As Global Mobility teams plan for 2026, many of the questions we are receiving feel familiar — but they are appearing more frequently and in increasingly complex forms.
Across organisations, we are seeing Global Mobility leaders navigate a landscape shaped less by sudden regulatory change and more by accumulating complexity, higher expectations, and the need for steadiness in how mobility programmes are managed.
Based on our work with employers across sectors and regions, these are the key themes we see Global Mobility leaders preparing for in 2026.
1. More nuanced and individual mobility situations
One of the clearest shifts we are seeing is the growing diversity of employee mobility profiles.
In practice, this often involves:
- Employees working across multiple countries over time
- Hybrid or remote working arrangements layered onto traditional mobility models
- Family members with different nationalities and immigration statuses
- Mobility that evolves over several years rather than a single assignment
For Global Mobility teams, this means fewer “standard cases” and a greater need for individual assessment within a clear framework. Organisations that are well prepared for 2026 are those building flexibility into their mobility policies, while remaining clear on compliance boundaries.
2. Increased scrutiny and attention to compliance
Across jurisdictions, immigration authorities continue to place greater emphasis on accuracy, consistency, and employer accountability.
This is increasingly reflected in:
- Closer review of applications and supporting documentation
- More frequent requests for clarification or additional information
- Greater alignment between immigration, employment, and tax considerations
In 2026, preparation increasingly means allowing sufficient lead time, maintaining clear records, and ensuring that responsibilities are well understood across internal teams.
3. The importance of early coordination
Many of the challenges organisations face in Global Mobility are not legal in nature, but operational.
Where HR, legal, payroll, and business stakeholders are aligned early, mobility processes tend to progress more smoothly. Where coordination happens late, delays and uncertainty are more likely to arise — particularly for employees.
Looking ahead to 2026, Global Mobility leaders who prioritise early collaboration and clear internal communication are better positioned to manage complexity calmly and effectively.
4. Higher expectations around communication and support
In our day-to-day work, we see that immigration processes are often experienced by employees as deeply personal moments — involving relocation, family considerations, and significant life decisions. As a result, expectations around communication continue to rise.
Employees consistently value:
- Clear explanations of what to expect
- Honest conversations about timelines and limitations
- A sense of continuity and human contact throughout the process
For organisations, this reinforces that Global Mobility is not only about compliance, but also about trust, consistency, and care.
5. A continued need for steadiness and perspective
While change is a constant in Global Mobility, what we are seeing as most valuable for organisations is not constant reaction, but measured and informed decision-making.
In 2026, Global Mobility leaders will continue to balance evolving regulations with business needs and employee wellbeing. Having access to reliable advice and a long-term perspective helps organisations navigate this environment with confidence.
Looking ahead
From our experience working alongside organisations, preparing for Global Mobility in 2026 is less about predicting what will change and more about being ready for complexity when it arises.
Clear processes, thoughtful communication, and trusted partnerships remain central to supporting both organisations and their people as they move across borders.
If you would like guidance on what these developments may mean for your organisation and your people in 2026, please reach out to londoninfo@hudsonmckenzie.com. We’re always happy to have a conversation.
Contact and Disclaimer
Should you have any questions regarding the above information, or require assistance with your immigration or global mobility matters, please don’t hesitate to contact our legal team at Hudson McKenzie. You can reach us by telephone at +44 (0) 20 3318 5794.
For office locations, please visit our Our Offices page.
The information provided in this blog is for general guidance only and does not constitute legal advice.
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