Leveraging Immigration as a Benefit Part 3: Developing Talent

As discussed in the first and second installments of the “Leveraging Immigration as a Benefit” blog series, immigration visa strategies and categories can be utilized to attract and retain talent. But how can employers develop talent and grow their employees from within?

The third and final installment of the series discusses how employers approach immigration to grow the skills of their best assets – their employees.

Developing talent through creative immigration solutions

As discussed in Fragomen’s World Immigration Trend Report, the acceptance of remote work has grown, especially during and following the COVID-19 period. Currently, 38 countries have launched digital nomad visa pathways, including Brazil, Greece, Malaysia, Portugal and the UAE.

Many of these visas provide entry and work rights but require minimum salary ties with and employment by a company abroad. As part of the “Great Retention,” many employers are offering short-term rotational programs and the option of digital nomad/remote worker programs to develop employees who are looking for flexibility and want to experience living abroad while continuing to work.

Short-term rotational programs   

One trend that has been emerging is employers leveraging short-term rotational programs and project-based work to support upskilling their employees. As part of the “Great Retention,” many employers are relying on reskilling and skill expansion as a direct pathway to workforce recovery. Helping employees expand their skill set and expand their experiences are allowing employers to fill labor shortages internally without having to rely on costly job searches and talent replacements.

Some of the most effective development and upskilling strategies for global mobility have been short-term rotational programs. Rotational programs provide some of the benefits of longer-term assignments, including knowledge transfer opportunities and building company culture at a lower cost for the business.

It also allows employers to leverage the skills and experience from within to help support business-critical initiatives, while upskilling employees who participate in these programs.

Utilizing digital nomad programs

While the idea of working remotely is not a new concept, the COVID-19 pandemic drove many governments to implement immigration programs that allowed for remote work.

Generally, those who are considered “remote workers” typically who work outside of a traditional office, including in another country than where their employer’s office is located. “Digital nomads” are workers who leverage technology to work from any location, and “telecommuters” are employees who work remotely within commuting distance from their office.

Employers are now approaching digital nomad programs as a benefit, offered to those employees who are particularly high performers. The ability and opportunity to work remotely in new locations is attractive for many, while allowing employees to contribute to the economy of those countries who are still recovering from the COVID 19 pandemic.

The ability to offer remote work to high performers is often less costly than the administrative burden and cost of hiring new employees.

Considerations for employers

While short-term rotational programs offer many benefits, it is critical for employers to decide if it is right for them and their businesses. There are key considerations to consider when exploring offering these solutions to employees, including:

• What is the investment as an employer?
• What is the process?
• What is the risk to the employee?
• Is there a compliance risk as an employer?
• Is there an operational concern to the business?
• Are there any other regulations the business should consider—immigration or otherwise?

As these short-term rotation and remote work programs grow in popularity, compliance and audit measures by the authorities are also expected to grow in the form of additional audits and inspections. A trend towards enhanced immigration requirements to ensure alignment with labor, tax and social security laws is also anticipated.

Need to know more?

Working with experienced immigration professionals can help you navigate these challenging and complex matters, as they can provide valuable guidance and support throughout the process, helping you make informed decisions that support your business goals. Always remaining fully compliant during a reduction in workforce exercise is critical.

Fragomen’s unique Immigration Program Management group supports and delivers strategic solutions for clients. For questions, please contact Senior Associate and Immigration Program Manager Liat Zudkewich at [email protected]. Review the first and second installments in this blog series to learn more about attracting and retaining talent using immigration.

This blog was published on October 17, 2023, and due to the circumstances, there are frequent changes. To keep up to date with all the latest updates on global immigration, please subscribe to our alerts and follow us on LinkedIn, X, Facebook and Instagram.