Where Does Global Mobility Stand in 2025?

A decade ago the Swiss National Bank (SNB) shocked global markets by removing the Swiss franc’s peg to the euro, triggering the so-called “Frankenschock.” The abrupt appreciation of the Swiss franc immediately impacted Switzerland’s economy, particularly for globally mobile professionals, expatriates, and multinational companies. Fast-forward to 2020, and the world was grappling with another seismic event—the COVID-19 pandemic—which disrupted global mobility on an unprecedented scale.

Two years later, as we just moved out of the pandemic, Russia invaded Ukraine on 24 February 2022, leading to a devastating conflict that has resulted in significant loss of life and displacement. As of early 2025, estimates suggest that nearly one million Ukrainian and Russian troops have been killed or wounded, with approximately 80,000 Ukrainian soldiers dead and up to 400,000 injured, while Russian casualties include around 200,000 dead and another 400,000 wounded. New York Post

The war has also displaced over 6 million Ukrainians, exacerbating the country’s demographic challenges. Additionally, the COVID-19 pandemic, which began in 2020, disrupted global mobility on an unprecedented scale.

Today, we take stock of where global mobility stands a decade after the Frankenschock, three years after the onset of the Ukraine conflict, and five years after the pandemic reshaped our work.

The Evolution of Global Mobility Post-Pandemic

Although these three global problems led to different kinds of issues, similar to the 9/11 terror attacks,  the World Financial Crisis, the Arab Spring, the Tsunami in Japan and the ongoing conflicts between Israel and Palestine always seismically impacted our work in Global Mobility. 

However, vastly different global incidents have forced companies and individuals to rethink global mobility strategies. I’ve tried to conceptualise the implications of the Four-C model as we tend to overstress the compliance aspects of Global Mobility (primarily driven by the perspective of global tax providers).

On the other hand, employees value employers who show care that goes beyond the legalities of “duty of care.” Finally, we always talked about how any global mobility program needs to be integrated into an employee’s overall career. Still, we have failed to provide an integrated approach between talent selection and global leadership development. In my talks and lectures, I would like to address these elements of GM when stressing the importance of the fourth “C”: Career.

The Four-C Model of Global Mobility

The Four-C model of Global Mobility is a framework designed to address the needs and challenges associated with international assignments holistically. It focuses on four key pillars that contribute to the success of global mobility programs:

1. Compliance

This pillar ensures that all legal, tax, immigration, and regulatory requirements are met for both the organization and the assignee. Compliance safeguards the company against legal risks while ensuring the assignee can work and live in the host country without complications.

2. Cost

Managing the financial aspects of global mobility programs is critical. This involves budgeting for relocation, housing, education, and any allowances while balancing the organization’s cost efficiency. The goal is to optimize expenses without compromising the assignee’s experience.

3. Care

The human aspect of global mobility is often overlooked but is critical for a successful transition. This includes addressing the assignee’s emotional well-being, family support (e.g., spousal career coaching or children’s education), and community in the host location. Care ensures the assignee and their family feel valued, vital for retention and productivity. The care pillar in the Four C Model of Global Mobility also encompasses health and safety considerations under the organisation’s duty of care obligations. 

4. Career

Global assignments should align with an assignee’s career development goals. This pillar emphasizes career planning, skill development, and ensuring that the experience benefits the individual’s long-term professional growth while meeting organizational objectives. See also “Untapped Talent Pools” in this Mercer post: Practical Steps to Prepare for the New Realities of Global Mobility | Mercer

How It Works Together

The Four C Model integrates these pillars to create a comprehensive global mobility strategy that benefits all stakeholders:

• For the company: It ensures compliance, manages costs effectively, and maximizes the return on investment in international assignments.
• For the employee: It ensures a smoother transition, personal growth, and emotional support for the assignee and their family throughout the assignment.

This model emphasizes the importance of a balanced approach, ensuring that business goals and individual well-being are prioritized in global mobility programs.

Health and Safety as Part of Duty of Care

Organizations have a legal and ethical responsibility to ensure their employees’ and their families’ safety and well-being during international assignments. This includes:

1. Physical Safety
   
   • Providing security briefings and updates, particularly in regions with political instability or high crime rates.
   • Ensuring housing, transportation, and work environments meet safety standards.
   • Offering emergency response protocols and evacuation plans if required.
2. Healthcare Access
   
   • Facilitating access to quality healthcare in the host country, including local medical networks and international health insurance.
   • Offering guidance on navigating medical systems and ensuring vaccinations and preventative measures are addressed.
3. Mental Health Support
   
   • Addressing the emotional challenges of relocation, including stress, culture shock, and potential feelings of isolation.
   • Providing resources like counselling, coaching, or Employee Assistance Programs (EAPs).
4. Crisis Management
   
   • Establishing systems to monitor assignees’ safety during natural disasters, pandemics, or political crises.
   • Offering clear communication channels for immediate support.

Why This Matters

When organizations prioritize health and safety as part of the Care pillar:

• Assignees feel secure and valued, which contributes to higher engagement and productivity.
• Legal risks are mitigated, as failure to comply with duty of care obligations can result in lawsuits, reputational damage, or fines. It might help to fulfill legal obligations under EU Directives, Swiss and UK law.
• It enhances the organization’s reputation as an employer of choice, particularly in industries where global mobility is key to attracting top talent.

Incorporating health and safety into the Care pillar ensures a robust and holistic approach to supporting global mobility programs, reflecting the organization’s commitment to compliance and the human aspects of relocation.

Key Trends in Global Mobility in 2025

1. Remote Work and Hybrid Assignments as the Norm

One of the pandemic’s most lasting effects is the widespread adoption of remote and hybrid work models. Companies now embrace global talent without requiring physical relocation, allowing for more flexible international careers. However, tax and compliance challenges remain a key concern as governments have adopted policies to regulate cross-border remote work.

2. Compliance and Corporate Due Diligence in a More Regulated World

With stricter corporate due diligence laws coming into effect across Europe and beyond, organizations must ensure compliance with labor laws, taxation, and social security regulations for their global workforce. The focus on ethical employment practices, fair wages, and ESG (Environmental, Social, and Governance) considerations means that global mobility professionals must align relocation policies with corporate sustainability goals.

3. Cost-Conscious Mobility Strategies

Companies reassess their global mobility budgets. The trend toward local-plus packages, commuter assignments, and regional mobility hubs continues. Cost-conscious mobility strategies mean that expatriates receive fewer traditional benefits, while companies expect them to integrate more quickly into local markets.

4. Talent Shortages and the War for Skilled Workers

Despite economic uncertainties, talent shortages persist in key industries such as healthcare, technology, and engineering. Companies rely on global mobility to fill critical roles, but immigration restrictions, skills shortages, and changing employee expectations make it challenging to attract and retain top talent. The rise of “talent passports” and fast-track visa schemes in countries like Switzerland, Germany, and Singapore highlights the need for agile mobility solutions.

5. The Rise of AI and Digital Solutions in Global Mobility

Artificial intelligence and automation are transforming how companies manage expatriate assignments. AI-driven tax and immigration compliance tools, digital relocation platforms, and predictive analytics help organizations streamline mobility programs. Virtual reality (VR) and augmented reality (AR) are now commonly used for pre-departure training, cultural onboarding, and property searches, enhancing the expatriate experience.

Where Do We Go From Here?

Global Mobility stands at a crossroads. The industry has become more flexible, digital, and cost-conscious, but challenges remain. As companies navigate economic uncertainty, regulatory complexities, and evolving employee expectations, one thing is clear—Global Mobility will continue to grow, adapting to the needs of a borderless workforce in a rapidly changing world.

For global mobility professionals, the challenge is not just about moving talent across borders; it’s about creating mobility programs that are resilient, sustainable, and aligned with the future of work. February 2025 marks a moment to reflect on lessons learned and prepare for what’s next in the ever-evolving world of international work and relocation.

If you are looking for an education in the field that will give you the knowledge, attitude, and skills to face today’s challenges, look no further.  We’ve got you covered.

Talk 10 March

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