{"id":3413,"date":"2009-01-28T15:37:12","date_gmt":"2009-01-28T15:37:12","guid":{"rendered":"http:\/\/www.hrresource.com\/articles\/view.php?article_id=1195"},"modified":"2009-01-28T15:37:12","modified_gmt":"2009-01-28T15:37:12","slug":"a-new-approach-to-expatriate-compensation-in-2009","status":"publish","type":"post","link":"https:\/\/squarehr.com\/index.php\/2009\/01\/28\/a-new-approach-to-expatriate-compensation-in-2009\/","title":{"rendered":"A New Approach to Expatriate Compensation in 2009"},"content":{"rendered":"

The challenges of ensuring expatriates are paid fair salaries across different countries, in the current economic climate, of the credit crisis together with rapid currency and inflation fluctuations are increasingly complex. The current economic climate has made it necessary to constantly review expatriate salaries. Rapidly fluctuating exchange rates and inflation can increase or decrease the amount of salary paid, and significantly impact purchasing power both positively and negatively in a very short period of time. The approach many organizations have taken is to convert a spendable percentage (typically 60%) of the expatriate’s salary into the host country currency on a monthly basis and to provide non-cash benefits such as accommodation, transport, education of children etc. This can result in employers paying too much or too little salary in these volatile times.
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