Introduction
Remote work has revolutionized expat mobility. Professionals are no longer bound to corporate assignments but are now choosing to relocate based on lifestyle preferences and visa flexibility. Emerging destinations are gaining traction, and demographic trends among expatriates are shifting.
In Part 1, we discussed relocation trends, economic conditions, and visa policies. In Part 2, we explore how remote work, popular destinations, and changing expat demographics are redefining global mobility.
Impact of Remote Work on Expat Mobility
The rise of remote work has been a game-changer for expat mobility. With millions of professionals now able to work from anywhere, more people are choosing to live abroad without needing a traditional office job in the host country.
Over 35 million people worldwide now work remotely while living abroad, a figure that has surged in the past few years (Rader, 2025). This trend means expats are no longer confined to corporate postings; instead, they can move for lifestyle reasons while keeping their job based elsewhere.
The boom in digital nomad visas (50+ countries offering them) directly reflects this shift, as governments compete to attract these mobile workers (Rader, 2025). Remote work has enabled expats to consider non-traditional destinations – smaller cities or countries with lower costs or better quality of life – since they aren’t tethered to major business hubs for employment.
At the same time, corporate attitudes are evolving: many companies now offer hybrid or flexible arrangements, allowing staff to relocate abroad and work remotely. Employer surveys note that remote-work policies are increasingly affecting relocation decisions, with more employees opting for voluntary moves to achieve better lifestyle balance.
However, there’s a counter-trend: as some firms pull workers back to the office in 2023, certain expats face decisions about repatriation or moving closer to headquarters.
In sum, remote work has generally increased expat mobility by decoupling location from job, giving rise to a new class of expats who move by choice for lifestyle, and prompting countries to adapt via remote-work visas and infrastructure.
Shifts in Popular Relocation Destinations
The map of popular expat destinations has seen notable shifts over the past three years. Traditional powerhouses like the USA and UK still host large expat communities, especially for job seekers, but emerging locations are gaining ground (Rader, 2025).
Countries offering a mix of affordability, lifestyle, and visa ease have climbed in popularity. For example, Portugal and Mexico have become hot spots for digital nomads and retirees in recent years (Rader, 2025). Their warm climate, reasonable costs, and friendly visa policies (such as Portugal’s Golden Visa and Mexico’s easy residence permits) draw remote workers and pensioners alike.
In Southeast Asia, Thailand and Vietnam are booming expat hubs for entrepreneurs and online workers, valued for their low costs and improving infrastructure (Rader, 2025). The UAE (Dubai, Abu Dhabi) remains a magnet for career-oriented expats with its zero income tax and high salaries, although its strict visa terms mean many stay only on contract.
Meanwhile, some once-popular expat destinations have seen outflows. Hong Kong, for instance, faced its “worst-ever expat exodus” in 2022 amid strict COVID policies and political changes (Loh & Soon, 2022). Tens of thousands of foreign professionals left as life in the city became less free and convenient, illustrating how political/economic instability can push expats to relocate elsewhere.
On the flip side, countries like Spain, Panama, and Costa Rica remain favorites for retirees, and places such as Germany, Canada, and Australia attract skilled workers for their strong job markets (Rader, 2025). In 2023, surveys show career-driven movers most often head to the US, Germany, Canada, or the UAE, while those seeking lifestyle and adventure favor Mexico, Spain, or Thailand.
Overall, the past few years have seen expats redistributing toward safer, more affordable, and opportunity-rich destinations – with lifestyle and remote-work flexibility now as critical as traditional career considerations in determining where expats choose to live.
Demographic Trends Among Expats
The expat population is demographically diverse, but certain trends stand out in age, fields of work, and origins. In terms of age, expats are a mix of both young adventurers and older retirees/professionals, with an average age around 46 years (Expatriate Group, 2024).
Notably, retirees form the single largest age group among expats: 18% are age 61 or older, as many choose to spend their retirement abroad (Expatriate Group, 2024). The next largest cohort is expats in their late 30s – for example, 14% are aged 36-40 – often mid-career professionals or young families moving for work opportunities.
The table below shows a breakdown by age group:
Age Group | Share of Expats |
|---|---|
25 and below | 4% |
26-30 | 9% |
31-35 | 13% |
36-40 | 14% |
41-45 | 12% |
46-50 | 11% |
51-55 | 10% |
56-60 | 8% |
61 and above | 18% |
Source: (Expatriate Group, 2024)
A shift from company managed moves to lumpsum
There has been a notable shift in how expat relocations are managed. Traditionally, employers arranged and paid for every aspect of an employee’s relocation, including shipping, temporary housing, and settling-in services.
However, many companies are moving towards lump-sum relocation packages, where employees receive a fixed amount and must handle their move themselves.
Why Is This Shift Happening?
Cost Control & Budget Flexibility – Employers find lump-sum payments easier to budget compared to fully managed relocations, which can have unpredictable costs.
Employee Autonomy & Flexibility – Expats can choose how to allocate their budget, whether they prioritize housing, travel, or moving services.
Rise in Remote & Hybrid Work – More expats move independently for job opportunities, making company-sponsored moves less common.
Different Relocation Needs – Companies recognize that a one-size-fits-all relocation package may not suit every employee, so a lump sum allows for personalized decision-making.
Impact on Expats
More Responsibility – Employees must compare and arrange moving services, visas, housing, and travel on their own.
Potential for Cost Savings (or Overruns) – If an expat is savvy, they can relocate for less than the lump sum and pocket the difference. However, without guidance, they might underestimate costs and exceed their budget.
Varied Quality of Support – Some companies still provide advisory services or partnerships with relocation firms, while others leave employees entirely on their own.
Industry & Regional Trends
Tech & Startups – More likely to offer lump sums due to flexible hiring policies.
Finance & Government Roles – Still more likely to offer fully managed relocations.
Europe & North America – Higher adoption of lump-sum policies.
Asia & the Middle East – More traditional relocation support is still common, especially in expat-heavy regions like the UAE or Singapore.
How Relocation Companies Are Adapting
Some providers offer relocation consulting services for lump-sum expats.
Moving companies now offer self-service or modular options, where expats can pick services based on their budget.
New platforms help expats compare moving costs, visa options, and housing deals.
Conclusion
The expatriate experience is rapidly evolving, driven by remote work, changing destination preferences, and shifting demographics. Companies are adjusting their relocation policies, and expats are seeking locations that offer visa flexibility and affordability.
Planning an international move? Compare moving quotes below!
Sources
Rader, J. (2025). Expat Statistics in 2025. SavvyNomad.
Loh, M., & Soon, W. (2022). Hong Kong is facing its worst-ever expat exodus. Those leaving say the city is becoming no different from mainland China. Business Insider.
Expatriate Group. (2024). What Was the Average Age of Expats Living Abroad in 2023. Expatriate Group.
