In this episode of The Inside Track, Grace Shie and María (Maru) Ferré discuss how employers can maintain access to global talent given the current H-1B landscape in the United States, spotlighting overseas alternatives such as “global parking” and remote work options. Global parking—placing employers with foreign affiliates, using an employer of record where permissible, or even establishing a new employing entity—can bridge US immigration constraints, while remote-work (“digital nomad”) visas may allow employees to work from abroad for a US employer without having to establish a local corporate presence. The conversation outlines practical considerations for digital nomad pathways, including proof of remote employment, income thresholds, processing timelines, and family accompaniment, and emphasizes that other legal considerations—local labor laws, social security, benefits, and tax—often drive strategy. A holistic, proactive global mobility approach is increasingly essential for employers to compete for high-skilled talent and sustain innovation and growth.
Grace Shie: Welcome to The Inside Track. My name is Grace Shie and I lead Mayer Brown's Global Mobility Practice. I've hosted a few episodes now on the changing immigration landscape in the United States, particularly with respect to the H-1B visa category and the impact to U.S. employers and their ability to hire H-1B workers. So for today's episode, I thought we'd look at options available...
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