benefits of an expat assignment

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Expat Package (What Do Employees Expect?)

Anne morris.

• 3 March 2020

IN THIS SECTION

The success or failure of an overseas assignment can often be impacted by the quality of the expat package provided to assignees when asked to work overseas.

A competitive compensation package will not only help to attract the best available candidates for the job from within your organisation or when recruiting externally, it will also ensure that your overseas assignees feel fully supported financially throughout the lifecycle of their assignment.

The following guide provides an overview of what employers should be looking to include in a comprehensive expat package to maximise the prospects of a successful assignment outcome for both the assignee and for your business.

What is in an expat package?

The expat package is the combination of basic salary plus benefits in kind offered to a prospective assignee to undertake an overseas assignment. This can be made up of all different types of benefits, from additional living and housing costs to healthcare cover and international schooling fees for dependants.

Traditional expat packages are becoming rare these days, where employers are often able to recruit staff locally, and where unable to source local talent are seeking only single expats to avoid expensive relocation costs for entire families.

However, in circumstances where you need to incentivise a key candidate in your home country, especially for an important long-term assignment, you will need to remunerate accordingly. Below we consider some of the main aspects of a comprehensive expat package, although this list is by no means exhaustive.

Expat salary

The starting point of any expat package is the assignee’s salary. This will depend on the industry, the role and level of responsibility that the assignee will hold.

However their overseas salary should at least match, if not exceed, the typical salary an employee would get paid in their home country for doing the same job.

In some cases, you may be looking to reduce the gross salary to account for generous tax policies in the host destination, although this could negatively impact an assignee’s perception of their value as a prospective assignee.

The individual assignee will still want to feel their sacrifice of working away from home or relocating is being adequately compensated, regardless of any individual gains from the whole travel experience.

Depending on the nature of the host destination, the salary could also include a location or hardship premium for taking the assignment in the first place. This type of additional payment can be commonplace where an assignee is asked to work in a high-risk destination or hostile environment, for example, where living conditions are sub-standard, the climate inhospitable or the infrastructure poor.

Cost of living allowance (COLA)

A cost of living allowance is in addition to an assignee’s salary and is designed to reflect any additional daily expenditure in the host destination. Cost of living adjustments are based on the difference in the cost of necessary goods and services on a day-to-day basis between the host and home locations.

By way of example, where an individual’s net spendable home income is £40,000, ie; what they would be expected to spend to maintain their current standard of living, and it would cost 30% more to live in the host location, the salary would need to be adjusted by an additional £12,000 (30% of £40,000). This may also need to be readjusted throughout the course of the assignment to reflect any fluctuations in currency exchange rates and inflation.

The cost of living allowance is to ensure that an assignee is no better or worse off financially when living overseas at any given time. However, where the host location is less expensive to live, most employers will not require a reduction in salary, thereby effectively increasing the assignee’s standard of living for the duration of the overseas assignment.

Relocation costs

For commuter and short-term assignments, assignee relocation costs will not be necessary, but for long-term assignments and permanent relocations these costs should form an integral part of the expat package.

Relocation costs can include removal or storage expenses, depending on whether or not an assignee is looking to have all their furniture and personal belongings shipped overseas. This will also include flights costs for the assignee and any immediate family members relocating with them.

Another important component of relocation is the cost of any home visits throughout the lifecycle of the assignment, and possibly even a pre-assignment trip to enable the assignee and their relatives to familiarise themselves with their foreign surroundings prior to starting their new life overseas.

Housing costs

Housing, either in part or in full, can provide a huge incentive for assignees to relocate.

The cost of housing will be determined by the availability of suitable housing in the host destination, ideally in areas where an assignee can live near other expats and have a relatively short commute to their new workplace, as well as being close to international schools if they are relocating with dependants.

These types of property can often be in high demand so can be more costly than other accommodation in less appealing areas of a host region, but good quality housing in a decent neighbourhood is likely to be high on an assignee’s requirements when moving abroad with their family on a long-term assignment.

Schooling costs

For an assignee moving with their family they will need to cover the cost of schooling for any children. As with good housing in expat areas overseas, international schools that offer a high standard of education can be expensive, but may well be a deal breaker for the assignee with dependants.

This can be particularly important if an international school presents the only viable option in the host destination, especially where there would be language or cultural barriers for their children to be schooled locally within a foreign education institution. An international school will also ensure that the assignee’s children can continue with the same curriculum.

Travel costs

The offer of a company car for overseas assignees is less common these days, although you may still want to include a travel allowance to help offset motoring and maintenance expenses or to cover public transport costs.

In some parts of the world, depending on the host destination, it may also be better for an assignee to hire a driver rather than purchase their own car or rely on public transport, where the cost of this will need to be included in the expat package or in some way compensated for where necessary.

Healthcare costs

The provision of quality healthcare or international health insurance should be a mandatory element of any expat package. As an employer you have a legal duty to ensure the health and safety of your employees, so providing access to proper healthcare is imperative in discharging that duty. It is also an important aspect of showing your employees that you value their health and wellbeing.

Ideally, any healthcare plan should include access to a 24-hour helpline that assignee’s can use to have any medical or security questions answered, or to facilitate the provision of emergency assistance, at a time when an assignee’s usual points of contact would not be available.

Provider costs

The expat package is not just about providing financial incentives for the assignee. A comprehensive package should also include a range of support services that may be offered both prior to deployment and during the lifecycle of the assignment to help the assignee integrate into their host destination.

This could include a pre-deployment programme of cross-cultural training and education for overseas assignees and their families. You may also want to offer intensive language classes to ensure a more positive employee experience and, in turn, a more successful assignment outcome.

The provision of an ongoing benefit and support program while the assignee is overseas could be outsourced to a local specialist who can help novice expats to settle into their new surroundings and signpost them to different services. You should also provide key HR contacts back home to address any personal or professional problems during the course of the assignment.

Repatriation costs

Often overlooked, the provision of an adequate repatriation package can help you retain key talent within your organisation at the end of an assignment. This should include the assignee’s relocation costs back to their home country. This should also include a suitably senior role to return to home to, or at least the potential for career progression matched to the assignee’s industry experience.

It is important to remember here that expatriates can become an extremely valuable commodity given their overseas experience. To avoid wasted expenditure in an overseas assignment and the potential loss of global talent from within your organisation, you should ensure that your assignee is keen to return home to work for you and the incentives are there to do so.

Expat package essentials

The extent of any expat package will often be determined by the duration of the assignment, the host destination, the assignee profile and their personal family circumstances. Depending on the context, the assignee may also be more or less demanding, while considering the opportunities for career progression that an overseas experience may offer them.

For commuter and short-term assignments, relocation costs will not be needed, while for long-term assignments and permanent relocations, the costs can quickly start to stack up. In most cases, however, prospective assignees may be looking for an expat package that can either offset or completely cover normal living expenses, making the overseas experience financially profitable for them.

For many, especially for veteran assignees and for whom global travel in itself may offer little incentive, a generous expat package may be the price you will have to pay to persuade them to take on new assignments abroad. That said, a cost effective balance must still be struck between adequate compensation for the expat and the likely net revenue this will return for your business.

Explaining the link to assignees between the different elements in the expat package can help to justify the total value of the package, as well as show how one allowance could compensate for another one that is perceived as low by the assignee. In particular, tax considerations should be fully explained in how certain allowances and benefits are delivered, where in some host destinations the provision of benefits in kind can reduce or eliminate the tax liability for assignees, thereby making the overall expat package more attractive.

By articulating a clear Employee Value Proposition (EVP) for assignees, a proposition that is not limited to the allowances and benefits in the remuneration package but can include things like career progression, assignees are more likely to see the true benefits of the expat package on offer.

Need assistance?

DavidsonMorris are employer solutions lawyers with specialist experience in global mobility  consultancy and supporting businesses with their international workforce needs. For advice and support with developing an expat package solution that suits your requirements and budget while appealing to key talent,  speak to us .

Expat package FAQs

What is a full expat benefits package.

There is no definitive list as to what a full expat benefits package should contain where much will depend on the nature of the overseas assignment, the host destination and the assignee’s personal circumstances, including whether the assignee’s family are relocating with them. However, a typical expat package should fully compensate an assignee for working overseas, from cost of living and relocation costs to repatriation costs at the end of the assignment.

What does an expat package include?

An expat package can include a number of different benefits and allowances to compensate an overseas assignee for working abroad. In addition to a salary that at least matches the typical salary an employee would get paid in their home country for doing the same job, the package may include relocation costs, housing costs, healthcare costs, travel costs, schooling costs for dependants and any additional cost of living in the host destination.

What does equalization mean?

In the context of an overseas assignment, equalization refers to the way in which allowances and benefits in kind are delivered to ensure that the assignee is no worse off financially in the host location than their home location. The cost of living allowance is the most obvious example, where a high cost of living allowance in a more expensive host location will ensure the assignee’s purchasing power for goods and services remains broadly the same.

Last updated: 3 March 2020

Founder and Managing Director Anne Morris is a fully qualified solicitor and trusted adviser to large corporates through to SMEs, providing strategic immigration and global mobility advice to support employers with UK operations to meet their workforce needs through corporate immigration.

She is a recognised by Legal 500 and Chambers as a legal expert and delivers Board-level advice on business migration and compliance risk management as well as overseeing the firm’s development of new client propositions and delivery of cost and time efficient processing of applications.

Anne is an active public speaker, immigration commentator , and immigration policy contributor and regularly hosts training sessions for employers and HR professionals

• Anne Morris https://www.davidsonmorris.com/author/anne/ Holiday Pay & Entitlement: Employers' Guide
• Anne Morris https://www.davidsonmorris.com/author/anne/ India Young Professionals Scheme Guide
• Anne Morris https://www.davidsonmorris.com/author/anne/ Student Visa UK: Complete Guide for Applicants
• Anne Morris https://www.davidsonmorris.com/author/anne/ Equality Act 2010: Employers' Guide

About DavidsonMorris

As employer solutions lawyers, DavidsonMorris offers a complete and cost-effective capability to meet employers’ needs across UK immigration and employment law, HR and global mobility .

Led by Anne Morris, one of the UK’s preeminent immigration lawyers, and with rankings in The Legal 500 and Chambers & Partners , we’re a multi-disciplinary team helping organisations to meet their people objectives, while reducing legal risk and nurturing workforce relations.

Legal Disclaimer

The matters contained in this article are intended to be for general information purposes only. This article does not constitute legal advice, nor is it a complete or authoritative statement of the law, and should not be treated as such. Whilst every effort is made to ensure that the information is correct at the time of writing, no warranty, express or implied, is given as to its accuracy and no liability is accepted for any error or omission. Before acting on any of the information contained herein, expert legal advice should be sought.

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An Employer’s Guide to Expat Benefits & Compensation

When a first-time, or returning, expat is sent internationally to complete an assignment, there are questions that may seem difficult to answer. An employer might be questioned about the competitiveness of what’s on offer, or whether it’s even attractive enough for employees.

Consider, for example, the following: 

• Are your expat benefits benchmarked competitively?
• Should salary and compensation reflect the host country’s expectations?  

When growing companies send staff abroad on international assignments, a level of negotiation is often needed when it comes to agreeing compensation and benefits. It’s important that employees are properly incentivized and rewarded, however such arrangements also must make financial sense for the company.

Read on to find out about best practices and what might be expected when it comes to expat benefits and compensation.

Agreeing Expat Benefits and Compensation

Usually, when a business decides to expand internationally, it’s useful to expatriate existing employees to ‘set up shop’ or establish a business in a foreign market. This is because these employees will already be familiar with the way the company works, as well as its ethos and goals.

When approaching staff for an international assignment, business leaders need to ensure they properly incentivise the move for the best outcomes. Whilst some employees may look upon expatriation favourably, others may have reservations unless the offer is attractive enough. This is especially so if the employee(s) have dependants and other commitments outside of work, such as schooling considerations or are anxious about housing opportunities.

Employers should consider the following allowances when it comes to international relocation:

• Housing opportunities
• Education opportunities
• Driving and transport options
• Travel practicalities and expenses

In either case, it’s important for employers to understand that the opportunity to move and work abroad is a substantial one for any employee.

To properly incentives and benchmark employee relocation, careful consideration should be given to expatriate benefits and compensation. Business leaders need to offer an appropriate salary, cover the costs of relocation, and include various other employee benefits in an expat package (including any tax complications).

Importantly, any agreements should be made in negotiation between employee and employer.

Finding the Right Expat Benefits

While a competitive salary and the cost of relocation should be simple enough to determine, expatriate benefits can be somewhat more complicated to agree on and arrange. This is partially because expatriate benefits will need to be flexible enough to work compliantly and competitively in different locations across the globe. 

Compliance should prioritize which benefits are offered in the first instance. A host country may have different employment laws from the location where a business is headquartered, so benefits will need to carefully negotiate both compliance and employee expectations.

Certain employee benefits may not always work as expatriate benefits. Examples of this include:

• A company car

This would only be useful if the expatriated employee is confidence enough – and legally able – to drive in their new country. Where this is not the case, access to a personal driver, or public transport passes may be more useful.

• Private healthcare

In the US, many companies offer access to private healthcare as an employee benefit. In many European countries, however, this is not worthwhile because all residents have access to public healthcare, which is of high quality.

Other expatriate benefits are, on the other hand, considered more desirable. Those include:

• Overtime pay

Where in the US many states do not require employers to offer staff overtime pay, in other countries this may be expected, or even lawfully compulsory.

• Language classes

If employees are being expatriated to a country where they do not speak the language, offering access to language classes as a benefit can help them to properly integrate into society.

Expectations Among Expat Communities

There are many parts of the world in which expatriated employees are more common, and often communities around expat lifestyles start to develop here. Exposure to these communities could be valuable, as employees become less isolated in their new roles and have local reassurance from a similar type of worker.

But benchmarking benefits and compensation is critical in ensuring that these remain competitive and that employees are satisfied.

Common Places for Expat Assignments

The following is a list of the biggest expat communities across the world, according to International Money Transfer .

• Toronto, Canada
• Chiang Mai, Thailand
• Brussels, Belgium
• Sydney, Australia
• Berlin, Germany
• Los Angeles, USA
• Amsterdam, The Netherlands

When a business expands into one of these areas, it can be beneficial for company representatives to do their homework. It’s advisable to research the types of expatriate benefits that other companies are offering their staff. In addition to relocation costs, any of the following could be common expatriate benefits in these locations:

• Education for dependants
• Healthcare and dental
• Cultural training
• Health & fitness memberships
• Electronic devices (mobile phone, laptop, etc)
• Regular bonus

In addition to finding out which types of expatriate benefits are often seen in the new location; business leaders also need to make sure they are fully compliant with the employment law in that location. When it comes to benefits, there are some which may be legally compulsory – such as overtime pay – and others which may need to be reported to the local tax jurisdiction.

Achieving Compliance

The most reliable way for a business to ensure they achieve compliance with HR and payroll law in a new location is to procure the services of an experienced team. The experts at IRIS FMP have experience in navigating employment legislation all over the world, and we know how to make sure your company operates well within the law.

The two main considerations regarding compliance when it comes to expatriate benefits are:

• Offering lawfully compulsory benefits
• Reporting benefits to the tax jurisdiction

Offering Lawfully Compliant Benefits

All over the world there are different employee benefits that must be offered by companies operating in certain countries. Getting familiar with employment law in a country where you intend to expand your business is vital but can seem like a daunting undertaking. See our individual in-country guides as a starting point.

Compulsory benefits that may need to be offered, in spite of what is usually offered in the company’s origin country, include:

• Holiday leave and pay for a specific number of days
• Sick leave and pay for a specific number of days
• Parental leave and pay for a specific number of days
• Time off to take care of parents or dependants

Reporting Benefits  to the Tax Jurisdiction

Employment law in different countries may also stipulate that some expatriate benefits need to be reported for tax purposes. The reason for this is because employees and/or employers may need to pay tax on these benefits.

Examples of this include in the UK, where the following benefits need to be  reported to HMRC :

• Health insurance
• Company cars

And in the US, where the following need to be included on employees’ annual W – 2 Wage and Tax Statement :

• Car allowance
• Education allowance
• Host country housing costs
• Utility bills

Payroll teams in expanding companies need to keep track of all expatriate benefits issued, and determine when and if they should be reported, and to whom.

Offering the right expat benefits and compensation to staff on international assignments is an important part of ensuring business expansion is successful. The reason for this is because only with appropriate expat packages will employees feel valued and fully supported. Employees who feel like this will then feel more inclined to deliver their best work, allowing the new company branch to thrive.

For all the advice you need regarding expat benefits and compensation , and supporting staff on international assignments, get in touch with IRIS FMP.

The Pros and Cons of Hiring Expats

If you are planning on opening an international office or relocating members of your team to run your company’s operations in a foreign country, there are a few things you should know. Yes, sending expats overseas is expensive as you will need to take into account immigration requirements, tax equalizations, allowances, insurance and other payments, but, most of the times, it is worth the investment.

Want to know more about the hiring of locals over expats?  Click here .

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What are the Pros of Hiring Expats for your International Business ?

1. quality over quantity.

From my experience, hiring locals can be extremely difficult, especially if you are trying to open an international office. That is because most local candidates will not understand your company’s practices. On the other hand, sending someone who knows the ropes of your company will make it easier to train local workers.

This means that one talented & hard-working individual may actually be worth three newcomers to the practices of the trade. Hiring locals may seem like a cheaper short-term solution, but the initial savings may be undermined by poor results on the long-term.

Of course, this decision may vary from one situation to another. For example, some companies work with a combination of expats and local workers.

2. The Target Country has a Limited Local Talent Pool

Another reason to invest in expats would be a limited local talent pool in your industry . In this scenario, the costs of hiring knowledgeable local employees can be prohibitively high. Bear in mind that the ability to work with certain software or computerized technologies specific to your industry is a vital skillset possessed by very few individuals.

3. Your Operation Must Conform to the Standards of your Home Market

This is one of the situations when sending in a team of expats makes the most sense. Many manufacturing companies choose bright individuals to represent their international operation and train local employees. He/she will act as GM, oversee operations and ensure that all business efforts are compliant with the regulations of your domestic office.

Cons of Hiring Expats for your International Business

There are many cons of hiring expats. Here are some of the most common ones:

1. Expats are Expensive & Problematic

The expats themselves are not problematic, but making sure that all travel expenses, visa issues, host or home-country tax differentials and relocation allowances are covered will be. You should expect to pay two to five times more on an expat than you would on a local employee. In any case, you have to decide if this significantly higher cost is worth it.

2. High Burnout Rate

Studies have shown that expats, especially those performing extremely demanding jobs, have a high burnout rate. It seems that 25% of them are called home early because they take on too much stress . This problem is the result of several factors including language barriers, being away from friends and family, having to deal with an entirely new culture, and the feeling of isolation.

3. Legal Risks

Some companies ended up being fined or barred from operating in a certain country because they did not respect its immigration requirements and permit obligations. For the expat the situation can become even more sever. For example, continuing work in a country passed your permit’s expiration date may lead to imprisonment. A Global Mobility Effectiveness Study concluded that roughly 64% of international businesses suffered avoidable non-compliance penalties when sending expats.

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Wrapping up…

If you are still struggling to decide whether or not to send expats to oversee your international operations, you should consider the following pointers:

Exceptional employees, with company knowledge and superior management skills, who can also work well with limited resources are worth their weight in gold.

Never make a decision without fully understanding all the underlying costs, regulations and implications of assigning an expat overseas. I’m talking about housing, moving, expat packages, tax & social security obligations, and support programs for families.

The expat will need some time and training to become adjusted with a whole new culture and language, so do not expect everything to work-out overnight.

[Based on my (Martin P. Laird) experience of working in South Africa]

NEXT:  Who Is and Is Not an Expatriate

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Expat Employee Benefits: Considerations for Global Employers

In today’s international marketplace, more companies are sending employees on assignment overseas or implementing a global mobility policy that allows employees to work abroad.

In fact, millions of expatriates live and work around the globe, and those numbers are only expected to rise.

As expatriate employment increases, employers must provide comprehensive expat benefits that not only help retain talent and ease the stress of relocation but comply with local labor laws.

Learn the employee benefits to consider providing to expats when sending them abroad and how to ensure compliance with international employment legislation.

Why expat benefits and compensation matter

When a business expands internationally, it often relocates employees to another country to set up a new branch, investigate the local market, or establish a business in the country.

While not all employees are assigned to work internationally long-term, those who are become expat employees in the new country, often taking their lives and families abroad with them.

Offering the right expatriate benefits and compensation is essential to ensure a smooth transition for both the employee and the company.

When expats receive a thoughtful employee benefits package , they feel valued and supported, which leads to better engagement and productivity at work. Plus, as global hiring becomes more competitive, comprehensive compensation is essential for attracting top talent.

Below are four reasons global companies should administer competitive compensation and supplemental benefits to their expatriate talent.

Employees may need incentivization

While some employees may jump at the opportunity to enjoy global mobility and relocate abroad, others might have reservations—especially if they have dependents and other commitments outside of work. An expat may have to face new challenges working abroad, including the following:

• Understanding a new culture
• Learning a new language
• Navigating foreign expenses
• Acclimating to a new way of life

Providing ample support to your employees throughout their international assignments is important. Benefits that help cover international  employee transfer burdens such as relocation costs, private healthcare, and international schooling for dependents can make the relocation offer more attractive to employees.

Relocation is stressful

Relocating to a new country is challenging and overwhelming—even for employees excited to live and work abroad. An expat may feel stress around the following situations:

• Finding safe and secure housing
• Helping their spouse find new work
• Locating a school for their children
• Performing well on the job assignment

A benefits package that includes perks like relocation assistance, flexible work hours, additional paid time off, and wellness programs may help relieve some of the stress of relocation.

Expat living has hidden costs

In addition to relocation and living costs in a different country, an expat may face additional expenses. These extra costs could include international schooling for their children, language classes, public transportation within the country, and traveling home to see family.

Stipends for public transport and monthly travel funds for visiting friends and family during time off are thoughtful perks that help alleviate the hidden costs of relocation.

Financial assistance for language courses and childcare reimbursements are also supplemental benefits to consider providing relocated employees.

The global hiring landscape is competitive

The global hiring landscape is becoming more competitive as companies look abroad to attract and retain top employees. Talent today has new work demands and is not afraid to look elsewhere when employers don’t meet their needs.

As a result, employers face unprecedented challenges with keeping their workforce intact.

To keep top expat talent, companies must provide competitive, valuable benefits and compensation—or risk losing them to another company willing to meet workforce demands.

Get our guide to learn how to retain top talent with competitive, compliant global benefits that go beyond the minimum requirements:

7 expat employee benefits to consider

To incentivize talent, relieve relocation stress, and compete in today’s hiring market, companies should consider these perks when crafting a benefits package for expatriate employees.

1. Increased salary

While an expat’s salary depends on the industry, role, and level of responsibility, it should at least match, if not exceed, the salary an employee would receive for doing the same job in their home country.

You may also want to add a location premium to their salary that acknowledges the difference in an expat’s lifestyle compared to their home country, including the cost of living, currency exchange rate, and relative hardship of the post.

2. Relocation assistance

Relocation assistance is integral to an expat benefits package for long-term assignments. An expat relocation package could include covering moving and shipping expenses, storage costs, and flights for the expat and their families relocating with them.

The employer should also consider other relocation expenses, such as driving and transport options in-country, travel for home visits during the assignment, and a pre-assignment trip for the expat to familiarize themselves with the new location.

3. Cost of living allowance

Rather than a salary increase, you might consider providing a cost-of-living allowance as a monthly stipend for the expat to use on necessary goods and services.

This type of allowance is beneficial when the cost of living in the expat’s host country is higher than in their home country. It reflects any additional daily expenditure in the host country so the expat can maintain their ideal living standard.

4. Schooling costs

An expatriate package might also provide an education allowance or cover the cost of schooling for an expat’s children. International schools specifically cater to expat communities.

Compared to the host country’s local school options, international schools often follow a different curriculum and offer a higher standard of education, provide fewer language barriers, and ensure the expat’s children can continue with a similar curriculum to their home country.

5. Subsidized housing

A benefits package that provides housing or accommodations while finding somewhere to settle is a critical incentive for expats relocating abroad with their family on a long-term assignment.

Expats desire access to safe and secure housing that is ideally located near other expats, offers a relatively short commute to work, and is close to international schools.

6. Cultural training

An expat benefits package should also include support services that help the expat better integrate into their host destination. Examples include cross-cultural education before deployment and language courses if the expat does not speak the language of the country.

7. Supplemental health insurance

Quality supplemental health insurance is a high-priority benefit for expat employees. While many countries have adequate national healthcare coverage, others, like the United States, don’t provide universal healthcare .

Plus, many national healthcare schemes don’t cover costs for services like dental and vision care or extended maternity leave.

For example, public healthcare in Mexico is relatively inexpensive and accessible for expat employees, but the quality of care often depends on where your talent resides, and it doesn't cover dental care, eye care, elective surgeries, infertility treatments, treatments for self-inflicted injuries, or several preexisting conditions.

It’s the employer’s duty to ensure the health and safety of their employees. A benefits package that offers comprehensive supplemental health coverage is a must-have for expats living in the U.S. and overseas.

Compliance risks when administering benefits abroad

Expat benefits must not only be competitive but should also adhere to local employment laws. Employment law differs greatly from country to country, so employers must ensure the benefits they offer are globally compliant . Some compliance risks include the following:

Varying statutory requirements

Every country has its own legislation that governs and protects employee entitlements. Employers must understand and comply with local statutory requirements to avoid financial and legal penalties. Some statutory benefits that differ around the world include:

• Annual leave and sick leave
• Medical insurance
• Overtime pay

Incorrect payroll contributions

Payroll contributions also vary per country, and employers must correctly calculate contributions to ensure payroll compliance and avoid risks. Some differing payroll contributions that relate to benefits include:

• Social security
• Health insurance
• Workers' compensation
• 13th-month pay

Improper benefits tax reporting

Some jurisdictions require employers to report fringe benefits on official tax forms to the local authorities. They may also need to withhold or pay taxes on certain fringe benefits.

Employers should keep track of taxable fringe benefits provided to expats and correctly report them to the proper tax agencies. Should you fail to correctly file these reports, the local tax agency may levy penalties and even assess interest on past-due taxes.

Simplify compliant benefits administration for expats

Administering tailored benefits for expats in multiple countries is time-consuming and expensive for HR teams. It also requires advanced proficiency in labor law. Avoid the headaches and compliance risks by working with a global benefits partner like Velocity Global instead.

Our Global Benefits solution offers competitively priced benefits packages that accommodate a wide range of expat needs and comply with market-specific regulations. We remove the HR complexities so you can relocate and support talent in more than 185 countries with ease.

Celebrate your expatriate employees with top-shelf benefits that matter. Contact Velocity Global to learn more.

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The Right Way to Manage Expats

• J. Stewart Black
• Hal Gregersen

Sending executives abroad is expensive, but most companies don’t get much back for their money. Those that do follow three practices.

In today’s global economy, having a workforce that is fluent in the ways of the world isn’t a luxury. It’s a competitive necessity. No wonder nearly 80 % of midsize and large companies currently send professionals abroad—and 45 % plan to increase the number they have on assignment.

• JB J. Stewart Black is a professor of global leadership and strategy at INSEAD and a coauthor of Competing in and with China: Implications and Strategies for Western Business Executives (Thinkers50). Email: [email protected]
• Hal Gregersen is a Senior Lecturer in Leadership and Innovation at the MIT Sloan School of Management , a globally recognized expert in navigating rapid change, and a Thinkers50 ranked management thinker. He is the author of Questions Are the Answer: A Breakthrough Approach to Your Most Vexing Problems at Work and in Life and the coauthor of The Innovator’s DNA: Mastering the Five Skills of Disruptive Innovators .

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Working abroad?

• Global Guide
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Expatriate Benefits: Perks of an Expat Job

• How to Benefit from Your Expat Status

In our articles on moving abroad we talk at length about the mental and emotional implication of an expatriate assignment. However, there is also a lot to say about the professional implications of becoming an expatriate and spending some time abroad. Whether it’s on an assignment of a few months or a few years, expats benefit from what they learn abroad.

Of course, you need to play your cards right. Your boss may not offer you any expatriate benefits unless you ask for it. The same applies to discussing your position within your company. An expatriate assignment may qualify you for a promotion upon your return. However, this could be up to your negotiation skills.

Improve Your Language Skills

One of the less tangible expatriate benefits is the fact that an assignment will improve some skills you might need in the workplace. For example, you often learn a new language and perhaps even become fluent in it. Once you return to your company’s headquarters, this may make you a top-notch candidate for a new position higher up the management ladder.

If you should decide to change employers, an additional foreign language – especially a less common one – looks very good on your CV. Even if you are self-employed, this knowledge might help you acquire new clients or different projects.

Earn a Promotion

Sergej (43) profited greatly from his three-year expatriate assignment in Tokyo. He found out that he was a candidate for a promotion after his return – one of the major expatriate benefits of his time abroad. In the regional office of his employer, a Russian agribusiness, Sergej was the only one with the language proficiency necessary to communicate with their Japanese clients.

“Barely anyone spoke Japanese or was familiar with the Japanese way of doing business. Before, I was just one guy in sales promotion,” he remembers. “Then – bam! All of a sudden, I was in charge of a whole team since Russian trading companies are seeking to increase foodstuff shipments to the Asian markets.”

But even those former expatriates who return back home and have to start all over again will soon notice how their career benefits from their time abroad. Their language proficiency significantly improves their chances of finding a well-paid job. Companies that operate internationally can always benefit from an employee with fluency in one or even more foreign languages. 

 “Update” Your CV

During your assignment abroad, you will most likely acquire new professional qualifications as well. Your time as an expatriate can give you the chance of working in a field or on a project you wouldn’t have been able to explore in your home country.

Whatever your reasons for moving overseas may be, you should also spend this time abroad to learn as much in your new workplace as you can. An expatriate benefits from the additional experience he or she gains in their chosen field, providing them with a new focus and more relevant details to add to their CV.

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Expat guides around the world.

Living in Cairo

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Enjoying a Healthy Expat Life

Going Abroad: It’s a State of Mind!

Intercultural Communication

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The benefits of taking an expat assignment

Posted on Nov 19, 2019

As the global workforce becomes increasingly mobile, and with more and more people seeking a new life abroad, it’s not unusual to hear of colleagues jetting off on expatriate assignments. That is, taking the opportunity to live and work abroad in a new arm of the business, typically for a set period of time.

You may already be thinking of leaving your existing role, in order to pursue a career at a new organisation where international work and travel are on the cards. Or perhaps your employer has offered you a placement in a new location, and you’re weighing up the choice between staying put and taking the plunge.

There are a range of gains to be made, both personal and professional, by pursuing an expatriate assignment abroad. If you’re contemplating a move of your own, here are a few big wins to think about should the opportunity arise.

Career progression

According to research by Internations, many people who undertake expat assignments find that they experience faster career progression as a result. Willingness to move to a new country for work doesn’t just show loyalty and dedication to a company, but also arms you with skills and experiences that colleagues who haven’t relocated are unable to offer.

Whether it’s international business etiquette, experience and understanding in global processes or simply demonstrating that you are adaptable and willing to go outside of your comfort zone, having an expat work placement on your CV can be a huge boost.

Indeed, if your existing employer is hoping to send you abroad, a potential for career progression will often be touted as a top reason to take the offer. You might see this as a fast-track to a pay rise and promotion, or simply as a valuable addition to your CV which could help you get a desirable new role in future. 

Whichever it is, don’t think of an expat assignment as simply a limited period of time working abroad – it should be a step up the ladder that serves to future-proof you as a seriously employable candidate.

Improve your language skills

On top of demonstrating your flexibility and business acumen, working internationally can also help you to improve your bilingual or multilingual skills. Though this may not apply to someone in Canada looking to move to Australia or New Zealand, for example, it’s true for those moving between almost any other combination of countries.

You may be able to relocate to somewhere like Frankfurt or Paris without having to speak the local language at work, but the chances are you’ll pick up new speaking and listening skills naturally over the course of your time away. If you’re already somewhat proficient, but need to fine-tune your abilities in the world of ‘business speak’, there is no better way to do it than total immersion in a second language.

Aside from being useful on a personal level, enabling you to make friends across borders and store valuable extra language skills for future travel plans, this is another definite boost to your CV. There are multinational organisations in all manner of industries who require bilingual and multilingual staff to keep their wheels turning, and if you can hone in your own skills to meet these needs, you’ll find a host of additional doors open to you in future.

Experience new cultures

Perhaps one of the biggest draws of life abroad for many people, is the chance to experience a whole new culture and way of life. If you’re getting restless in your everyday situation, or simply value the chance to broaden your horizons, taking an expat assignment may well be the solution for you.

From the hustle and bustle of Ho Chi Minh city to the laid-back living of Cuenca, there are cities all over the world that offer something a little different to an expat looking to relocate. Think on the destinations an assignment could open up to you, and the food, history and sightseeing there is to be done while you’re not at work.

Part of life for many expats working away for set periods is being a tourist in your new home; seeing temples in Thailand, sampling street food in Singapore or visiting ancient ruins in Mexico. With a little thought for your work/life balance, it’s not impossible to make working away as much an activity in your own personal adventures as it is in professional development.

Before you go

If you’re sold on the idea of setting off for pastures new, there are a few considerations to keep in mind before you go. However, the joy of an expat assignment is that your employer will take care of much of the less exciting stuff for you.

Working visas, bank accounts and a briefing on any variations in worker’s rights in your new home should all be things your workplace can assist with. Equally, they may be able to offer employee support to help you settle in and tackle any homesickness, and can signpost you to expat networks or language learning help.

If your assignment doesn’t include some kind of guaranteed healthcare plan, be sure to put a global healthcare policy in place before you relocate, in the same way as you might invest in travel insurance before setting off on a leisure trip. This might not be as much fun as researching local customs and listing all the places you want to explore at weekends, but it will ensure that you always have access to high-quality healthcare if you need it while you’re away.

Of course, this list covers just a few of the great things about taking an expatriate assignment. Whether you’re planning to make it a one-time experience, or are hoping to move around frequently, seeing the world as you work, embrace international working opportunities when they arise. And if you don’t think this will ever be an option in your current workplace, don’t be afraid to keep an eye out for opportunities elsewhere – after all, it could be the start of something new.

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International Assignments: Managing Benefits and Taxes for Expatriate Employees

Written on February 28, 2019

Given the complexity of the U.S. tax code and the myriad regulations related to ERISA plans, managing benefits for domestic employees is a complicated undertaking. But managing benefits for employees who your U.S. company sends to work overseas—known as expatriates, or expats—adds several layers of complexity.

As globalization continues to be a defining characteristic of the economy, many U.S. companies are finding opportunities to grow abroad. But before their employees ever step on foreign soil, employers need to learn about the various taxes other governments may impose on benefits and compensation and think through the various questions that go into developing a sound policy for managing benefits for expatriate employees. Employers also need to help their employees understand what the foreign assignment means to them with respect to taxes and benefits.

Understand the Basics of Expatriate Taxation

For purposes of this article, an expatriate is a U.S. citizen or green card holder who is sent by their U.S. employer to work at a branch or other linked organization in a foreign country. Assignment duration may vary anywhere from six months to several years. Employees must obtain a work visa, and—depending upon the host country—may be eligible for certain benefits offered by that country while working abroad.

U.S. citizens, green card holders, and their employers need to understand that expatriates will still have an income tax liability and income tax return filing obligation at home regardless of where they work globally. The United States is unusual in this regard with respect to taxing their citizens and permanent residents (green card holders) who are living and working abroad; many foreign governments allow their citizens to fall under the host country’s tax code when working abroad and home country taxation is often suspended until the individual returns to their home country.

The United States’ unusual approach, however, doesn’t mean that U.S. expatriates will always face double taxation. The U.S. tax code looks to offset this, at least partially, by allowing certain foreign tax credits and/or the foreign earned income exclusion. Employers take these credits, the foreign earned income exclusion, and the foreign country’s tax policies into consideration when developing the compensation package for the employee.

In addition to understanding how the U.S. will tax the expatriate’s foreign compensation and benefits, employers also need to understand how the host country will tax this income. Almost every country requires some kind of tax to be paid by foreign workers. While taxation of salary and bonuses may be relatively straightforward, things can get quite complicated when it comes to how benefits—such as retirement matching contributions or profit sharing—are taxed.

Consider Your Options for Making Expatriates Whole

Employers need to study foreign countries’ tax laws and be aware of each country’s nuances so a fair, balanced and competitive compensation package is developed. The good news is that employers have flexibility in navigating these issues and developing their policies.

The first option is to do nothing. Sometimes, in this scenario, the expatriate is responsible for the taxes and other costs incurred while working in the host country. A more common strategy is to equalize the tax burden on the employee. This is a tax-neutral policy, often referred to as tax equalization, where the employee is no worse or better off while working abroad. In this case, the goal of the compensation package is to keep employees whole—which means maintaining roughly the same financial standards they would have experienced at home.

Beware Double Taxation of Retirement Benefits

Expatriates are allowed to participate in U.S.-based retirement plans while working abroad. They can contribute pre-tax dollars to their traditional 401(k) plans, and employers can offer a match to the employee deferral. Unfortunately, many foreign countries consider the deferral to be taxable income.

What’s more, the employer contribution may be considered regular income subject to foreign taxes as well. In this case, the employee is double taxed: first by the host country for the “income” sent to the retirement plan, and then by the United States when it’s time for the participant to withdraw assets. (Double taxation may also happen in a Roth situation, where participants pay taxes up front when making the deferral.)

In these situations, employers will need to decide whether expatriates should be excluded from the plan and possibly compensated outside of the benefit to avoid the double taxation—or utilize a tax equalization policy where the expatriate is made whole. The latter approach would be in keeping with the U.S. system, in which qualified retirement plan contributions are only taxed once when the employee takes a distribution from the plan at or after retirement.

Insight: Take a “No Surprises” Approach to Your Expatriate Benefit Policy  The goal of any expatriate compensation package should be to ensure that neither the employee nor the company encounter any surprises. To achieve this, employers need to think through many issues well before sending an employee abroad.

The first issue is to decide whether or how to make employees whole. After that major issue is resolved, employers need to focus on finer points such as evaluating foreign tax policies, reviewing plan documents to determine eligibility and analyzing foreign tax credit structures to maximize value.

It’s also important to have strong communication strategies and resources for employees. A solid two-way communication plan aids expatriates in clearly understanding what they will be receiving and responsible for, and offering them access to experts who can help them feel that they are not alone in navigating the oftentimes complex tax structures in host countries.

Employees working at different companies often compare notes about their employer’s compensation policy for expatriates with other expatriates they meet abroad, so understand that there are competitive reasons for developing a fair, robust approach.

When sending employees abroad, employers have a lot to manage from a benefits perspective, between adequately rewarding employees, understanding individual countries’ tax rules, filing the appropriate forms in the foreign jurisdictions and keeping costs under control.

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A guide to short-term international assignments as an expat

Getting the opportunity for a short-term international assignment at work can be an exciting chance for personal growth and professional development. Whether you're heading abroad for a specific project or just spending a few months on some more general work, it’s important to carefully plan and prepare for your trip to ensure a smooth transition both to and from your temporary home. 

In this blog post, we will explore some essential steps and practical tips to help you navigate the process of a short-term expatriate assignment.  

How to prepare for a short-term international assignment 

1) ensure you fully understand the scope of your assignment , 2) consider the logistics .

While your employer may look after a lot of the logistical aspects of your trip, it’s important for you to keep on top of this. Familiarise yourself with visa requirements, accommodation options, transportation, stipends, and local amenities before you go. 

It’s also crucial to ensure that you’re properly insured for your short-term assignment. As an international worker, you’ll have unique health insurance needs compared to your colleagues. Check out some of Allianz Partners’s short-term international health insurance plans to ease the stress of becoming an expat.

3) Connect with your employer's expat support 

If expat assignments are a regular occurrence in your workplace, it’s likely that there’s some kind of expat support programme in place. Reach out to them to discuss the details of your assignment, including relocation assistance, housing support, and access to local resources.  

Preparing for a new culture 

One of the most challenging factors of a short-term international project can be the culture shock of your host location. Getting out of your comfort zone and dealing with new surroundings can be daunting, but it’s well worth the experience.  

If you have the time and resources, try to familiarise yourself with your new local language, learning key phrases and words to connect with colleagues and locals. Be sure to research social norms and etiquette in your host country, and be aware that these can be very different to what you’re used to at home. Becoming familiar with these ideas can make it a lot easier to adapt and integrate into your new environment.  

Making the most of your trip 

Once you arrive in your new host country, it’s important to embrace your new surroundings and make the best of the opportunity. 

• Set clear objectives: At work, clarify your goals and objectives early, and make sure to make a good impression on your interim colleagues.
• Embrace your new environment: Actively engage with your new workmates, learn from them and foster a strong cross-cultural relationship.  
• Explore the local area: Immerse yourself in your new local culture. Try new foods, take part in traditions, and see any sights or cultural landmarks. These enriching experiences will deepen your appreciation for your host country. 

While you enjoy your new surroundings, it’s also important to look after yourself and your mental health while abroad. Establishing a support network of fellow expats can be a great way to find support, while also staying in regular touch with your friends and family back home. Remember to keep up your exercise and self-care routines and to eat well – travelling can be an easy way to fall into lazier habits, so try to keep your nutrition to a good level while abroad.  

A short-term international assignment as an expat offers a wealth of opportunities for personal and professional growth. By thoroughly preparing and planning for your assignment, embracing the local culture, and maintaining your routine, you can make the most of this transformative experience. 

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10 Best Things About an Expat Assignment

Why you should say yes to an expat assignment.

If offered an expatriate assignment, would you accept it? What would be your main motivation for accepting an expatriate assignment? In this article, we will discuss ten best things about an expat assignment if you are considering relocating to another country.

Moving Between Countries

Through international travelling, you will have the chance to experience the cultural and natural wonders of the world. We have gathered extensive region and country information for expatriates, including tips and information on the health systems in each country. Please select a geographic region or country to read about the latest country information.

Making International Friends

Starting New Projects

Learning new things is part and parcel of an expatriate’s life. If you’ve been working on projects that you’re good at back home, then going on an expat assignment will allow you to expand your horizon. You may be working on a project that’s entirely new for you, and this is the chance to upgrade your skillset. Plus, you will be working with your new coworkers, and it is also a great way to improve your communication skills.

Building New Relationships

Gain Attractive Compensation Package

Accepting a job abroad means access to an excellent expat package. Of course, the package will vary according to your industry, profession, and level of responsibility. It includes relocation expenses, allowances, especially if you’re in a developing country, housing, and education allowance, automobile allowances, home travel allowances, and many more. You may also benefit from improved taxation possibilities depending on where you are moving. For example, countries in the Middle East and the Caribbean often have low tax rates. An expat tax advisor may be able to provide more information on this.

Obtain Promotional Opportunities

Furthermore, when you exemplify great skills through your expat assignment, you have a chance to advance within the company abroad. You are likely to get a promotion when you’re proactive and perform well in your job, but even more so if you take a position abroad. It also means more pay and a financial bonus. So if you get the opportunity to work abroad, grab it, as it may open the door to other big opportunities.

Learn New Languages

Personal Development

When you focus on all the new things an expat assignment offers you, you’re also gaining insights and perspectives for personal growth. Similarly, having an open mind when living and working abroad allows you to discard conditioned learning and evolve into a better person. Being a better person also dramatically helps you with your work . You get to be a better leader and team player that leads to the successful completion of your expat assignment.

Experience the Local Cuisine

A Chance to Tour the City before Settle Down

Generally, international expatriate assignments can last from one to two years. It gives you ample time to check out and live in the city like a local . The timeline allows you to blend in with the locals, make friends, pay bills, and get to know the culture in and out. It also gives you a chance to find out if the work environment allows you to find a balance between work and life. Ultimately, before you end your contract, you will know if it’s the place for you to settle down.

Don’t Forget to Bring International Health Insurance with you.

To ensure you have a successful trip abroad, you must have the right international health insurance coverage.  Make sure your expat employer provides adequate coverage or enough money for you to buy your own coverage Note that not all companies provide proper coverage, so make sure you have a conversation with your employer or hiring manager about adequate international health insurance . Ultimately, it should cover an expat employee, their dependents, and even trailing dependents.

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Late Nights, Early Wins: The Power of Experimentation and Perseverance

The exercise of self-discipline is what will keep you going through even the most difficult assignment..

There's little question that conventional wisdom is right: getting enough sleep is the best way to perform at your peak. But many high achievers have managed to buck the trend, insisting that they can't function until they've put in a few late-night hours. While getting adequate rest is clearly important, there are reasons to think that one of the best times for focused and creative work is in the quiet hours of the evening.

One big advantage of working late at night is that you can concentrate. Without the ongoing disruptions that punctuate a normal day, the mind has an opportunity to go deep into a complex matter or explore the creative project that's been on the back burner for months. Willpower is a muscle to be sure, but it's also a means to a broader end. The exercise of self-discipline is what will keep you going through even the most difficult assignment.

None of this is about becoming a night owl --it's about judicious use of time. There are times when you need to deplete yourself in order to concentrate, and nights can be the best time for that kind of deep work. It can also teach accountability. When you're all alone it's easy to slack off. When you push through to meet your own deadlines, you cultivate a strong work ethic and a no-nonsense approach.

Nevertheless, late nights must be carefully managed. You're not striving to work late nights for the sake of being up late. Rather, you're trying to maximize your time and energy. If you choose to work late, do so in a way that allows you to sustain your energy and be productive. You'll be surprised at your nighttime productivity when you give it a try. All you need is a quiet place to work, good lighting, and a comfortable setup.

And remember, it's all about balance. Enjoy the benefits of late nights, but also make sure you get enough sleep. Going without can be debilitating for your brain, body and everyday mood. It's about finding a cadence that works for you, alternating between periods of hard work and necessary rest, which is exactly what I do--one night late, the next not so much.

This is an opportunity to experiment and discover what works best for you. While some are naturally inclined toward early morning productivity, others find their groove in the quiet hours of midnight. The idea is to maximize your individual workflow and develop an approach that fosters your long-term success.

So, the next time you feel the urge to call it a night early, consider the extra benefits of pushing just a little further past the point of fatigue. Just maybe that is the secret to unlocking your native genius.

A refreshed look at leadership from the desk of CEO and chief content officer Stephanie Mehta

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Seasonal Intern BPG, Global Mobility Services – Compliance Center | Dallas Winter 2025

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Business Title: Seasonal Intern BPG, Global Mobility Services – Compliance Center | Dallas Winter 2025

Requisition Number: 116450 – 87

Function: Tax Services

Area of Interest: Campus

City: Dallas

Description:

Known for being a great place to work and build a career, KPMG provides audit, tax and advisory services for organizations in todays most important industries. Our growth is driven by delivering real results for our clients. It has also enabled by our culture, which encourages individual development, embraces an inclusive environment, rewards innovative excellence and supports our communities. With qualities like those, it is no wonder we are consistently ranked among the best companies to work for by Fortune Magazine, Consulting Magazine, Seramount, Fair360 and others. If you are as passionate about your future as we are, join our team.

KPMG is currently seeking a Seasonal Intern BPG for Business Process Group – Global Mobility Services.

Responsibilities:

Provide support to KPMGs Global Mobility Services tax professionals with regard to individual income tax compliance, payroll, process, policy and advisory services

Collaborate with KPMGs Global Mobility Services tax professionals to support tax and human resource professionals within multinational companies to manage the tax implications of their global workforce

Prepare client correspondence and calculations on various international assignment matters, including policy issues, cost projections, tax settlements and tax reconciliations

Analyze and track expatriate payroll, compensation, benefits, global mobility and other assignment-related issues

Prepare reports, analyze data and track global mobility tax compliance status and other assignment-related projects

Qualifications:

Must be enrolled in an accredited college or university and pursuing the following degrees/majors; Bachelors and/or Masters degree

Preferred GPA of 3.0 or above

Coursework or concentration in Tax, Accounting, International Business, Economics, Human Resources, Finance or Business Administration is preferred

Knowledge of expatriate services, global mobility and tax

Working knowledge of tax software such as GoSystem Tax RS (GoRS) or CCH Axcess is preferred

Demonstrated quality service mindset; strong technical aptitude, critical thinking skills and ability to navigate MS Office applications including Excel, PowerPoint, Word and Outlook

Excellent communication, time management and leadership skills; flexible and adaptable team player; and resourceful in delivering high quality work

Ability to travel and/or work on-site at client premises as needed, at times with relatively short notice

Authorization to work in the U.S. without the need for employment-based visa sponsorship now or in the future is preferred

KPMG complies with all local/state regulations regarding displaying salary ranges. If required, the ranges displayed below or via the URL below are specifically for those potential hires who will work in the location(s) listed. Any offered salary is determined based on relevant factors such as applicant’s skills, job responsibilities, prior relevant experience, certain degrees and certifications and market considerations. In addition, the firm is proud to offer a comprehensive, competitive benefits package, with options designed to help you make the best decisions for yourself, your family, and your lifestyle. Available benefits are based on eligibility. Our Total Rewards package includes a variety of medical and dental plans, vision coverage, disability and life insurance, 401(k) plans, and a robust suite of personal well-being benefits to support your mental health. Depending on job classification, standard work hours, and years of service, KPMG provides Personal Time Off per fiscal year. Additionally, each year the firm publishes a calendar of holidays to be observed during the year and provides two firmwide breaks each year where employees will not be required to use Personal Time Off; one is at year end and the other is around the July 4th holiday. Additional details about our benefits can be found towards the bottom of our KPMG US Careers site at ‘Benefits & How We Work ( https://www.kpmguscareers.com/why-kpmg/#benefits ) ‘.

Follow this link to obtain salary ranges by city outside of CA: https://kpmg.com/us/en/how-we-work/pay-transparency.html/?id=UTABPGI_9_24KPMG LLP (the U.S. member firm of KPMG International) offers a comprehensive compensation and benefits package. KPMG is an affirmative action-equal opportunity employer. KPMG complies with all applicable federal, state and local laws regarding recruitment and hiring. All qualified applicants are considered for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, citizenship status, disability, protected veteran status, or any other category protected by applicable federal, state or local laws. The attached link ‘ https://assets.kpmg.com/content/dam/kpmg/us/pdf/2018/09/eeo.pdf ? ‘contains further information regarding the firm’s compliance with federal, state and local recruitment and hiring laws. No phone calls or agencies please.

KPMG does not currently require partners or employees to be fully vaccinated or test negative for COVID-19 in order to go to KPMG offices, client sites or KPMG events, except when mandated by federal, state or local law. In some circumstances, clients also may require proof of vaccination or testing (e.g., to go to the client site).

KPMG recruits on a rolling basis. Candidates are considered as they apply, until the opportunity is filled. Candidates are encouraged to apply expeditiously to any role(s) for which they are qualified that is also of interest to them.

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• SWITZERLAND

Expat Info News

Housing benefits in Germany to increase significantly from 2025

Every two years, the housing benefit in Germany is automatically adjusted to reflect developments in prices and rents . The next increase will take place on January 1, 2025, and see Wohngeld go up by an average of 15 percent. 

Housing benefit ( Wohngeld ) to go up by 15 percent in 2025

The federal cabinet has approved a regulation for the housing benefit to increase significantly at the turn of the year, after 2024 saw no changes. From January 1, 2025, the approximately 1,9 million people in Germany who receive the social security benefit will see payments rise by an average of 15 percent, equating to about 30 euros extra per month. 

The law provides for the housing benefit to be adjusted every two years to reflect changes in the cost of living. "People today spend significantly more money on rent, energy and everyday goods. In order to maintain the relief effect in the long term, we are increasing the monthly housing benefit," said Federal Construction Minister Klara Geywitz, Focus reports. 

The exact increase will be determined, among other things, by the number of people in your household. On average, housing benefit amounts to around 370 euros per month - from 2025, this will rise to 400 euros. The income thresholds - which determine who is eligible for the benefit - will also be increased, and so the Federal Construction Ministry expects an additional 1,9 million households will be entitled to the benefit from next year. The Federal Council (Bundesrat) still needs to approve the increase. 

What is the housing benefit in Germany?

Housing benefit is designed to relieve people who would otherwise have to apply for Bürgergeld to help cover the cost of their housing . It is given either as a rent subsidy for those in rental accommodation , or a burden subsidy for those who own their own homes . 

The Ministry of Construction particularly recommends that pensioners with low pensions , low-income working families , low-paid workers, students who are not eligible for BAföG , and care home residents, apply for the benefit if they have a low income. 

Wohngeld has no fixed amount; instead, the responsible authority calculates the benefit for each application, based on factors like the number of people in the household, their collective income, and the rent.

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Managing Editor at IamExpat Media. Abi studied German and History at the University of Manchester and has since lived in Berlin, Hamburg and Utrecht, working since 2017 as a writer,...

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Three Pressing Expat Benefits Issues Impacting Multinationals

Benefits are a crucial part of the overall compensation package for employees on international assignment. Getting them right can make a positive contribution to an overseas deployment, but balancing employee expectation with rising costs is proving a challenge for many organizations.

Here are three of the most pressing benefits-related issues for expatriate workers, highlighting a number of trends that are currently impacting many multinationals.

International Medical Plans

Medical plans are a hot-button issue for both multinationals and their expat workforce. Employees on international assignments in countries with very different or inferior medical care to their home locations need access to good-quality health and medical benefits. As premiums soar across various locations, however, organizations have no choice but to carefully scrutinize and potentially revise existing policies and practices. In doing so, they face four key challenges.

First is benefit design. This issue is always complex for expat programs, where the population is typically spread over several continents and many countries, each of which has fundamentally different structures in social security systems, health care sectors, and insurance markets.

Mercer has found that three-quarters of its client base have just one medical plan that is supposed to cover all bases. Multinationals are, however, increasingly recognizing that more than one expat medical plan design or provider is needed to effectively deliver benefits to employees operating across different regions and countries with varied medical environments and infrastructures. A far more comprehensive and specialized plan may be needed for employees operating in the Arabian Gulf region, for example, where very limited social provisions exist for non-nationals and private insurance is essential for practically all levels of medical care, compared to that required in countries such as the United Kingdom, where the widely accessible National Health Service provides emergency and core coverage for all residents.

In many parts of the world, including the Middle East, a popular expat destination, compliance issues are on the increase. National health budgets are under pressure and, as a result, governments are tightening access to health care for foreign workers. (Across the Arabian Gulf, minimum medical requirements are being linked to the issuing of visas; in short, foreign employees will not be able to enter certain countries without the appropriate level of health care coverage.) It is crucial that international businesses keep on top of these issues—checking that carriers are appropriately licensed and that their networks are of a good standard in the specific countries concerned—in order to avoid fines or other reputational damage.

While employers will always aim to improve employees’ satisfaction, they face an uphill task given the subjective nature of it and the complexities inherent in dealing with a high-touch expat population. The reality is that many international assignees have become used to a gold-standard level of medical benefits (certainly in comparison to colleagues on local contracts), and often interpret attempts to introduce some kind of control over access to care, in order to both cut costs and make sure that patients are seen by the right doctor, as “poor service.” Employers will need to partner with providers and play a role in helping to manage employee expectations if they are to achieve a successful transition to more moderate plan provisions or exercise greater control over network access in the longer term.

A considerable opportunity for cost management exists in the area of network reviews and control. In many emerging markets, certain medical providers have attractive brand names that draw the majority of expat utilization at a premium price. In countries where the medical infrastructure has seen rapid modernization in recent years, there may be opportunities to utilize other very good quality providers at lower cost; excluding certain brand name hospitals or clinics from the network available to employees has allowed medical costs to be reduced by a third or more in some cases. Employers will obviously have to tread lightly as they try to streamline processes, however: expat workers often have an emotional attachment to benefits and to certain brands in health care provision, and trying to wean them off too briskly could contribute in assignment failure. A strong communication strategy is therefore essential in helping achieve successful change.

Perhaps most challenging is that employers face the difficult task of reconciling efforts to support employee health and motivation with double-digit cost increases in some locations, especially in emerging markets. Moreover, businesses have to be fit for the future: while they need existing international assignments to be successful, they also have to build a sustainable program for the future. Many multinationals are caught on the horns of this dilemma, as results of the Mercer Benefits Survey for Expatriates and Internationally Mobile Employees demonstrate: 65 percent cite employee engagement and satisfaction as a key priority, but 55 percent are also concerned about cost control. Evidently, finding a solution that enables them to reduce premiums without harming expats’ perceived level of service is top of their agenda.

Some initial steps have been made. For example, roughly half of total claims expenses can be ascribed to primary care (such as consultations and diagnostic tests). Implementing deductibles and cost-sharing, either through co-payments or co-insurance, will have a tangible positive effect on overall cost. We have also seen some employers take on considerable cost liabilities when moving employees or their dependents who turn out to have un-insurable pre-existing conditions that would have been covered under existing insurance in the home country. Prescreening, which allows companies to gain a fuller picture of the total liability that may be incurred by sending a particular individual or family on a long-term assignment, is on the rise as a result.

Another area that may provide room for maneuver without impacting employees is working with carriers to understand exactly how they are formulating their premium increases. For example, medical inflation is currently far higher than general inflation—in the U.K., for example, it is 8-10 percent v. 2.7 percent; in Malaysia, an astonishing 10-15 percent v. 2.4 percent—but the higher number is often used as the basis for carriers to increase both their medical insurance premium and plan administration fees. Negotiating with them in order to apply lower general inflation increases to plan administration fees is likely to result in significant savings.

International Pension Plans

Pensions are another thorny issue for an expat workforce, and again, experience shows that a one-size-fits-all method is less than ideal. Having employees on assignment across multiple locations means dealing with a plethora of different national regulations regarding minimum requirements, taxation and social security. A flexible model is clearly the best option, and to that end organizations are working through myriad options regarding location and length of stay in order to create the best and most consistent plans for their employees.

Mobility is still increasing generally, but the demographic of the mobile population is changing considerably: taken together, the numbers of long-term expats (those abroad for more than three years) and global nomads (those on constant overseas assignments) have doubled in just four years and now account for 50 percent international assignees. Unsurprisingly, the home countries benefits approach has come under increasing pressure, even though it remains popular due to ease of administration, assignees’ understandable attachment to their home base, and their perception that the “correct” level of pension is the one they can receive at home.

In most cases, multinationals’ approach to pension management is driven by assignment length. Home-country programs are preferred for shorter stays, but if employees are likely to be abroad for more than five years, they will usually be moved onto a host-country program. Both have their disadvantages: on the one hand, the home-country option tends to be expensive; on the other, employees rarely retire to their host country and it can be extremely difficult to shift the pension funds internationally when they relocate to their ultimate retirement destination. In response, a third option, the international plan, is beginning to gain traction. In the last five years the main providers of these plans have been investing significantly in their offshore investment platforms and administration systems as well as introducing sophisticated online member communications to allow employees to access best-in-class investment funds from anywhere in the world.

Particularly appropriate for global nomads (or local nationals in regions where provision is otherwise poor or nonexistent), these plans are also an increasingly popular vehicle for delivering retirement benefits in locations such as the Middle East and Africa where there are few or no local providers. International plans are flexible from a design standpoint and can be established as savings plans, allowing withdrawals for key life events; they can also be provided to global nomads on an ongoing basis as they move between countries. The plans are usually based off-shore in locations such as the Isle of Man, Bermuda and the Cayman Islands. Each has its own set of requirements and regulations and most have an intergovernmental agreement in place with the United States, which can be important for tax and reporting requirements where U.S. multinationals or U.S. taxpayers are involved. International plans typically operate on a defined contribution basis, with the average employer contribution being roughly 8.5 percent, and final payments are usually in the form of a lump sum.

The main drawback to international plans, however, is the lack of tax deductibility associated with contributions, as they are not tax-approved in the host location of the expatriate. This tax impact on expats is the reason why employer contribution levels are typically higher for these plans than for many local host-country plans. But for an increasing number of multinationals, this potential cost is secondary to the need to deliver an effective and high-quality retirement service to an increasingly important section of their workforce. Twelve percent of the respondents to Mercer’s survey offer an offshore retirement plan to expatriates, and, in our experience, the use of these plans is an increasing trend.

There are a number of considerations that need to be taken into account in determining the right approach to retirement benefit provision to expatriates, including the home- and host-country benefit regulations and requirements and any tax or social security treaties between the countries. The international plan is a valuable tool in a number of cases, however, and we see the companies most successful at managing expat benefits adopt process maps to guide the benefits manager to the right approach for each expatriate. Following the process provides consistency to employees, yet being open to using a home, host or international approach facilitates the flexibility necessary to cover the multiple factors that need to be taken into account in each case.

Foreign Account Tax Compliance Act (FATCA)

Multinationals commonly have to comply with a raft of complex international laws and regulations, and FATCA is one of the most recent and has global implications . Designed to provide the United States Internal Revenue Service (IRS) with information about U.S. taxpayers’ foreign investments, under its terms financial institutions based outside the United States must report to the IRS on their American customers or risk significant financial penalties—namely a 30 percent withholding tax on U.S.-sourced income.

From a benefits perspective, the definition of “foreign finance institutions” includes non-U.S. pension and incentives programs and organizations should ensure that their carriers and any third-party providers are FATCA-ready/compliant.

The Act does allow for many exemptions—relating to Intergovernmental Agreements, exempt non-U.S. savings accounts and exempt beneficial owners—but supporting data and/or documentation will be required to justify them. Your company’s benefits advisers and global tax advisor should contribute to, and monitor, the general process being followed.

In many respects, expat benefit programs are in a perfect storm. Their members tend to be well-remunerated senior employees and their dependents (often the most frequent utilizers of benefits); costs are rocketing, particularly in emerging markets; and multinationals need to be competitive enough with their offer to retain existing staff but savvy enough about cost to attract the next generation of talent. Juggling these aspects successfully is no mean feat, but by being flexible, exploring emerging solutions, and communicating effectively with employees, multinationals should be in a better position to offer benefits that meet the needs of all parties.

Callum Burns-Green is a principal with Mercer’s International Consulting Group .

Republished with permission. © 2014 Mercer. All rights reserved.

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Qualified midwife- diaspora expert.

• International Organization for Migration

II. Background Information

About the MIDA FINNSOM III, Health and Education Project

The past decades have seen continued migration from various African countries, causing a “brain drain” that has debilitated various public sector systems across the continent. Through the IOM Migration for Development in Africa (MIDA) programme, Somali diaspora professionals have supported institutional capacity building, service delivery, and policy development of health and education institutions across Somalia since 2015.

The MIDA FINNSOM PHASE III – Health & Education project – contributes to strengthening the Health and Education sectors in Somalia towards achieving specific priorities in the Education Sector Strategic Plan (ESSP) and the Essential Package for Health Services (EPHS), as prioritized and outlined by the government. The project aims to do so by engaging and enhancing the role of qualified Somali diaspora experts willing to temporarily return to their country of origin. In particular, through assignments within key ministries and public institutions (including hospitals and universities), Somali diaspora experts contribute addressing gaps and enhancing strengths in the planning and delivery of health and education services, coherently with the needs identified through the dedicated baseline assessment conducted during the inception phase of the project. Furthermore, a component of the project is devoted toward contributing to the creation of stable and sustainable access to employment opportunities in the health and education sectors for local experts and interns, who will work in close coordination with the Somali diaspora experts - therefore reaping long-terms benefits of knowledge transfer, competencies sharing and skills development.

III. Duties & Responsibilities

The Federal Government of Somalia’s Ministry of Health and Human services (MoHHS), through the technical assistance provided by the IOM MIDA FINNSOM III Health and education project, seeks to build the skills of its qualified midwife.

Under the overall guidance and direct supervision of the Director of the Hospital, the qualified midwife will carry out the following duties and responsibilities:

• Perform tests to obtain information about patients’ medical conditions.
• Study patients’ history and health assessment.
• Monitor the patient postpartum and be available for questions or concerns.
• Tend to the health and well-being of patients.
• Deliver babies from pregnant mother and assist in their transition period.
• Comprehensive and basic emergency care.
• Prenatal care and counselling.
• Family planning services.
• General health and lifestyle choices.
• Provide on-the-job training, mentoring, and supportive supervision to local nurses.
• Ensure that all medical and nursing staff implements standard clinical protocols.
• Carry out daily ward rounds with medical doctors and health professionals.
• Carry out diagnostic tasks and complete medical check-ups.
• Develop clinical protocols, guidelines, and standards.
• Perform any other tasks required by the line manager.
• Gain trust and the confidence of each patient.
• Observe and record the condition of patients.
• Respond quickly to emergency calls.
• Provide on-the-job training and mentoring to the health staff particularly nursing and midwives in order to perform their risks and neonatal care.
• On-call for shifts and emergencies.
• Make ethical decisions related to consent and confidentiality.
• Review patient history, diagnostic and lab data and report any abnormalities.
• Participate in team meetings and other meetings and training as management requests.

IV. Requirements

Besides the specific outputs mentioned in section III, the MIDA FINNSOM III Heath and Education project is requiring the following deliverables to be submitted throughout the assignment. These are the standard requirements for all assignments under this project:

• Transfer of skills: The main responsibility of the qualified Somali expatriate—which he/she will be measured against—will be to ensure continuous and systematic transfer of knowledge and skills as related to the assignment. The institution will provide a conducive environment for knowledge transfer between the diaspora and the staff in the institution
• Work plan: A work plan must be developed with the Supervisor during the first week of the assignment to provide clear and time-bound activities to successfully implement the outputs of the assignment. This work plan will be shared with the supervisor, MoHHS coordinator, MoHHS M&E Specialist and IOM project team. This work plan can be revised during the assignment to reflect on new developments or changes.
• Quarterly and Final Reports: Quarterly progress reports will be submitted by the expert to the supervisor, MoHHS Coordinator, MoHHS M&E Specialist and IOM project team. At the end of the assignment, the participant must also provide a final report covering the duration of his/her assignment.
• Exit interview: An exit interview will be conducted to ensure that a proper exit plan has been put in place to sustain the achievements, upon completion of the assignment.

V. Qualifications

Level of Education: Minimum: BSc midwifery; Desired: MSc

Years of work experience in what area(s): Minimum 5 years of working experience as a midwife

Languages needed:

• Fluent in English.
• Fluent in Somali.
• Arabic language will be an advantage.

General Skills / Other Requirements:

• Experience in clinical teaching.
• Good communication and interpersonal skills.
• Ability to operate as part of a team and independently.
• Ability to use Microsoft Office programs (Word, Excel, and PowerPoint) and web-based management systems.
• Ability to identify innovative approaches to problems in a challenging environment.

VI: Subsistence Allowance

The monthly stipend amount will be determined by the MIDA FINNSOM III, Health and Education project, based on degree and years of relevant experience.

How to apply

Vii: how to apply.

All applications must be sent via email to: [email protected] with the following reference as a subject in your e-mail: APPLICATION – as mentioned in the vacancy announcement.

For further inquiries about the MIDA FINNSOM positions, you can reach out to Hassan Siraji [email protected] and cc [email protected].

To be considered, applicants must provide a cover letter, CV, and the contact information (email and phone number) of two professional references by the closing date of this vacancy. Only shortlisted candidates will be contacted. The closing date of this application is 13.09.2024, at 12.00 PM EAT.

While this project is geared towards the Somali-Finnish diaspora, members of other Somali diaspora communities are also welcomed to apply. Females are highly encouraged to apply and participate in the MIDA FINNSOM III Health and Education Project.

VII: Security and insurance modalities

Health insurance—including evacuation due to a medical emergency—will be provided by the project. However, experts will be requested to provide a recent medical certificate stating that they are physically fit and able to work in a hardship area in Africa.

Please note that IOM, according to the contract, will not be responsible for the security of qualified Somali expatriates. The host beneficiary institution will be responsible for the security of the individual.

Before leaving the country of residence or upon arrival in Somalia, the qualified Somali expatriate will receive a pre-service briefing including security advice and cultural background.

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Awd/cholera weekly epidemiological report epi week 29 (15 july - 21 july 2024), somalia vpd weekly updates week 32, ending 10 august 2024, somalia: health cluster bulletin july 2024, somalia health cluster partners operational presence map, july 2024.