What Is Expat Defining Global Relocation Journeys

Motivations and Reasons for Becoming an Expatriate

Categorized Motivations for Expatriation

1. Career and Professional Development
   Career progression remains the dominant motivation for expatriation, particularly among professionals in high-demand fields such as finance, technology, engineering, and healthcare. Multinational corporations (MNCs) frequently relocate employees to international hubs for skill development, exposure to global markets, and leadership training. According to a 2022 Mercer Mobility Report, 58% of expatriates cite career advancement as their primary reason for relocation, with sectors like oil and gas, consulting, and IT leading the trend. For instance, a 2021 case study by the Harvard Business Review highlighted how software engineers in Silicon Valley often relocate to Singapore or Dubai to work for regional tech giants, where salaries and growth opportunities surpass those in saturated domestic markets. The decision is further incentivized by employer-sponsored relocation packages, which cover housing, education, and tax optimization in many cases.
2. Education and Academic Pursuit
   Access to world-class educational institutions and research opportunities drives students and academics to expatriate, particularly in countries with renowned universities. The QS World University Rankings 2023 identified the United States, United Kingdom, Canada, Australia, and Germany as top destinations for international students, with over 10 million students studying abroad annually. For example, Indian students represent the largest group of international students in the U.S. (2022 Open Doors Report), often pursuing STEM fields due to stronger industry ties and higher employability post-graduation. Additionally, researchers and professors relocate for collaborative projects funded by international grants, such as those from the European Union’s Horizon Europe program, which attracted €80 billion in funding for global research initiatives between 2021 and 2027.
3. Lifestyle and Personal Fulfillment
   Expatriation for lifestyle reasons reflects a growing trend among retirees, digital nomads, and individuals seeking cultural immersion or environmental advantages. Countries like Portugal, Spain, Thailand, and Costa Rica have become popular for their cost-of-living benefits, tax incentives (e.g., Portugal’s Non-Habitual Resident program), and relaxed living standards. A 2023 study by the International Living Index ranked Vietnam, Malaysia, and Mexico as top destinations for retirees due to affordability and healthcare quality. Meanwhile, digital nomads—freelancers and remote workers—are drawn to cities like Bali, Lisbon, and Medellín for vibrant expat communities and co-working spaces, with platforms like Nomad List reporting a 40% increase in remote workers relocating abroad between 2020 and 2023.
4. Economic Opportunity and Financial Gain
   Economic disparities and global job market trends significantly influence expatriation patterns. High-income expat destinations such as Dubai (UAE), Singapore, and Switzerland attract professionals with specialized skills due to tax-free salaries, luxury lifestyles, and strong currency exchange rates. The UAE alone hosted 1.5 million expatriates in 2023, many in finance, real estate, and hospitality, with average salaries 30–50% higher than in Western Europe (Economic Research Forum, 2023). Similarly, Singapore’s Global Talent Programme offers competitive packages to lure tech and biotech experts, with 12,000 new work passes issued annually to foreign professionals. Additionally, currency arbitrage and lower living costs in emerging markets (e.g., Colombia, Argentina) enable expats to stretch their savings further, as demonstrated by the “latte factor” phenomenon, where expats in Buenos Aires or Lisbon maintain Western lifestyles on reduced budgets.
5. Escape or Relocation for Safety, Health, or Ideological Reasons
   Political instability, conflict, climate disasters, and health crises compel individuals to relocate for safety or survival. The UNHCR reported 108.4 million forcibly displaced people in 2022, with Syria, Ukraine, and Afghanistan as primary origins. For instance, Ukrainian refugees fleeing the 2022 war relocated to Poland, Germany, and Canada, with Canada’s Blended Visa Program fast-tracking 40,000 applications in the first six months. Similarly, climate migrants—individuals displaced by rising sea levels or droughts—are increasingly documented in Pacific Island nations (e.g., Kiribati) and Bangladesh, where government-led resettlement programs to Australia and New Zealand have gained traction. Health-related expatriation also occurs, such as Americans relocating to Panama or Ecuador for lower-cost, high-quality medical care, or Canadians moving to Portugal or Spain to access affordable pharmaceuticals and healthcare systems.

Decision-Making Process for Expatriation

Decision-Making Framework for Expatriation

1. Initial Trigger
   The process begins with a catalyst event, such as a job offer, retirement, or personal crisis. According to a 2021 survey by HSBC, 62% of expats cited a career opportunity as their trigger, while 28% were motivated by lifestyle changes (e.g., retirement, family relocation).
2. Assessment of Motivations
   Individuals evaluate whether their primary goal is financial (e.g., higher salary), professional (e.g., skill development), or personal (e.g., quality of life). A study by the Institute for Employment Studies found that 73% of career-driven expats prioritize long-term growth, whereas lifestyle expats focus on work-life balance (68%) and cost efficiency (55%).
3. Financial Readiness
   Cost-benefit analysis is critical, with expats assessing savings, income potential, and living expenses in the destination. The Expat Insider 2023 Report revealed that 45% of expats underestimate relocation costs, leading to financial strain. For example, a family moving from London to Dubai may require $150,000–$300,000 in savings to cover housing, schooling, and initial setup, per Mercer’s cost-of-living indices.
4. Family and Social Factors
   78% of expats with dependents consider family impact as a top decision factor (InterNations Expat Survey, 2022). Spousal employment opportunities, school quality, and social networks (e.g., expat communities) significantly influence the choice. For instance, Swiss expat families often relocate to Zurich or Geneva due to bilingual education and strong international schools, whereas Singaporean expats prioritize healthcare access for children.
5. Risk Tolerance and Adaptability
   Cultural, legal, and political risks are evaluated using tools like the Expat Risk Index, which scores destinations on safety, corruption, and infrastructure. High-risk relocations (e.g., Afghanistan, Yemen) require specialized insurance and security planning, while moderate-risk destinations (e.g., Brazil, South Africa) may involve language barriers or bureaucratic hurdles. The 2023 OSAC (Overseas Security Advisory Council) report noted that 30% of expats in high-risk regions return prematurely due to unforeseen challenges.
6. Commitment and Execution
   The final stage involves visa acquisition, housing arrangements, and integration planning. Digital nomads, for example, leverage visa programs like Spain’s Digital Nomad Visa or Estonia’s e-Residency to streamline the process,
   

   

   Cultural Adaptation and the Expat Experience

   Cultural adaptation is the cornerstone of a successful expatriate experience, shaping how individuals integrate into new societies while balancing personal identity and professional expectations. The process involves deliberate steps—from mastering language and social cues to navigating workplace hierarchies—each requiring a mix of preparation, observation, and resilience. High-income and low-income host countries present distinct challenges in resource accessibility, social integration, and long-term assimilation, further influenced by the role of expat communities. These networks, while invaluable for support, can also create echo chambers that delay deeper cultural immersion. Common cultural missteps, often humorous or frustrating, serve as learning opportunities, illustrating the gap between expectations and reality in cross-cultural transitions.
   

   Step-by-Step Guide to Navigating Cultural Integration

   Cultural integration is a nonlinear process that demands both structural strategies and adaptability. The following steps outline a systematic approach to language acquisition, social norms, and workplace etiquette, though individual timelines vary based on host country complexity and personal openness.
   
   1. Pre-Departure Preparation
      Research extends beyond surface-level cultural guides to include historical context, regional differences, and industry-specific norms. For example, an expat moving to Japan should study wa (harmony) principles, while one relocating to Brazil must understand jeitinho (flexible problem-solving). Language courses (e.g., Duolingo for basics, local tutors for dialects) and cultural sensitivity training (e.g., Intercultural Communication Theory frameworks) lay foundational groundwork.

      "Cultural adaptation begins with the recognition that no guidebook can replace lived experience, but preparation mitigates early-stage frustration."

   2. Language Acquisition Beyond Basics
      Proficiency in the local language accelerates integration but requires nuanced focus:
      • Functional Fluency: Mastering daily interactions (e.g., ordering food, navigating transport) via apps like HelloTalk or language exchange partners.
      • Cultural Nuances: Learning idioms, humor, and slang (e.g., German Denglisch blends, Spanish modismos like "estar en las nubes" for daydreaming).
      • Workplace Jargon: Industry-specific terms (e.g., Japanese nemawashi for consensus-building, French tour de table for meeting protocols).
      • Silent Period: Early stages may involve listening more than speaking to absorb rhythms and context.
   3. Social Norms and Etiquette
      Observing and mimicking local behaviors—without overgeneralizing—is critical. Key areas include:
      • Greetings: Physical contact norms (e.g., handshakes in Germany vs. cheek kisses in France), verbal respect markers (e.g., san in Japan, don in Arabic cultures).
      • Dining Etiquette: Table manners (e.g., slurping noodles in Japan as a compliment vs. elbows on tables in Western cultures), tipping practices, and alcohol customs (e.g., shot culture in Russia vs. wine pairings in France).
      • Public Behavior: Noise levels (e.g., quiet in libraries in Nordic countries vs. lively cafés in Mediterranean regions), personal space expectations, and punctuality (e.g., Polychronic time in Latin America vs. Monochronic precision in Germany).
   4. Workplace Integration
      Corporate cultures vary widely; expats must align with local expectations while leveraging their global perspective. Critical steps include:
      • Hierarchy Awareness: Recognizing implicit power structures (e.g., top-down decisions in hierarchical cultures like China vs. flat hierarchies in the Netherlands).
      • Communication Styles: Direct vs. indirect communication (e.g., Dutch kritiek for constructive feedback vs. Japanese tatemae [public face] and honne [true feelings]).
      • Networking: Building guanxi (China), wasabi (Japan), or connections (Latin America) through mentorship and reciprocal relationships.
      • Conflict Resolution: Understanding whether conflicts are addressed openly (e.g., Sweden) or indirectly (e.g., South Korea).
   5. Long-Term Assimilation Strategies
      Moving beyond expat bubbles requires intentional effort:
      • Local Hobbies: Joining sports teams, art classes, or volunteer groups to engage with native communities.
      • Media Consumption: Switching primary news sources, music, and films to the local language.
      • Family Integration: Involving children in cultural activities (e.g., kindergarten in Germany, after-school clubs in South Korea) to foster bilingualism and belonging.
      • Reflection and Adjustment: Regularly assessing progress and recalibrating expectations (e.g., acknowledging that full assimilation may take 5–10 years in tightly-knit cultures).

   Expat Experience in High-Income vs. Low-Income Countries

   The expat experience diverges significantly between high-income (e.g., Germany, UAE, Singapore) and low-income (e.g., Vietnam, Kenya, Philippines) host countries, influenced by economic disparities, infrastructure, and social attitudes. Below is a comparative analysis of key dimensions:
   

   Dimension	High-Income Countries	Low-Income Countries
   Access to Resources	Expat packages often include housing allowances, international schools, and healthcare coverage (e.g., 70% of expats in Switzerland report employer-sponsored healthcare). Language schools and cultural orientation programs are readily available (e.g., Goethe-Institut in Germany, Alliance Française in France). Digital infrastructure is robust, with high-speed internet and coworking spaces (e.g., WeWork in Dubai, The Wing in Singapore).	Resources may be limited; expats often rely on personal budgets for language classes or private tutors (e.g., in Nigeria, 60% of expats pay out-of-pocket for English training). Infrastructure gaps (e.g., unreliable electricity in India, limited public transport in rural Vietnam) require adaptability. International schools are expensive and scarce; many expat families opt for hybrid education models (e.g., online courses + local tutors).
   Social Acceptance	Expat communities are large and well-established (e.g., InterNations groups in the UAE with 50,000+ members), reducing initial isolation. Local populations may view expats as temporary or superior (e.g., "gaijin" [foreigners] in Japan, "mzungu" [white person] in East Africa), creating parallel social tiers. Integration into local friendships is slower due to language barriers or cultural insularity (e.g., expat enclaves in Monaco or Zurich).	Expat communities are smaller but often more tightly knit, fostering rapid social bonds (e.g., TEDx groups in Nairobi, Meetup.com chapters in Manila). Locals may be more welcoming initially (e.g., hospitality in Indonesia or the Philippines), but long-term acceptance depends on language proficiency and cultural effort. Reverse culture shock can be acute upon return to high-income countries, given the stark contrast in living standards.
   Long-Term Assimilation Challenges	Assimilation is often superficial; expats may remain in "expat mode" indefinitely (e.g., 40% of expats in the Netherlands report limited local friendships after 5+ years). Bureaucracy can be complex (e.g., residency permits in France, tax regulations in Legal and Practical Considerations for Expats Relocating abroad as an expatriate involves navigating complex legal frameworks, financial obligations, and logistical challenges unique to each destination. Compliance with immigration laws, tax regulations, and local administrative procedures is critical to avoiding penalties, ensuring legal residency, and optimizing financial stability. Expats must also prepare for practical adjustments in housing, healthcare, and transportation, which vary significantly by country and budget. Proactive planning—including document organization, visa acquisition, and tax strategy—reduces risks and streamlines the transition. Essential Legal Steps and Visa Requirements Visa and residency permit processes differ by country, with processing times, eligibility criteria, and documentation requirements varying widely. Below is a comparative table of key legal steps for expats in select countries, based on 2024 regulations. Expats should verify current policies with local embassies or immigration authorities, as rules may change due to geopolitical or economic factors. Country Visa Type Processing Time Key Requirements United States Employment-Based (H-1B, L-1) / Investor (EB-5) / Student (F-1) 3–12 months (varies by visa; H-1B lottery adds 6+ months) Labor Certification (PERM) for employment visas, unless exempt (e.g., multinational transfers). Proof of job offer (for H-1B) or investment ($500K–$1M for EB-5). Background checks, medical exams, and I-129/I-140 petitions filed by employers. Green Card eligibility after 5 years (or 3 for EB-5 investors). Germany Freelance (Freiberufler) / Employment (Blue Card EU) / Residence Permit 2–8 weeks (Blue Card); 1–3 months (Freelance) Blue Card EU requires a recognized university degree and salary ≥ €45,300 (€41,912 for shortage occupations). Freelancers must register with the Gewerbeamt and prove client contracts/revenue. Residence permit valid for 1–4 years, renewable with proof of income/health insurance. Path to permanent residency after 5 years. United Arab Emirates (Dubai/Abu Dhabi) Employment Visa / Investor Visa (Golden Visa) / Remote Work Visa 1–4 weeks (Employment); 1–2 months (Investor) Employment visa requires a job offer from a UAE-based company and entry permit (sponsored by employer). Golden Visa offers 10-year residency for investors (≥AED 2M in property or AED 1M in business). Remote Work Visa allows freelancers/remote employees to stay 1 year (renewable) with proof of income (≥AED 3,500/month). Health insurance and Emirates ID required for residency. Australia Skilled Independent (Subclass 189) / Employer-Sponsored (Subclass 482) / Working Holiday (Subclass 417) 6–12 months (permanent); 2–4 months (temporary) Subclass 189 requires points-based assessment (age, skills, English proficiency) and invitation via SkillSelect. Subclass 482 requires a confirmed job offer and sponsor (employer). Working Holiday Visa allows 1 year (extendable to 3) for nationals aged 18–30. Tax File Number (TFN) mandatory for employment; Medicare enrollment recommended. Singapore Employment Pass (EP) / EntrePass / Long-Term Visit Pass (LTVP) 2–4 weeks (EP); 3–6 months (EntrePass) Employment Pass requires a job offer with fixed monthly salary ≥S$5,500 (or S$4,500 for mid-career professionals). EntrePass for entrepreneurs requires a business plan and S$50,000 in paid-up capital. LTVP for spouses/parents of PR holders or high-net-worth individuals. Dependent passes available for spouses/children (financial proof required). Note: Visa policies are subject to change. Expats should consult official government portals (e.g., U.S. USCIS, German Federal Office for Migration) or accredited immigration consultants for real-time updates. Tax Implications and Financial Optimization Strategies Expatriation triggers complex tax obligations, including potential double taxation (paying taxes in both home and host countries) and compliance with foreign earned income exclusions. Tax strategies such as the Foreign Earned Income Exclusion (FEIE), tax treaties, and offshore accounts can mitigate liabilities. Below are key considerations: Double Taxation and Mitigation: Foreign Earned Income Exclusion (FEIE): U.S. citizens can exclude up to $120,000 (2024) of foreign-earned income if they meet the physical presence test (330+ days abroad) or bonafide residence test (1 full tax year abroad). Non-U.S. expats may qualify for similar exclusions (e.g., Germany’s Progressive Tarif for worldwide income). Tax Treaties: Over 100 countries have tax treaties with the U.S. to prevent double taxation. For example, the U.S.-Germany treaty allows credits for German taxes paid on U.S.-sourced income. Expats should use the Foreign Tax Credit (FTC) to offset liabilities. Permanent Establishment Risk: Remote workers must avoid creating a permanent establishment (PE) in their host country (e.g., by limiting days worked locally), as this may trigger local tax obligations even without a physical office. Financial Optimization Strategies: Expats often employ the following tactics to optimize tax efficiency and asset protection: Offshore Banking and Investment Accounts: Jurisdictions like Switzerland, Singapore, or the UAE offer low-tax structures for non-residents, though compliance with CRS (Common Reporting Standard) and FATCA (U.S.) is mandatory. Popular accounts include: Singapore’s Global Investor Programme (GIP): Tax exemptions for qualifying investments. UAE’s DIFC (Dubai International Financial Centre): 0% corporate tax for free zone companies. Swiss Private Banking: Discretionary accounts with asset protection benefits (subject to transparency laws). Local Banking and Currency Management: Opening a multi-currency account (e.g., Wise, Revolut) reduces foreign transaction fees. Some expats use local banks (e.g., DBS in Singapore, Commerzbank in Germany) to access better exchange rates and loan terms. Retirement Accounts: Contributions to local pension schemes (e.g., Germany’s Rürup-Rente, Singapore’s Central Provident Fund (CPF)) may offer tax deductions. U.S. expats can contribute to Roth IRAs (post-tax, tax-free growth) or Foreign Earned Income Deferral Accounts ( Expat Lifestyle: Work, Family, and Social Dynamics The expatriate lifestyle encompasses a multifaceted experience shaped by professional opportunities, familial adaptation, and social integration. Remote work has redefined expatriation, particularly in industries like technology, finance, and education, where visa sponsorship and salary adjustments play critical roles in feasibility. Meanwhile, expat families navigate challenges such as schooling disparities, parenting differences, and the preservation of cultural identity, often requiring strategic compromises. Social dynamics further complicate the transition, as expats balance interactions with locals and fellow expats while mitigating isolation. This section examines these dimensions through comparative industry analysis, family adaptation frameworks, social integration strategies, and cultural celebration scenarios. Remote Work Opportunities for Expats Across Industries Remote work has democratized expatriation, enabling professionals to relocate without traditional employer sponsorship. Industries such as technology, finance, and education lead in remote opportunities, each with distinct visa sponsorship trends and salary adjustments. Technology and Digital Nomadism Tech roles—particularly in software development, cybersecurity, and digital marketing—dominate remote expatriation due to high demand and flexible hiring models. Companies like GitLab, Automattic, and Shopify offer digital nomad visas in countries such as Portugal, Estonia, and Thailand, often requiring proof of remote income. Salaries for expats in tech may be adjusted based on local cost-of-living indices (e.g., a $100,000 USD salary in the U.S. might equate to $70,000–$90,000 USD in Southeast Asia). However, tax implications vary; some nations (e.g., UAE) impose 0% personal income tax, while others (e.g., Germany) enforce progressive taxation tied to residency. Finance and Freelance Professionals Remote finance roles—such as financial consulting, accounting, or cryptocurrency analysis—are less common but growing, particularly in offshore financial hubs like Singapore, Dubai, or Switzerland. Visa sponsorship is rare; instead, expats rely on freelance or self-employment visas (e.g., Spain’s Digital Nomad Visa or Malaysia’s Malaysia My Second Home program). Salary adjustments are critical, as financial services often mandate local licensing (e.g., CFA or AMF certifications in Europe), requiring expats to reconcile foreign credentials with host-country regulations. Teaching and Education English teaching abroad remains a staple for expats, with programs like TEFL (Teaching English as a Foreign Language) offering placements in South Korea, Japan, and the Middle East. Visa sponsorship is standard, but salaries vary widely: South Korea (EPIK program): $2,000–$2,500 USD/month (including housing). UAE (private schools): $3,000–$5,000 USD/month (tax-free). Latin America (voluntourism): $800–$1,500 USD/month (often with lower benefits). Higher education roles (e.g., university lecturing) require academic qualifications and work permits, with salaries aligned to local standards (e.g., €3,000–€5,000/month in Germany for non-tenured positions). Key Considerations for Remote Expats Visa Stability: Digital nomad visas typically require proof of income (e.g., $3,000–$4,000 USD/month) and health insurance, but renewal policies differ (e.g., Portugal’s D7 Visa allows 2-year stays, while Thailand’s LTR Visa offers 5–20 years). Tax Residency: The OECD’s Model Tax Convention influences double-taxation agreements, but expats must declare income in both home and host countries unless a tax treaty applies. Salary Benchmarking: Platforms like Glassdoor and Numbeo provide cost-of-living comparisons, but expats should account for inflation rates (e.g., Turkey’s 2023 inflation exceeded 85%, eroding purchasing power). Remote work expands expatriation opportunities but demands meticulous planning regarding visas, taxation, and industry-specific regulations. Salary adjustments and sponsorship models vary significantly by country and profession. Expat Family Adaptation: Children’s Education vs. Adults’ Career Focus Expat families prioritize distinct needs: children require structured education, while adults focus on career continuity and professional growth. The following table compares key challenges and solutions in these domains, highlighting trade-offs between cultural integration and expat convenience. Aspect Children’s Education Adults’ Career Focus Primary Challenge Access to internationally recognized curricula, language barriers, and socialization with peers. Work permit restrictions, industry demand in the host country, and salary parity with home-country compensation. Common Solutions International Schools: Expensive (tuition ranges from $10,000–$50,000/year) but offer IB, AP, or British curricula. Popular in Dubai, Singapore, and Beijing. Local Schools: Lower cost but may lack English-medium instruction (e.g., France’s école maternelle requires French fluency). Homeschooling/Online Platforms: Used by digital nomad families (e.g., Outschool, Time4Learning), but accreditation varies by country. Employer-Sponsored Relocation: Common in multinational corporations (e.g., Shell, Siemens) offering housing allowances, schooling stipends, and tax equalization. Freelance/Consulting: Expats in tech or finance often leverage remote work but face visa limitations (e.g., Australia’s Temporary Skill Shortage Visa requires employer sponsorship). Local Job Market Integration: Fields like healthcare or engineering may require host-country licensing (e.g., nursing in Canada demands provincial registration). Cultural Adaptation Trade-offs Language Acquisition: Children in bilingual schools (e.g., lycées français in the UAE) gain fluency but may struggle with accents or cultural nuances (e.g., direct vs. indirect communication). Social Isolation: Expat-dominated schools can create echo chambers, while local schools may expose children to cultural stereotypes (e.g., "expat kids" labeled as "rich" or "different"). Heritage Preservation: Families use cultural clubs (e.g., Korean taekwondo in Germany) or virtual classrooms to maintain traditions. Networking Barriers: Expats in tight-knit industries (e.g., finance in Zurich) rely on LinkedIn or expat meetups, while those in localized fields (e.g., agriculture in rural Japan) face limited opportunities. Career Stagnation Risk: Without host-country experience, expats may return with gaps in local market relevance (e.g., a U.S. accountant in London may lack UK GAAP knowledge). Work-Life Balance: Longer hours in high-pressure roles (e.g., investment banking in Hong Kong) can strain family cohesion. Long-Term Outcomes Children often develop multilingualism and adaptability but may face identity conflicts (e.g., "Where are you really from?"). Adults achieve global career mobility but may experience reduced pension benefits or limited local career progression without permanent residency. Expat families must negotiate between educational standardization and career flexibility, often prioritizing one over the other based on duration of stay Expatriation is a testament to humanity’s capacity for reinvention, where displacement becomes an opportunity to question, adapt, and grow. It is a balancing act between preserving fragments of one’s origin while constructing a new identity in unfamiliar terrain—a process that demands resilience, research, and an openness to failure. The legal frameworks governing visas and taxes, though often bureaucratic, serve as the foundation for stability in an otherwise unpredictable endeavor. Cultural integration, however, remains the most profound variable, where missteps in etiquette or language can derail progress, yet breakthroughs—like mastering a local dialect or finding solidarity in an expat community—become defining moments of connection. Ultimately, the expat journey is not just about living abroad; it is about redefining what home means in an era of global mobility. For those who embark on this path, the rewards lie not in the destination alone, but in the transformative lessons learned along the way. FAQ what is expat short for? Q: What does the term "expat" stand for or is it short for? what is expat mean? Q: What does it mean to be an expat? what is expatriate? Q: What is an expatriate? what is expats series about? Q: What is Expat (the series) about? what is expatriate mean? Q: What does "expatriate" mean? what is expatrio? Q: What is "expatrio"? cultural adaptation expat lifestyle expatriation global relocation international migration Leave a Comment Name Comment Post Comment Comments are moderated before appearing. The data you submit is processed according to the Privacy Policy of Voltefac.