The Situation
Relocation policies are a lot like wardrobes: if you don’t update them every so often, they stop fitting the current style — and in this case, the “style” is the reality of today’s housing and labor markets.
One company realized its relocation benefits were feeling a bit… 2019. Prices for everything from shipping furniture to securing temporary housing had gone up. Home sales were taking longer. And interest rates? Let’s just say they were no one’s favorite conversation topic at happy hour.
The Challenge
The company needed relocation policies that would:
- Compete with others in the industry (some of whom seemed to have bottomless budgets).
- Reflect today’s real costs, not yesterday’s guesses.
- Offer flexibility for everyone from entry-level hires to executives on the move.
In short: they wanted a relocation program that could keep both employees and finance teams smiling — not an easy combo.
Our Approach
Relocation Today rolled up our sleeves (figuratively… no bubble wrap involved) and did a deep dive into their program. Here’s how:
- Modeled actual relocation costs so no one would be shocked by the final bill.
- Benchmarked against industry and global standards (because nobody likes being “that” company lagging behind).
- Looked at market trends to see where prices were likely to go next.
- Identified ways to bring more flexibility to the table without overcomplicating the process.
The Big Moves (Pun Intended)
Here’s what we recommended to bring their policy into the present:
- Bigger Budgets Where It Counts Enough to cover reality, so employees don’t have to choose between moving their sofa or their sanity.
- Temporary Housing with Realistic Timelines Because “find your dream home in 30 days” is more of a reality TV plot than an actual plan.
- Closing Cost Adjustments More support for selling, capped and predictable costs for buying — so nobody’s floored (except maybe by their new hardwood floors).
- Interest Rate Relief Options like discount points or mortgage subsidies to soften the blow of today’s rates.
- Flexible Policy Tiers Scaled benefits for different roles — from the early-career go-getter to the seasoned exec — keeping everyone covered without overspending.
The Result
The refreshed relocation program:
- Aligned budgets with reality (goodbye constant exceptions).
- Improved the employee relocation experience (goodbye stress, hello smooth moves).
- Created a structure that’s ready for whatever the market throws next.
Bottom line: this company not only kept its competitive edge — it sharpened it. And when your relocation policy makes employees feel supported from the first box to the first key in the new lock, you’re not just moving people — you’re moving your business forward.
