A growing number of companies give expatriated same-sex couples the same benefits as heterosexual couples. But same-sex couples can still face challenges abroad.
Benefits and support
When more than 600 international companies were asked if they give unmarried partners of expatriated employees benefits and support, it transpired that 56% of unmarried partners of the opposite gender did, while 50% of same-sex partners also received benefits and support. These figures can be found in the 2015 Global Assignment Policies and Practices Survey, published by professional services company KPMG.
Demand for global talent
The very small difference between the two groups of unmarried partners clearly shows the growing acceptance of same-sex couples by international companies. This reflects changes across societies, for instance in the United States where the Supreme Court recently decided to allow same-sex marriages in all American States. But it is also a reflection of the increasing demand for global talent in the international labour market for which there is enormous competition.
Still some issues
Despite the growing willingness of expatriating companies to treat same-sex couples the same as heterosexual couples there are still some issues related to sending homosexual couples abroad:
- Lesbian and gay assignees and their partners can feel left out as support and social environments in expat communities tend to cater to ‘traditional’ (i.e. heterosexual) expats.
- Visa applications can be difficult because some countries do not accept registered partnerships of couples of the same gender and/or same-sex marriages.
- The weak legal status of the same-sex partner can in some countries make it difficult or even impossible to obtain family bank accounts, insurance policies and joint mortgages. When children are involved both partners may not be considered legal parents.
- Many African and Islamic countries have anti-homosexuality laws. In some countries homosexuality is a capital crime.
