In November 2026, Immigration, Refugees and Citizenship Canada published its 2027–2029 Immigration Levels Plan and a separate measure intended to help people already in Canada obtain permanent residence. The 5 November backgrounder sets annual targets of 380,000 permanent admissions and 370,000 new temporary arrivals. The additional measure concerns up to 200,000 people in 2027, divided between worker and humanitarian cohorts. For multinational employers, the practical starting point is to

In November 2026, Employment and Social Development Canada announced a longer maximum period for low-wage Labour Market Impact Assessment applications submitted from 6 November. Early childhood educators also gain an exception in metropolitan areas with high unemployment. Separate regional changes proposed for March 2027 depend on provincial or territorial participation. Employers should record the filing date and the period actually approved. Recruitment communications and workforce budgets need to reflect

In October 2026, Immigration New Zealand updated its business-visitor instructions with effect from 20 October, and Fragomen reported the wider changes on 28 October. The rules include limited informal training and commercial transactions within the permitted visitor activities. Fragomen also describes clearer Specific Purpose Work Visa categories for contractual service suppliers and independent professionals. The changes require an assessment of the proposed activity; a general business purpose does not

In October 2026, US Customs and Border Protection announced that eligible Saudi citizens could apply for Global Entry following Saudi Arabia’s addition as a programme partner. Applicants face vetting and an in-person interview; successful membership remains conditional on compliance. The practical benefit is expedited border processing for approved travellers. Membership does not provide a visa or employment permission. Employers should keep those distinctions clear when communicating the option to

In October 2026, NBER circulated research by Paul A. Gompers and Henry Woo on global entrepreneurial talent flows. The abstract distinguishes funding from later success and reports that the advantages associated with internationally mobile founders vary by destination and pathway. This is observational working-paper evidence. The abstract was read directly, but the full manuscript was unavailable for this review; detailed effect estimates are therefore omitted. The study should not

Allianz Partners announced on 5 June 2026 that it had signed an agreement to acquire a large portion of nib’s Australian and New Zealand travel insurance portfolio. The announced transaction includes the Travel Insurance Direct brand, a twenty-year white-label distribution agreement with nib Group in both countries, and a substantial portion of nib’s established intermediary relationships in Australia. At the announcement date, the transaction remained subject to regulatory approval

Poland’s move to the MOS online process from 27 April 2026 changes preparation and submission of residence applications. Official government information explains the transition to electronic filing. Fragomen’s 7 May analysis highlights employer appendices and electronic signature requirements that can affect readiness to submit. The process should not be described as applying identically to every immigration procedure. Mobility teams need to check the application category and exceptions. The practical

Sweden’s Migration Agency announced on 30 April 2026 that Parliament had adopted new rules for researchers, doctoral students and students, effective from 11 June 2026. The agency describes wider possibilities for researchers and doctoral students to apply from within Sweden, permanent residence after three years in some cases, and up to 18 months to seek work or explore a business after completing research or doctoral education. Doctoral students with

Global HR services firm Randstad in September 2018 released its Q2 2018 Workmonitor survey results. The survey tracks employee confidence and captures the likelihood of an employee changing jobs within the next 6 months, provides a comprehensive understanding of sentiments and trends in key job markets around the world. Published once per quarter, it also covers local and global trends in mobility, job satisfaction and motivation across 34 countries

Selection for international assignments is not one-sided. Being able to select the right employee depends on having the right group from which to select, individuals motivated by “what’s in it for me?” If the best candidates cannot see a clear personal advantage, they are unlikely to volunteer.

Mobility has never been in the mainstream of HR. Originally few employees transferred among international locations, and those that did were a nomadic and independent bunch. They completed one assignment and then moved on to the next one or returned home; as long as their occasional updates to HQ showed progress they were left alone.

Does it still make sense for a multinational company’s employee benefits plan to deal with 28 different social and tax legislations in the EU? Does it make sense for a multinational company to set up as many employee benefits plans as the number of the EU countries in which it operates?