When companies send employees abroad on expatriate assignments, the focus often falls on the professional aspect of the move. However, for expat families, especially those with children, the relocation process involves a range of additional challenges and needs that HR managers must address. Successfully managing a family relocation requires a deeper understanding of the family’s logistical, emotional, and practical needs to ensure the expat and their family settle smoothly in their new environment.
In this guide, we’ll walk through the key considerations HR managers should focus on when supporting family relocations, with an emphasis on families with children.
1. Planning the move: Addressing family concerns
For expats with children, relocating to a new country is much more than just a job transition—it impacts family life, schooling, childcare, and overall stability. HR managers need to ensure that the planning process takes the needs of the entire family into account.
Key considerations:
Family orientation trips: Before the move, offering a pre-relocation visit can help families get a sense of the new city or town. Families can explore neighborhoods, look at potential schools, and familiarize themselves with the environment. This reduces anxiety and helps them feel more confident about the move.
Communication: It’s important to communicate openly with the expat employee and their family to understand their concerns, fears, and expectations. HR should provide clear information about what support is available, from finding housing to choosing schools.
2. Housing: Finding the right home for the family
Housing is one of the top concerns for expat families, and choosing the right neighborhood or home is critical to making the transition smoother. Families will need enough space and easy access to schools, parks, and family-friendly amenities.
Tips for HR managers:
Family-friendly housing: Work with relocation specialists to help families find housing that fits their needs, including proximity to schools, safe neighborhoods, and access to transportation.
Temporary accommodation: Sometimes finding a permanent home can take time. Offering temporary housing solutions can give families time to settle without the pressure of immediately securing a long-term residence.
Lease agreements: Support with lease negotiations, particularly in navigating Italy’s rental agreements, which may differ from the family’s home country.
3. Education: Supporting the children’s schooling needs
For expat families, finding the right school for their children is often a top priority. Moving to a new country can be difficult for children, especially if there are language and cultural barriers to overcome. HR managers should be ready to offer support in selecting the right school, whether it’s an international school or a local option.
Types of schools to consider:
International schools: These schools offer curricula in English or other international languages, often following systems like the IB (International Baccalaureate) or the British/American curriculum. International schools can help children maintain continuity in their education and avoid language barriers.
Local Italian schools: For families planning long-term stays, enrolling children in Italian public or private schools may offer a deeper cultural experience. However, this might require additional language support for the children, as most Italian schools operate in Italian.
Special needs education: For families with children who require specialized educational support, HR can connect them with schools that offer resources for learning differences or disabilities.
Key steps:
School visits and tours: If possible, arrange for the family to visit potential schools during their orientation trip or after the move.
Application process: HR should assist with navigating school applications, deadlines, and paperwork, particularly for international schools, which may have limited spaces.
Language support: Consider offering language classes for children to help them transition into the new education system.
4. Health and wellness: Ensuring family well-being
Relocating to a new country brings new health concerns, from finding pediatricians to ensuring that children are vaccinated according to local regulations. HR should work closely with the family to ensure that they have access to healthcare services and that their health insurance covers all family members.
Healthcare considerations:
Health insurance: Families will need to ensure their children are covered under the expat’s health insurance plan. Depending on whether the expat is eligible for Italy’s public healthcare system (SSN) or relies on private insurance, HR should help verify that the plan provides adequate coverage for the entire family.
Pediatric care: Assist families in finding local pediatricians and family doctors, as well as specialists if needed.
Mental health support: Relocating can be emotionally stressful for both the employee and their family, particularly children. HR should ensure that mental health services are available, including counseling or therapy if required.
5. Family integration: Cultural adaptation and support
Cultural differences can present a significant challenge for expat families, particularly for children adjusting to a new school environment and making new friends. HR managers should facilitate the family’s cultural integration by offering resources and support.
Tips for family integration:
Language support: Offer language lessons for both the employee and their family, particularly children who may need extra help learning Italian. This is especially important if they are attending local schools.
Cultural training: Provide access to cross-cultural training programs to help the family understand Italian culture, traditions, and social norms. This can make it easier for them to settle in and avoid cultural misunderstandings.
Social activities: Encourage the family to get involved in local activities, expat communities, and social clubs to help build a network of friends and support.
6. Managing the logistics of the move
Family relocations involve a lot of logistical considerations, from transporting belongings to arranging visas and permits for all family members. HR managers should provide practical support in managing these aspects of the move.
Logistics checklist:
Visas and permits: Ensure that the entire family has the correct visas and residence permits. Non-EU expats will need to apply for dependent visas for their spouse and children.
Moving services: HR can connect the family with trusted moving companies that specialize in international relocations, including shipping personal belongings and vehicles.
Settling-in services: Offer settling-in services to help the family with setting up utilities, opening bank accounts, and other necessary tasks during the first few weeks in Italy.
Conclusion: Support expat families through a smooth transition
Supporting expat employees during a relocation involves addressing the needs of their entire family, particularly when children are involved. HR managers play a critical role in ensuring that the move is well-organized and that the family feels supported through the process of finding housing, choosing schools, accessing healthcare, and adapting to life in a new country. With the right preparation, communication, and resources, the family’s transition can be much smoother, leading to a more successful expatriate assignment.
How Expat Bee can help
At Expat Bee, we understand that family relocations are complex and require specialized support. We can connect HR managers with professionals who can assist in every aspect of the relocation, from finding housing and schools to managing healthcare and visa applications. Our platform is free for expats and HR managers, making the entire process easier and stress-free. Contact the local experts in our network today to get started on a smoother relocation journey for your expat employees and their families.