This research aims to understand how French multinational companies take into account the environmental issue and more specifically climate change (SDG 13) in the human resource (HR) management of international mobility (IM), and what changes this entails. We identify five levers that are conducive to an environmental commitment by IM departments: the attractiveness of talent, the desire to align with the company's strategy, the personal convictions of IM teams, the company's image and possible cost reductions. Three typical policies stand out, each with its own advantages and disadvantages. However, the impact of these policies remains limited as long as they only address IM. By approaching the subject in a more strategic way, i.e. by linking it to talent management, the impact of the approach is amplified.