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
Industry expert David Remedios of ECA international answers questions you asked us during our webinar on international assignments in an uncertain world.
Juliet Carp and David Remedios discuss the current legal and practical considerations for managing overseas assignments.
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?
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.
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.
HR and legal information and guidance relating to international assignments and expatriation.