January 2017

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Page 38 of 73

C ompliance has for years been identified as the most important aspect and often the biggest challenge for moving talent across borders. In the mid- and long term, and for some advanced companies already today, compliance is perceived and executed as what it really is: a hygiene factor. In this article I will state why compliance is increasingly seen in this way, why it is still not losing its importance, and last but not least, what changes in mobility are likely to be triggered by that different perception. WHAT ARE WE TALKING ABOUT? Let us start with two definitions to obtain a clearer picture. The Cambridge Dictionary gives the follow- ing definition: Hygiene factor "Something connected with a job that may not make an employee feel satisfied, but that will make them feel unhappy if it is not provided." And compliance, in mobility, is defined as address - ing the following five factors. Compliance Big 5 • Tax • Social security • Immigration • Labor law • Duty of care (travel safety) Complying with local tax legislation, remaining in the home social security system as promised, obtaining a work permit, adhering to applicable labor laws, and the existence of an emergency telephone number when needed simply do not have the potential to make your assignees happy— whereas the absence of compliance bears a lot of potential for unhappiness. You will have to agree that activities that fall under the Big 5 of compliance and that are done to ensure compliance do very well fit the definition of a hygiene COMPLIANCE HYGIENE FACTOR as While it may not make employees jump for joy, they will miss it if it is not provided By Chris Debner

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