This article is part of a recurring series highlighting recent talent mobility industry reports. If you would like the WERC editorial team to consider covering a specific industry report, email mobility@worldwideerc.org.
In a world where talent knows no borders, effective immigration strategies are more important than ever. Drawing on data from over 1,000 HR professionals, Envoy Global’s first EMEA Immigration Trends Report offers a deep dive into the evolving landscape of corporate immigration across Europe, the Middle East, and Africa.
Envoy Global examines the sentiments on country immigration systems, global immigration trends, corporate best practices, and more. While the report reveals a complex and evolving landscape of EMEA immigration, the commitment to attracting and retaining foreign talent remains strong.
Key Challenges in EMEA Immigration
Overall, employment challenges vary across the EMEA region. From increasing salary requirements to bureaucratic delays, the survey found that the largest obstacles when hiring foreign nationals in the EMEA region are:
- Restrictive immigration policies: 40%
- Increased visa and work permit application fees: 39%
- Skills shortages: 37%
- Increasing salary requirements: 36%
- Geopolitical Uncertainties: 33%
Envoy Global also found that geographically, Europe (excluding the U.K.) poses the greatest challenge for EMEA employers, with the Middle East coming in second.
Regarding the consistency and predictability of the business visa application process, 55% of EMEA employers said that obtaining necessary documentation from different stakeholders posed the largest challenge. Varying processing timelines between consular/visa offices and coordinating multiple applications for employees were also identified as roadblocks.
These various factors highlight the compounding difficulties that come with balancing regulatory, economic, and logistical factors. The complexity of visa processes, alongside geographical disparities and financial pressures, calls for a strategic adaption to recruitment processes for EMEA employers.
Opportunities and Trends
Despite these challenges, there remains a growing demand for foreign talent. Sixty-eight percent of employers reported that they are anticipating more recruitment of foreign nationals. This indicates a strong recognition of the value that international talent brings to organizations. To fulfill this demand, 96% say that contingency planning is a vital part of their immigration program. Businesses are proactively seeking to navigate the complexities of this hiring process and mitigate the risks associated with immigration recruitment policies.
Supporting these efforts requires adopting a range of benefits for talent recruitment and retention. To attract top international talent amidst increasing competition, 57% of employers said they would offer flexible work arrangements and remote options. EMEA employers are also looking to adopt remote work visas as a key employment benefit for their foreign national population. Forty-seven percent reported that they are considering this accommodation, while 40% are already actively restructuring their strategies with remote work visas in mind.
The offering of flexibility and remote work reflects the wider recognition of companies shifting toward more adaptable work environments in the post-pandemic era. This data illustrates that companies have a clear intent to adapt their strategies to meet the demand for foreign talent, underscoring flexibility, strategic planning, and support systems to enhance recruitment and retention.
Collaboration Needs and Implementation Strategies
To deploy these strategies, 56% of employers reported that they are searching for global mobility providers that offer immigration, business visa, and tax services to empower them through the process.
Some of the example strategies currently being implemented include tackling the shrinking talent pool of employees in local markets by exploring alternative talent resources and investing in talent development and retention.
Moreover, 90% of surveyed individuals think that digitizing immigration systems across the EU will streamline the immigration process and make it simpler and faster. This proactive approach is reflected in the preparation for the EU and Schengen legislative changes, alongside the preparation for the implementation of ETIAS within the EU.
Overall, there is a growing emphasis on proactive policy planning as companies navigate an intricate and ever-changing regulatory environment. Staying ahead of these regulatory changes is crucial, and companies are showing their willingness to invest in robust immigration and global mobility policies to ensure not only compliance but also agility.
Regional Dynamics
The report provides a nuanced understanding of the diverse immigration landscapes across EMEA, surveying how companies are looking to operate within their countries, perceive their local talent base, the largest challenges and opportunities, and more.
Europe
While Europe remains a critical source of skilled labor, employers face significant challenges in navigating restrictive immigration policies, skills shortages, and rising costs. The U.K., Germany, and France are the key destinations for corporate immigration strategies in the EMEA region, reflecting their status as major economic hubs and talent magnets
Presently, France and the U.K. are seeking foreign nationals with backgrounds in IT. The report suggests that companies operating in Europe need to be particularly agile and proactive in their immigration strategies.
Middle East
The region presents unique opportunities, with countries like Saudi Arabia and the UAE actively seeking to attract foreign talent. Companies are interested in learning the Middle Eastern market better, with 89% of employers wanting to send their team there to study it.
However, navigating the specific immigration systems in these countries requires careful planning and expertise. Saudization, a policy in Saudi Arabia that requires companies to hire a certain percentage of Saudi nationals in their workforce, significantly impacts how employers recruit foreign talent in Saudi Arabia. Other facts, such as salary competition with other markets, dependent requirements, and cultural differences are also common challenges when hiring in the Middle East.
Africa
Africa is experiencing a growing demand for skilled labor, driven by emerging markets and economic development. Forty-nine percent of organizations feel that highly skilled talent in the African market is comparable to that of other regions. However, stricter compliance, government charges, political instability, and visa backlogs have greatly impacted the landscape of global mobility strategies. Despite these challenges, 53% of employers report that increased investment plans from China and the EU have heightened the interest in African markets, specifically regarding talent acquisition and immigration strategies.
This, alongside South Africa’s Trusted Employer Scheme, are viewed as beneficial to the country’s immigration process. Overall, South Africa is identified as a key focus for employers, highlighting the country’s potential as a talent hub.
The Future of EMEA Immigration
The 2024 EMEA Immigration Trends Report provides a valuable roadmap for HR professionals and global mobility teams operating in the EMEA region. The report’s findings suggest several key implications for the future:
- Agility will be key: The ability to adapt to evolving immigration policies and labor market dynamics will be crucial for success.
- Strategic planning is essential: Companies need to develop comprehensive immigration and global mobility strategies that align with their long-term talent acquisition goals. This includes proactive policy planning, continuous monitoring of regulatory changes, and a focus on building strong partnerships with immigration experts.
- Collaboration is vital: Building strong relationships with immigration experts, legal advisors, and relocation service providers can help companies navigate the complexities of the EMEA region. These partnerships can provide valuable support in managing immigration processes, ensuring compliance, and mitigating risks.