For some companies, covering removal services can be a smart and cost-effective recruitment tactic. Paying moving expenses can also help employers retain internal candidates, who are often more willing to bear the costs of hiring and training new employees. Some employers may try to lure candidates by mentioning in job advertisements that a removal service is available. Others will give you a lump sum after you’ve paid for your move and ask you to keep the receipt for the refund. Since the costs of moving are one-off costs for the company, it may be easier to negotiate the relocation costs package than to negotiate a higher salary.
Companies often use relocation packages to cover the costs of moving new hires and existing employees to new jobs. It is often said that it is in a company’s best interest to offer one in order to attract first-class staff from across the country. Here are some companies that will help you.
A relocation bonus tax can come into the equation, so you should try to have your moving costs covered by a relocation package as a top priority. If a company offers a lump sum that is not conditional, you may not have a clear idea of how to use it.
Do not assume that your company will offer sufficient relocation assistance. While company relocations are on the rise, don’t just assume that you’ve planned a nice big package so you can go out and accept a job offer. Ask what they want and ask what benefits and compensation they will need once they move. Companies spend an average of $19,303 to move a new rent from a tenant to their new job, but only $5,908 to a company that moves the homeowner of a newer rent.
The question of whether the employee is a homeowner or a tenant also plays a role in determining the size and scope of a relocation package. The core of a typical relocation package usually includes the costs of moving, storing and selling furniture and other household items, selling an existing home, and any costs incurred outside the home. Transfer companies pay directly for the costs of hiring, moving and relocating companies, as well as for the sale of furniture, appliances, furniture repairs or other services needed to help an employee or family move.
The cost of trucks, gas and car rentals, removal materials, meals and overnight stays for the removal company itself are some of the most popular items included in a removal package. In addition to relocation bonus tax, many employers also offer applicants the opportunity to see where they are going to move. Some employers offer their employees several trips so that they can fully settle in their new home before starting a business. In this way, they can get a feel for a city, prepare housing arrangements and conduct one last on-site interview.
From an HCM perspective, there are a few key issues that financial managers should keep in mind when managing relocations. Don’t stick to the moving costs. There are various moving costs for which employers are responsible, often including moving costs and perhaps even help for employees to sell their home in their current city. Some companies choose to offer their employees relocation packages instead of cutting jobs, although this is not always easy due to language barriers.
If you need to consider changing jobs or relocate to accept a promotion, ask your HR department if relocation services are available for you and your family. Most companies only offer relocation perks. If you have been entrusted with the management of a company setting up a new office in another state, your company may offer you relocations to help you make your decision. Some offer no relocation assistance at all.
