Transforming global mobility policies: Lessons from Maersk’s recent review 

Maersk, a leading transport and logistics company, manages a diverse expatriate workforce across the globe. In 2018, they partnered with Mercer to create a more unified global mobility framework, and introduced some flexibility to their benefits, including via cash allowances, for the first time. While this initial effort was largely successful, Maersk recognised that their policies lacked the right levels and types of flexibility needed to meet evolving employee expectations and market standards.

Their motivation was not driven by cost-cutting but by the need to stay relevant and competitive. Feedback from assignees, regional leaders, and HR teams indicated the necessity for a policy refresh to better support their global teams.

Maersk adopted a structured, data-driven approach to their policy review:

• Extensive feedback: In 2024, they surveyed over 500 employees and HR colleagues, complemented by interviews with key stakeholders. Direct conversations with senior leaders also provided valuable insights into business priorities and objectives related to Maersk’s use of their cross-border workforce.
• Targeted benchmarking: Initially planning deep market comparisons, Maersk shifted to quick, informal benchmarking sessions with Mercer experts, focusing on the most relevant factors rather than overwhelming data.

This pragmatic approach helped them identify core issues without overcomplicating the process.

Despite regional differences, Maersk found that the core mobility challenges were remarkably consistent across its global operations. For instance, teams in Africa emphasised the need for greater local flexibility, while the Terminals division, which operates with more independence, provided strong opinions on policy design. Based on these insights, the company concluded that a unified policy framework, flexible enough to accommodate regional variations, was the most effective approach moving forward.

Polls conducted among Mercer’s Talent Mobility Conference audience revealed that:

• Approximately half of organisations are actively reviewing their policies, with many planning to do so soon.
• Most rely on informal market benchmarks rather than comprehensive surveys.
• Inclusion and well-being are increasingly integrated into policy updates, though many organisations acknowledge room for further progress.

Drawing on Maersk’s experience, here are key recommendations to guide your policy review:

• Set clear goals: Define what you want to achieve — whether it’s market alignment, employee satisfaction, or operational efficiency.
• Engage stakeholders early: Gather diverse perspectives through interviews, surveys, and workshops.
• Benchmark pragmatically: Use informal data and expert insights to inform decisions, rather than exhaustive market research.
• Focus on core issues: Address the most pressing pain points directly, avoiding unnecessary data collection.
• Align with business and employee needs: Strike a balance between regional flexibility with fairness and transparency.
• Plan carefully: Prepare systems thoroughly and consider phased rollouts to manage change smoothly.
• Prioritise inclusion and well-being: Incorporate these elements to foster an inclusive, supportive environment.

Moving forward, Maersk is finalising new policy proposals that include:

• Implementing a more flexible, host-based long-term assignment framework, in addition to their existing home-based LTA policy.
• A streamlined ‘local plus lite’ package, providing essential benefits with limited flexibility for a smaller investment.
• Targeted updates to existing policies aimed at improving the employee experience — all while maintaining cost neutrality.

The upcoming implementation phase will focus on operational readiness, system updates, and effective stakeholder communication to facilitate a smooth rollout.

Maersk’s experience highlights that policy redesign is an ongoing process, not a one-time project. Regular reviews, stakeholder engagement, and pragmatic benchmarking are vital to keep policies relevant and effective.

For organisations planning a similar journey, success hinges on clarity of purpose, meaningful stakeholder involvement, and a practical approach to benchmarking. With careful planning, your mobility policies can become a strategic tool for growth and employee engagement.