Global Mobility continues to evolve, but in 2026, the story is less about dramatic disruption and more about modernization.
Organizations are refining how they move talent, expanding the range of mobility options they support, and investing in the technology, processes, and capabilities needed to make programs more effective. At the same time, Global Mobility teams are taking on a broader role within the organization, partnering more closely with HR and the business and contributing more directly to workforce and talent decisions.
AIRINC’s 2026 Mobility Outlook Survey explores how leading organizations are responding to this next phase of mobility, from changing program activity and policy design to flexibility, AI, and the evolving role of the Mobility function.
This year’s findings point to a Global Mobility function that is becoming broader, more flexible, more technology-enabled, and more strategically connected to the business.
While overall mobility volumes have largely stabilized, organizations continue to diversify the ways they deploy talent. Traditional assignments remain an important part of the mobility landscape, but companies are also expanding their support for domestic mobility, commuters, business travelers, remote work, and other approaches.
At the same time, flexibility has become a standard feature of many mobility programs. Organizations are combining structured policies with targeted personalization, while continuing to work through the challenge of balancing employee choice and business needs with governance and consistency.
And perhaps most significantly, the role of Global Mobility itself continues to evolve. Forty-two percent of respondents expect Mobility to become more strategic and talent-focused over the next two to three years, while aligning mobility with workforce and talent strategy is the leading priority for the year ahead.
1. The New Shape of Global Mobility
Mobility volumes may be stabilizing, but the scope of programs is expanding as organizations embrace a wider range of ways to deploy talent.
2. Making Flexibility Work
Flexibility is now an established part of mobility program design. The challenge is delivering personalization while maintaining consistency, governance, and scalability.
3. From Program Administrator to Strategic Talent Advisor
Mobility teams are becoming more closely connected to workforce planning, talent strategy, and business decision-making.
4. Smarter, Simpler Mobility Through Technology and AI
Organizations expect AI and automation to have their greatest impact on areas including reporting, analytics, employee communications, and policy administration, helping teams improve efficiency and focus more time on strategic work.
We will be exploring how organizations are expanding mobility options, embracing greater flexibility, and using technology and AI to modernize their programs. Powered by insights from AIRINC’s 2026 Mobility Outlook Survey, we’ll share how Mobility teams are strengthening their strategic role and delivering greater value to the business and workforce.
Session 1: September 15 – 10:00 AM Boston | 4:00 PM Brussels – REGISTER
Session 2: September 22 – 10:00 AM Hong Kong – REGISTER