HRO Today January/February 2018 - 39

Mobility
Most Desired Countries for Relocation: 2012 vs. 2017
for themselves and their family. Since today's talent
now demands more than just an increase in pay to move
abroad, companies must consider the total cost and
support associated with moving not just an individual
employee, but with their family in tow. Companies'
financial and tax strategies would benefit from a
thoughtful, comprehensive approach to evaluating which
employee's relocation would be most economically-viable.
America Loses Ground for Attracting Talent
Geography, common language, culture, business
practices, and the strength of the economy all influence
an employee's preference for relocation. Out of the 51
countries provided to respondents, 30 percent of workers
across the world would most likely choose to relocate
to the United States. But this is a four percent decrease
compared to results from 2012. The desire to relocate to
the U.S. also fell throughout all regions, underlining the
gradual shift in attitudes about the U.S. as a desirable
destination.
Perhaps less surprisingly, professionals currently based
in North America show little willingness to consider
relocating to non-Anglophone countries. Common
language was a concern shared by employees across the
world, as 36 percent of all global employees surveyed
report that paid language training, when necessary, would
make them much more likely to accept a job offer abroad.
U.S.-based companies can take comfort in the fact that
America still leads in the race to attract talent worldwide,
but taking note of what employees specifically desire from
relocation programs could help organizations combat
international employees' slowly dwindling interest in
relocating to the states. As a result of the December 22,
2017 enactment of the 2017 Tax Cuts and Jobs Act (the
Act), the U.S. tax system has seen the first major overhaul
in 30 years. Organizations looking to either attract
international professionals or send their workers abroad
must ensure that their tax and financial plans also benefit
these mobile employees, as there are provisions in the Act
that impact both domestic and international assignments.
For example, the Act suspends the exclusion from gross
income for qualified moving expense reimbursements and
generally suspends the deduction for moving expenses for
tax years beginning after December 31, 2017, and before
January 1, 2026.
Employees Focus on Job Security, Family, and Lifestyle
Beyond financial compensation, job security and family
concerns continue to rank as the top international
relocation incentives for employees. Two perks tied
as the top incentives for employees looking to move
abroad: thirty-six percent of employees would need a
guarantee that they could move back to their current role
with further relocation assistance, and the same rate of
employees desire paid language training.
JANUARY/FEBRUARY 2018
| www.hrotoday.com
[39]
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HRO Today January/February 2018

Table of Contents for the Digital Edition of HRO Today January/February 2018

HRO Today January/February 2018 - 1
HRO Today January/February 2018 - 2
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