Remote work in Bali, office in Paris: the line between expat and digital nomad is fading

Ten years ago, the word “expatriate” painted a very clear picture: a professional on a local or expat contract, sent to work in a foreign subsidiary, often enjoying generous perks (housing, schooling for the kids, paid flights). Expatriation had a certain status — even a touch of elitism.

Today, things have changed. Work boundaries have softened, digital tools make it possible to work from anywhere, and international mobility has taken a new form: remote work from abroad.And now, one question arises: are we still talking about “expatriates” in the traditional sense, or a new generation of mobile workers — the so-called digital nomads?

The line between the two has never been so blurry. And it’s precisely this blur that’s redefining careers and mobility.

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Expatriates vs. Digital Nomads: two worlds merging

Traditionally, an expatriate is an employee sent abroad under a clear contract. They enjoy social protection, a work visa, and their mission fits within an international strategy: knowledge transfer, market expansion, or local team management.

A digital nomad, on the other hand, is usually self-employed or a remote employee who chooses their destination. Bali, Lisbon, Chiang Mai… hubs that attract these mobile workers for their lifestyle, cost of living, and community. Their careers revolve around flexibility and freedom.

But between these two extremes, a grey area has appeared. More and more French employees, officially on permanent contracts in France, are negotiating with their employers to work abroad for several months. Not quite expats, not quite nomads — a new hybrid generation.

Covid: the great accelerator

Let’s be honest — without the pandemic, this shift wouldn’t have happened so fast. Mass remote work proved that many jobs could be done from anywhere without losing productivity. Some companies, facing a talent war, realized that allowing employees to work from abroad could actually boost retention and attractiveness.

The result: a French employee can now keep their French contract and social contributions while living a few months a year in Spain, Portugal, or Asia. Some call it international telework or workation.

It’s not true expatriation (no official posting, no benefits package), but it’s not pure nomadism either (the home base remains the French employer). It’s a third way — not yet fully regulated, but increasingly common.

The opportunities of hybrid mobility

This evolution opens real possibilities.For employees, it’s a new balance between security and freedom:

• Stability through a French contract, social protection, and a guaranteed salary.

• Flexibility with chosen geographical mobility — sometimes short-term, sometimes long-term.

• Cultural and professional enrichment from living abroad, even while working remotely.

For companies, it’s also a win:

• Retain talent by offering a more attractive lifestyle.

• Attract candidates who value flexibility and mobility.

• Foster a more international company culture — even without foreign offices.

An employee working remotely from Barcelona for three months isn’t just more motivated — they’re exposed to new networks, new ways of working, and bring that cultural richness back to their team.

The grey zones (and there are many)

But let’s not kid ourselves — hybrid mobility comes with risks.

1. Legal and tax issuesWorking from Bali with a French contract — is it really legal? Sometimes yes, sometimes no. Employees can fall into grey zones regarding local labor laws, health insurance, or taxation. Employers, too, risk being seen as having a “permanent establishment” abroad if the presence becomes regular.

2. Insurance and social protectionAccidents abroad aren’t always covered in the same way. Many employees pack their laptops and optimism without realizing the potential risks.

3. Team cohesionInternational remote work can amplify isolation. Not everyone gets the same mobility opportunities, and that can create a sense of unfairness.

4. HR and legal managementHR departments face a real headache: how to regulate a practice employees love, but which doesn’t fit neatly into traditional labor laws?

Expatriation, nomadism, hybrid mobility: redefining global work

Let’s admit it — we’re no longer in a binary world. The future of mobility isn’t about:

• Either a full expat contract with a generous package,

• Or a freelancer backpacking between coworking spaces.

There’s now a whole spectrum in between.

Employees want the option to work abroad, even temporarily. Companies see it as a way to stay competitive and appealing. Governments are catching up: several countries (Portugal, Estonia, Indonesia) now offer digital nomad visas to formalize this hybrid mobility.

How companies can manage this shift

1. Set clear rules – How long can someone work from abroad? In which countries? What are the reporting or tax obligations?

2. Support employees – Create practical guides (tax, social security, insurance), partner with mobility specialists.

3. Leverage international experience – Turn remote work abroad into a professional growth opportunity (cross-cultural training, exchanges with local teams).

4. Foster transparency – An employee working from Bali for six months isn’t an issue… unless it’s done secretly. Manage it, don’t ignore it.

In short…

Ultimately, the line between expat and digital nomad is fading fast. What really matters now isn’t the status, but the ability to work efficiently, stay connected despite distance, and ensure legal and social security compliance.

The office can be in Paris, the screen in Bali — that’s fine, as long as the rules are clear and communication remains strong.

The future of global work won’t be 100% office-based or 100% nomadic. It will be hybrid — and that’s probably great news.

At MAD Mobility, we’re already helping talents and companies navigate this shift. Our mission isn’t just to send people abroad, but to prepare them for these new, more flexible and complex ways of working.

Because in the end, mobility isn’t just about changing countries anymore — it’s about redefining how you build your career, balancing security and freedom.