Category: Global Mobility

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

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

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

Review 2026 Legal, Tax & Compliance Changes

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

✔ Updated repayment agreement requirements

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

  • Standalone repayment agreements

  • Mandatory review periods

  • Caps or restrictions on reimbursable costs

  • Interest-free repayment structures

✔ Remote-work–related tax exposure

Hybrid and remote policies may trigger:

  • Multi-state tax withholding

  • Permanent establishment risks for international relocations

  • Location-based payroll adjustments

✔ Evolving visa and immigration rules

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

  • Longer processing times

  • New digital immigration platforms

  • Changing work authorization requirements

  • Increased scrutiny around corporate sponsorships

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

Align Relocation Policies With 2026 Workforce Expectations

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

✔ Tiered or core-flex relocation models

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

  • Pet relocation

  • Spousal/partner job support

  • Childcare sourcing

  • Flexible home-finding assistance

✔ Clear cost coverage guidelines

Define what your company will cover:

  • Household goods relocation

  • Temporary housing

  • Lump-sum allowances

  • Home purchase or sale benefits

  • Travel and visa fees

✔ DEI-informed relocation support

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

Prepare for the 2026 Housing & Rental Market

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

✔ Limited inventory in key job markets

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

✔ Rising rental costs

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

✔ Extended home-finding timeframes

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

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

Evaluate Cost Management Strategies for 2026

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

✔ Audit current relocation spend

Look for opportunities to reduce costs through:

  • Pre-negotiated supplier rates

  • Policy adjustments

  • Relocation benchmark comparisons

  • Lump-sum utilization analysis

✔ Plan for inflation impacts

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

✔ Use relocation technology to track costs

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

Modernize the Employee Experience

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

✔ Mobile-first relocation tools

Employees expect apps that track:

  • Tasks and timelines

  • Housing appointments

  • Household goods shipments

  • Immigration steps

  • Expense uploads

✔ 24/7 support

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

✔ Mental well-being & family support

Relocation is stressful. Consider:

  • Settling-in services

  • School search assistance

  • Community and cultural integration

  • Counseling or wellness resources

Build Your 2026 Relocation Checklist

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

2026 Relocation Checklist

  • ☐ Update relocation policies for 2026 laws and compliance

  • ☐ Ensure repayment agreements follow state-specific rules

  • ☐ Review global immigration timelines and requirements

  • ☐ Implement tiered or core-flex benefits

  • ☐ Audit relocation budget and cost controls

  • ☐ Update home-finding and temporary housing guidelines

  • ☐ Prepare for rental and housing market challenges

  • ☐ Implement or enhance relocation technology

  • ☐ Strengthen employee communication and support resources

  • ☐ Evaluate vendor partners and supply chain performance

Prepare for 2026 With GMS

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

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

Contact us today to get started.

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Global Mobility Global Relocation Trends Immigration Rules United States Economy Visas and International Travel

Preparing for California’s AB 692: Key Compliance Steps for Employers and Mobility Teams

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California’s AB 692 is set to significantly impact how employers structure repayment agreements, especially those tied to training, relocation benefits, and visa sponsorship. To stay compliant and avoid costly legal issues, employers and global mobility teams should begin reviewing internal policies now.

Below are the essential steps organizations should take to prepare:

Audit All Existing Repayment Agreements

Conduct a full review of any agreements that require employees to repay training costs, relocation expenses, or visa-related fees. Identifying outdated or non-compliant documents is the first step toward AB 692 readiness.

Create Separate, Standalone Agreements

AB 692 prohibits repayment clauses from being buried inside employment contracts.
 Employers must provide clear, independent repayment agreements that include:

  • A mandatory five-business-day review period

  • Transparent terms and repayment timelines

  • No coercion or pressure to sign immediately

Update Repayment Terms to Meet AB 692 Rules

Repayment provisions must now be:

  • Interest-free
  • Prorated over time
  • Limited to a maximum of two years

These changes ensure that repayment obligations are fair and compliant with California’s new standards.

Review and Revise Mobility Policies

Relocation and visa reimbursement policies should be evaluated to ensure they do not include unenforceable repayment clauses. This provides mobility guidelines, assignment letters, and relocation program documentation.

Train HR, Mobility, and Talent Teams

Teams responsible for relocation, immigration, or global mobility must understand the new rules. Providing training ensures compliant administration and clear communication with employees considering an assignment or relocation.

Explore Alternative Retention Strategies

Since AB 692 restricts how repayment agreements can be used, employers may need to adopt new retention strategies. Consider:

  • Retention bonuses

  • Deferred compensation or benefits

  • Performance-based incentives

All of these can support employee commitment while remaining compliant with AB 692.

By taking proactive steps now, organizations can protect themselves from legal risk and maintain efficient, employee-focused mobility programs.

What AB 692 Means for Employees Who Relocate or Go on Assignment

AB 692 provides employees with expanded protections when participating in employer-sponsored training, relocation programs, or visa sponsorship. Employees can expect:

  • No unexpected repayment demands for relocation or visa costs if they leave a role early.

  • Clear, standalone repayment agreements—not clauses hidden within employment contracts.

  • Fair and limited repayment terms, including prorated repayment and a two-year cap.

Overall, the law promotes employee mobility and career flexibility, reducing the financial penalties that once discouraged employees from taking new opportunities. Employees should carefully review any agreement presented and ask questions if the terms seem unclear, inconsistent, or burdensome.

Final Thoughts on AB 692 and Repayment Agreements

California’s AB 692 is reshaping the way organizations handle repayment agreements tied to relocation, training, and mobility benefits. While the legislation strengthens employee rights and transparency, it also challenges employers to modernize their policies ahead of the January 2026 compliance deadline.

At Global Mobility Solutions (GMS), we are closely monitoring every shift in the mobility landscape—from relocation policies and visa regulations to complex immigration trends. Our team continually analyzes new legislation, such as AB 692, to help organizations stay compliant, proactive, and fully prepared.

As AB 692 and other regulatory changes redefine global mobility, GMS ensures our clients remain informed, compliant, and confident as they navigate the road ahead.

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How Technology Is Revolutionizing Global Mobility Management

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

Automation Simplifies Complex Mobility Processes

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

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

Data Analytics Drives Smarter Decision-Making

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

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

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

Artificial Intelligence Enhances the Relocation Experience

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

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

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

Cloud-Based Mobility Platforms Improve Collaboration

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

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

Technology Strengthens Compliance and Risk Management

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

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

The Future of Global Mobility Is Digital

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

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

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

GMS stays up to date on Relocation Technology

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

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

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Why Flexibility Is the New Currency in Corporate Relocation Programs

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

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

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

The New Reality of Workforce Mobility

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

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

Why Flexibility Matters in Corporate Relocation

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

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

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

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

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

Key Ways to Build Flexibility into Your Global Mobility Program

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

The Future of Relocation Is Built on Flexibility

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

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

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

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

We're Here to Help! Request a Courtesy Consultation

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

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The Future of Employee Relocation: Trends Shaping Global Mobility

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In today’s rapidly evolving workforce, global mobility is no longer just about moving employees from one location to another—it’s about enabling people to thrive wherever business takes them. As organizations continue to expand across borders, the future of employee relocation is being shaped by technology, flexibility, and a deeper focus on employee experience.

At Global Mobility Solutions (GMS), we help companies stay ahead of these shifts by providing data-driven insights, innovative technology, and expert guidance to make every relocation successful. Here’s a look at the key trends defining the future of employee relocation and how they’re transforming global mobility programs.

Technology and AI Redefining the Relocation Experience

Technology remains one of the most powerful forces driving change in employee relocation. Artificial intelligence (AI), automation, and predictive analytics are simplifying the process for both employers and relocating employees.

AI-driven tools can now deliver personalized area insights, customized housing recommendations, and real-time cost analysis—all designed to help employees make informed, stress-free decisions. These solutions also give HR and mobility teams access to data that improves policy design, cost forecasting, and overall program efficiency.

At GMS, we leverage technology to streamline every stage of the relocation journey. From interactive dashboards to automated reporting and digital communication tools, our approach helps clients save time, increase transparency, and enhance employee satisfaction.

Flexibility Becomes a Core Benefit

One of the most significant shifts in recent years has been the growing demand for flexibility. Employees expect relocation programs that reflect their unique needs, lifestyles, and family situations. Companies are responding by offering more adaptable policies—such as lump-sum programs, core-flex models, and destination support options that can be customized to fit individual preferences.

Flexibility not only improves employee satisfaction but also helps organizations manage costs more effectively. By giving employees the freedom to choose the services that matter most to them, companies can provide meaningful support without unnecessary spending.

The most successful global mobility programs will continue to balance structure with personalization, ensuring every relocating employee feels supported, valued, and empowered to succeed in their new environment.

Sustainability and Social Responsibility Take Center Stage

Sustainability has become a defining theme across business operations, and global mobility is no exception. More organizations are prioritizing environmentally responsible relocation practices—such as reducing shipping emissions, choosing eco-friendly housing, and supporting local communities.

In addition, partnerships with purpose-driven organizations are helping companies make a positive impact through their relocation programs. For example, GMS is proud to support Plant With Purpose, a global nonprofit focused on environmental restoration and poverty alleviation. Through this partnership, GMS makes charitable donations on behalf of clients to help restore ecosystems and empower communities worldwide.

As sustainability becomes increasingly important to employees and employers alike, companies that integrate these values into their relocation programs will strengthen their brand reputation and appeal to socially conscious talent.

Employee Wellbeing and Experience at the Forefront

Relocation can be one of the most stressful life events an employee faces. Forward-thinking companies are recognizing the need to prioritize employee wellbeing throughout the mobility journey.

Comprehensive support—such as destination services, cultural training, mental health resources, and family assistance—helps ensure a smooth transition and successful assignment. Technology also plays a key role here, giving employees easy access to information and support whenever they need it.

A positive relocation experience not only improves retention but also contributes to higher engagement and productivity in the new role. As the competition for global talent intensifies, companies that prioritize employee wellbeing in their relocation policies will stand out as employers of choice.

Data-Driven Decision Making

The future of global mobility is built on data. Companies are increasingly turning to analytics to gain visibility into relocation costs, policy performance, and employee satisfaction. This data allows HR and mobility leaders to identify trends, optimize budgets, and demonstrate the strategic value of their relocation programs.

By combining technology and human expertise, GMS helps organizations turn complex data into actionable insights—empowering them to make smarter, more informed mobility decisions that align with broader business goals.

GMS is Here to Help!

The global mobility landscape is evolving faster than ever. As technology advances and workforce expectations shift, organizations that embrace flexibility, sustainability, and data-driven strategy will be best positioned for success.

At Global Mobility Solutions, we’re committed to helping companies navigate this transformation with innovative tools, personalized support, and proven expertise. Whether you’re managing relocations across the country or around the world, GMS is here to make every move brighter, smoother, and more successful.

Ready to future-proof your employee relocation program? Contact GMS today to learn how we can help your organization stay ahead of the trends shaping global mobility.

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What Companies Should Prioritize in Relocation Benefits for 2026

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

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

1. Flexibility & Customization

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

  • Spousal job search assistance

  • Schooling or childcare assistance

  • Temporary housing or extended lodging

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

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

2. Technology & Digital Support

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

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

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

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

2. Technology & Digital Support

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

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

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

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

4. Employee & Family Well-Being

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

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

     

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

     

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

5. Sustainability & Corporate Responsibility

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

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

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

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

6. Transparency & Clear Communication

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

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

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

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

7. Monitoring & Policy Review

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

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

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

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

Work with GMS for Relocation Benefits

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

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

We're Here to Help! Request a Courtesy Consultation

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

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Are Relocation Benefits Still Relevant Today?

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Colleagues enjoying to meet and talk in the office

Relocation benefits are evolving—but they’re far from disappearing. As businesses continue to expand into new markets and compete for talent, mobility programs remain a valuable tool for attracting, engaging, and retaining employees. When designed with flexibility and employee needs in mind, relocation benefits can strengthen both workforce stability and organizational growth.

The Changing Landscape of Relocation

While some employees have more flexibility in where they live and work, relocation remains essential for roles that require leadership, specialized expertise, or on-site operations. For organizations entering new regions or developing future leaders, mobility programs are not simply about moving people—they’re about enabling success.

Why Relocation Benefits Still Matter

  • Recruitment & Competitive Advantage
     Comprehensive relocation packages help companies stand out when hiring for hard-to-fill positions or attracting top talent in competitive markets.

  • Employee Well-Being & Retention
     Relocating is complex and often stressful for employees and their families. Support with housing, schooling, and settling in helps build loyalty and minimize disruption.
  • Strategic Talent Deployment
    Relocation ensures the right people are in the right place at the right time, supporting global expansion and long-term talent development.

How Relocation Benefits Are Being Redefined

Organizations are moving away from one-size-fits-all relocation packages toward flexible, employee-centered solutions. Common trends include:

  • Choice and Customization – Giving employees options, such as spousal support, temporary housing, or pet relocation.
  • Tiered Approaches – Adjusting benefits based on seniority, role, or the complexity of a move.
  • Lifestyle Support – Recognizing the importance of family, community, and long-term integration in a successful relocation.

What Employers Should Consider

To ensure relocation programs remain effective, organizations should ask:

  1. What resources do employees and their families need to succeed in a new location?

  2. How can benefits be equitable while remaining flexible across roles and assignment types?

  3. What is the long-term impact of relocation support on retention, engagement, and productivity?

  4. How can policies be communicated more clearly to build employee confidence?

Work with GMS to Get Employees from Point A to Point B

Relocation benefits are not a thing of the past—they are evolving into more strategic, flexible, and people-focused programs that help businesses thrive. Companies that modernize their mobility offerings position themselves to win top talent and ensure smoother transitions for employees worldwide.

If you’d like guidance on updating or optimizing your relocation program, contact GMS today—we’re here to help answer your questions and support your mobility strategy.

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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The Importance of Family Communication During an International Relocation

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Children Helping Unload Boxes From Van On Family Moving In Day

Moving abroad for an international job assignment is an exciting opportunity. It often brings professional growth, exposure to new cultures, and a chance to build lasting experiences. However, along with the benefits, it also comes with challenges—especially for families. An international relocation is not just a change of workplace; it’s a shift in lifestyle, culture, education, and community. That’s why effective family communication is essential for a smooth transition.

At Global Mobility Solutions (GMS), we understand that successful relocations depend on more than logistics and paperwork. They require keeping families connected, informed, and supported throughout the journey. Let’s explore why communication is so crucial during relocation—and how GMS can help families thrive when moving abroad.

Why Family Communication Matters During International Relocation

When one family member accepts an international job assignment, it impacts everyone. Spouses may leave jobs, children may switch schools, and extended family members may live far away for the first time. These changes can create stress if not openly discussed and addressed. Strong family communication helps address these challenges in three key ways:

1. Reducing Uncertainty and Anxiety

A move abroad can feel overwhelming. Children might worry about making new friends, while spouses may be concerned about career opportunities or adapting to a different culture. When families communicate openly, everyone has a chance to voice concerns and ask questions. Talking through uncertainties reduces stress and helps each member feel included in the decision-making process.

2. Building a Sense of Shared Purpose

An international relocation is a team effort. Families who regularly communicate about goals—both professional and personal—are more likely to view the move as a collective adventure. Framing the relocation as an opportunity for growth, rather than a disruption, fosters resilience and unity.

3. Supporting Cultural Adjustment

Adjusting to a new country involves more than unpacking boxes. Families must learn to navigate language barriers, cultural norms, and social dynamics. By talking openly about these experiences, family members can share strategies for adaptation and support one another through the adjustment period.

Common Communication Challenges Families Face

Despite best intentions, communication during relocation can be difficult. Some of the most common hurdles include:

  • Time Pressure: International job assignments often come with tight timelines, leaving little time for meaningful discussions.

  • Uneven Information Flow: The relocating employee may receive detailed updates from their employer, while spouses and children feel left in the dark.

  • Different Coping Styles: Some family members may be eager for change, while others resist. These differences can create tension if not openly acknowledged.
    Recognizing these challenges early helps families develop strategies to overcome them.

Tips for Strengthening Family Communication During a Move Abroad

Strong communication doesn’t happen by accident—it requires effort. Here are practical tips families can use to stay connected during their international relocation:

  1. Hold Regular Family Meetings
     Set aside time to discuss progress, concerns, and updates. Make sure everyone gets a chance to share how they feel about the move.

  2. Use Shared Calendars and Planning Tools
     From school start dates to moving company appointments, shared schedules keep everyone informed and reduce confusion.

  3. Encourage Open Expression
     Create an environment where family members feel safe voicing worries. Acknowledging feelings, even negative ones, helps prevent resentment.

  4. Celebrate Milestones Together
     Whether it’s the first week in a new school or the first successful grocery store trip abroad, celebrating small wins keeps morale high.
  5. Stay Connected With Loved Ones Back Home
    Use video calls, messaging apps, and social media to maintain relationships. This continuity can ease feelings of isolation.

How GMS Supports Families During International Relocation

At GMS, we know that a successful relocation is about more than moving household goods. It’s about ensuring families feel supported at every step of the journey. Our global mobility services are designed to minimize stress and foster clear communication. Here’s how we help:

Personalized Relocation Assistance

Every family is unique. Our relocation specialists work closely with employees and their families to address individual needs—from housing and schooling to cultural orientation. This ensures everyone has the correct information to make confident decisions.

Comprehensive Communication Tools

GMS provides resources and technology platforms that keep families updated throughout the move. Centralized dashboards and communication channels facilitate easy tracking of progress, access to information, and sharing of updates.

Cultural and Family Support Programs

Adjusting to a new culture can be difficult, but GMS offers training and support services that help families thrive abroad. From language classes to cultural integration programs, we give families the tools they need to adapt successfully.

Ongoing Guidance Beyond the Move

Our commitment doesn’t stop once the boxes are unpacked. GMS provides continued support to ensure families remain comfortable and connected throughout the duration of the international job assignment.

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
Business Services Corporate Relocation Global Mobility Immigration Rules Labor Force Relocation Best Practices Relocation Management

Business Travel Compliance: What Global Mobility Teams Need to Know in 2025

Businessman walking through airport during a short-term travel stay

Tips for business travel in 2025

As businesses expand their operations across borders, the need for clear and effective compliance strategies becomes paramount. Business travel compliance refers to the adherence to various laws and regulations governing the movement of employees across international borders. This includes understanding visa requirements, tax implications, and labor laws in different countries. 

In recent years, governments worldwide have tightened their immigration policies, leading to increased scrutiny of business travelers. This shift means that even employees with permanent residency or long-term visas are not exempt from compliance checks. Companies must stay informed about the latest regulations in each country where their employees travel. This includes understanding the specific documentation required for business trips, such as work permits or travel authorizations, as well as any other relevant requirements.

To navigate the complexities of business travel compliance, many organizations are turning to technology for support. Compliance management software can help track employee travel, manage documentation, and ensure that all necessary permits are in place. Additionally, these tools can provide real-time updates on changing regulations, allowing global mobility teams to respond quickly to new requirements.

A robust compliance strategy also involves educating employees about their responsibilities when traveling for work. Global mobility teams should implement training programs that cover essential topics, including visa applications, tax obligations, and local laws and regulations. By fostering a culture of compliance, organizations can minimize risks and ensure that employees are well-prepared for their international assignments.

Business Travel Has to Stay Organized

Establishing a clear compliance framework is crucial for effectively managing business travel. This framework should outline the processes for obtaining necessary documentation, tracking employee travel, and ensuring adherence to local laws. Regularly reviewing and updating this framework will help organizations stay ahead of regulatory changes.

Engaging with legal and tax professionals who specialize in international business travel can provide valuable insights and guidance. These experts can help identify potential compliance risks and recommend strategies to mitigate them. Collaboration ensures that global mobility teams have access to the latest information and best practices.

Encouraging open communication between global mobility teams, HR, and employees is crucial for successful compliance. Establishing clear channels for reporting issues or seeking guidance can help address compliance challenges promptly and effectively. Regular check-ins and updates can also keep everyone informed about changes in regulations or company policies, ensuring everyone is aware of the latest developments.

Why Business Travel Compliance is a Growing Concern

As the business travel landscape continues to evolve, compliance will remain a critical focus for global mobility teams. By understanding the complexities of international regulations, leveraging technology, and fostering a culture of compliance, organizations can ensure smooth travel experiences for their employees. Preparing for the future of business travel compliance is not just about meeting legal requirements; it’s about enabling a global workforce to thrive in an increasingly interconnected world.

Who is Impacted?

In this dynamic environment, several key groups are particularly impacted by compliance challenges. 


Foreign Nationals on Temporary Work Visas: Employees on temporary work visas, such as H-1B or L-1, must navigate a complex web of immigration laws and regulations. These individuals often face restrictions on their travel, which can complicate business trips and meetings. Organizations must ensure that these employees are aware of their rights and obligations, as well as any potential implications of their travel on their visa status.


Green Card Holders and Permanent Residents: While green card holders enjoy more stability than temporary visa holders, they must still be mindful of compliance issues. Extended travel outside the U.S. can raise questions about their residency status. Companies should guide these employees about maintaining their permanent residency while fulfilling business obligations abroad.


Business Travelers with Dual Intent: Employees who hold dual citizenship or have complex travel histories may encounter unique compliance challenges. These individuals must be aware of the regulations governing their travel in different jurisdictions. Organizations should provide resources and support to help these employees navigate the complexities of international travel, ensuring they remain compliant with both their home country’s laws and those of the host country.


Organizations Seeking Compliance: Companies themselves are also significantly impacted by compliance requirements. Failing to adhere to international regulations can lead to severe penalties, including fines and reputational damage. To mitigate these risks, organizations should invest in robust compliance training programs, utilize technology to track employee travel, and establish clear policies that align with global regulations.


In conclusion, as the business travel landscape continues to change, understanding and addressing the compliance needs of all stakeholders is essential. By fostering a culture of awareness and support, organizations can empower their employees to travel confidently and compliantly, ultimately enhancing their global mobility strategy.

The Role of Global Mobility Providers

Global Mobility Services (GMS) play a crucial role in helping organizations navigate the complexities of travel compliance. By offering expert guidance and tailored solutions, GMS providers enable businesses to focus on their core operations while remaining compliant with international regulations.

GMS providers offer a wealth of knowledge and resources to help organizations understand the intricacies of travel compliance. They assist in identifying the specific regulations that apply to different regions and industries, ensuring that companies are well-informed about their obligations. This support includes regular updates on changes in laws and regulations, helping businesses stay ahead of potential compliance issues.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

Categories
Choosing a Relocation Company Global Mobility Global Relocation Tips Global Relocation Trends Relocation Management Talent Management

Common Employee Relocation Packages

casual business meeting with corporate relocation team
Coffee break while discussing business plan at cafe

A Look at Typical Relocation Packages

Relocation packages, also known as relocation benefits, are policies and support that companies offer employees transferring to a location for a position. Each company will have different needs when it comes to relocation benefits, and it can be challenging for companies to determine exactly what should be covered in these policies and what employees should be responsible for on their own. 

To ensure the selected applicant receives a strong and appealing offer, providing a comprehensive and competitive relocation package for relocating employees is highly advisable. When crafting a relocation package, companies typically consider several key components to make the transition as smooth as possible for their employees.

By offering a well-rounded relocation package, companies ease the transition for their employees and demonstrate their commitment to supporting their workforce. This can lead to increased employee satisfaction, decreased turnover, and a more positive company culture. As businesses continue to adapt to a global workforce, investing in comprehensive relocation benefits will remain a crucial strategy for attracting and retaining top talent.

Companies can typically tailor relocation programs to each hiring situation. Some companies choose to have their HR department handle employee transfers. Still, if the company wants to be consistent with its relocation packages on each hire, using a reliable relocation management company is probably a good idea.

What Does A Standard Relocation Package Include?

Most relocation policies outline some form of reimbursement or coverage for many of the everyday expenses associated with moving. Relocation benefits often include full packing and unpacking services and a quality and reliable moving company to get the employee’s household goods from point A to point B. 

In addition to moving expenses, home sale assistance is another common benefit offered to transferees. This can include selling programs that utilize vetted real estate agents specializing in relocation to help ensure a quicker and more prosperous home sale for the relocating employee. 

Specific policies might support employees who need to terminate their rental agreements prematurely, helping them manage any associated penalties. Additionally, the relocation package may encompass house-hunting trips. This implies that the employer could finance one or two visits for the relocating employee to explore their future neighborhood and inspect various houses or apartments before making a decision.

Corporate housing options, also known as temporary housing, are typically included in most relocation policies. This provides the employee with a temporary accommodation after they’ve relocated to find a permanent home in their new location, allowing them to start on their desired start date for the position without delay. 

Many companies also offer transportation coverage or reimbursement as part of their relocation packages. This might cover airfare for the employee and their family or expenses for driving across state lines. In some instances, companies may also cover the employee’s transportation costs for their vehicle.

What Expenses Are Typically Covered During Relocation?

While not an exhaustive list, the following are common relocation costs for which many companies provide support to their relocating employees:

  • Corporate housing options 
  • Household goods transportation (HHG)
  • Storage facility (temporary storage of the HHG shipment
  • Miscellaneous expense allowance
  • Home sale costs
  • Spousal employment assistance
  • Travel-related costs, such as airfare, meals, and hotel nights

As every company has different goals and objectives for its relocation program, many-tiered relocation policies offer various levels of support for each employee. 

Here is a breakdown of the most common U.S. domestic relocation policy tiers per GMS research:

chart of relocation policy tiers

What Types Of Employees Receive Relocation Packages?

This aspect will depend upon the company’s need for each position and the importance of getting that employee to the new location. The best practice for relocation programs is to build a tiered system based on employee level. 

These tiers are commonly built around entry-level employees, professionals, directors, and vice presidents. Additionally, many companies offer executive relocation packages to cover the costs of relocation for most executive-level employees. Some companies may also provide international relocation packages for employees relocating globally.

Common Methods to Address Costs in Relocation Packages

Different policy tiers within your relocation program may require different strategies for covering your employee’s relocation costs. It is essential to understand the advantages and disadvantages of these standard methods.

Direct Billing: The relocation management company manages the procurement, organization, and direct payment to the service providers involved in your employee’s relocation. They review, combine, and forward the invoices to you for settlement. Although this approach may be pricier, it guarantees that your employee maximizes their benefits and reaches their new location promptly, alleviating any concerns about the expenses associated with the move. 

Expense Reimbursement: The employee pays for moving expenses upfront, and the company issues a reimbursement check at the end of the process. While not generally intended to cover an employee’s entire move (few families have the cash to pay tens of thousands of dollars for a move), reimbursements are commonly used for miscellaneous expenses as outlined in the company’s relocation policy. Typically, reimbursements are used for items such as travel costs or other related items.

Lump Sum: Unlike an expense reimbursement, a lump sum is commonly used as the primary financial benefit to a relocating employee. In a lump sum policy, a set amount of money is given upfront to the employee to handle the moving expenses as they see fit. 

Generally provided to entry-level or lower-level employees, the lump sum is typically the only relocation benefit offered. While the lump sum is seen as an excellent cost control tool for companies, it places additional burdens on employees, as they are left to manage their move independently. This is in addition to the lump sum, which is typically considered taxable income. Employees who receive their relocation benefits as a lump sum should note the payment for tax purposes. Employers should consider adding a tax gross-up to the lump sum to help mitigate the effects of the income tax on the employee’s benefit.

Ready to Set Up Relocation Packages for Employees?

​Partnering with Global Mobility Solutions (GMS) ensures that your company offers comprehensive, cost-effective, and employee-centric relocation packages. GMS provides a tailored approach that aligns with your unique organizational needs, offering flexibility. This model allows you to select from a network of top-tier service providers or integrate your preferred partners, ensuring a customized experience for each relocation. Their expertise in managing all aspects of the relocation process—from pre-decision assessments to destination services—reduces risks, enhances employee satisfaction, and improves retention rates. ​

By leveraging GMS’s industry-leading MyRelocation® technology platform, your company can streamline relocation management, track expenses, and provide real-time support to transferees. This comprehensive support facilitates smoother transitions for employees and strengthens your employer brand by demonstrating a commitment to employee well-being. With over 30 years of experience and a global presence in over 140 countries, GMS has an expert team equipped to handle the complexities of workforce mobility, enabling your company to attract and retain top talent anywhere in the world.

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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