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Mercer will now be able to provide clients with comprehensive relocation data to help them budget for immigration and destination services.

Although not suitable for every international assignment, host-based pay offers a compelling solution for some and perspective on other compensation approaches.

As global markets experience volatility, it has never been as important to align your total remuneration and global mobility data. It's a strategic choice that helps you drive efficiencies and mitigate risks.

How do multinationals compensate mobile employees in the new world of work? Head of Global Mobility Policy at Philip Morris International shares the company's experience.

Here we explore implementing policy flexibility effectively, including the common types, pay packages, risk of excessive flexibility, and how to mitigate them.

Here are seven dilemmas highlighting the disconnection between new business realities and pay practices for mobile talent and the international workforce in general.

In this article we provide five pointers to help you design expatriate allowance packages that focus on the essentials.

A recent Mercer study identified numerous drivers influencing reward decisions that should be factored into a larger strategy for remumerating international assignees.

Companies are pursuing local compensation approaches for more international moves in the interest of reducing cost or administrative burdens, but in which situations can this goal be reached?

Local plus compensation approaches continue to grow more prevalent. Let's take a quick look at why and the things to beware of when implementing them.

Here are four simple steps for revisiting expatriate compensation approaches to align them with a more comprehensive vision of talent mobility.

Allowing employees on international assignments to decide the percentage of the salary to be paid in the host currency can solve a lot of headaches.

International Pay Structures (IPS) are becoming increasingly popular for mobile talent and may be extended to certain cadres of executive jobs too.

The challenge is to deal with individual assignment complexity, envisage greater policy segmentation, and map each compensation approach to assignment types.

A longstanding approach to expatriate compensation is the home-based balance sheet methodology. Here we describe the approach and variables that affect it.

As the size of a household increases, so does money spent on goods and services – but at a decreasing rate. See how that affects spendable income calculations.

When expatriates face sell/keep and rent/buy decisions for housing, consider the pros and cons within the parameters of the relocation policy.

An increasing number of assignments means higher costs, so ensure that the short-term allowances you provide to your employees are calculated smartly.

Local plus packages have grown ever more prevalent. Learn the key characteristics of successful local plus policies and some of the implementation challenges.