SWAIRI | Insights for Decision Makers

Global mobility has evolved into a multi-dimensional business capability. Organisations now manage a mix of long-term assignments, short-term deployments, project-based work, multistate arrangements, cross-border business travel and remote cross-border roles. Each mobility type introduces distinct challenges across immigration, tax, social security, payroll, cost control and employer risk.

At the same time, global talent flows are becoming increasingly asymmetric. India is emerging as the single most important supplier of skilled talent to the Western world, while free trade agreements are also accelerating the reverse flow of capital, business activity and market entry into India.

This edition outlines the strategic implications of these developments and how SWAIRI supports organisations in managing them with confidence.

Executive Overview

• Mobility models are fragmenting across assignment types and jurisdictions
• Multistate work is increasing, intensifying tracking and compliance requirements
• Europe faces sustained talent shortages and rising regulatory scrutiny
• India is both a leading talent supplier and a rapidly growing destination for foreign business
• Free Trade Agreements (FTAs) are accelerating talent and business mobility in both directions

Board implication:
Mobility decisions now affect cost structure, regulatory exposure, speed to market and long-term growth strategy.

1. Global Mobility: Expanding Scope, Rising Exposure

The traditional expatriate model has been replaced by a portfolio of mobility types:

• Long- and short-term international assignments
• Project-based and rotational deployments
• Multistate workers operating across several jurisdictions
• Cross-border remote and hybrid roles

This diversity significantly increases the need for:

• Accurate tracking of work location and duration
• Correct tax and social security affiliation
• Reliable cost forecasting and governance

Board-level perspective:
Without structured oversight, mobility complexity translates directly into financial and compliance risk.

2. Europe: Talent Shortages and Multistate Reality

Europe continues to experience acute talent shortages in technology, engineering, healthcare and specialised services. To address this, organisations increasingly rely on:

• Cross-border hiring
• Non-EU skilled professionals
• Intra-EU mobility

Multistate work has become a defining feature of the European labour market. Employees frequently reside in one country while working across several others, creating challenges in:

• Tracking days worked per jurisdiction
• Determining applicable social security systems
• Aligning payroll and reporting obligations

EU member states are responding by making their markets more attractive through:

• The EU Blue Card framework
• Digital nomad and remote work visas
• More flexible residence and employment pathways

Board-level perspective:
Europe is liberalising access to talent while simultaneously increasing expectations for employer compliance and documentation.

3. India: Talent Supplier and Growth Market

India has consolidated its position as the largest and most consistent source of high-skilled global talent, particularly in technology, engineering, life sciences and professional services. Indian professionals are increasingly deployed into Europe and other Western markets through:

• Project-based roles
• Short- and medium-term assignments
• Hybrid and multistate arrangements

In parallel, India is also becoming a strategic destination for foreign companies, driven by:

• Market growth potential
• Access to skilled labour
• Improved trade frameworks

Board-level perspective:
India now plays a dual role in global mobility — as both a talent engine for Western economies and a priority market for international expansion.

4. Trade Agreements as Catalysts for Two-Way Mobility

Trade liberalisation is reinforcing this two-way dynamic:

• The trade agreement between EFTA and India
• Ongoing progress on the European Union–India agreement, often described as the “mother of all deals”

These agreements are expected to:

• Increase cross-border service delivery
• Accelerate project-based mobility
• Encourage foreign companies to establish or expand operations in India

Board-level perspective:
Trade agreements accelerate both talent flows and business entry — often faster than organisations are structurally prepared for.

5. SWAIRI: From Mobility Complexity to Strategic Enablement

SWAIRI is built on deep, hands-on experience from delivering complex global mobility programmes for multinational organisations. This experience has consistently resulted in:

• Reduced compliance exposure
• Improved cost transparency
• Tangible cost savings across mobility portfolios

This practical foundation shapes both our platform and our delivery model.

What SWAIRI Delivers

• Structured tracking of all mobility types, including multistate work
• Automated compensation, tax and cost calculations
• Integrated handling of tax and social security rules across jurisdictions
• Multi-currency cost visibility and consolidated reporting
• Executive dashboards supporting informed, auditable decision-making

Ecosystem Collaboration and Market Entry Support

Through collaboration with External Data Providers, SWAIRI supports:

• Accurate compensation benchmarking and forward-looking cost projections
• Real-time tax modelling and cost-of-living alignment

Through collaboration with selected global and local partners, SWAIRI supports:

• Global talent acquisition and relocation
• Coordinated, human-centric mobility support for assignees and multinational teams

India Market Entry Enablement
Through partnerships with local delivery partners in India, SWAIRI also supports foreign companies entering the Indian market by facilitating:

• Employer of Record (EOR) models, enabling rapid and compliant market entry without establishing a local legal entity
• Build–Operate–Transfer (BOT) structures, allowing organisations to scale operations in India while managing risk before transitioning to full ownership

Strategic positioning:
Built on proven delivery experience and measurable financial outcomes, SWAIRI enables organisations to convert global mobility from fragmented administration into a controlled, auditable and scalable business capability.