Category: Relocation Programs

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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.

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The Essential Role of a Relocation Coach in the Domestic Relocation Process

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Learn how relocation management companies coach employees through their move

Domestic relocation refers to moving from one location to another within the same country. This can involve moving to a new city for a job, transitioning to a larger home, or simply seeking a change of scenery. While exciting, relocation can also be a daunting task filled with numerous challenges. Individuals often face logistical hurdles, emotional stress, and the need to adapt to a new environment. 

This is where the role of a relocation coach becomes invaluable. A relocation coach is a trained professional who guides individuals and families through the complexities of moving. They provide personalized support, helping clients navigate everything from packing and logistics to settling into their new community. Working with a relocation management company enhances this experience, as these organizations specialize in streamlining the relocation process and offering a range of services tailored to meet each client’s unique needs.

Why Do You Need a Relocation Coach?

Having a relocation coach can significantly ease the stress associated with moving. A relocation coach takes the time to understand each client’s specific needs and concerns. They create a customized plan that addresses individual circumstances, ensuring no detail is overlooked.
Relocation coaches are well-versed in the details of moving. They can provide valuable insights about neighborhoods, schools, and local amenities, helping clients make informed decisions about their new homes.

Moving can be an emotional rollercoaster. An experienced coach offers support and encouragement, helping clients cope with the anxiety and uncertainty that often accompany a significant life change.

A certified coach can save clients time and effort. Coaches can handle logistics, recommend reliable moving companies, and assist with paperwork, allowing clients to focus on other essential aspects of their move.

The Benefits of Working with a Relocation Management Company

Relocation management companies (RMCs) play a crucial role in domestic relocation. They work alongside relocation coaches to provide comprehensive services that facilitate a smooth transition. RMCs coordinate various services, including packing, transportation, and storage. This ensures that all aspects of the move are organized and executed efficiently. For companies relocating employees, these firms help develop policies that align with organizational goals. This includes determining what benefits to offer and how to support employees.

How a Relocation Coach and Management Company Work Together

A relocation coach is crucial in the overall process by working closely with the relocation management company. Together, they create a cohesive plan that addresses every detail of the move. The coach acts as a personal guide for the employee, providing support and resources, while the management company handles logistics and administrative tasks. This partnership ensures that all aspects of the relocation are synchronized, minimizing confusion and maximizing efficiency.

Every domestic relocation assignment is unique, and the relocation coach and the management company understand the importance of tailoring their services to meet specific needs. They collaborate to assess the individual circumstances of the employee or the company, considering factors such as family dynamics, job requirements, and personal preferences. By customizing the relocation plan, they can address potential challenges proactively, ensuring a smoother transition for everyone involved.

The combined efforts of a relocation coach and a management company lead to a more efficient and positive relocation experience. With their expertise and support, employees feel more confident and prepared for the changes ahead. This enhances employee satisfaction and boosts productivity as they settle into new roles and environments. Ultimately, a well-executed relocation process fosters a sense of belonging and stability, which is essential for both the individual and the organization.

Why Choose Global Mobility Solutions?

Global Mobility Solutions (GMS) is a trusted partner in domestic relocation, offering extensive experience and expertise in relocation management and coaching services. With years of industry knowledge, GMS Mobility understands the unique challenges of relocating employees. Their dedicated team is committed to providing personalized support tailored to each individual’s needs, ensuring a smooth transition.

One key advantage of choosing GMS Mobility is its comprehensive approach. They assist with the logistics of moving and focus on the emotional and psychological aspects of relocation. By offering coaching services, GMS Mobility helps employees navigate the uncertainties of moving to a new location, address concerns, and provide resources that empower them to adapt quickly.

Ultimately, choosing GMS Mobility means investing in a seamless relocation experience that prioritizes employee well-being. By partnering with GMS Mobility, organizations can enhance employee satisfaction, reduce turnover, and create a more engaged workforce ready to thrive in their new environment.

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Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Household Goods Relocation Best Practices Relocation Policy Review Relocation Programs

Lump Sum Relocation Packages: What are the Advantages? What are the Disadvantages?

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What are lump sum relocation packages?

Global Mobility Solutions recently surveyed its clients to determine the impact of lump sum relocation packages on their organizations. Industry trends arising this year are having a direct effect on transferees. Often, these trends become visible through business intelligence and data analytics.

Lump sum relocation packages are a specific amount of money that employers offer to transferees or new hires. This money replaces relocation benefits such as household goods moves, culture and language training, or home-finding assistance. Employers expect employees to receive a lump sum payment to manage their relocation process.

Advantages of Lump Sum Relocation Packages

The advantages of lump sum relocation packages relate to helping employers simplify the process. The main benefit is that employers and their mobility managers have fewer complications around relocation support. Providing support during an employee’s relocation is reduced to answering questions about when the lump sum funds will be available. Additionally, lump sum packages allow employees greater flexibility in how they choose to spend the money. Instead of being tied to specific services, employees can allocate funds according to their unique needs and preferences. For instance, some may prioritize hiring professional movers, while others might opt for temporary housing or travel expenses. This autonomy can lead to a more personalized and satisfying relocation experience.

Lump sum packages also encourage employees to take responsibility for their relocation. With a set amount of money, employees must plan and budget their expenses wisely. This can foster a sense of ownership over the relocation process as they make decisions that best suit their circumstances. It can also lead to more thoughtful planning as employees weigh the pros and cons of different options.

Budgeting and Forecasting

Another simplification for employers revolves around budgeting and forecasting. Instead of working to understand the actual costs of hiring new employees or transferring employees from one location to another, the budget process is tied to a number that is applied across the board based on tiers in the relocation program. An executive homeowner with a family relocating from Duluth, MN, to New York, NY, is given the same lump sum payment as another executive renter relocating from Las Vegas, NV, to Fort Wayne, IN. The renter will pocket a significant amount of money. However, the homeowner will not have enough funds to move their family.

Disadvantages of Lump Sum Relocation Packages

Lump-sum relocation packages make administration and budgeting more accessible for employers. However, there are several disadvantages employers are beginning to see in their organizations. First among these disadvantages is that many lump sum payments do not adequately cover all of an employee’s relocation costs. GMS’ 2019 Lump Sum Survey shows that employees spend more, sometimes significantly more, on their relocation than their lump sum payment. This includes:

  • 61 % of homeowners reported spending more
  • 50% of renters reported spending more

Employee Dissatisfaction

Ultimately, more than half of relocating employees need more lump sum cash to cover expenses. Naturally, this results in a higher level of dissatisfaction with the organization’s lump-sum relocation packages. Overall, dissatisfaction with lump sum payments follows these patterns:

  • 58% of homeowners reporting dissatisfaction
  • 53% of renters reporting dissatisfaction

Loss of Control

A significant disadvantage is the employer’s loss of control over spending budget dollars. Lump sum relocation packages disbursed directly to employees may result in company funds being spent on non-relocation expenses, including cars, televisions, vacations, or other items. Funds spent on non-relocation costs do not support the successful relocation of the employee. As a result, the relocation may be at a higher risk of failure. 

Additionally, this lack of oversight can lead to inconsistencies in how employees utilize their relocation funds. Some may prioritize essential moving expenses, such as hiring professional movers or securing temporary housing, while others might allocate their budgets toward personal indulgences. This disparity can create a sense of inequity among employees, as those who spend wisely may still face challenges in their relocation process. In contrast, others may find themselves financially comfortable but unprepared for the logistical aspects of moving.


Moreover, the unpredictability of lump-sum payments can complicate the relocation experience. Employees may underestimate the true costs associated with moving, leading to financial strain when unexpected expenses arise. For instance, last-minute repairs on a home, increased transportation costs, or the need for additional storage can quickly deplete the funds, leaving employees feeling stressed and unsupported.

To address these issues, organizations might consider offering more structured relocation packages that balance flexibility and support. For example, a tiered approach could allow employees to access funds based on specific needs, prioritizing essential relocation expenses while giving them autonomy over their choices. This way, companies can maintain better control over their budgets while enhancing employee satisfaction and reducing the risk of relocation failure.
Ultimately, a thoughtful approach to relocation packages can foster a more positive employee experience, leading to smoother transitions and greater overall satisfaction with the organization’s support. By recognizing the complexities of relocation and adapting their strategies accordingly, employers can create a win-win situation that benefits both the company and its employees.

Inefficiencies

Many GMS clients achieve significant spending reductions with relocation programs that follow industry best practices. A major GMS client recently conducted an in-depth study of their relocation program expenses. This client learned that if their organization moved to a lump sum program, they might increase their relocation program expenses by 40%. In other words, by following industry best practices, this client keeps relocation budget dollars that otherwise would have been spent on inefficient lump-sum relocation packages. Any GMS client can achieve the same reduction in relocation costs through:

  1. Benchmarking their relocation policy to industry best practices
  2. Efficient relocation program operation
  3. Providing support to transferees that they need
  4. Using business intelligence and data analytics to understand the actual costs of their relocation program
  5. Utilizing a competitive vendor network of relocation service providers

What Does This Mean?

Companies that offer lump sum relocation packages could save a significant amount of budget by following industry best practices. Lump sum payments let employers simplify their internal support, budgeting, and forecasting processes. However, this simplification may cost employers up to 40% or more of their relocation budget. It also results in over half of transferees reporting dissatisfaction with their relocation packages.

What Should Employers Do About Lump Sum Relocation Packages?

Employers with transferees or new hires who are recent college graduates, individual contributors, or new to their professional careers may be the best candidates for lump sum relocation packages. These employees are often renters and may not have a significant amount of household goods to move to a new location. Also, they tend not to require a significant investment in talent acquisition, as they compete for lower-tier positions.

Industry best practice is to provide a range of benefits for employers who have new hires and transferees at higher tiers. Employees at higher tiers often require a significant investment in talent acquisition. Benefits that help ensure successful relocations also result in higher employee satisfaction.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to create relocation policies that attract and retain talent. Our team can help your company provide the best experience for transferees and new hires with lump-sum relocation packages.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators and revolutionized the relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss how your company can leverage lump sum relocation packages for new hires and transferees, or call us at 800.617.1904 or 480.922.0700 today.

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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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Relocation Programs Visas and International Travel

Singapore Passport Now Ranks No. 1

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A happy young woman tucks her hair behind her ear as she smiles and waits for her flight. She is holding her passport in her hand.

Singapore replaces Japan passport to become the world’s most powerful

In a recent update, the Singapore passport has surpassed Japan’s and is now considered the most powerful passport in the world. Holders of Singapore passports can enjoy visa-free entry to a remarkable 192 countries worldwide.

However, there is a positive development for Indian citizens as they can now travel to 57 countries without needing a visa or obtaining a visa upon arrival. This is because India has climbed five places and is currently ranked 80th in visa-free travel.

Nevertheless, it is still worth noting that Indian passport holders can visit many countries without the hassle of obtaining a visa, with the number now standing at 57. This is due to India’s improved ranking, placing it at the 80th position.

According to the Henley Passport Index report, Japanese passports, previously ranked first for five consecutive years, have now fallen to third place. As a result, the number of countries that Japanese passport holders can enter without a visa has also decreased.

Currently, Japan is tied for third place alongside Austria, Finland, France, Luxembourg, South Korea, and Sweden. Citizens of these countries can now travel to 189 nations without needing a visa.

The report also highlighted that the United States, which held the top spot a decade ago, has now dropped to eighth place. On the other hand, the United Kingdom has risen two spots and now occupies the fourth position.

This shift in the global visa rankings has sparked curiosity and has intrigued travel enthusiasts. Many wonder what factors have contributed to Japan’s rise and the United States’ decline. Japan’s success can be attributed to its strong diplomatic relations and commitment to promoting tourism. The country has made significant efforts to simplify visa procedures and enhance its image as a welcoming destination.

On the other hand, the United States drop in the rankings has raised eyebrows. Some speculate that the stringent immigration policies implemented in recent years may have played a role. The US has become more selective in granting visas, which has decreased its visa-free travel options. Additionally, the political climate and security concerns have also impacted the country’s standing.

Meanwhile, the United Kingdom’s ascent in the rankings has been met with applause. The country’s efforts to strengthen its global ties and improve its visa policies have paid off. The UK has implemented various initiatives to attract tourists and business travelers, such as introducing electronic visas and streamlined application processes.

As the global visa landscape continues to evolve, it is clear that countries must adapt and prioritize their international relationships and policies. The ability to travel freely without the burden of visa restrictions not only benefits individuals but also fosters economic growth and cultural exchange. It remains to be seen how future developments will shape the rankings and influence how we explore the world.

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

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Engage Your Relocation Management Company Early in the Relocation Process

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Learn why it’s essential to work with an RMC every step of the way

Employers should engage their Relocation Management Company (RMC) early in the relocation process. Employers often go to great lengths to define the questions they ask RMCs in their Request for Proposals. Several employees from departments including Human Resources, Accounting, Legal, and Procurement may spend a significant amount of time finding and selecting an RMC with the knowledge and experience that will ultimately serve the needs of the company, transferees, and new hires.

With all of the effort to find an RMC that best matches their requirements, wouldn’t you think employers would actively engage the RMC in their relocation process? Most companies do a good job communicating to their hiring managers and others throughout the organization how to utilize their RMC’s resources. However, even with this communication, the hiring manager or others sometimes do not engage the RMC early in the process. This may lead to several consequences for transferees and new hires.

Actual Case of an Employer That Did Not Engage Early

What happens when employers must engage their RMC early in the relocation process? Global Mobility Solutions’ Senior Vice President of Business Development, Sam Hoey, met a transferee and heard a first-hand account of their experience. Their employer’s hiring manager did not initiate their relocation process promptly, and they were left scrambling to find their own movers, real estate agents, mortgage provider, and temporary housing, all within just a few weeks before the new job start date. As a result, the transferee was stressed and unduly burdened by processes that the company’s RMC could have managed for them with greater ease. Let’s look at a few of these areas in detail to understand better what they entail.

Van Line Delays

The busiest time of the year for relocations is during the summer months. Children are out of school, travel is relatively easy to arrange, and weather delays are minimal. As a result, van lines that move household goods are often hectic during this time. They may have bookings for moves going out four, five, or up to six weeks in advance.

Employers looking to relocate an employee should understand the length of time their RMC needs to arrange to book a move of household goods at van lines, keeping in mind the preferred van lines may already have several weeks of booked moves on their schedules. With enough time, transferees may be able to find their household goods movers.

Real Estate Processes

When a transferee or a new hire receives notice of a job offer that requires them to start work within a few weeks, this gives them little time to make living arrangements. They may have a short time to determine how to proceed in several areas. Here is a list of just a few of the specific points they might need to address before starting their new position:

Specific Points

  • Engaging a real estate agent/company to handle a home sale
  • Selling a home
  • Handling the closing process for the home sale
  • Finding temporary housing
  • Engaging a real estate agent/company to handle a home purchase
  • Finding a new home
  • Obtaining a mortgage, including applications and paperwork
  • Handling the closing process for the home purchase

If you have ever bought or sold a home, had to find an apartment, or sought a mortgage, think of those processes. How long did they take you to complete? These processes often require several steps, including applications, reports, inspections, financial transactions, arranging the services of a notary public, and research to verify the new location meets the needs of everyone who is relocating, such as spouses, partners, children, and pets.

Employers looking to relocate an employee should be aware of the processes their RMC needs to manage to help the employee find suitable housing arrangements. RMCs with experience in these processes are vital to ensuring the success of a relocation, as they help the transferee or new hire in many areas. This, in turn, helps the employee feel happy and confident in their choice to relocate.

What should employers do?

Employers should review their relocation programs to better integrate their RMC into the front end of the relocation process. Helpful tips to ensure the RMC is engaged early in the process include the following:

  1. Implement Pre-Decision Services, so the employer, hiring manager, transferee, and/or new hire are actively engaged with the RMC early in the relocation process, and information can be shared that is helpful to the employee, the employer, and the RMC.
  2. Insert language into offer letters describing the RMC and the programs specific to the transferee or new hire.
  3. Integrate the RMC into Human Resource Information Systems and Talent Management Programs so hiring managers and program administrators always have ready access to information they can share with the transferee or new hire.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your company by using industry best practices to design your relocation program so that you engage your RMC early in the relocation process.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, revolutionizing the relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Contact our experts online to discuss your company’s relocation program needs.

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Domestic Relocation Domestic Relocation Tips Global Relocation Global Relocation Tips Relocation Programs

Benefits of Pre-Decision Services

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Pregnant couple shopping online while packing their things.

What Are Pre-Decision Services? Learn more about the relocation process, starting with pre-decision services

Global Mobility Solutions (GMS) is the original pioneer of the benefits of pre-decision services. Our clients know that partnering with us at the start of the relocation process helps identify the markers of a successful relocation and greatly enhances transferee productivity. Our wide range of services allows clients to identify those employees who are the best fit for the assignment. Relocation technologies and systems let clients manage employee relocation programs with ease.

Among the many services GMS offers, candidate assessments have become critical for clients to assess expectations, skills, qualities, and financial and family issues impacting relocation success. Clients should examine candidate circumstances to identify prospects likely to succeed. For the candidate, pre-decision services provide valuable information they can use to determine, including helpful information about the cost of living, housing markets, school reports, and moving expenses.

Candidates indicate that community searches and tours benefit them in understanding the new location and helping them select areas best suited to their needs.

There are several benefits of pre-decision services for both the client and the candidate:

Benefits of Pre-Decision Services for the Client

  • Increase job acceptance ratios
  • Budget accuracy
  • Eliminate the risk of non-acceptance
  • Streamline orientation to the new location
  • Minimal policy exceptions
  • Identify candidate concerns and issues
  • Cost savings

Benefits of Pre-Decision Services for the Candidate

  • Personal support and attention from industry professionals
  • Thorough orientation tours for families
  • Expert counsel and assistance regarding all aspects and impacts of relocation
  • Support services for spouses and partners

Systems and Processes

Our relocation experts have created systems and processes to help clients manage their Global and North America relocation programs quickly and efficiently. We provide high-touch customer service, policy expertise, benchmarking, and flexible reporting options. Clients succeed most with a customized, right-fit relocation program designed to meet their unique requirements. Employees and their families expect a broad range of services to help them during their relocation process. Our pre-decision services help clients and employees throughout the relocation process and help ensure successful relocations.

Get Pre-Decision Services from GMs

The benefits of pre-decision services to clients and candidates serve to ensure successful relocations. The corporate relocation experts at GMS have the knowledge and expertise to help your company assess candidates for assignments and provide your employees with the best relocation experience. Contact our team of experts to discuss how we can implement pre-decision services in your company’s relocation process.

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What Are The Benefits of Outsourcing Global Relocation Programs?

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Woman and dog flooring in new home

learn why your company should work with a relocation management company for talent mobility

What are the benefits of outsourcing global relocation programs? For companies that have steady moving needs, there are many benefits to outsourcing this strategic function. Most learn they need to gain the knowledge and experience to manage talent mobility with in-house resources effectively. Outsourcing this critical activity provides them access to the industry’s best practices and thought leadership that will help their company’s international relocation program achieve success with virtually all relocation assignments.

There are five distinct benefits clients can gain from outsourcing their global relocation services with a trusted relocation management company (RMC):

Cost Management

For most clients, managing relocation costs is one of the most important reasons driving their choice to outsource relocation. 71% of companies working on relocation in-house need to be made aware of their total internal operating expenses. A lack of knowledge of the actual costs of relocation prevents the company from understanding how to utilize resources efficiently. They also cannot gain the most benefit from their global relocation program. A solution that provides full expense tracking and reporting is one of the top features clients seek as they consider outsourcing their global relocation program so that costs can be fully identified and reviewed for budgetary impact and program performance.

Savings With Outsourcing Global Relocation Programs

Outsourcing global relocation services should allow clients to obtain more significant cost savings. Some RMCs are not independent. As a result, they often do not seek multiple bids for household goods shipments and other services. An independent RMC provides clients with several opportunities to receive and review bids on services, and this helps keep costs lower than other RMCs that don’t seek competitive bids.

Compliance

Transferees and their families often have questions about tax issues, visa applications, and other reporting requirements related to their global relocation assignment. To avoid putting the client’s company at risk for providing incorrect or insufficient guidance and advice, outsourcing global mobility management can provide expert guidance on unique relocation needs to help transferees find the right solution and help clients avoid any risks related to transferee requests.

Program Enhancements Through Outsourcing Global Relocation Programs

In-house programs only sometimes provide enhancements such as pre-decision tools, candidate assessments, auto lease programs, home purchase programs, and other value-added services. Choosing to outsource relocation services provides access to these services. Transferees and their families highly value these relocation program enhancements. Additional valued services include community tours, language training, outplacement services, school reports, and moving cost estimates.

Focus on Their Core Competencies

Working with an RMC lets human resources, compensation, benefits, and recruiting professionals focus on their core competencies. As a result, they can provide the best service in these business areas. In turn, experts at an RMC give the client’s international relocation program the best service. Choosing an RMC with the knowledge and experience to manage their entire program provides peace of mind and assurance that costs will be managed effectively, relocations will be successful, and transferees and their families will be satisfied with their experiences.

Work with the Best Global Relocation Service Provider

Global Mobility Solutions (GMS) has been helping customers get their employees from point A to point B since 1987. Our wide range of services and expert relocation specialists give your company the opportunity to get the package they need. GMS will assist your company put together a global relocation plan that makes sense for your company and employees, all while staying within a realistic budget. If you are ready to discuss more about our offerings, please set up a free consultation with one of our business development managers, by filling out this form. We look forward to working with you!

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Relocation Best Practices Relocation Challenges Relocation Management Relocation Policy Review Relocation Programs

5 Terms to Include in a Competitive Relocation Package

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a young family move into their new home and have pizza for their first meal

Make your relocation offer competitive by including these policies

Every year millions of people move for new jobs. Relocating for your professional career is familiar, but the relocation industry has changed since the Covid-19 pandemic. When it comes to offering relocation packages to employees willing to move for a new position, studies show that employees are more reluctant to move if there is a higher cost of living in their new destination. 

Another factor for employees not wanting to relocate is the start date. Companies often ask employees to be in their new seats within 30 days of signing the offer letter. So, what can companies do to work around these distresses? 

Companies who are asking talent to relocate for a position should look into offering employee relocation packages. These packages help offset the stress of moving by providing financial assistance and corporate housing so that the employee can relocate as seamlessly as possible. 

While every company has different opinions on what should and should not be covered regarding talent mobility, a few basic policies should be included in every relocation package. Here are five terms to make your company’s relocation package appealing to applicants so that they cannot refuse your offer:

1) Real Estate Programs or Lease-Break Assistance

A survey by Worldwide ERC showed that selling a home for less than it is worth is the most expensive part of relocating. When time is limited, employees are often forced to accept a lower sale price or pay a financial penalty for ending a lease. Often, employees are scared they will get stuck paying two mortgages or rent payments for multiple months, which could hurt them financially. 

If companies want a shot at landing top talent for an open position, they will include financial aid coverage for breaking a lease. If the employee can get out of their current rental at little or low cost to them, they are more likely to accept your relocation offer. 

For applicants who are homeowners, offering home sale assistance and home-buying assistance programs in the relocation package would be a massive perk for them. Standard relocation real estate programs include BOV, GPO, or Direct Reimbursement. Each of these programs has different pros and cons. But every moving employee will have different needs, so options can make any offer even more appealing.

2) Moving Expenses

This one may seem too easy to list, but it is essential. Very few people save thousands of dollars regularly if they may have to move unexpectedly. So, if an employee is mulling over your offer, the price of moving may be daunting in the back of their mind. But if your company were to cover or assist in the moving expenses, it could quickly put those thoughts to the rest of the employees. 

There are numerous ways to assist an employee with relocation costs. Most companies go the route of reimbursement programs, but there are packages where the company will handle everything on behalf of the employee so that they do not have to worry about it. Again, each different kind of program will have its pros and cons. 

It’s worth noting that no matter which method your company chooses to use for handling relocation expenses, some relocation technology can help keep spending within a budget.

3) Transportation Costs

Moving can be costly, by car or plane. Visiting the new spot before relocating is necessary to find housing and get to know the area. Relocation packages typically include reimbursements for two or three trips. This can also be a chance for the transferring employee to search potential neighborhoods and schools for their family.

4) Tax Implications

Relocating employees can face an unanticipated problem with taxes concerning relocation benefits. An employer may give a ‘relocation lump sum’ to cover relocation expenses, which is taxed as extra income at the employee’s ordinary tax rate.

Employees with a 25% tax rate will be taxed $2,500 on a $10,000 lump sum. This can be a financial strain, so many companies increase the lump sum to cover taxes.

5) Miscellaneous Expenses

One last suggestion to make a solid offer to a potential candidate is to have a miscellaneous expenses policy in your relocation package. Employees may incur costs when relocating. Ask them what expenses they anticipate and offer assistance to cover them, such as vacation days, spousal income loss, and packing services.

GMS Specializes In All of These Terms and Conditions

Look no further if your company needs help updating or creating employee relocation packages. Global Mobility Solutions (GMS) has been helping companies with their relocation services needs since 1987. Our expert team will listen to your wants and needs, then assist you in putting together the best relocation policies to make all your offers to new employees appealing for them to accept a relocation assignment. We specialize in helping companies provide their employees with the terms mentioned above. 

Reach out to us today to set up a free consultation. Within 24 hours, one of our business development managers will be in touch to get you started on setting up the most competitive relocation package in your industry.

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Cost-Effective Strategies for Managing Employee Relocations

young couple in their new home playing with dogs, while unpacking
Young Asian couple or family feeling happy relaxing and play with their cat after moving to new house or apartment.

use these tips to keep relocation costs within budget

It’s no secret that relocating an employee is a costly endeavor. Creating global teams for your business can be highly beneficial. However, you might lose money on the project if you fail to play your cards right. It’s easy to feel overwhelmed with all the expenses you encounter during this process. There is so much to account for when managing employee relocations. Just a few of these things would be: 

  • Moving company expenses
  • Benefits packages
  • Acquiring accommodation
  • International transport (when applicable)
  • HR department bonuses

And the list goes on. However, it’s not all bad news. If you work strategically, you can save on relocation costs while keeping your employees happy when getting them from point A to point B.

Create tiered packages for employee relocations

The first strategy you can use to stay on budget when relocating an employee is creating tiered relocation packages. This means that the benefits package for an entry-level employee who has been with the company for three months should differ from that of an executive. This is a widespread and very effective strategy. Many employers have three or even four relocation benefit packages. You can create additional layers to those categories based on employee productivity.

Secure housing before the move

There are a lot of hidden expenses that come with moving on a whim, from renting out storage for your employee’s items to an indefinite time spent in short-term accommodation. And since using a storage unit isn’t tax deductible for businesses anymore, it’s even more expensive. Securing housing for your employee before moving is an excellent way of managing employee relocations while saving money.

Additionally, one of the most common reasons employees won’t relocate for work is that the move seems too hassle. So, securing everything in advance will not just help you save money; it’ll also help with employee satisfaction.

Introduce expense caps

Introducing expense caps is a great way to ensure your relocation program stays on budget. Expense caps are a great way to ensure no employee abuses their allowance. It’ll prevent surprise expenses from becoming the norm within your relocation program. 

When introducing expense caps, there are two essential factors to keep in mind: 

  1. Permissible exceptions – You should have some leeway in your budget if something goes wrong during your employee’s relocation. If they need to make an unplanned expense that is deemed necessary, you should be able to provide that;
  2. Expense caps should be personalized – It’s important to remember that living expenses differ in different areas. Ensure that your expense caps are calculated with the average cost of living in the area in mind.

Managing employee relocations is not ‘one-size-fits-all’

While offering every employee the same budget, guidelines, and services when managing their relocations may seem much more straightforward at first glance, you’ll quickly realize that it’s not. For example, a young single employee will require very different services than an older married employee with two kids. 

It’s essential to account for the individual needs of every employee you are relocating. Don’t worry if some mistakes come up the first few times. After a while, you’ll learn which services and guidelines are necessary for which group of employees. Ensuring that benefits packages and relocation services are tailored to the needs of your employees will help you save in two main ways: 

  1. You’ll be able to cut out any expenses that aren’t necessary for that worker; 
  2. You won’t be cutting out vital things to your employee. This will help keep morale (and productivity) up.

Other Relocation Costs to Keep in Mind

Conversely, a great option is to secure a fully furnished new home for them. That way, they only need to bring essentials and valuable personal possessions. Some other ways to cut costs on a long-distance move would be: 

  1. Choosing the suitable date – Moving during the off-season (winter and fall) can usually get you lower prices; 
  2. Shopping around – Getting estimates from a few moving companies is a great way to ensure you’re getting the most bang for your buck; 
  3. Compound expenses – If you plan on hiring professional packers in addition to movers, try finding a company that offers both. That way, you can get a deal on both services instead of paying the total price for each.

Ready for the best deal on relocation services?

Global Mobility Solutions (GMS) is your best bet to get a proper quote when it comes to relocation services. First off, all of our service providers are strictly vetted. And second off, we use a multi-bid approach when it comes to hiring vendors for each move. 

Most relocation services companies (RMC) will have a trusted partner vendor they use most of the time. Which is why their prices stay set at what they are. But GMS will get multiple bids from different vendors so that our savings on relocation costs get passed on to you. 

If you’re ready to hear more about how GMS can help save your company money on relocation costs, contact us today to schedule a free consultation.

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IRS Increases Mileage Rate for Second Half of 2022

young woman filling up her car at the gas pump
woman filling up at the petrol pump

With Gas Prices on the Rise, IRS Increases Mileage Rate

The IRS announced in early June 2022 that they raised the optional standard mileage rate for the final six months of 2022. As a result, when taxpayers file for this year, they can use the new rate to calculate the deductible costs associated with driving for work and other certain purposes. 

The new rate is an increase of 4 cents, pushing it to 62.5 cents per mile. The rate increase comes with the recent spikes in gas prices. Typically the IRS adjusts mileage rates once a year, usually in the fall. But because of the hard-pressed times of fuel prices, the IRS felt the need to act earlier this year. As a result, for travel that took place from Jan. 1 through June 30, 2022, taxpayers will have to defer to the previous rate of 58.5 cents per mile when filing taxes next spring. 

“The IRS is adjusting the standard mileage rates to better reflect the recent increase in fuel prices,” said IRS Commissioner Chuck Rettig. “We are aware a number of unusual factors have come into play involving fuel costs, and we are taking this special step to help taxpayers, businesses and others who use this rate.” 

What the Mileage Rate Increase Means for Transferees

Like almost every other industry, high gas prices have an impact on relocation services. The tiny bit of good news here is that moving expenses are tax-deductible. So, this higher mileage rate can help offset moving expenses for those relocating for a new job or promotion. 

Many companies use Capped Relocation Policies. These policies are implemented to have a pre-approved, maximum budget that the company is willing to cover for their moving employee. This policy is meant to provide a measure of consistency with relocation costs.  

But the problem occurs in months like these when gas prices set higher costs for all aspects of the relocation process. With higher prices at the pumps, that means shipping household goods becomes much more expensive. Companies working under capped relocation policies should update their talent mobility programs ASAP, to ensure they provide enough coverage for new employees. 

If candidates feel they are not getting enough bang for their buck regarding relocation coverage, they may turn down the job offer. It is hard for companies to hire top talent in today’s market.

GMS Wants to Help with Relocation Costs

Global Mobility Solutions (GMS) team of expert relocation specialists always stays up to date with industry trends such as the mileage rate increase. We also specialize in assisting companies in updating or even creating relocation policies that make the process affordable for companies and beneficial for employees. 

GMS is here to answer any relocation-related tax questions, and we are always available to set up courtesy consultation meetings to review and update current relocation packages. Our goal is to ensure that your company is relocating your employees in the most cost-efficient way possible. Feel free to reach out to us today or check out our Knowledge Base, which is full of information on the relocation process.

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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