• MMC
• 2 of April 2026

Since the COVID-19 pandemic, international mobility policies have evolved significantly. According to the PwC Global Mobility Survey 2025, nearly 4 out of 10 companies have revised their expatriation strategies. However, few organizations today have reliable indicators to truly measure the success of international assignments. In this context of transformation, one phenomenon remains largely underestimated: silent failures. Within organizations, international mobility is still mostly assessed through visible indicators: assignment completion, employee retention, or the absence of early returns. Yet, a significant portion of “less successful” assignments generates no formal warning signals. For HR departments, these situations represent a major strategic challenge, as they directly impact the return on investment of mobility programs—without being identified as failures.

• MMC
• 25 of March 2026

As the European Union works to modernize driving license regulations, including discussions on a future digital version recognized across all member states, HR teams managing international mobility need to be aware of the practical implications for their employees relocating to Luxembourg.

• MMC
• 18 of March 2026

In 2026, Luxembourg continues its proactive policy to attract international talent, particularly in the technology and finance sectors, where the shortage of experienced professionals remains a major challenge. To support this dynamic, the Luxembourg government has simplified the procedures for obtaining impatriate status, thereby enhancing the country’s competitiveness in the global talent market.