Gone are the days when a mobility policy was a one-size-fits-all affair. Nowadays, the rules of the game have changed. With the rise of remote work, one-way moves and employees' expectation of flexibility, companies need to get creative with their policies, while still managing risk and adherence to processes to protect both the company and the employee.
Here's a look at what's new and different in today's mobility policies.
The new age of mobility management is all about flexibility, with employees expecting budgets, self-serve choices and cash alternatives.
Policies need to be clear on the options and what cannot be swapped out, to avoid disappointments and to help manage costs. Employee choice is also a great way to feedback into policy design, to review what is popular and what isn't - and update policies and entitlements accordingly.
Nowadays, employees often drive their moves, shifting from one location to another, with a sizeable number moving between a series of countries.
Combined with remote workers, this less structured and more fluid approach to working abroad requires policies to be broader in how they address unexpected scenarios, including of course ensuring that there are not unintended tax or other consequences of the move.
Principles rather than granular rules work better to provide solutions that can be applied fairly.
Particularly with overseas remote work, setting clear guidelines is essential for both the employee and employer. Policies should cover protecting confidential data or defining where an employee can work (to avoid potential issues at the beach).
With a wider range of locations in which employees are working, policies need to address what happens if something goes wrong. If an employer has agreed to a period of remote work, what is the policy for helping if there is a natural disaster or terrorist incident? Key is creating a framework that looks out for everyone, no matter where they're working.
Many companies are considering their carbon footprint, especially when it comes to business travel. Can policies be used to promote more sustainable activity? For example requiring that train travel be the primary transport option for relocations to neighboring countries within Europe. Or taking into account carbon emissions when comparing options of a one way move and a commuter assignment.
Plus, employees care about their employer's environmental stance. Having a policy that focuses on reducing carbon emissions can be a real win for engagement and retention in today's eco-conscious world.
Many companies have been updating the same mobility policy for many years. It's likely terms should be reviewed to ensure they are not outdated. Are partners fairly treated whatever the gender, or type of partnership? Sometimes clarification is needed - for example, are step children included as dependents.
A well-designed policy doesn't just allow for exceptions; it deliberately includes provisions to ensure inclusion.
Inclusive language and a focus on opportunities for everyone aren't just nice-to-haves; they're essential in supporting the drive for the right talent in today's work environment.
It's important to use a mobility policy as a tool to both enable and protect employees and employers, but to do this it has to be up to date and relevant. You do not want to reinvent the wheel every time a move happens, nor do you want to be seen to be willing to change your policy every time someone asks. Taking the time periodically to review what the policy includes, and how you get the balance right between flexibility and overall parameters will not be time wasted.