Category: Corporate Relocation

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Global Mobility Trends Shaping Employee Relocation in 2026

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As organizations continue to compete for top talent in an increasingly global marketplace, employee relocation programs are evolving faster than ever. In 2026, global mobility is no longer just about moving employees from Point A to Point B—it’s about creating seamless, data-driven, and employee-centric experiences that align with broader business goals. 

Understanding the global mobility trends shaping employee relocation trends in 2026 can help companies stay competitive, control costs, and improve employee satisfaction.

A Stronger Focus on Employee Experience

One of the most significant global mobility trends in 2026 is the shift toward employee-first relocation programs. Companies are recognizing that a positive relocation experience directly impacts productivity, retention, and engagement. 

Employees expect personalized support, clear communication, and flexibility throughout the relocation process. This includes tailored housing options, destination services, and ongoing support beyond the initial move. Mobility programs that prioritize experience over rigid policy structures are seeing higher assignment success rates and faster adjustment times.

Increased Use of Technology and Automation

Technology continues to transform global mobility programs in 2026. Automation, AI-powered tools, and self-service platforms are becoming standard components of modern relocation management. From AI-driven home search tools and virtual home tours to centralized client portals, technology is reducing administrative burden while increasing transparency. These tools give employees real-time access to timelines, documents, and support resources, while HR teams benefit from improved efficiency and reduced manual processes.

Data-Driven Decision Making in Mobility Programs

Data analytics is playing a larger role in shaping employee relocation strategies. In 2026, companies are leveraging mobility data to forecast costs, measure program effectiveness, and identify trends across regions and job roles. Predictive analytics help organizations anticipate challenges such as housing availability, cost-of-living fluctuations, and assignment risks. With better insights, global mobility teams can make informed decisions that balance employee needs with financial responsibility.

Cost Management and Budget Optimization

Rising housing costs, inflation, and economic uncertainty are pushing companies to rethink how they manage relocation budgets. Cost containment remains a top priority in 2026, but organizations are moving away from one-size-fits-all approaches. Instead, they are adopting flexible benefits models, tiered policies, and capped allowances that still support employees while maintaining financial control. Strategic vendor partnerships and transparent cost tracking are essential for optimizing relocation spend without compromising service quality.

Compliance, Risk Management, and Duty of Care

As global workforces expand, compliance and risk management have become critical elements of employee relocation. Immigration regulations, tax requirements, and data privacy laws continue to evolve, making it essential for companies to stay informed and proactive. 

In 2026, global mobility programs are placing greater emphasis on compliance support, secure document management, and duty-of-care initiatives. This ensures employees are protected while organizations minimize legal and financial risk.

Remote and Hybrid Work Influence on Relocation

Remote and hybrid work models are reshaping traditional relocation strategies. While not eliminating the need for relocation, flexible work arrangements are influencing assignment duration, location selection, and benefits offerings. Some companies are offering short-term assignments, commuter programs, or partial relocation support to align with hybrid roles. Global mobility teams in 2026 must be adaptable, creating policies that support both in-office and distributed workforces.

Sustainability and Responsible Relocation

Sustainability is becoming a growing priority in global mobility planning. Organizations are increasingly mindful of the environmental impact of employee relocation, from transportation emissions to the use of temporary housing. In 2026, companies are exploring greener relocation options, such as reduced shipment volumes, sustainable housing partners, and digital documentation. Responsible relocation practices not only support corporate sustainability goals but also resonate with environmentally conscious employees.

The Role of Strategic Mobility Partners

As relocation programs become more complex, companies are turning to experienced global mobility partners to navigate change. A trusted relocation management provider can offer expertise, technology, and scalable solutions that align with evolving business needs. In 2026, successful organizations view global mobility as a strategic function—one that supports talent acquisition, workforce planning, and long-term growth.

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Corporate Relocation

Reviewing Common Relocation Costs

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What Employers and Employees Should Expect

Employee relocation is a strategic investment that supports business growth, talent development, and workforce flexibility. Whether relocating an employee domestically or internationally, understanding the full scope of relocation costs is essential for employers and employees alike. Reviewing common relocation costs helps organizations create realistic budgets, design effective mobility policies, and deliver a positive relocation experience.

Housing and Pre-Move Expenses

One of the most significant cost areas in a relocation program involves pre-move and housing-related expenses. For homeowners, this often includes real estate commissions, home marketing costs, appraisals, inspections, and potential loss-on-sale assistance if market conditions are unfavorable. Employees may also require temporary housing while their home is listed or while searching for a new residence. Renters can incur expenses such as lease break penalties or forfeited security deposits, which are often addressed within corporate relocation policies.

Household Goods and Moving Costs

Household goods transportation is another significant relocation cost and one that directly affects the employee experience. This typically covers professional packing and unpacking services, loading and transportation, and final delivery of household items. In some cases, short-term or long-term storage is required if there is a gap between move-out and move-in dates. The overall cost of moving household goods is influenced by distance, shipment weight, timing, and service level, making vendor management a critical component of cost control.

Temporary Living and Housing Support

Temporary living expenses are often needed when employees cannot move directly into permanent housing. These costs may include furnished accommodations, utilities, and, in some cases, daily living allowances. Temporary housing is essential in high-demand or competitive real estate markets, where securing a home can take longer than anticipated. While temporary living increases short-term costs, it provides stability and reduces stress for relocating employees.

Travel and Transportation Expenses

Travel and transportation costs also factor into most relocation budgets. These expenses generally include airfare or mileage reimbursement, lodging during travel days, and meal allowances. Some relocation programs also cover a pre-move house-hunting trip to help employees make informed housing decisions. Establishing clear guidelines around travel benefits helps organizations manage costs while supporting employee needs.

Destination Services and Onboarding Support

Destination services play a critical role in helping employees transition successfully into their new location. These services often include area orientation, rental or home-finding assistance, school search support, and help navigating local resources. While destination services add to overall relocation costs, they frequently shorten adjustment timelines, improve employee satisfaction, and reduce the risk of assignment failure.

Tax Assistance and Compliance Considerations

Tax assistance is another commonly overlooked but important relocation cost. Many relocation benefits are considered taxable income, which can create unexpected financial burdens for employees. To address this, employers may offer tax gross-ups or year-end tax reconciliation services to offset the impact. Although tax assistance increases employer spend, it supports fairness, transparency, and compliance within relocation programs.

Relocation Program Administration and Management

Administrative and program management costs are essential to a well-run mobility program. These include policy development, vendor coordination, compliance oversight, and employee counseling. Partnering with a relocation management company allows organizations to centralize these functions, improve visibility into spending, and ensure a consistent employee experience across all relocations.

Building a Cost-Effective Relocation Strategy

Reviewing common relocation costs enables organizations to make informed decisions, control expenses, and support employee success. With the right strategy and expert guidance, relocation can be both cost-effective and impactful. At GMS, we help organizations design mobility programs that balance financial responsibility with an exceptional relocation experience.

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Where Are People Moving Most in the U.S. in 2026?

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A Data-Driven Forecast

As we look ahead to 2026, Americans continue to rethink where they want to live — driven by affordability, quality of life, job opportunities, and lifestyle preferences. Whether you’re planning a long-distance move or just curious about migration trends shaping the U.S., understanding these patterns can help you make smarter relocation decisions. 

At Global Mobility Solutions (GMS), we help families and individuals navigate these transitions every day — so let’s explore where people are expected to move most in 2026 and why.

Why U.S. Migration Patterns Are Shifting

Several evolving factors influence domestic migration in the United States:

  • Cost of living and housing affordability

  • Employment opportunities and remote work flexibility

  • Climate and lifestyle preferences

  • Educational institutions and community amenities

While the nation’s movement levels have slowed compared to the heights of pandemic-era relocation, there are still clear winners — and runners-up — among the cities and states gaining new residents.

Top Cities People Will Move to in 2026

According to a moveBuddha forecast, several mid-sized cities are projected to experience the most significant net influx of residents in 2026. These cities stand out because more people are expected to move in than out, indicating strength in demand and livability.

1. Knoxville, TN — #1 Destination

Knoxville, Tennessee, tops the list as the city with the highest projected in-to-out move ratio for 2026. With an expected 1.61 new residents arriving for every person who leaves, Knoxville’s combination of affordable living, scenic surroundings, and university influence makes it a magnetic draw. 

2. Tulsa, OK — Growing Renaissance

Tulsa, Oklahoma, captures the #2 spot, illustrating how cities that have once lost population can rebound. Tulsa’s revitalized downtown, cultural amenities, and affordability have driven substantial interest among movers. 

  1. Vancouver, WA — Northwest Appeal

Vancouver, Washington (just across the river from Portland, Oregon), ranks alongside Tulsa with a strong projected inbound move ratio. Its blend of urban access and Pacific Northwest charm continues to appeal to relocating individuals. 

Other Cities to Watch

  • Savannah, GA — Historic charm and coastal living

     

  • Tucson & Tempe, AZ — Southwestern lifestyle and growth potential

     

  • Frisco & Raleigh, NC — Fast-growing suburbs with strong job markets

     

  • Saint Paul, MN & Virginia Beach, VA — Variety of cultural and lifestyle options

     

These trends show that mid-sized, university-anchored cities and vibrant suburbs are beautiful for people seeking balance: amenities without high costs or congestion. 

Southern & Southwest States Leading the Way

While specific city forecasts matter, broader state trends are also shaping where Americans plan to relocate in 2026. According to state-level forecasts and migration reports:

Southern Growth Continues

The South and Southwest remain dominant destinations for domestic migration, driven by lower housing costs, warm climates, and growing economies. Cities and states such as Tennessee, North Carolina, and Georgia continue to draw new residents. 

Rising State Hotspots

Some states that may see above-average inbound migration in 2026 include:

  • Alaska & Idaho — With some of the highest projected inbound move ratios

  • South Carolina & North Carolina — Popular for retirees and career movers

  • Arkansas & South Dakota — Fast-growing interest despite smaller populations

These patterns reflect a broader shift toward affordable regions with strong quality-of-life factors, particularly outside traditional coastal centers.

What This Means for Movers in 2026

1. Affordability Is King

High costs in traditional hotspots like California and some major urban metros are driving more people toward affordable alternatives. Mid-sized cities and suburban markets are reaping the benefits. 

2. Lifestyle Over Size

Movers are increasingly prioritizing lifestyle attributes — outdoor access, community feel, cultural amenities, and proximity to nature — over big-city status alone. 

3. Migration Isn’t One-Size-Fits-All

Some large markets like New York and Washington, D.C., continue to attract new residents in absolute numbers, even as smaller cities see higher net gains.

Planning Your Move with Confidence

Understanding where people are moving — and why — can help you make informed decisions about your relocation plans in 2026. Whether you’re considering a job change, lifestyle upgrade, or retirement move, trends point toward mid-sized cities and Southern/Southwestern states as key growth areas.

At GMS, we specialize in turning your moving goals into reality. From expert planning to seamless execution, our services are designed to support you at every step of your journey. Contact us today to learn how we can help with your upcoming move — wherever your destination may be.

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Corporate Relocation

Household Goods Shipment Trends for 2026

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What HR and Corporate Mobility Teams Need to Know

As we move into 2026, the logistics landscape for household goods shipments continues to evolve rapidly, driven by shifts in technology, consumer expectations, sustainability priorities, and workforce mobility patterns. For companies managing employee relocations, staying ahead of these trends isn’t just smart — it’s essential. Understanding what’s shaping household goods shipments this year will help corporate mobility leaders design more efficient, cost-effective, and employee-centric relocation programs.

Digitalization and Real-Time Visibility Become Standard

One of the most significant trends in household goods shipments heading into 2026 is the widespread adoption of advanced digital tools and real-time tracking capabilities. Movers and logistics partners are transitioning from manual, paper-based processes to automated, cloud-based platforms that offer transparency throughout the relocation journey. This includes real-time shipment tracking, mobile access for employees, and digital documentation that improves communication and reduces administrative burden. 

For HR and mobility teams, this means better visibility into shipment status, fewer surprises, and a smoother experience for relocating employees. Workers today expect to see updates on their household goods movements — just as they track packages ordered online — and companies that meet these expectations improve employee satisfaction and trust.

Automation, AI, and Smarter Logistics Solutions

AI-driven route optimization and automated logistics systems are no longer “emerging” — they’re becoming essential elements of efficient household goods shipping in 2026. Algorithms help carriers predict demand, optimize routes, and adjust plans in response to weather, traffic, or capacity changes. 

These technologies reduce delivery times, cut operational costs, and enhance reliability — all factors that directly benefit corporate relocation programs. By partnering with relocation specialists who leverage automation and predictive analytics, companies can mitigate delays and make more accurate cost forecasts for moves of any size.

Sustainability Is a Priority — Not Just a Nice-to-Have

Sustainability continues to gain traction across logistics and relocation services. As employees become more environmentally conscious, they are increasingly interested in eco-friendly moving options. This trend extends to biodegradable packing materials, reusable containers, carbon offset programs, and fleets that use alternative or low-emission fuels.

For corporate mobility leaders, embracing sustainable shipment options isn’t only about meeting employee expectations — it can also elevate your employer brand and align your relocation program with broader ESG (Environmental, Social, Governance) goals. With more companies prioritizing sustainability in 2026, relocation policies that incorporate greener practices are likely to stand out in competitive talent markets.

Cost Pressures and Shipping Complexity Persist

Despite advances in technology and service delivery, cost pressures remain an ongoing concern for household goods shipments. Recent industry data shows that logistics expenses have continued to rise, driven by higher fuel rates, labor shortages, and global supply chain complexities.

This financial pressure emphasizes the importance of strategic planning, vendor negotiation, and risk management within corporate relocation programs. Companies that lock in predictable rates through long-term contracts or leverage the buying power of experienced relocation management partners can often neutralize unpredictable spikes in shipping costs.

Workforce Trends Shape Relocation Demand

Hybrid and remote work models, combined with evolving migration patterns such as increased moves to Sun Belt states and suburban/rural areas, are reshaping relocation demand. These demographic and workforce shifts influence the volume and type of household goods shipments that corporate mobility teams manage, particularly for long-distance and interstate moves. 

In 2026, HR leaders are tailoring relocation solutions to fit these novel mobility patterns — including flexible shipment options, personalized move support, and supplemental services such as storage and temporary housing — to better align with employee lifestyles and expectations.

Quality, Transparency, and Partner Selection Matter More Than Ever

Finally, as the industry continues to stabilize after years of pandemic-driven volatility, transparency in pricing and service quality is emerging as a major differentiator. With labor shortages, port delays, and carrier variability still affecting service levels, employers benefit from relocation partners that communicate clearly and manage vendor performance proactively. 

Choosing a relocation provider with robust tracking systems, consistent reporting, and strong supply-chain networks can reduce risk and improve the overall employee experience. Expert partners also help mobility teams anticipate challenges and pivot quickly when disruptions occur.

Working with an experienced relocation management company like Global Mobility Solutions helps companies leverage these trends strategically — from advanced technology integrations and cost-control strategies to seamless shipment execution and ongoing communication with relocating employees.

Stay ahead of household goods shipment trends in 2026 — contact GMS Mobility today to learn how we can support your relocation success.

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Corporate Relocation

Are Companies Still Providing Relocation Services?

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As the world of work continues to evolve, companies are rethinking how they support employee moves. The short answer: yes — many organizations continue to offer relocation services, but how they deliver those services has changed. Employers that invest in modern, strategic relocation programs gain a competitive edge in talent attraction, retention, and cost control. Partnering with a specialized provider like Global Mobility Solutions (GMS) helps organizations navigate complexity and deliver moves that are faster, compliant, and more employee-focused.

Why companies still provide relocation services

Even with remote work and hybrid models on the rise, relocation remains critical for roles that require in-person presence, leadership placements, or specialized onsite projects. Companies provide relocation benefits for several business-driven reasons:

  • Talent acquisition and competitiveness: Offering relocation support widens the talent pool. Candidates are more likely to accept roles when they know their move will be handled professionally.

  • Retention and productivity: A smooth relocation reduces disruption, shortens time-to-productivity, and increases employee satisfaction — lowering the risk of early turnover.

  • Global expansion and mobility needs: Organizations entering new markets or moving employees across borders must manage immigration, tax, and cultural onboarding — tasks best handled through structured relocation programs.

  • Cost predictability and compliance: Well-designed relocation programs create visibility into spending, reduce ad-hoc reimbursements, and ensure compliance with local employment and tax laws.

How relocation programs have changed

Relocation services have shifted dramatically from ad-hoc reimbursements to integrated, tech-enabled experiences designed to meet the expectations of a modern workforce. Today’s programs emphasize digital self-service and transparency, giving employees clear timelines, real-time updates, and mobile access to all their relocation tasks and benefits. Companies are also relying heavily on data-driven decision-making, using analytics to benchmark costs, identify bottlenecks, and refine their policies for better outcomes.

At the same time, relocation packages have become far more flexible and employee-centered, often incorporating lump-sum options, temporary housing, house-hunting support, and family assistance to meet a variety of needs.

Finally, global mobility programs now demand strong risk management and compliance expertise, especially for cross-border moves that involve immigration requirements, tax equalization, and adherence to local regulations—areas where precision is essential to avoid costly mistakes.

Why work with GMS for your talent mobility needs

Designing and running an effective relocation program demands expertise, infrastructure, and ongoing management. GMS delivers that capability through a proven combination of experience, technology, and customer-first service:

  • Specialized industry expertise: GMS is focused exclusively on global mobility and employee relocation. That means deep knowledge of domestic and international moves, tax and compliance issues, and best-practice policies that scale with your business.

  • End-to-end program management: From policy consulting and vendor coordination to move execution and reporting, GMS handles the whole lifecycle. That reduces the burden on HR and provides a consistent, high-quality experience for employees.

  • Modern, user-friendly technology: GMS’s platform gives employees and mobility teams transparent access to tasks, timelines, and documents. Real-time visibility improves communication, reduces questions, and speeds decision-making.

  • Cost control and measurable outcomes: With robust analytics and vendor management, GMS helps companies predict and manage relocation spend while improving service quality.

  • Employee-centric service: Moving is stressful. GMS prioritizes the employee experience with expert move coordinators, family support services, and flexible offerings that increase acceptance rates and shorten ramp-up time.

Relocation remains a strategic investment for companies seeking to hire the best talent, expand globally, and maintain high productivity. But today’s relocation programs must be more innovative, more flexible, and tech-enabled. That’s where GMS shines — delivering tailored programs, world-class execution, and measurable results so your people can move confidently and your business can move forward.

Ready to modernize your relocation program? Contact GMS to schedule a consultation and see how a strategic relocation partner can save time, reduce risk, and improve the employee experience.

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The Essential 2026 Employee Relocation Checklist: What Companies Need to Know

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Employee mobility is evolving fast, and 2026 will bring new expectations, new compliance requirements, and new opportunities for organizations relocating talent. Whether you move one employee a year or manage a global mobility program, a clear, updated relocation checklist is essential for staying compliant, supporting employees, and controlling costs.

At Global Mobility Solutions (GMS), we work with organizations every day to anticipate mobility trends before they become challenges. This 2026 Relocation Checklist is built to help HR, talent acquisition, and mobility leaders prepare for the year ahead with confidence.

Review 2026 Legal, Tax & Compliance Changes

The regulatory landscape is shifting, especially in states like California, New York, and Washington, as well as across global markets. For 2026, companies should prepare for:

✔ Updated repayment agreement requirements

Several states—including California—are enforcing stricter rules on when and how employers can require employees to repay relocation or training costs. Review:

  • Standalone repayment agreements

  • Mandatory review periods

  • Caps or restrictions on reimbursable costs

  • Interest-free repayment structures

✔ Remote-work–related tax exposure

Hybrid and remote policies may trigger:

  • Multi-state tax withholding

  • Permanent establishment risks for international relocations

  • Location-based payroll adjustments

✔ Evolving visa and immigration rules

With global talent shortages continuing into 2026, organizations must anticipate:

  • Longer processing times

  • New digital immigration platforms

  • Changing work authorization requirements

  • Increased scrutiny around corporate sponsorships

A mobility partner like GMS can help track changing regulations across all relocation destinations.

Align Relocation Policies With 2026 Workforce Expectations

Today’s employees expect more personalization, transparency, and flexibility. In 2026, competitive mobility programs should include:

✔ Tiered or core-flex relocation models

These allow employees to choose benefits that match their lifestyle—for example:

  • Pet relocation

  • Spousal/partner job support

  • Childcare sourcing

  • Flexible home-finding assistance

✔ Clear cost coverage guidelines

Define what your company will cover:

  • Household goods relocation

  • Temporary housing

  • Lump-sum allowances

  • Home purchase or sale benefits

  • Travel and visa fees

✔ DEI-informed relocation support

Many employees expect culturally informed services, including language training, community integration support, and neighborhood insights.

Prepare for the 2026 Housing & Rental Market

Housing will remain a major challenge for companies relocating talent in 2026. Trends to plan for:

✔ Limited inventory in key job markets

Major tech and business hubs—including Phoenix, Austin, Denver, and Boston—continue to experience low housing supply.

✔ Rising rental costs

Budget planning should include updated rental caps and temporary housing timelines.

✔ Extended home-finding timeframes

Employees may need longer search periods or temporary living arrangements due to competitive markets.

GMS home-finding and destination services can help reduce employee stress and shorten move-in timelines.

Evaluate Cost Management Strategies for 2026

Budget predictability is one of the top concerns for HR and mobility teams.

✔ Audit current relocation spend

Look for opportunities to reduce costs through:

  • Pre-negotiated supplier rates

  • Policy adjustments

  • Relocation benchmark comparisons

  • Lump-sum utilization analysis

✔ Plan for inflation impacts

Household goods shipments, rental cars, flights, and temporary housing continue to fluctuate—especially for international moves.

✔ Use relocation technology to track costs

GMS relocation technology gives employers full visibility into spend, trends, exceptions, and employee progress.

Modernize the Employee Experience

Relocating employees want streamlined support, real-time updates, and simple communication.

✔ Mobile-first relocation tools

Employees expect apps that track:

  • Tasks and timelines

  • Housing appointments

  • Household goods shipments

  • Immigration steps

  • Expense uploads

✔ 24/7 support

A high-touch relocation experience improves retention and reduces employee frustrations.

✔ Mental well-being & family support

Relocation is stressful. Consider:

  • Settling-in services

  • School search assistance

  • Community and cultural integration

  • Counseling or wellness resources

Build Your 2026 Relocation Checklist

Use this quick checklist to ensure your mobility program is ready:

2026 Relocation Checklist

  • ☐ Update relocation policies for 2026 laws and compliance

  • ☐ Ensure repayment agreements follow state-specific rules

  • ☐ Review global immigration timelines and requirements

  • ☐ Implement tiered or core-flex benefits

  • ☐ Audit relocation budget and cost controls

  • ☐ Update home-finding and temporary housing guidelines

  • ☐ Prepare for rental and housing market challenges

  • ☐ Implement or enhance relocation technology

  • ☐ Strengthen employee communication and support resources

  • ☐ Evaluate vendor partners and supply chain performance

Prepare for 2026 With GMS

As the mobility landscape continues to transform, companies need a relocation partner that stays ahead of regulatory, economic, and talent trends. GMS has been leading the global mobility industry for over 30 years, helping organizations create compliant, cost-effective, employee-friendly relocation programs.

If your organization is planning to relocate employees in 2026, GMS can help you build the strategy, tools, and support needed for a successful year.

Contact us today to get started.

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Global Mobility Solutions Earns a 90 Net Promoter Score from Client Surveys

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At Global Mobility Solutions (GMS), client satisfaction isn’t just a metric—it’s a mission. That’s why we’re proud to announce that our most recent client surveys have resulted in an impressive Net Promoter Score (NPS) of 90. This score positions GMS among the top-performing organizations across all industries, reflecting our unwavering commitment to delivering exceptional global mobility services.

What Is a Net Promoter Score?

The Net Promoter Score is a widely recognized benchmark for measuring customer loyalty and satisfaction. Clients are asked a straightforward question: “How likely are you to recommend our company to a colleague or friend?” Responses range from 0 to 10, and the results are grouped into three categories—Promoters (9–10), Passives (7–8), and Detractors (0–6).

The final NPS is calculated by subtracting the percentage of Detractors from the rate of Promoters. Scores above 70 are considered world-class. Earning a 90 means GMS clients are not only satisfied—they’re enthusiastic advocates for our services.

What a 90 NPS Means for Our Clients

A score like this speaks volumes about the trust and confidence our clients place in GMS. It shows that organizations partnering with us consistently experience:

  • Seamless relocation management powered by technology and supported by experienced consultants.

  • Personalized service that treats every employee’s move with care, attention, and flexibility.

  • Proactive communication and transparent processes that eliminate surprises.

  • Consistent results that help HR and mobility leaders achieve their business goals.


    At GMS, we believe that every relocation should be a smooth and positive experience—for both the employee and the organization. Our NPS result reinforces that our approach to service, technology, and client care continues to exceed expectations.

The GMS Difference

Our high client satisfaction isn’t achieved by accident. It’s built on more than 30 years of industry leadership and a dedication to constant improvement.

GMS combines the latest mobility technology with the expertise of a seasoned team to deliver data-driven insights and real-time relocation management. From cost estimates and policy consulting to destination services and supplier coordination, our solutions are designed to simplify, transparently manage, and efficiently execute the complex process of global mobility.

Just as importantly, our team is passionate about listening. We regularly collect client feedback and use it to refine our programs, enhance our platform, and strengthen relationships. The 90 NPS is a reflection of that ongoing collaboration.

Earning a 90 Net Promoter Score is a milestone worth celebrating—but it’s also a motivator. We’ll continue to raise the bar, innovate, and evolve to ensure our clients receive the highest level of service in the mobility industry.

At GMS, success isn’t defined only by numbers—trust, relationships, and results define it. As our clients have demonstrated, that commitment truly makes a difference.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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How Technology Is Revolutionizing Global Mobility Management

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Young father and his cute small daughter having fun with digital tablet on couch.

The world of global mobility is evolving faster than ever before. As organizations expand across borders and remote work continues to reshape workforce dynamics, technology is playing a pivotal role in transforming how mobility programs are managed. From automation and data analytics to AI-driven relocation support, modern tools are helping companies streamline processes, reduce costs, and create a more seamless experience for relocating employees.

Automation Simplifies Complex Mobility Processes

Global mobility involves many moving parts — from visa and immigration management to payroll, housing, and compliance. Traditionally, these processes required manual input and coordination among multiple stakeholders, often resulting in inefficiencies and delays.

Today, automation tools have changed the game. Automated workflows help manage approvals, track deadlines, and reduce administrative burdens. Tasks like document processing, expense tracking, and assignment management can now be handled with greater accuracy and speed, freeing HR and mobility teams to focus on strategic decision-making rather than paperwork.

Data Analytics Drives Smarter Decision-Making

Data is one of the most potent assets in modern mobility management. With the right technology in place, companies can access real-time insights into relocation trends, costs, and employee satisfaction.

Analytics dashboards enable HR leaders to identify cost-saving opportunities, forecast relocation budgets, and measure program effectiveness. For example, by analyzing relocation timelines or housing costs across regions, organizations can make more data-driven decisions that improve both efficiency and employee experience.

At Global Mobility Solutions (GMS), data analytics plays a key role in helping clients make informed choices that align with their global business goals.

Artificial Intelligence Enhances the Relocation Experience

AI is no longer a futuristic concept — it’s already reshaping how employees relocate. Intelligent systems can now recommend housing options, predict relocation challenges, and provide real-time guidance tailored to each employee’s needs.

Through partnerships with innovators like RentSmart AI, GMS is integrating AI-driven tools to deliver personalized relocation experiences. These technologies analyze employee preferences, lifestyle needs, and local market data to simplify decision-making and reduce stress throughout the move.

The result? Employees enjoy a smoother, more informed transition, while employers benefit from improved satisfaction and retention

Cloud-Based Mobility Platforms Improve Collaboration

In a global workforce, accessibility and communication are essential. Cloud-based mobility platforms allow HR teams, service providers, and relocating employees to access critical information anytime, anywhere.

These platforms centralize mobility data, provide real-time status updates, and ensure transparency throughout the relocation process. Whether managing multiple moves or a single international assignment, cloud technology fosters collaboration and keeps everyone aligned.

Technology Strengthens Compliance and Risk Management

Compliance remains a top concern in global mobility — especially with the complexity of international tax laws, visa regulations, and employment standards. Technology helps mitigate these risks by tracking compliance requirements and alerting teams to potential issues before they arise.

Digital compliance tools and automated audit trails provide visibility into every step of the relocation process, reducing errors and ensuring compliance with global regulations. This not only protects organizations legally but also reinforces their reputation as responsible global employers.

The Future of Global Mobility Is Digital

The future of global mobility management lies in continued technological integration. As AI, automation, and data analytics evolve, companies will gain even more control, visibility, and insight into their programs.

Forward-thinking organizations that embrace digital transformation will be better equipped to adapt to changing market conditions, support employee needs, and maintain a competitive edge in the global talent landscape.

At GMS, we’re leading this evolution by combining industry expertise with cutting-edge technology to help companies simplify and strengthen their mobility programs.

GMS stays up to date on Relocation Technology

Technology isn’t just improving how global mobility is managed — it’s redefining it. From automation and AI to cloud-based collaboration, these innovations are creating more innovative, more efficient relocation experiences for businesses and employees alike.

To learn more about how GMS leverages technology to deliver exceptional mobility solutions, contact us today or explore our latest insights on the future of global mobility.

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Why Flexibility Is the New Currency in Corporate Relocation Programs

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In today’s fast-evolving global workforce, flexibility isn’t just a perk — it’s the new currency driving successful corporate relocation programs. As employee expectations shift and business priorities become more fluid, organizations are rethinking traditional relocation policies in favor of adaptable, personalized solutions that support both company goals and individual needs.

Flexibility has become a key differentiator in attracting and retaining top talent, optimizing budgets, and improving the overall relocation experience. Flexibility in relocation programs not only meets the diverse needs of employees but also enhances their overall experience. 

When employees feel that their personal situations are understood and accommodated, they are more likely to feel valued and engaged. This positive experience can lead to increased loyalty and productivity, ultimately benefiting the organization as a whole. Companies that prioritize employee experience in their global mobility programs often see a smoother transition, reduced stress, and quicker integration into new roles.

The New Reality of Workforce Mobility

The modern workforce is more diverse and distributed than ever before. Hybrid work, global hiring, and remote-first roles have redefined what it means to “relocate.” Today’s employees value autonomy, choice, and the ability to tailor their relocation experience around their unique lifestyles.

At the same time, organizations are balancing cost efficiency with talent engagement. A flexible relocation program allows companies to align mobility strategies with broader business goals — whether that’s accelerating global expansion, enhancing diversity, or responding to changing market conditions.

Why Flexibility Matters in Corporate Relocation

  1. Employees Expect Personalization
    No two relocations are the same. A recent trend across the mobility industry shows employees increasingly expect relocation benefits that adapt to their personal circumstances — whether they’re moving with a family, relocating internationally, or managing dual-career households.

    Flexible relocation programs empower employees with choice, offering customizable benefits like lump-sum allowances, tiered policy options, or menu-style packages. This personalization not only increases satisfaction but also ensures benefits are significant and relevant to each transferee.
  1. Businesses Need Agility to Compete
    Economic conditions, visa regulations, and housing markets can shift quickly. Organizations with rigid relocation policies risk being left behind. Flexible mobility programs help businesses stay agile, enabling HR and mobility teams to adjust benefits and budgets in response to regional trends, cost fluctuations, and strategic priorities.

    For example, companies can adjust housing assistance levels in high-cost cities or offer temporary remote work arrangements when relocation timing becomes challenging. This adaptability supports continuity while minimizing disruption.
  1. Flexibility Enhances Cost Control
     A common misconception is that flexibility increases costs — but the opposite is often true. With a well-structured policy framework, flexible relocation programs can reduce waste and optimize spending.

    When employees can select the benefits they value most, companies avoid overspending on services that may go unused. Plus, real-time data and analytics — like those provided by GMS’s mobility technology — give employers better visibility into cost drivers, helping fine-tune budgets and forecast future expenses more accurately.
  1. It Strengthens the Employee Experience
     Relocation is one of the most significant transitions in an employee’s career. A flexible approach communicates trust and empathy, showing employees that the organization recognizes their individual needs. This can lead to higher engagement, stronger performance, and a smoother onboarding process in the new location.

    From offering virtual settling-in assistance to providing flexible housing or travel options, every adaptable touchpoint contributes to a more positive experience — one that reinforces company culture and supports long-term retention.

Key Ways to Build Flexibility into Your Global Mobility Program

  1. Adopt a Core-Flex Policy Model
    Many organizations are embracing the core-flex model, which combines essential “core” benefits (like household goods shipment or visa support) with a flexible “menu” of optional benefits. This approach balances consistency and choice, ensuring compliance while maintaining employee autonomy.
  2. Leverage Technology for Smarter Mobility
    Modern relocation technology — such as the tools integrated within GMS’s platform — empowers HR teams to manage flexible benefits, track usage, and monitor satisfaction in real time. Automation and AI-driven insights make it easier to adapt programs as employee needs evolve.
  3. Partner with a Relocation Expert
    Working with an experienced relocation provider like GMS can help organizations implement flexible solutions efficiently and strategically. GMS offers policy benchmarking, program design, and data-driven recommendations to ensure mobility strategies remain competitive and compliant.

The Future of Relocation Is Built on Flexibility

As the workforce continues to evolve, flexibility will remain the foundation of successful mobility programs. It’s more than just a trend — it’s a strategic advantage that empowers employees, strengthens employer brands, and positions organizations for sustainable growth.

Companies that prioritize flexibility today will be better equipped to attract top talent, navigate uncertainty, and create relocation experiences that drive loyalty and success.

At Global Mobility Solutions, we help organizations design and deliver flexible relocation programs that meet the needs of today’s mobile workforce.

Learn more about how GMS can help your company embrace flexibility in relocation to get started.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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What Companies Should Prioritize in Relocation Benefits for 2026

young couple unpacking boxes in their new home
Young couple in love unpacking cardboard boxes at new home moving in concept

As the competition for top talent intensifies and employee expectations evolve, relocation benefits are no longer just a perk—they’re a critical component of employer value propositions. For companies planning for 2026, here are key trends and strategic considerations to ensure your relocation policies are attractive, cost-effective, and aligned with both employee needs and business goals.

1. Flexibility & Customization

One-size-fits-all relocation packages are increasingly outdated. Different roles, employee life stages, family situations, and locations necessitate varying levels of support. Some employees will prefer full reimbursement of expenses, while others may prefer a lump sum to manage their own move. Tailored packages can include options like:

  • Spousal job search assistance

  • Schooling or childcare assistance

  • Temporary housing or extended lodging

  • Phased or partial relocation (e.g., remote-first periods or hybrid commuting)

Flexibility enables companies to meet diverse needs, enhance satisfaction, and mitigate relocation declines.

2. Technology & Digital Support

Relocation logistics are complex, especially for global or long-distance moves. In 2026, technology will play a bigger role in simplifying and automating these processes:

  • Digital platforms or dashboards to track expenses, real-time status, and compliance.

  • Virtual tools, such as AR/VR for home tours, reduce travel and enable employees to begin settling in remotely.

  • AI for cost projections, moving vendor selection, and customizing policy options based on individual profiles.

2. Technology & Digital Support

With inflation, rising housing costs, and tighter budgets, companies must strike a balance between generosity and fiscal responsibility. Key levers include:

  • Lump-sum payments vs complete reimbursements. Many firms are shifting toward managed lump sums (where the employee gets a sum but works through a vetted relocation provider or uses approved services) to reduce the risk of misuse or under-support.

  • Clawback or repayment provisions: to protect the company if the employee leaves soon after relocating.

  • Adjusting for the cost of living and housing market changes in destination cities. Ensuring that the total compensation package reflects what it’s really going to cost employees to live in the new place

4. Employee & Family Well-Being

With inflation, rising housing costs, and tighter budgets, companies must strike a balance between generosity and fiscal responsibility. Key levers include:

  • Lump-sum payments vs complete reimbursements. Many firms are shifting toward managed lump sums (where the employee gets a sum but works through a vetted relocation provider or uses approved services) to reduce the risk of misuse or under-support.

     

  • Clawback or repayment provisions: to protect the company if the employee leaves soon after relocating.

     

  • Adjusting for the cost of living and housing market changes in destination cities. Ensuring that the total compensation package reflects what it’s really going to cost employees to live in the new place

5. Sustainability & Corporate Responsibility

The environmental impact of relocation is becoming an area of scrutiny. Forward-thinking companies in 2026 will factor in sustainability in policy design:

  • Using green moving practices (eco-friendly packing materials, lower emissions transport, minimizing waste).

  • Encouraging sustainable housing options and communities with good public transit, as well as energy-efficient buildings.

  • Aligning relocation policies with broader ESG goals can enhance employer branding and help meet stakeholder expectations.

6. Transparency & Clear Communication

Ambiguity kills trust. If relocation policies are confusing or hidden, employees may decline offers or leave prematurely. To maximize value:

  • Clearly define what is included: what counts as a relocation-eligible distance, what expenses are covered, and what timelines are expected.

  • Be upfront about things like tax implications, gross-ups, repayment obligations or clawbacks.

  • Provide clear procedural steps and contacts, including who to contact for specific tasks, how to obtain moving quotes, and the process for managing approvals.

7. Monitoring & Policy Review

What works today may not be sufficient in 2026. Companies should build in mechanisms to monitor and evolve their relocation programs:

  • Solicit feedback from employees who have relocated: what worked, what didn’t.

  • Track metrics: declines, retention after relocation, cost vs budget, impact on productivity, time to settle in.

  • Stay abreast of legal, immigration, tax, housing, and real estate regulation changes, especially for cross-border relocations or remote work policies.

Work with GMS for Relocation Benefits

Relocation benefits in 2026 will be judged not just by the dollars spent, but by how well they address flexibility, empathy, efficiency, and responsibility. For companies that get it right, these programs can be powerful tools to attract talent, cement loyalty, and project a modern, human-centred employer brand.

At GMS Mobility, we help you design and optimize relocation benefit programs that strike a balance between employee expectations and business strategy. If you’d like to explore how your relocation benefits stack up or how you can evolve them for the future, we’re here to assist.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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