There is a disconnect between the concerns of returning expatriates and the priorities of HR and mobility professionals, with technological adaptation emerging as a significant but under-recognised barrier during repatriation.
That’s according to the findings published in Crown World Mobility’s latest report, The Changing Face of Relocation. The study draws on responses from over 1,000 expatriates and 200 HR and mobility decision-makers.
While many HR managers continue to prioritise cultural reintegration, only a small proportion of expatriates identify culture as a major issue. Instead, adapting to technological changes in both professional and personal life after several years abroad was cited as a key concern by many returnees.
Despite this, HR teams tend to focus their attention elsewhere. Cultural issues were identified as a leading concern by 40 percent of HR and mobility professionals, yet only 7 percent of expatriates shared this view. This disparity suggests a need to reassess current repatriation strategies to align more closely with the actual experiences of returning employees.
Technology adaptation remains largely unaddressed
According to the report, 43 percent of expatriates experienced difficulties using day-to-day technologies such as digital banking or mobile payment systems while abroad. A further 37 percent said they struggled with unfamiliar software ecosystems in their host countries. These challenges often do not end with relocation, as returning home also requires re-acclimatising to domestic systems that may have evolved significantly in the assignees’ absence.
“Technological issues are frequently under-addressed during repatriation,” said Jo Danehl, Global Intercultural & Language Training Leader at Crown World Mobility. “And to make matters worse, the inability to operate effectively with new software or systems can add stress to the already challenging transition process.”
Just 30 percent of HR professionals said they recognised the need for pre-repatriation technical support, according to the findings. Caitlin Pyett, Global Consulting Lead at Crown World Mobility, added, “HR teams may not realise that while their focus has been on cultural and career reintegration, technology may have evolved significantly in employees’ home countries.
“Assignees returning after a multi-year assignment often face new digital infrastructures both at work and home that didn’t exist when they left. A structured pre-repatriation tech orientation can help bridge this gap and ensure employees remain productive from day one.”
Career reintegration a persistent concern
Technology is not the only area of concern for returning assignees. Career reintegration remains a key challenge, with 32 percent of expatriates saying they feared their post-assignment role would be a demotion. From the HR perspective, 29 percent of respondents said they were concerned about role availability for returning employees.
“Unfortunately, career reintegration is not always given the attention it deserves,” said Danehl. “A lack of structured support can leave employees feeling unsupported in their career goals, unsure of where they stand within the company, or how to develop further after their return.”
She added that providing development plans, mentorship and clarity on how roles may have evolved can help ensure a smoother transition and reinforce employee retention.
Family dynamics also continue to play a role in successful repatriation. However, while 32 percent of HR professionals identified partner-related issues as a concern, only 7 percent of expatriates from key client groups cited these as a top priority. By contrast, 33 percent of HR and mobility professionals recognised that children’s reintegration, including educational and social adjustments, is becoming a more pressing issue.
“HR needs to rebalance its focus by prioritising children’s wellbeing and educational reintegration. Providing child-specific support, such as school placements and resources for managing reverse culture shock, can reduce stress and improve the overall adjustment for the entire family,” Danehl added.
Alessandra Pacelli is a journalist and author contributing to HRreview, where she covers topics including labour market trends, employment costs, and workplace issues.
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
