RPS FACTS : RESHAPING PERSPECTIVE
NetExpat Team • August 14, 2019
The Relocating Partner Survey is the most comprehensive benchmark survey ever conducted related to the spouses and partners of transferees.
The data from this historical survey provides significant insight on trends happening now and lessons to be learned when implementing new global mobility and talent management policies. Read on to learn more.
Modern couples are highly sensitive to the career opportunities available to their spouse or partner. When it comes to a relocation opportunity, this translates directly to a simple question: What will my employer provide as support for my partner?
The resounding message brought forth from the Relocating Partner Survey is loud and clear: the top reason for refusal of an international assignment is the disruption of the partner's career.
A significant number of employers who participated in the Relocating Partner Survey reported that there was a distinct correlation between offering support to an assignee's partner and an increase in the assignee's performance.
With the top reason for a failed assignment being an unhappy partner, improvement in the overall employee experience can have a huge impact on not only the assignment, but an organization's talent management strategy.
The findings from the 2018 Relocating Partner Survey are helping corporations around the globe benchmark their own global mobility and talent management strategies and understand the trends in today's ever-changing business environment. Interested in learning more? Download the full report today.
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This blog post offers a glimpse into the exclusive content available to members of the NetExpat Community —designed specifically for the partners and spouses of transferees. From curated resources to peer-driven insights, this sample reflects the kind of meaningful support that helps partners/spouses feel seen, connected, and empowered.
Meet Pawl Mika, a globally minded leader at NetExpat whose international career and personal relocation experience shape his people-first approach to global mobility, client success, and team collaboration.
Navigating ambiguity in the automotive industry requires more than technical expertise. Discover how intercultural capability helps global teams improve communication, align priorities, and stay competitive under pressure.
Gabi brings a thoughtful, human‑centered approach to her work at NetExpat, shaped by a background in intercultural communication and international collaboration. With a strong belief that cultural competence is built through awareness, adaptability, and reflection, she designs practical, evidence‑based learning experiences that help people navigate complexity with confidence. Passionate about how adults learn and change, Gabi is motivated by creating solutions that make a real difference in how individuals and organisations work, connect, and thrive across cultures.
Duty of care has long been central to global mobility—but its scope is widening. As organizations face new workforce expectations, diverse family profiles, and increasingly global teams, the question becomes: What does meaningful care look like today?
In a recent conversation with NetExpat, Mark Vaughan, Head of Global Mobility Policy at Maersk, offered a candid look at what it takes to modernize mobility policies in a way that is practical, inclusive, and aligned with today’s workforce realities.
Sam combines a bilingual, multicultural upbringing with deep global mobility experience. Born in Belgium to a British father and Belgian mother, she began her career in education—later moving into consultancy and, in 2003, into international mobility. At NetExpat since 2009, Sam blends operational excellence with advisory insight, working directly with clients and assignees to design people‑centered solutions. She thrives on building trusted relationships across cultures and supporting family wellbeing, partner careers, and sustainable assignments. Her practical, empathetic approach turns complex mobility challenges into positive outcomes for organizations and the people they move.
Insights from Adeline Ong on how KPMG prioritizes repatriation.
For nearly a decade, the Relocating Family Support Survey —developed in partnership between NetExpat and EY—has served as the industry’s most comprehensive benchmark on the experience of relocating partners and families. Since its launch in 2018, the survey has captured insights from more than 4,400 participants worldwide, helping organizations understand the realities facing globally mobile families and the policies that most effectively support them. The 2026 edition builds on this foundation with input from over 340 respondents across 50 countries, offering a timely view into how mobility expectations, workforce demographics, and business priorities continue to evolve.
International relocations are a big adjustment for employees, but they can be an even bigger adjustment for their accompanying spouses or partners. This is especially true if they were a part of a dual income household in their country of origin. While organizations often focus on logistical support for the employee, the success of an international assignment hinges equally on the well-being of the entire family. If a relocating partner struggles to integrate, it can have negative impacts on the partner’s state of mind, the couple’s relationship, the employee’s ability to focus on their new role, and both assignment and organizational objectives.
