Repatriation

Repatriation refers to the process of returning of an employee from an international assignment to their home country after completing the assignment or due to other reasons. It involves readjustment and re-entry for your employees and their families back into their home country. Successful repatriation is crucial but often overlooked.

Absolutely, repatriation is more than just an administrative formality. It’s an opportunity to maximize the knowledge and experience gained during the assignment. Companies should proactively harness the assignee’s expertise and consider their career development.  The risks of attrition are highest during this phase. Simply returning assignees to their old job without recognizing their assignment experience can lead to dissatisfaction and departure. Finding suitable roles for repatriating assignees is essential. Heart Relocation has considerable experience in supporting integrations with the talent teams in organisations to ensure all the experience and expertise gained by the employee whilst on assignment is not lost and that their skills and expertise can be utilised to support the company.

Yes, this is an area that is easily overlooked and most policies deal with the closing down of affairs in the host location, return travel, movement of household goods and some temporary accommodation support. Most policies don’t include any provision for any other support such as helping with home finding, schooling or the effects of “reverse culture shock” especially if the employee/family have been overseas for some time.

Heart Relocation provides the employee/family with a single point of contact to assist and manage the closing down of their affairs in the host country, finalising their lease and ensuring deposits are returned, deregistering them from banks, medical services and any governmental/legal requirements. Assisting with returning house hold goods, logistics and timings, proactively leading them through the process. Upon arrival home we can provide any levels of assistance required. For clients who do not have formalised policies for repatriation we advise on the individual circumstances of the returning employee/family and advise our clients of the support that could be made available to them along with any associated costs.

Repatriation can be a complex process, and individuals often face several challenges during this transition. Here are some common ones:

1. Reverse Culture Shock: Returning home after an overseas assignment can lead to culture shock. The familiar environment may have changed, and individuals might struggle to readjust to their home country’s norms and practices.
2. Career Disruption: Repatriates may find it challenging to reintegrate into their previous roles or find suitable positions within the organization. Their skills and experiences acquired abroad might not align with available opportunities.
3. Emotional Adjustment: Leaving behind friends, colleagues, and the lifestyle they grew accustomed to can evoke feelings of loss and nostalgia. Coping with these emotions can be difficult.
4. Social Isolation: Repatriates may feel disconnected from their social circles due to the time spent away. Rebuilding relationships and finding new connections can take time.
5. Professional Identity: Some individuals struggle with their professional identity after returning. They might feel undervalued or overlooked, especially if their overseas achievements aren’t recognized.
6. Expectations vs. Reality: Unrealistic expectations about returning home can lead to disappointment. Assumptions about the ease of reintegration may clash with the actual experience.
7. Family Dynamics: Family members may also face challenges. Spouses and children might miss aspects of their life abroad or find it hard to adapt to the home country.

Remember, acknowledging these challenges and providing support during repatriation is essential for a successful transition.