Global Mobility is having a comeback moment. Yes, remote and hybrid work are still hot topics, but we’re also seeing renewed excitement for short-term gigs abroad and long-haul assignments that allow employees to truly embed themselves in another location.
Companies are recognizing that the world of work has changed, and now so should their mobility programs and policies. Companies are taking a fresh look at how they move people around the world and asking themselves not just “What works?”, but “What works best… and at what cost?”
To keep up, many organizations are rolling out fresh, flexible policies like “Work from Anywhere” while others are getting creative with short-term rotations, extended business travel, or other non-traditional ways to get the right people in the right place at the right time.
But why move people at all? Sometimes it’s a quick hop overseas for a project. Other times, it’s a longer stay to open new markets, build relationships, or make a strategic move happen. Whatever the reason, global assignments remain a secret weapon for companies looking to grow, connect, and win in an interconnected world.
What are Global Assignments?
Global assignments are the ultimate commute—sending employees to live and work abroad anywhere from a few months to a few years.
Whether it’s opening a new office, sharing expertise, or giving talent international experience, these moves are often more than a change of scenery; they’re a chance to make a real impact on a global stage.
Types of Global Assignments
If you’re an HR leader wondering, “What kinds of global assignments actually work for our business?” Good news—you’ve got options!
The right mix depends on your goals, budget, and how long you need someone in-market. Below are five of the most common assignments modern companies are utilizing today:
1. Short-Term Assignment
Lasting up to one year, these are deployment-ready options ideal for focused initiatives like project delivery, training, or filling temporary gaps. Often “single-status” (meaning the family stays home), these assignments keep costs low while getting the job done. Sometimes they are in one location, other times, they can be completed through a series of quick rotations.
2. Long-Term Assignment
Spanning 1 to 3 years and sometimes extended up to 5 years. Employers typically send their employees on long-term international assignments for strategic reasons such as expanding the business into new markets, opening new offices, developing talent, and establishing teams of global leaders. These types of moves often require deeper planning, such as housing, tax regimes, education, healthcare, and dependents.
3. Business Travel
This is the most lightweight form for assignments, usually a few days to weeks. This type of travel is perfect for off-site visits, hands-off oversight, or client meetings. These employees often stay in a foreign country for just a few days. However, business travel trips can last multiple weeks in some scenarios. But don’t be fooled by the short duration: multi-country travel can still raise compliance considerations.
4. Remote Work Visas or “Work from Anywhere” Policies
Born from pandemic-era trends, this option lets employees work abroad without officially relocating. This option instead leans on using specialized visas for temporary remote work. They are an increasingly popular option for companies that allow employees to work from anywhere on a remote basis.
5. Commuter Assignments
Ideal for regional contexts where employees regularly cross a border for work, but remain anchored in their home country. Commuter assignments can be good alternatives for employees who need to work in another country but prefer not to relocate entirely for personal reasons.
The Hidden Risks Leaders Overlook
Without the right policies in place, short-term and non-traditional assignments can trigger costly surprises:
- Tax & social security exposure: Crossing the 183-day threshold in many countries can trigger host-country taxes and double taxation if treaties aren’t in place.
- Permanent establishment (PE) risk: Strategic decisions made abroad can unintentionally create corporate tax obligations in the host country.
- Immigration non-compliance: Using the wrong visa category can mean fines, bans, and operational delays.
- Local labor law violations: Even if paid from the home country, employees may fall under host-country employment protections.
The fix? Plan and invest in compliance up front—it’s always cheaper than repairing issues after the fact.
Best Practices for Building Future-Ready Relocation Programs
No matter what program is best for your organization. From our analysis of industry best practices, here’s the framework leading companies use:
- Separate policies – Short-term assignments need different rules from long-term relocations or business trips.
- Pre-assignment checks – Review tax, immigration, PE, labor laws, and benefits before approving.
- Centralized tracking – Real-time dashboards for dates, visas, and costs.
- Manager training – Teach leaders how to spot when a trip is actually an assignment.
- Employee prep – Briefings, cultural training, and ongoing support.
- Reintegration plans – Capture new skills and apply them when employees return.
How Topia Connects the Dots
Topia’s global mobility platform is designed to take the complexity, risk, and manual headaches out of managing assignments—whether it’s a week-long business trip or a multi-year relocation. Here’s how:
Automated Compliance Checks for Tax, Immigration, and PE Risk
Topia’s system automatically monitors day counts, travel patterns, and work activity to flag when employees are approaching critical thresholds, like the 183-day tax rule or potential Permanent Establishment triggers. It also tracks visa and work authorization requirements so HR teams can catch issues before they cause fines, delays, or legal trouble.
Real-time Monitoring of Employee Location, Days in-Country, and Visa Status
Whether someone’s on a quick business trip or a long-term assignment, Topia continuously logs their location and time spent in each jurisdiction. That means no chasing spreadsheets or relying on self-reported data; you always know exactly where your people are and how long they’ve been there.
Business Travel Compliance
Business trips may be short, but the risks they create can be massive. Topia’s business travel compliance module automates the pre-travel approval process, checks visa and work permit requirements before tickets are booked, and ensures every trip is logged against tax and immigration thresholds. By tying travel booking data directly into compliance monitoring, Topia helps organizations prevent costly surprises from what seem like simple cross-border visits.
Assignment Cost Estimates & Compensation Management
Every relocation or long-term assignment comes with financial complexity. Topia takes the guesswork out by generating detailed cost estimates that factor in housing, allowances, cost-of-living adjustments, and even tax gross-ups. HR and Finance teams can model different scenarios before committing, making it easier to balance employee support with budget control. Employees also gain transparency into the full value of their package, improving trust and reducing friction during the move.
Integrations & System Connectivity
Mobility doesn’t happen in a vacuum—it touches HR, payroll, expense, and travel booking systems. Topia connects seamlessly with platforms like Workday, SAP SuccessFactors, Concur, and others to eliminate duplicate data entry and keep information flowing across the business. This integration ensures that every department—from HR to Finance to Legal—operates from the same source of truth, cutting down errors and speeding up decision-making.
Employee & Manager Self-Service Portal
Mobility works best when employees feel empowered and managers stay in the loop. With Topia’s self-service portals and apps, employees can access their assignment details, review policies, and get real-time updates on relocation or visa processes. Managers can monitor progress, check costs, and approve steps in the workflow without chasing HR for updates. This transparency reduces administrative back-and-forth and creates a better experience for everyone involved.
Centralized Workflows for HR, Finance, and Business Leaders
From pre-approval to return home, Topia connects the entire assignment lifecycle in one platform. HR can initiate moves, finance can track costs, legal can check compliance, and business leaders can monitor progress, all without endless email threads or disjointed systems.
Integrated Reporting and Analytics
Leaders get dashboards that combine assignment data, compliance alerts, and spend tracking, so they can make smarter decisions about future moves and budget allocations. Topia’s global mobility management platform turns policy into practice by:
- Automating compliance checks to flag risks before they cost you.
- Tracking employee locations, day counts, and visa status in real time.
- Centralizing workflows for HR, finance, and business leaders.
Data Security & Audit-Readiness
Global compliance means nothing without defensible data. Topia provides audit-ready records of employee movements, policy applications, and compliance checks, ensuring organizations are prepared for scrutiny from tax authorities or regulators. Built with enterprise-grade security and a privacy-first approach, Topia protects sensitive employee data while delivering the transparency companies need to operate confidently across borders.
Conclusion:
The result? Mobility that’s not just possible, but predictable, compliant, and scalable.
Effective management of cross-border assignments can help organizations that are trying to grow their business in key global markets while simultaneously reducing costs. There is no one-size-fits-all approach; hence, every assignment type and policy should be closely reviewed by the company based on the specific assignment objectives.
If you have questions about different assignment structures or how they could impact your global mobility program, schedule a free consultation with our team. We are happy to discuss your specific situation.
