One of your top priorities is attaining and keeping your company's biggest assets - your employees. While there are numerous factors to consider in pursuing this goal, your relocation policy is one of the essentials. Global mobility is ever-changing to reflect what's going on in the world, and you must take these changes into account to stay on top.
It's a known fact that the number of couples with two working partners has been on the rise for a while now.
How should companies that relocate employees account for this?
One response is the inclusion of dual-career assistance in relocation policies. Helping your employee's working spouse/partner may be the difference in that employee accepting or rejecting a relocation request.
While it seems like dual-career assistance would be a common practice, 65% of the respondents to our recent Focus Survey said their relocation policies do not address dual-career assistance. At the same time, they believe that 25% of both global and U.S. domestic relocations have declined due to the disruption of a spouse/partner's career.
Relocation of employees often plays a significant role in a company’s return on investment (ROI).
Those employees' spouses and partners should be considered an important part of the relocation investment. There are a number of benefits you can introduce into your relocation policy to better support relocating spouses. These vary between global and U.S. domestic relocations but may include:
- Job search assistance
- Resume preparation
- Work permit assistance
- Compensation for spouse's loss of income
We look at these benefits and more, analyzing what is most popular for both global and U.S. domestic relocations, in our most recent whitepaper based on the results of our own Focus Survey.
It may be time to give your policy a second look and factor in dual-career assistance to your benefits. Our whitepaper, Dual-Career Assistance: Are You Doing Enough?, can help guide you through this topic. Download it now by clicking below!