In an increasingly more globalized world the international competition is fierce. Today, working across borders is a new normality. It calls for greater demand to send employees abroad on international assignments. Therefore, employers need to address implications that come along with this increasing demand. One of the main implications is the issue to retain employers after return from international assignments since many of them tend to resign. Research about this issue has been conducted. However, this research has primarily taken an employer standpoint and thereby employees have been overlooked. This thesis presents both (1) an employee point of view of the repatriation process as well as (2) a more updated and comprehensive take on the entire repatriation process as a three step process beginning already prior departure. The paper concludes that high turnover rate after return remains a major problem among expats. Lastly,a final model is suggested to facilitate the transition and decrease this high turnover rate. By applying this approach on the repatriation process, companies could hopefully benefit in terms of decreased turnover cost as well as more satisfied employees.