This article was originally published by The Global Mobility Lawyer It can also be accessed on their website here.
More than any other year, 2024 saw global politics dominate media headlines, with over half the global population heading to the polls. This election cycle marked a significant political shift from earlier years.
In many European countries, and more recently in the US, new governments have taken office with the promise of implementing different policies to their predecessors in a range of areas. This raises questions about globalization, defence, and trade policies, as well as—crucially—immigration.
Corporate immigration policies have historically been shaped by liberal economic frameworks that encouraged global talent mobility. But with shifting political landscapes, businesses can’t afford to stand still.
These changes aren’t just about regulatory hurdles—they’re reshaping how companies attract, move, and retain talent. The challenge now is not just to react, but to rethink mobility strategies proactively in a way that keeps businesses agile, compliant, and competitive.
Last month’s election in Germany sent shockwaves through the European political landscape—the most likely outcome being a coalition between the center-right Christian Democratic Union (CDU) and the center-left Social Democratic Party (SPD).
This coalition is expected to adopt a more moderate stance compared to the Alternative for Germany (AfD) party, but immigration policies may still become more restrictive. This would be in line with trends in other countries following elections, such as in the Netherlands and France, where rules and enforcement for skilled and labor migration have become stricter.
Similarly, in the US, President Donald Trump’s re-election based on a campaign that promised to curb migration signals a new era for immigration policy.
While the first set of executive orders did not include direct measures to restrict skilled migration outright, the wider measures will have an impact in the longer term as new measures such as administrative processing and increased enforcement take effect.
Indeed, delays are already being seen in consular processing, impacting business continuity and predictability. But this is not the first time companies have had to deal with significant change.
When the UK left the EU following Brexit, and more recently during the covid-19 pandemic, businesses were faced with new and unprecedented restrictions on travelling and working across borders. This raised new challenges for business continuity and workforce planning.
Yet businesses that were well prepared—for example, by having mapped in advance how potential changes would impact their workforce—turned out to be the most agile in dealing with the new regulatory frameworks. This increased their competitiveness and operational stability in highly turbulent times.
Similar agility is likely needed today to face changes that could have similarly far-reaching consequences for businesses.
Beyond practical impacts domestically in the US, it is also relevant to note that the Trump administration’s different vision of America’s role on the world stage will have wider ramifications in the field of global mobility.
Indeed, recent developments have led to questions around how globalized territories interact politically and economically. With the US and some other countries favoring bilateralism over multilateralism, organizations such as NATO and the EU have been required to seek new ways to remain relevant.
But, again, this is not a new development. Over the past decade, the EU has legislated to create a more unified skilled migration policy for the EU to help members of the bloc face common challenges such as labor market shortages and an ageing population.
Nevertheless, in practice, member states often implemented these EU rules in such a way that they favored their local labor market needs, often at the expense of the intended harmonization.
While this resulted in increased complexity for businesses who rely on workforce mobility for their business continuity, some have argued that this has also led to an increase in distrust for multilateral institutions, such as the EU, among voters.
If the current geopolitical and economic trend towards protectionist or isolationist policies continues, it will likely lead to increased tensions between countries and regions. This, in turn, will lead to increased complexity if not new barriers for businesses operating across borders, including stricter entry requirements, longer lead times, and more compliance requirements.
Any of these issues could disrupt business operations and workforce planning significantly. At the same time, renewed cooperation after a potential lifting of sanctions against Russia could lead to new strategic opportunities for businesses and a realignment of their business focus.
The same could potentially apply in Europe if new geopolitical realities lead to closer cooperation between regional partners, such as the EU and the UK, to tackle new security or economic challenges.
As the unprecedented election cycle of the past year draws to a close, it is more relevant than ever for businesses to take stock and assess what the outcomes could mean for their businesses.
Especially in Europe, the election results have led to new government policies that impact global businesses and their workforce strategies. And with the Trump Administration taking a new direction in global diplomacy, government strategies are likely to continue to change in order to adapt to new realities.
To navigate these uncertainties and remain competitive, global businesses must implement workforce strategies that are adaptable, proactive, and innovative.
Doing so means monitoring and understanding these changes and setting them against the strategic goals of the company. Assessing and reviewing the company’s immigration policy is a key action in this respect.
At the same time, businesses should also take action now to prepare for the unexpected. This includes mapping where employees are at any given time, understanding what type of support could be needed for different groups, and making sure the business infrastructure is in place to take action immediately in case unexpected challenges arise.
Global mobility is a business-critical function that directly impacts workforce agility, talent strategy, and business resilience. Companies that integrate mobility into their strategic planning gain a competitive edge, ensuring they can attract, move, and retain top talent.
With this in mind, it is more important than ever for global mobility stakeholders to have a seat at the table when strategic decisions are made. As a new era dawns for global businesses, a thorough review of their global mobility strategies must be at the top of any boardroom agenda.
Mostafa Massoud
Partner, Immigration
Vialto Partners, Germany
Hugo Vijge
Global Immigration Advisory Lead
Vialto Partners, Netherlands
Please reach out if you’d like to learn more about Vialto.