Companies expanding into a new country usually land on one of two paths: hire through an International PEO, or send an existing employee on a formal global assignment. These solve
Relocating one employee is manageable with a checklist and a good relocation coach. Relocating twenty, fifty, or two hundred employees at once is a different problem entirely, and the standard
“Destination services” gets used as a catch-all term in relocation, which makes it hard to know exactly what’s included until you’re the one managing a move. Temporary housing, home finding,
By the time a company extends a relocation offer, it has already spent significant time and money finding the right candidate. What often gets skipped is a step that happens
Evaluating relocation technology is rarely straightforward. Most platforms promise dashboards, reporting, and self-service tools, but HR teams comparing vendors need to know what those features actually look like day to
When a company needs to move an employee quickly and without a lot of administrative overhead, a lump sum relocation package is often the first option on the table. It
Relocation benefits have not been treated as tax-free for the employee since the 2017 changes eliminated the moving expense deduction and exclusion for most workers, and every year since then
Few parts of a relocation package generate more employee pushback than the cost-of-living adjustment. An employee moving from a lower-cost city to a higher-cost one expects a meaningful bump in
Few parts of a relocation package generate more employee pushback than the cost-of-living adjustment. An employee moving from a lower-cost city to a higher-cost one expects a meaningful bump in
For decades, relocation policy operated on a simple binary: an employee either moved to a location or they did not. Hybrid work broke that binary apart. Now a growing share
