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Category: Corporate relocation tips

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Temporary Living During Relocation: How to Balance Cost Control and Employee Comfort

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Temporary living is one of the most important, and often underestimated, components of a successful relocation program. When employees move for work, they’re navigating more than a new job or city. They’re managing family logistics, housing uncertainty, and the emotional stress of leaving familiar routines behind. During this transition, temporary housing serves as a bridge between departure and settling into a permanent home.

For employers, however, temporary living can quickly become one of the largest relocation expenses. Extended stays, last-minute bookings, and inflexible policies can drive up costs while leaving transferees dissatisfied. Striking the right balance between cost control and employee comfort is not just a budgeting exercise. It’s a strategic decision that directly impacts productivity, acceptance rates, and the overall employee experience.

The organizations that get this right treat temporary living as both a financial lever and a people-first benefit.

Why Temporary Living Matters More Than Ever

Today’s workforce expects flexibility and support during relocation. Employees often relocate with spouses, children, or pets, and many move to unfamiliar or high-cost markets. A cramped hotel room or poorly located rental may save money on paper, but it can create stress that slows home searches and reduces focus at work.

When employees feel comfortable and supported, they acclimate faster, remain productive, and make more confident housing decisions. When they don’t, temporary stays drag on, exceptions multiply, and costs rise anyway. In other words, cutting corners often backfires.

Temporary housing should be designed to reduce friction, not create it. The goal is to give employees stability and peace of mind so they can concentrate on their new role while searching for the right long-term home.

The True Cost of “Cheap” Housing

Many relocation programs focus solely on nightly rates. While that metric matters, it doesn’t tell the full story. Low-cost accommodations may lack kitchens, workspace, or adequate space for families. This often leads to increased meal expenses, transportation challenges, and shorter tolerances for the stay itself.

Employees who feel uncomfortable tend to rush into home-buying or leasing decisions, which can lead to poor choices and future policy exceptions. Others may request upgrades or extensions that exceed the original budget. What initially appeared to be savings can quickly become higher total costs.

A smarter approach considers the total cost of the assignment. Housing that supports daily living and routine may carry a slightly higher nightly rate, but it often shortens stays and reduces hidden expenses. In the long run, comfort and cost control are not opposites. They work together.

Creating Flexible Policies That Protect Budgets

The most effective temporary living programs avoid rigid, one-size-fits-all rules. Relocations vary widely based on family size, destination, timing, and market conditions. A flexible policy allows employers to tailor solutions without sacrificing financial oversight.

For example, some employees may only need a short stay near the office, while others relocating internationally might benefit from larger furnished accommodations that allow children to maintain normal routines. Giving mobility teams the discretion to match housing to each situation helps prevent unnecessary upgrades or last-minute scrambling.

At the same time, guardrails such as defined budgets, preferred suppliers, and pre-approved stay durations help maintain predictability. The balance between flexibility and structure keeps programs responsive without becoming expensive.

The Value of Early Planning

Cost control starts well before move-in day. Engaging relocation partners early in the process creates opportunities to secure better rates and avoid peak-season pricing. Early planning also helps identify potential delays in home sales or lease approvals that could extend temporary stays.

By forecasting needs and booking proactively, companies can access vetted housing options in ideal neighborhoods at more favorable costs. Employees benefit from smoother transitions, while employers avoid emergency bookings that often come with premium pricing.

Early involvement also allows mobility teams to educate employees on what to expect, reducing confusion and setting clear expectations around timelines and budgets.

Delivering Comfort That Drives Productivity

Comfort is not a luxury during relocation. It’s a performance tool. When employees have space to cook meals, separate work areas, and safe neighborhoods near schools or offices, they settle into routines more quickly. That stability translates directly into focus and effectiveness at work.

Well-designed temporary living solutions should feel like a home, not a stopgap. Furnished apartments or extended-stay options with amenities such as kitchens, laundry, and reliable internet can significantly improve daily life. Small details, such as proximity to grocery stores or public transportation, also make a meaningful difference.

When employees feel cared for, they’re more likely to view relocation positively, which increases engagement and long-term retention.

How the Right Partner Makes the Difference

Managing temporary living across multiple markets requires local knowledge, supplier relationships, and real-time coordination. Working with an experienced mobility partner can simplify the entire process and unlock cost efficiencies that individual bookings can’t match.

Through its independent model and global provider network, Global Mobility Solutions (GMS) connects clients with high-quality temporary housing options that align with both budgets and employee needs. By combining negotiated rates, early planning, and personalized support, GMS helps organizations control spend while ensuring transferees feel comfortable and supported from day one.

This approach reduces exceptions, shortens stays, and creates a more seamless experience for everyone involved.

Finding the Right Balance

Temporary living doesn’t have to be a tradeoff between affordability and comfort. With thoughtful planning, flexible policies, and the right expertise, companies can deliver both. The key is to view temporary housing as an investment in employee success rather than a line item to minimize.

When organizations strategically prioritize comfort, they often see faster transitions, fewer surprises, and lower overall costs. That balance is what turns relocation from a logistical challenge into a positive, productive experience.

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Tax Gross-Up Explained

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What HR Teams Need to Know to Avoid Costly Relocation Surprises

Employee relocation is an investment in talent, growth, and business continuity. But for many HR and talent mobility teams, one overlooked detail can quietly derail budgets and frustrate employees: taxes. Specifically, how relocation benefits are taxed — and whether your company uses a tax gross-up policy.

Without a clear gross-up strategy, well-intentioned relocation support can leave employees with unexpected tax bills and employers with higher-than-planned costs. Understanding how tax gross-ups work is critical for delivering a positive employee experience while protecting your relocation budget.

What Is a Tax Gross-Up?

A tax gross-up occurs when an employer increases a relocation payment to cover the income taxes an employee would owe on that benefit.

Because most relocation expenses, including moving services, temporary housing, and reimbursements, are taxable under current IRS rules, employees may owe federal, state, and payroll taxes on benefits intended to help them move. Without a gross-up, they effectively pay out of pocket to accept a relocation.

A gross-up ensures employees receive the intended net benefit after taxes. For example, if a relocation payment of $10,000 would result in $3,000 in taxes, the company adds additional funds so the employee still nets the full $10,000.

Why Gross-Ups Matter for HR Teams

At first glance, tax gross-ups might feel like a small accounting detail. In reality, they directly impact your program’s fairness, competitiveness, and cost predictability.

When employees discover relocation benefits are taxable after the fact, it can create frustration and damage trust. Instead of feeling supported, they feel penalized. This can hurt acceptance rates, engagement, and retention, especially in competitive talent markets.

For HR leaders, the financial risk is just as significant. If taxes aren’t modeled correctly, budgets can balloon quickly. A poorly planned policy may lead to last-minute exceptions, inconsistent practices, and unexpected expenses that disrupt forecasts.

A clear, proactive gross-up approach helps you avoid both employee dissatisfaction and financial surprises.

Which Relocation Benefits Are Taxable?

This is where many teams get tripped up. Under current U.S. tax law, most employer-paid relocation expenses are taxable income to the employee. Common taxable items include:

  • Household goods shipment

  • Temporary living expenses

  • Home sale assistance

  • Lease break fees

  • Travel reimbursements

  • Lump-sum allowances

The only common exception is certain qualified military moves. For corporate relocations, you should generally assume benefits are taxable unless confirmed otherwise by a tax professional.

Because so many categories are taxable, gross-ups often represent a significant portion of total relocation spend.

Common Gross-Up Methods

Not all gross-ups are handled the same way. The approach you choose affects both costs and administration.

Some organizations use a flat gross-up percentage. This is simple to manage but may over- or under-compensate depending on the employee’s tax bracket.

Others use a marginal or supplemental rate gross-up, applying a standard tax estimate (often around 22–30%). While easy to forecast, it may not fully cover higher-income employees.

The most precise method is a “true” or full gross-up, which calculates taxes based on the employee’s actual tax situation. This offers fairness and accuracy but requires more detailed payroll coordination.

Each method involves trade-offs between simplicity, equity, and budget control. Many HR teams partner with a relocation management company to model scenarios and determine the best fit.

The Hidden Cost of Getting It Wrong

Tax miscalculations don’t just create minor discrepancies. They can materially inflate program costs.

For example, if you gross up every expense without a strategy, you may increase total relocation costs by 30–40% or more. On the flip side, under-grossing can lead to employee complaints, reimbursement requests, or exceptions that undermine policy consistency.

Both scenarios erode trust — either with leadership or with employees.

A thoughtful tax strategy balances cost containment with employee support, rather than relying on reactive fixes.

Best Practices to Avoid Relocation Tax Surprises

Strong mobility programs treat tax planning as a core component, not an afterthought.

Start by clearly defining which benefits will be grossed up and which won’t. Consistency reduces confusion and prevents case-by-case exceptions.

Work closely with payroll and finance to forecast the full tax impact of each move. Including gross-ups in upfront budgeting gives you better control over spending.

Educate employees early. Transparent communication about what is taxable and how your company handles gross-ups helps set expectations and prevents unpleasant surprises.

Finally, consider leveraging relocation experts who understand compliance, reporting, and tax regulations. The right partner can help you streamline processes, automate calculations, and protect your program from costly mistakes.

The Bottom Line

Tax gross-ups may not be the most visible part of a relocation program, but they’re one of the most important. When handled strategically, they protect employees, support acceptance rates, and keep budgets predictable. When ignored, they create frustration, overspending, and unnecessary risk.

For HR and talent mobility teams, the goal is simple: deliver a seamless relocation experience without financial surprises. A clear, well-managed relocation tax gross-up policy is essential to making that happen.

If you’re unsure whether your current approach fully supports your workforce, contact Global Mobility Solutions. Our team will review your relocation policies and assist you in updating your talent mobility packages.

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The Ultimate Talent Mobility Checklist for HR and Talent Teams

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Talent mobility is one of the most complex and high-impact responsibilities HR and talent teams manage. Beyond moving employees from one location to another, talent mobility affects compliance, cost control, employee experience, and long-term retention. Without a structured approach, even well-designed mobility programs can lead to delays, unexpected costs, and employee dissatisfaction.

A comprehensive talent mobility checklist gives HR and talent leaders a repeatable framework to manage every phase of the move. Whether supporting a single domestic transfer or overseeing a global mobility strategy, a clear roadmap helps ensure consistency, reduce risk, and deliver a positive employee experience.

Pre-Move Planning and Stakeholder Alignment

Successful talent mobility programs start with thoughtful planning and cross-functional alignment. HR teams should confirm the business purpose for the move, align on role expectations and start dates, and determine whether the assignment is domestic or international. Establishing a realistic budget and reviewing eligibility guidelines within the organization’s mobility policy helps prevent cost overruns. Early collaboration with payroll, finance, and legal teams ensures all stakeholders are aligned before the process moves forward.

Employee Communication and Expectation Setting

Clear and proactive communication is essential to a positive talent mobility experience. Relocations can be stressful for employees and their families, and uncertainty often leads to disengagement. HR teams should provide a written overview of the mobility process, outline the benefits covered versus employee-paid expenses, and set clear expectations for timelines and reimbursement. Discussing housing preferences, family needs, and destination concerns early helps personalize the experience and minimize last-minute challenges.

Vendor Coordination and Service Delivery

Managing multiple service providers is one of the most common challenges in talent mobility. Household goods providers, temporary housing partners, destination service consultants, and immigration vendors must work together seamlessly. Without centralized oversight, miscommunication and service gaps can occur. Partnering with a mobility provider that supports vendor choice while coordinating services allows HR teams to maintain flexibility, ensure accountability, and deliver consistent service across locations.

Compliance, Payroll, and Tax Considerations

Talent mobility carries significant compliance and financial implications, particularly for international assignments. HR teams must account for destination-specific employment laws, payroll adjustments, and tax withholding requirements. Determining which mobility benefits are taxable and coordinating gross-ups when applicable is critical to avoiding employee dissatisfaction and financial risk. Early involvement from tax advisors and immigration specialists helps ensure compliance and prevent costly delays.

Move Execution and Logistics Management

Once planning and compliance are addressed, the focus shifts to executing the move. This phase includes scheduling packing and shipment, coordinating temporary housing, aligning lease or home purchase timelines, and tracking mobility-related expenses. Centralized management during this stage allows HR teams to identify issues quickly, keep the move on schedule, and maintain a positive experience through consistent communication.

Settling-In Support and Employee Experience

Talent mobility success extends beyond moving day. Ongoing settling-in support plays a key role in employee engagement and retention. Destination orientation, community resources, and assistance with schooling or childcare help employees and their families adjust more quickly. Regular post-move check-ins at 30, 60, and 90 days allow HR teams to address concerns, reinforce support, and ensure a smooth transition into the new role.

Program Review and Continuous Improvement

Every talent mobility initiative provides valuable insights that can improve future programs. Reviewing total costs, service provider performance, and employee feedback helps HR teams identify opportunities to increase efficiency and enhance the employee experience. Over time, these insights allow organizations to refine mobility policies, strengthen partnerships, and build more scalable talent mobility programs.

Why a Structured Talent Mobility Checklist Matters

A well-structured talent mobility checklist enables HR and talent teams to deliver consistent, compliant, and people-first mobility experiences. At Global Mobility Solutions (GMS), we help organizations simplify talent mobility by combining best-in-class service providers, transparent cost management, and personalized support. Our flexible model empowers HR teams to move talent confidently while supporting both business goals and employee well-being.

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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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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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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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Why GMS Provides Relocation Coaches to Each Transferee

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When moving with GMS, your coach will be with you every step of the way

Global Mobility Solutions (GMS) is the industry leader in relocation services. We have been providing companies with global mobility programs since 1987. One of the things that sets GMS apart from the competition is our dedication to personalized service. Every person who moves with us is assigned a relocation coach, a highly trained professional with expert guidance in either domestic or international employee relocation, who will be with you every step of the way. 

Our coaches’ critical responsibilities include delivering the highest customer and client satisfaction. Each coach works with transferees to complete a needs analysis and then verify their understanding of the relocation services authorized. Our coaches are proactive in tracking the progress of candidates and transferees to ensure the highest conversion levels and customer/client satisfaction. They are always ready to address any issues promptly, providing a smooth and stress-free relocation process.

The most significant advantage of working with a global mobility expert is that they act as a single point of contact for candidates/transferees to work through all questions, issues, and problem resolutions.

Our relocation coaches are highly trained professionals who are dedicated to making the moving process as smooth and stress-free as possible for our clients. They are there to answer any questions, address any concerns, and provide support every step of the way. By working closely with each individual, our coaches ensure that all needs are met and that the relocation process is a success.

In addition to providing guidance and support, our coaches also play a crucial role in ensuring that our clients are satisfied with our services. They track the progress of each candidate and transferee, ensuring everything is on track and addressing any issues promptly. By acting as a single point of contact, our coaches make it easy for clients to get the assistance they need when they need it.

Overall, our relocation coaches are an essential part of our team, helping to deliver the highest levels of customer and client satisfaction. With their expertise and dedication, we can provide a seamless and efficient relocation experience for everyone who moves with us.

Ready to Receive Expert Relocation Coaching?

GMS’ relocation coaches are highly trained professionals who understand the challenges and complexities of moving to a new location. They will work closely with your employees to create a personalized relocation plan that meets their needs and preferences. From finding the right neighborhood to coordinating logistics, our coaches will be there every step of the way to ensure a smooth transition.

By partnering with GMS, you can rest assured that your employees will receive the support and guidance they need to settle into their new home with ease. Our team is dedicated to providing top-notch service and making the relocation process as stress-free as possible for everyone involved.

Be sure to give your employees the expert relocation coaching they deserve. Contact us today to learn more about how GMS can help streamline your global mobility needs and provide a seamless relocation experience for your team.

What's happening in your industry? Request a Courtesy Benchmark report

At GMS, we make it a priority to know how talent mobility is changing in each major industry. What are the best practices? How are other companies changing their programs to retain a competitive edge? Your Mobility Pro will be in touch within 1 business day to help answer your questions and benchmark your industry.

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Why Outdated Relocation Policies Are Holding You Back

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What to do about it

Today’s workforce has changed, and so have their expectations around mobility. Employees, especially Millennials and Gen Z, are looking for relocation support that’s flexible, tech-enabled, and personalized. Unfortunately, many companies are still relying on rigid, traditional relocation policies that no longer meet modern needs. The result? Low satisfaction, weak program adoption, and missed opportunities to retain top talent.

The Disconnect: Traditional Policies vs. Modern Expectations

Legacy relocation programs often operate with a one-size-fits-all approach. But employees want choice, real-time support, and tools they can access on the go. Relocation can be a significant life event, often filled with excitement and anticipation. Still, it can quickly turn into a source of considerable stress if the essentials are not in place. When individuals or families move to a new location for work or personal reasons, they typically rely on a variety of support systems and resources to facilitate a smooth transition. These essentials may include things like housing assistance, information about local schools and healthcare facilities, help with navigating the community, and support for acclimating to a new workplace environment.

Moreover, when employees feel disconnected and unsupported during their relocation, it can create friction between them and their employer. This friction can manifest in various ways, such as decreased morale, lower job satisfaction, and reduced overall engagement with their work and the organization as a whole. Employees may feel that their needs are not being prioritized, which can lead to feelings of resentment or disengagement from the company.

From an organizational perspective, this situation can have significant implications for talent strategy. A negative relocation experience can lead to high turnover rates, as employees who feel unsupported may choose to leave the organization in search of a more supportive work environment. Furthermore, it can tarnish the company’s reputation, making it less attractive to potential talent in the future. A robust talent strategy should prioritize the relocation experience, ensuring that employees have access to the necessary resources and support to make their transition as seamless as possible. By addressing these essentials, organizations can foster a culture of support and engagement, ultimately enhancing employee satisfaction and retention.

The Modern Solution: Customizable, Employee-Centric Mobility Programs

Forward-thinking HR leaders are partnering with relocation providers that offer flexible policy frameworks and digital tools, such as mobile apps, 24/7 chat support, and interactive relocation planners. These services empower employees to navigate their move with confidence, while giving HR teams the ability to track and manage the process seamlessly.

Adding feedback loops—such as pulse surveys and post-move evaluations—ensures your program evolves in response to your workforce’s needs. Instead of guessing what employees want, you’ll have real data to guide smart policy updates.

Quick Win: Try Core-Flex with Quarterly Surveys

Not sure where to start? Implementing a core-flex policy model provides employees with a base level of support, along with the option to personalize their benefits. Pair this with quarterly surveys to fine-tune offerings based on actual feedback. It’s a fast, scalable way to improve satisfaction without overhauling your entire relocation program overnight.

Ready to future-proof your relocation program?

Relocation isn’t just an HR process—it’s a strategic tool for talent mobility, employee retention, and business growth. When you modernize your relocation policy with employee-centric solutions, you create programs that are lean, aligned, and truly appreciated.

At GMS, we help organizations simplify complexity, reduce costs, and elevate the employee experience—without compromise. Let’s talk about building a relocation program your workforce will love.

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Best Practices for Relocation: Multiple Bids for Household Goods Moves

Is your RMC helping keep relocation costs in check by taking multiple bids?

It is no secret that competition leads to various benefits, including significant savings for the end user. We have seen the opposite when a company monopolizes a product. Having one choice has never worked out well for consumers. The same applies to corporate relocation and household goods moves.

Many relocation management companies (RMCs) are either owned by or affiliated with van line companies. Therefore, when a client company wants to move its employees, the employees do not have a choice of van lines. The RMC and the van line know that the transferee is at their mercy concerning price, scheduling, and customer service.

However, some RMCs use a multiple-bid process to ensure that transferees get the best price and service. There are some significant benefits to having van lines compete for the relocation business:

  • It encourages the providers to “sharpen their pencils” to provide the lowest reasonable cost
  • It ensures adherence to a company’s relocation policy guidelines
  • It is a way to eliminate any service day surprises

This is all accomplished by having at least two carriers meet with the transferee to create estimates based on the amount that needs to be moved, what requires special handling, and where it needs to be relocated. Then, the RMC audits the estimates to look for inconsistencies, for example:

  • Do the pickup and delivery dates correspond with the move?
  • Does one company estimate more crates than another?
  • Does one company show specialty items that the other company may have missed?
  • How close are the estimated prices?
  • Auditing the bids ensures an apples-to-apples understanding of the van line options and helps weed out potential overages.

    Every carrier knows that its goal is to secure the business. As a result, it offers honest and precise quotes without extra costs. Several relocation policies involving moving companies also come with a maximum estimate guarantee. This helps ensure the relocation process follows industry standards and offers the most suitable solution.

Companies that utilize a multiple-bid process save an average of $1,547 per move! This breaks down to an average of $1,473 to $1,604 for household goods movement and $175 to $289 for car shipments per move.

Although cost is necessary, the experience of the person being transferred is also crucial. Allowing them to meet with various moving companies will help them feel more involved in the moving process. Sometimes, the person being transferred can select the moving company they prefer. 

Even if an estimate is slightly higher than another, if it falls within a certain percentage (based on the client company’s relocation policy) of the lower bid, a transferee may select the more expensive carrier if he or she feels more comfortable with that specific household goods mover. This promotes an overall positive experience because transferees are happier when they think they are heard throughout the relocation process. We all know that happy employees are more productive.

GMS Can Help Companies Save

Global Mobility Solutions (GMS) was the first to introduce the “Freedom of Choice” approach in relocation services. By implementing industry best practices and offering various options from different providers, GMC has helped client companies and their employees reduce costs for services such as moving household goods and obtaining mortgages. GMS is dedicated to creating innovative workforce mobility programs to simplify and enhance the relocation process for clients and their staff.

This innovative method reduces business costs and provides employees with greater autonomy and flexibility during their relocation. By empowering employees to select the services that best suit them, GMS ensures that each person feels appreciated and supported throughout the relocation process. This personalized strategy results in a seamless employee transition and a more streamlined company relocation process. With GMS at the helm of forward-thinking workforce mobility initiatives, businesses can save costs while ensuring employees enjoy a positive and hassle-free relocation journey.

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How Often is the Core-Flex Approach Used in Global Mobility?

GMS Breaks Down Everything You Need to Know about Core-Flex Relocation Packages

When moving for a new job, a company may provide relocation assistance to assist the employee with moving costs and make the moving process easier. Typically, larger companies will offer various relocation packages tailored to the employee’s position, the scope of the move, and whether family members are involved. One type of relocation policy that is gaining popularity among companies is the core-flex model. Core-flex relocation policies comprise a core section offering essential relocation benefits, along with a selection of flexible, optional benefits that can be chosen based on the employee’s specific needs.

Core-flex relocation programs do not grant employees complete freedom regarding moving costs, unlike typical lump-sum global mobility packages. However, core-flex options eliminate stress associated with relocating employees, such as the hassle of hiring suppliers, service quality issues, expenses, and tax overruns.

Are Core-Flex Relocation Packages Common?

Traditional and capped programs are commonly used in corporate relocation. Still, core-flex policies have become increasingly popular for their flexibility in meeting the varied needs of transferees while controlling costs. A recent benchmarking study and survey of transferees’ satisfaction with different programs revealed that traditional policies were the most satisfying, followed by capped and core-flex policies. Transferees who received a lump sum were the least satisfied. This highlights the importance of offering a range of options to accommodate the diverse needs of relocated employees.

Companies must prioritize the satisfaction of transferees during their relocation process. Happy transferees experience less stress during the transition and are more productive in their new location. Companies can expect improved critical thinking, problem-solving abilities, and reduced errors by ensuring transferees are content. Providing a relocation policy that meets the needs of transferees is the first step in achieving their satisfaction and success in the new location.

What Are Some Common Relocation Benefits?

A core-flex policy typically includes:

Core Benefits – All transferees are offered a comprehensive package of necessary benefits to support their move, including a Miscellaneous Expense Allowance (MEA), temporary accommodation, household goods shipping, and travel for the final move.

Flexible Benefits—Transferees can select from a range of benefits that suit their specific requirements and situations. These benefits may cover expenses such as a trip to find a new house, early lease termination, financial aid for renting at their new location, buying or selling a home, relocating pets and vehicles, storing household goods, and supporting spouses.

Does A Core-Flex Package Help or Burden the Relocation Process?

Companies can effectively control and forecast relocation costs by offering a combination of standard and personalized benefits. Core-flex policies aim to balance managing expenses and give employees the freedom to select benefits that suit their individual needs. Tailored support offerings can enhance the relocation process and boost employee retention rates.

By offering a core-flex package, companies can cater to the individual needs of their employees during the relocation process. This helps reduce the stress and burden associated with relocating to a new location, ensuring that employees feel supported and valued by their employers. The flexibility provided by core-flex policies allows employees to make choices that align with their specific circumstances, ultimately leading to a smoother transition and a more positive relocation experience. In the long run, this can contribute to higher employee satisfaction and retention rates, benefiting both the employee and the company. Overall, a core-flex package can be valuable in streamlining the relocation process and ensuring a successful outcome for all parties involved.

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