CETA strengthens confidence in an uncertain global environment
In a period marked by economic volatility and regulatory complexity, the UK–India Comprehensive Economic and Trade Agreement (CETA) offers businesses greater clarity and continuity. By reinforcing predictable frameworks for trade, investment, and professional engagement, CETA reflects a shared commitment to sustaining high-value, knowledge-driven collaboration across the UK–India corridor.
Drawing on insights from ~1,400 professionals across HR, talent acquisition, compliance, and delivery functions in India and the UK—alongside interviews with leaders from nine UK-based technology and ITeS firms—this study explores how organizations are interpreting CETA, where it brings meaningful reassurance, and how talent strategies are evolving in parallel with ongoing digital skill demands.
Inside the study you’ll find
- How CETA reinforces long-term business confidence across the UK–India corridor
- What clarified mobility provisions mean for structured, project-led deployments
- Why the Double Contribution Convention (DCC) improves the economics of short-term assignments
- Where UK digital skill demand continues to outpace supply
- How organizations are thoughtfully adapting global talent and delivery models
Top 5 findings from the field
- CETA provides certainty at a time of global volatility
CETA’s primary contribution lies in reinforcing predictability. For organizations operating across borders, this stability supports long-term planning and investment decisions, particularly in sectors driven by expertise, innovation, and sustained collaboration. - Mobility frameworks support structured talent exchange
The agreement formalizes existing routes for business visitors, intra-corporate transferees, and service suppliers, offering greater procedural clarity without altering domestic immigration controls. For technology and ITeS firms, this enables well-defined, time-bound deployments aligned with project needs. - The DCC enhances the feasibility of cross-border assignments
Negotiated alongside CETA, the proposed Double Contribution Convention addresses a longstanding operational consideration by removing dual social security contributions for eligible professionals on temporary assignments of up to three years. This improves cost efficiency while maintaining current mobility thresholds. - Digital capability demand continues to shape UK talent strategies
Survey insights point to sustained demand for advanced digital skills—particularly in AI, cloud, cybersecurity, and data roles. While these needs are most pronounced outside London, they also signal opportunities for targeted skilling, partnerships, and global collaboration. - Organizations are evolving, not retreating, in their global talent approach
UK firms are responding to cost and regulatory dynamics with measured adaptation—balancing selective mobility with offshore delivery, hybrid operating models, local skilling initiatives, and automation. Indian professionals continue to play a valued role in enabling scale, resilience, and delivery continuity.
