• MMC

Expatriation is no longer an experience limited to an employee, their partner, and children. Today, an increasing number of international mobility projects involve multigenerational families, sometimes including senior parents or grandparents as part of the relocation journey.

This evolution reflects a broader structural trend.

As of December 31, 2024, 1,754,688 French nationals were registered in the global consular registry, representing an increase of 3.5% compared to 2023. Among them, 24% are under the age of 18 and 16% are over 60, clearly illustrating the growing intergenerational dimension of French expatriation.

As of January 1, 2025, this dynamic continues, with 1,741,942 registered expatriates, reflecting an annual growth of +2.9%.

In this context, intergenerational expatriation is becoming a strategic issue in its own right for HR and global mobility departments.

Key Figures on French Expatriation (2024–2025)

• 1.75 million French nationals living abroad worldwide at the end of 2024
• 24% minors and 16% seniors (aged 60 and over) among expatriates
• Over 560,000 dual nationals, reflecting long-term family projects
• 1.23 million French nationals residing in the same host country for more than five years
• Nearly 50% of expatriates live in Europe
• Main destinations: Switzerland, United States, United Kingdom, Belgium, Canada

These figures confirm the evolution of international mobility toward long-term, structured and multigenerational family projects, requiring a broader HR approach.

International Mobility Adapting to Evolving Family Realities

Longer life expectancy extended international assignments, family reunification, and the search for a better quality of life are reshaping family structures — and, consequently, expatriation projects.

A government report published in 2025 confirms this trend, highlighting:

• A strong presence of families in international mobility,
• A significant proportion of senior expatriates,
• Increasing stability of expatriation pathways.

In some cases, grandparents join the expatriated family in order to:

• Provide support with childcare,
• Maintain essential family proximity,
• Or benefit themselves from a more suitable environment in terms of healthcare, safety, or quality of life.

Expatriation thus becomes a global life project, involving multiple generations with very different needs.

Specific Challenges for Each Generation

Children: Educational Continuity and Emotional Stability

With nearly a quarter of French expatriates being minors, educational continuity, language acquisition, and cultural adaptation are key challenges.

Securing a stable educational environment and providing age-appropriate support are critical success factors.

Working Adults: Balancing Career and Family Responsibilities

For expatriated employees, international mobility often entails a dual responsibility: succeeding professionally while ensuring the well-being of children and, in some cases, senior parents.

Access to suitable housing, healthcare services, and a reliable local network becomes a key driver of peace of mind, engagement, and performance.

Seniors: Autonomy, Healthcare, and Social Integration

For expatriated parents or grandparents, specific challenges include:

• Access to local healthcare systems and international insurance coverage,
• Understanding administrative procedures,
• Maintaining autonomy and social connections.

Certain destinations, such as Morocco, illustrate this trend, with a growing number of seniors joining their expatriated children for family support and quality-of-life reasons.

The Importance of a Comprehensive Relocation Approach

Intergenerational expatriation cannot be reduced to administrative management alone. It requires a global and coordinated relocation approach, including:

• The search for housing suitable for multiple generations,
• Guidance toward educational and extracurricular structures,
• Access to medical, social, and insurance services,
• Cultural support to facilitate the integration of each family member.

Such an approach helps reduce relocation-related stress, anticipate vulnerabilities, and secure projects often designed for the long term.

A Key Success Factor for International Mobility Policies

The increasing stability of French expatriation reflects sustainable, family-oriented, and multigenerational projects.

For companies, integrating these realities into international mobility policies directly contributes to:

• Talent retention,
• Securing long-term assignments,
• Preventing early assignment failures,
• And enhancing the overall performance of mobility programs.

Toward More Human and Sustainable Expatriation

Intergenerational expatriation illustrates the shift toward more human, inclusive, and responsible international mobility models.

It invites organizations to rethink relocation not merely as a geographic move, but as life support, serving all generations and aligned with HR and CSR objectives.