Expat assignments allow organisations to place skilled people where the business needs them, build international experience and develop future leaders. For HR and mobility teams, each assignment also brings planning, policy, compliance and support decisions that shape both business results and the assignee’s experience.

This guide sets out what HR teams need to know to plan, manage and support expat assignments from the first conversation through to repatriation.

What is an expat assignment?

An expat assignment is a period during which an employer sends an employee to live and work in another country for a set time, usually with the plan that they will return home or move on afterwards. The employee on assignment is often referred to as an assignee.

Why organisations use expat assignments

Organisations use expat assignments to meet specific business goals. Common reasons include:

• Filling skills gaps in a new or growing market
• Transferring knowledge and company culture to a new location
• Developing future leaders through international experience
• Supporting a project, launch or acquisition

Types of expat assignments

Expat assignments are usually grouped by length and purpose.

Assignment type	Typical duration	Common use
Short-term assignment	Up to 12 months	Projects, training and knowledge transfer
Long-term assignment	One to five years	Leadership roles and market development
Commuter assignment	Ongoing, with regular travel home	Roles close to the home country
Rotational assignment	Set cycles of work and leave	Operational and project-based roles
Permanent transfer	Open-ended	Long-term relocation to a host country role

Planning an expat assignment

Planning an expat assignment starts well before the assignee moves. Early planning helps reduce cost, compliance risk and delays.

1. Define the business case

The business case sets out why the assignment is needed, what it should achieve and how success will be measured. A clear business case helps leaders compare the cost of an assignment against local hiring.

2. Select the right assignee

Assignee selection looks at skills, readiness for an international move and family circumstances. Early, open conversations with the employee and their family help set realistic expectations.

3. Estimate the assignment cost

Assignment cost estimates cover salary, allowances, housing, schooling, travel, tax and relocation services. Cost-of-living data from AIRINC and ECA International helps organisations build accurate projections.

4. Check immigration and tax requirements

Immigration and tax requirements should be reviewed before an assignment is confirmed. Immigration lawyers advise on visas and work permits, while tax advisers advise on home and host country tax and social security.

Building an expat assignment policy

An expat assignment policy is the document that sets out the support, allowances and rules that apply to international assignees. A clear policy helps every assignee receive fair and consistent treatment.

Common policy components

Common components of an expat assignment policy include:

• Eligibility and assignment types
• Compensation approach, such as home-based or host-based pay
• Cost-of-living and housing allowances
• Education support for children
• Home leave and travel
• Tax approach, such as tax equalisation
• Family and partner support
• Repatriation support

Home-based vs host-based compensation

Home-based compensation keeps the assignee on their home country salary with allowances for the host location, while host-based compensation pays the assignee in line with the local market. Home-based pay is common for long-term assignments with a planned return.

Supporting assignees and families

Supporting assignees and families is central to a successful assignment. Practical and personal support helps everyone settle faster and focus on the new role.

1. Before the move

Pre-move support includes policy briefings, visa coordination with immigration lawyers, household goods shipment and destination orientation.

2. During the assignment

In-assignment support includes housing, school searches, language and cross-cultural training and a clear point of contact for questions.

3. Partner and family support

Partner and family support can include career assistance, networking and help with daily life, which is often a key factor in whether an assignment succeeds.

Managing compliance during the assignment

Compliance during an assignment covers visas and work permits, tax filings, payroll reporting, social security and data on where the assignee works. Tracking these consistently helps organisations meet obligations in both countries.

Planning repatriation

Repatriation is the process of bringing an assignee back to their home country at the end of an assignment. Planning the return role, the move home and reintegration support early helps organisations retain the skills gained during the assignment.

How MovePlus supports expat assignments

MovePlus works as a strategic partner to HR and mobility teams, helping transform international assignments into a structured, visible and employee-focused talent strategy. MovePlus offers full-service and self-service options, as well as tailored language and cross-cultural programmes that help assignees and their families settle in with confidence.

The MOVEPLUS™ platform centralises assignment data, documents, key dates and expenses, and supports integration with existing HRIS systems, giving HR teams clear oversight of every assignment.

Frequently asked questions

1. How long is a typical expat assignment?

Short-term assignments usually last up to 12 months, while long-term assignments typically last between one and five years.

2. What should an expat assignment policy include?

An expat assignment policy usually covers eligibility, compensation, allowances, housing, education, home leave, tax approach, family support and repatriation.

3. Who is responsible for visas and work permits?

The employer is usually responsible for securing the right to work, with immigration lawyers advising on and managing visa and work permit applications.

4. How can HR teams reduce assignment risk?

HR teams can reduce risk by planning early, involving immigration lawyers and tax advisers before confirming a move, tracking assignment data centrally and supporting families throughout.