Global mobility refers to the movement of employees across international borders for work, whether through long-term assignments, short-term business travel, or remote work arrangements. The future of mobility is shaped by technological advancements, evolving workforce expectations and regulatory shifts. Digital transformation is making international work more seamless, with automation and AI improving compliance tracking and talent management. Hybrid and remote work models are also reshaping mobility, allowing employees to work across multiple jurisdictions without physical relocation. And while companies are increasingly offering flexibility, this introduces risks.
Let’s consider some of the key considerations for employers looking at the future of mobility.
Technological innovations shaping mobility in the UK
Technological innovation is profoundly transforming global mobility, presenting UK employers with both opportunities and challenges. The integration of artificial intelligence (AI), automation, and digital platforms is reshaping how businesses manage international assignments, compliance and workforce planning.
Artificial Intelligence and Automation
AI and automation are revolutionising workforce management by streamlining processes and enhancing efficiency. For instance, AI-driven tools can automate visa applications and monitor compliance, reducing administrative burdens and minimising errors. According to a recent report, the adoption of AI in workforce management not only improves efficiency but also enhances employee satisfaction by automating repetitive tasks and providing intelligent insights.
However, the integration of AI necessitates careful consideration of ethical implications and potential biases. Ensuring transparency in AI-driven decisions is crucial to maintain trust among employees and stakeholders. And, as AI automates routine tasks, there is a growing need for reskilling employees to focus on more strategic and creative aspects of their roles.
Digital Platforms and Remote Work
The rise of digital platforms has facilitated remote work, enabling employees to operate from various locations worldwide. This flexibility can lead to increased productivity and access to a broader talent pool. However, it also introduces challenges related to compliance with diverse tax laws and employment regulations across jurisdictions. Employers must implement robust systems to track employee locations and ensure adherence to local laws.
Additionally, the shift towards remote work has blurred traditional work-life boundaries, potentially impacting employee well-being. Employers should establish clear policies and provide support to help employees manage this balance effectively.
Data Security and Privacy
As technology enables greater mobility, it also raises concerns about data security and privacy. Managing a dispersed workforce requires the transmission and storage of sensitive information across digital platforms, increasing the risk of data breaches. Employers must invest in robust cybersecurity measures and ensure compliance with data protection regulations to safeguard employee information.
Workforce Mobility Trends: Remote, Hybrid, and On-Demand Work
The landscape of workforce mobility in the United Kingdom has undergone significant transformation, with remote, hybrid, and on-demand work models becoming increasingly prevalent. For UK employers, understanding these trends is essential to effectively manage their workforce and maintain a competitive edge.
Remote and Hybrid Working Models
The COVID-19 pandemic acted as a catalyst for the widespread adoption of remote and hybrid working arrangements. As of October 2024, 41% of UK workers engage in remote work at least part of the week, with 28% adopting a hybrid model and 13% working from home full-time. This shift reflects a growing demand for flexibility among employees, who have experienced benefits such as reduced commuting time and improved work-life balance. Employers have also recognized advantages, including access to a broader talent pool and potential cost savings on physical office spaces.
However, the transition to remote and hybrid models is not without challenges. A survey conducted by the FDA civil service union revealed that 61% of civil servants felt less productive under a mandated three-day in-office policy, citing overcrowded offices and ineffective hybrid meeting technology as primary concerns. This underscores the importance of investing in appropriate infrastructure and technology to support seamless collaboration between remote and on-site employees.
On-Demand and Gig Economy Work
The gig economy has seen substantial growth, driven by technological advancements and a desire for flexible work arrangements. Despite comprising only 1.4% of UK employment, its rapid expansion brings economic and social implications. For employers, engaging gig workers offers benefits such as cost reduction and access to specialized talent, enhancing profitability and innovation. However, gig workers often face challenges, including poor remuneration, lack of legal protections, and job insecurity. This instability fosters underemployment, skills degradation, and economic vulnerability. Employers must navigate these complexities to effectively integrate gig workers into their operations.
Regulatory and Policy Considerations
In response to evolving work patterns, the UK government has introduced legislative changes to support flexible working. The Flexible Working (Amendment) Regulations 2023, effective from 6 April 2024, grant employees the right to request flexible working arrangements from the first day of employment. Employers are required to consider these requests reasonably and can only refuse them based on specific business grounds. This legislative shift necessitates that employers review and potentially revise their flexible working policies to ensure compliance and to attract and retain talent in a competitive market.
Employment Rights Bill
The Employment Rights Bill is set to bring in wide-ranging employment reforms. Notably, it proposes removing the qualifying service requirement for unfair dismissal claims, granting employees the right to challenge dismissals from the first day of employment. This change aims to enhance job security but may lead to increased claims, prompting employers to review and possibly revise their dismissal procedures to ensure fairness and compliance. The bill also seeks to double the minimum collective consultation period from 45 to 90 days for employers proposing to dismiss 100 or more employees within a 90-day timeframe. This extension provides employees with more time to engage in meaningful consultations during large-scale redundancies, necessitating that employers plan workforce changes meticulously to adhere to the extended requirements.
National Minimum Wage and National Living Wage Increases
Effective from 1 April 2025, the UK government has accepted the Low Pay Commission’s recommendations for significant increases in minimum wage rates. The National Living Wage for individuals aged 21 and over will rise by 6.7%, from £11.44 to £12.21 per hour. Younger workers will also see substantial increases, with the 18-20-year-old rate increasing by 16.3%, from £8.60 to £10.00 per hour, and the 16-17-year-old rate rising by 18%, from £6.40 to £7.55 per hour. Apprentices will experience an 18% increase, bringing their rate from £6.40 to £7.55 per hour. Employers must adjust their payroll systems accordingly and assess the financial implications of these changes to ensure compliance and budgetary alignment.
Need assistance?
To discuss your organisation’s approach to the future of mobility, contact DavidsonMorris.
Future of mobility FAQs
What is global mobility, and why is it important for employers?
Global mobility refers to the movement of employees across international borders for work purposes. It is important for employers as it enables access to a broader talent pool, supports international business expansion, and helps companies remain competitive in a globalised economy.
How is technology influencing global mobility?
Advancements in digital platforms, artificial intelligence, and remote work tools are making it easier for companies to manage globally distributed teams. Automated compliance tracking, virtual collaboration tools, and AI-driven talent management are streamlining mobility processes and improving efficiency.
What are the biggest challenges in global mobility today?
Regulatory uncertainty, immigration restrictions, tax compliance, and geopolitical instability are key challenges. Employers must also address cultural differences, remote work policies, and evolving employee expectations regarding flexibility and work-life balance.
How does sustainability impact global mobility?
Governments and organisations are prioritising sustainability in business travel and global workforce management. Employers are adopting carbon offsetting measures, using virtual collaboration tools to reduce travel, and incorporating sustainability criteria into relocation policies.
How can businesses adapt to the changing landscape of global mobility?
Companies should implement flexible mobility policies, invest in digital workforce management solutions, and stay informed about changing immigration laws and compliance requirements. A proactive approach to talent planning and regulatory changes will ensure smoother mobility operations.
What role does remote work play in global mobility?
The rise of remote and hybrid work has reshaped global mobility by reducing the need for physical relocations in some cases. Employers are increasingly adopting ‘work from anywhere’ policies while ensuring compliance with local tax and employment regulations.
What are the key compliance considerations for global mobility?
Businesses must comply with immigration laws, tax regulations, employment rights, and social security contributions when relocating employees. Failure to do so can result in legal penalties and reputational risks.
How is global mobility expected to evolve in the future?
More companies are embracing digital nomad visas, hybrid work arrangements, and automated global workforce management solutions. There is also a growing focus on employee well-being, cultural adaptation, and ethical business practices in mobility programmes.
Glossary
| Term | Definition |
|---|---|
| Global Mobility | The movement of employees across international borders for work, including business travel, remote work, and expatriate assignments. |
| Digital Nomad Visa | A type of visa that allows remote workers to live and work in a foreign country while being employed by a company based elsewhere. |
| Hybrid Work | A work model that combines remote and in-office working, offering flexibility to employees and employers. |
| Immigration Compliance | The process of ensuring that businesses and employees adhere to immigration laws and visa regulations when working internationally. |
| Tax Residency | A legal status that determines which country an individual or business is liable to pay taxes in, based on physical presence or financial ties. |
| Work From Anywhere (WFA) | A policy that allows employees to work remotely from any location, often requiring additional legal and tax considerations. |
| Permanent Establishment | A tax concept that determines if a business has a taxable presence in a country due to its operations or employees working there. |
| Relocation Package | Financial and logistical support provided by an employer to an employee moving to another country for work. |
| Expatriate (Expat) | An employee who lives and works in a foreign country, either temporarily or permanently. |
| Social Security Contributions | Mandatory payments made by employers and employees to fund benefits such as pensions, healthcare, and unemployment insurance in different jurisdictions. |
| Corporate Immigration | The legal process businesses follow to obtain work permits and visas for employees working in foreign locations. |
| Virtual Assignments | International work assignments where employees remain in their home country while working remotely for a business in another country. |
| Carbon Offsetting | A practice where companies compensate for their carbon emissions from business travel by funding environmental projects. |
| Mobility Taxation | The financial and tax implications of employees working across multiple countries, affecting payroll, social security, and corporate tax obligations. |
Author
Founder and Managing Director Anne Morris is a fully qualified solicitor and trusted adviser to large corporates through to SMEs, providing strategic immigration and global mobility advice to support employers with UK operations to meet their workforce needs through corporate immigration.
She is a recognised by Legal 500 and Chambers as a legal expert and delivers Board-level advice on business migration and compliance risk management as well as overseeing the firm’s development of new client propositions and delivery of cost and time efficient processing of applications.
Anne is an active public speaker, immigration commentator, and immigration policy contributor and regularly hosts training sessions for employers and HR professionals
