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In this week’s episode of The Business Immigration Benchmark, I recap key insights from our recent in-person Benchmarking Collective roundtable in Chicago. The event brought together global mobility professionals to discuss pressing industry challenges, including compliance strategies, cost management, and dependent support.
For global mobility professionals navigating uncertainty, this episode provides actionable insights into how technology, compliance, and change management are shaping industry priorities.
Key Takeaways:
1. Compliance & Preparedness:
- I-9 Audits: A top priority for attendees, as government inspections increase in 2025. Companies are conducting internal audits to identify and correct compliance gaps before they become issues.
- Public Access & PERM File Audits: While these audits are typically complaint-driven, organizations are reviewing their processes to ensure alignment with regulatory requirements.
- Foreign National Travel Compliance: Employers are focusing on proactive communication regarding U.S. consular guidance, travel best practices, and remote work policies.
2. Effective Communication Strategies:
- Town halls have proven to be an effective method for educating foreign national employees on compliance expectations, visa policies, and travel documentation requirements.
- Companies with liberal remote work policies are ensuring IT security and legal compliance by developing structured approval frameworks for international work arrangements.
3. Cost Management & Dependent Support:
- Most companies continue to support dependent fees, particularly for relocation cases.
- Organizations are taking a more transparent approach to cost-sharing, particularly regarding premium processing fees. Some companies are eliminating company-funded premium processing but encouraging employees to cover costs if needed.
4. PERM Program Challenges & Risk Management:
- Companies that have undergone recent restructuring are navigating increased scrutiny in PERM filings, especially in light of the administration’s focus on U.S. worker protections.
- Some organizations are exploring alternative strategies, such as international rotations or EB-1 multinational manager sponsorship, to mitigate risks associated with the labor market test.
My Parting Thoughts
The Chicago roundtable reinforced how global mobility teams are adapting to compliance pressures, cost constraints, and evolving workforce policies. As we continue these discussions, it’s clear that benchmarking and peer collaboration remain essential tools for navigating 2025’s challenges.
If you have insights or strategies you’d like to share, feel free to DM me on LinkedIn or submit a question here!
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