Dublin Session - Assignment Types and Changes

By Dima Lorenz, VP Account Management, Dwellworks APAC

The global mobility industry responds to the complex and changing needs of the business world. At the EuRA Conference in Dublin, I had the honor of sharing some of my observations from an APAC perspective on a panel alongside two of my favourite industry colleagues, Remco Rehberg, Managing Director of Professional Organizing Relocation Consult in Germany, and Jennifer Elsby, Client Services Manager of WHR based in Switzerland.

In APAC, we are observing a desire for more individual, flexible mobility policies as the region emerges from the COVID-19 pandemic and is dealing with an ever-changing geopolitical landscape. Employees want to balance work, personal time and security by seeking shorterterm assignments or commuting to one location but living in another.

Singapore is a good example where assignees continue to choose to live and work (despite the increase in rental) but have increased their commute within the region. Similar seems to take place in Greater China, where many assignees voice a preference to reside in Hong Kong, but commute extensively to the Mainland. Another trend: the expat base overall has grown smaller in many key locations, and we are seeing significant growth in short-term assignments and business travel.

In Germany, companies are also watching trends. Remco shared the following statistic: in 2016, 75% of moves of key clients were long term assignments, in 2022, 75% were local international moves. This points to the trend of corporations shifting away from sending executive talent on global long-term assignments and instead inviting up-and-coming local talent from multiple locations to Germany to absorb the company culture at headquarters. This change in policy and practice saves money while building a stronger, more connected organization.

From a global mobility program design and RMC perspective, Jennifer Elsby explained that DEI is guiding assignment types overall. With the intention to be more inclusive comes the desire, often from more junior employees, to make selfnominated moves to global locations. They are interested in learning and growth and willing to move where the opportunity is. Jenny noted there are typically limited ‘core flex’ benefits for these international rotations. This means employers and RMCs must guide employees to the best use of available benefits and remind them that no policy allows them to ‘opt out’ of tax and legal compliance. Jenny also noted an accelerated pace in the authorization-to-arrival cycle, thus an increased need for early expert guidance.

Each point made by the panel shows that Destination Services Providers must be more agile than ever. By addressing how assignment policies can align with personal interests, employees are more likely to be retained. As Jenny noted for all of us, this can only be done if global mobility leaders, RMCs, and local consultants work together for the best solutions.

• Remco Rehberg, Professional Organising

• Jennifer Elsby, WHR

• Dima Lorenz, Dwellworks APAC

Watch the session on our YouTube Channel