← The Digital Nomad – Part 6 – How to Find the Right Remote Job

Ten Ways Expat Women Can Shine in Virtual Meetings →

Empowering Expat Spouses in Career Journey

Posted on March 17, 2025March 17, 2025 by Angie Weinberger

Angela Weinberger's Global Coaching Approach

The Qualitative Research Study by REA Peace of Mind on the Move (2024) highlights the positive impact of partner support programs on expatriate assignments. According to their findings, 69% of employers reported that such programs positively influence family acclimation and assignment acceptance. While specific statistics from 2024 regarding the number of expatriates relocating with career-oriented spouses or partners are not readily available, recent studies provide valuable insights into this trend.

Additionally, the Relocating Partner Survey by NetExpat and EY provides comprehensive insights into the experiences of spouses and partners of transferees, offering valuable data for enhancing global mobility and talent management policies. (netexpat.com). These studies underscore the importance of robust support systems for accompanying partners to ensure successful international assignments.

Relocating internationally presents unique challenges for dual-career couples, particularly in balancing both partners’ professional aspirations. Recent studies highlight several key issues:

Prevalence of Dual-Career Partnerships

A 2024 international study by McKinsey found that 81% of women and 63% of men are in dual-career partnerships, indicating a significant presence of dual-income households in the workforce. Forbes

Impact on International Assignments

The 2023 NetExpat Relocating Partner Survey revealed that over 50% of participants cited a partner’s potential career disruption as a primary reason for declining international assignments. Additionally, 32% indicated that the offered relocation package wasn’t attractive enough to justify the move. Mobility Solutions Leader

Challenges and Organizational Responses

A 2022 survey by the Permits Foundation highlighted that 90% of partners were employed before relocation, but less than half secured employment afterwards. Over a quarter considered leaving the host country due to employment restrictions, underscoring the challenges dual-career couples face during international moves. Permits Foundation

These findings underscore the importance of organizations providing robust support for dual-career couples to facilitate successful international relocations.

Earnings Disparities Post-Relocation

Research indicates that men often experience a 5% to 10% increase in earnings after a move, while women’s earnings tend to stagnate. This disparity is attributed more to household decision-making dynamics than workplace bias. For instance, Shanika Boyd faced a pay cut and stalled career advancement after relocating for her husband’s job, leading her to eventually move back to her original location to restore her career trajectory. citeturn0news15

Challenges for the Trailing Spouse

The “trailing spouse”—the partner who relocates to support the other’s career—often encounters significant professional and personal hurdles. A study involving 258 dual-career couples identified concerns such as:

Willingness to relocate

Unique adjustment issues

Stress and conflict arising from the move

Level of support provided by multinational corporations (MNCs)

The research emphasizes the critical role of the trailing spouse in the success of international assignments and the need for adequate support from employers.

Factors Influencing Relocation Decisions

A 2017 study examined how both partners’ commitment to their careers and their roles as partners affect their willingness to relocate. Findings suggest that a spouse’s willingness to follow is significantly influenced by both their own and their partner’s career and partner role salience. This underscores the importance of considering both partners’ identities and aspirations in relocation decisions. citeturn0search2

Strategies for Success

To navigate the complexities of international relocation, dual-career couples can consider the following strategies:

Open Communication: Discuss career goals, expectations, and concerns transparently to establish a shared vision for the move.

Thorough Research: Gather comprehensive information about the potential location, job market, cost of living, and cultural norms.

Networking: Leverage professional networks to explore job opportunities in the new location.

Flexibility: Be open to adjusting career expectations, exploring new industries, or considering alternative work arrangements.

Employer Negotiation: If one partner is offered an international assignment, negotiate a comprehensive relocation package that supports the other partner’s job search, language training, and cultural immersion activities.
Support System: Build a network of friends, colleagues, and mentors in the new location to provide support during the transition.

Self-Care: Prioritize well-being by engaging in enjoyable activities, maintaining a healthy lifestyle, and seeking professional help.

By proactively addressing these challenges and employing effective strategies, dual-career couples can enhance their chances of thriving in an international relocation.

The Barriers Hindering Expat Spouses From Paid Work

We thought we should gather the main reasons, according to our experience, that hinder your employment in the host country. This is a non-scientific analysis based on opinions and experience. Several studies (Permits Foundation, 2012; Silberbauer, 2015) are dedicated to the topic. Global Mobility providers and academics often research how family impacts “expatriate failure.”

In my view, this is not enough. We must investigate how we can break down the barriers to your need for employment as an expat spouse. Why is it so difficult for you as Expat Spouses to find work in the host country? Here is a short analysis of the underlying issues that let us explore why venturing into an international assignment can be an exhilarating adventure.

However, it often presents unique challenges, especially for expat spouses seeking employment in a new country. This comprehensive guide aims to illuminate the eight significant hurdles expat spouses may face and provide practical tips for surmounting them. Our mission is to inspire optimism, offering actionable insights to empower expat spouses as they navigate this exciting but often challenging path.

1 – Understand Work Permit Restrictions

Finding a job outside one’s home country is not as straightforward for many of my clients as it is in their home countries. Even if most top host locations allow you to work on the partner’s dependent work permit, other countries present significant restrictions to your employment. While some of them do not issue work permits to any Expat Spouses at all, others may present subtleties linked to marital status, or they might not recognize same-sex marriages. How best, then, does one overcome this?

Challenge: Work permit restrictions vary from country to country, with some nations imposing stringent rules based on marital status or same-sex marriages.

Tip: Before relocating, you can start by researching your host country’s work permit regulations. You and your partner can seek out employers who actively support spouse work permits, and don’t hesitate to consult legal experts when needed. We’ll guide you through this bureaucratic maze.

2 – Master the Host Language

Even though the expat might work for a global company, most jobs in the host country will require host language skills unless you happen to move from the UK to the USA; you often will not have the language skills necessary to work in the host country. It’s essential that you don’t underestimate this aspect and that you start learning the local language as soon as possible, ideally before relocating.

The good news is that almost two-thirds of employers already consider this to be the main form of assistance (Permits Foundation, 2012). Companies generally pay for a 60-hour course and their Expat spouse’s classes if there is a business need. However, 60 hours is not a lot, and an introductory course will not be sufficient for working in another language. There are specific job search engines that filter for English-speaking roles.

Challenge: Many positions in the host country require fluency in the local language, which may be daunting for expat spouses.

Tip: Embark on your language-learning journey before moving, and make the most of language courses offered by your employer or local institutions. We’ll show you how to immerse yourself in the culture, fast-tracking your language skills.

Master Class 2025: Finding a Job Through Relationships – Master Class on Job Search Strategies for Expat Hubs

📅 Date: 20 March 2025

🕒 Time: 12.00 – 1.30 PM CET (Amsterdam, Berlin, Paris, Zurich)

📍 Location: Zoom

🎟️ RSVP: Email diana@globalpeopletransitions.com, and we will send you a payment link for the EUR 97 (all incl.) fee.

In this master class, we will explore:
🌍 Expat Hubs and Inbound Markets – Key insights into global mobility and opportunities.
💼 The Job Market in 2025 – Understanding emerging trends and how to stay ahead.
🎯 The 3 F’s – Leveraging Friends, Fame, and Fortune to grow your professional footprint.
🔑 The 4 P’s of Networking – Purpose, Preparation, Presence, and Promises to make impactful connections.
💡 Methods – Learn to excel with techniques like Professional Blind Dates and Expert Interviews.
🤝 The Circle of Trust (Ingroup vs. Outgroup) – Strategies to build inclusion and credibility.
🚀 The HireMeExpress Program – Our updated online program for job seekers in Switzerland and elsewhere.

If you already know you would also like to buy the HireMeExpress program, please let us know in the email.

3 – Navigate the Recognition of Regulated Degrees

While within the EU, we can assume that university degrees will be recognized due to the typical job market. A Brazilian doctor cannot work in a hospital in Switzerland. We call this a “regulated profession”. In the best-case scenario, you will need to go through a considerable amount of bureaucracy to get your degree converted, which may cost you a lot of money. In the worst-case scenario, however, if you want to keep practising your profession, you must get complementary certificates in the host country. Translating degrees and determining equivalency seems hard, even in non-regulated fields and jobs. You often need to explain what your degree and experience mean in “lay terms.”

Challenge: In regulated professions, your academic degrees might not receive immediate recognition, leading to bureaucratic hurdles and added expenses.

Tip: Explore degree recognition processes in advance and be open to obtaining supplementary certifications. We’ll connect you with local experts to streamline this process and ensure your qualifications shine.

4 – Build Your Professional Network

Another issue is the lack of a professional network, which gives access to the untapped and informal labor market in the host country. You can only join professional associations when you are in a corporate role or have graduated in the country. Building your professional network in your host country will require time and trust. You will have to start from scratch and dedicate considerable time to this activity if you want to see good results. You will also need to understand that matters of trust and relationships are culturally different, so you must act in a culturally appropriate manner when attempting to expand your professional network.

Challenge: Establishing a professional network in a foreign land can be intimidating, yet it’s essential for career growth.

Tip: Invest time in networking, attend industry events, and leverage online platforms to connect with professionals in your field. Join local associations and expat communities to expand your circle.

5 – Evolve the Global Mobility Policy

Only very forward-thinking global mobility and global recruiting policies address the need for support for “trailing” dual career partners. Ten years ago, dual-career issues on international assignments were solved by sticking to classical Western nuclear “family” models, and we now want to adhere to the needs of dual careers, patchwork families, Eastern “family” models, same-sex partners, and unmarried de-facto relationships.

Visionary Global Mobility policies address various support models ranging from providing a lump sum to spousal career coaching. As an intercultural career advisor, I also work with clients who decide to start a global, transferable business so that they can follow their life partner to other locations and become location-independent.

Thanks to technology, we can support clients in NYC and Mumbai. We also help you to improve your branding in the host market, learn to network effectively, and improve your interview skills and online presentations.

However, Global Mobility Managers must update policies and promote spouse support services rather than pay lump sums. If your partner’s company has a policy, ask for it. Let us share a corporate proposal with you so you can ask for financial support for our Solo Artist License.

Challenge: Not all companies offer comprehensive policies to support expat spouses in their career endeavours.

Tip: Champion enhanced policies within your organization. Advocate for spousal career coaching and support services, collaborating closely with HR to meet your needs.

6 – Confront the Intercultural Bias of Recruiters

Our recruiters often do not understand intercultural differences. They also often don’t understand resumes from other countries. Outsourcing talent specialists to HR-shared service centres has not improved the chances of “foreign” candidates in the recruitment process. Most selection methods and assessments are culturally biased. For example, in Switzerland, psychometric testing and other assessments of candidates are used to assess candidates after interviews.

Riedel (2015) shows examples of highly skilled candidates from China who fell through the assessment roster in a German company because of their indirect communication style.

Companies could provide training to eliminate unconscious biases and ensure that all worthy candidates are considered for global mobility. However, this practice is not yet widespread.

Challenge: Recruiters may not fully grasp intercultural nuances, leading to biases in candidate selection.

Tip: Encourage companies to provide inclusion and diversity training for recruiters. Share your unique experiences to help educate them on diverse perspectives.

7 – Research the Impact of Dual-Career Programs

ETH Zurich conducted extensive research with several European universities on barriers to dual careers within the EU and EFTA countries. For most companies (NetExpat & EY, 2018; Atlas World Group, 2019), the presence of dual-career couples negatively affects the decision to relocate. There’s more: the spouse’s unwillingness to move because of his or her career is the first reason for turning down relocation.

And this indicates an increase in households relying on two salaries, which should not surprise us. While in the past, small firms were relatively less affected by spouse/partner’s employment than medium and big firms, in more recent times, the impact has been similar across company sizes. There is still a lot to do to integrate the needs of dual-career couples in the expatriation process. If you want to keep pace with reality and stand out with a far-reaching Global Mobility policy, please prioritise this issue.

Challenge: Dual-career couples’ needs may not always be integrated into expatriation processes.

Tip: Advocate for policies prioritising dual-career couples’ needs, collaborating with like-minded individuals to drive change within organizations.

Expat spouse employment challenges are real but can be overcome with a proactive approach and a positive mindset. By advocating for change within organizations, seeking language skills, and actively networking, expat spouses can enhance their career prospects in the host country. Remember, you are not alone on this journey; abundant resources and support are available to help you thrive in your international adventure.

On the receiving end, I can report that more and more expat spouses are male. There is hope. If you want to see how all these work in practice and receive a proposal from us, please email Angie Weinberger (angela@globalpeopletransitions.com). I am happy to support you!