How Global Mobility Is Evolving in 2024: the Demand for Advanced Solutions in Relocation Management

As anticipated in the early-year report by The Forum for Expatriate Management, 2024 is marked by a surging demand for international mobility among working professionals. At the same time, companies are feeling the economic pressure to optimize their relocation budgets. More and more businesses turn to digital platforms and AI-powered solutions to streamline global mobility practices and make them cost-effective. The popularity of remote jobs and location-based work options urges companies to acknowledge the importance of mobility management and align it with broader business goals.

This includes the focus on employee well-being during relocations. Comprehensive support services are becoming a crucial aspect of global mobility, helping to navigate legal and administrative challenges. These solutions ensure employees can quickly settle into their new roles with minimal culture shock and adjustment issues.

International PEO as a solution?

It is reasonable to predict that services such as international PEO (Professional Employer Organizations) will continue to broaden their customer base in response to these trends. International/global PEOs cater to businesses that operate across multiple countries, serve as their outsourced HR, and provide services such as employment and mobility support, administrative support, global workforce management, and risk management.The pool of services is similar to that of international EOR (Employer of Record) solutions, but PEOs function as co-employers and share responsibilities with client companies while EORs employ on the client’s behalf and take on (nearly) full responsibility.

The most widely reported benefits of both solutions include cost-effectiveness, simplicity of employee relocation to countries where a company does not own a subsidiary, and third-party expertise when it comes to local compliance and risk management. These services can contribute to a better experience for relocating individuals and their employers alike and ease the burden on internal HR teams. This support enhances mobility management within the company, leads to higher retention rates and helps prevent “quiet quitting” among expatriate workers.