Dual Career Support: A Strategic Advantage for International Mobility Programs

Dual career support is no longer a nice-to-have — it’s a strategic imperative.

When an international assignment fails, it’s rarely about the assignee’s technical skills. More often, it’s their spouse’s lack of integration and career support. The “trailing spouse” dilemma continues to be one of the leading causes of failed expatriation.

In this article, we’ll explore why dual-career support for expatriate spouses is essential for assignment success — and how HR departments can turn this challenge into a long-term competitive advantage.

1. The Real Cost of Ignoring the Spouse

An international move impacts the entire family — especially the partner. Research from Permits Foundation shows that over 80% of expat partners are women, and 60% have higher education degrees, yet only 25% find employment abroad.

When spouses feel isolated or professionally sidelined, it affects the assignee’s focus and productivity — and increases the risk of assignment failure. According to EY’s 2023 Global Mobility Survey, family issues are the second leading cause of failed assignments after visa challenges. Takeaway for HR: Not offering dual-career support can mean losing the assignee.

2. Dual-Career Programs: What They Include and Why They Work

A successful dual-career program is not just a list of resources — it’s a clear, structured path. Best-in-class support includes:

• Career coaching or assessment (often within the first 3 months)

• Language and cultural training (for smoother integration)

• Access to local job networks and volunteering opportunities

• Entrepreneurship support (for mobile, flexible careers)

• AI-powered tools to explore transferable skills and job matches

Programs like Absolutely Ahead offer a combination of career acceleration and community building — all aligned with the mobility calendar (including a retroplanning). It’s fully online, making it ideal no matter where expat partners are coming from or moving to, as the process remains the same.

3. The ROI of Supporting Spouses

Investing in spouse support may seem like an extra cost, but the return is measurable:

• Higher assignment retention (reduces costly repatriations)

• Faster integration, meaning quicker productivity for the assignee

• Improved employer branding in talent-attraction markets

• Diversity, Equity & Inclusion (DEI) goals: supporting partners strengthens gender equity

Companies like L’Oréal, Air Liquide, and Carrefour have partnered with programs such as Absolutely French to enhance the success rate of their expatriate assignments.

💡 Case study idea: “With Absolutely French, 100% of participants finish the program — compared to 30% dropout in online-only courses.”

4. Overcoming Legal and Logistical Barriers

One of the biggest frustrations for spouses is the lack of access to work permits. HR teams can:

• Work with mobility providers to anticipate visa needs

• Liaise with host-country embassies before arrival

• Partner with global advocacy groups like Permits Foundation

• Offer non-employment alternatives: volunteering, certifications, language immersion

Even when work is not immediately possible, partners need purpose. A structured pathway is essential — not optional.

5. Future Trends: From “Trailing Spouse” to “Talent Asset”

The language and perspective around expat partners is changing. HR leaders now recognize them as assets — not liabilities. This evolution supports a broader shift in mobility strategy:

• Replacing “trailing spouse” with “expat partner”
• Viewing partners as potential recruits, ambassadors, or entrepreneurs
• Leveraging digital tools and AI to provide tailored dual-career support pre- and post-arrival

At Absolutely French, we’ve seen expat partners relaunch their careers, build businesses, or become cultural bridges within their communities. With the right support, they thrive — and so do your international assignments.

Conclusion: Dual career support: It’s Time to Act

If your international mobility program still overlooks the expat spouse, you’re not just missing a person — you’re missing the key to long-term assignment success. Supporting the dual-career challenge is no longer optional. It’s a matter of global talent strategy.

👉 Want to learn how Absolutely French can support your global mobility goals? Contact us to set up a discovery session.

FAQ

What is dual-career support in mobility programs?
It refers to structured resources that help the spouse of an expatriate maintain or develop their career abroad.

How does it benefit the company?
It reduces assignment failure risk, boosts DEI outcomes, and enhances employer reputation.

Can spouses work in any host country?
Not always — that depends on visa regulations. HR should anticipate this in the planning phase. You have the world map of mobile spouse and partner work authorisation here.

Is support useful even if the partner doesn’t want to work?
Yes. Structured integration (language, culture, volunteering) reduces isolation and improves family adaptation.