Relocating a team member is more than just helping them pack boxes — it’s helping them rebuild a life. Whether you’re opening a new office, filling a leadership gap, or transferring top talent across the country (or globe!), how you support your employees during a move speaks volumes.
Yet many companies still underestimate just how much that support matters. In fact, a study by Impact Group found that 70% of employees would have benefited from additional relocation assistance to help them feel settled in their new environment.
From navigating new tax rules to figuring out how to get a birth certificate from another state for onboarding paperwork, a move is more than just logistics; it ultimately impacts loyalty and productivity as well.
A poorly managed employee relocation can push talent out the door. But when done right, it strengthens your culture, boosts retention, and elevates your employer brand.
This article will walk you through how to make employee relocation easy for both your team and your business.
Understand the Legal Basics
Before booking flights or dealing with packing boxes, it’s important to sort out the legality and immigration requirements tied to a relocation, especially if it means crossing borders.
For international relocations, start with immigration. Work permits, visa types (such as L-1, H-1B, or intra-company transfers), and dependent visas must be filed well in advance. Many countries often have processing delays due to bureaucracy and background checks, so starting as soon as possible is best.
Likewise, you’ll also need to consider tax residency rules (will your employee need to pay taxes in two countries?), health insurance eligibility, and spouse visas (can your employee’s spouse also work, or will they need their own work visa?).
Even domestic relocations within the United States have their own legal considerations. Each state has different income tax laws, employee regulations, and health insurance policies. It’s best to talk with your company’s lawyer to update any employment contracts and ensure compliance before the move and avoid any surprises.
Set Up Relocation Policies
If it’s your first time working with employee relocation, now is the perfect time to set up a foundation to make any subsequent relocations easier.
A clear, written relocation policy should define the following:
What’s included: Will the company cover movers, flights, lease break fees, home sale assistance, or temporary housing?
What’s not included: Are there spending caps or timelines for reimbursement? Is car shipment included? What about pet transport?
How it’s handled: Are you offering a lump sum, a direct bill through an employee relocation partner, or reimbursements?
According to a survey, the most common relocation benefits offered to employees were moving expenses (33%), sponsored trips to look for housing (18%), a lump sum to use as needed (16.5%), and payment for temporary living posts (16%).
Assist With Housing & Relocation Consultants
Most employees don’t have the time or local knowledge to hunt for housing while adjusting to a new job and city. That’s where you can step in and reduce stress.
Consider offering 30 to 60 days of temporary housing, whether that’s through Airbnb, a corporate apartment, or a relocation partner. If the move involves a significantly higher cost of living — for example, from Ohio to California — a cost-of-living adjustment can go a long way in helping your employee settle in without financial strain.
It’s also worth working with a relocation specialist, who is a dedicated local expert who can guide your employee through the process from start to finish.
These professionals are often a lifesaver for employees just settling in, as they can recommend the best neighborhoods, help with setting up essential services like internet, electricity, gas, and other utilities, and even offer assistance with enrolling children in school or daycare.
That’s not all, though. Many employee relocation specialists go the extra mile and help navigate everyday logistics like a driver’s license registration, setting up bank accounts, and choosing telephone plans. In international relocations, some consultants even coordinate with immigration lawyers to help with visa renewals or dependent visa applications.
Offer Frequent Check-ins
The relocation doesn’t end when the plane lands — if anything, the first 90 days post-move are often the most critical.
Scheduling regular follow-up sessions at 30, 60, and 90 days gives employees a structured opportunity to share what’s going well and where they may be struggling.
These conversations are your chance to uncover potential red flags. Has the employee been able to secure long-term housing? Is their spouse or partner adjusting to the new city? Are there unresolved HR systems, IT setup, or local onboarding issues? And most importantly, do they feel supported?
An open and honest dialogue helps troubleshoot problems before they escalate and shows employees that their experience is more than just a transactional move. Besides benefiting the employee, these check-ins will help with future employee relocations, especially if you identify any bottlenecks or problems early on.
At the end of the day, employee relocation is about people, not paperwork. When you support your team through one of life’s biggest transitions, you build loyalty that no retention bonus can match.
Photo by Alicia Christin Gerald; Unsplash
