I had the opportunity to present an overview of the 2026 Global Talent Mobility Survey at the session. We went deeper into the insights at the table discussions, where we discovered challenges and trends that our attendees are experiencing in the region, exploring priorities and solutions to overcome these challenges.
The survey highlights mobility teams prioritizing improvements to in‑house processes and optimization, stronger employee experience, and consistent compliance. This signals a push toward scalable operations with consistent governance and end-to-end visibility across the relocation journey.
At the same time, organizations are facing mounting challenges across these areas:
To mitigate some of these challenges, such as rising costs and tightening immigration challenges, organizations are re‑examining location strategy and rolling out updated immigration policies to protect feasibility and compliance.
Together, these insights reflect a clear shift toward intentional mobility, with organizations sharpening decisions around who they move, where talent is deployed, how moves are structured and supported, and why mobility plays a critical role in delivering talent strategy and business outcomes.
Download the Global Talent Mobility Survey 2026 report for more insights.
The energy stayed high as we broke down the insights into actionable takeaways and applications. Here are some of the highlights from the discussion:
1. Environmental, Social, Governance (ESG) practices: Organizations are reassessing mobility policies ahead of new regulations being formalized. For example, household goods (HHG) moves are increasingly shifting towards flexible policy options such as cash allowances, rental furniture, or reimbursement for new furniture, reflecting both evolving ESG expectations and shifting employee preferences.
2. Compliance implications on international remote work and extended business travel: The rise of “stealth expats” – employees who are officially assigned to one location but working from another country, puts organizations at risk for immigration, cross-border tax, and employee tracking.
3. Remote work amid the Middle East crisis: Amid the ongoing crisis and heightened geopolitical uncertainty, participants reported no immediate evacuation plans but noted an uptick in remote‑work requests, particularly from employees who are away from their host locations. These requests are reviewed carefully with internal compliance teams and immigration advisors to meet regulatory requirements, with approaches ranging from paid leave to tightly controlled, case-by-case remote work. Across the board, programs aim to balance compliance, cost management, business continuity, and duty of care.
4. Limitations of lump sum approach: Self-managed moves can reduce visibility into settling-in support, introduce hidden costs, and drive inconsistent outcomes. Without clear guardrails, these approaches can elevate employee stress, impact productivity, and increase exceptions.
As mobility priorities continue to evolve, Cartus remains focused on driving the conversation forward through ongoing dialogue, thought leadership, and collaboration. Look out for upcoming events, white papers, and blogs to help you in your global mobility journey and subscribe to our blog to get the most up-to-date news.
To learn more about how Cartus can partner with you and your organization’s relocation program, please email us at cartussolutions@cartus.com.
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