With reductions in "golden packages," ongoing political and economic instabilities, and the rise of remote working, recent studies suggest a decrease in international mobility's appeal in the post-COVID era. But what about 2025? Are we seeing a renewed interest in working abroad? The benchmark report "Decoding Global Talent" offers insights into these trends.
International mobility is far from over
Based on responses from over 150,000 working individuals across 188 countries, a recent survey indicates that nearly 23% of respondents are "actively mobile," earnestly pursuing job opportunities abroad. This figure marks a two-point increase since 2020, signaling a resurgence in the willingness to expatriate. Altogether, 63% of people express a desire to work internationally, either actively or as circumstances may dictate.
As expected, regional variations are notable. The inclination to move abroad is particularly strong in regions with labor surpluses, such as Sub-Saharan Africa and Southeast Asia, while it is more tempered in areas like Europe and North America. For example, in France, Italy, and Belgium, international mobility has decelerated since 2020, attributed to a shrinking workforce, robust job markets, and high wages. Similarly, a report from the Frankfurter Allgemeine Zeitung notes a significant decline in Germany, where the percentage of people considering working abroad dropped to 43% in 2023 from 70% in 2018.
Despite these regional differences, there is a global enthusiasm for expatriation, as noted by the Boston Consulting Group. Furthermore, companies recognize the benefits of this trend. Although some organizations are scaling back their expatriation assignments, the aforementioned study underscores that firms with greater international diversity are more innovative and successful, generating higher profits and 75% more likely to lead in innovation.
Emerging trends in expatriation are also worth noting, especially with the rise of new work forms such as "virtual mobility."
The new face of expatriation in the age of virtual mobility
A prominent new trend in the world of work is virtual mobility, where individuals work remotely for an employer based in a different country from their own residence. This model presents various configurations, allowing people to experience expatriation based on personal choices and opportunities rather than solely on employer mandates. According to the "Decoding Global Talent" survey, 66% of participants are open to working remotely for a company that lacks a physical presence in their country, marking a nearly 10% increase since the pandemic.
The trend is corroborated by a survey cited by Courrier International, which indicates a rise in requests for remote work abroad at major companies like Bosch and Siemens. Employees in countries such as Croatia or Spain are fulfilling their professional roles for their German employers! However, the legal management of such arrangements is still under review.
Recognizing these shifts, many companies are adapting to the growing desire for workplace flexibility. A Mercer study reveals that nearly 80% of companies surveyed are either revising or planning to revise their mobility policies to accommodate this demand. Yet, this trend introduces challenges, as employee desires for workplace location can clash with organizational needs. Companies must balance attracting and retaining international talent with maintaining overall organizational efficiency—an increasingly common focus in human resource management today.
Attractiveness and other evolutions of international mobility
The allure of expatriation has transformed significantly over the years. Previously, it often implied bonuses and lucrative contracts, especially for experts or those in senior management. While 30% of such professionals still pursue opportunities abroad, a growing interest in international work is evident among younger demographics, notably those between 20 and 30 (32%) and individuals with prior expatriation experience (35%).
Further studies highlight that young graduates are increasingly drawn to starting their careers abroad, viewing it as a means to distinguish themselves in a competitive job market. This demographic views expatriation not only as a career move but as a chance to acquire valuable experience, build a global network, and enhance employability. This trend is supported by the popularity of international corporate volunteering programs (VIE) and internships abroad, serving as entry points to global careers.
The most mobile job sectors have also shifted. The tech and sustainable development sectors, experiencing heightened global demand, lead with 29% and 28%, respectively, followed by service-related professions, including hospitality and education, each at 26%.
Economic and financial incentives remain the primary motivators for expatriation, cited by 64% of respondents, with career advancement also a significant factor. However, an emerging trend places a higher emphasis on quality of life as a key motivation for moving abroad, surpassing traditional factors like social systems, healthcare quality, and the political stability of the host country.
Despite these changes, English-speaking regions with strong economies continue to attract expatriates, with Australia, the United States, Canada, and the United Kingdom leading the list. London remains the most coveted city despite stricter immigration policies, followed by Amsterdam, Dubai, Abu Dhabi, and New York.
Thus, affirming the continued appeal of expatriation requires an understanding of its evolving dynamics—from the demographics of potential expatriates to their motivations—within the context of changing modes of work organization and remote operations.
