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In today’s increasingly globalised landscape international assignees are critical to the success of global business operations.
At UnitedHealthcare Global we are acutely aware of the significant complexities and costs involved, which can often exceed US$1m over a three-year period, and the high failure rate of 40%.
Despite this the demand for relocation support has been increasing steadily in recent years. This is due to several factors, including:
- Globalisation: The push for businesses to go global has led to more employees being asked to relocate to different countries.
- Talent shortages: The scarcity of skilled workers in various sectors has posed challenges for companies seeking to attract and maintain employees open to relocation.
- Changing demographics: An aging population and more women in the workforce have also played a role in the increased need for relocation assistance.
The landscape of relocation support has also shifted, and the evolution of provider offerings has been driven by the changing demands of workforces, technology, and global challenges.
In the past, relocation providers only offered a limited range of services, such as packing, shipping, and finding housing.
Today both employees and organisations now demand more tailored, flexible, and holistic relocation support.
Typical demands for relocation support
Pre-assignment
Preparing an employee for an overseas assignment can be key to its success rate.
Employees who are relocating to a new country may need help adjusting to the local culture, language, and customs, as well as alleviating safety concerns.
In an ever-changing world, global instability can have far-reaching consequences for international travellers. Disruptions to travel plans and potential risks to safety are just some of the challenges they may face.
At UnitedHealthcare Global our clients have access to our Global Intelligence Centre (GIC) site which provides on-demand access to real-time medical and security destination intelligence, tools and resources.
Here we deliver critical destination specific information via the GIC and through alerts and notifications keep members connected, informed and safe.
Additionally, we evaluate the accessibility of definitive healthcare options, ensuring individuals have access to quality care nearby or at facilities that can better meet their specific needs.
Getting settled
It is critical that employees are given the tools they need to thrive in their new international roles.
The growing emphasis on mental health support, particularly for expatriates adjusting to new cultures has meant that provider offerings have evolved to provide additional emotional support for expatriates.
At UnitedHealthcare Global all members have access to the Calm app, which is designed to help people improve sleep, manage stress and live more mindfully. This is available as part of all member’s benefit plans.
Our holistic wellbeing solutions also include access to financial wellbeing resources and our employee assistance program.
Employees who are relocating may also need help balancing their work and personal lives, especially if they have children or other family members.
Striking that perfect balance between work and personal life is made easier with the right support.
On-assignment support
While on assignment employers can support expatriate employees in various ways to ensure their wellbeing, productivity, and seamless integration into their international assignments.
This support is crucial for employee satisfaction, retention, and successful assignment outcomes.
Expat employees need assurance that they and their families can access quality healthcare without financial strain or administrative difficulties.
This is particularly crucial in countries where local healthcare systems may differ significantly from their home country.
As a leading international insurer UnitedHealthcare Global is committed to providing quality healthcare coverage to employers and their workforces worldwide.
We continue to build our offerings around the globe, such as further developments in our relationship with Qatar Insurance Group via a new relationship with Qatar Insurance Company (QIC) in the United Arab Emirates (UAE), allowing employees access to a broad network of providers to get care when and where they need it.
The requirement for digital tools is also a cornerstone in supporting members during their assignment; allowing them to access important plan information, claims submission, ID cards and more through a dedicated app or portal.
Areas where greater support is needed
Both organisations and individuals are demanding more robust and holistic solutions which allow them the flexibility to personalise their plan to their needs.
Employers are moving away from one-size-fits-all policies, as employees increasingly expect flexible relocation packages, such as modular plan designs allowing them to select their own benefits.
International assignments often involve stress, isolation, and cultural adjustment, driving demand for mental health support for example access to counsellors, and virtual wellness resources, as employees expect support in dealing with family transitions, burnout, and work-life balance.
With the rise of hybrid roles, organisations are increasingly facilitating work-from-anywhere policies.
Employees may need housing solutions or tax/visa support for temporary relocations.
There is a direct correlation between family satisfaction and assignment success.
Employees are more frequently looking for support for their partner’s career continuity, childcare solutions, and school placements.
When the time comes to wrap up an expat’s assignment, employers should offer support with repatriation. This might involve job-hunting aid, financial assistance, or organising the journey back to their home country.
Areas with fewer demands
While some aspects of relocation remain critical, certain traditional demands have lessened due to technological advancements and changing workplace models.
- As remote work rises, driven by the pandemic, fewer employees require office relocation logistics or extensive corporate office support.
- Permanent moves: Short-term and project-based assignments are now more common than permanent relocations, reducing the need for long-term housing or extended family moves.
- Paper-based processes: Digital solutions have minimised the need for manual, paper-heavy relocation processes.
Demand in 2025
The demand for relocation support going forwards is expected to be driven by several new trends, such as:
- The rise of remote work: With more people working from home, there’s a growing need for employees to find a place with reliable internet and a suitable workspace.
- Evolving family dynamics: With more single-parent households and dual-career couples, the need for affordable childcare and support services may lead to employee relocations.
- Mental health on the rise: As mental health becomes a more prominent topic, there may be an increased need for employees to relocate to areas with better access to mental health services.
Relocation assignments have evolved from primarily logistical to holistic, flexible experiences that prioritise employee wellbeing, technology integration, and family support.
Organisations and employees increasingly demand personalised, technology-enabled solutions that reduce stress and improve relocation outcomes.
Service providers have adapted by offering more flexible, digitally driven, and well-rounded packages, ensuring they address both logistical and emotional challenges.
