Future trends in the Global Mobility space

Nordic Global Mobility Survey Report

The global pandemic has impacted all aspects of life as we know it. With regards to Global Mobility, it has most notably affected ways of working, and many lessons have been learnt on the possibilities that technology offers to work from different locations. It has accelerated a change that was most definitely predicted and has forced organizations to change and adapt.

We launched a Global Mobility survey across the Nordics to identify future trends in the Global Mobility space. From the results we have identified four key trends regarding the future direction of global mobility, and how Nordic organizations are adapting to the new normal.

1. Remote work is here to stay

When asked if organizations foresee the possibility of implementing remote work/home office in an international context as a permanent solution post-COVID-19, 80,4% of participants responded that they see remote work as a permanent solution.

During the pandemic, we have seen that remote work works. On an overall basis it increases employee well-being, employer and employee flexibility and broadens the talent pool, making talent available that would otherwise not have been available to the organization. It can also in many cases reduce costs for the organization versus an assignment, saving on relocation costs, assignment allowances, housing, etc.

2. Drivers for change: attracting talent, providing flexibility and reducing costs

When asked whether looking to make any changes in their policies in the upcoming year, more than 80% replied yes. The top drivers for change are flexibility both for the employer and the employee, attracting talent and reducing costs.

This shows how organizations are shifting in the way they approach Global Mobility. Organizations are now shifting their approach to preparedness from planning for likely, incremental events to anticipating unlikely, high impact events and considering multiple possible scenarios. This requires flexibility, and this flexibility also makes it possible to attract a broader talent pool while also reducing costs.

3. Strategic vision for Global Mobility remains the same, but how do we get there?

A majority of participants (60%) responded that the strategic vision of global mobility has not changed. We can however expect changes in how the strategic vision is achieved. As many do not think that things will return to what they used to be in the pre-pandemic days, organizations will find new ways to meet their business and talent objectives. This includes utilizing technology and communication solutions, identifying best practice in the Future of Work and providing alternative ways for cross-border work.

4. Compliance remains key challenge for organizations

Compliance is the main area where global mobility professionals feel that they require additional support, followed by policy updates, technology implementation and enhancing the employee experience.

The responses to this survey have shown that many expect remote work to be a permanent solution post-pandemic. Organizations will need to make themselves aware of the compliance implications to address in this regard, especially once exceptions that are in place because of the pandemic are lifted. Having remote workers, especially where cross-border, may require new or adjusted obligations in relation to tax, payroll processes, social security and immigration, amongst others.


About the survey

Our Nordic Global Mobility Survey was conducted during november and december 2020 and was answered by participants in Denmark, Finland, Norway and Sweden. The report includes the answers along with our Deloitte Point of View and commentary.

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