International assignments aren’t just about moving people anymore. In 2025, they are a lever for business growth, skills development and leadership succession. As global talent shortages bite and compliance gets tougher, mobility teams are playing a critical strategic role - and the data proves it.

Mobility drives growth, not just movement
36% of companies strongly agree that international assignments are critical to company growth, according to our 2025 Managing Mobility Survey. 

That’s more than those who cite culture, training, or even leadership development. Assignments are no longer a "nice-to-have." They are how businesses fill skills gaps and expand globally.

Strategic, not just administrative
Global mobility teams are stepping up. 60% say balancing transactional and strategic work is a challenge - and many are shifting towards strategy, backed by automation and better data.

In 2021, most teams were stuck in admin. By 2025, a third now describe their work as “more strategic than transactional.”

But rising costs are squeezing mobility teams
Cost pressures are the top concern. The average administration cost per long-term assignment has risen to:

• USD 9,800 (EUR 9,200) for long-term assignments
• USD 8,700 (EUR 8,200) for short-term assignments

And yet, few companies measure return on investment. Most still don’t compare estimated vs actual costs, let alone track business impact.

Family issues are the real reason assignments fail
You can offer a generous salary. But if the family doesn’t settle, the move won’t work. ECA data shows:

• The second-most common reason for assignment failure is family or partner adaptation
• It’s more likely to derail a move than employee performance or compensation

Yet many policies still focus on finance, not family experience.

Technology and AI: a missed opportunity
Only 3% of companies are fully satisfied with their mobility technology. Adoption of AI tools remains low:

• Just 2% currently use AI for compliance
• Only 4% use it for employee support, like chatbots

Most say budget and integration are blockers - but those that have adopted AI are already seeing faster ROI tracking and risk detection.

Diversity expands the talent pool
Long-term assignments need adaptable, globally minded people - but companies struggle to find them. Diversity policies are helping:

• 42% of companies now have a diversity policy in place
• A further 20% are planning to implement one

This shift reflects the growing need to widen the candidate pool and prioritise transferable skills like cultural awareness and adaptability.

Mobility leaders are still under pressure
Despite their strategic value, mobility teams face mounting challenges. Measuring ROI, implementing new technology and aligning with talent management are among the most difficult - and least well-addressed - issues.

• Only 12% say their organisation responds well to the ROI challenge
• Fewer than half feel supported when implementing new tech

Conclusion: mobility is a business lever, not an admin task
The data is clear. International assignments are powering business growth — but many companies still approach them like logistical headaches. That gap between ambition and execution is where assignments fail, talent leaves, and money is wasted.

If your business relies on global talent, your mobility strategy needs to keep up.