A mobility allowance can be an effective way to attract the best talent and to recognise an assignee's willingness to be internationally mobile.
Wage increases are always keenly anticipated by staff, but why are salaries reviewed at all? And do assignee salaries need to be reviewed in a different way to local salaries?
What happens at the end of an international assignment? This Mobility Basics blog post looks at the localisation process and the different factors to take into consideration.
The results from our recent Salary Trends Survey revealed that the average global salary increase is forecast to be 4 percent in 2019.
UK professionals are expected to receive 0.8% real-terms salary increase in 2019, double the increase received in 2018 (0.4%)
Average real salary increase in Singapore forecast to be 2.6%, down from 2.9% in 2018, due to higher inflation
The average salary increase in Hong Kong is forecast to be only 1.9% above inflation in 2019
With more companies than ever before aware of the need to make their workforce more diverse, we look at the different ways that organisations can encourage greater diversity.
The second and final part of our assignment lifecycle series looks at the different steps that need to be considered by a global mobility team during an assignment, as well as the repatriation process once it has ended.
There are many different factors and processes that need to be considered when sending an assignee abroad. The first of our two blogs looks at the different steps involved in the pre-assignment phase.