However, this shift has brought with it challenges for organisations, causing a rethink in management strategies in relation to collaboration, technology and global mobility. What works for one business and its employees, may not work for another, therefore organisations need to tailor a global mobility programme to meet the needs of individual employees.

Flexibility helps attract and retain staff

With 44% of employees now preferring hybrid working arrangements due to increased productivity and work life balance, flexible working has evolved from being a nice to have perk, to a fundamental part of working life. Also, with inclusivity high on today’s organisational agenda, flexible working can help people balance personal responsibilities with successful careers. Additionally, flexibility affords employees not just more opportunities to work from home, but also a chance to work in different parts of the world.

When it comes to retaining and attracting staff, companies often miss opportunities to retain current employees with 64% saying that international assignments would encourage them to stay in their current job according to the EY 2024 Mobility Reimagined Survey. International experiences can be transformational for employees, improving industry connections, while learning a language. This helps to develop leadership potential and professional growth. While it’s true that companies have embraced hybrid working, it could be said that workplace policies don’t always afford employees opportunities to unlock their true potential.

How businesses adapt and get value from global mobility

There is no longer a requirement for many employees to be in the office every day, therefore policies need to be able to adapt to changes in tax, immigration and labour laws to accommodate a global stage of talent. In the UK, new Flexible Working Regulations came into effect back in April, with other countries following suit and bringing in similar flexible working legislation. Businesses need help to keep up with constant change, signing up to receive notifications from the appropriate authorities can be a great resource.

Getting value from global mobility also involves integrating HR and payroll services with global mobility and compliance services. There are many benefits to doing this, for instance, being able to speed up time to market by offloading critical global mobility tasks such as cost analysis or having access to better expertise in every country or region. Businesses can truly get the most value from global mobility by using resources available to them both internally and externally, to make global mobility experiences a success for every employee.

The importance of global mobility strategies

Today, the world can seem uncertain, however, uncertainty has created new opportunities for people to work globally as policies continually evolve. Flexibility gives both organisations and individuals room to grow. The future of global mobility and talent attraction will also be influenced by what can be described as a marketplace that focuses on skills rather than jobs. Employers will look for somebody with the right skill set wherever they are located. Global mobility strategies underpin what it means to be a successful business that can quickly employ a global workforce.