By: Sam Hoey | CRP, GMS

March 31, 2021

GMS recommends that clients conduct a thorough review of their company relocation policy every 12 to 18 months. Following all the impacts of the COVID-19 pandemic on relocation, this review is critically important to ensure your company can respond effectively for regulatory, tax, and reporting purposes.

An important point the relocation industry took notice of in 2020: “Ensure Proper Planning for Contingencies.” GMS helped several clients and prospects dealing with major disruptions due to travel bans, border closures, massive forest fires, and many other issues. Our team of relocation experts can define an action plan and put it into place instantly, saving time, effort, and costs for our clients.

Our recommendations for 2021 planning cover both short-term and long-term initiatives:

Short-Term Assignment Policy Review Points:

  1. Identify all instances relating to immediate and upcoming needs for your relocating employees including visas, work permits, immigration status changes, and cross-border travel. Determine appropriate action plans for each case.
  2. Document policy exceptions relating to the pandemic. Consider adjusting the company relocation policy or adding an addendum to account for the effects of the pandemic and other major relocation disruptions.
  3. Review all assignments that were placed on hold during 2020. Determine if they are still critical to corporate objectives for 2021. If yes, implement a talent acquisition plan.
  4. Examine all data sources and information flows for integrity and accuracy. Form a relocation integration program project team to Identify instances that can be automated with effective relocation advanced programming interfaces (APIs).
  5. Identify current short-term assignments that can be further extended in support of corporate objectives. This will reduce costs relating to repatriation and re-assignment.

Long-Term Assignment Policy Review Points:

  1. Determine areas in the relocation process where the company owes a higher duty-of-care than previously expected. Examples include programs and costs relating to transferees unable to return to origin locations due to pandemic-cause restrictions.
  2. Correlate talent acquisition and talent management programs to ensure consistency in achieving objectives across the company.
  3. Leverage virtual relocation solutions that enhance the transferee’s experience and provide added value to the company.
  4. Focus on process simplification and cost reduction. Use the lessons from 2020’s expanded virtual relocation solutions to modify your company relocation policy to adopt new technologies and procedures.
  5. Look to future corporate initiatives to determine appropriate company relocation policy, plans, and budgets. Ensure alignment with company objectives relating to growth, expansions, mergers, acquisitions, and divestitures.

Get in Touch with GMS for More Helpful 2021 Tips

If you found this company relocation policy checklist useful, please refer to our Knowledge Base for more helpful blogs, case studies, and industry news. If you’re looking to continue success with your employee relocation program and relocation packages, please feel free to reach out to Global Mobility Solutions for all of your corporate relocation needs.

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Senior Vice President, Global Account Management Sam joined Global Mobility Solutions in 1996 and has a unique perspective with her 25 years of industry experience. Samantha offers her clients relocation expertise and a commitment to excellence in her. Her proficiency in orchestrating the BVO and GPO Programs, as well as relocation policy design and implementation, are invaluable assets to the accounts she manages. Her experience in administering Pre-Decision Relocation services to enhance the recruiting process further demonstrates her unique abilities to service her clients. Samantha’s diverse experience, leadership, and outstanding communication skills enable her to manage the relocation process for her clients with finesse and polished professionalism.

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