Long-term assignments relocate employees to another country for extended periods, typically one to five years. They involve significant investment in support and benefits. These assignments serve strategic purposes like developing talent, filling key roles, or establishing new operations.
Support Elements
Long-term assignment packages typically include relocation assistance, housing support or allowances, cost of living adjustments, education assistance for children, home leave travel, tax preparation and equalization, and career planning for return.
Employment Structure
Employees may remain employed by their home entity on secondment, transfer to a host entity, or have dual employment. Each structure has different implications for benefits, taxes, and career continuity. The right approach depends on local requirements and assignment purpose.
Repatriation Planning
Planning for assignment end should begin early. Identifying return roles, managing expectations, supporting family readjustment, and leveraging international experience all improve outcomes. Many assignees leave shortly after returning if repatriation is handled poorly.