Staffing policies for international assignments

Staffing policies for international assignments are frameworks companies develop to manage employees sent to work in another country, covering areas like selection, compensation, legal compliance, and support for the employee and family. 

These policies ensure consistent handling of assignments, adherence to international laws, and integration of employees into the host country, often categorizing assignments by duration (short-term, long-term) and providing pre- and post-assignment support to ensure success. 

Key components of international staffing policies

• Assignment duration & type

Policies define different assignment lengths, such as short-term (e.g., 3 months to 1 year) for tactical needs, and long-term (e.g., potentially up to 5 years) for strategic objectives, which may lead to local employment. 

• Candidate selection
  Policies outline criteria for choosing employees, focusing on technical skills, human relations, and family adaptability to ensure they can succeed in the new environment.
• Compensation & benefits
  Policies detail compensation packages, allowances, and benefits, ensuring they align with both home and host country labor laws and standards. 
• Legal & immigration compliance
  A crucial element is ensuring compliance with the host country’s labor laws, work permit requirements, and visa regulations to avoid legal and financial penalties. 
• Pre- and post-assignment support
  Policies should include provisions for:

• • Cultural training & language: Preparing employees and their families for cultural differences and local languages. 

• • Immigration & travel support: Assistance with visas, work permits, and relocation logistics. 

• • On-ground support
    In-country contacts for HR and administrative support during the assignment. 

• • Home & Host Country Sponsorship
    Support structures in both the home and host locations to facilitate the assignment. 

Purpose of Staffing Policies

• Consistency & Fairness
  Provides a consistent and equitable framework for managing international assignments. 
• Risk Mitigation
  Ensure compliance with legal and regulatory requirements, reducing potential risks for the company. 
• Employee Success
  Supports employees and their families, increasing the likelihood of a successful assignment and reducing turnover. 
• Strategic Alignment
  Aligns international assignments with business objectives and helps meet specific business needs. 

Would you like to know more?

We assist our clients with all aspects of global mobility in both the home and the host countries. If you would like to know more about this for your organization, please contact the local UTN office in your country via: https://unitedtaxnetwork.com/