Global mobility policies are constantly evolving to meet the needs of companies at every scale—whether they’re relocating a handful of key talent or managing dozens of assignments worldwide. In our 2024 International All-Benefits Survey, we collected detailed policy data from 108 organizations across industries like Technology, Life Sciences, and Manufacturing. We found that once a program crosses the 25-move mark, its policy emphasis and operational practices begin to diverge, so we’ve used that threshold to segment and spotlight the most relevant insights for each cohort.
Below are policy considerations for programs under and over the 25-move mark—insights to consider as you tailor your mobility strategy.
Key Findings by Relocation Volume Cohort
Our 2024 International All-Benefits Survey includes data from both low-volume programs (68 companies managing fewer than 25 international relocations annually) and higher-volume programs. It highlights how policy structure, family support offerings, and the cost impacts of recent policy changes diverge between smaller and larger relocation populations.
Program Overview
The needs and requirements of international assignees continually evolve, requiring companies to offer more flexibility within their policies. Some corporations consider various assignment options beyond the standard short- and long-term assignments and permanent transfers that have defined the international mobility landscape for years.
- 25 Moves or Less: Companies with fewer than 25 moves typically stick to more traditional policies, offering fewer non-traditional options and more often requiring repayment agreements. This approach indicates a focus on cost control and maintaining conventional relocation practices.
- More than 25 Moves: Companies moving more than 25 employees tend to offer a wider range of relocation policies, including non-traditional options—such as policies for intra-country, intra-region Americas, and LATAM moves—which provide more flexibility for various types of assignments. These organizations are also updating repayment agreement terms, which suggests they’re looking for structured ways to manage relocation costs rather than relying solely on lump-sum payments.
Supporting the Family
Companies typically support family accompaniment on long-term assignments and permanent transfers, while those with short-term assignments are less likely to include family. While short-term assignments can offer US tax benefits, family members expenses are typically considered as the employee’s personal responsibility. As a result, many organizations opt to cover travel expenses for visits vs. covering family member accompaniment while on assignment:
- 25 Moves or Less: Companies with smaller mobility programs tend to emphasize support that helps employees adjust quickly, especially for short-term assignments. They are more likely to offer cultural and language training to ease the transition. However, they offer less assistance with pet shipments and do not extend additional time off for the moving process, indicating a more limited scope of family-oriented benefits.
- More than 25 Moves: In contrast, companies with higher international volumes are enhancing family support during relocations. There’s an increased focus on benefits that help with family logistics and settling in—such as expanded pet transportation support, more comprehensive acclimation services for long-term assignments, and a move toward global health insurance plans for consistent coverage across borders.
Cost-Impact & Policy Changes
Companies transferring fewer than 25 employees internationally offer fewer non-traditional relocation policies than those with higher relocation volumes, focusing on cost-effectiveness and basic needs. In contrast, companies with higher relocation volumes offer more comprehensive packages and specialized services.
- 25 Moves or Less: Companies with fewer moves tend to lean toward traditional cost-saving measures. They frequently offer lease cancellation benefits to help employees manage housing transitions. However, they are less likely to provide furniture allowances for long-term moves, suggesting a conservative approach in balancing employee support with cost management.
- More than 25 Moves: For companies with a high volume of moves, cost management is evolving. They are shifting from traditional methods—such as full-service household goods shipments—to more cost-effective options like furniture allowances. There is also a noticeable reduction in storage benefits, along with an increased use of relocation allowances. Moreover, the way tax gross ups are handled now varies by benefit and assignment type, reflecting a tailored approach to managing overall relocation expenses.
Potential for Outsourcing
For under-25 programs, RMCs provide full-service guidance—crafting policies, coordinating vendors, and offering hands-on assistance throughout each relocation. As volumes grow, companies extend that partnership into strategic domains—leveraging RMC expertise in data analytics, global compliance, policy consulting, and vendor optimization—to support a larger population and more intricate assignment types.
Optimizing Your Mobility Strategy
Our 2024 International All-Benefits Survey demonstrates that at the 25-move threshold, programs diverge: smaller volumes lean into core essentials, while larger volumes lay on flexible options and tailored benefits. Recognizing where—and why—these trends shift is critical for HR and mobility leaders aiming to:
- Fine-tune global assignment strategies
- Manage relocation budgets effectively
- Deliver the right level of support for every relocating employee
NEI brings deep expertise in navigating relocation regulations and best practices—helping clients avoid compliance pitfalls, negotiate favorable service-provider rates, and provide personalized support that keeps both companies and their employees moving confidently across borders.
About NEI Global Relocation
NEI is a certified Women’s Business Enterprise headquartered in the U.S., with in-region offices and teams in Switzerland and Singapore. As a full-service global relocation and assignment management company, we partner with clients around the world to provide consultative guidance and tailored solutions. NEI services more than 200 clients, including many Fortune 500 and Fortune 1000 companies, and delivers strategic insights, benchmarking, and trend analysis that help clients make informed, forward-looking mobility decisions.
Global mobility policies are constantly evolving to meet the needs of companies at every scale—whether they’re relocating a handful of key talent or managing dozens of assignments worldwide. In our 2024 International All-Benefits Survey, we collected detailed policy data from 108 organizations across industries like Technology, Life Sciences, and Manufacturing. We found that once a program crosses the 25-move mark, its policy emphasis and operational practices begin to diverge, so we’ve used that threshold to segment and spotlight the most relevant insights for each cohort.
Below are policy considerations for programs under and over the 25-move mark—insights to consider as you tailor your mobility strategy.
Key Findings by Relocation Volume Cohort
Our 2024 International All-Benefits Survey includes data from both low-volume programs (68 companies managing fewer than 25 international relocations annually) and higher-volume programs. It highlights how policy structure, family support offerings, and the cost impacts of recent policy changes diverge between smaller and larger relocation populations.
Program Overview
The needs and requirements of international assignees continually evolve, requiring companies to offer more flexibility within their policies. Some corporations consider various assignment options beyond the standard short- and long-term assignments and permanent transfers that have defined the international mobility landscape for years.
- 25 Moves or Less: Companies with fewer than 25 moves typically stick to more traditional policies, offering fewer non-traditional options and more often requiring repayment agreements. This approach indicates a focus on cost control and maintaining conventional relocation practices.
- More than 25 Moves: Companies moving more than 25 employees tend to offer a wider range of relocation policies, including non-traditional options—such as policies for intra-country, intra-region Americas, and LATAM moves—which provide more flexibility for various types of assignments. These organizations are also updating repayment agreement terms, which suggests they’re looking for structured ways to manage relocation costs rather than relying solely on lump-sum payments.
Supporting the Family
Companies typically support family accompaniment on long-term assignments and permanent transfers, while those with short-term assignments are less likely to include family. While short-term assignments can offer US tax benefits, family members expenses are typically considered as the employee’s personal responsibility. As a result, many organizations opt to cover travel expenses for visits vs. covering family member accompaniment while on assignment:
- 25 Moves or Less: Companies with smaller mobility programs tend to emphasize support that helps employees adjust quickly, especially for short-term assignments. They are more likely to offer cultural and language training to ease the transition. However, they offer less assistance with pet shipments and do not extend additional time off for the moving process, indicating a more limited scope of family-oriented benefits.
- More than 25 Moves: In contrast, companies with higher international volumes are enhancing family support during relocations. There’s an increased focus on benefits that help with family logistics and settling in—such as expanded pet transportation support, more comprehensive acclimation services for long-term assignments, and a move toward global health insurance plans for consistent coverage across borders.
Cost-Impact & Policy Changes
Companies transferring fewer than 25 employees internationally offer fewer non-traditional relocation policies than those with higher relocation volumes, focusing on cost-effectiveness and basic needs. In contrast, companies with higher relocation volumes offer more comprehensive packages and specialized services.
- 25 Moves or Less: Companies with fewer moves tend to lean toward traditional cost-saving measures. They frequently offer lease cancellation benefits to help employees manage housing transitions. However, they are less likely to provide furniture allowances for long-term moves, suggesting a conservative approach in balancing employee support with cost management.
- More than 25 Moves: For companies with a high volume of moves, cost management is evolving. They are shifting from traditional methods—such as full-service household goods shipments—to more cost-effective options like furniture allowances. There is also a noticeable reduction in storage benefits, along with an increased use of relocation allowances. Moreover, the way tax gross ups are handled now varies by benefit and assignment type, reflecting a tailored approach to managing overall relocation expenses.
Potential for Outsourcing
For under-25 programs, RMCs provide full-service guidance—crafting policies, coordinating vendors, and offering hands-on assistance throughout each relocation. As volumes grow, companies extend that partnership into strategic domains—leveraging RMC expertise in data analytics, global compliance, policy consulting, and vendor optimization—to support a larger population and more intricate assignment types.
Optimizing Your Mobility Strategy
Our 2024 International All-Benefits Survey demonstrates that at the 25-move threshold, programs diverge: smaller volumes lean into core essentials, while larger volumes lay on flexible options and tailored benefits. Recognizing where—and why—these trends shift is critical for HR and mobility leaders aiming to:
- Fine-tune global assignment strategies
- Manage relocation budgets effectively
- Deliver the right level of support for every relocating employee
NEI brings deep expertise in navigating relocation regulations and best practices—helping clients avoid compliance pitfalls, negotiate favorable service-provider rates, and provide personalized support that keeps both companies and their employees moving confidently across borders.
About NEI Global Relocation
NEI is a certified Women’s Business Enterprise headquartered in the U.S., with in-region offices and teams in Switzerland and Singapore. As a full-service global relocation and assignment management company, we partner with clients around the world to provide consultative guidance and tailored solutions. NEI services more than 200 clients, including many Fortune 500 and Fortune 1000 companies, and delivers strategic insights, benchmarking, and trend analysis that help clients make informed, forward-looking mobility decisions.
