Managing the logistics of one employee’s move can be challenging enough, but when you add in the extra layer of supporting the continuation of the accompanying spouse/partner’s career, things can get complicated. Today, more companies must deal with an employee whose spouse is on a similar career path and is a key employee within a different organisation, or with the same organisation. When asked about challenges and concerns to their organisation being competitive in the future, over one-third of respondents to a Cartus survey said that key talent is less willing to relocate due to the loss of their spouse/partner’s income and career.

Organisations need to adapt, and integrating effective spousal support can be a competitive advantage to supporting assignment acceptance, retaining key employees, and developing talent.  This white paper highlights the challenges of managing dual career assignments, the decisions that organisations need to make, and best practices for supporting dual career families.

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