UK 
United States
When businesses set up new offices internationally, it is common for them to relocate certain members of staff, sending them to act as ‘boots on the ground’ to help ensure that their expansion is a success. After all, it can make sense to utilise familiar talent when you are broadening your horizons to less familiar countries.
However, the nature of their living circumstances means that they may require a number of extra considerations in your international employee benefits strategy. In this article, we share the 6 key mistakes businesses make when hiring expat employees.
‘Expat’ vs ‘migrant’’: knowing the difference
Firstly, it’s useful to know the difference between an ‘expat’ and an ‘migrant’’. Both words are commonly used interchangeably and mean very similar things, but the key difference between the two lies in how long they plan to stay in their new country:
Expats: Relocate to a foreign country usually on a short , medium to long-term basis in pursuit of a job that they have already secured by the time they arrive. They will apply for documentation that indicates a temporary stay, like visas and permits.
