GTN Mobility Tax Blog

Global mobility is constantly evolving, and HR and mobility leaders often find themselves balancing competing priorities all at once. Tax compliance, payroll coordination, executive travel, equity issues, and remote work oversight all demand attention. And each comes with its own layer of complexity. Amid all the chaos, certain questions consistently rise to the surface as teams look for clarity, alignment, and practical direction.

In this article, we’ve highlighted the top 10 questions HR and mobility professionals asked most often in 2025, along with clear explanations and resources to help guide your planning for the year ahead.

This year marks GTN’s 25th anniversary. Since our founding in 2000, we’ve seen the world of global mobility transform in ways few could have predicted. From the early days of spreadsheets and manual tracking to today’s digital platforms and strategic mobility programs, the pace of change has been extraordinary.

For us, our 25-year milestone is more than just a number – it’s an opportunity to reflect on the lessons we’ve learned while helping companies support their mobile employees across industries, countries, and business cycles. While every client program is unique, certain themes have stood out over the years.

Here are six of the most important lessons we’ve learned from 25 years of supporting mobile workforces.

On March 25, 2025, President Trump signed Executive Order 14247 (EO 14247), titled “Modernizing Payments to and from America’s Bank Account.” This directive aims to overhaul how the federal government handles financial transactions by transitioning from paper-based payments, such as checks and money orders, to secure, efficient electronic payment methods.

While the goals of this order are centered around security, cost-efficiency, and modernization, its implementation may pose challenges for mobile employees, especially those working outside the United States or without access to the US banking infrastructure. This article outlines what EO 14247 mandates, who it affects, and the important steps mobility program stakeholders should consider as the September 30, 2025, implementation deadline approaches.

On July 4, 2025, President Trump signed into law, H.R. 1, referred to as the One Big Beautiful Bill Act (OBBBA or simply “the Act”), a sweeping overhaul of the US tax code. While OBBBA affects all US taxpayers, it is important for companies and their mobile employees to consider key areas of impact.

This article summarizes key provisions of OBBBA that impact individual taxpayers, with special emphasis on what it means for mobile employees and their employers. From updated tax brackets and deduction changes to newly introduced savings plans and remittance taxes, understanding the implications of this new law is essential for employers looking to manage cost, risk, and employee satisfaction.

Mobility professionals are navigating complex situations now more than ever – from shifting tax regulations to rising employee expectations. With global disruptions impacting budgets, planning, and talent strategies, staying ahead takes more than just keeping up; it takes the right guidance at the right time.

That’s why we’ve created your Global Mobility Passport. A collection of the ten most impactful insights, tools, and articles our team has shared so far this year. Each entry in this passport represents a key checkpoint in building a compliant, employee-focused, and strategically aligned mobility program.

Join us as we revisit these stamped destinations – each one a trusted checkpoint for teams leading the way in global mobility.

This article was originally published in HR.com. 

Uncertainty in the economy is making it harder for HR teams to plan and manage global mobility. A recent Fed survey shows business leaders feel more unsure about the future now than they did before the pandemic. And with a new US administration taking shape, many are waiting to see how changes to inflation, immigration, tariffs, and other policies will play out.

But companies with international employees can’t afford to pause. Now is the time for HR professionals to build a global mobility program that's flexible and strong enough to handle whatever comes next. In this article, we'll share practical steps to help you create a program that supports your business and your people—no matter what the future holds.