The Global Phoenix - Issue 4 The Global Phoenix - Issue 4 | Page 47

work. In real terms this means the
chance to search for work, ideally
during the go/no-go decision-making
period. Unfortunately, all too often,
it has been only the spouses of the
most senior executives who have this
opportunity, though this exclusivity
is shifting to include all spouses who
would wish the possibility to work
abroad.
Corporations are waking up to the
fact that spouses feel it is their right
to continue a career and are learning
about the merits of specialised
companies, including some relocation
firms, that can provide an integral
service. From knowledge of regional
labour law to taxation legislation
and help in CV adaptation and local
recognition of qualifications, to actually
finding work. Dual-career support is
most often offered from North America,
where years of experience in managing
domestic relocation, coupled with the
end of ‘trailing spouses’ as a viable
option for many partners, is driving
this demand into Europe, with some
US firms offering pan-European career
support by means of counselling,
coaching or web-based information.
There is no doubt that a healthy work/
home life balance is an intrinsic part
of an effective relocation. Family
happiness within the home leads to a
well-balanced, realistic and productive
work sphere.
The initial hardships of a non-working
spouse have been well documented
and even though many do try and
seek working opportunities in their
new environment, it is the non-working
partner who has an empty agenda,
week in and week out, who still has to
get the practicalities of the relocation
organised. To manage getting food
on the table, finding the school route,
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