As Euro-commuting becomes an increasingly popular option for international assignments, HR is being forced to create new policies and procedures. We look at how companies are handling Euro-commuter staff.

Commuting is tough

Airport terminals jammed with travellers carrying briefcases, rather than suitcases, at the end of the weekend is one sign that Euro-commuting has become one of the most popular types of international assignment on the continent. In the meantime, IHR managers back at the home office are looking at the best ways to manage the growing number of commuters.

John Pfeiffer is managing director of compensation consultancy Airinc Europe, Associates for International Research, Inc. As recently as two years ago, Pfeiffer said few IHR managers had developed Euro-commuter policies. But this has started to shift.

"It has to do with the critical mass that you have [working] on this basis," Pfeiffer said. Once there are a significant number of Euro-commuters, "then companies are anxious to put some policies in place."

What to consider

Pfeiffer says thoughtful Euro-commuting packages should consider three factors.

The first, naturally, is compensation, which should ideally include paid accommodation that includes kitchen facilities. Assuming this, a reasonable per diem can be determined. Because it is not a business trip and the assignee has access to a kitchen, the per diem does not need to be as high. For example, a business trip to Amsterdam may necessitate a EUR 60 per diem but a Euro-commuter in the Dutch capital will need only EUR 33.

Second, the company must decide on transportation, both in the host country and for trips home. How will the employee get around in the host country? And how often is the company willing to send them home? This can range from once a month to weekly. Since travel will occur in peak periods, companies will also need to consider paying peak prices, which Pfeiffer said will impact the bottom line of the assignment.

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