Tag: employee relocation

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Why Offering the Best Employee Benefits Is a Competitive Advantage in 2026

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Employee Retention Strategies Speak Volumes about a Company

In today’s evolving workforce, offering competitive salaries in the hiring process is no longer enough to attract and retain top talent. Employees now value strong benefits packages. These packages support their finances, lifestyle, flexibility, and long-term career growth. 

Employees now value strong benefits packages.  These packages support their finances, lifestyle, flexibility, and long-term career growth. For organizations looking to stay competitive in 2026 and beyond, investing in strong employee benefits is no longer optional; it’s essential.

At the core of this shift is a growing emphasis on the overall employee retention strategies. Candidates are evaluating employers based on how well they support work-life balance, career mobility, and personal needs. Companies that offer robust benefits are better positioned to stand out in a crowded hiring market and to improve retention and engagement among existing employees.

An Employee Benefit That Gets Overlooked

One of the most impactful and often underutilized benefits is corporate relocation benefits. As businesses expand into new markets and adopt more flexible workplace strategies, the need to move talent efficiently has become increasingly important. A well-structured relocation assistance program enables companies to access a broader talent pool, rather than being limited by geography. It also demonstrates a commitment to employee success by easing the financial and logistical burden of moving.

Corporate relocation benefits can include everything from temporary housing and home sale assistance to destination services and miscellaneous expense allowances. When executed effectively, these programs reduce employee stress and help them focus on their new role more quickly. This not only improves productivity but also enhances the employer’s overall perception

Other Benefits to Keep in Mind

Beyond relocation, leading organizations are building benefits packages that reflect modern workforce expectations. This includes flexible work arrangements, mental health support, professional development opportunities, and personalized benefits that cater to diverse employee needs. The goal is to create a holistic approach that supports employees at every stage of their journey.

From a business perspective, the return on investment is clear. Companies that prioritize employee benefits often see lower turnover, higher engagement, and stronger employer branding. In contrast, organizations that fail to evolve risk losing top talent to competitors who offer more comprehensive support.

Ultimately, offering the best possible benefits is about more than just perks; it’s about creating a workplace where employees feel valued, supported, and empowered to succeed. HR teams should already be focused on talent attraction strategies. Incorporating strategic benefits like relocation assistance not only strengthens talent acquisition efforts but also reinforces a company’s commitment to growth and mobility.

As the competition for talent intensifies, companies that invest in their people will lead.

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Corporate Relocation Domestic Relocation Domestic Relocation Challenges Global Mobility Global Relocation Home Purchase Relocation Best Practices Relocation Challenges Relocation Programs

Case Study: 2026 Destination Services & Rental Market Trends Report

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5 Insights Every Mobility Program Should Act On

Employee relocation is entering a new phase of complexity and opportunity.

Fresh insights from Global Mobility Solutions’ 2026 Destination Services & U.S. Rental Housing case study reveal an industry that isn’t slowing down. Instead, destination service providers (DSPs) are modernizing operations, expanding geographically, and leaning heavily into technology to keep pace with rising rental costs and faster-moving housing markets.

The survey, covering 142 high-volume DSPs managing more than 39,000 annual service authorizations, shows strong demand, steady growth, and clear signals about where corporate mobility programs must adapt next.

For HR and mobility leaders, the message is simple: the status quo isn’t enough. Here are five trends shaping 2026 and the actions every mobility program should take now.

Click here to access the case study

1. Service Demand Is Rising, But Markets Are Moving Faster

Most DSPs reported year-over-year growth in 2025 and expect volumes to increase again in 2026. Yet the rental environment has changed dramatically.

Tighter inventory and rising rents mean transferees often have fewer viable options and must make faster decisions. Homes lease in days, not weeks, compressing timelines and increasing pressure on relocating employees.

When markets accelerate, insufficient support leads to rushed housing choices, early lease breaks, and costly exceptions.

What to do:
Treat destination services as a risk-reduction strategy, not an optional perk. Expand support in competitive markets and ensure employees receive enough time and expert guidance to make informed decisions.

2. Three or More Service Days Produce Better Outcomes

One of the clearest findings in the data is the direct relationship between authorization length and relocation success.

Assignments of 1–2 days typically include just 1–3 hours of research and limited property viewings. By contrast, 3–4 day programs double research time and expose transferees to significantly more housing options. Five-plus days allow deeper neighborhood orientation, commute evaluation, and school research.

More time equals better decisions and fewer downstream costs.

What to do:
Reevaluate policies authorizing fewer than three service days. Extending to at least three days can reduce dissatisfaction, minimize rework, and improve long-term retention.

3. Geographic Demand Is Concentrated and Strategic

North America continues to dominate destination activity, accounting for more than half of all assignments. Within the U.S., five states consistently lead inbound demand:

  • California
  • Oregon
  • Texas
  • Florida
  • New York

These markets benefit from strong infrastructure, tax advantages, tech and AI expansion, and deep talent pools. Meanwhile, hybrid and remote work is redirecting assignments toward secondary cities that offer affordability and quality of life.

For corporate mobility teams, this creates a widening gap between high-cost coastal metros and more affordable Sun Belt alternatives.

What to do:
Segment policies by market tier. Align housing budgets and service levels with local realities rather than applying a one-size-fits-all approach.

Click here to access the case study

4. Rental Pricing Gaps Are Reshaping Housing Allowances

Rental costs tell a story of two Americas.

High-cost coastal states like Washington and California continue posting increases, driven by limited supply and strong employment growth. Meanwhile, markets like Arizona and Texas have seen modest declines as new multifamily inventory enters the market.

Data from sources such as Zillow and Apartment List show another important shift: 3-bedroom units now cost 55–60% more than 1-bedroom units across most states.

For families relocating with children, this premium materially impacts affordability and policy budgets.

What to do:
Recalibrate housing allowances annually and by bedroom size. Static budgets quickly become outdated in volatile rental environments, leading to more exceptions and employee stress.

5. Technology Is Becoming the Competitive Differentiator

If one theme defines the DSP roadmap for 2026, it’s modernization.

Every surveyed provider cited automated workflows as a priority. Most are investing in AI-enabled research, integrated APIs, and data analytics. These tools reduce cycle times, improve property matching, and deliver greater visibility for clients.

Destination services are evolving from a manual, transactional function into a connected, insight-driven advisory model.

Corporate mobility programs’ technology that max out on spreadsheets and email coordination will struggle to keep up.

What to do:
Partner with providers that offer integrated technology, real-time reporting, and data transparency. Automation and analytics aren’t just efficiency upgrades—they directly improve the employee experience.

The Bottom Line for Destination Services Trends 2026

The industry is entering the year with cautious optimism. Volumes are rising. Rental markets are stabilizing nationally with modest growth. And providers are investing heavily in smarter, more scalable service models.

But complexity isn’t going away.

Higher costs, tighter timelines, and employee expectations require corporate mobility programs to be more strategic than ever. The organizations that win in 2026 will:

  • Authorize sufficient service days
  • Localize housing budgets
  • Focus on high-demand markets
  • Leverage technology
  • Treat destination services as a critical success factor


Destination support is no longer just logistics, but it’s talent enablement.

Programs that adapt now will reduce costs, improve outcomes, and deliver the confident, well-supported relocations today’s workforce expects. Be sure to stay connected with GMS for more destination services trends 2026.

Click here to access the case study
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Corporate Relocation Domestic Relocation Global Mobility Global Relocation Global Relocation Tips Global Relocation Trends Relocation Best Practices Talent Management Talent Mobility

Employee Benefits and Relocation: How Mobility Programs Support Retention and Recruitment

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In today’s competitive labor market, salary alone is no longer enough to attract and keep top talent. Candidates are evaluating employers based on flexibility, career growth, and the overall support they receive during major life changes, including relocation. That’s where strategic mobility programs come in. When employee relocation is positioned as part of a broader benefits strategy, it becomes a powerful tool for both recruitment and retention.

Forward-thinking organizations are no longer treating relocation as a transactional expense. Instead, they view global mobility as an investment in people, culture, and long-term business success.

Why Employee Relocation Benefits Matter More Than Ever

Employees who relocate for work face more than just packing boxes. They’re navigating housing markets, school systems, cost-of-living differences, and emotional transitions. Without proper support, even the most exciting opportunity can feel overwhelming.

Comprehensive employee relocation benefits reduce stress and create confidence. When employees feel cared for, they’re more likely to accept offers, start faster, and stay longer.

In fact, many candidates now ask about relocation packages during the interview process. A well-structured mobility program signals that your organization values employees beyond day one.

Mobility as a Recruitment Advantage

Recruiting top talent often means looking beyond local markets. Whether you’re hiring specialized tech professionals, healthcare experts, or senior leaders, the right candidate may live across the country—or across the globe.

Workforce mobility programs make it easier to say “yes” to the best person for the role instead of settling for geographic convenience.

Key recruitment benefits of relocation support include:

  • Expanded talent pools

  • Faster offer acceptance rates

  • Reduced candidate hesitation

  • Competitive differentiation

When candidates compare offers, a company that covers moving costs, temporary housing, and destination services stands out immediately. It shows preparedness and professionalism.

A smooth relocation experience also creates a strong first impression, reinforcing the employer brand from the start.

Retention Starts With a Positive Move Experience

While relocation often focuses on hiring, it’s equally important for retaining existing employees.

Internal mobility, promotions, transfers, and new office openings keep employees engaged and growing within your organization. But if moving feels risky or burdensome, employees may decline opportunities or look elsewhere.

Supporting internal moves encourages employees to stay with your company rather than seek advancement externally.

Consider how mobility programs help retention:

  • Reduced financial strain

  • Less personal disruption

  • Faster adjustment in new locations

  • Greater loyalty to the employer

When employees feel their company invests in their success, they’re more committed in the long term.

Connecting Relocation to Your Benefits Strategy

Relocation shouldn’t exist in a silo. The most effective organizations integrate mobility into their broader employee benefits ecosystem.

Think of relocation as an extension of benefits like healthcare, wellness programs, and flexible work policies. All of these offerings aim to improve the quality of life. Relocation simply supports employees during one of life’s biggest transitions.

A modern mobility benefits strategy might include:

  • Lump-sum or managed relocation packages

  • Temporary housing support

  • Home sale or purchase assistance

  • Cost-of-living guidance

  • Spousal/partner job search help

  • Cultural and destination services

These benefits remove barriers that might otherwise prevent employees from accepting new roles or staying engaged.

The Role of Technology in Modern Mobility

Today’s employees expect transparency and convenience. Paper-heavy, manual relocation processes can create confusion and frustration.

Digital tools and centralized platforms allow employees to track expenses, manage timelines, and access resources in one place. This improves communication and reduces administrative burden for HR teams.

Technology also gives employers real-time visibility into costs, compliance, and employee satisfaction, making mobility programs easier to scale and optimize.

By modernizing relocation management, companies create a smoother, more predictable experience that supports both productivity and morale.

Supporting Diversity and Inclusion Through Mobility

Workforce mobility programs also contribute to diversity, equity, and inclusion initiatives.

When relocation support is equitable and flexible, more employees can pursue opportunities regardless of financial circumstances or personal situations. Assistance for families, dual-career couples, and international employees ensures everyone has access to growth.

Removing these barriers broadens leadership pipelines and helps organizations build more diverse teams.

Building a Program That Works

Not every organization needs the same relocation solution. The most effective programs are flexible and aligned with company culture, budget, and workforce needs.

Start by asking:

  • Which roles require relocation most often?

  • What challenges do employees face during moves?

  • How can we simplify the experience?

  • Where can technology improve visibility?

Partnering with an experienced mobility provider can help design tailored solutions that balance cost control with employee care.

Work with GMS to Strengthen Employee Retention

Employee relocation benefits are no longer just an operational task, it’s a strategic advantage that directly impacts recruitment, retention, and overall employee satisfaction. Organizations that integrate mobility into their total rewards strategy create a meaningful competitive edge, making it easier to attract top talent and retain high performers in the long term. 

When employees feel genuinely supported through major life transitions, they’re more productive, loyal, and committed to growing with the company. That’s why partnering with an experienced provider like Global Mobility Solutions (GMS) ensures every move is seamless, cost-effective, and people-first; helping businesses turn mobility into a true driver of sustainable growth. Contact us today if you have questions about employee relocation packages.

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Corporate Relocation Domestic Relocation Global Mobility Global Relocation Relocation Best Practices Relocation Programs

Domestic vs. International Employee Relocation: What Employers Need to Know

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As organizations compete for talent across cities, countries, and continents, employee relocation has become a critical component of workforce strategy. While domestic and international relocations share the same goal—supporting a successful transition for employees—the complexity, costs, and risks involved can differ significantly. For HR and talent mobility teams, understanding these differences is essential to building programs that are compliant, cost-effective, and employee-centric.

Understanding Domestic Employee Relocation

Domestic relocation typically involves moving an employee within the same country. While it may seem straightforward, domestic moves still require careful planning and coordination to ensure a positive employee experience and minimal business disruption. Common considerations include household goods transportation, temporary housing, home sale and purchase assistance, travel expenses, and family support services.

From an employer’s perspective, domestic relocations generally involve fewer regulatory hurdles and shorter timelines than international moves. However, costs can still add up quickly, especially in competitive housing markets or when multiple benefits are bundled into a single policy. Clear guidelines, realistic budgets, and consistent communication are key to keeping domestic relocation programs efficient and equitable.

What Makes International Relocation More Complex

International employee relocation introduces an entirely new layer of complexity. In addition to physical moving logistics, employers must navigate immigration requirements, tax compliance, currency differences, cultural integration, and local labor laws. Visa processing, work permits, and compliance timelines can significantly impact start dates and project planning.

International moves also require a stronger focus on employee and family support. Cultural training, language assistance, destination services, schooling guidance, and spousal support often play a major role in assignment success. Without these resources, employees may struggle to adapt, increasing the risk of assignment failure or early repatriation.

Key Cost Differences Employers Should Expect

While domestic relocation costs are often more predictable, international relocation expenses tend to be higher and less standardized. International moves may include shipping household goods overseas, extended temporary living, tax gross-ups, relocation allowances, and ongoing assignment support. Employers must also account for fluctuating exchange rates and country-specific costs that can affect overall budgets.

Both types of relocation benefit from proactive cost management and transparency. Employers that clearly define benefits, leverage trusted service providers, and track expenses consistently are better positioned to control costs while maintaining a strong employee experience.

Compliance and Risk Management Considerations

Compliance is a critical differentiator between domestic and international relocation. Domestic moves typically involve state or regional regulations, while international relocations require adherence to immigration laws, tax treaties, and employment regulations in multiple jurisdictions. Failure to address these requirements can result in fines, delays, or reputational risk.

Partnering with experienced mobility professionals helps HR teams mitigate risk, stay compliant, and adapt policies to evolving regulations—especially for international assignments.

Choosing the Right Mobility Approach

Whether relocating employees domestically or internationally, the most successful programs are flexible, scalable, and tailored to business needs. Employers should consider the role, destination, duration, and employee profile when determining the appropriate level of support. A one-size-fits-all approach rarely delivers optimal results.

By understanding the differences between domestic and international employee relocation, HR and talent teams can design mobility programs that support growth, manage risk, and enhance the overall employee experience—no matter where opportunity takes their workforce.

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

young asian woman in business casual clothes using relocation checklist on whiteboard

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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Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Global Mobility Global Relocation Relocation Best Practices Relocation Programs

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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Common Employee Relocation Packages

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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.

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Domestic Relocation Tips Domestic Relocation Trends Employee Development Global Relocation Tips Global Relocation Trends

How Employee Relocation Has Changed Over the Years

newly relocated employee meeting with manager for the first time
Latin American man hiring a mover to help him and his wife with the process of moving house and closing the deal with a handshake

Here’s an overview of how talent mobility programs have transformed

Corporate relocation is a relatively recent development compared to farming, production, and hospitality industries. Nevertheless, the sector has experienced significant growth in recent years due to the increasing demand for relocation services.

Throughout history, it has been a frequent practice to transport groups of individuals over long distances to achieve a particular goal. This could be seen in the nomadic tribes who journeyed to find food, the exploration expeditions as countries competed for land, or the missions to procure specific resources. Industry pioneers have traversed vast distances for centuries and engaged with unfamiliar societies to conduct business. The concept of relocating for employment has been ingrained in human culture for centuries, but modern relocation practices took off in the 1950s. 

Following the conclusion of the Second World War, the corporate landscape underwent a significant transformation. Companies began to look for opportunities to grow outside of their domestic markets. The war had paved the way for cross-cultural collaborations, introducing a new era of interconnectedness. This global transition resulted in a notable rise in international assignments, as significant corporations sent their top talent to work in foreign countries.

In 1964, a significant achievement was made in talent relocation history. The establishment of what eventually evolved into the foremost organization for talent management and global mobility expertise, the Worldwide Employee Relocation Council (WERC), represented a significant milestone. This organization played a vital role in shaping the industry as we see it today.

The New Millennium of the 2000's

The significance of relocation services such as Destination Services and Intercultural Training became apparent following major mishaps that led to unsuccessful transactions. The 2000s saw a shift towards prioritizing the well-being of employees as individuals and ensuring the satisfaction of accompanying family members.

Relocation technology also took a huge step forward in making the relocation process more manageable for transferees and their employees. As companies began to recognize the importance of employee satisfaction and retention, the focus on providing comprehensive relocation services grew. This included assistance with finding housing and settling into a new location and support with cultural integration and language training. The emphasis on employee well-being led to the development of more personalized relocation packages tailored to the specific needs of each individual and their family.

Advancements in technology also revolutionized the relocation process, making it easier for employees to navigate the complexities of moving to a new country or city. Online platforms and mobile apps were introduced to streamline the relocation process, providing access to resources and information at the touch of a button. This improved the efficiency of relocation services and enhanced the overall experience for employees and their families.

Overall, the 2000s marked a significant shift in how companies approached employee relocation, emphasizing the well-being and satisfaction of their workforce. The evolution of relocation services and technology during this time laid the foundation for the modern global mobility industry, setting the stage for continued innovation and improvement in the years to come.

The Relocation Industry Today and Beyond

In today’s global economy, Switzerland, China, the United States, Mexico, the United Kingdom, Germany, Singapore, and Canada are top choices for international corporate relocations. Successful companies have flexible relocation partnerships to navigate the fast-paced business landscape. Dwellworks is well-equipped to streamline moves with a comprehensive range of services one interconnected company provides. 

Like many other sectors, the corporate relocation sector has been impacted by technological advancements. Cultural training services can now be accessed remotely and at flexible times to accommodate the hectic schedules of relocating workers. By utilizing technology, cultural trainers and Destination Services Consultants can customize their services to offer the most precise and practical support to new arrivals.

GMS Is, and Has Always, Been the Industry Leader

Global Mobility Solutions (GMS) has been a leader in the relocation industry since 1987. Our expert team is always willing to listen to your talent mobility needs and assist you in creating the best employee relocation policies.

With the rise of technology, GMS has adapted to provide top-notch services to meet the evolving needs of its clients. From virtual cultural training sessions to personalized consultations, GMS ensures that every aspect of the relocation process is tailored to the individual needs of each employee. This commitment to excellence has solidified GMS’s reputation as the industry leader in corporate relocation services.

Furthermore, GMS’s long-standing presence in the industry has allowed it to establish strong relationships with a network of trusted partners worldwide. This extensive network ensures that employees receive seamless support throughout the relocation process, regardless of where they are moving.

In conclusion, GMS’s dedication to innovation, personalized service, and global partnerships make it the go-to choice for companies seeking reliable and efficient corporate relocation solutions. Trust GMS to handle your talent mobility needs with professionalism and expertise. 

Contact us today if you’re ready to speak with a relocation expert.

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

How Spousal Support and Family Services Affect Relocation Decision-Making

Family With Children And Pet Dog Outside House On Moving Day

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

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

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

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

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

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

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

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

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

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

What GMS Does to Help Provide Spousal and Family Support Services

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

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

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

Things to Consider When Planning a Group Move

family in living room looking at laptop
Three young Indian businesspeople working together and having fun while doing it.

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

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

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

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

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

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

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

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

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

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

Why You Should Work with GMS for Group Moves

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

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

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

We're Here to Help! Request a Courtesy Consultation

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

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