Italy Checklist: Sponsoring Highly Skilled Migrant Visas
Grab a copy of a guide to international employee relocation
View E-book
In a world where talent knows no borders and businesses leap across continents overnight, global mobility is no longer the exception—it’s the rule. But how we move people, support employees, and design policies has rapidly evolved, especially as we enter 2026. What started out as the classic expatriate assignment has splintered into a dynamic spectrum of flexible, tech-enabled mobility solutions. So, what does this shift mean for companies looking to win the global talent race?
Not that long ago, sending employees overseas meant lengthy contracts, costly perks, and strict policies. The “traditional expat” was a corporate nomad with gold-plated packages—think generous housing, schools for kids, and even language tutors—all meticulously managed by HR. But as globalization accelerated, companies faced budget constraints and a need for greater agility. Enter the modern workforce: digital nomads, project-based assignments, remote work, and hybrid roles that defy old frameworks. This change was supercharged by the pandemic, which proved that work could happen almost anywhere.
Mobility in 2026 is no longer about uprooting families for years; it’s about rapid redeployments, remote onboarding, short-term gigs, and meeting business needs on the fly. Organizations must balance people-first flexibility with compliance, cost, and speed—a juggling act that makes today’s global mobility game both thrilling and complex.
According to a 2025 Deloitte Global Mobility Survey, 68% of enterprises expanded flexible mobility options in the past 18 months, driven by employee demand and business growth in emerging markets. Meanwhile, the Emergent Research Global Workforce Insight Report revealed that 42% of workers under age 40 cited “mobility flexibility” as a top reason to accept foreign assignments or remote international roles. That’s not just a number; it’s a seismic shift in expectations.
Mobility providers, once focused just on logistical support, now offer integrated digital platforms, AI-powered compliance checks, and self-service dashboards. Take xpath.global as a prime example: their cloud-based solution helps organizations centrally manage everything from immigration to tax to destination services, tailored for every model—from project gigs to fully remote assignments.
But let’s not sugarcoat it. As models have evolved, so have the hurdles. Navigating global tax, visa rules, and data privacy is like playing 3D chess in four languages. The 2026 Brookfield Relocation Trends Survey found compliance and risk management to be the top challenge for 72% of HR mobility heads. Add in inflation, talent shortages, and political uncertainty, and you’ve got a recipe for sleepless nights.
There’s also an unmistakable tension between flexibility and consistency. Companies want to empower employees to move, but lack standardized policies. A case in point? A European tech firm tried a “work from anywhere” scheme, only to retract it after running into legal roadblocks from competing jurisdictions.
xpath.global has tackled these challenges by offering compliance-backed workflows that update in real time as regulations shift, vastly reducing risk and freeing up HR teams to focus on their people, not paperwork.
To see mobility in action, look at what happened when a Fortune 500 industrial conglomerate reimagined its assignment types in 2025. They moved from standard three-year expat stints to a mixed model: 25% classic expats, 35% short-term project roles, 20% international commuters, and the rest working in hybrid or remote cross-border teams. With the help of a centralized mobility platform like xpath.global, the company slashed assignment lead times by 50%, increased talent satisfaction scores by 22%, and trimmed overall costs by $5M annually—without sacrificing support.
What made it work? Everything from automated reporting to country-specific compliance alerts, rolled up into a single dashboard. Employees could access everything they needed—tax help, visa status, cultural insights—in one place, whether they were in Sydney, Sao Paulo, or Singapore.
As we look ahead, the synergy between HR tech and workforce mobility will only deepen. AI-driven predictive analytics can now identify the best-fit candidates for assignments, flag compliance risks before they happen, and monitor pay equity across borders. Automated document handling and chatbots are making the relocation process less of a bureaucratic labyrinth, and more of a seamless journey.
The emergence of global mobility solutions like xpath.global is making it possible for even mid-sized companies to offer world-class relocation without breaking the bank. And as new assignment models keep popping up—think borderless internships, skill-based gig swaps, and virtual job rotations—having a flexible, scalable solution is no longer a luxury; it’s your competitive edge.
If there’s one thing that’s certain, it’s that employees want choice and empowerment. As McKinsey notes in their 2026 Talent Trends, organizations that boldly embrace flexible mobility will attract—and keep—the workforce of tomorrow. The days of the one-size-fits-all expat package are fading. In their place? Personalized journeys anchored by smart platforms, robust compliance, and a laser focus on the talent experience.
Will there be bumps along the way? Absolutely. But companies willing to experiment, iterate, and partner with innovative platforms will find their global teams more engaged, loyal, and eager to tackle the next big opportunity—wherever it may be.
What does a global mobility solution include?
A comprehensive solution manages everything from visas, taxation, and payroll to cultural integration and compliance monitoring.
How do flexible mobility models benefit employers?
They drive cost savings, boost agility, and help attract diverse talent, while smart platforms like xpath.global automate management and reduce administrative burdens.
Is compliance really that complex for international assignments?
Yes! Taxation, labor laws, and data rules vary dramatically. That’s why businesses lean on digital platforms that update in real time, ensuring compliance in every market.
How do employees view modern mobility models?
Younger workers crave flexibility and career development. Organizations offering tailored, tech-enabled mobility options see greater talent engagement and retention.
Why choose a provider like xpath.global?
They unify fragmented processes, provide compliance updates instantly, and deliver an intuitive, all-in-one platform that supports every kind of assignment.
Ready to transform your mobility program? Explore xpath.global’s solutions.
Italy Checklist: Sponsoring Highly Skilled Migrant Visas
Grab a copy of a guide to international employee relocation
View E-book