Articles and news

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

Recent volatility in currency markets has prompted international businesses to review their compensation adjustments for affected workers.

Cost-of-living allowances are always subject to change, but in times of crisis the swings can be dramatic. Let's look at what affects differentials and taking a balanced approach to implement them.

Currency exchange rate volatility can cause hardship or windfalls for international assignees, depending how organizations respond to them. Here we explore the considerations before adjusting a cost-of-living premium.

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.

Managing a globally mobile workforce means juggling compensation approaches and segmenting mobility policies. Here are the key areas to focus on.

As companies look to permanent transfers as alternatives to long-term assignments, complications arise. Local plus pay packages can mitigate the problems.

A look at the global mobility landscape, myths of expatriation, and how employers should restructure policies and compensation to reflect new realities.

Overview of expatriate management in the region and in particular the increasingly blurred boundaries between local and expat remuneration approaches.

Trends in costs associated with international assignments, ways spending can be reduced, employee expectation managed, but effectiveness maintained.

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.

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.

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

Cost-reductions can be great for a company that has a large expatriate population for which this cheaper alternative to the balance sheet is appropriate.

Both in spite of – and because of – economic uncertainty and uneven growth, multinational companies continue to refine their talent mobility practices.

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