Expat Partner Support: What If 80% of Expat Partners Are Men?

Expat partner support is often treated as a side issue in global mobility. But what if we flipped the perspective for a moment? What if 80% of expat partners were men?

Would companies still provide so little structured support? Would “they’ll figure it out” be an acceptable strategy? Would career gaps, lost confidence, and professional isolation still be so casually ignored?

Let’s challenge the norm and face the uncomfortable truth: relocation policies are not gender-neutral. And the way we treat expat partners today reveals deep biases that cost companies more than they think.

Gender bias in relocation is real — and it’s time to talk about it.

A Male Expat Partner: Would He Still Be Invisible?

Imagine this.

Picture this: a man follows his partner abroad. He’s left his job. He doesn’t speak the local language. He’s lost his network, his professional title, his daily routine.

He’s introduced at dinners as “the spouse.”
He struggles with paperwork.
He’s told to “enjoy this time” or to “volunteer.”

Would we accept this without question?

When women follow their partners, this experience is normalized. But if the majority of expat partners were men, it’s likely the business world would have reacted very differently—long ago.

Gender Bias in Relocation: The Hidden Cost

Today, women make up over 80% of expat partners. Most are highly educated, experienced professionals who interrupt or abandon their careers to follow their partner’s opportunity.

And here’s what happens:

• 70% had a job before relocating

• Fewer than 30% find paid work during the assignment

• Many experience loss of identity, confidence, and autonomy

• Very few receive structured support from the employer

This isn’t just a gender issue—it’s a strategic blind spot in global mobility.

When companies ignore expat partner support, they undermine the success of the very assignments they are investing in.

What’s the Real Risk of Doing Nothing?

The well-being of the expat partner directly influences the success of an international move. When the partner struggles:

• The employee becomes distracted, stressed, or disengaged

• The family may decide to return earlier than planned

• The company faces high costs in turnover, recruitment, and repatriation

In other words, ignoring the dual career challenge is not only unfair—it’s inefficient.

If companies supported expat partners the same way they support relocating employees, they would unlock massive value: in performance, retention, and reputation.

What Would Change If Most Expat Partners Were Men?

Let’s imagine a reversal of roles.

If 80% of partners were men, would we still:

• Skip the welcome onboarding?

• Offer no professional development?

• Leave them to navigate the host country alone?

Probably not.

We’d likely see:

• Career transition coaching as standard

• Tailored integration programs

• Dedicated expat partner budgets

• New KPIs for mobility success

Why? Because society tends to react faster when men are affected. It’s time to recognize that expat partner support should not depend on gender.

What Companies Can Do Today

It doesn’t take a revolution. It takes a shift in mindset and a willingness to treat expat partners as active participants in global mobility.

Here’s how:

1. Acknowledge the challenge: Include partner support in the relocation strategy

2. Offer flexible options: Language training, cultural coaching, access to networks

3. Invest in upskilling: Support career transition or entrepreneurship

4. Measure outcomes: Track integration and satisfaction beyond the employee

5. Partner with experts: Outsource support to professionals with proven results

At Absolutely French and Absolutely Ahead, we’ve seen the impact of real expat partner support:

• 100% of our participants complete their training

• We’ve welcomed over 70 nationalities

• Our programs combine language, cultural understanding, and career reactivation

• We help partners regain confidence and autonomy

• Companies report smoother, more successful relocations

Expat Partner Support Is a Strategic Investment

When companies value expat partners, everyone wins:

• The partner thrives, both personally and professionally

• The employee is more focused and motivated

• The family integrates faster and better

• The assignment is more likely to succeed long-term

Supporting expat partners is not about generosity—it’s about intelligent global mobility.

It’s time to stop asking whether it’s needed.
It’s time to ask: Why aren’t we doing it already?

I’m Armelle Perben, founder of Absolutely French, and I’m proud to defend all talented expat spouses. Because following someone abroad should never mean giving up your identity.
Talent marries talent. And both deserve to grow.

Absolutely French – Who We Are – Companies Services

Absolutely French is the first French language school entirely dedicated to expat partners and expatriates.

Our mission:
To support dual careers in expat families by helping partners integrate quickly and confidently into French life.

Our method:
Fun, friendly, and innovative French courses that guarantee results — and help build a local network.

Looking for French classes tailored for expat partners?
Want to register your employee’s spouse for a high-quality program?

Let’s connect!

Email: contact@absolutely-french.eu
Phone: +33 (0)1 83 73 98 49
Address: 4, rue Faraday, 75017 Paris