Expatriate is a platform that allows companies to offer their work abroad. Their focus is to make applying for jobs in foreign countries as straightforward as possible for both applicants and recruiters to reach their global expansion goals.
Expats can be sent abroad for various reasons, such as; business closures, cuts in profits, or restructuring. In these cases, employers have no choice but to move overseas with their employees. Other times, the employee may request a transfer as they feel that working abroad will help them further their career. Sometimes it is a mixture of both parties agreeing that this new change will help improve both parties’ standing within their company.
An expatriate employee’s term can last as long as the company requires. While the average time for an expatriate to stay in another country is three years, some employees choose to stay longer than that. The length of the term could be affected by several factors, including whether the individual has family back home and how well they are adapting to their new surroundings. If a company decides not to renew an employee’s contract, it will have to assign a new one to replace him.
1. They do not integrate well in the local community;
2. They are only comfortable using their native language;
3. They may have trouble adjusting to the local culture, norms, and ethics;
4. They may not have a clear plan of what they want to do after their stay in your country finishes;
5. Many times, they will be dependent on you for accommodation and transportation;
6. It would be best if you planned for their eventual departure as they may not wish to stay in your country permanently;
7. The presence of an ex-pat may create division among your other employees as they feel that they are not being treated fairly;
8. It is easier to terminate the contract with an ex-pat than with a citizen of your country, especially if it involves a legal dispute or contract violations.
Human resources (HR) staff can greatly assist expatriates in adjusting to a new country and culture. Because they are in contact with employees regularly, they are ideally positioned to provide support and help. This includes helping employees navigate a foreign assignment’s social, economic, and legal aspects.
1. Helping them learn about the local economy, such as the local cost of living.
2. Explaining local laws that affect expatriate employees, such as tax and labor laws.
3. Explaining how to use public transportation to get from place to place.
Below are some of the more common allowances typically offered to ex-pat employees.
Housing & Educational Allowance
Other miscellaneous benefits.
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