How Can Employers Better Support Globally Mobile Staff

The modern workforce is increasingly mobile. International assignments, remote work opportunities, and global talent have transformed how businesses operate across borders. As more employees embark on international career journeys, the complexities they face extend far beyond their professional responsibilities.

From navigating unfamiliar tax systems to setting up new bank accounts, finding suitable housing in the right neighbourhood, and adapting to different cultures – globally mobile employees face many challenges that can impact both their performance and wellbeing. For employers, providing support isn’t just a nice-to-have, it’s essential for ensuring successful international placements and retaining valuable talent.

While many organisations focus primarily on immediate relocation logistics, truly effective global mobility programs address the long-term financial, legal, and personal wellbeing of their Australian expat employees. Let’s explore how employers can create robust support systems for their globally mobile staff.

1.    Conduct Comprehensive Tax Reviews

Nothing creates more anxiety for Australian expats than navigating complex international tax obligations. Without proper guidance, employees risk compliance issues, double taxation, and financial stress.

Understanding Tax Obligations

Tax requirements vary significantly between countries, and employees often find themselves subject to obligations in both their home and host nations. Employers should provide access to specialised tax consultants who can review each employee’s specific situation, helping them understand filing requirements, tax residency status, and available deductions.

We often find that many aspects get missed in the tax reviews for Australian expat staff such as deemed disposals on existing shares, tax treatment on unvested and vesting shares and options, and even their options to minimise their Australian tax going forward with strategies such as the prepayment of deductible interest, and concessional super contributions.

Tax Equalisation Policies

To ensure fairness, many organisations implement tax equalisation policies. These arrangements ensure employees pay approximately the same amount of tax they would have paid had they remained in their home country, with the employer covering any additional tax burden in the host country.

This approach removes financial barriers to international assignments and allows employees to focus on their work rather than worrying about increased tax liabilities. This should be reviewed on a case by case basis to ensure that employees are not in a worse position, as tax rates can vary significantly across the globe.

Ongoing Tax Support

Tax obligations don’t end after the initial relocation. Employers should provide access to tax professionals throughout the assignment to help with annual filings, adapt to tax law changes, and plan for eventual repatriation. Regular tax briefings and updates can help employees stay informed about their obligations and opportunities for tax optimisation.

2.    Provide Support for Retirement Savings & Superannuation

International assignments can create significant complications for retirement planning, particularly when it comes to pension schemes and superannuation.

Superannuation for Australian Expats

For Australian employees working overseas, maintaining superannuation contributions can be complex but crucial for long-term financial security. Employers should provide education on options for voluntary contributions, eligibility requirements while abroad, and the tax implications of various contribution strategies. It’s also important to ensure they’re aware of the tax implications, and ensure that Super Guarantee (SG) contributions are not simply maintained, as it simplifies the process, as this can often create complications for tax residency.

Pension Considerations

Employees need to understand how their time abroad affects their eligibility for home country pension benefits and how foreign pension contributions might relate to their existing retirement plans. Employers can help by providing personalised retirement planning sessions in conjunction with qualified financial planners that address:

• Whether foreign pension contributions can transfer to the home country system
• How to manage multiple pension accounts across different countries
• Strategies to avoid gaps in retirement savings during international assignments

Employer Contributions

Clear policies regarding employer pension or superannuation contributions during international assignments are essential. Some organisations continue home country contributions, while others shift to host country systems, however as mentioned it’s important to consider the tax residency implications here. Whatever the approach, transparency about contribution levels, tax treatment, and vesting periods helps employees plan effectively.

3.    Assist with Banking & Financial Planning

Financial systems vary dramatically across countries, and establishing banking relationships in a new country can be challenging without employer support.

Opening Local Bank Accounts

Proactive employers help employees set up local banking before arrival or immediately upon landing. This support might include:

• Relationships with banks that have simplified account opening processes for foreigners
• Documentation assistance and verification of employment
• Guidance on typical banking fees and services
• Help setting up direct deposits and automatic bill payments

Multi-Currency Banking Options

Australian expats often need to manage finances in multiple currencies. Education about international banking solutions, multi-currency accounts, and cost-effective currency exchange options can save employees significant money over the course of their assignment.

Managing Overseas Credit & Loans

Credit history doesn’t automatically transfer between countries, which can make accessing loans and credit cards difficult for newly arrived expatriates. Employers can help by:

• Providing information about local credit systems and building credit history
• Offering company guarantees for housing leases
• Connecting employees with financial institutions experienced in serving expatriates

Emergency Financial Support

Even the best-planned relocations can encounter unexpected expenses. Access to short-term loans, salary advances, or emergency funds can provide crucial support during challenging transitions.

4.    Secure Suitable Accommodation & Rental Agreements

Housing is one of the most immediate and personal concerns for relocating employees. A comfortable, well-located home creates a foundation for successful international assignments.

Local Housing Market Insights

Employers should provide comprehensive information about:

• Typical housing costs in different neighbourhoods
• Proximity to work, schools, and amenities
• Safety considerations and local transportation options
• Cultural norms regarding housing (for example, furnished vs. unfurnished rentals)

Assisting with Lease Agreements

Rental contracts vary significantly between countries, and unfamiliar terms or requirements can create risk. Employers can offer lease review services, translation assistance, and guidance about tenant rights and responsibilities in the host country. This could even go as far as assisting their staff with arranging Property Condition Reports to outline for both the tenant and the landlord the condition of the property upon takeover to provide some security and peace of mind for both parties.

Temporary Housing Solutions

Providing temporary accommodation upon arrival gives employees time to explore neighbourhoods and make informed long-term housing decisions. Most employers offer 30-60 days of temporary housing, though longer periods may be necessary in competitive rental markets.

Housing Allowances & Relocation Packages

In expensive cities, housing costs can consume a disproportionate amount of an employee’s salary. Clear housing allowances or cost-of-living adjustments help employees maintain their standard of living while working internationally.

5.    Support with Immigration & Legal Compliance

Immigration requirements create significant complexity for international assignments, and compliance failures can have serious consequences for both employees and employers.

Visa & Work Permit Assistance

Professional support for visa applications, work permits, and residency requirements is essential. This typically includes:

• Guidance about required documentation
• Application preparation and submission
• Tracking renewal dates and requirements
• Support for dependent family members

Compliance with Local Employment Laws

Each country has unique labour laws governing working hours, leave entitlements, termination processes, and more. Comprehensive briefings about these legal requirements help employees understand their rights and obligations.

Social Security and Pension Considerations

International assignments often raise questions about social security contributions and future benefit eligibility. Employers should provide information about:

• Whether employees continue home country social security contributions
• How host country contributions affect future benefits
• Relevant totalisation agreements between countries

6.    Offer Cultural & Language Support

Professional success in a new country requires more than just on the job technical skills – it requires cultural adaptation and effective communication.

Cultural Training

Pre-departure and ongoing cultural training helps employees understand business practices, social norms, and communication styles in their host country. These programs should ideally include both general cultural awareness and specific guidance about the business environment.

Language Learning Support

While English is widely used in international business, learning the local language significantly enhances integration and effectiveness. Employers can support language acquisition through:

• Pre-departure language courses
• Continued language training during the assignment
• Language learning apps and resources
• Opportunities to practice with colleagues

Community Engagement

Connecting employees with professional networks, expatriate communities, and local social groups accelerates integration and combats isolation. Some companies organize networking events, partner with expatriate associations, or create mentor relationships with experienced staff members.

7.    Prioritise Employee Well-Being & Healthcare

Health concerns become more complex when living abroad, and ensuring proper care is crucial for employee wellbeing and productivity.

Health Insurance & Medical Access

Comprehensive international health insurance is non-negotiable for Australian expats. If your company is providing coverage, it should include:

• Access to quality healthcare providers
• Emergency evacuation services if necessary
• Mental health support
• Coverage for dependents
• Clear procedures for seeking care and submitting claims

Mental Health Support

The stress of relocation and cultural adjustment can impact mental health. Providing confidential counselling services, employee assistance programs, and regular wellbeing check-ins helps identify and address challenges before they become serious problems.

Work-Life Balance Strategies

International assignments can blur the boundaries between work and personal life, especially when employees are eager to prove their value. Employers should actively encourage healthy work-life balance through:

• Flexible working arrangements when possible
• Regular vacation time
• Clear expectations about working hours
• Recognition of local holidays and cultural events

8.    Facilitate Family Integration & Spousal Support

Family concerns are often a key contributor the success of international assignments. When spouses and children struggle to adapt, these overseas assignments can often end prematurely, and it’s easy to see why.

Spousal Career Support

Career interruption for partners remains one of the biggest challenges in international mobility. Supportive employers offer:

• Career counselling for partners
• Work permit assistance for spouses
• Networking opportunities and introductions
• Education or retraining allowances

Schooling Assistance for Children

Education is a primary concern for families relocating with children. Employers can assist by:

• Providing information about international and local school options
• Offering education allowances for international schools
• Assisting with enrolment processes
• Supporting additional tutoring if needed for language acquisition

Family Visa & Residency Assistance

Navigating dependent visa requirements adds another layer of complexity to international moves. Comprehensive support for family immigration processes reduces stress and ensures legal compliance.

9.    Creating a Comprehensive Global Mobility Program

Supporting globally mobile employees requires a holistic approach that addresses financial, legal, professional, and personal concerns. While developing or enhancing your global mobility program:

• Consider the entire assignment lifecycle from pre-departure through to repatriation to Australia, or relocation elsewhere
• Tailor support to different assignment types and locations
• Regularly benchmark your program against industry standards
• Collect feedback from current and former expatriates
• Calculate the true ROI of comprehensive support versus the cost of failed assignments

Organisations that invest in robust global mobility support recognise that successful international assignments depend on more than professional expertise, and that they require employees who are personally secure, legally compliant, and culturally integrated.

By addressing the wide-ranging challenges faced by globally mobile staff, employers not only enhance assignment success rates but also build a reputation as an employer of choice in the global marketplace. At a time of increased competition for international talent, comprehensive Australian expat support becomes a significant competitive advantage.

Ally Wealth Management is the trusted ally in finance for Australians at home and across the globe. As both Australian expats and residents, the founders of Ally have a unique understanding of the common personal financial challenges faced.

Book your complimentary appointment with our team at Ally Wealth Management to discuss how we can help you to achieve your financial goals.

Ally Wealth Management Pty Ltd is a Corporate Authorised Representative of Sentry Advice Pty Ltd ABN 77 103 642 888. Sentry Advice holds an Australian Financial Services Licence (AFSL) No. 227 748.

General Advice Warning: The information contained herein is of a general nature only and does not constitute personal advice. You should not act on any recommendation without considering your personal needs, circumstances, and objectives. We recommend you obtain professional financial advice specific to your circumstances.