Editor's message: International assignments often fail because the employer has not put in place the right support mechanisms for the assigned employee and his or her family.
An international assignment should be supported by relevant documents to ensure that the employee to be assigned and his or her managers at the home and host organisations know what the assignee's terms and conditions are during the assignment and where the responsibilities for the different aspects of the assignment lie.
Susan Dennehy, employment law editor
Given the Zika virus outbreak, employers should be aware of the health and safety and legal implications involved if they insist on their employees travelling to Rio for the Olympics.
As well as the athletes descending on Rio for the Olympic and Paralympic games, many people are travelling there to work over the coming weeks, but, in the light of the Zika virus, can employees be forced to work in Brazil?
While the effect of the UK's departure from the EU on the free movement of workers is still uncertain, we look at the steps that employers should be taking now to reassure their employees and prepare for future developments.
The process for the UK leaving the EU is yet to be set in motion, but employers should start thinking about the long-term implications for the movement of staff between the UK and other countries.
We outline some preventative measures and action plans that employers can implement to reduce the risks that globally mobile employees are exposed to.
Employees are posted to ever more countries, yet threats like natural disasters, terrorism and medical endemics loom large. What can HR do to protect the safety of global assignees? Tim Wells, head of global mobility consulting at Abbiss Cadres, explains.
On this week's XpertHR Weekly, we are joined by employment partner at Morgan Lewis and XpertHR contributing author Matt Howse who discusses international assignments.
The first XpertHR survey of international HR practice reveals how employers need to balance clear policies with flexibility, while managing the competing local and global needs of employees and the organisation.
Good practice guidance discussing what options are available for organisations considering how to structure a remuneration package for an overseas assignee.
An employment law guide for global employers on international assignments, covering type of assignment, recruitment, employment documents, policies and procedures, immigration, pay and benefits, tax and social security, preparing the assignee for the assignment, assistance for family members, global relocation consultants and return of the assignee.
HR and legal information and guidance relating to international assignments and expatriation.