLOYEE & FAMILY SUPPORT
Temporary accommodation
Business travellers and international assignees are both likely to need to make use of temporary accommodation. It usually takes the form of hotels or serviced apartments.
THE NEED FOR TEMPORARY ACCOMMODATION On arrival in the host country, employees on long-term assignments or one- way transfers and their accompanying family members may require temporary accommodation before they can take up residence in rental or purchased properties. Employees on commuter or short-
term assignments may live in temporary accommodation throughout the duration of their assignments, rather than take on a rental property. Usually employees on such assignment types are accommodated in serviced apartments. Business travellers and international assignees often
source temporary
accommodation themselves online. There is a wide range of providers who can assist in sourcing temporary accommodation with user-friendly online platforms and apps supported by 24/7 customer support services.
ENVIRONMENTAL & SOCIAL ISSUES There is a strong emphasis today on sustainability in the
provision of
temporary accommodation. Many serviced accommodation providers, hotel chains and niche providers offer eco- friendly properties. Organisations may wish to use providers that can demonstrate
ORGANISATIONAL POLICY SUPPORT International assignment
policies will
typically contain support for temporary accommodation. Provision will depend
their track record in carbon reduction and improving sustainability as part of their environmental, social and governance (ESG) commitments. Living in temporary accommodation
for the longer term can be socially isolating as other residents come and go. Serviced accommodation providers are aware of this and often provide support via links with local groups and facilitate access to a range of social activities. Some properties have their own gyms or shared lounges and/or gardens to facilitate socialising.
LOCATION CHALLENGES The location of the property should be within easy reach of the workplace and of local services. Assignees who are staying relatively long-term in serviced apartments may wish to live within an expatriate community to facilitate social inclusion. In established international
assignment locations, good quality temporary accommodation can be in high demand. In remote locations and in newly emerging economies there may be few options available. Assistance in finding suitable temporary living facilities may be appreciated in more challenging destinations.
PERSONALISED SUPPORT Temporary accommodation providers can tailor their support to meet employee needs. Personalised services may be offered such as welcome packs, bespoke furnishings, concierge add-on services and wellbeing calls.
upon assignment type and whether the intention is for the assignee to rent property. Usually hotel accommodation costs
are met for only short periods as these tend to be expensive and using such accommodation means that employees need to pay for meals out. Serviced apartments provide a more cost-effective option as employees can self-cater. Typically a budget applies to hotel
and meal expenses and to serviced accommodation rental costs. Organisations
may use preferred
suppliers who can source appropriate temporary accommodation and/or offer discounted rates. Any fees charged are usually met by the employing organisation. Using a preferred supplier can facilitate payments and budgeting as providers usually offer payment services that dovetail into global mobility departments’ systems. These can also assist with tracking employees for compliance purposes.
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GLOBAL MOBILITY
PARTNER & FAMILY
© 2025: Relocate Global & Think Global People
GLOBAL MOBILITY MINI FACTSHEET: DUAL CAREERS
Barrier or facilitator to global mobility
If dual careers are not going to present a barrier to assignee mobility, organisations will need to think through how by giving relevant support to one partner, this can facilitate the mobility of the other.
By so doing both partners are able to pursue what they consider to be the most appropriate, worthwhile and beneficial career choices.
EMPLOYMENT CO-ORDINATION STRATEGIES Organisations can build links with other employers in the host country destination and seek to employ the spouses/partners of assignees being transferred by others in their network. Reciprocal support by organisations to employ transferred dual career partners can aid talent attraction and retention. If the
two partners co-work
(employed by the same employer), organisations can explore whether there may be opportunities
available
locally for the partner. If the assignee’s sending organisation does not already employ the partner, it may be possible for the receiving subsidiary to employ the accompanying spouse/partner directly or as a contractor.
CAREER CO-ORDINATION STRATEGIES Dual career spouses/partners should be involved in discussions about the international
transfer to determine
whether the accompanying individual wishes to continue working in a similar
career capacity, undertake a change of career direction or potentially take a career break. Career counselling can be especially helpful in this regard.
employment might also be a possibility for a dual career partner during the assignment period. If the two individuals are employed
by different employers in the home country, each partner may wish to seek an assignment in the same host location with support from their respective organisations. If only one partner
is
offered a role abroad with relocation support, the other partner
might
self-initiate their relocation to gain employment locally or volunteer an assignment if
for their organisation has
vacancies locally. Depending on the situation and family
circumstances, some couples use the period of an assignment for one partner to take a career break to raise a family.
SINGLE STATUS ASSIGNMENT TYPES Organisations might wish to consider the type of assignment offered. Single status
assignments, such as commuter
arrangements, rotational assignments and short-term assignments may be appropriate. This means that the dual career partner remains in the home country and can continue their career uninterrupted.
REMOTE WORK/WORKING FROM ANYWHERE Post-Covid it is not unusual for individuals to work from home for part of the time (hybrid working), be employed as remote workers (on a full-time remote work contract) or work from anywhere such as in a third country (not the home or host location in the case of expatriation). Dual career spouses/partners may be able to work from anywhere or in a remote capacity.
ORGANISATIONAL POLICY IMPLICATIONS Support will be needed with compliance issues, especially in relation to obtaining relevant work visas and managing any tax implications. These can flow from local or expatriate employment and remote/ third country location working. Career counselling, language and cultural
support, CV/résumé
preparation, updating of qualifications and interview training are all valuable interventions that can facilitate dual careers. Financial support can assist those setting up in self-employment.
Self-
To access the Mini Factsheet series visit
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© 2025: Relocate Global & Think Global People
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