Our recent webinar on cost optimization was widely attended and many folks wrote in requesting that we share the presentation, so we decided to provide this summary blog.
More than seven weeks have passed since the Brexit vote, and as much uncertainty exists today as on 23 June.
Singapore has been ranked #1 for both quality of life and happiest country in Asia, and that’s because the economic, political, socio-cultural environments – including healthcare, education, and transportation — are all top notch.
In today’s highly competitive work environment, employers are seeking ways to effectively expand their talent pool, and are also recognizing that the global mobility of talent is a key driver of growth.
With the steady increase in demand for a highly flexible and mobile workforce, Companies are growing concerned about a number of risks when it comes to business travel.
Although a global assignment brings a sense of excitement and wonder, one of the first questions that expatriates and their family members often have — even before they depart — is, “when can we come back home to visit?”
Through this blog, we’re proud to regularly bring you domestic and global tax insight from Weichert Mobility Tax Services.
A lot of attention is given to expats being sent on assignment to another country, as companies understand that the faster they assimilate, the more productive they’ll be in their new roles.
One of the questions I help companies resolve with greater frequency these days concerns intra-regional moves and the advantages (and disadvantages) they offer over traditional expatriate moves.
I’m often asked how to balance cost savings with the additional administrative burden created by enforcing certain program provisions based on a case-by-case analysis.
As more companies embrace global mobility as a critical tool for developing top talent and pursuing new opportunities, our Consulting desk has seen increased requests for the best models and practices to streamline the complex management of global moves.
Companies intent on post-recession growth need a mobile workforce agile enough to respond quickly to new opportunities and fill talent gaps across their organizations, according to the results of our latest survey.
I was recently interviewed for an article on the topic of divorce for Mobility Magazine, and it occurred to me that in 20+ years working in the global mobility industry, I have never been asked to approach this question from a strategic viewpoint.