Here’s a Scary Statistic About Repatriated Employees (and What You Can Do To Change It)
Here’s a statistic every global mobility leader should pay attention to:
Between one-quarter and one-third of repatriated employees leave their organization within two years of returning home (Suutari & Brewster, 2017; Sánchez Vidal, 2008).
Ouch.
That means that after years of investment in relocation, leadership development, and global experience, a significant share of employees bring that expertise home—and then walk out the door. The cost isn’t just emotional or cultural; it’s also financial.
According to a joint report from International SOS, KPMG, and Ipsos (2024), a failed international assignment can cost over a million dollars once you factor in relocation, family support, allowances, and lost productivity.
So why are so many repatriates leaving—and what would it take to change that story?
Why So Many Returning Expats Struggle
Repatriation isn’t simply coming home; it’s entering another major life transition. Many returning expats say it’s actually harder than moving abroad in the first place. Here’s why:
Reverse culture shock. “Home” feels different—and so do they.
Loss of identity and purpose. Overseas, they were valued as the “global expert.” Back home, their international experience may be minimized or misunderstood.
Career mismatch. Too often, there’s no clear plan for how to leverage the new skills and global perspective they’ve gained.
Family adjustment challenges. Partners and children face their own transitions with schools, friendships, and routines.
Lack of structured support. Few organizations offer a guided reentry process or professional debriefing to help employees reintegrate well.
The outcome? Disengagement—and eventually, attrition.
How Companies Can Change the Story
The good news: high repatriate turnover is not inevitable. Research points to several practical actions that can make a measurable difference (Lazarova & Cerdin, 2007; Sánchez Vidal, 2008):
Start planning early. Treat the return as another assignment, not an afterthought. Begin preparing 6–12 months before relocation back home.
Create a clear career pathway. Define how the international experience will contribute to their ongoing professional growth.
Offer professional debriefing and reintegration support. Guided reflection helps employees process their time abroad and apply those lessons in new contexts.
Support the family. A smooth family transition often determines whether the overall experience is sustainable.
Build a support network. Connect them with peers who’ve already navigated the process—community normalizes the journey.
Recognize and leverage global expertise. Encourage your returned employees to mentor new assignees or participate in global projects..
The Bigger Picture
Repatriation can be either a point of loss—or a catalyst for renewal.
When organizations intentionally support employees and their families through this transition, they don’t just retain talent; they strengthen their global leadership pipeline.
Returning employees bring home cultural intelligence, agility, and a broader worldview—all powerful assets in an interconnected economy. The investment has already been made; the opportunity lies in helping it take root.
We Want to Help
At Expat Resilience, we help organizations transform repatriation into retention.
Our structured debriefing and reintegration programs guide employees as they process their international experience, reconnect with purpose, and reengage meaningfully with their work and community at home.
If your organization is ready to turn global experience into lasting value, download our service overview or contact us to design a tailored repatriation support plan for your teams.