The shortage of international schools and increasing school fees have often been main concerns for families when relocating to a new location.
With the shift from assignment to localization in many cases, the main concern for the family remains school costs and taxes.
We have seen a trend where the relocating employee is localized with an exception for international school fees, which are covered by the company until the children graduate.
This school coverage by the company will naturally tie up the commitment to stay with the company upon localization.
Have governments taken enough swift action to tackle the shortage of international schools and their fees?
“The cost of international schooling continues to be a major challenge for both expatriates and HR departments trying to create competitive yet cost-effective benefits programmes. Expats are often faced with no choice but to pay expensive schooling fees as it becomes increasingly more difficult or impractical in many countries to enroll foreign children into the local education system. With the move towards more localised assignment terms, HR needs to develop creative and flexible packages that assist with this additional financial burden (typically not factored into local competitive pay scales). By removing this barrier and creating a consistent and fair policy, organisations can continue to attract and ensure the mobility of their top talent,” advised Sean Collins, Managing Partner at Talent Mobility Search.