What Is Global Mobility? How HR Teams Can Build Compliant International Programs

The business world is more connected than ever before, and global mobility is no longer just a luxury for executives — it’s often a necessity for valued employees at all levels. But what is global mobility, and why does it matter? 

Global mobility allows organizations to engage in the global economy. Companies can expand beyond borders, move top talent seamlessly, and stay compliant with immigration and tax regulations. 

A thoughtful global mobility program gives you access to new markets and diverse perspectives. Here’s how and why to create one.

Understanding Global Mobility

Global mobility refers to the procedures and strategies organizations use to move employees across international borders. It covers a broad range of work assignments, including short-term projects, long-term relocations, and permanent transfers. By taking advantage of temporary or permanent employee relocation, you can develop your company’s international influence and attract top talent abroad.

Global mobility is shaped by local immigration laws, which vary from country to country.

In the U.S. context, there’s no visa specifically designed for global workforce mobility. Instead, companies rely on existing visa types that accommodate their needs, which might include:

• H-1B for specialty occupations that require advanced skills
• L-1 for intracompany transfers of employees, managers, or executives with specialized knowledge
• O-1 for individuals with extraordinary ability in arts, sciences, education, or business

In the U.K., the Global Business Mobility (GBM) visa offers five separate routes, including Senior or Specialist Worker, Graduate Trainee, U.K. Expansion Worker, Service Supplier, and Secondment Worker.

In Singapore, global mobility is supported through a work pass system that allows companies to hire and relocate foreign employees. Common options include the Employment Pass (EP) for professionals and leaders, the S Pass for mid-level skilled workers, and the EntrePass for entrepreneurs starting businesses in Singapore.

Examples of Global Mobility Assignments

Global mobility programs cover a wide array of work-related assignments. These programs may be used to bring foreign workers into the country or send local talent abroad for specific purposes. 

Here’s a list of global mobility strategies and their associated visa categories:

Business travel

Travel timelines depend on each company’s internal business travel policies. Common visa types include: 

• B-1 visa: Allows individuals to stay in the U.S. for commercial or professional reasons for up to 6 months
• Visa Waiver Program (ESTA): Permits workers from participating countries to visit the U.S. for up to 90 days for tourism or business purposes

Short-term work assignments

Short-term work assignments typically last 3–12 months. The potential visas might include:

• H-1B: Enables professionals in specialty occupations to be hired by U.S. companies
• H-2A: Allows foreign nationals to engage in seasonal agricultural work in the U.S. during labor shortages
• H-2B: Allows eligible U.S. employers to bring foreign nationals into the U.S. for temporary non-agricultural work

Long-term work assignments

Long-term work assignments are usually 1–6 years. Common options are: 

• H-1B: Enables professionals in specialty occupations to be hired by U.S. companies
• Permanent Labor Certification Program (PERM): Grants U.S. employers the right to hire a foreign professional to work permanently in the country (issued by the Department of Labor)

Permanent relocation

Permanent relocation means an employee stays in a different location indefinitely. The necessary visas for this type of work could be: 

• EB-1: An employment-based, first-preference green card for foreign nationals with extraordinary ability (EB-1A) or outstanding professors and researchers (EB-1B)
• EB-2: An employment based, second-preference green card for those with advanced degrees or exceptional ability in their fields
• EB-3: A third-preference green card for professionals or skilled workers who have job offers from U.S. employers
• EB-4: A fourth-preference green card for “special immigrants,” which may include religious workers, broadcasters, members of the U.S. armed forces, and U.S. government employees
• EB-5: A green card for foreign investors who put capital into U.S. businesses and create at least 10 full-time jobs for U.S. employees

Remote work arrangements:

Non-immigrant visa holders (B-1) can engage in professional activities but are not permitted to perform normal work duties remotely during their visit. 

Permitted activities include:

• Attending business meetings, conferences, or startup accelerators
• Conducting market research
• Discussing planned investments and purchases with prospective co-founders
• Developing business relationships, such as meeting with clients or investors
• Negotiating contracts
• Incorporating a U.S. company, applying for an Employee Identification Number (EIN), establishing a U.S. mailing address, or applying for a business license.

F-1 student visa holders are not allowed to work remotely for non-U.S. companies during their stay. However, they can work remotely for a U.S. company as long as it’s part of their Curricular Practical Training (CPT) or Optional Practical Training (OPT). Permitted work activities include:

• On-campus employment:
• Maximum of 20 hours per week during academic terms and full-time during vacation periods
• Off-campus employment:
• CPT: Allows international students to participate in internships or other practical training related to their field of study
• OPT: Enables international students to work for up to 12 months in the U.S. after they graduate
• STEM OPT Extension: Allows students in mathematics, technology, engineering, or mathematics (STEM) fields to extend their OPT by an additional 24 months

Core Components of a Global Mobility Program

To build a successful global mobility program, you need a structured framework that covers the full range of global mobility services, meaning employees have the support and resources they need to thrive.

Here are some key features to focus on:

Policy Development

Establish and distribute clear policies around eligibility, work assignment types, benefits, and compliance requirements and enforcement. The goal is to provide consistency and transparency across the entire organization.

Compensation and Benefits Packages

Competitive benefits packages might include:

• Salary adjustments
• Housing allowances
• Relocation support
• Tax equalization
• Training or education provisions
• Health benefits

High-quality relocation packages enhance fairness and motivate people to participate.

Immigration and Compliance Practices

Managing visa sponsorship, immigration requirements, and tax obligations is a critical aspect of any effective global mobility program. Non-compliance can result in costly fines and even assignment failures. Consider working with a dedicated immigration law firm like Ellis to double- and triple-check compliance. 

Employee Support and Relocation Services

Employees and their families may face challenges as they adjust to their new environments. The more support you can provide, the better. Cultural training programs, relocation services, and family assistance helps employees and their loved ones adapt more quickly and comfortably.

5 Benefits of Global Mobility for Organizations

A well-structured global mobility program offers mutual benefits for everyone involved. Employees get the chance to travel and gain new skills and perspectives abroad, international economies benefit from the addition of foreign talent and knowledge, and global mobility gives all parties the opportunity to help foster lasting, cross-cultural relationships.

Here are a few of the key advantages for organizations:

1. Access to global talent: Tap into specialized skills in foreign markets.
2. Market expansion: Deploy experienced employees to new regions quickly.
3. Knowledge transfer: Share expertise across international borders.
4. Cultural diversity: Enhance innovation by introducing diverse perspectives.
5. Employee engagement: Provide career development opportunities to boost retention and employee satisfaction.

5 Challenges and Considerations in Global Mobility

Pursuing global mobility isn’t without risk. HR teams must address the following global mobility challenges and considerations proactively in order to maximize the advantages:

1. Immigration: Navigating visa rules and work permits in the U.S. and overseas requires a thorough understanding of immigration law and its implications.
2. Taxes and compliance: Every country has its own tax laws and compliance regulations, which necessitates careful oversight when talent moves across borders.
3. Relocation logistics: Relocating workers usually means helping to coordinate housing, schooling, and shipping. You may also need to provide language or skills training.
4. Employee benefits: Align benefits packages with local norms and offer competitive wages to motivate employees to relocate.
5. Local laws and regulations: Make sure you're complying with local labor laws and data privacy regulations.

How To Build an Effective Global Mobility Strategy

Every organization has specific wants and needs, so tailor your global mobility strategy to help you achieve your specific desired outcomes. Are you aiming to diversify your leadership teams? Establish locations in new and emerging markets? Acquire international investments?

While frameworks vary, HR teams should adhere to a few proven global mobility best practices:

1. Define your purpose: Align your mobility goals with larger business objectives to avoid wasting resources.
2. Establish an internal outline: Develop dedicated workflows for approvals and compliance. Address immigration and employment law requirements, and implement frameworks for accurate payroll and social security.
3. Define your team: Identify key internal and external players to manage the program and act as key points of contact.
4. Create support structures: Develop relocation and cultural integration assistance programs for maximum success.
5. Leverage technology: Consider using global mobility management software for tracking, oversight, and reporting.

Expand Your Reach Beyond International Boundaries

Global mobility is about so much more than moving employees to new locations. It’s a strategic driver of growth, innovation, and talent acquisition and development. With the right approach, you can unlock a world of new possibilities and mitigate risk at the same time. It’s about creating people-centric, compliant programs.

Expanding globally requires careful navigation of immigration laws. At Ellis, our team provides efficient and compliant guidance for your international mobility needs, helping you adhere to legal requirements. Ellis is a trusted immigration law firm specializing in providing tailored guidance for companies looking to extend their horizons.

Get in touch today to develop a world-class global mobility program, access top talent, and enter new markets effectively.