At the start of every year, mobility leaders reassess their programs to understand what’s changing and how to respond. In 2026, a convergence of economic pressure, immigration complexity, evolving employee expectations, and rising demands for visibility and discipline is reshaping global mobility in meaningful ways.
What We’re Seeing – and What it Means for Mobility Programs
At the start of every year, mobility leaders ask the same question: What’s changing, and how should we adjust?
In 2026, the answer is not one trend, but several forces converging at once – economic pressure, immigration complexity, employee expectations, and the growing need for mobility programs to operate with greater discipline, visibility, and agility.
At Cornerstone, we view these shifts across the entire mobility ecosystem to help organizations anticipate risk, adapt policies, and design programs that are both efficient and employee-centered.
Here are the global trends mobility leaders should be watching closely this year.
Immigration Compliance is a Front-Line Risk
Governments worldwide are tightening requirements, increasing documentation scrutiny, and enforcing compliance more aggressively.
In the U.S., policy and administrative changes are expected to further impact global mobility. These include significantly higher H1-B visa fees, prioritization of higher-paid roles in applicant selection, deeper vetting processes, and stepped-up enforcement. The ripple effects contribute to skilled talent shortages and broader economic implications. At the same time, other countries are adjusting immigration policies to attract talent that may no longer target the U.S., forcing organizations to rethink workforce planning strategies.
Globally, new technologies such as Europe’s digital Entry/Exit System make it easier for governments to monitor visa activity and enforce compliance.
Because immigration rules can shift quickly, mobility teams must stay informed, educate stakeholders, and be prepared to pivot policies, processes, and plans as needed.
Sustainability Expectations Continue – Even as Regulations Ease
Recent updates to the EU's Corporate Sustainability Reporting Directive (CSRD) reduced scope and delayed reporting requirements for many organizations until 2028. While regulatory pressure has softened, customer expectations for sustainable business practices continue to grow.
As a result, many companies are embedding sustainability-friendly initiatives into mobility policies, and more are expected to do so in 2026.
Technology is Foundational, Not Optional
Mobility programs are more data-driven than ever. Dashboards, reporting, case visibility, and workflow transparency are no longer “nice to have.” They are essential to running scalable, efficient programs and making informed decisions.
As AI adoption increases across organizations, companies are seeking integrated technology solutions across the mobility supply chain. Despite this evolution, maintaining strong human connections with relocating employees remains essential.
The future of mobility is both digital and human, and highly individual.
Cost Pressure and Employee Expectations are Reshaping Program Design
Organizations are asking critical questions:
•Are our benefits aligned to today’s workforce expectations?
•Are we providing services that add value?
•Are we measuring the right things?
In 2025, many companies updated mobility policies to balance a positive employee experience with cost discipline. The continued shift toward core/flex and/or tiered programs reflect this evolution. These approaches control cost while allowing employees greater personalization and choice. This trend is expected to continue, especially as companies adapt to the ever-changing environment.
At the same time, there is a noticeable move away from global lump sum policies for all but the most junior employee levels. Companies increasingly recognize that lump sums place too much burden on employees and local teams, particularly with more complex international relocations. When lump sums are used, providing expert guidance, vetted suppliers, and intuitive tools is essential to protect the employee experience.
Both Global Events and Local Conditions Impact Mobility Programs
Mobility programs must plan with greater foresight, understanding that global events, geopolitical issues, and local market realities influence relocation timelines and costs. Key areas to watch include:
Housing
Many global housing markets remain tight and expensive. Low vacancy rates across parts of Europe (Ireland, France, Germany, Netherlands, Spain, Switzerland, etc.) and rising rents in other locations such as the UAE, Japan, India, Mexico, and the U.S. demonstrate that local market realities require flexibility rather than a one-size-fits-all approach.
Companies should consider adopting more flexible approaches regarding budgets and job/lease start dates, as well as offering additional temporary living benefits, when necessary. In many areas, employees may need to quickly choose from limited options that do not fully align with their preferences. Formal destination services such as area orientation and home finding assistance can help educate globally mobile employees by setting realistic expectations regarding the new location.
Household Goods Shipments
Although shipping through the Suez Canal/Red Sea has resumed (for now), geopolitical tensions, labor shortages, port congestion, and rising fuel and insurance costs continue to disrupt household goods shipping timing and pricing. At the same time, shipment sizes are decreasing as employees embrace more sustainable lifestyles.
These dynamics highlight the need for strategic planning, proactive vendor management, and experienced relocation partners.
World Cup
From June 11 to July 19, World Cup soccer matches will be held across 16 host cities in the U.S., Canada and Mexico. The host cities are as follows:
•U.S.: Atlanta, Boston, Dallas, Houston, Kansas City, Los Angeles, Miami, New York/New Jersey, Philadelphia, San Francisco area, and Seattle
•Canada: Toronto and Vancouver
•Mexico: Guadalajara, Mexico City, and Monterrey
Significant increases in housing costs, hotel rates, and travel congestion are expected throughout this period, impacting relocation timelines and availability in these markets. Mobility teams planning moves in host cities during this timeframe should prepare for delays and cost fluctuations.
What This Means for Mobility Leaders in 2026
The most successful mobility programs this year will:
•Prioritize employee flexibility and experience
•Stay ahead of changing immigration policies and adjust talent strategies accordingly
•Leverage data and technology to drive program efficiency and visibility
•Anticipate external market impacts on housing, shipping, and travel
•Incorporate sustainability initiatives aligned with stakeholder expectations
Mobility is no longer just about moving people. It is about moving people
with precision, insight, and care.At Cornerstone, we believe this is how organizations — and the people within them — can truly
Expect Incredible Things from their mobility experience.
Cornerstone offers expert guidance on relocation strategies to support global mobility programs. Contact your account director or our consulting team for assistance.