Policies to rewarding expatriate employees must be “fit for purpose” and must reflect economic, social and cultural factors, the business purpose and the desired reward value.
Before establishing a remuneration policy for expatriate employees, ascertain why employees are being posted overseas, how this fits with the overall business and human resources strategy and the value added to the business as a result of the process.
It is necessary to consider policies both in relation to employees going abroad to work and those coming from abroad to work in the UK.
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