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When most organizations think about cost of living, high housing costs come to mind but there are other costs beyond housing to consider when calculating cost of living.
Over the past few years we have seen a steady decrease in the number of long term assignments and many mobility professionals are expecting this to continue.
The Tax Cuts and Jobs Act went into effect on January 1, 2018, and made significant changes to the nation’s tax code, reducing tax rates, increasing the standard deduction and limiting deductions for property taxes.
When it comes to relocation, finding suitable housing can be one of the more stressful aspects for the family. In the U.S. in particular, the housing market is very diverse in terms of availability, cost and style.
Relocation can be an incredibly exciting opportunity for the rising talent with your organization.
The Brexpat vote is a year in the rear view mirror and it continues to create growing ripple rings for Europe, the US and the world.
While research shows a growing number of millennials choosing to purchase homes, the majority of this demographic still prefer to rent, especially in metropolitan areas.
I’m always on the lookout for signs of an improved real estate market within mobility programs.
Our company is looking to update our COLA program but not sure where to start. Any suggestions?
Among the forces impacting the deployment of mobile talent, two have emerged as the most prominent. One, not surprisingly, is cost control, that unrelenting pressure to harness spend that shadows every corporate move.