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
The US Embassy has revised its advice to travellers after President Donald Trump's executive order on immigration led to confusion.
The proposal by an MEP that UK nationals could take out "associate EU citizenship" could appeal to UK employers who want to move staff around offices in different EU countries. But is it likely to be endorsed by the Government after a "hard Brexit"?
Updated to include information on trends in international assignments.
International assignments play a positive role in career advancement, so why is global mobility not linked more closely to talent initiatives?
Juliet Carp and David Remedios discuss the current legal and practical considerations for managing overseas assignments.
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.
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.
HR and legal information and guidance relating to international assignments and expatriation.