The future of global mobility is here - and it's complex.

HR and Talent Mobility professionals face new challenges and opportunities as organizations adapt to shifting employee expectations, compliance requirements, and global market dynamics. The 2025 Aon International People Mobility Report offers critical insights you need.

Why This Matters

Global mobility is no longer just about moving people—it’s about creating agile, inclusive, and sustainable strategies that attract and retain top talent. Here are the major findings:

1. Mobility Activity Stabilizing

• Long-term assignments are shorter, with most under three years.
• Remote work permissions are declining (51% of companies do not allow international remote work) due to compliance complexities.

2. Top Challenges

• Employee safety and well-being is now the #1 challenge for business travel (45%), surpassing cost and compliance.
• For remote work, tax and immigration advice remains the biggest hurdle.

3. Key Trends

• Compliance complexity is increasing globally, requiring agile governance and expert advice.
• Data analytics is driving smarter decisions on cost control and wellbeing.
• Geopolitical and economic volatility impacts cost containment and assignment planning.
• ESG and DEI are embedded in operations, though sustainability measures are less visible.
• Personalized mobility programs are on the rise to meet diverse employee needs.

4. Benefits and Support

• International health insurance tops the list of valued benefits (72%), followed by relocation assistance (59%).
• Mental health support and EAP programs are becoming standard.
• For remote workers, 39% of companies offer no additional benefits, signaling a gap in risk mitigation.

5. Employee Expectations

• Gen Z and Millennials prioritize travel opportunities far more than older generations—mobility is a talent magnet.

6. ESG and DEIB

• ESG strategies are widely adopted but integrated into daily operations rather than standalone priorities.
• DEI initiatives are gaining traction in global assignment selection.

What HR and Mobility Leaders Should Do

• Strengthen Compliance: Build robust governance frameworks and partner with legal/tax experts.
• Prioritize Wellbeing: Expand mental health and safety measures for travelers and assignees.
• Modernize Policies: Update remote work and mobility policies to reflect compliance realities.
• Leverage Technology: Use analytics for cost control and strategic planning.
• Embed ESG and DEI: Make sustainability and inclusion core to mobility programs.
• Communicate Value: Educate employees on benefits like pensions and health coverage.

 Download the full 2025 Aon International People Mobility Report for comprehensive insights and actionable strategies.