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What’s happening, in a nutshell, when it comes to the immigration landscape?

• Visa quotas, work permit requirements, and policies are changing frequently, country by country, and with little notice.
• As companies expand into new markets, they are fumbling with navigating evolving immigration systems, and this is leading to risk and inefficiency.
• Immigration bottlenecks are slowing down key talent deployments.

These challenges are impacting talent strategies and business growth for many global employers, so naturally, immigration has surfaced as THE hot mobility topic. To better respond to the questions and bubbling uncertainty, we held a series of insightful roundtable sessions across Canada and the U.S, bringing together HR and Global Mobility Directors to discuss the pressing immigration challenges faced by companies today.

Here are some of the key takeaways from these sessions. They paint a vivid picture of what companies are facing as they navigate immigration policies and the creative strategies being adopted to manage their mobility programs effectively.

1. Canadian Immigration and U.S. System Unpredictability

One of the primary concerns surfaced in our sessions was the need for longer work permits for low-wage positions in Canada and the unpredictability of the U.S. immigration system. The increasing backlog and changing regulations have made it difficult for companies to plan and manage their workforce effectively. Many participants emphasized the importance of proactive company communication to help ease anxieties (and help limit a reluctance to relocate) during times of uncertainty.

2. Employer Support for Permanent Residency

The sessions underscored the crucial role of employer support in securing permanent residency for employees. Companies are adopting formal policies and educating their recruitment teams to provide proactive support. This includes preparing for potential work permit renewals and starting the permanent residency process as early as possible.

3. Impact on Production Sites

The impact of immigration changes on production sites was a significant concern. Companies are facing challenges in hiring from abroad and managing their workforce, a trend that surfaced before the pandemic and has only escalated in the years since the outbreak. Doubling down on duty of care and safety measures for travelling employees was discussed as a means of ensuring business continuity and reversing this trend.

4. Technology and Data Integration

The use of technology to track and manage immigration and mobility data is becoming increasingly important. Companies shared their experiences with platforms that integrate immigration and tax information, and the use of AI to generate cost estimates and memos for new assignments. These tools are seen as essential for compliance and strategic planning, especially as the regulatory environment grows more complex by the day.

5. Return to Office and Remote Work

The transition back to the office and the management of remote work compliance (including managing work permit expirations) continue to be obstacles for organizations. Companies are exploring flexible approaches to support employees while ensuring compliance with tax and immigration regulations. Companies are developing new policies, leaning on innovative tracking tools, and strengthening their focus on compliance measures to help better manage remote work requests and commuter assignments going forward.

6. Cost Management and Budgeting

Managing mounting costs associated with mobility and immigration is expected to become more significant this year, particularly with looming recession fears. Companies are leaning on external service providers and internal resources to manage costs and budgets effectively. Demonstrating the value of mobility programs to senior leadership is crucial for securing necessary resources and support. It’s all about that seat at the table!

 

The bottom line? These roundtable sessions offered valuable insights into the proactive, strategic steps companies are taking to tackle immigration, talent retention, and compliance challenges in 2025. But this discussion is far from over. With shifting regulations and evolving requirements, the landscape remains fluid — and companies will need to stay agile.

Want to keep the conversation going? Connect with our Advisory Services Team and let us know how your organization is navigating these tides of change.