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Narendra Acharya, a Partner our Chicago office, answers the question and explains why companies rely on them in their global employee mobility programs.

Moving employees across borders quickly and within budget is a formidable task considering the immigration and visa requirements, tax and social security implications, data privacy mandates, employment rules, stock benefits and

As companies today look for ways to reduce their costs, it is inevitable that they will look at their expat population.  Expatriate costs, such as premiums, assignment allowances, subsidies, tax assistance, family support, travel, shipping, and housing, are necessary, but quickly add up.  Expatriate costs can often be four times what they are for employees who work in their home country.

It is not surprising, then, that companies ask if there are savings to be garnered if long-term expatriates are brought home before the original term of their assignment ends.  When a company needs to “pull the plug” and find a way to bring the expatriate home as soon as possible, there are five things to consider.
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The shift toward shorter, project-based international assignments and the explosive growth of emerging markets have created a new breed of workers: the accidental expat.  Also called the extended business traveler and short-term assignee, accidental expats engage in many of the same activities as traditional expatriates, but they represent the highest compliance exposure.  Texas-based energy companies