Checklist for International Transfer

6 important points to consider before going abroad

Your boss or HR department wants to know whether you’d be interested in an international transfer. In most cases, this is a great opportunity you ought to seize – provided the conditions are right. Here are some points to consider before signing an agreement:

Why, when and for how long?
Your time abroad should make sense within your career plans. This point is valid in general, but especially with regard to your current employer. If your employer is the only party to benefit from your secondment, you should think really long and hard whether to accept this offer because there is a real risk of having your career stalled or being otherwise disappointed when you return. In general, the earlier in your career you go abroad, the better. But even more senior employees, both in age and hierarchy, can benefit greatly from such a step e.g. when they establish a new foreign branch. You always need a clear perspective of what to expect after your return. If you stay abroad for more than three years, you should be aware that there might be some hiccups in readjusting to your old home, both in your private and professional lives

Which kind of contract?
This one is tricky: only your existing contract with some necessary amendments plus a secondment contract guarantee your right to return to your old company in at least your old capacity. Questions of social security, taxation, sickness, incapacity to work, extra allowances, home leave, and many other matters need to be addressed. The welfare of the transferee’s family also needs to be taken into account, e.g. who covers the costs of sending children to an international school or multilingual daycare. You need to make sure your salary abroad is at least equal to the purchasing power of your usual wages or you might not be able to keep up your accustomed standard of living. In many countries, like South Africa for example, personal safety is a huge issue. Your employer should take the necessary precautions and e.g. pay for security personnel, a gated community, insurances, etc.

Gather information. The more, the better!
Taking just a cursory glance at the information available on your destination is reckless. There are almost always some nasty surprises. Also keep in mind when reading about other people’s experiences that your mileage may vary. A look-and-see trip, an in-depth orientation – especially outside of Europe – and an intercultural training are the bare minimum any employer ought to offer, even if that means covering the costs for the whole family. At any rate you need to tap into the expatriate networks early on and at least consider becoming a member of online communities such as InterNations.

Don’t be a stranger!
How you manage to keep in touch with friends and family is entirely up to you. You should fly home at least every six months to see friends in person and attend family reunions. Staying connected via social networks online is a good idea, but hardly enough on its own over several years. Professionally, a good employer ought to assign you a mentor who is charged with helping you to stay in the loop and to not lose touch with your former team and other colleagues. Otherwise, by the time you return to your old job you will have become a stranger to everybody.

Stay realistic!
If you’re moving to a country where your salary has a higher purchasing power, don’t go overboard and afford yourself too many luxuries just because you now can. Otherwise you might be in for a rude awakening when you return home. This is the perfect opportunity to start a little contingency fund while enjoying some of the financial advantages of the host country. Many transferees decide to change their employer after their return, maybe because things didn’t go according to plan after all. Having a nest egg to rely on greatly reduces stress in such circumstances!

Play it again…
If your experience abroad was a positive one, you can and should repeat it! If that fits your bill, you can build a reputation as an expert for complex international assignments who is a particularly valuable asset for your employer – current or prospective. This also opens many a door if you want to find a job directly in your host country. There are many options for “serial expatriates” that simply don’t exist for others who are similarly well qualified but lack the international experience.

You need to make sure your employer is willing to support you and your loved ones in obtaining residence and work permits for the host country. Your company should also cover the costs for your departure, the actual move, home search, and settling-in. Employers who blankly refuse are either up to no good, or simply haven’t thought the whole matter through and are inexperienced. The burden shouldn’t be on the employee and prospective expat, however. At PROGEDO relocation, we are more than happy to give professional advice to both employers and employees.