Finding Employment as an Expat: A Practical Guide

The nature of international employment has changed substantially over the past decade. The traditional model — a British professional dispatched abroad by a multinational employer on a generous expat package, complete with housing allowance, school fees, flight allowances and a cost-of-living uplift — is increasingly uncommon outside a narrow band of senior corporate roles. For most expats, particularly those who move for lifestyle reasons or follow a partner, employment abroad means entering the local job market, competing with local candidates, and accepting locally benchmarked compensation.

Understanding this reality before you relocate avoids significant financial disappointment and allows for more honest pre-move financial planning.

Local Hire vs Traditional Expat Package

A traditional expat package can be worth 30–50% more than equivalent base salary once housing, schooling, tax equalisation and allowances are included. These are now typically reserved for internal corporate transfers of senior managers or specialists, assignments in hardship locations, or roles where the employer specifically requires a foreign national's skills or clearances.

If you are relocating independently — moving abroad and then seeking work — you are almost certainly a local hire. Employers in most jurisdictions will not offer expat benefits to someone already resident. The exception is if you negotiate before arrival, or if you are sponsored by a multinational's local operation that has a policy of offering structured packages to all foreign hires.

This has direct implications for housing, schooling, pension contributions and overall budgeting. Local hire salaries in Dubai, Singapore or Hong Kong can still be internationally competitive; local hire in Southern Europe or Southeast Asia typically reflects local market rates, which may be significantly below UK equivalents.

Work Permits and Visa Sponsorship

In most jurisdictions, working legally requires either a work permit, a sponsored visa, or a specific status that grants the right to work (for example, a spouse visa, a permanent residency permit, or citizenship).

The critical point is that the employer typically has to sponsor the permit, not the employee. This creates an asymmetry: an employer considering two otherwise equal candidates — one with the right to work already, one who requires sponsorship — faces additional cost and administrative burden with the latter. The right to work independently (as a permanent resident, a EU/EEA citizen, or under a specific visa category that grants work rights) is therefore a significant competitive advantage in local job markets.

Before applying for roles, understand precisely what your current visa status permits. UAE employment visas are tied to the employer; if you leave that employer, the visa expires and you have a limited period to find new sponsorship or depart. In Thailand, the Business Visa and Non-Immigrant B categories require employer sponsorship; freelance work is not legally permitted under most visitor visa conditions. In most EU countries, non-EU nationals without permanent residency require sponsored work permits, which limits the applicant pool.

If you have the right to reside without a working restriction — for example under a Golden Visa, an investment residency, or a Digital Nomad visa — make this explicit early in applications. It removes a major obstacle for employers.

LinkedIn International Job Strategy

LinkedIn remains the single most effective tool for international job searching, but requires deliberate configuration for a cross-border search.

Set your profile location to your target city rather than your UK address. Many recruiter search algorithms filter by location, and profiles listed in the UK are deprioritised for local roles. If you have not yet moved, note "Relocating to [City] in [Month]" in your headline or about section.

Connect proactively with professionals in your target industry and city. The connection request should include a brief note explaining your background and interest — generic requests are frequently ignored. Alumni networks from British universities often have active chapters in major expat hubs: Dubai, Singapore, Hong Kong, New York and Sydney all have well-established Russell Group alumni communities.

Follow local companies, join relevant LinkedIn groups specific to your target market, and engage with content from local professionals. Passive profile visibility is useful; active participation builds the local professional network faster.

Local Recruitment Agencies vs Global Executive Search

For professional and managerial roles, local specialist recruitment agencies are often more effective than applying direct. They have existing relationships with hiring managers, pre-screen candidates before submission, and provide insider knowledge about role specifics that are not apparent from job advertisements.

Research agencies that specialise in your sector in your target market. In Dubai, Robert Half, Michael Page, Hays and Charterhouse operate at the professional and executive level. In Singapore, the same firms plus local specialists such as Adecco Singapore and Ambition handle different segments of the market. In Europe, market-specific agencies often outperform the global networks for mid-level roles.

For senior executive roles (C-suite, partner level, managing director), global executive search firms — Egon Zehnder, Spencer Stuart, Korn Ferry, Odgers Berndtson — operate internationally and maintain candidate databases across markets. Introductions through these firms carry significant weight; if you have relationships with executive search consultants in the UK, ask them for introductions to their counterparts in your target market.

Understanding Local CV and Interview Expectations

CV conventions vary. In the UK, a two-page CV is standard for most roles. In the US (and in US-influenced markets such as Singapore), a one-page résumé is the norm for roles below director level. In Germany and the Netherlands, a photograph and date of birth are typically included. In the UAE, specifying nationality is commonplace.

Research local conventions specifically — do not assume UK norms transfer. Ask a local recruiter to review your CV before you begin applications.

Interview style also varies significantly. In many East Asian markets, directness about salary expectations or self-promotion in interviews is considered inappropriate; the style tends toward modesty and deference to seniority. In the Middle East, relationship-building before formal interviews is culturally important — being invited for a preliminary coffee or introductory meeting is part of the process, not an imposition. In Northern Europe, flat hierarchies mean interviews can feel very informal and collaborative even for senior roles.

Salary Negotiation Across Cultures

Salary negotiation is culturally variable. In the UK, there is a relatively shared understanding that the first offer is not necessarily final. In the UAE, the initial offer is often more negotiable than the advertised range suggests, and it is expected that candidates will counter. In Japan and South Korea, significant counter-offers can be viewed as disruptive to established pay scales and may damage candidacy.

Research market rates thoroughly before negotiating. Glassdoor, LinkedIn Salary, and local equivalents (GulfTalent in the GCC, Jobstreet in Southeast Asia) provide benchmarks. Know whether the quoted salary is inclusive or exclusive of housing allowance, health insurance and annual flight home — in markets such as the UAE and Qatar, these allowances are separately structured and their presence or absence significantly alters the total package value.

Self-Employment and Freelancing Abroad

Self-employment abroad is growing in viability, particularly for professionals in consulting, technology, marketing, legal, financial and creative fields. The IR35 rules that govern off-payroll working in the UK are specifically UK domestic legislation and have no application outside the UK — you will however need to understand local tax treatment of self-employment income and any regulatory requirements to operate as a business in your host country.

Most countries require some form of business registration for ongoing self-employment: a sole trader registration, a local company, or a specific freelancer permit. In the UAE, a Freelancer Permit is available through several free zones and permits legal self-employment to non-residents. In Spain, registering as autónomo is straightforward but social security contributions are mandatory from registration. In Thailand, working on a tourist visa as a freelancer is not legal, regardless of whether the income is earned from foreign clients.

Understand also where your income will be taxed. If you are a UK resident, all worldwide income is taxable in the UK regardless of where it is earned or where clients are based. If you are a non-UK resident, the UK tax position depends on the source of the income and any applicable double taxation agreement. Take professional tax advice before structuring cross-border self-employment.

Contract Types and Employment Law

Local employment contracts can differ significantly from UK norms. In most EU jurisdictions, employee protections are considerably stronger than in the UK: redundancy notice periods are longer, statutory severance is common, and unfair dismissal claims are more straightforward. In the GCC, employment law is increasingly employee-friendly but enforcement can be inconsistent. In Thailand, the Labour Protection Act provides meaningful rights but enforcement requires local knowledge.

If you are joining a multinational as a secondment from a UK parent entity, the contract structure — whether you remain on the UK payroll or are transferred to a local employment contract — has significant implications for pension contributions, employment rights, tax treatment and benefits. Take independent legal advice on secondment agreements, not just the employer's HR guidance.

How Global Investments Can Help

Whether you are moving abroad for a specific role or relocating for lifestyle reasons and then seeking employment, Global Investments can introduce you to specialist relocation advisers, employment lawyers and professional networks across the international markets we work in. We also work with clients on the financial planning aspects of international career transitions: managing pension gaps, currency risk, property investments timed around career moves, and the financial independence structures that give professionals genuine options about where and how they work.

Speak to our team to discuss your plans.

This article provides general information only. Immigration and employment law is jurisdiction-specific and changes frequently. Always take professional legal advice before committing to a work arrangement abroad.