Category: Corporate Relocation

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Corporate Relocation

GMS New Assignment Letter Builder Saves Time & Money in Relocation Process

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A new feature on MyRelocation® adds to the list of relocation services

Global Mobility Solutions (GMS) is excited to introduce its latest innovation on Myrelocation®. The Assignment Letter Builder tool caters to the pre-decision and beginning stages of the relocation process— Myrelocation® is, showcases the GMS teams’ thorough research, teamwork, and commitment. This feature exemplifies the company’s dedication to delivering advanced solutions in global mobility and relocation services.

The launch of the Assignment Letter Builder on Myrelocation® promises an improved experience customized to suit individual needs. This feature aims to simplify the onboarding and relocation journey, enhancing efficiency and user-friendliness. Utilizing cutting-edge technology and established best practices ensures users a smooth and straightforward experience. Global Mobility Solutions recognizes the difficulties and intricacies associated with relocation, and this innovative tool embodies their ongoing commitment to streamline the process while delivering extensive support to their clients. 

The GMS Assignment Letter Builder was created through a collaborative effort between our clients and legal experts, marking a significant advancement in the services available on Myrelocation®. This state-of-the-art tool enables users to easily create a detailed and legally sound assignment letter that includes all essential information about the employee, their employment, and the specifics of relocation or assignment benefits. The GMS Assignment Letter Builder stands out for its remarkable efficiency, generating a thoroughly vetted initial draft in under two minutes, dramatically decreasing the time and costs usually involved in preparing these documents.

The new feature stands out in its cost-effectiveness, saving up to $525 per letter compared to traditional industry costs. This financial benefit makes it a desirable option for businesses looking to streamline their assignment letter creation process while keeping expenses in check. Furthermore, the strategic approach taken with each assignment or transfer ensures that every document is meticulously prepared, setting the stage for a positive and seamless experience right from the outset of the relocation or assignment process.

The new tool simplifies and accelerates the creation of assignment letters and delivers tangible cost savings and a superior user experience. It exemplifies a forward-thinking and client-centric approach to relocation services, underscoring our commitment to providing innovative solutions that meet the evolving needs of our clients in an ever-changing business landscape. By leveraging advanced technology, the GMS Assignment Letter Builder allows businesses to customize each letter according to their specific requirements. 

This flexibility ensures that all necessary details, such as job titles, compensation packages, and relocation benefits, are included and tailored to the individual employee’s situation. As a result, companies can maintain consistency across their documentation while addressing each assignment’s unique needs.

Moreover, the GMS Assignment Letter Builder boasts a user-friendly interface, making it accessible for HR teams, even those with limited technical expertise. Users can generate professional-grade letters that reflect their company’s branding and policies with just a few clicks. This ease of use saves time and reduces the likelihood of errors, which can lead to misunderstandings or complications later in the relocation process. This user-friendly interface empowers HR teams and instills confidence in their ability to use the tool effectively.


In addition to enhancing efficiency, the GMS Assignment Letter Builder fosters better communication between employers and employees. Clear and comprehensive assignment letters help set expectations and provide essential information, alleviating anxiety for employees embarking on a new journey. When employees feel informed and supported, they are more likely to approach their relocation with confidence and enthusiasm.


Ultimately, the GMS Assignment Letter Builder is more than just a tool; it represents a shift towards a more organized and thoughtful approach to employee relocations. By prioritizing clarity, efficiency, and customization, businesses can improve their internal processes and enhance their employees’ overall experience. This commitment to excellence positions companies as leaders in the competitive landscape of talent management and relocation services, ensuring they attract and retain top talent in a global marketplace.

Our cloud-based relocation technology is designed to help you streamline your company’s relocation management.

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Buy a Home Corporate Relocation Corporate relocation tips Global Mobility Home Purchase Relocation Challenges

The Benefits of a Preferred Relocation Real Estate Agent

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When meeting with the young family at the house showing, the mid adult female real estate agent reaches out to shake hands with the mid adult husband.

Pros of Using a Preferred Relocation Real Estate Agent

If your current employer has offered you a new position in a different city or state, or if you are accepting a new job in a new location, you probably have dozens of questions about the relocation process and how it works. Like most relocating individuals, one of the most prominent questions is most likely the concern about selling your home. 

Many transferees who are getting ready to move (or those still weighing options with an offer) often wonder if they are on their own for selling their house or if the corporate relocation company their employer is partnering with will do that. Going a level deeper, those moving then wonder if they are in charge of hiring their real estate agent. 

The answer to that question is simple: you have the power. Many relocation policies offer support when it comes to home-selling assistance. If home selling assistance is one of your relocation benefits, it is an excellent idea to capitalize on that. Now the question becomes, should I use a friend or family member to sell my home or be assigned a specialized relocation real estate agent? While many transferees may want to go with the first option, allowing the relocation specialist to handle the sale might make more sense. Here’s why:

Using an Experienced Relocation Real Estate Agent

Many relocation companies urge the relocating employee to select an agent from their vetted real estate network. They can then guarantee that the agent is familiar with relocation policies and will know the nuances of the relocation process. This will ensure that the transferee maximizes their benefits by taking advantage of every aspect of the home-sale program. Transferees that stick with their company’s established home sale program commonly sell their homes more quickly, arrive at their destination less stressed, and are ready to work. 

Leveraging your company’s home sale program, your relocation company’s point of contact can coordinate the entire move process for you—from the relocation appraisal to the moving of your household goods and, finally, the end of the sale of your property. Additionally, relocation real estate companies will recommend multiple agents for you to interview before deciding, placing you in control.

Real estate agents who are not experienced with the relocation process might not be as active, know how to maximize savings and profits or understand how to utilize relocation benefits properly. If they need more understanding of how corporate relocation processes work, this will slow down the sale of your home.

Out-of-Network Fees

In addition to the valuable experience that a vetted relocation-specialized agent can provide, it is better to use a relocation company’s agent because many relocation companies charge sizable out-of-network or referral recovery fees when agents outside their networks are utilized. Many companies state in their relocation policies that using an authorized agent is mandatory to receive your benefits. In this case, you will not be able to benefit from specialized home sale programs designed to help you sell as quickly as possible, for as much as possible.

Get the Most Out Of Relocation Real Estate Benefits

Selling your home is just one of the first steps to take for a successful relocation for you and your family. That is why working with relocation specialists who know how to get you the best deal possible for your home is vital. If you have any questions about relocation real estate benefits or need to contact a vetted agent who can guide you through the process, don’t hesitate to contact us online today. One of our team members will reach out to assist you with your questions.

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Corporate Relocation Corporate relocation tips Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends

How Spousal Support and Family Services Affect Relocation Decision-Making

Family With Children And Pet Dog Outside House On Moving Day

The success of a relocation heavily depends on the happiness of the relocating employee and their family

The “spousal assistance” benefits have evolved from a small aid to a powerful support system. Companies now understand the importance of the well-being of both employees and their families in a successful relocation. This once-overlooked perk has become a valuable tool for personal and professional development. 

Employee and family assistance has become a must-have component in corporate relocation services by providing support that boosts confidence, helps overcome challenges, and reduces stress about the move. It is no longer an afterthought but a crucial component that can make a significant difference in the success of a move.

In the past, companies have seen corporate moves as simply moving an employee from one place to another as efficiently and inexpensively as possible. The concept of providing job search help for spouses, now known as “spouse assistance,” became popular in the 1980s. However, this support was usually only given to those spouses or partners who specifically requested it or even insisted on it.

In recent years, significant discussion has concerned the employee experience in the industry. However, policies have mostly stayed the same, and financial resources must be expanded.

In the current competitive job market, with a renewed emphasis on health and environmental responsibility following the pandemic, employers are reconsidering the concept of employee relocation. Instead of viewing it as a work-related change, companies recognize that moving affects every aspect of an individual’s personal and professional life. It is essential to acknowledge that employees are people first and foremost, and their well-being should be prioritized. This shift in perspective leads to a reassessment of how the relocation sector can better assist employees and their families during the moving process.

“spouse assistance” has transformed into “employee and family assistance,” enabling companies to support the overall well-being of the entire household proactively. This approach ultimately helps employees thrive in their new roles.

This shift in perspective recognizes the importance of considering the holistic needs of employees and their families when it comes to relocation. By supporting the employee and their spouse and children, companies can create a smoother transition and help ensure the employee’s overall well-being and productivity in their new location.

Employee and family assistance programs may include services such as helping spouses find employment in the new location, providing resources for children to adjust to a new school, offering counseling services for the entire family to cope with the stress of moving, and even assistance with finding housing and settling into the new community.

By taking a more comprehensive approach to relocation support, companies can demonstrate their commitment to the well-being of their employees and their families. This helps with employee retention and satisfaction and contributes to a positive company culture that values its workforce’s personal lives and happiness. Ultimately, investing in the well-being of employees and their families during a relocation can lead to tremendous success and productivity in the long run.

What GMS Does to Help Provide Spousal and Family Support Services

Offering a comprehensive array of career assistance and additional tools for transferees and their families is crucial for ensuring smooth relocations. The seasoned professionals at Global Mobility Solutions (GMS) possess the skills and know-how needed to aid your company in evaluating potential candidates for assignments and offering top-notch relocation services for employees and their loved ones.

Our team at GMS understands the importance of supporting the transferee and their family during the relocation process. We offer various services such as spouse career support, school search assistance, and settling-in services to ensure the entire family feels supported and comfortable in their new location. By providing comprehensive support to the employee and their family, we can help reduce stress and increase the likelihood of a successful relocation. Contact us today to learn more about how GMS can help provide your employees spousal and family support services.

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Corporate Relocation

What Are Relocation Certifications?

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Learn about the different relocation certifications

Like any decision with multiple options, choosing which relocation management company to work with can be tricky. As an HR professional or manager involved in the procurement or decision-making process for relocating employees, you want to make sure you are signing on with the relocation company that will make moving your employees as smooth as possible. One assessment that should not be overlooked when choosing talent mobility services is the relocation certifications that the firm’s employees have obtained. 

While reviewing which corporate relocation company to work with, you will probably notice a series of acronyms by their employee’s names. Each of these acronyms represents professional relocation certification earned through Worldwide ERC®, the guiding body of the global workforce mobility industry. 

But what do these certifications mean? And which certifications are important? Two of the more commonly seen certifications include the CRP and GMS. Here, we break down the details.

The Top Relocation Certifications

CRP: Certified Relocation Professional

One of the more common relocation certifications is the Certified Relocation Professional (CRP) designation from Worldwide ERC. This shows that the relocation coordinator has the competency and foundational knowledge of corporate mobility in the United States. CRPs typically understand the common principles and practices of employee relocations, including how to handle and overcome any obstacles that can get in the way. The knowledge gained by the relocation professional during the certification process greatly benefits the relocating employee, allowing them to get the most out of their experience with the relocation company.

How Do You Earn It?

First, you must either be a current member of Worldwide ERC for at least 12 months or be sponsored by a current CRP/SCRP holder who attests to your minimum of 1 full year of corporate relocation-related experience. To earn a CRP designation, obtainers must complete an intensive three-hour exam that tests their knowledge of relocation policies, home sale programs, U.S. tax and real estate compliance, and other trends regarding relocation issues. 

Additionally, CRP-certified personnel must earn at least 30 recertification credit hours every three years. This continuing education aims to ensure that CRPs are current with industry trends, issues, and policies.

SCRP: Senior Certified Relocation Professional

The Senior Certified Relocation Professional (SCRP) certification is one step higher than a CRP. Suppose a relocation specialist holds an SCRP designation. In that case, it demonstrates their dedication to advancing their knowledge in the field of mobility and establishing themselves as a prominent figure in the industry through significant time and effort.

How Do You Earn It?

To earn their SCRP designation, the relocation professional must first pass the extensive exam process related to the CRP certification. Additionally, Worldwide ERC recognizes employees for their contributions to the industry, resulting in a  Distinguished Service Award. Contributions include active participation in the industry, serving on various ERC committees, authoring articles in industry publications, or serving as a member of multiple industry-related committees.

GMS: Global Mobility Specialist

Another vital certification to look for is the Global Mobility Specialist (GMS) certification. Professionals who have obtained a GMS title prove they have an in-depth understanding of international relocation policies and procedures. A GMS should be able to handle questions and concerns regarding international assignments; family matters related to spouses/partners and children, visa and immigration compliance issues, the interaction between tax laws, and more.

How Do You Earn It?

To complete their GMS, candidates must complete three training modules and pass an exam covering the fundamentals of international workforce mobility and intercultural management skills. To keep current, GMS holders must complete 15 continuing education credits focusing on international management and global workforce mobility every three years.

GMS-T: Global Mobility Specialist-Talent Management

The GMS-T relocation certification for Talent Management professionals provides comprehensive training and guidance on employee mobility. This certification ensures that individuals are updated on global mobility best practices. To maintain the certification, individuals must complete 15 continuing education courses every three years.

How Do You Earn It?

You must register online and complete the entire program to get a GMS-T. There are six modules to complete, and testers must score 70% or higher on the quizzes given at the end of each module. And, of course, you must pass the final exam with a score of 70% or higher. This must be completed within six months of starting and should take an average of about 25 hours.

CMC: Certified Moving Consultant

Although not a standard certification for relocation counselors who work directly with transferees, the Certified Moving Consultant (CMC) designation is essential for transportation personnel involved in every relocation conducted by the company. The American Moving & Storage Association offers the CMC program for employees seeking a comprehensive knowledge of the household goods moving sector. Setting itself apart from the CRP and GMS certifications, the CMC program specifically delves into the intricacies of the household goods (HHG) industry.

How Do You Earn It?

To become CMC certified, you must be an AMSA member in good standing, purchase the program, and complete the eLearning courses. You must pay an annual renewal fee of $150 to renew your CMC certification.

Why Choose A Company With Relocation Certifications?

It is better to work with a relocation management company that can assure partners that their employees and team members are qualified and certified to serve them. Relocation can be stressful for everyone involved, from the HR manager hiring the employee to the employee who is relocating, and the family that is impacted by the move. Including the above-described certifications, Global Mobility Solutions’ employees hold and maintain 23 different designations specific to their unique disciplines. These designations represent every facet of the relocation process, including relocation management, household goods, real estate, information security, quality assurance, and more. We also make an effort to keep our coordinators’ relocation certifications current. Many relocation companies don’t urge or reimburse their employees to renew theirs. By working with a relocation management company like Global Mobility Solutions, you will have the peace of mind that you are working with the best in the industry. 

Interested in learning how GMS’ expertise can help you with your corporate mobility objectives? Contact us for a complimentary one-on-one consultation with a GMS mobility professional today!

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Buy a Home Corporate Relocation Talent Management United States Economy

18 States Require Written Buyer Agency Agreements

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Litigation filed or ongoing in various jurisdictions across the US

As of December 2023, buyer agency agreements will be mandatory in 18 states, each with different rules affecting aspects like dual agency, offering cooperative compensation, and disclosing fees. In 2024, more states are expected to introduce additional buyer agency agreements and laws on fee transparency.

This trend towards increased regulation and transparency in buyer agency agreements reflects a growing emphasis on consumer protection and ensuring buyers are fully informed and represented in real estate transactions. By requiring agents to disclose potential conflicts of interest, such as dual agency, and to be transparent about fees and compensation, states aim to create a more fair and equitable real estate market for all parties involved.

Buyer agency agreements can provide buyers with dedicated representation and advocacy throughout the home buying process, helping them navigate the complexities of the real estate market and negotiate the best possible deal. However, it is essential for buyers to carefully review and understand the terms of these agreements before signing, as they can vary significantly from state to state.

As the real estate industry continues to evolve and adapt to changing consumer expectations and regulatory requirements, we will likely see further developments in buyer agency agreements and fee transparency legislation in the coming years. Buyers should stay informed and work with experienced and knowledgeable real estate agents who can guide them through the process and protect their interests.

Here are the states that now require written buyer agency agreements

  1. Arkansas
  2. Alaska
  3. Georgia
  4. Idaho
  5. Maryland
  6. Minnesota
  7. Missouri
  8. Nebraska
  9. New Hampshire
  10. North Carolina
  11. North Dakota
  12. Pennsylvania
  13. South Carolina
  14. Utah
  15. Vermont
  16. Virginia
  17. Washington
  18. Wisconsin

Stay in the Know with GMS

Buyers need to understand the laws and regulations in their state regarding buyer agency agreements and fee transparency. By working with a reputable real estate agent and relocation management company, buyers can ensure their interests are protected and fully informed throughout the home-buying process. Global Mobility Solutions (GMS) is a reliable resource for expert guidance in real estate services. Stay informed by regularly checking their blog and contacting them with any questions. Buyers can confidently navigate the real estate market with the proper knowledge and support; reach out to GMS today to see how we can assist you and your employees in getting from point A to point B.

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Choosing a Relocation Company Corporate Relocation Corporate relocation tips Domestic Relocation Trends Global Relocation Trends

Things to Consider When Planning a Group Move

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Three young Indian businesspeople working together and having fun while doing it.

Relocating multiple employees at once can be challenging; here’s what to know

Effective project management and control are crucial for a successful group relocation. Addressing all the different components involved is essential to ensure a smooth corporate move. Uncertainties can lead to issues and disarray, resulting in crucial tasks needing to be addressed.

Working with a relocation management company (RMC) specializing in international relocation and domestic moves can vastly help improve the employee process. Just handing employees a check to cover moving expenses can lead to a flawed relocation process for the transferee and the employer.

Knowing the Difference Between a Group Move and One-off Relocation

Typically, a corporate transfer refers to the relocation of an individual employee to a foreign country. However, the growing demand for international workers has led to an increase in large-scale corporate relocation projects. This poses various challenges for in-house HR professionals managing such moves.

Moving a group of people has numerous distinctions compared to relocating an individual worker. Every aspect of the process is magnified. Previously, you would have overseen the relocation of a single person, which involved tasks such as shipping, immigration procedures, cultural assimilation, providing support to their family, and more. Now, you must handle the same components but for multiple staff members.

You must also consider additional factors regarding corporate relocation. A collective relocation could involve a whole department or even an entire company. It might be necessary to obtain extra office space in foreign countries, transport office equipment, and get clearance permissions from customs and immigration authorities.

Here are some factors to keep in mind when executing a group move

  1. Communication: Clear and effective communication is critical to a successful group relocation. Ensure that all employees are informed about the move, including its reasons, the timeline, and any changes that may affect them. Encourage open dialogue and address any concerns or questions promptly.
  2. Budgeting: Moving multiple employees can be costly, so it’s crucial to establish a realistic budget. Consider expenses such as transportation, accommodation, and necessary equipment or resources. It’s also wise to allocate some funds for unexpected costs that may arise during the relocation process.
  3. Logistics: Careful logistics planning is crucial to avoid disruptions or delays. Determine the most efficient way to transport employees and their belongings, whether hiring a moving company or arranging company vehicles. The new location must also have the necessary infrastructure and facilities to support the employees’ work.
  4. Employee Support: Relocating can be a stressful experience for employees, so providing support is essential. Offer assistance finding suitable housing, schools for their children, and any other necessary services in the new location. Consider organizing orientation sessions to help employees acclimate to their new surroundings and foster a sense of community.
  5. Legal and Administrative Considerations: Depending on the nature of the move, there may be legal and administrative requirements to fulfill. Ensure compliance with local laws and regulations, such as obtaining work permits or visas for employees moving to a different country. Additionally, employee contracts and benefits packages should be updated to reflect any changes resulting from the relocation.
  6. Time Management: Planning a group move requires careful time management. Create a detailed timeline that outlines all the necessary tasks and deadlines. Assign responsibilities to team members and regularly monitor progress to ensure everything stays on track. Be prepared to adapt the timeline if unexpected challenges arise.

Considering and addressing these factors can increase the chances of a successful group relocation. Remember, effective management and attention to detail are vital in minimizing disruptions and ensuring a smooth transition for all employees involved.

Why You Should Work with GMS for Group Moves

Global Mobility Solutions (GMS) is the global mobility industry leader regarding group moves. We assist clients in providing a seamless relocation process for their employees and their families. Our dedicated team of professional moving specialists can ensure your employees get from point A to point B on time while keeping company costs in check. 

There is no assignment we cannot handle. The GMS team can help with international relocation needs and domestic moves for employees and their families. If you plan to move a group of employees in the next 12 to 14 months or have other relocation questions, please contact us today to set up a free call with one of our business development managers. 

A GMS representative will reach out to you, listen to your thoughts and needs regarding relocation assignments, and then help you map out the best action to tackle those needs.

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.

Categories
Corporate Relocation

Tight 2024 US Housing Market: The Impact on Relocating Employees and the Companies Moving Them

The numbers speak for themselves. In most states, the housing market has reached levels of competition that are considered intense by most in the industry. Even those trying to move locally need help finding a home for a price they can afford. But what about those who are moving for a new job? This tight housing market plays a significant role in relocating employees.

Looking at the big picture, moving to another state for a job is stressful enough, but what should companies and employees do if the relocating employee cannot find suitable housing for their family? Are employees declining jobs because of this? Many employees are asking their companies for extensions in their relocation journey. Companies then turn to relocation experts and coaches to review options for extending those policies.

The competitiveness of real estate markets across the country can complicate your moving plans, but there are ways to overcome them.

Tips for Relocating Home Buyers

With the current market’s meager inventory, buyer’s agents must get creative when submitting offers for their buyers in this seller’s market. Seller’s markets exist when there are a large number of buyers competing for a lower inventory of active listings. So here are some workarounds to boost the chances of closing the deal on the home your relocating employee and their family needs:

  1. Cash offers are usually given the highest consideration, followed by Conventional financing, FHA, and VA. Cash is king in so many industries, and the real estate market is no different.
  2. Buyers can buy their title insurance policy. This helps cut down costs for the sellers and can make an offer stand out in the field.
  3. Creative offers that will allow sellers to stay in the home a few days after closing. Sellers will appreciate a few extra days before having to move on, which could make the offer more appealing. After all, the seller is likely in a similar situation related to the competition on properties they may be looking at themselves. There are ways for the seller to stay in the home for up to 30 days at no fee, which is another monetary value the buyer can add to their contract. This is a month of no mortgage for the seller, allowing the seller time to close on another home.
  4. Providing healthy earnest deposits demonstrates a high desire to commit to the purchase. However, this poses a risk to the buyer, as they may lose their earnest money if they breach the contract to purchase.
  5. Waiving contingencies and reducing home inspection timelines can make an offer more appealing.
  6. In some cases, buyers write a heartfelt letter to the seller explaining their situation and why they want to purchase their home. This may set some buyers above the competition.

Be Pre-Approved in Advance

Homebuyers should work with a lender right off the bat so that they’re ready to roll once they view a home that they want to put an offer on. It is highly recommended that they have an actual loan approval that has gone through underwriting for at least the offer amount. Time is of the essence in the current housing market. If a buyer shows up to a preferred home and is not ready to back an offer, it will be unlikely that the sellers will choose their bid.

What Can Employers Do to Help?

It’s safe to say that the current hot housing market is impacting companies hiring or relocating employees. Many companies have noted an uptick in declined or failed relocations due to some employees’ inability to find suitable housing in today’s highly competitive real estate environment. But what can companies do to help mitigate these issues?

Provide or Extend Corporate Housing Benefits

One way companies can assist their relocating employees is through the extension of corporate housing support. Corporate housing offers transferees short-term stays in fully furnished houses, condos, or apartments. However, this solution may come at an added cost, the pricing for such accommodations is also on the rise. Typically companies can offer three or six-month stays in corporate housing. But because relocating employees are having such a hard time finding homes, they are asking for extensions.

Consider Relocation Timeline Extensions

In many corporate relocation policies, employees are typically given one year to utilize their policy benefits. But because of the intense housing market – not to mention delays, closures, and travel bans due to the ongoing global pandemic – many relocating employees are having a tough time completing their relocation within a year. Companies should work with their relocation management company to evaluate their policies and identify areas where benefits or timelines can be extended.

While extending the timeline for your out-of-state transferee’s relocation benefits sounds like a simple fix, it’s worth keeping an eye on the tax implications that are becoming more evident as cash-strapped states challenge each other over where work is being performed. The concept of an employee’s “tax home” is currently under scrutiny as work from home policies became mainstream in 2020.

Lastly, the extension of benefits can lead to a rise in costs for companies with moving employees. A key area to watch is the costs associated with the temporary storage of household goods. As an employee deals with an increasingly longer home finding period (due to the competitive market), that employee’s goods will be sitting in storage, waiting for the day when final delivery can be made to their new home.

GMS is Here to Help

One of the best ways to work around the challenges of a seller’s market is to work with a qualified and certified relocation services company. Here at Global Mobility Solutions, we can help your relocating employees with their move and help them find the right home for them. Our services also include corporate housing options, which we can work with employees to extend stays when necessary.

We can also help companies construct policies that allow the benefit timeframe for employees to be flexible. In a time when moving is complex and uncertain, do not leave it to chance to stress your employees. GMS is here to ensure you’re allowing the proper timeframe for your employees to adjust to their new setting, making them more productive for your company.

Our real estate team and relocation coaches can help guide transferees through the process while giving them peace of mind, knowing that relocation professionals are helping them. Contact us today to discuss your corporate relocation needs.

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.

Categories
Corporate Relocation Corporate relocation tips Domestic Relocation Challenges Domestic Relocation Tips Global Mobility

What Is Corporate Housing?

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Europe modern complex of residential buildings. And outdoor facilities.

A Deeper Look at Short-Term Corporate Housing Benefits

For quick 1-3 night work trips, many companies will offer employees hotel accommodations. Simple and typically supported by business-friendly amenities, hotels are great for meetings that require traveling. But what about work assignments that last weeks or months? What about employees accepting relocation offers to a new city or state? Are there options that the company can provide them? 

Corporate Housing options are intended for employees on extended trips or for employees who are relocating alone or with their families. Additionally, extended corporate housing benefits are being used to help employees between homes due to the robust housing market in 2024. 

Corporate housing, also known as short-term housing, is a temporary living accommodations network provided by the employee’s company that offers houses, condos, or apartments for the duration of the employee’s assignment or final move. Leases on these properties are typically contracted for 30, 60, or 90 days. 

Typically, corporate housing offers fully equipped apartments with a fully stocked kitchen, a complete bathroom, and standard appliances. In more unusual cases, single-family houses may be provided for relocation purposes. Alternative terms for corporate housing encompass short-term accommodation, business housing, executive flats, serviced apartments, and temporary lodging.

Corporate Housing vs Rental Properties

The primary difference between short-term corporate housing options and typical rental homes or apartments is that corporate housing is provided to employees as a part of their relocation or assignment benefits package. Common rental properties are typically not covered as part of the company policy. 

For companies with a large volume of employees consistently relocating to the exact location for longer than 30 days, working with a relocation services management company (RMC) could be beneficial. An RMC can broker contracts with a landlord or apartment complex to maintain a predictable long-term rate and consistent availability. This can be more advantageous as the company can cycle relocating or traveling employees through the properties as they move or report for assignments.

Who Uses Corporate Housing Options?

Companies with employees whose work assignments last 30 or more days typically take advantage of corporate housing. A primary reason is comfortability, as corporate housing creates a more at-home feeling to help keep employees focused. However, with the current real estate trends, more companies are shifting towards offering short-term housing options for relocating employees who need extra time to sell or purchase a suitable home.

The perks of corporate housing also offer various benefits to employees who are being transferred. To begin with, these advantages are often part of their employer’s relocation policy, meaning that the company pays for them. This helps alleviate the financial pressure on the employee. Furthermore, staying in temporary accommodation enables the relocating individuals to concentrate on familiarizing themselves with their new city and its environs before they endeavor to buy their own property. Lastly, corporate housing facilitates a transitional period for the relocating employees and their families, allowing them to adjust to the changes that come with moving.

For example, an employee who has to report on a specific start date can do so while staying in corporate housing. As the employee works at their new destination, the family can finish the school year, prepare their property for sale, or oversee the shipment of their household goods before rejoining the spouse/partner. This transitionary period is critical in ensuring the relocation is as stress-free as possible for everyone it impacts. 

Furthermore, a transferee’s residence often sells rapidly in a thriving real estate market, leaving the employee with scarce options and a fiercely competitive market at their intended location. This can pose challenges for the buyer in swiftly acquiring a new home, prompting the family to seek temporary accommodations to bridge the gap. In the present real estate landscape, providing temporary housing perks and extensions in such circumstances is increasingly customary.

Industries & Job Types That Commonly Utilize Corporate Housing

While temporary housing is used by a broad range of organizations with relocation programs, the following are more common examples of industries and job types that utilize these benefits:

  • Healthcare – traveling nurses, doctors, and specialists 
  • Energy – oil and gas company employees
  • Military – those on temporary duty assignment (TDY) or performing a permanent change of station (PCS)
  • Finance and banking – commonly auditors on assignment
  • Technology – IT professionals on projects
  • Retail – Trainees and managers supporting store expansions
  • Entertainment – stage crew and performers

Primary Benefits of Corporate Housing

As discussed, corporate housing offers both the company and the employee a solution regarding price and ease of transition. Additionally, the company has multiple employees coming and going from a specific city. In that case, it provides peace of mind knowing that they will have living accommodations available for their employees who are relocating or are on assignment. 

Risk mitigation is an additional benefit of corporate housing. Companies who contract with corporate housing facilities know the property is safe and secure and provide priority coverage for the employee if something goes wrong. 

For example, if an employee finds that an appliance is not working, that the plumbing has issues, or that there is an electrical problem, the property management team is there to handle it. Conversely, suppose employees are left on their own to rent temporary accommodations. In that case, they and the company are exposed to unnecessary risk, as there are no guarantees that the problem can be fixed promptly.

How to Learn More About Short-Term Housing for Employees

Corporate housing options can benefit all parties involved when it comes to relocating a job assignment, for both the company and the transferring employee. However, it is important to note that temporary housing benefits should be specified in the company’s relocation policies. Working with a full-service global mobility solutions team, like GMS, can help assure your corporate housing policies are clear and concise. Additionally, GMS offers relocation coaching to relocating employees to guide them on their journey and maximize their relocation benefits. Contact us today with any questions about corporate housing solutions or relocation needs.

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The Human Touch Dilemma: Relocation Technology Falling Short

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Mature businessman working at home using lap top and smart phone

Learn how and why transferring employees’ needs are being met

In the era of rapid technological advancement, businesses leverage cutting-edge solutions to streamline various processes, and employee relocation is no exception. While relocation technology has brought about undeniable efficiency, there’s a growing concern that it may need to include a crucial element: the high-touch guidance that ensures a seamless and positive experience for moving employees.

Relocating to a new city or country can be a daunting experience for employees. They must adjust to a new work environment and navigate unfamiliar surroundings. This is where the human touch comes into play. Employees need someone who can guide them through the process, answer their questions, and provide the emotional support they may require during this transition. 

While relocation technology can provide information, it lacks the empathy and personal connection a human can offer. It cannot understand the unique concerns and anxieties that employees may have. It cannot provide the reassurance and encouragement to make all the difference in ensuring a positive experience.

The Promise of Relocation Technology

Technology for relocation services emerged with the promise of simplifying moving employees from one location to another. Automated platforms offer tools for expense management, housing searches, and even cultural adaptation resources. The efficiency gains are evident, enabling organizations to manage relocations on a larger scale.

The Missing Piece: The Human Element

1. Navigating the Emotional Terrain:

Relocation is not just about logistics; it’s a deeply personal and emotional journey. Technology may efficiently handle tasks like expense tracking, but it must often address employees’ emotional challenges when uprooting their lives.

2. Individualized Guidance:

Every employee’s situation is unique, and their relocation needs vary. Technology tends to offer one-size-fits-all solutions, needing more nuanced and individualized guidance that can make a significant difference in the relocation experience.

3. Cultural Adaptation:

Understanding and adapting to a new culture is a critical aspect of relocation. While technology may provide basic cultural information, it often needs more depth and a personal touch to help employees integrate into their new surroundings.

The Impact on Employees

1. Increased Stress Levels:

Employees may feel overwhelmed without personalized guidance, leading to increased stress levels. Navigating a relocation solely through technology can amplify the anxiety associated with a significant life change.

2. Reduced Satisfaction:

Employees may perceive the relocation process as cold and transactional when lacking high-touch elements. This, in turn, can lead to reduced satisfaction, impacting their overall engagement and commitment to the organization.

3. Risk of Misalignment:

If relocation technology is not aligned with employees’ unique needs, it can result in miscommunication and misunderstandings. This misalignment may have cascading effects, affecting the employee experience and the employer’s reputation.

The Role of High-Touch Guidance

1. Emotional Support:

High-touch guidance provides the emotional support necessary during a relocation. Personalized assistance can address fears, uncertainties, and doubts, helping employees navigate the emotional roller coaster of moving.

2. Tailored Solutions:

Offering individualized guidance allows organizations to tailor solutions based on the specific needs of each employee. This ensures a seamless transition, accounting for personal preferences, family considerations, and cultural nuances.

3. Cultural Integration:

High-touch guidance excels in facilitating cultural integration. It goes beyond providing essential information to offering real-time support and insights, fostering a sense of belonging and community in the new environment.

Finding the Balance: Integrating Technology with Personalized Support

The challenge lies in finding the right balance between the efficiency of technology and the irreplaceable value of high-touch guidance. While relocation technology streamlines processes, organizations must acknowledge that it cannot substitute the empathy, understanding, and human connection required for a successful relocation experience.

Strategies for Improvement

1. Invest in Human Resources:

Allocate resources to a dedicated team of human experts who can provide personalized guidance and emotional support throughout the relocation process.

2. Enhance Cultural Training:

Supplement technology-driven cultural resources with interactive sessions, mentorship programs, and community-building initiatives to aid cultural adaptation.

3. Regular Check-ins:

Implement regular check-ins with employees during and after the relocation. This addresses immediate concerns and builds an ongoing relationship, ensuring continued support.

4. Gather Feedback:

Actively seek feedback from employees about their relocation experiences. Use this input to refine technology solutions and high-touch support, creating a more balanced and practical approach.

Conclusion: Balancing Efficiency and Empathy

Relocation services and technology are valuable assets, but they must coexist with high-touch guidance to meet the diverse needs of employees in transition. Striking the right balance requires integrating technological efficiency with the personalized human touch, ensuring a positive and meaningful relocation experience. In this delicate dance between technology and empathy, organizations can cultivate a workplace culture that recognizes and values the human aspect of every relocation journey.

By combining cutting-edge technology with personalized support, Global Mobility Solutions (GMS) can provide the best relocation services in the industry. Our advanced technology solutions streamline the relocation process, making it more efficient and convenient for employees. From online portals that allow employees to track their relocation progress to automated systems that handle paperwork and logistics, our technology ensures a smooth and hassle-free experience.

So whether you are a company looking to provide relocation services for your employees or an individual needing assistance with your relocation, Global Mobility Solutions is here to help. Contact us today to begin working with us and experience the perfect blend of technology and empathy in your relocation journey.

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Benefits of Expanding Hiring into LATAM

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Here are some tips for expanding business and hiring efforts in LATAM markets

Statista reports that Chile, Mexico, Puerto Rico, Colombia, and Costa Rica are the leading Latin American nations for quickly conducting business. The benefits of venturing into the LATAM market are the continuously growing consumer base and advantageous time zones.

Latin America holds immense technological potential and is considered one of the most promising emerging economies. It rapidly evolved into a global center for technology and IT services, with numerous untapped opportunities. The region still faces several inefficiencies, making it an ideal market for finance and tech companies to introduce innovative solutions and address local challenges. This scenario is particularly advantageous for startups looking to establish their presence and make a significant impact. 

The Latin American market offers excellent opportunities for B2C companies due to its many consumers, particularly in Mexico and Brazil. Even a relatively low-priced product has the potential to generate substantial revenue in this densely populated region.

What’s the Workforce Like in LATAM Markets?

Latin American markets have many proficient workers, particularly in technology. In 2022, there was a significant demand for software engineers, developers, and marketers from Argentina, with the United States being one of the primary countries recruiting them. Apart from possessing these technical skills, employees from Latin America typically have fluency in at least two languages, commonly Spanish and English, and occasionally Portuguese. This linguistic ability provides them with enhanced opportunities to tap into emerging markets.

Accessing the vast talent pool in Latin America allows you to tap into a diverse range of skilled professionals. It provides the chance to acquire this talent at a budget-friendly rate, which can result in reduced expenses for your company while ensuring that you can provide competitive and enticing remuneration packages to the local workforce.

The convenient time zones are another advantage of this workforce. The region’s proximity to the United States and Europe can benefit companies looking to maintain strong connections with these important markets. Latin America is ideally situated for collaboration with companies based in the US and Canada, and it has a significant time zone overlap with most European countries.

Legal and compliance challenges in LATAM

One of the key considerations when entering the Latin American market or hiring talent from the region is understanding the legal and compliance challenges that may arise. Each country in Latin America has its own unique set of laws and regulations, which can vary significantly from those in the United States or Europe.

Navigating these legal and compliance challenges can be complex, but it is essential to ensure that your company operates within the boundaries of the law. This includes understanding local labor laws, tax regulations, intellectual property rights, and data protection laws.

Working with local legal experts who have a deep understanding of the region’s legal landscape can be invaluable in helping your company navigate these challenges. They can guide you on structuring contracts, complying with local regulations, and protecting your company’s interests.

Additionally, it is vital to stay current with any changes in Latin America’s legal and compliance landscape. Laws and regulations can change frequently, and failing to stay informed can result in costly penalties or legal disputes.

Another challenge is the cultural differences that may impact your business operations in Latin America. Each country has unique cultural norms and business practices, and understanding and respecting these differences is crucial for building successful relationships with local partners, clients, and employees.

Language barriers can also pose a challenge, especially if your company needs employees fluent in Spanish or Portuguese, the predominant language in the region. Hiring local talent who can bridge this language gap can be beneficial in overcoming this challenge.

Despite these challenges, the opportunities Latin America offers for businesses are vast. By understanding and addressing the legal and compliance considerations and cultural differences, your company can successfully navigate the Latin American market and tap into its potential for growth and success.

But beware of the absence of regulations: Remote work is still a relatively recent concept in Latin America, resulting in a need for more clearly established laws. To successfully expand a business to this region, it is crucial to have access to expert guidance and local insights to address uncertainties about optimal employment and payment structures.

Will the Culture Difference Come Into Play?

Additionally, it is crucial to consider cultural differences and preferences when expanding a business to Latin America. Latin American countries have a strong sense of community and personal relationships, greatly influencing business interactions. Building trust and establishing personal connections with local partners and clients is crucial for success.

Furthermore, adapting to local business practices and customs is essential. Latin American countries often have a more relaxed approach to time management and deadlines than other regions. Flexibility and patience are crucial when dealing with bureaucratic processes and negotiations.

Moreover, understanding the local labor laws and regulations is vital to ensure compliance and avoid legal issues. Each country in Latin America has its own set of labor laws, which can vary significantly from those in other regions. Seeking legal advice and partnering with local experts can help navigate these complexities.

Flexible options that cater to local preferences are essential for payment models. Cash payments are still widely used in many Latin American countries, so providing alternative payment methods, such as mobile wallets or local payment processors, can greatly facilitate transactions.

Lastly, investing in local talent and providing training opportunities can significantly benefit the business. Latin America has a young and dynamic workforce, and by nurturing and developing local talent, companies can tap into their potential and drive growth.

In conclusion, expanding a business to Latin America requires a deep understanding of the local culture, language, and business practices. By embracing these differences and investing in local relationships, companies can overcome challenges and thrive in this vibrant and promising market.


Contact GMS today for more information on expanding your workforce or business in LATAM markets. Our relocation experts monitor markets worldwide and would love to answer any questions or concerns you may have about relocating an employee to or from a Latin American country.

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