Four Priorities for Global Mobility Teams in Canada

Each year, AIRINC brings together global mobility professionals from organizations across the Greater Toronto Area to discuss the latest trends, challenges, and best practices affecting the industry.

Earlier this year, we had the opportunity to host our first in-person Toronto roundtable in several years, and it was a pleasure to reconnect face to face. As always, the conversation provided valuable insights into the evolving mobility landscape in Toronto and across Canada.

Here are some of the key topics and takeaways from the discussion.

What Canadian immigration changes are affecting global mobility teams?

Canadian immigration continues to be one of the most pressing challenges facing global mobility teams.

Participants discussed growing uncertainty around permanent residence pathways, longer processing times, and evolving government requirements, all of which are making it more difficult to attract and retain international talent.

As a result, many organizations are involving immigration specialists earlier in the recruitment process and placing greater emphasis on proactive communication. This can help candidates and business leaders navigate an increasingly complex immigration landscape and set more realistic expectations from the outset.

How are organizations managing international remote work?

Organizations are introducing stronger governance around international remote work as they balance employee flexibility with immigration, tax, and compliance risks.

While many companies continue to support hybrid working arrangements, participants noted that working remotely from another country is becoming more tightly controlled. Common approaches include formal approval processes, annual limits, clearer eligibility requirements, and enhanced monitoring.

The overall trend is towards greater oversight as employers seek to manage their regulatory obligations while continuing to respond to employee demand for flexibility.

How are companies approaching employee-initiated relocations?

Companies are taking a more flexible and case-by-case approach to employee-initiated relocations.

A recurring theme was the challenge of distinguishing between employee-driven and business-driven moves, particularly when both the employee and the organization benefit from the relocation.

Many participants shared that their organizations are moving away from a one-size-fits-all policy. Instead, support may be determined through tiered benefits, clearer eligibility guidelines, and greater reliance on business justification.

This approach can provide employees with appropriate support while helping organizations manage costs and maintain consistency.

How are organizations managing frequent and extended business travel?

Frequent and extended business travel remains a significant compliance challenge, particularly when organizations lack complete or connected travel data.

Participants highlighted ongoing difficulties caused by fragmented data sources and the need to accurately assess tax, immigration, and regulatory exposure across multiple jurisdictions.

Many organizations are investing in improved tracking and validation processes to monitor cross-border travel more effectively. They are also exploring greater automation and more reliable data sources to strengthen compliance while reducing the administrative burden on mobility teams.

CN Tower in Toronto

What was the common thread across the discussion?

Across all four areas, a clear theme emerged: global mobility teams are being asked to provide greater flexibility while maintaining stronger governance and control.

Whether managing immigration, remote work, employee-initiated relocations, or business travel, organisations are placing more emphasis on earlier planning, clearer decision-making frameworks, and better data.

This allows mobility teams to respond to employee and business needs while managing cost, risk, and compliance more effectively.

Thank you to everyone who contributed to another engaging discussion. I look forward to welcoming the group back for our next roundtable this autumn. To express an interest in participating, please contact me at atimas@air-inc.com.