The two partners pursue employment while maintaining a family unit together. They have responsibilities that demand a great deal of their time even though they are exposed to opportunities for stable economic welfare. Greater responsibilities and time spent apart is especially when the two partners work for multinational companies in different countries. Contemporary organizations are offering job opportunities for women than it was before and hence there is an increasing number of dual-career couples. Apart from accomplishing their career goals, they have to attend to family demands. Failure to accomplish a work-life balance can be a cause of stress that may affect their performance. .
Couples in the global labor force opting to return home may not be adequately prepared to face the challenges associated with repatriation. One of the issues that repatriate couples face up to is the failure of former employers to recognize their global experiences. The encounter similar challenges as immigrants seeking to make their foreign skills and qualifications recognized abroad (Forster, 2000). Their qualifications and experiences may not match the current standards especially if they have worked abroad for long. In other words, they may discover that they are no longer qualified for the position that they held prior to their departure. Repatriates may also be faced with the problem of restoring a previous professional association. It is usually difficult to establish a relationship even with colleagues who remained in touch even when the repatriate was undertaking the assignment abroad. This usually happens especially when colleagues are unable to figure out what the repatriates’ day to day activities were (Harvey, 1998).
Culture shock is also a major challenge especially when the repatriates have been away from home for long. Dual career couples may have had different experiences in regard to the cultures of the different countries that they were based in.