Expatriate

What is an expatriate?

In HR, an expatriate (or expat) is an employee sent by their organization to live and work abroad. These assignments are usually long-term, with the employee remaining with the same organization while stationed overseas.

Why do organizations choose to send expatriates to other countries?

Organizations may send employees abroad to:

Build presence in newer markets
Transfer knowledge and expertise
Manage global teams
Ensure cultural consistency across global organizations
Oversee expansion in existing branches

What are the criteria when selecting expatriates?

The following criteria help HR choose the right expats:

Relevant skills and expertise required for the area of assignment
Proven record of exceptional performance in current role
Flexibility and openness to adapt to a new culture, country, and work practices
Strong communication skills to work effectively with diverse teams
Resilience and emotional maturity to cope with the challenges of international relocation
Willingness and readiness of family members to support long-term international assignments

How is an expatriate different from an international hire?

While an expatriate refers to an employee who is sent to a foreign country for a specific assignment by their organization, an international hire refers to an employee in another country that an organization hires directly. Unlike expatriates, who are transferred internally within the same organization, international hires join as new hires.

What is repatriation in HR?

Repatriation in HR refers to the process of bringing expatriates back to their home country once their assignment is completed. It covers professional, logistical, social, and emotional aspects of relocation to ensure a smooth transition. Sometimes, employees can also return because of personal circumstances, a crisis, or even business closure.

What are some steps HR teams can take to support expatriates?

HR teams can use the following strategies to support expatriates:

Help expats understand the local culture, workplace practices, and communication styles with a proper orientation.
Make relocation seamless for them by assisting with housing and transportation. If possible, offer a one-time relocation amount to help them cover start-up expenses.
Keep the visa and immigration process as effortless as possible.
Adjust their salaries and benefits that align with the cost of living, healthcare, and other aspects.
Check in regularly to help employees overcome any challenges with respect to work, culture, or well-being.
Build a repatriation program for a smooth transition once they return.