Globally, how are companies adapting to the COVID-19 business and workforce environment?
To ensure you have the timely and reliable data on how companies are adapting to the ever-changing COVID-19 business and workforce environment, make sure to visit this page often.  Results are automatically updated with each new data submission from the live survey. Data points are from Mercer's Global Survey #4 and are effective starting from April 20, 2020. All responses are kept strictly confidential and only reported in aggregate. 

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Current and future impact to business
What is the estimated impact of COVID-19 on company overall financial performance for 2020?
 Response percentResponse total
Low impact, financial performance is expected to be on or above budget 

17.01%49
Moderate impact 

47.22%136
High impact, financial performance is expected to be significantly under budget 

35.76%103
What is the estimated impact of COVID-19 on company workforce productivity year-to-date?
 Response percentResponse total
Negative impact, productivity is lower than normal 

30.61%86
Moderate impact 

56.58%159
Positive impact, productivity is higher than normal 

12.81%36
How has company infrastructure handled the culture and workplace change to working virtually?
 Response percentResponse total
Low impact, few to no issues transitioning to virtual working 

41.73%116
Moderate impact 

42.09%117
High impact, significant issues transitioning to virtual working 

16.19%45
Which of the following remote working challenges have companies encountered? (More than one answer could be selected.)
 Response percentResponse total
Manager’s ability to oversee virtual teams and autonomous work 

37.64%102
Work processes and metrics are not supporting of people working on flexible schedules 

21.03%57
Employees are experiencing mental health issues on account of social isolation and economic anxiety 

34.69%94
Teams are having difficulty communicating and collaborating virtually 

18.08%49
Inability to translate cultural strengths in the virtual environment 

14.39%39
None of the above 

26.94%73
Which of the following workforce priorities will companies review during the next three to six months? (More than one answer could be selected.)
 Response percentResponse total
Alternative learning models (VR/on-demand, etc.) 

30.3%80
Automation/artificial intelligence implementation 

18.18%48
Cross-training and knowledge transfer 

28.41%75
Flexible working 

61.36%162
Hiring to accommodate increased product or service demand  

6.82%18
Redundancy programs 

10.99%29
Remote working 

62.5%165
Reskilling or upskilling employees on new ways of working  

35.61%94
Restoring employee care and engagement  

35.99%95
Restructuring or reorganization 

29.17%77
Rewards strategy 

24.24%64
Succession planning 

19.7%52
None of the above  

3.41%9
Which of the following workforce areas of the Business Continuity Planning (BCP) do companies intend to review in the next three to six months? (More than one answer could be selected, only answers from companies with BCP's are included.)
 Response percentResponse total
Ensuring critical roles are covered by a succession plan 

44.6%99
Retention plans for critical talent 

37.84%84
Ensuring sufficient employees can be quickly reassigned to critical business areas and locations 

44.6%99
Minimizing the risk associated with skills and knowledge residing in contingent workers 

22.97%51
Line manager BCP training 

18.02%40
Improving the effectiveness of our mental wellbeing program 

32.43%72
None of the above 

9.46%21
Specific to employee support, which of the following actions are companies taking during the COVID-19 outbreak? (More than one answer could be selected.)
 Response percentResponse total
Introducing new programs specific to employee mental health 

30.47%78
Communicating reminders about existing employee mental health programs 

51.17%131
Cross-training employees to ensure continuity of operations  

30.08%77
Establishing optional virtual wellness and socializing moments for remote workers (e.g., tea breaks, yoga moments)  

43.75%112
Reimbursing internet expenses and work from home equipment for employees who do not typically work remotely 

14.45%37
Providing lump sum subsidies for employees to use at their own discretion 

5.47%14
Providing additional weeks of pay for employees to use at their own discretion 

5.08%13
Providing childcare allowances to be used at employee discretion due to school closures 

4.3%11
Implementing new recognition programs for employees who go above and beyond during the outbreak 

17.19%44
Making special arrangements for vulnerable employee populations (e.g., most susceptible to COVID-19) 

35.55%91
Recognizing and evaluated diversity issues arising from the pandemic 

11.33%29
Conducting internal surveys, interviews or focus groups to understand what employees are thinking and feeling 

32.81%84
Capturing informal information to better understand employees’ state of mind 

36.33%93
Investigating facility ventilation rates 

12.5%32
Enhancing cleaning and disinfection of the workplace 

61.33%157
None of the above  

2.73%7
How are companies handling each of the following employment types?

Summer internships (short-term training program)
 Response percentResponse total
Proceeding as planned with no changes 

13.56%24
Proceeding as planned but with virtual internships 

14.12%25
Staggering or delaying the start date 

7.91%14
Reducing the number of internships 

14.12%25
Canceling internship program for 2020 

21.47%38
Not sure, monitoring the situation 

28.81%51
Apprenticeships (formal, paid, long-term training program)
 Response percentResponse total
Proceeding as planned with no changes 

17.91%24
Proceeding as planned but with virtual apprenticeships 

20.9%28
Staggering or delaying the start date  

14.93%20
Rescinding offers for some apprentices 

6.72%9
Canceling apprenticeship program for 2020 

10.45%14
Not sure, monitoring the situation 

29.1%39
New college graduates hires
 Response percentResponse total
Proceeding as planned with no changes 

18.92%35
Proceeding as planned but as virtual hires 

17.84%33
Staggering or delaying the start date  

18.38%34
Rescinding offers for graduates 

8.11%15
Not sure, monitoring the situation 

36.76%68
Have companies considered using workforce sharing (e.g., loaning employees to other companies in need of resources)?
 Response percentResponse total
Yes, already implemented 

6.45%16
Yes, planning to implement 

8.07%20
Yes, still considering implementing 

9.68%24
No, would not consider or implement 

75.81%188
In which functions are companies anticipating a need to increase headcount in the next 12 months?  (More than one answer could be selected.)
 Response percentResponse total
Administration  

6.83%17
Audit 

1.21%3
Compliance 

4.42%11
Cybersecurity 

9.24%23
Digital 

9.24%23
Engineering  

13.25%33
Environmental health and sustainability 

3.21%8
Facilities and maintenance 

5.62%14
Finance and accounting  

4.42%11
Human resources  

6.43%16
Information technology 

14.46%36
Legal 

4.82%12
Manufacturing production 

8.03%20
Marketing and communications  

5.22%13
Product 

4.02%10
Quality assurance 

5.62%14
Research and development 

7.63%19
Risk 

2.01%5
Sales 

10.04%25
Supply chain  

6.02%15
Treasury and liquidity management 

0%0
Not applicable, we do not anticipate needing to increase headcount in the next 12 months  

44.58%111
Which of the following statements best summarizes expectations as to the impact automation or artificial intelligence (AI) will have on workforce size, specifically as a result of COVID-19’s impact?
 Response percentResponse total
Job and task automation will be accelerated in existing parts of the business and reduce the workforce size 

11.16%28
Job and task automation will be accelerated in existing parts of the business but workforce reduction will be limited 

17.93%45
Job and task automation will remain similar to pre-COVID-19 environment but we will prioritize technology that enables workforce reductions 

11.95%30
Job and task automation opportunities are only being explored in new business areas  

5.18%13
COVID-19 will not have a specific impact to our automation or AI activities 

18.73%47
Not applicable, we are not planning to implement job and task automation in our company 

24.3%61
None of the above 

10.76%27
How is COVID-19 affecting company transaction strategies (i.e., mergers, acquisitions, divestitures, joint ventures & partnerships) for the next 12 months? (Only applicable responses have been included.)
 Response percentResponse total
Increasing appetite for transactions 

13.68%26
Decreasing appetite for transactions 

16.32%31
No change to strategy 

35.79%68
Not sure, monitoring the situation 

34.21%65
Which of the following transaction actions are companies considering as a result of COVID-19? (More than one answer could be selected.)
 Response percentResponse total
Considering divesting some parts of our business 

11.86%21
Accelerating delayed integration of acquired businesses to unlock synergies 

7.35%13
Defining turnaround strategies for distressed company business units 

14.12%25
Pursuing opportunistic transactions focused on scale (e.g., buying smaller businesses similar to your own) 

17.51%31
Pursuing opportunistic transactions focused on scope (e.g., expanding into adjacent businesses or acquiring unlike assets) 

8.48%15
Pursuing opportunistic transactions focused on talent (e.g., buying a business for the talent) 

2.83%5
Evaluating new opportunities through joint ventures or partnerships  

21.47%38
Not considering any of these actions at this time  

41.81%74

On-site employee support
Do companies have any essential employees that are required to be on-site?
 Response percentResponse total
Yes 

71.96%213
No 

28.04%83
Are companies providing additional pay to on-site employees? (More than one answer could be selected.)
 Response percentResponse total
Yes, as an on-going percentage of pay  

7.19%10
Yes, as a one-time lump sum  

12.95%18
Yes, as a weekly lump sum  

3.6%5
Yes, as a bi-weekly lump sum 

1.44%2
Yes, some other form of payment 

10.79%15
No additional pay is provided 

67.63%94
On average, regardless of method of payment, what percentage of additional pay is being provided to the majority of eligible employees?
 Response percentResponse total
0.1% to 4.9% 

39.54%17
5% to 9.9% 

16.28%7
10% to 14.9% 

9.3%4
15% to 19.9% 

9.3%4
20% to 24.9% 

6.98%3
25% to 29.9% 

4.65%2
30% to 49.9% 

4.65%2
50% to 74.9% 

6.98%3
75% to 99.9% 

0%0
100% or higher 

2.33%1
Which of the following measures are companies taking to protect the health of your on-site employees? (More than one answer could be selected.)
 Response percentResponse total
Improving facility ventilation rates 

26.47%36
Working toward improving facility ventilation rates 

11.77%16
Enhanced cleaning and disinfection of the workplace 

83.09%113
Providing facemasks 

79.41%108
Providing personal protective equipment including gloves and gowns 

55.88%76
Changing shifts and workgroups to improve social distancing 

67.65%92
Implementing other measures to improve social distancing 

69.85%95
Implementing physical or structural changes to the workplace (e.g., sneeze guards, barriers) 

34.56%47
Conducting employee COVID-19 screenings and assessments 

44.12%60
None of the above  

2.21%3
Among companies that are conducting employee screenings and assessments, which of the following are companies implementing for on-site employees? (More than one answer could be selected.)



Note: This is a follow-up question only for respondents selecting “Conducting employee COVID-19 screenings and assessments” in the question above; if all respondents were included, the percentages would be significantly lowe
 Response percentResponse total
Administering temperature screening on-site 

78.57%44
Administering symptom questionnaire on-site 

46.43%26
Performing screening for presence of virus (PCR testing) 

10.71%6
Performing screening for immunity (serology screening for antibodies) 

5.36%3
Requiring employee self-assessment and verification 

48.21%27
Requiring employee self-temperature checks and verification 

26.79%15
Hiring on-site clinical staff (e.g., medical assistants, technicians, nurses) 

16.07%9
Contracting outside services to conduct the health screenings 

5.36%3
Purchasing thermal temperature scanning cameras 

19.64%11
Purchasing handheld scanners 

23.21%13
Purchasing other medical equipment 

14.29%8
None of the above  

3.57%2
Which of the following challenges have companies experienced when trying to support on-site essential employees? (More than one answer could be selected.)
 Response percentResponse total
Unable to find masks to purchase 

38.35%51
Unable to find thermometers to use 

13.53%18
Difficulty maintaining social distancing in the workplace 

32.33%43
Unable to test employees for virus/antibodies due to lack of test kits 

25.56%34
Unable to test employees for virus/antibodies because employees do not want to be tested 

3.76%5
Employees not coming to work due to fear of getting sick 

36.84%49
No challenges encountered to date  

24.06%32
How are companies handling job protection for healthy employees who are required to work on-site but decline to work?
 Response percentResponse total
Job protection from government entities 

21.71%28
Job protection from company policy 

48.84%63
No job protection, employees must come to work 

29.46%38
How are companies handling pay for healthy employees who are required to work on-site but decline to work?
 Response percentResponse total
Employee is paid in full, no paid time off is required 

34.85%46
Employee can use accrued paid time off plus borrow time if not yet accrued 

18.94%25
Employee can use accrued paid time off if available, if not available, employee is not paid 

46.21%61

Changes to benefits, compensation, and incentives
How are companies handling retirement plan defined contribution matching?
 Response percentResponse total
Implemented a freeze on company match 

11.02%14
Planning to implement a freeze on company match  

3.94%5
Considering implementing a freeze on company match 

10.24%13
No changes planned 

58.27%74
Not sure, monitoring situation  

16.54%21
Which of the following actions relating to retirement benefits are companies considering? (More than one answer could be selected.)
 Response percentResponse total
Changes to the investment policy or asset mix 

4.44%4
Temporary changes to the retirement benefits provided 

6.67%6
Communications to employees to inform them of the impact of the market movements on their benefits 

15.56%14
Impact assessment of the market movements on company labor pool 

7.78%7
None of the above 

67.78%61
Which of the following changes have companies made to their paid time off (PTO) policies specifically as a result of COVID-19’s impact? (More than one answer could be selected.)
 Response percentResponse total
Allowing employees to carryover PTO to the next annual leave cycle, but only if required to work 

9.45%12
Allowing employees to carryover PTO to the next annual leave cycle electively 

7.87%10
Eliminating the cap on number of carryover days 

3.15%4
Allowing employees to donate their PTO to a colleague in need of extra leave 

4.72%6
Paying out unused PTO for employees who are required to work 

3.15%4
Using paid time off days to shorten or compress the workweek 

8.66%11
Requiring employees to take vacation days during specific timeframes 

10.24%13
None of the above, implemented an emergency paid leave policy to handle COVID-19 leave separately from regular paid time-off policy  

18.9%24
None of the above, employees have unlimited PTO 

4.72%6
None of the above  

41.73%53
How are companies handling compensation in countries with significant currency devaluation and high inflation? (More than one answer could be selected. Only applicable responses have been included.)
 Response percentResponse total
Emergency payment to the employee 

11.77%4
Hardship fund 

17.65%6
Salary review 

61.77%21
Exception granted to continue with planned merit increase 

23.53%8
Are companies considering changes to union contract terms or provisions as a direct result of the COVID-19 impact? (More than one answer could be selected, only applicable responses are included.)
 Response percentResponse total
Yes, premium compensation for front-line workers 

12.5%5
Yes, guaranteed pay for all union employees, regardless of whether they are coming to work 

5%2
Yes, salary freezes 

15%6
Yes, asking union to postpone dues 

2.5%1
Yes, asking unions to take concessions similar to those imposed on non-union employees 

7.5%3
No, there will be no changes to union contract terms or provisions 

60%24
How has COVID-19 affected 2020 salary increase budgets?
 Response percentResponse total
Salary budget increased 

5.65%7
Salary budget decreased 

31.45%39
Not sure, budget has not been finalized 

31.45%39
No change, salary increases were or will be implemented as planned  

31.45%39
Will any employees be affected by a 2020 salary freeze (i.e., no salary increase) because of COVID-19?
 Response percentResponse total
Yes, implementing a salary freeze for all employees 

23.53%20
Yes, implementing a salary freeze for some employees 

21.18%18
Not sure, monitoring the situation 

50.59%43
No 

4.71%4
Are companies making changes to their 2020 annual incentive plans? (More than one answer could be selected and only applicable answers have been included.)
 Response percentResponse total
Yes, will reset the plan for the entire year  

8.04%9
Yes, will reset the plan for the second half of the year  

8.04%9
Yes, have completely canceled the annual incentive plan for the year 

7.14%8
No changes planned  

20.54%23
Not sure, monitoring the situation  

56.25%63
What parts of the incentive plan will companies update? (More than one answer could be selected.)
 Response percentResponse total
Revised metrics 

26.92%7
Revised metric weighting allocation 

26.92%7
Reduced thresholds  

26.92%7
Adjusted incentive target opportunity 

23.08%6
Calculation methodology, elimination of quarter results from annual results 

15.39%4
Calculation methodology, adjusted financials of the annual plan 

15.39%4
Plan eligibility  

7.69%2
For which job levels do companies intend to change the eligibility? (More than one answer could be selected.)
 Response percentResponse total
Executives 

100%2
Management 

100%2
Professionals, nonsales 

100%2
Professionals, sales 

100%2
Para-professional, white collar 

100%2
Para-professional, blue collar 

50%1

Labor cost reductions
Are companies considering any form of labor cost reduction in 2020 as a direct result of COVID-19’s impact?
 Response percentResponse total
Yes 

51.28%80
No 

48.72%76
Which of the following labor cost reductions are companies making to reduce labor costs over the next six months? (More than one answer could be selected.)
 Response percentResponse total
Implementing reductions-in-force (permanent termination of employment)  

34.04%16
Implementing furloughs (temporary separation of employment)  

25.53%12
Implementing early retirement packages 

4.26%2
Freezing headcount (hiring freeze) 

68.09%32
Reducing pay, according to statutory guidelines 

27.66%13
Reducing executive pay, according to statutory guidelines 

36.17%17
Delaying 2020 merit increases  

25.53%12
Rescinding 2020 merit increases 

8.51%4
Reducing incentive bonuses 

17.02%8
Cancelling incentive bonuses 

10.64%5
Reducing sales commissions 

12.77%6
Requesting voluntary sabbaticals 

2.13%1
Requiring mandatory vacation 

12.77%6
Suspending new international assignments 

6.38%3
Repatriating current international assignments 

2.13%1
Changing from full-time to part-time status  

4.26%2
Suspending fixed term contract extensions 

10.64%5
Reducing contingency or gig workers 

12.77%6
Not sure, monitoring the situation  

8.51%4
No measures planned for the next six months  

2.13%1
Are companies first implementing other labor cost-containment activities to try to avoid or eliminate the need for reductions-in-force?
 Response percentResponse total
Yes 

75%12
No 

25%4
At what rate will companies pay furloughed employees?
 Response percentResponse total
Full pay 

8.33%1
Partial pay 

16.67%2
No pay 

75%9
Are companies making any changes to their existing severance policy specifically due to COVID-19’s impact? (More than one answer could be selected.)
 Response percentResponse total
Providing packages above the statutory legal requirement 

4.35%2
Enhancing severance packages generally 

4.35%2
Extending health insurance coverage  

10.87%5
Extending life insurance coverage 

8.7%4
Extending financial wellness education and support 

6.52%3
Extending outplacement services 

6.52%3
Enhancing pre-retirement options such as access to savings and contributions to retirement plans 

0%0
Reducing severance packages provisions 

8.7%4
No changes to severance packages  

67.39%31
When implementing labor cost reduction initiatives, which of the following apply? (More than one answer could be selected.)
 Response percentResponse total
Implementing unilaterally 

31.11%14
Collaborating or negotiating with employees 

26.67%12
Collaborating or negotiating with unions to determine alternatives 

26.67%12
Considering employee personal situations where allowed by law 

11.11%5
None of the above 

24.44%11
Salesforce specific questions
Do companies have employees in a sales role?
 Response percentResponse total
Yes 

72.87%94
No 

27.13%35
How have sales teams been impacted by COVID-19?
 Response percentResponse total
Increase in sales activity 

4.76%3
Decrease in sales activity 

71.43%45
No change to sales activity 

23.81%15
How are companies handling base pay for sales roles who have to stop their normal sales activities?
 Response percentResponse total
No change 

75.81%47
Reduction of base pay 

4.84%3
Not applicable 

19.36%12
Are companies changing incentive plan measures for their sales force due to COVID-19’s impact?
 Response percentResponse total
Yes, changing to qualitative metrics such as activity-based 

12.7%8
Yes, changing to other quantitative metrics 

20.64%13
No 

66.67%42
Are companies guaranteeing any portion of incentive pay for their sales force?
 Response percentResponse total
Yes, 100% 

1.59%1
Yes, 80% to 99% 

1.59%1
Yes, 50% to 80% 

11.11%7
Yes, less than 50% 

3.18%2
No, we are not guaranteeing any portion of incentive pay 

82.54%52
For how long are companies planning to have the guarantee in place?
 Response percentResponse total
Less than one month 

9.09%1
One month to less than 3 months 

45.46%5
Three or more months 

36.36%4
Indefinitely 

9.09%1
Are companies planning a temporary reduction of any portions of their sales force? (More than one answer could be selected.)
 Response percentResponse total
Account management 

11.11%7
Customer service 

12.7%8
Direct sales 

12.7%8
E-business sales 

0%0
Field sales 

12.7%8
Indirect sales 

3.18%2
Inside sales 

6.35%4
Sales management/leadership 

6.35%4
Store sales 

3.18%2
Technical sales consultants 

3.18%2
Telesales 

0%0
We are not planning a temporary reduction in any sales roles  

73.02%46
Preparing for return to work
Which of the following workforce strategies are companies considering in their effort to bring employees back to work? (More than one answer could be selected.)
 Response percentResponse total
Staggering return to work to allow greater social distancing by splitting employees into shifts based on specific criteria (e.g., by name A-M and P-Z work different days) 

59.62%31
Creating smaller workgroups to limit mixing of employees/groups in the workplace 

42.31%22
Staggering return to work based on employees’ own health risks related to COVID-19 (e.g., older employees or those with chronic conditions return later), if legally authorized 

51.92%27
Requiring antibody screening to test for immunity (where available) before return to work 

1.92%1
Returning to work strategies will be based on local infection rates and risk (e.g., different strategies by location) 

40.39%21
Following government guidelines, procedures and protocols 

71.15%37
Not sure, have not yet considered a return to work strategy  

7.69%4
Do companies have any plans on how business will be conducted when social distancing guidelines are removed?
 Response percentResponse total
Most employees will continue to work virtually as much as possible, regardless of social distancing rules 

9.26%5
Most employees will continue to work virtually in the short-term but will return to onsite working when deemed safe 

31.48%17
Most employees will return to working onsite, unless there is a valid reason for employees not to return, (i.e., office is in a localized COVID-19 hotspot, employees have underlying health issues) 

24.07%13
All employees will be required to return to standard work arrangements, as soon as social distancing rules are lifted 

3.7%2
Leaving the decision up to the employees and will provide support as needed 

5.56%3
Not sure, monitoring the situation 

25.93%14
Once shelter-in-place rules are lifted and employees return to the worksite, which of the following actions are companies planning to provide to protect the health of your workforce? (More than one answer could be selected.)
 Response percentResponse total
Improving facility ventilation rates 

18.87%10
Enhancing cleaning and disinfection of the workplace 

77.36%41
Providing facemasks 

56.6%30
Providing personal protective equipment including gloves and gowns 

22.64%12
Changing shifts and workgroups to improve social distancing 

49.06%26
Implementing physical or structural changes to the workplace (e.g., sneeze guards, barriers) 

32.08%17
Conducting employee COVID-19 screenings and assessments 

30.19%16
None of the above  

15.09%8
Among companies that are planning to conduct employee screenings and assessments, which of the following are companies planning to implement?





Note: This is a follow-up question only for respondents selecting “Conducting employee COVID-19 screenings and assessments” in the question above; if all respondents were included, the percentages would be significantly lower.
 Response percentResponse total
Administering temperature screening onsite 

75%12
Administering symptom questionnaire onsite 

50%8
Performing screening for presence of virus (PCR testing) 

0%0
Performing screening for immunity (serology screening for antibodies) 

0%0
Requiring employee self-assessment and verification 

62.5%10
Requiring employee self-temperature checks and verification 

31.25%5
Hiring on-site clinical staff (e.g., medical assistants, technicians, nurses) 

18.75%3
Contracting outside services to conduct the health screenings 

6.25%1
Purchasing thermal temperature scanning cameras 

25%4
Purchasing handheld scanners 

18.75%3
Purchasing other medical equipment 

12.5%2
None of the above  

0%0
Do companies have a return-to-work policy relating to employees who are or who become ill with COVID-19 in the future?
 Response percentResponse total
Yes 

39.62%21
No, but will within the next 2-4 weeks 

9.43%5
No, but working on developing 

33.96%18
No, with no plans to develop  

16.98%9
What criteria are companies using or planning to use to return employees to work after being ill with COVID-19 (confirmed or presumed)? (More than one answer could be selected.)
 Response percentResponse total
Three (3) days with no fever without fever-reducing medicines, improving symptoms and at least seven days since initial symptoms 

34.88%15
Resolution of fever without fever-reducing medicines, improving symptoms and two negative, consecutive tests greater than 24 hours apart 

13.95%6
Cleared by a doctor and requiring a note 

58.14%25
Antibody test to determine immunity, once available 

6.98%3
Other protocol 

25.58%11
None of the above, waiting for guidance from local health administrations 

9.3%4

Impact on global mobility
Do companies have international assignees or employees on global assignments?
 Response percentResponse total
Yes 

50.88%29
No 

49.12%28
How are companies handling new international assignments and new international hires during the COVID-19 outbreak? (More than one answer could be selected.)
 Response percentResponse total
All new assignments have been frozen until further notice 

41.67%5
Only business critical assignments are authorized 

25%3
All new international hires have been frozen until further notice 

25%3
Only business critical international hires are authorized  

33.33%4
No changes to new international assignments 

16.67%2
No changes to new international hires  

0%0
How are companies handling assignee repatriation during the COVID-19 outbreak?
 Response percentResponse total
Implementing mandatory repatriation for all our assignees 

8.33%1
Implementing mandatory repatriation for some locations 

8.33%1
Allowing early repatriation only if requested by the assignee 

50%6
No changes to repatriation of existing international assignments 

33.33%4
If work has been halted in the host location, how are companies managing assignee packages? (Only applicable responses have been included.)
 Response percentResponse total
Continued mobility allowances, but employment conditions handled locally 

0%0
Discontinued mobility allowances and employment conditions handled locally 

0%0
No changes to assignment packages 

100%5
How are companies handling hardship and mobility incentive premiums for assignees working in locations impacted by COVID-19? (Only applicable responses have been included.)
 Response percentResponse total
Increased hardship/quality of living/location allowance for some location 

0%0
Implemented a new incentive/premium to reflect the increased risk and disruption in some locations 

0%0
No change to hardship and incentive premiums 

100%8
Are companies reviewing their international assignment policies or guidelines as a result of COVID-19’s impact?
 Response percentResponse total
Yes, currently reviewing 

16.67%2
Yes, planning to review in the next three to six months 

33.33%4
No 

50%6
How are companies planning to handle international assignments over the next two years?
 Response percentResponse total
Implemented a reduction 

0%0
Planning to implement a reduction 

8.33%1
Planning to implement an increase 

0%0
Considering implementing a reduction 

8.33%1
Considering implementing an increase 

0%0
Do not plan to make any changes 

25%3
Not sure, monitoring the situation 

58.33%7
Participant demographics
Size of company workforce
 Response percentResponse total
Under 500 employees 

38.88%381
500 to 999 employees 

14.59%143
1,000 to 4,999 employees 

22.76%223
5,000 to 49,999 employees 

17.45%171
50,000 or more employees 

6.33%62
Headquarter region
 Response percentResponse total
Africa 

2.98%29
Asia 

12.85%125
Australia or Oceania 

1.75%17
Eastern Europe 

4.01%39
Latin America and Caribbean 

12.95%126
Middle East 

1.85%18
North America 

51.7%503
Western Europe 

11.92%116
Primary line of business
 Response percentResponse total
Aerospace and defense 

1.44%14
Agriculture, animals, forestry, fishing, and hunting 

1.34%13
Automotive 

2.06%20
Banking or credit 

2.78%27
Chemicals 

2.68%26
Communications and media  

2.06%20
Construction or engineering 

2.47%24
Education 

4.53%44
Energy 

3.6%35
Financial services 

6.07%59
Healthcare providers 

4.94%48
High technology or other technology including fintech 

6.89%67
Hospitality and entertainment, including restaurants 

2.47%24
Insurance and reinsurance 

2.88%28
Life sciences including medical devices, pharmaceuticals, and health-related industries 

3.91%38
Legal services 

1.03%10
Logistics 

2.68%26
Manufacturing, consumer goods 

4.84%47
Manufacturing, durables 

2.16%21
Manufacturing, food and beverage 

2.88%28
Manufacturing, general 

1.34%13
Manufacturing, luxury goods 

0.21%2
Manufacturing, industrial 

4.22%41
Manufacturing, nondurables 

0.1%1
Manufacturing, textiles 

0.31%3
Manufacturing, other 

1.65%16
Marine  

0%0
Mining and metals 

0.21%2
Multi-industry 

0.62%6
Professional services including consulting 

4.42%43
Public sector or not-for-profit 

3.29%32
Real estate 

1.24%12
Retail or wholesale 

5.35%52
Sports 

0.93%9
Telecommunications 

1.24%12
Tourism 

0.72%7
Transportation including airlines and rail 

1.13%11
Utilities 

0.62%6
Services  

3.29%32
Other 

5.45%53