Italy Checklist: Sponsoring Highly Skilled Migrant Visas
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It’s no secret that businesses have gone global—and so have their people. But even as remote work and international assignments surged, one aspect kept tripping up HR teams: short-term assignments. Sound familiar? If you’re navigating the maze of short-duration postings, 2026 could be your turning point. This is the year the industry finally woke up and said, “Let’s fix the policies!” Let’s dive into why short-term assignment policies became a must-have, the data behind their rise, the biggest headaches companies faced, and how global mobility solutions—like those from xpath.global—are shaping a smarter, more agile future.
Picture this: a talented product manager from Paris is needed in Singapore for three months. Not long enough for a full relocation package, but too critical to just hop on a plane and hope for the best. Short-term assignments (STAs) bridge roles, boost business agility, and develop talent fast. According to EY’s 2024 Global Mobility Effectiveness Survey, 67% of multinational companies increased their number of STAs by at least 20% post-pandemic. Flexible, responsive and often cost-effective, these postings are now a bedrock of efficient global talent strategy.
What actually changed in 2026? Industry data finally pointed to the elephant in the room—the lack of policy was costing money, morale and sometimes compliance. The Worldwide ERC reported that unstructured STAs led to 15% higher costs per assignment, thanks to regulatory missteps, inconsistent allowances and the headache of “policy exceptions.” A Deloitte study from late 2025 showed companies lose an average of $60,000 annually per 100 STAs due to lack of formal frameworks—an expense line no CFO wants to see.
So, in 2026, smart organizations made policy standard. Clear eligibility, streamlined approvals, airtight compliance—suddenly, global mobility was less chaos, more chess game.
Why did it take until now to get this sorted? Well, short-term assignments sat in policy limbo for years. Too quick for traditional expat packages, they often snuck in under the radar—until they didn’t. Companies faced classic tripwires: visa and tax nightmares, uneven employee experiences, unexpected social security traps, and trouble staying compliant with local labor laws. Not to mention, the lack of transparency meant HR teams fielded endless “what’s covered?” emails and left people feeling, well, short-changed.
Without one global mobility solution to handle the variations, some companies ended up with a jigsaw puzzle of processes. Sound familiar? That’s why centralized digital solutions (think: xpath.global) became a lifeline, offering compliance tracking, cost control, and data-driven decision-making under one roof.
Take the example of a multinational financial services firm in Germany. By mid-2026, they rolled out a unified STA policy using a platform similar to xpath.global—the result? Processing time for assignments dropped 40%, while compliance incidents all but vanished. Employees reported a 30% improvement in overall satisfaction, while HR had the air cover needed to focus on strategic talent moves, rather than paperwork panic.
Or look at a high-growth tech business that embedded real-time risk assessment for all short-term moves. With robust pre-assignment checks, triggered by a global mobility platform, they caught permit and tax risks five times faster. Their “assignment lifecycle” got simpler, smarter and, crucially, scalable.
What actually makes a policy “fit for purpose” in 2026? Successful organizations took a few lessons to heart. First: define what counts as a short-term assignment—the most common cut-off is 3 to 12 months. Next, clarify what’s included: travel, housing, insurance, dependents? Consistency kills confusion. Automate your compliance checks (automated platforms help here) and ensure there’s clear guidance for managers and assignees alike.
Most importantly, integrate your STA policy with your global mobility solution. This doesn’t just make legal and payroll compliance easier—it gives you data to track costs, spot trends and keep scaling, no matter how global your team gets.
Think of a global mobility platform as your mission control. Tools like xpath.global don’t just centralize request flows—they map every step, flag noncompliance before it’s a headline, and automate repetitive communications. Imagine not manually juggling payroll, expense approvals and visa checks for every STA. Instead, you see an end-to-end audit trail, satisfy both local and international regulatory needs, and get the insights you need to inform C-suite decisions. In 2026, that’s not a pipe dream—it’s table stakes.
Global mobility is about more than moving people—it’s about empowering both business and talent. With 2026 marking the year short-term assignments grew up, there’s zero reason to let policy chaos trip you up. Want to lose the headaches, save time and grow smart? It’s all about the right policies, the right platform, and the right partner.
Think your approach to short-term assignments needs a tune up? Explore how modern global mobility solutions, like those from xpath.global, make every part of the process—from compliance to cost tracking—seamless.
What’s the difference between short-term and long-term assignments?
Short-term assignments generally run from 3 to 12 months and often include fewer relocation perks than long-term posts (which typically last over a year).
Why do companies need formal policies for short-term assignments?
Formal policies mean fewer surprises—reduced risk of compliance issues, consistent employee treatment, and streamlined HR processes.
How can digital platforms like xpath.global help?
Xpath.global centralizes assignment management, automates compliance checks, and stores documentation, making STA administration efficient and low-risk.
What risks are most common on short-term assignments?
Common issues involve visa errors, tax mishaps, social security gaps, and noncompliance with host-country labor law.
How do you decide what’s covered in an STA policy?
There’s no one-size-fits-all, but common inclusions are travel, accommodation, health insurance, and in some cases, partial allowances for dependents or local transit.
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