POLICY
also include the provision of payments towards further education and/or personal endeavours (such as setting up a business). For spouses and partners who find themselves unable to follow their chosen careers – because there are no opportunities in the host location, for example – career counselling can prove immensely valuable. This enables individuals to take stock of their capabilities and experiences, and to think through future potential career options.
Education support One of the primary concerns of families on the move is the education of their children. Everyone wants the best opportunities for their youngsters, and families will be especially keen to secure a place at the best-possible school. See p44 for advice on school choice. Relocation exercises are typically implemented quite speedily
once the individuals are identified for the move. Families will have a myriad of issues to deal with. Global mobility professionals are also very stretched, and are unlikely to have the time or the expertise to advise on schooling. Given the time it takes to identify suitable schools and gain
places, the in-depth knowledge and support provided by an education consultancy are invaluable. Problems that can arise include relocating partway through a school year. This is of particular concern given that classes are likely to be full. Children with special needs will require specific factors to be addressed. Educational consultancies typically specialise in providing such support. Pre-move reconnaissance visits can be used to visit potential
schools and assess their ethos and culture, to establish suitability for children’s needs. Families with teenage children may require advice on higher-
education opportunities, especially if they are being relocated abroad and wish to attend a university in the destination location or another country. Advice on how to navigate university admissions systems and open days will be very helpful to parents and teenagers.
Well-being and work-life balance Relocation is an extremely busy time for families, but once the move is completed, a sensible work-life balance is required and must be maintained for employees. Family well-being must also be supported. Health, security and safety issues need to be addressed via
organisational policy, especially in respect of international moves to less-developed countries. Work-life balance is well known to be challenging for expatriates.
Workloads are generally high, and expatriates are expected to perform to an exceptional standard to generate a good return on the investment made in their terms and conditions and in supporting their families abroad. Expatriates have to cope with operating within different
organisational and societal cultures. As Relocate’s factsheet series on managing across cultures explains, this can lead to reduced motivation, engagement and productivity if assignees lack cultural awareness. Poor, or lack of, communication with local people can result in
assignees’ spending even more time trying to get work completed effectively. This can lead to serious work-life balance issues, with work overload spilling over into family life and damaging family relationships. Even if organisations have invested in family support to enable
families to relocate (for instance, by helping with family employment and educational issues), if family time is ruined by work overload and highly stressed employees, the benefits will soon unravel. The consequent family discord will result in damage to employee productivity and potentially a failed assignment. To aid employees’ working relationships with local people and improve their work-life balance, cultural training helps to
provide appropriate understanding of how best to manage and/or work with locals to gain the most productive outcomes. With regard to family well-being, health, security
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and happiness are crucial. Typically, organisational policy addresses healthcare insurances. Research has shown, though, that families are more concerned about access to quality hospitals and clinics and doctors who speak their language should an emergency occur in the host location. This is of major concern when the family is relocated to a
developing country and/or a remote location. Support should therefore address such issues. Hence, in international relocation situations, organisational
policy should make provision for appropriate healthcare access, security arrangements, and emergency evacuation procedures as necessary. Policy may also include provision for maternity arrangements for female assignees and spouses/partners.
Employee Support Factsheet
Other family outcomes Although relocation policy typically no longer addresses pet relocation owing to cost-cutting measures, nonetheless pets are part of the family. The inability to relocate a pet can result in refusal to relocate. Organisations can address this by maintaining lists of contacts that can provide advice on pet shipment abroad, including necessary paperwork and other actions required. Miscellaneous expenses payments included in policy may be
used by families to pay pet shipment costs. Mobility professionals can support this element of family relocation through good communications, highlighting the policy aspects which families can draw upon as necessary to meet miscellaneous costs. As our factsheet series shows, dual careers, education, well-
being and cultural differences all impact on family mobility. Paying attention to the family and supporting mobility through practical interventions can make a significance difference to relocation acceptance and return on investment.
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Global Mobility TOOLKIT
Available on
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