Corporate Relocation Policy Development

Hit the Mark

An internal Relocation Policy is essential for the effective management of a satisfied, mobile workforce. Your policy, if well structured, will act as a frame work for human resources and your transferees. A concise, professional policy will reduce costs and improve communication channels between company and employ, paving the way for long-term, successful assignments.

Policy will vary greatly for different companies and these points cover some of the more common issues. The principle areas a relocation policy should address are:

Who is eligible for what?

New Staff / Existing Employees / Senior Management
Different assignments and different parameters call for various levels of support from the company. It is essential to identify which employees are eligible for support and the extent of the support given.

What relocation expenses are covered?

What is covered and how. Will you pay to have artwork crated or the children’s jungle-gym dismantled? Often this can depend on the level of the employee, but these are questions that should be decided before making the offer.

Is your policy competitive?

You want to attract and keep top performers. Your relocation policy should provide for a level of support that maintains a competitive edge when compared with other companies in your industry and market.

Have you addressed the support of the family?

The employee is not alone in their decision to relocate. The family will be of highest priority in their decision to accept an assignment. What support will you offer to employees families for schooling, integration, health cover and traveling expenses?