trend of women who reach senior positions in their companies, who also need international experience and this has increased the proportion of male spouses and partners. The percentage of male partners often varies with the type of organization or industry. Many companies report an average of 10% male partners.

In April 2013 the Permits Foundation conducted an International Survey with regard to work permits and global mobility of Expatriate Spouses and Partners. The survey examined the views of 3,300 expatriate spouses and partners of 120 nationalities, who were at the time accompanying international employees working in 117 host economies for over 200 employers in both the private and public sector. The survey found that economies which enable spouses or partners to work are considered as attractive destinations by 96% of respondents. Economies with work permit restrictions are less attractive and 58% of spouses or partners indicated that they would be unlikely to relocate to a country where it was difficult to get a work permit. Twenty-two percent of spouses or partners reported that the expatriate employee had turned down at least one assignment because of concerns about the accompanying spouse’s or partner’s career or employment and 7% had terminated an assignment early for the same reason. For employers, these assignment refusals and early terminations imply lost potential and financial cost.

Spouses and partners face a number of challenges. Whereas the employee usually transfers within his or her company as part of a career plan, the partners have to uproot themselves from their current job and company. They may have no professional network in the new country and the market for their skills may be completely different. They may face language and cultural barriers and their qualifications may not be recognized at the same level.

Many economies require expatriate spouses or partners to have a separate work permit, even though they are legally residents. This is often difficult and time consuming. In short, the lengthy work permit regulations represent a real deterrent both to the partners themselves and to companies that might otherwise be prepared to employ them.

Allowing spouses and partners to work in a host country does not have a negative effect with regard to reducing employment opportunities for local staff since the proportion of expatriate staff and spouses/partners is very small. What is more important is the positive impact on the economy and labor market of attracting international companies and organizations to base their operations in the country.

In allowing spouses to work freely, governments recognize the value to the economy of creating an attractive climate for inward investment, international organizations and knowledge workers. Allowing spouses and partners to work represents a "triple win" for internationally mobile families, the organizations that employ them, and their host and home economies, which ultimately is beneficial to their economic competitiveness and ability to attract foreign direct investment.

Taking into account the specifics of the case study, respondents answered that Spousal Work Permits are only available in Australia, Canada, the Netherlands, the United Kingdom and Hong Kong SAR, China. For the rest of the surveyed economies, it is difficult for an accompanying partner to work even though they are legally resident. Normally, the spouse is entitled to receive a dependent visa which is linked to the TWP of the working spouse. A dependent visa generally prohibits spouses taking up employment. If the accompanying spouse would like to work then s/he would normally need to apply separately for a TWP.

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