Expat Insider 2019
Business Edition
A Look at Global Talent Mobility Through Expat Eyes

2Expat Insider 2019 Business Edition | business.internations.org/expat-insider

5 Introduction
Supporting Expats Where They Really Need It

6 Executive Summary
Big Needs to Strike the Balance Between Work Life and Personal Life

8 Survey Methodology
Methodology

3Expat Insider 2019 Business Edition | business.internations.org/expat-insider

28 Foreign Assignees
29 Moving Abroad for Work
33 Relocation Support
41 Ease of Settling In
50 Family Life
51 Happiness

15 Survey Demographics
16 Expat Statistics

10 Profile References
11 The 3 Expat Types
12 Foreign Assignees
13 International Hires
14 Relocating Spouses

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Inquiries and Publishing Details

120 Press & Publishing

90 Relocating Spouses
91 Moving Abroad for Work
95 Relocation Support
102 Ease of Settling In
110 Happiness
116 Family Life

57 International Hires
58 Moving Abroad for Work
62 Relocation Support
70 Ease of Settling In
79 Family Life
80 Happiness

5Expat Insider 2019 Business Edition | business.internations.org/expat-insider

It is that time of the year again. Time to get the latest expat
perspective on global talent mobility. After the success of
the Expat Insider 2018 Business Edition and the report being
shortlisted for the Best Research Contribution at the Think
Relocate Awards, I am pleased to present to you the Expat
Insider 2019 Business Edition.

It is based on the Expat Insider survey, one of the world’s
largest surveys on expat life, with 20,259 expats from
across the globe participating in 2019.

With this business edition of the Expat Insider, we aim
to provide an expat perspective on global mobility and
international recruiting. Our goal is to assist global mobility
and HR professionals to better understand the needs
of Foreign Assignees, International Hires, and Relocating
Spouses and to manage resources more efficiently.

The Expat Insider 2019 Business Edition provides valuable
insights in a time where the global war for talent is rife.
Recruiting beyond the local market presents new tasks
and challenges. Therefore, improved employer branding
and attractive benefit packages are important in attracting

and winning global talent. Another aspect is increasing the
willingness of global talent to move abroad by mitigating
concerns, such as being far away from loved ones, loneliness,
dealing with the language barrier, the potential high cost of
living, and not being able to make friends. Employers also
need to react to the development of dual career couples
and have more on offer for Relocating Spouses, as well as
consider the impact of new generations, such as Millennials,
that have different needs and expectations.

Not addressing these types of issues could lead to an
increased risk for employers — 21% of Foreign Assignees
and 25% of International Hires are considering an early
return. It is crucial that employers stay on top of their game
— now more than ever.

This report provides insights into how these expats
experience life abroad — from the relocation support
they receive to how easily they settle in. The findings show
a clear trend that Foreign Assignees, International Hires,
and Relocating Spouses all desire a balance between their
work life and their personal life. While their career and job
satisfaction stand out as positives for Foreign Assignees

and International Hires, not being able to make friends,
socialize, and settle into the local culture are key reasons
for dissatisfaction with life abroad. Surprisingly, this also
stands out when comparing these two expat types to
the Average Expat (total survey respondents). Relocating
Spouses, on the other hand, are greatly dissatisfied with
their career prospects (57% are not working) and desire
access to professional and social networking, as well as
spouse support.

These and other insights could help global mobility and
international HR professionals to shift focus to more
innovative and holistic solutions to support the various
needs of these expats — throughout the expat lifecycle.
Our aim is to encourage this new thinking of supporting
expats where they really need it.

Enjoy exploring the new insights!

Theresa Häfner
Head of Business Solutions at InterNations

Supporting Expats Where
They Really Need It

Introduction

Back to Table of Contents

6Expat Insider 2019 Business Edition | business.internations.org/expat-insiderBack to Table of Contents

Big Needs to Strike the Balance Between
Work Life and Personal Life

Executive Summary

these, 41% received spouse support. These percentages
indicate that spouse support is necessary.

Foreign Assignees are most satisfied with their financial
situation, their job overall, and job security. They are least
satisfied with making friends and feeling at home in the local
culture, and have low satisfaction ratings for aspects relating
to their personal life. They also experience ups and downs
with these factors throughout the expat lifecycle. Therefore,
their needs for support with these aspects are valid.

Of those that are happy abroad, 57% state they are happy
with their job — the top happiness contributor. However,
of those that are unhappy, large shares indicate the main
causes for unhappiness are not having enough socializing
opportunities (59%) and the lack of a personal support
network (42%). (For more on Foreign Assignees, see p.28)

International Hires move abroad with a long-term
perspective. However, a quarter plan to leave earlier than
expected, with the lack of employer support and loneliness
being key reasons for an early return.

The largest share of International Hires (45%) consists
of Millennials — also known as Generation Y. The biggest
motivations for International Hires moving abroad are
general career development and better compensation
or benefits. Other reasons, such as more attractive
employment opportunities, more senior positions, personal
development, and new experiences outside of work also
stand out.

Employer support, however, seems to be letting them
down. They more commonly receive financial support than
specific services. However, just under half (49%) received

Foreign
Assignees

Career development is the core motivation for this expat
type moving abroad, but reasons relating to work-life
balance, such as personal growth and new experiences
outside of work also stand out. Notably, 21% are
considering an early return with loneliness as a top reason.

In terms of employer relocation support, Foreign Assignees
are the most supported expat type when compared to
International Hires and Relocating Spouses — 81% received
reimbursement, 59% received a lump-sum payment, and
58% received specific relocation services.

Of those that didn’t receive specific services but wanted it,
the top needs are access to professional networking, social
networking, and information on local life, as well as local
settling-in services. Of all Foreign Assignees, 34% moved
with their partner or their partner joined at a later stage. Of

International
Hires

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Executive Summary: Big Needs to Strike the Balance Between Work Life and Personal Life

reimbursement for relocation-specific expenses and 30%
received a lump-sum payment. A large 67% did not receive
any specific relocation services — a very noteworthy
share. When comparing these numbers to what Foreign
Assignees received, international recruiting still has some
way to go in terms of relocation support. This lack of
support could also be why a quarter of International Hires
don’t feel at home abroad yet and 16% state they never will.

The top reasons for their dissatisfaction abroad are not
being able to make friends and not feeling at home in the
local culture. Their satisfaction ratings with all aspects of life
abroad also decrease after the honeymoon phase.

The imbalance between the work life and personal life
of International Hires is also clear from their happiness
ratings — job satisfaction is the top reason for happiness
(60%) for those that are happy abroad. However, for
those that are unhappy, not having enough socializing
opportunities is their top reason (50%) for unhappiness.
(For more on International Hires, see p.57)

Financial dependence on their partner was the top concern
for Relocating Spouses before they moved abroad for
their partner’s career. With a total of 57% of them not
being employed, it is not surprising that this concerned
them.

While more than three-quarters of Relocating Spouses
(87%) are highly educated and hold bachelor,
postgraduate, or PhD qualifications, many participating
in the survey voice their frustration and dissatisfaction
with being at home, either taking care of their family,
volunteering, looking for work, or not being able to work.

In terms of relocation support, Relocating Spouses are
more likely to receive reimbursement for relocation-specific
expenses (61%) than the lump-sum payment (42%) and
specific relocation services (45%) — an area where they
seem to need support most. The relocation services they
indicate as being top needs are access to professional
networking (47%), spouse support (40%), and access to
social networking (39%).

These needs also mirror the aspects that they have the
highest dissatisfaction ratings for — career prospects,
making friends, feeling at home in the local culture, and job
security. Moreover, their struggles with their career and
social integration last throughout the expat lifecycle.

Further strengthening this notion is the fact that of those
that are unhappy abroad, the top reasons are the lack of
a personal support network (49%), being unable to work
(47%), and not having enough socializing opportunities
(44%).

Their relationship with their partner seems to be the most
positive and stable aspect of life abroad — they are most
satisfied with their relationship (84%) and it is their top
happiness contributor (65%).

Those with dependent children living abroad with them
(39%) also indicate struggles with balancing their family
priorities with their personal and professional priorities.
(For more on Relocating Spouses, see p.90)

Relocating
Spouses

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Methodology
Survey Methodology

23% (4,690) are International Hires, and 7% (1,325) are
Relocating Spouses.

The survey results published in this report give an overview
of these three expat types — in many instances also
compared to the total survey respondents. The results
also look into specific topics and challenges relating to the
employers of these expats or their partners. There are
three core chapters representing each expat type: Foreign
Assignees, International Hires, and Relocating Spouses.
Within these chapters, the following topical sections look
deeper into the expat types: Moving Abroad for Work,
Relocation Support, Ease of Settling In, Happiness, and
Family Life. Additionally, the results focus on the expat types
during various periods of their stay abroad.

The survey questions for the Moving Abroad for Work
and Relocation Support sections were structured around
discussions with and feedback from employers, while the
focus of the Ease of Settling In, Happiness, and Family Life
sections is on social aspects of expat life.

Moving Abroad for Work

This section focuses on the main motivations of expats
moving abroad for work, as well as their time living abroad,
the intended length of stay, and the time it took to settle in at
their job. Respondents were also asked whether they plan

an early return. Those that indicated they were considering
returning early or had left a previous country of residence
earlier than expected were asked to select reasons for their
decision.

Relocation Support

For this section, survey respondents were asked questions
about the types of support employers offered during their
relocation process — financial support (reimbursement
for relocation-specific expenses and a lump-sum payment
for expatriation-related expenses) and specific relocation
services (such as an organized move or settling-in services).
These three types were grouped due to the various
methods employers use to support expat employees —
either only repaying them for relocation-specific expenses
(reimbursement), offering an amount for any possible
expatriation-related expenses (lump-sum), or offering more
specific relocation services — or combinations of the three.

The questions were specifically asked to respondents who
indicated they moved abroad for either their own or their
partner’s work. The report also looks at how far specific
services were not received but wanted.

Respondents that indicated they received reimbursement,
a lump-sum payment, or specific relocation services were
asked about their satisfaction with the financial support

The Expat Insider 2019 survey was conducted by
InterNations and ran from 7 to 28 March 2019. The
online survey was promoted through the InterNations
community, newsletter, and the company’s social
media profiles. The target audience included all kinds
of expatriates, from Foreign Assignees — expats in the
typical sense of employees on a foreign assignment —
and International Hires to self-made expats relocating
for a better quality of life. Responses were not limited to
members of the InterNations community.

A total of 20,259 expatriates took part, representing 182
nationalities and living in 187 countries or territories. The
Expat Insider 2019 survey results are published in the form
of an overall ranking of common expat destinations and
information regarding the following five topical indices:
Quality of Life, Ease of Settling In, Working Abroad, Family
Life, and Personal Finance.

The Expat Insider 2019 Business Edition focuses specifically
on the following three expat types on a global level, based
on their main reason for relocating: Foreign Assignees
(respondents that were sent abroad by their employer),
International Hires (respondents that found a job abroad on
their own or were recruited internationally), and Relocating
Spouses (respondents that moved abroad together
with their partner for their partner’s job). Of the total
survey respondents, 10% (2,008) are Foreign Assignees,

9Expat Insider 2019 Business Edition | business.internations.org/expat-insider

their own. Factors included topics such as feeling at home
in the local culture, making new friends, and the overall job
satisfaction. This report shines a light on rating results by
each expat type and looks at ratings during various time
periods of their stay abroad.

Happiness

For this section, respondents were asked to rate their
happiness with life in general on a scale of one (not happy
at all) to seven (very happy). In this report, both the negative
(1–3) and the positive ratings (5-7) have been combined,
while the neutral results (4) stand on their own. Depending on
whether they rated their happiness positively or negatively,
respondents were given a list of possible contributing
factors and asked to choose up to three.

This report looks at the happiness among the three expat
types, as well as their ratings during various time periods of
their stay. However, only among International Hires were
there enough respondents to look at the happiness and
unhappiness contributors over time.

Family Life

The survey results in this section focus on the family setup
of expats and those raising children abroad. Respondents
with dependent children were asked to rate various aspects
of family life abroad on a scale of one (not satisfied at all/
do not agree at all) to seven (completely satisfied/agree
completely). Relocating Spouses with dependent children
were also specifically asked to rate their ease of adjusting
to life abroad. In this report, both negative (1-3) and positive
ratings (5-7) have been combined, while the neutral results
(4) stand on their own.

and the usefulness of the services received. In terms of
their satisfaction with the reimbursement and lump-sum
payment, respondents were provided with a specific list of
answers indicating either “yes” they were satisfied or “no”,
with possible reasons why not. In terms of the specific
relocation services, respondents could rate the usefulness
of the relocation services received on a scale of one (not
useful) to five (very useful). For the report, negative (1-2) and
positive ratings (4-5) have been combined while the neutral
results stand on their own. The rating process emphasizes
respondents’ personal satisfaction with these factors.
Respondents who rated the usefulness of a received
relocation service as not useful were also provided with a
selection of options as to why these were not useful.

Ease of Settling In

For this section, respondents were asked to rate different
factors related to their life abroad on a scale of one (not
satisfied at all) to seven (completely satisfied). In the report,
both the negative ratings (1-3) and the positive ones (5-7)
have been combined, while the neutral results (4) stand on

Important Note
Please be aware that all percentages in this report
have been rounded to full integral numbers. In some
cases, this may lead to responses to one question
adding up to either 99% or 101%, instead of 100%.
These instances are simply due to rounding and are
not based on erroneous data.

Survey Methodology

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Profile References
11 The 3 Expat Types
12 Foreign Assignees
13 International Hires
14 Relocating Spouses

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Foreign Assignees (respondents that were sent abroad
by their employer), International Hires (respondents
that found a job abroad on their own or were recruited
internationally), and Relocating Spouses (respondents
that moved abroad for their partner’s job) are at the

center of this report. The expat typology is based on
the survey respondents’ primary motivation for moving
abroad. The emphasis is specifically on these expats as
they are key figures in global talent mobility. Insights
into challenges relating to them and their employers

could, therefore, be of value to industry professionals.

Of the total survey respondents (20,259), 10% are
Foreign Assignees, 23% are International Hires,
and 7% are Relocating Spouses.

The 3 Expat Types
Profile References

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Foreign Assignees
Profile References

Relocation Support
81% received reimbursement

59% received a lump-sum payment

58% received specific services

Relationship Status
62% in a relationship 38% single

43.9 years old
Average Age

Gender
62% male38% female

Family Life

34% relocated with partner/partner
joined later

24% have dependent children living
abroad with them

Main Motivations for Relocating

Ease of Settling In

60% feel at home abroad

23% don’t feel at home abroad yet

17% don’t think they ever will feel
at home abroad

Satisfaction with
1. relationship with partner/spouse
2. financial situation
3. job security

Dissatisfaction with
1. making new friends
2. feeling at home in the local culture
3. socializing and leisure activities

Top Relocation Services Wanted

34% social networking
32% professional networking
28% information on local life &
settling-in services

Happiness

79% are happy with life in general

Top Happiness Contributor

Top Unhappiness Contributor

happy with job

not enough socializing opportunities

Early Return
21% consider an early return

Top reason: loneliness

Top Industries

13% manufacturing & engineering

11% finance

11% IT

1. general career development
2. more senior position/responsibility
3. better compensation/benefits

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International Hires
Profile References

Relocation Support
49% received reimbursement

30% received a lump-sum payment

33% received specific services

Relationship Status
54% in a relationship 46% single

41.9 years old
Average Age

Gender
45% female 55% male

Family Life

22% relocated with partner/partner
joined later

16% have dependent children living
abroad with them

Main Motivations for Relocating

Ease of Settling In

60% feel at home abroad

25% don’t feel at home abroad yet

16% don’t think they ever will feel
at home abroad

Satisfaction with
1. relationship with partner/spouse
2. financial situation
3. job overall & working hours

Dissatisfaction with
1. making new friends
2. feeling at home in the local culture
3. socializing and leisure activities

Top Relocation Services Wanted

39% local settling-in services
36% language classes
30% access to professional networking
& organized move

Happiness

71% are happy with life in general

Top Happiness Contributor

Top Unhappiness Contributor

happy with job

not enough socializing opportunities

Early Return
25% consider an early return

Top reason: loneliness

Top Industries

14% education

12% IT

10% other

1. general career development
2. better compensation/benefits
3. better employment opportunities

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Relocating Spouses
Profile References

Relocation Support
61% received reimbursement

42% received a lump-sum payment

45% received specific services

7% single
Relationship Status
93% in a relationship

43.7 years old
Average Age

Gender
81% female 19% male

Family Life
39% have dependent children living
abroad with them

42% find it easy to find and join a
parent’s club

50% find it difficult to balance family,
personal, and professional life

Concerns Before Relocating

Ease of Settling In

56% feel at home abroad

25% don’t feel at home abroad yet

19% don’t think they ever will feel
at home abroad

Satisfaction with
1. relationship with partner/spouse
2. financial situation
3. working hours

Dissatisfaction with
1. career prospects
2. making new friends
3. feeling at home in the local culture

Top Relocation Services Wanted

47% access to professional networking
40% spouse support
39% access to social networking

Happiness

73% are happy with life in general

Top Happiness Contributor

Top Unhappiness Contributor

happy partner/family

lack of personal support network

Early Return
22% consider an early return

Top reason: loneliness

Employment Situation
57% not working

25% working full-time

18% working part-time

1. financial dependence on partner
2. language barrier
3. high cost of living

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Survey Demographics
16 Expat Statistics

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Survey Demographics

Expat Statistics
MOST IMPORTANT REASON FOR MOVING ABROAD*

ZOOMING IN ON
RELOCATING SPOUSES

Of the Relocating Spouses that moved
abroad for their partner’s career or
education, the following percentages
indicate their primary motivation and
what expat type their partners are:

40% partner was sent abroad by their
employer (Foreign Assignees)

48% partner found a job on their own/
was recruited internationally
(International Hires)

4% partner wanted to go to school
or university

9% other

12% to live in partner’s home country/for love

9% better quality of life (e.g. weather/climate, health)

6% to go to school or university

6% looking for an adventure/a personal challenge

5% family reasons (e.g. originally moved with parents, for children’s future)

4% other

3% financial reasons (e.g. lower cost of living, tax issues, etc.)

3% to live in this particular country/city

3% simply enjoy living abroad

3% to start own business here

3% to retire abroad

2% political, religious, or safety reasons

1% to improve language skills

1% volunteering or missionary work

10%

23%

7% for partner’s job or education

found a job on own/recruited
internationally (e.g. by HR staff or
headhunter)

sent by employer (including
diplomatic service, NGOs, NPOs, etc.)

*Total Survey Respondents: 20,259

Moving for Work Moving for Other Reasons

Foreign Assignees

International Hires

Relocating Spouses

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RELOCATING
SPOUSES

TOTAL SURVEY
RESPONDENTS

INTERNATIONAL
HIRES

LENGTH OF
TIME LIVING
ABROAD SO
FAR

Survey Demographics

Expat Statistics

FOREIGN
ASSIGNEES

8% less than 6 months10% less than 6 months 8% less than 6 months10% less than 6 months

12% 6 months-1 year 16% 6 months-1 year 13% 6 months -1 year 14% 6 months-1 year

25% 1-3 years 31% 1-3 years 26% 1-3 years 32% 1-3 years

16% 3-5 years15% 3-5 years16% 3-5 years16% 3-5 years

17% 5-10 years15% 5-10 years18% 5-10 years13% 5-10 years

24% longer than 10 years13% longer than 10 years19% longer than 10 years14% longer than 10 years

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INTENDED
LENGTH OF
STAY

Survey Demographics

Expat Statistics

3% 6 months -1 year 3% 6 months-1 year 4% 6 months -1 year 5% 6 months -1 year

20% 1-3 years 13% 1-3 years 17% 1-3 years 24% 1-3 years

25% 3-5 years 14% 3-5 years17% 3-5 years26% 3-5 years

20% longer than 5 years 19% longer than 5 years22% longer than 5 years17% longer than 5 years

15% possibly forever 32% possibly forever20% possibly forever14% possibly forever

17% don’t know yet 18% don’t know yet19% don’t know yet13% don’t know yet

1% less than 6 months 1% less than 6 months 1% less than 6 months2% less than 6 months

RELOCATING
SPOUSES

TOTAL SURVEY
RESPONDENTS

INTERNATIONAL
HIRES

FOREIGN
ASSIGNEES

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1 5 94

6 7 3 1028

Survey Demographics

Expat Statistics

1 Germany 2 USA 3 Switzerland 4 UK 5 UAE

6 Spain 7 France 8 Canada 9 China 10 Italy

8% Foreign Assignees
26% International Hires
8% Relocating Spouses

MOST COMMON COUNTRIES OF RESIDENCE FROM THE SURVEY
AND THE REPRESENTATION OF THESE EXPATS THERE

14% Foreign Assignees
13% International Hires
8% Relocating Spouses

11% Foreign Assignees
36% International Hires
12% Relocating Spouses

6% Foreign Assignees
26% International Hires
6% Relocating Spouses

5% Foreign Assignees
43% International Hires
6% Relocating Spouses

6% Foreign Assignees
7% International Hires
3% Relocating Spouses

7% Foreign Assignees
17% International Hires
4% Relocating Spouses

3% Foreign Assignees
10% International Hires
2% Relocating Spouses

14% Foreign Assignees
35% International Hires
8% Relocating Spouses

8% Foreign Assignees
14% International Hires
6% Relocating Spouses

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COUNTRIES WITH THE HIGHEST
REPRESENTATION OF THESE
EXPATS BASED THERE

Survey Demographics

Expat Statistics
When looking at the survey results from both the angle of the most common countries of residence
overall (previous page) and the countries with the highest representation of these expats there,
Germany, the USA, Switzerland, the UK, the UAE, China, and the Netherlands stand out as hotspots
for those moving abroad for work. In Germany, International Hires are represented much more
commonly, while Foreign Assignees are more commonly based in the USA. Larger shares of
Relocating Spouses are based in Germany, Switzerland, and the USA.

10%
USA

6%
Switzerland

8%
Germany

2%
UAE

3%
UK

4%
China

2%
The Netherlands

2%
France

2%
Singapore

2%
Italy

4%
UK

9%
Switzerland

11%
Germany

3%
UAE

9%
USA

3%
China

3%
The Netherlands

3%
Singapore

3%
Belgium

3%
Italy

4%
USA

8%
Switzerland

10%
Germany

7%
UAE

6%
UK

4%
China

3%
Belgium

3%
The Netherlands

2%
France

2%
Qatar

Relocating
Spouses

Foreign
Assignees

International
Hires

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Survey Demographics

Expat Statistics
310 4 892

6 517

1 US American 2 British 3 German 4 Indian 5 Italian

6 French 7 Canadian 8 Australian 9 South African 10 Dutch

9% Foreign Assignees
14% International Hires
6% Relocatin