Here's a roundup of the top takeaways that are shaping mobility strategies in the region:

1. Geopolitical & Regulatory Uncertainty: Agility Is Essential

Global instability—from North America to Asia—is impacting business operations and immigration pathways. Frequent changes in immigration rules and executive orders are creating pressure on both leadership and employees. Mobility teams must now operate with agility and empathy, adapting quickly while supporting assignees through uncertainty.

2. The Expanding Role of Global Mobility Teams

Mobility professionals are no longer just administrators—they're strategic partners. Teams are expected to:

• Communicate proactively and build trust.
• Stay accessible to both leadership and assignees.
• Tailor support and demonstrate resilience in challenging environments.

3. Organizational Response & Risk Management

Companies are taking a proactive stance by:

• Closely tracking global developments.
• Creating risk management frameworks.
• Advising employees before travel and rerouting itineraries for safety—even at higher costs.

Duty of care is paramount: safety now outweighs cost considerations in volatile regions.

4. Communication: The Cornerstone of Mobility Success

Effective communication is critical across all levels—from boardrooms to assignees. Companies are investing in:

• Travel checklists.
• Personal support channels.
• Clear guidance to ensure transparency and preparedness.

5. Policy Flexibility & Core-Flex Trends

Mobility policies are becoming more flexible, especially for:

• Leadership and niche talent.
• Urgent project delivery needs.

Support may include housing assistance or school searches to accelerate integration. While cost remains a factor, security and speed of settling-in often take precedence.

6. Influencing Factors in Policy Decisions

Policy flexibility is shaped by:

• Program size: Larger programs lean toward standardization; smaller ones allow customization.
• Company culture: Some enforce strict policies, others embrace tailored approaches.
• Business needs: Flexibility is situational and tied to talent and project types.

7. Remote Work: Guardrails Over Freedom

Post-pandemic, remote work requests surged—often with misconceptions about "work from anywhere." Today:

• Most requests involve returning to home countries for personal reasons.
• Vague international remote requests have declined.
• Compliance-driven frameworks dominate, with strict guardrails based on region, role, and duration.

8. India’s GCC Boom: A Strategic Opportunity

India’s Global Capability Centers (GCCs) are booming, projected to grow from 1,700 to 2,600 by 2030, reaching a $100B market. Key trends include:

• Hyderabad and Pune as top destinations.
• Foreign leaders on local payrolls with tailored support.
• Mobility into India often involves returning Indian nationals or OCI holders.

9. Evolving Assignment Types

Traditional short-term and long-term assignments are declining. Instead:

• Permanent transfers and project-driven long-term moves are rising.
• Visa delays (especially for the U.S.) continue to impact planning.
• Companies are exploring project completion without relocation to reduce complexity and cost.

10. Inbound vs. Outbound Support: A Growing Imbalance

Inbound moves to India receive more support than outbound ones. Outbound assignees often get minimal benefits, influenced by:

• Cultural expectations.
• Employee willingness to relocate with limited support.

There's a growing call for consistency in benefits, regardless of origin country.

11. Implications for Mobility Teams

Mobility professionals must:

• Balance flexibility with compliance.
• Guide policy evolution amid remote work and GCC expansion.
• Support career growth and employee satisfaction.
• Prepare for increased opportunities, especially in India-focused roles.

12. India Tax Compliance: Precision Required

India’s tax landscape is tightening:

• New formats demand detailed disclosures, especially for expatriates.
• Global income and foreign assets must be reported.
• Automated notices are triggered by even minor errors.

Mobility teams must ensure accurate and timely reporting to avoid complications.

13. Provident Fund & Social Security: Streamlining and Expansion

EPFO has improved processes with online transfers and Aadhaar verification. Key points:

• PF is withdrawable post-assignment if an SSA exists.
• Without SSA, withdrawal is restricted until age 58.
• SSA network is expanding—UK may be next.

14. Visa Processing: Delays and Glitches Persist

Securing business visas—especially for the U.S. and Schengen countries—remains slow and unpredictable. Technical issues in appointment systems are common. Organizations should:

• Start early.
• Allow buffer time.
• Monitor consulate updates and consider alternate stamping locations.

15. Technology & AI: Strategic Support, Not Replacement

AI tools like Copilot are being adopted for:

• Drafting assignment letters.
• Automating emails and research.

However, human oversight remains essential. Mobility leaders must balance tech-driven expectations with the empathetic nature of mobility work.

Watch the full webinar recording, now available inside ATMASphere.