Relocation is more than a line item — it’s an investment in your people and your business. But without solid benchmarks, it’s easy to overspend in the wrong places or cut back where it matters most. The strongest mobility policies find that sweet spot where costs are under control, employees feel genuinely supported, and the ROI is clear. Whether you’re fine-tuning your current policy or creating one from scratch, these five focus areas can help you get there.
Relocation benefits vary widely, and what’s “standard” in one industry or region may be lacking in another. When benchmarking, compare your offerings against peers in both your sector and the regions where you’re relocating employees. Look beyond cost alone — flexibility, family support, and onboarding timelines can be the differentiators that tip the scale for top candidates.
Knowing your average spend per move type — and how it stacks up to industry benchmarks — is key. But remember: cost savings mean little if they lead to higher exception requests or impact retention. The right policy strikes a balance, ensuring employees feel supported while keeping budgets in check.
Not every relocation looks the same. Tiered benefits, lump sums, and optional services allow you to tailor support for different employee levels, move types, and personal circumstances. The more adaptable your policy, the better it serves your workforce — and the fewer exceptions you’ll need to approve.
From immigration rules to tax reporting, compliance gaps can create costly and time-consuming issues. Benchmarking against peer policies can reveal blind spots and help you proactively address potential risks before they become liabilities.
The best mobility policies don’t just guide moves — they power decision-making. Integrated technology allows you to track relocation progress, analyze data, and measure ROI. This visibility helps you refine your program, improve employee experiences, and demonstrate value to stakeholders.
With CRI’s policy consulting and design services, you’ll see exactly where your policy stands — identifying gaps, ensuring compliance, and staying competitive without losing sight of the employee experience.