1. Company carAs well as establishing eligibility criteria, you will need to consider whether the company wishes to provide a car or a cash allowance. In high-risk locations, you may also want to consider hiring a chauffeur.
2. Relocation allowanceIt is common to pay an allowance to cover any miscellaneous and unforeseen expenses that are not specifically eligible for reimbursement or payment under the relocation policy. For example, cleaning the home property, excess baggage costs, and cancellation penalties.
3. Hardship premiumThere may be some circumstances where the organization is operating in a location where the assignee may suffer some hardship based on factors such as housing, climate, disease, sanitation pollution, medical facilities, education facilities, infrastructure, physical remoteness, etc.
If your assignee is based in a hardship location, how are you going to compensate for this? You may wish to pay an allowance, "rest and relaxation" trips, or a combination of both.
4. Domestic and security staffDepending on where they are arriving from, some employees may wish to employ domestic staff. In some countries, e.g. India, the hiring of domestic helpers is commonplace. Usually, this would not be covered by the company, but if you have a particularly senior employee who is spending very little time at home you may wish to provide some support.
In terms of security staff, this is very much dependent on the host location. If the company considers a location as high risk, it should consider the provision of security staff.
5. Base salaryYou can adopt the home-based approach (balance sheet), the host-based approach, or the global market approach.
Salary and taxation is a complex area so you are advised to engage the services of a tax specialist before finalizing salary arrangements.
6. Bonus and equity-based awardsDecide whether you want to include the employee in any home or host bonus scheme. Ultimately, the adopted approach should be fair.