Key Takeaways:

• Repatriation is often underestimated but is crucial for the success of returning expatriates. Companies must actively manage the transition to address both cultural and professional challenges.
• Career expectations and professional reintegration are central issues for returning employees. Employers should provide clear career perspectives to avoid disappointment.
• Cultural adjustments after returning can be just as challenging as the original overseas assignment. Empathetic support and intercultural training are essential.
• New trends in global mobility require companies to remain flexible and adapt their strategies to meet the evolving needs of expatriates and the global workforce.
• Artificial intelligence (AI) can assist in HR processes but will not replace the personal, human support needed for repatriation and expatriate care.

Authors:

Philipp Schlüter is an experienced expert in economics and human resources with over 18 years of professional experience. He currently works for ALDI in Essen, where he utilises his extensive knowledge in labor law, HR management, and global mobility.

Stefan Remhof is the Managing Partner of the People Mobility Alliance and Professor of International Management at IU International University. He is a recognised expert in global mobility, expat management, and international assignments.