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Expert insights
Connected compliance in global work: The hidden competitive advantage
Global work has outgrown traditional, fragmented approaches to compliance. Decisions about where and how work gets done can create interconnected obligations across immigration, tax, payroll, social security, and employment law.
How to protect your global workforce when crisis hits: A practical framework
When war, a natural disaster, or a sudden geopolitical shock unfolds in a region where your people live and work, the way you respond in the first hours and days shapes both their safety and your business continuity. This guide walks through a three-phase framework—assess, execute, transform—you can use to prepare for, and respond to, crises that reach across your international workforce.
Building a remote work model for the future: Insights from APAC mobility leaders
International remote work boomed during COVID-19 and is now an increasingly accepted way of working. The rise in remote work reflects a continued increase in popularity of other informal mobility types such as business travel, commuter arrangements, and virtual assignments as organizations reassess the more traditional long- and short-term assignments.
From disruption to resilience: Lessons from the Middle East conflict
Host Rekha Simpson and guest speakers Jammy Mustafa and Hugo Vijge reflect on the recent Middle East crisis, drawing on their own experiences and those of clients they supported through the disruption. They explore what the crisis can teach organizations about preparing for future disruption—from knowing where your people are to connecting the right data, governance, and decision-makers—and the capabilities that help organizations respond with greater speed, clarity, and resilience.
Immigration compliance is not a discrimination defense: What recent tribunal decisions mean for UK visa sponsors
Two recent tribunal stories should be making UK visa sponsors uncomfortable. Not because they overturn sponsor compliance obligations—they do not—but because they expose a risk many employers still treat as secondary: Immigration processes can create discrimination liability when they are handled in isolation from HR, mobility, reward, and legal controls.
The quiet dismantling of predictability in legal immigration
The most consequential change in legal immigration is receiving remarkably little attention. It is not a single executive order, policy memorandum, court decision, or rulemaking. It is the gradual transformation of legal immigration from a system built around discrete petitions or applications into one built around permanent records, continuous vetting, and expanding discretion.
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