Split-Family Assignments: Global Mobility Challenges, Risks, and Support Strategies

In an increasingly globalized and interconnected business world, traditional expatriate assignments are evolving. A growing trend in global mobility is the rise of “split-family assignments,” where one parent works away from the primary family home, either through frequent work travel or by residing in a different country than their partner and children. Historically, this arrangement was considered only under extreme circumstances, such as hardship locations or for assignments of relatively short duration. However, according to recent client conversations, Global Mobility Managers observe how businesses are now increasingly considering split-family assignments to accommodate dual career couples and with the assumption that this set-up is less disruptive for families.

This assumption, however, often clashes with reality. Prolonged separation from a parent can cause significant distress for both the partner remaining in the home country and the children. Global Mobility Managers are reporting how these types of assignments do not fit existing Assignment Practices and Policies, which is creating increased and unmitigated risks for both families involved and the organization itself. 

This article aims to provide research-driven insights into the challenges posed by split-family assignments and offer actionable solutions for Global Mobility Managers and business stakeholders, underscoring why managing and actively supporting Split-Family Assignments is a strategic imperative.

The Hidden Costs: Unpacking the Unmanaged Risks of Split-Family Assignments

While seemingly a practical solution, split-family assignments carry significant, often hidden, costs that impact the wellbeing of the employee and their family, ultimately affecting business outcomes like productivity and retention.

• Impact on Partners’ Mental and Psychological wellbeing: Partners of rotation workers frequently experience increased stress, social isolation, and loneliness, particularly when the worker is away. This can manifest as emotional distress, anxiety, and depression. The constant adjustment to alternating presence and absence creates a sense of “living two lives,” leading to tension and irritation. Partners also report worrying about the safety of the traveling worker, adding to their anxiety.
  
• Impact on Children’s Mental and Behavioral wellbeing: The research on the direct impact of rotation work on children’s mental health is mixed. However, some studies indicate potential adverse emotional outcomes, such as anger, sadness, and hate, along with behavioral problems like hyperactivity and conduct issues, which can be attributed to the prolonged absence of a parent. Separations can threaten emotional bonds and potentially lead to insecure attachment relationships, particularly with younger children, if parents are inconsistent in responding to their needs. Children may express feelings of hurt, sadness, loneliness, and anxiety, especially concerning the absent parent’s safety.
• Physical Health Concerns for Partners: Partners often experience poorer sleep quality and increased sleep difficulties when the worker is absent. There is also evidence suggesting that partners might consume more alcohol and engage in poorer nutritional habits and less exercise or relaxation when the worker is away.
• Direct Impact on Business Interests and Productivity: The wellbeing of the family directly correlates with the success of the assignment.
  • Assignment Failure & Retention: Executives may decline roles requiring extensive travel due to the stress it creates, impacting an organization’s ability to attract and retain talent for critical positions. When family members struggle, it significantly increases the risk of assignment failure or premature repatriation.
  • Decreased Productivity & Performance: Stress and wellbeing issues within the family unit directly impair the assignee’s focus, concentration, decision-making, and overall performance. High job demands associated with rotation work, when compounded by family strain, can lead to significant work-family conflicts. This directly affects productivity. Furthermore, family breakdowns, such as divorce or separation, can severely impact workplace productivity due to increased absenteeism, presenteeism (physical presence but mental absence), reduced concentration, and higher sick leave rates. Productivity can be reduced by as much as 40% during a breakup and remain down by 20% up to a year afterward. Addressing these mental health risks is crucial for fostering greater productivity.

Bridging the Gap: Tailored Support Strategies

To mitigate these unmanaged risks and ensure the success of split-family assignments, Global Mobility Managers must proactively integrate tailored support strategies into their assignment policies.

• Revisiting Assignment Practices:
  • Implement (pre-assignment) Family Needs & Wellbeing Assessments. During these assessments, the employee and their family meet with a Family Support Consultant to evaluate the risks of each scenario (split-family or accompanied) for their unique family situation. This proactive approach helps families understand and prepare for the demands of the assignment, and supports them in making well-informed decisions about what is best for them under the given circumstances.
  • Advocate for the formal inclusion of Split-Family Assignment Benefits within existing policies. This might mean offering these as a structured alternative or substitute for traditional accompanying dependent benefits, ensuring that the unique needs of these families are formally recognized and supported.
• Prioritizing Dedicated Support:
  • Offer Family Support specialized for Split Family Assignments, providing access to informational and counseling programs that address the unique emotional strains of intermittent separation. This dedicated support can help families develop coping mechanisms and resilience.
  • Provide resources that encourage and enable assignees and their at-home partners to maintain healthy routines, including exercise, nutrition, and sleep adjustments, even when traveling or managing the household alone.
  • Consider allowances for Domestic Help, Child-care, and other services that would directly benefit the parent remaining in the home country with the children. This practical assistance can significantly alleviate their increased burden and responsibility, reducing stress and enabling them to maintain their own wellbeing and existing life and work rhythms.
  • Promote and facilitate access to peer social support networks for at-home partners to combat feelings of loneliness and isolation.
• Leveraging Expert Guidance & Resources:
  • Utilize existing resources such as Expat Valley’s Global Family Library, which contains valuable information and support related to Split-Family Assignments.
  • Implement educational initiatives such as hosting webinars or workshops for split-family assignees and their partner with Global Family Support Consultants. These sessions can educate assignees and their families on potential challenges and coping strategies, offering a direct platform for questions and personalized advice. 

Conclusion: Protecting Your People, Protecting Your Business

Effectively supporting split-family assignments is more than just a matter of employee welfare; it is a strategic business imperative. By recognizing the unique pressures these arrangements place on families and implementing dedicated support mechanisms, organizations can significantly mitigate the associated risks. This proactive approach safeguards the wellbeing of mobile employees and their families, ensuring that business interests such as productivity, talent retention, and assignment success are protected and maximized.

To explore how you can ensure that your business stakeholders and assignees make well-informed decisions pertaining to Split Family Assignments, and that if these do take place, they are well-supported to protect both the family and business interests, please contact us today.

Special Offers for in-house relocation professionals:

Transform your policy from a placeholder to a strategic asset. Expat Valley invites you to join our interactive co-creation lab for Global Mobility Managers. We will move beyond the basics to address the family needs unique to split-family arrangements, ensuring you protect your business ROI. More Information & Registration.

Or, join and watch our webinar on Proactively Managing the Hidden Risks of Split-Family Assignments. More Information & Registration.