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Corporate Relocation Trends to Prepare for in 2027

Tablet showing a trend line chart beside a 2027 notebook, pen and small moving box

Planning for next year starts now. Rather than predict specific numbers, this article looks at the themes we expect HR and mobility teams to keep dealing with in 2027, and the questions worth asking before you set budgets and policies.

Cost Pressure Isn't Going Away

Relocation budgets will keep facing scrutiny, and leaders will want clearer numbers on what each move costs and returns. That makes detailed cost tracking more valuable, starting with a clear breakdown like what employee relocation costs. The growing focus on proving value is part of why global mobility ROI is gaining new attention.

Flexible and Personalized Benefits

Employees expect support that fits their situation instead of one fixed package. Companies are reviewing what to prioritize, as we covered in what companies should prioritize in relocation benefits for 2026, and tiered, lump-sum, and managed approaches continue to matter. See employee relocation policy essentials for how to structure the policy.

Technology With a Human Touch

Better tools can speed up tracking, communication, and reporting, but employees still want a person to call during a stressful move. We discuss this balance in the human touch dilemma. Ask what technology your program uses and where human support still matters most.

Tax and Compliance Changes

Tax rules shape what relocation benefits cost and how they are reported. Keep an eye on changes, starting with what the latest tax law changes mean for relocation benefits and our guide to relocation packages and taxes, and confirm treatment with your advisors.

Where Employees Are Moving

Destination markets and housing costs affect both demand and cost of living adjustments. Our look at where people are moving most in the U.S. and our guide to cost of living adjustments are useful references as you plan.

Household Goods and Supply Chain Conditions

Carrier capacity and pricing shift from year to year. Review household goods shipment trends and plan for seasonal peaks, as discussed in winter off-season relocation.

How to Get Ready

A few steps help whatever the market brings: review your policy, tighten cost reporting, confirm vendor capacity for peak months, and decide where technology should support, not replace, human help. Our technology page shows how GMS approaches the tools side, and you can contact GMS to talk through your 2027 plans.

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Blog Corporate Relocation Domestic Relocation Domestic Relocation Tips Relocation Challenges

How to Prepare Employees for a January Relocation

January desk calendar, relocation welcome folder and moving box with an evergreen sprig

A January relocation gives employees a clean start in the new year, but it takes planning that begins well before the holidays. Here is how HR teams can prepare employees for a new-year move so the transition goes smoothly.

Why January Moves Need Early Planning

The weeks before a January start are the busiest and shortest of the year, with holidays, school breaks, and year-end deadlines. Decisions that would take days in the spring can take weeks in December. Starting in October or November gives you room to handle approvals, housing, and household goods before the calendar fills up.

Confirm the Timeline

Work backward from the start date and share the plan with the employee. Our 2026 employee relocation checklist helps turn the steps into dates, and our fall corporate relocation guide shows how to build the schedule.

Support the Family Over the Holidays

For many families, a January move means a holiday spent with boxes and goodbyes. Acknowledging that helps. Offer clear information, flexible timing where possible, and school support, as described in mid-school-year relocation and preparing employees for a year-end relocation.

Look at the Budget and Tax Year

A January move straddles two budgets and two tax years. Expenses paid in December and January may be reported differently, so check with finance and tax advisors, and review relocation packages and taxes before you commit to dates. Relocating before or after the holidays covers the trade-offs in more detail.

Give Employees One Point of Contact

Employees should know exactly who to call when something changes. A relocation coach fills that role, and we explain how in why GMS provides a relocation coach to each transferee.

Plan the Arrival

Make sure housing, utilities, and the first day at work are ready, so the employee can focus on starting well. Our destination services support that arrival, and you can contact GMS to plan a January move for your team.

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Blog Corporate Relocation Domestic Relocation Household Goods Relocation Management

How Early Should You Book Household Goods for a Holiday Relocation?

Stacked moving boxes, December calendar with holiday dates circled and a shipment booking checklist

Holiday relocations put extra pressure on household goods shipments. Carriers have fewer working days, weather can cause delays, and employees want their belongings in place before the new year. Here is how to approach booking so a holiday move stays on schedule.

Book as Soon as the Move Is Approved

The simplest rule is to start the household goods process the moment a relocation is approved. Pickup and delivery dates are limited around the holidays, and the longer you wait, the fewer options you have. Exact lead times vary by carrier, route, and shipment size, so ask your provider what they need for the dates you are targeting instead of assuming.

Get an Accurate Survey Early

A reliable estimate depends on understanding what is being moved. A survey of the home, either in person or by video, avoids surprises later. Our post on video survey household goods moves explains how video surveys speed up the process, which matters when time is tight.

Plan for Holiday Delays

Build buffer into the schedule. Carriers and offices may be closed on certain days, and weather can slow long-distance routes. If a delivery slips, the employee may need a few more days of temporary housing or storage, so plan for that possibility instead of treating it as an exception.

Setting expectations early with the employee is just as important, as covered in how to prepare employees for a year-end relocation.

Choose Carriers Carefully

Peak periods are when weaker carriers struggle most. Vetting matters, and our guide to how to vet a household goods mover lists the red flags to watch for. Many companies rely on a relocation partner to manage this, as explained in leveraging your RMC for household goods shipping and third-party household goods shipping.

Know What Is in the Shipment

Clear limits on shipment size and services, such as packing, storage, and valuation coverage, prevent disputes. Our overview of the shipment of household goods walks through how a managed shipment works.

Decide the Timing First

Booking works best once the move date is settled. If you are still deciding between a fall and a January move, start with before or after the holidays, and see our fall corporate relocation guide for a timeline. When you are ready to line up a household goods shipment, contact GMS.

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Blog Corporate Relocation Corporate relocation tips Domestic Relocation Relocation Best Practices

Is It Cheaper to Relocate Employees in Winter? Off-Season Pros and Cons

Snow globe, moving box and a peak season versus off-season cost comparison sheet on a desk

Moving demand drops after summer, and many HR teams wonder whether winter relocations cost less. The honest answer is that they can, but not always, and the savings come with trade-offs. Here is how to think about off-season relocation so you can decide when it makes sense.

Why Winter Can Be Cheaper

Household goods demand peaks in summer, when families want to move between school years. When demand eases, carriers have more open dates and more flexibility, which can improve pricing and scheduling. We describe the summer side of that cycle in summertime household goods moves and in our guide to relocating during the rush moving season.

Savings are never guaranteed. Pricing depends on the lane, the shipment size, and local conditions, so treat off-season as an opportunity to negotiate and plan, not as an automatic discount.

Where the Savings Show Up

Household goods are the most likely place to see a difference, because carriers compete harder for volume in slower months. Flexible pickup and delivery windows can also reduce rush and expedite charges. Our post on household goods shipment trends for 2026 covers current market conditions. For a full view of the cost categories, see what employee relocation costs.

The Trade-Offs

Winter weather can delay shipments and travel, and the holidays remove working days. Temporary living may cost more if a delay stretches the stay, which is why it helps to define limits in advance, as discussed in temporary living during relocation. Housing markets are often slower in winter, which can mean fewer listings but also less competition for buyers and renters.

Family and School Considerations

The calendar matters as much as the price. Moving children in the middle of a school year takes planning, covered in preparing employees for a year-end relocation and mid-school-year relocation. For some families, a break in the winter is a natural point to move, and for others it is the hardest time.

Before or After the Holidays

If you are deciding between a fall move and a January start, our guide on relocating before or after the holidays lays out the questions to ask.

Ways to Capture Off-Season Value

A few practical steps help companies benefit from slower months. Offer flexible dates and let carriers fill gaps in their schedules. Bid shipments competitively. Plan around weather by building buffer into delivery windows. And track the results so you know whether your off-season moves actually saved money.

For more ways to manage spend, see cost-effective strategies for managing employee relocations, or contact GMS to talk through the timing of your program.

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Blog Corporate Relocation Corporate relocation tips Domestic Relocation Relocation Best Practices

Should You Relocate Employees Before or After the Holidays?

Desk calendar comparing November and January with a decision checklist, gift box and moving box

When a relocation is approved in the fall, HR has to decide whether to move the employee before the holidays or wait until January. There is no single right answer, because the best timing depends on the business need, the family, and the budget. This guide lays out the trade-offs so you can decide employee by employee.

Start With the Business Need

The first question is whether the role needs to be filled right away. If the employee is needed on site by a certain date, that drives the timeline. If there is flexibility, the other factors below decide it. Our fall corporate relocation guide explains how to work backward from a start date.

The Case for Moving Before the Holidays

Moving in the fall lets the employee start the new year settled and productive. Household goods carriers and temporary housing are often easier to book after the summer rush, which can give you more flexibility on dates. It also lets families finish the move before the busiest travel days. On the finance side, expenses for a move completed this year fall into this year’s budget, which can simplify planning.

The Case for Waiting Until January

Some families prefer to enjoy the holidays in their current home and move afterward, especially when children are in school and the move would split a semester. Waiting also avoids winter weather and holiday delays during the move itself, and gives the employee a clean start in the new year. The trade-off is that January and the start of a semester can be busy for carriers and for employers filling new positions.

Consider the Family

Family needs often decide the timing. A move in the middle of a school year can be harder on children, which we cover in mid-school-year relocation. Our guide to back-to-school relocation timing looks at the same question from the other side of the calendar.

Compare the Costs

Timing can change what a move costs. Temporary living may need to cover a longer gap if closing dates and lease dates do not line up, and household goods pricing varies by season. For a component-by-component view, see what employee relocation costs, and for the budgeting side, when to budget for relocating an employee. Our look at household goods shipment trends for 2026 covers current market conditions.

Think About Tax and Year-End Reporting

Because most relocation benefits are taxable, the year in which expenses are paid can matter to both the company and the employee. Review relocation packages and taxes and our guide to year-end relocation expense reconciliation before deciding, and confirm with your tax advisors.

A Simple Way to Decide

Ask four questions for each employee: Does the business need them in place now? Does the family have a natural break to move at? Are carriers and housing available at a fair price? Will the year-end budget and tax timing work? If the answers point in different directions, give the most weight to the business need and the family situation, and use cost and tax timing as tiebreakers.

If you would like help weighing the timing for a specific move, contact GMS.

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Blog Corporate Relocation Domestic Relocation Domestic Relocation Tips Relocation Challenges

How to Prepare Employees for a Year-End Relocation

Employee welcome folder with a relocation timeline checklist, holiday ornament and moving box on a desk

A relocation that lands in November or December asks more of an employee than a summer move does. Holidays, school schedules, and year-end work deadlines all compete for the same few weeks. Here is how HR teams can prepare employees and their families so a year-end move feels organized instead of overwhelming.

Start the Conversation Early

The biggest difference between a calm move and a stressful one is how early the employee knows what is happening. Share the timeline, the benefits, and the first steps as soon as the move is approved. Employees who hesitate about moving often do so because of unanswered questions, a pattern we describe in overcoming reluctance to move.

For fall and winter moves, build in extra lead time. Our guide to fall corporate relocation planning explains how to work backward from the start date.

Give a Clear Picture of the Timeline

Employees should see the whole sequence in one place: key dates, who handles each step, and what they need to do themselves. A checklist helps, and our 2026 employee relocation checklist is a good starting point.

Be specific about the holidays. Tell employees which dates carriers and offices will be closed or slower, so they are not surprised when a pickup or a callback is delayed.

Set Expectations About the Challenges

Every move has friction, and year-end moves add a few more: limited daylight, weather, and busy calendars. Naming those challenges up front makes them easier to handle. Our look at common transferee moving challenges covers what employees typically run into and how to prepare for it.

Involve the Family

Spouses, partners, and children are part of the decision and the move. Holidays can intensify the emotions, especially when a family is leaving relatives behind or starting over in a new place during a season built around home. Resources such as spousal support and family services help the whole household feel included. If children are changing schools mid-year, see mid-school-year relocation for specific support ideas.

Provide a Single Point of Contact

Employees should never have to wonder who to call. A dedicated relocation coach handles questions, coordinates the vendors, and keeps the move on track, which is why GMS provides a relocation coach to each transferee. The coach’s role in domestic moves is described in the essential role of a relocation coach.

Plan for the Arrival, Not Just the Move

Support should not end when the truck is loaded. Confirm that housing is ready, that utilities are set up, and that the employee knows where to go on the first day. Our destination services help employees and families settle in, which matters even more when they arrive right before the holidays.

Check In After the Move

A short follow-up a couple of weeks after arrival catches problems early, such as delayed deliveries or school enrollment issues. If you would like help preparing your employees for year-end moves, contact GMS to talk through your program.

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Blog Corporate Relocation Domestic Relocation Domestic Relocation Tips

Mid-School-Year Relocation: How HR Can Support Transferring Families

School backpack, textbooks and family relocation checklist beside a moving box with a child's drawing

Not every relocation can wait for summer. Business needs do not follow the school calendar, so HR teams often have to move employees with children in the middle of the school year. With the right planning, a mid-year move can go smoothly.

Why Mid-Year Moves Happen

Promotions, transfers, and new hires arrive when the business needs them. When the timing is flexible, our guide to back-to-school relocation timing explains when to move families for the smoothest transition. When it is not, the steps below help.

Understand the Family's Biggest Concerns

Parents worry about how their children will adapt: new schools, lost friendships, and gaps in curriculum or activities. Employees who are anxious about their family are less focused at work, so addressing those concerns early helps both the family and the company.

A broader view is in our complete guide to relocating with children.

Provide School Search Support

One of the most valuable benefits for transferring families is help researching schools in the new area, including enrollment deadlines, records transfer, and district boundaries. For international moves, the considerations are broader, as covered in our look at education options for expat families.

Offer Flexible Timing Where You Can

Even when the start date is fixed, small timing choices matter. Letting the employee start first while the family follows at a natural break, such as the end of a semester, can reduce disruption. Extending temporary living or a house-hunting trip can also make that option workable, though it adds cost, which is why it helps to understand what employee relocation costs. These choices should be defined in policy so that they are applied consistently.

Support the Whole Household

A spouse or partner may also need help with career transitions or finding community in the new location, which is why spousal support and family services so often shape whether an employee accepts the move.

Give Families a Guide

A dedicated contact makes a big difference during a busy move. A relocation coach can answer school and logistics questions, and we explain how in the essential role of a relocation coach in the domestic relocation process. Our destination services help families settle in once they arrive.

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Blog Choosing a Relocation Company Corporate Relocation Household Goods Relocation Management

How to Vet a Household Goods Mover: Red Flags for Relocation Teams

Mover vetting checklist with red flag, taped moving box and toy moving truck on a desk

For a relocating employee, the household goods move is often the most stressful part of the process. A poor carrier can mean damage, delays, and unexpected charges. Whether you are an HR team choosing carriers or an employee choosing your own, here is how to vet a mover and the red flags to watch for.

Start With Registration and Licensing

Interstate movers in the United States must be registered with the Federal Motor Carrier Safety Administration (FMCSA) and hold a USDOT number. You can look up a carrier’s registration and insurance status on the FMCSA website. A mover that cannot show a valid USDOT number, or whose registration does not match its name, should not move anyone’s household.

Red Flag 1: Quotes Without a Survey

A reliable estimate comes from a survey of the home, either in person or by video. A price given over the phone without seeing the belongings is a warning sign, because the final cost often changes. Video surveys, covered in our post on video survey household goods moves, make accurate estimates easier.

Red Flag 2: Large Upfront Deposits

Reputable movers do not typically demand a large cash deposit before the move. Be cautious about any company that insists on a big payment upfront or refuses to accept standard payment methods.

Red Flag 3: No Physical Address or Local Presence

A mover with no verifiable address, a generic website, and no company name on its trucks may be a broker or a company with a poor history. Check for reviews, complaint records, and whether the company that gives the estimate is the one that will actually perform the move.

Red Flag 4: Vague Insurance and Valuation Terms

Standard carrier liability is often limited and may not cover the full value of the goods. Make sure the estimate spells out the coverage type, the cost of additional valuation, and how claims are handled.

Red Flag 5: Pressure and Changing Prices

Be wary of urgency tactics, unusually low quotes, or prices that change on moving day. A written estimate that is clear about what is and is not included protects both sides. For how shipment costs are built up, see what employee relocation costs.

Red Flags 6 and 7: Poor Communication and Name Changes

Slow replies before the move rarely improve afterward. Also check whether the company has operated under other names, which can be a way of escaping a poor record.

Why Many Companies Use a Relocation Partner

Vetting carriers is time-consuming, which is why many companies leave it to a relocation management company. We explain the advantages in leveraging your RMC for household goods shipping and the role of third-party household goods shipping. Our overview of the shipment of household goods shows how a managed process works, and our guide to selecting the right management company helps when choosing a partner. Current market conditions are in household goods shipment trends for 2026.

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Blog Corporate Relocation Corporate relocation tips Domestic Relocation Relocation Programs

What Does Employee Relocation Cost? A Per-Move Breakdown

Calculator, moving box and relocation cost breakdown chart for household goods, temporary housing and tax

The cost of relocating an employee depends heavily on the move, the benefits offered, and the housing market at both ends, which makes budgeting hard. Instead of quoting a single number, this guide breaks the cost down into its main components so you can estimate your own program and see where spend can be controlled.

Why There Is No Single Number

Relocation costs vary because no two moves are alike. A single employee moving a few hundred miles into a rental is a different project from a homeowner with a family moving across the country. Policy design matters just as much as distance. Our overview of common relocation costs and the deeper look at relocation packages and costs are good companions to this post.

Household Goods Shipment

Moving the contents of a home is usually one of the largest line items. Cost depends on the weight or volume of the shipment, the distance, the time of year, and services such as packing, unpacking, and storage. Market conditions also matter, and we track those in our post on household goods shipment trends for 2026.

Competitive bidding, accurate surveys, and clear limits on shipment size are the main ways companies keep this cost predictable. Vetting carriers matters too, as we explain in how to vet a household goods mover.

Temporary Living and Travel

Temporary housing, meals, rental cars, and house-hunting trips add up quickly, especially when the move does not line up neatly with a lease or closing date. Setting reasonable duration limits and daily allowances keeps the spend contained while still treating the employee well. We discuss the balance in temporary living during relocation.

Home Sale, Purchase, and Lease Costs

For homeowners, home sale assistance, closing costs, and buyer value options can outweigh every other category. For renters, lease-break costs and security deposits are the equivalent. These costs depend on the local market, so the same benefit can cost very different amounts depending on where the employee is moving from and to.

Tax Gross-Up

Because most relocation benefits are taxable to the employee, many companies pay a gross-up so the employee is not out of pocket. It is easy to forget in budgeting, but it can add a meaningful percentage to the total. Our explainer on tax gross-up shows how it works and why it belongs in the estimate, and relocation packages and taxes covers what to confirm before year-end.

Service and Management Fees

Finally, include the cost of managing the move: relocation management fees, coaching, and administration. These are easy to compare, but the cheapest option is not always the lowest total cost, because good management reduces exceptions and rework.

Ways to Control Cost Without Hurting the Experience

The most effective levers are clear policy tiers, competitive bidding for household goods, defined limits on temporary living, and reporting that shows where spend is going. Our guide to cost-effective strategies for managing employee relocations goes into more detail. For the domestic side of the process, see our departure services, and when you are ready to build an estimate for your own program, contact GMS.

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Blog Corporate Relocation Corporate relocation tips Domestic Relocation Relocation Best Practices

Relocation Packages and Taxes: What HR Teams Should Know Before Year-End

Relocation package folder with tax form, calculator and house keychain on a desk

Relocation packages are only as good as employees understand them, and taxes are where understanding often breaks down. With year-end approaching, this is a good time for HR teams to confirm how benefits are taxed, who pays, and what employees should expect on their final paychecks.

What a Relocation Package Includes

A relocation package is the set of benefits a company offers to help an employee move. Common components include household goods shipment, travel, temporary housing, home sale or lease-break assistance, and a miscellaneous allowance. See our overview of common employee relocation packages for typical structures, and what employee relocation costs for how each component adds up.

How Relocation Benefits Are Taxed

For most employees, employer-paid relocation benefits are treated as taxable income. Tax law has changed in recent years, and we summarize what that means in what the latest tax law changes mean for relocation benefits in 2026. Because rules can differ by situation and by state, companies should confirm treatment with their tax advisors instead of relying on general guidance.

Gross-Up: Keeping the Employee Whole

A gross-up is an additional payment that covers the taxes on a relocation benefit so the employee receives the full value intended. It is one of the most important features of a package and one of the most commonly misunderstood. Our explainer on tax gross-up shows how it is calculated.

Lump Sum Versus Managed Benefits

The delivery model changes the tax picture and the employee experience. With a lump sum, the amount is taxable and the employee decides how to spend it. Read more in lump sum relocation: what it covers and who it is best for to decide whether it fits your population, and see employee relocation policy essentials for how delivery models fit into a policy.

Multi-State Complications

Moves between states can create filing obligations in more than one place for the year of the move. Employees often need guidance on this, which we cover in filing taxes in multiple states after relocating.

A Year-End Checklist for HR

Before the year closes, confirm the following:

  • All relocation expenses have been submitted and approved.
  • Payroll knows which payments are taxable and whether gross-up applies.
  • Employees who moved late in the year know what to expect on their final paychecks and tax forms.
  • Any policy changes for next year have been communicated.

Our guide to year-end relocation expense reconciliation explains the process, and you can contact GMS if you want help reviewing your package before year-end.

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