Brexit 10 years on: Young businesses are building a presence in Asia but Europe remains the key destination for emerging multinationals
Summary
- Europe overwhelmingly dominates abroad destinations for UK businesses with 84.8k operations.
- 62% of small-to-medium UK exporters operate in the EU.
London, 24 June 2026 – Ten years after the historic Brexit vote, the landscape for emerging UK multinationals has undergone a dramatic shift, according to new data from Howden, in collaboration with Beauhurst.
While a new generation of agile, young businesses is successfully breaking into Asian markets, Europe remains the undisputed powerhouse for British businesses expanding abroad. At this time, Howden’s research warns that expanding businesses will need to be wary of local labour laws and regulations, otherwise they risk being caught out which could have a significant impact on business.
This presents a new reality for UK companies navigating the post-Brexit global economy:
- Europe still dominates (But a potential ‘duty to employees’ crisis looms): Proximity continues to trump political friction. Europe overwhelmingly dominates abroad destinations for UK businesses with 84.8k operations. However, more than four in five (84%) of these smaller operations are SMEs; who are likely to be more vulnerable to mounting European compliance costs.
- The rise of global startups in Asia: Asia now hosts 17.3k UK multinational operations- 15% of which are under five years old. Despite higher barriers to entry, Asia has become a premier testing ground for ambitious young multinationals looking beyond traditional borders.
- The Pacific’s retail pivot: Breaking the global trend where digital and technologies lead expansion, the Pacific region stands out as the sole territory where online retailing and clothing form the most common outbound UK industries.
- Northern Ireland is an emerging outlier: While most regions have pulled back 5-8% since the 2023 peak, Northern Ireland outbound incorporations have declined 2.3% and grown its share of total active outbound companies, potentially reflecting the advantages of its dual UK-EU market access post-Brexit.
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Top growing outbound locations between 2016 and 2026*
Outbound country location | Total (as of May 2026) | % growth between 2016 - 2026 |
|---|---|---|
Singapore | 356 | 127% |
United States | 2.48k | 74.1% |
Turkey | 2.03k | 44.1% |
Georgia | 109 | 39.7% |
Pakistan | 185 | 37.0% |
Bangladesh | 151 | 36.0% |
United Arab Emirates | 1.95k | 35.0% |
Australia | 7.29k | 32.2% |
France | 19.7k | 29.6% |
Ireland | 2.38k | 28.2% |
Romania | 1.08k | 27.7% |
Liechtenstein | 111 | 27.6% |
Azerbaijan | 120 | 26.3% |
Israel | 463 | 24.8% |
* Only includes countries with at least 100 in the total in 2026.
Navigating the fragmented benefit and labour landscape
In this fragmented post-Brexit environment, compliance has emerged as the ultimate cost-control mechanism for expanding businesses. Navigating localised factors such as European labour laws and complex statutory insurance mandates poses a significant risk to the 62% of small-to-medium UK exporters operating in the EU. Without specialised oversight, these smaller firms face severe financial exposure.
Fast-growing international parent companies require extensive education on global employment norms, shifting regulatory changes, and the design of competitive benefits and talent retention packages to survive in differing labour markets.
Matthew Gregson, Executive Director at Howden Employee Benefits, commented: “A decade on from the Brexit vote, we are seeing a remarkable resilience in how businesses scale, but the operational playing field is far more complex,"
"Younger companies are proving that distance is no barrier by planting flags in Asia, while our nearest neighbours in Europe remain vital. For UK exporters navigating the EU, failing to understand complex statutory insurance governance mandates or localised regulations is a costly trap that smaller firms simply cannot afford.
“These fast-growing multinational operators must rapidly adapt to global employment norms and design competitive benefit propositions to attract and retain top talent. In this new and evolving landscape, a single point of coordination for global employee benefits isn't just about HR and legal compliance - it is the ultimate cost-control and growth mechanism.”