Heading into 2026, HR and mobility leaders face a fast-changing world of work. Remote work, AI, and new regulations have blurred borders, and even small glitches can have big impacts – from a delayed work visa to an audit triggering extra costs. The good news is that taking a few smart steps now, you’ll turn compliance and tech demands into competitive advantages. Successful mobility programs will be those that treat compliance as a source of confidence, not just a checkbox.
In fact, an Aires survey of mobility pros found teams are being asked to “do more with less” – updating policies for remote work, improving data quality, and adopting technology to manage assignments and compliance. Use that momentum. Here are five practical moves you can do right now to set your global mobility strategy up for success in 2026 and beyond, no matter where your people are.
1. Supercharge Your Tech Stack
Even lean HR teams can handle global complexity by doing more with technology. Modern HR and mobility platforms can automate repetitive tasks and connect scattered data. For example, one industry study found that as businesses expand globally, “tools that centralize payroll, benefits, and compliance across markets can free up HR leaders to focus on strategy, not spreadsheets”. In practice, this means consolidating systems: use an integrated global HR/payroll platform instead of disconnected spreadsheets, or lean on your relocation management companies tech stack and APIs. Automate routine workflows (like expense approvals or tax equalizations) so every move goes through one digital intake form with built-in checks. That way you get a single source of truth and nobody is manually chasing paperwork.
Build in intelligence, but do so responsibly. AI tools (for recruiting, expense audits, etc.) can boost speed, but make sure to govern them: the new EU AI Act (coming fully in 2026) will require transparency and human oversight on any automated decision-making. Document which steps are automated versus human-reviewed, and keep audit logs. In short, embrace AI and automation for efficiency, but embed it into your workflow with clear rules. Your tech-savvy moves today will pay off: real-time receipt capture, auto-fed payroll, and instant compliance checks will make 2026 a breeze.
- Unify your systems. Migrate global payroll, benefits, and assignment data to a single platform. One unified system reduces errors and gives visibility to all teams.
- Automate repetitive tasks. Identify manual pain points (visa paperwork, expense reimbursements, policy checks) and automate them. As one HR report notes, automation “becomes non-negotiable” for lean teams.
- Use AI with guardrails. Try AI for tasks like candidate screening or expense auditing, but follow up with human review. The EU’s new AI regulations mean you’ll need to log and explain each automated decision.
2. Turn Compliance into a Competitive Edge
Too many companies treat compliance as a “box to tick”, but the smartest leaders know it can be a business enabler. Start by updating your policies: make them living documents that adapt to new laws. Mobility programs and policies should flex with regulatory change. Link your policy rules directly to the tech workflow. For instance, if an EU trip requires an A1 social-security form or pre-travel authorization, build that step into your assignment workflow so managers and employees see it right away. In practice, this means documenting and automating: tie every policy clause to a process prompt…no one should (or wants to) have to hunt for a PDF or email. This clarity boosts confidence at every level – finance knows costs are controlled, HR delivers smooth moves, and leadership sees mobility as a growth lever.
We’re facing a volatile regulatory landscape worldwide. Newland Chase reports that nearly a quarter of mobility pros cite “evolving travel restrictions and expanding data/AI regulations” as major challenges. For example, watch for things like the EU’s Entry/Exit System and ETIAS (coming in 2026), updated visa salary thresholds (UK’s new points system, revamped H-1B in the US), and changes in global tax residency rules. Act now by refreshing key policy clauses (immigration eligibility, expat tax, social-security). Consider practical steps like running a mock audit of a sample assignment to see where policy breaks down; embedding checks for visas and insurance up front; and even assigning a policy “owner” who stays on top of changes. When rules change (say, a country mandates new home-office reimbursements or data-reporting requirements), your living policy can shift gears without missing a beat. In other words, build agility into your rulebook so compliance isn’t an afterthought but part of the process.
- Update your rulebook. Strip out outdated clauses and add the latest requirements (immigration, tax, remote work rules). For example, if short-term UK visas now demand higher salaries, automate an eligibility check up front so offers can’t be retracted later.
- Embed policy in the workflow. Put rules and approval prompts where people actually work. If a business trip to Europe needs ETIAS clearance, make that a required step in your booking system.
- Assign ownership. Give one person or team the task of versioning policies and tracking new laws (for visas, payroll, expenses, etc.). This ensures policies stay live and aligned with each jurisdiction’s rules.
3. Embrace the “Anywhere” Workforce
The future is borderless talent. Workers increasingly expect to live and work globally: over half of employees now value geographic flexibility as a core perk. Many will ask to swap offices or work-from-anywhere, and top candidates pick employers who allow it. To make 2026 a success, turn that expectation into a program. Formalize a “work-from-anywhere” policy: define rules for remote assignments, digital nomad arrangements, or cross-border hybrid work. This could mean creating a short-term assignment policy for remote workers, or partnering with an Employer-of-Record (EOR) to hire in new countries without setting up an entity. The key is to be proactive so you capture talent, not tax audits.
But don’t forget the compliance side. A recent Aires survey shows that remote work compliance has come out on top of mobility challenges – even one home-based employee in a foreign jurisdiction can trigger tax, social-security, or permanent-establishment issues. For example, beware of new “right-to-disconnect” laws (France, Spain, Canada and beyond) and rules on home-office reimbursements. If you have people logging in from different countries, coordinate with legal and payroll: use a global payroll provider or EOR service to automatically manage local taxes, benefits, and work permits. Also consider emerging “digital nomad visas” – many governments now offer remote-work visas that simplify tax compliance if your policy requires them. By treating flexibility as an opportunity (rather than a risk), you can attract talent while keeping taxes, immigration, and labor rules in check.
- Write formal Work-From-Anywhere (WFA) rules. Define what “work from anywhere” means for your company. Specify duration limits, visa requirements, and expense support. Clear guidelines avoid surprises later.
- Leverage global employment solutions. Use cross-border payroll, EOR/PEO, or contractor platforms to handle local labor laws and benefits automatically. This lets you hire or relocate people quickly and compliantly.
- Stay on top of local laws. Research new remote-work regulations in key markets (e.g. India’s tax rules for foreign employers, Southeast Asia’s visa options, EU’s digital policies). Update contracts and tech (like payroll systems) to match each country’s requirements.
4. Let Data and Transparency Lead the Way
Data is the ultimate wingman for compliance and people strategy. Start by fully embracing pay transparency and global compensation analytics. Worldwide, pay-disclosure laws are spreading fast: New York, California, Germany, Spain, the UK, and more now require salary ranges on job ads or give employees the right to ask about pay gaps. Rather than fear this, use it as an advantage. Build global salary bands and standardized compensation frameworks using benchmarking tools. This helps you remain competitive in each market and comply with local fairness laws. Generate regular reports on gender/ethnicity pay gaps (many regions mandate annual audits) so you can fix imbalances proactively. Transparency builds trust – both with your workforce and regulators.
Next, apply data to your mobility programs. Track every dollar and hour: how long do assignments last, what costs were incurred, and did the move meet its goals? Use your consolidated HR/payroll system to feed all expense, tax, and compensation data into dashboards. One tip is to capture receipts via mobile apps and auto-feed them to your RMC or into payroll – this way expats get reimbursed quickly and you always know exactly what’s been spent. With this unified data, you can spot issues early (e.g. unusually high costs in a location) and demonstrate expertise to the C-suite. Budget pressures are driving immigration strategy in 2026, so show leadership the numbers. In short, be data-driven about everything from salary fairness to assignment outcomes; the insights will keep you agile and audit-ready.
- Standardize payroll and expenses. Use one global payroll/expense system so all assignments run off the same data. As Ineo recommends, “keep shadow payroll running from the same dataset” and get expenses in real time via mobile capture.
- Automate compliance reporting. Leverage software reports to track deadlines (visa renewals, tax filings) and key metrics (costs, duration, employee satisfaction). No more manual spreadsheets.
- Use analytics for fairness. Run compensation benchmarks and pay-equity audits regularly. Tools are available to ensure salaries are fair across locations, genders, etc. This not only meets legal trends but also boosts morale.
5. Think Ahead and Stay Agile
Finally, cultivate a nimble mindset. Change will be constant so plan now to adapt later. Conduct a mock audit of your mobility process. Pick one country and one person, and trace their move end-to-end – from initial paperwork to final tax filing. You’ll quickly spot hidden snags (missing docs, communication gaps, approval delays) before they derail a real move. Assign clear owners for each step – immigration, payroll, benefits, etc. – so accountability is baked in. Keep those channels open: share checklists and travel templates (e.g. “First-time ETIAS entry into the EU”) with employees and managers so everyone knows what to expect.
Stay curious: subscribe to industry alerts, talk with peers in other regions, and treat every rule change as a clue. Ineo advises: “2026 will reward organizations that approach mobility as both a compliance requirement and a business enabler”. If you create clarity for employees, confidence for leadership, and consistency in your processes, you’ll already be ahead of the curve. So don’t wait – start these initiatives today. By doing so, you’ll turn complexity into a smooth, strategic mobility program that powers growth in 2026 and beyond.
Each of these five steps is practical and proactive. You now have a roadmap: upgrade your technology, embed compliance into workflows, enable your anywhere workforce, let data drive decisions, and continually refine your strategy. In the end, mobility and HR will deliver not just risk management, but real value – keeping talent moving, global projects on track, and leadership confident about where your people are heading. Let’s make 2026 your best year yet!
Sources: Expert insights and research from mobility and HR leaders
Policy and Compliance Trends: Navigating Global Mobility in 2026 - Ineo Site
Beyond Borders: Insights from the 2025 Global Mobility & Immigration Survey. | Newland Chase
Global workforce trends 2025: Key insights from Remote
https://remote.com/blog/global-hr/global-workforce-trends
Regulatory Updates Impacting Global HR in 2025 - EWS
https://www.ews-limited.com/regulatory-updates-impacting-global-hr-2025/