Despite many HR teams believing their relocation programmes to be effective, relocating employees are facing challenges with insufficient cultural, language and family support, according to new research.
A report by corporate relocation services firm Crown World Mobility found a disconnect between the support HR believes it is delivering and the actual experiences of those undergoing international assignments. It suggests that while global mobility remains a significant area of investment for organisations, many relocating staff feel underprepared for the realities of international moves.
Key areas of concern include a lack of cultural adaptation resources, minimal language support and inadequate guidance for accompanying partners or dependents. These shortcomings can lead to a difficult adjustment period for employees and may ultimately affect the success of assignments abroad.
Although 56 percent of HR and mobility leaders believe their training programmes greatly contribute to employee success, the data shows many employees do not share this view. A notable proportion of expatriates report receiving little or no support in key areas related to relocation.
Cultural and language training fall short
According to the findings, 37 percent of employees received no cultural training at all, despite cultural adaptation being one of the main challenges faced when relocating. A further 28 percent said they were not offered any language training, and 26 percent stated they would have found it helpful.
Only 21 percent of respondents said they were given clear objectives for their relocation, leaving many feeling without clear direction or purpose during the assignment.
Caitlin Pyett, Global Consulting Lead at Crown World Mobility, commented on the potential impact of these gaps in training.
“Many expats assume they’ll pick up cultural and language skills naturally when they arrive, but in reality, struggling through adaptation without proper training can be stressful and isolating,” she said. “HR teams must ensure support isn’t just a tick-box exercise; it needs to be tailored, ongoing and responsive to real-world challenges.”
Limited support for accompanying family
The research also reveals a shortfall in support for partners and families. Although 54 percent of HR professionals say they offer career coaching for spouses, only a small number of employees report receiving such assistance. Among expatriates, 23 percent said their partner needed more help to settle into the new location. A further 16 percent indicated that issues related to their partner’s wellbeing negatively affected their own mental health.
Jo Danehl, Intercultural & Language Training Leader at Crown World Mobility, said the success of a relocation can depend heavily on family support.
“An unhappy spouse or struggling family can quickly derail an assignment. Companies need to think beyond just the assignee, offering career coaching, cultural training and community support for partners to increase the chance of long-term success.”
The report underlines the need for a more holistic approach to mobility planning, with a focus on both professional and personal support systems. As global assignments remain a key part of workforce strategies, organisations may need to reassess the depth and delivery of their current relocation programmes to close the gap between perceived and actual support.
