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One Big Beautiful Bill and Household Goods Update: What’s Next for Mobility?
NEI Global Relocation (NEI) launched its 2025 Talent Agility Webinar Series with a forward-looking conversation on the shifting dynamics of global mobility hosting nearly 100 companies across the globe.
Opening the event was NEI’s Chief Experience Officer, Janell Anderson, CRP. The webinar discussion was moderated by Cindy Beitel, CRP, Senior Vice President, Global Client Relations, who guided the audience through insights designed to help organizations stay agile in an increasingly complex mobility environment.
The session explored two critical industry issues to help corporate mobility professionals stay ahead of change:
- One Big Beautiful Bill: Impacts and Considerations for Talent Mobility – how new legislation impacts immigration, tax, housing, and workforce policies for corporate relocation;
- Household Goods Update: Current State & Trends – the latest on capacity, logistics, and supply chain trends affecting move planning.
Session 1: One Big Beautiful Bill and the Changing Landscape of Relocation Policy
Mike Jackson, Vice President of Public Policy and Research at Worldwide ERC®, unpacked the implications of the One Big Beautiful Bill (or “OB3”)—from immigration and tax updates to housing and workforce policy—and what it all means corporate relocation programs moving forward.
Key Points Summary:
- OB3: A bill signed by President Trump on July 4, 2025. It was enacted through the budget reconciliation process, created in 1974, which allows budget-related legislation to pass with a simple majority vote in both House and Senate.
- Purpose: To extend or make permanent provisions from the 2017 Tax Cuts and Jobs Act (TCJA) that were scheduled to expire at the end of 2025 and prevent an estimated $1.5 trillion tax increase for both companies and individuals. Provided additional funding for various immigration and defense-related priorities
- Moving Expense Deduction: Still suspended for most taxpayers; beginning in 2026, restored only for U.S. Intelligence Community employees in addition to active-duty military.
- Corporate Tax Provisions: Permanently maintains the 21% corporate tax rate, reinstates deductions (e.g., R&D expenses, bonus depreciation), and continues Opportunity Zone incentives.
- SALT Deduction: Cap raised from $10,000 to $40,000+ through 2029, with phased down eligibility for individuals or couples making over $500,000.
- Implication for mobility professionals: Provides tax relief for many, particularly those going to/from higher cost locations. The level of tax benefit varies based on income level and locations involved. OB3 provides corporate stability, but leaves employee relocation benefits largely unchanged—requiring case-by-case tax planning for transferees according to their unique situations and the nuances of their circumstances.
- SALT Deduction: Cap raised from $10,000 to $40,000+ through 2029, with phased down eligibility for individuals or couples making over $500,000.
Key Takeaways for Mobility Professionals:
- Moving Expense Deduction: General suspension of ability to claim moving expense deduction and exclusion remains with no set expiration date, but 2026 expansion to Intelligence Community employees provides a “possible model for future broader reinstatement”.
- Expansion of State and Local Tax Deduction: Provides tax relief for many, particularly those going to/from higher cost locations; the level of benefit varies based on income level and locations involved.
- Corporate Provisions: Offer businesses clarity and predictability, but overall mobility impact tempered by yet to be determined economic headwinds (how tariffs may impact overall business environment, what may or may not occur related to interest rates, and how that impacts the broader economic situation, and lingering inflation concerns).
- SALT Deduction Expansion: Some transferees gain significant relief; others see no benefit depending on income and state tax exposure.
- New Immigration Fee Increases: U.S. Citizenship and Immigration Services (USCIS) has raised processing fees for employment-based and family-based visas. Companies should plan for higher costs and increased processing times for sponsoring foreign talent and greater compliance scrutiny.
- Actions: Companies should coordinate with tax advisors and mobility service providers to analyze individual transferee implications and adjust relocation policies accordingly.
Conclusion: OB3 for 2025 and Beyond
OB3 prevented a tax increase and delivered corporate stability, but it left other mobility concerns unresolved. For relocation and mobility professionals, it represents incremental progress, not a full restoration of employee tax relief. Ongoing advocacy and evidence of workforce benefits will be required to advance further reforms. It is critical for talent mobility to continue to tell its story and share why it's important for our industry.
Session 2: Household Goods Update – Current State & Trends
David Struck, Director of Business Development at Interconex, shared updates on capacity, logistics, and supply chain dynamics—and what they mean for move planning today.
Key Points Summary:
The moving industry is experiencing stable domestic activity and slight international growth, but faces significant external pressures.
- Domestic Market: Volume is mostly flat with good capacity available, which is a positive sign for service delivery. Labor shortages persist, but they are manageable given current demand. Smaller, containerized moves continue to rise, while overall costs remain stable. The key takeaway is stability — flat volumes and strong capacity mean the workforce is not under pressure, and service costs should remain consistent.
- International Market: Moderate growth is being reported, but it’s challenged by a range of external disruptions — including tariffs, geopolitical conflicts, canal attacks, port strikes, climate-related events, and restrictions on lithium-ion batteries. These factors are driving longer transit times and higher costs. While growth is encouraging, global instability is increasingly shaping the international moving landscape.
- Innovation: The industry is making meaningful strides with new technologies such as virtual surveys, video-based claims, and digital inventory tools. Sustainability programs like recyclable packing materials and discard/donate initiatives are gaining momentum. These innovations are improving efficiency, customer experience, and environmental responsibility.
- Success Factors: Preparation, flexibility, and proactive communication remain essential in managing both domestic and international moves. Companies that emphasize these practices are better positioned to handle unexpected disruptions and meet client expectations.
- Outlook: Domestic relocation activity is expected to remain steady, supported by available capacity and stable costs. International mobility, on the other hand, will continue to be influenced by a growing mix of geopolitical and environmental risks. The key is resilience — businesses must stay alert and adaptable to succeed in a shifting global environment.
Key Takeaways for Mobility Professionals and for Successful Relocations:
- Preparation: More lead time and detailed family information.
- Flexibility: Aligning services with housing availability and unique family needs.
- Communication & Actions: Initiation calls set expectations and build trust; and ongoing proactive updates are essential since many variables are outside of provider control.
Session Conclusion
The second session of NEI’s Talent Agility Webinar Series 2025 provided significant details and opinions around OB3 and Household Goods and their unique impacts on the global talent mobility space.
There’s much to be excited about – and plenty to consider – for HR and Global Mobility teams around new strategic variables and to reassess and re-shape future mobility policies and budget assumptions today.
Mark your calendar for our next webinar on December 4, 2025. Details and invites to come. Please contact your NEI representative or visit neirelo.com for more information.
About NEI Global Relocation
NEI is a certified Women’s Business Enterprise headquartered in the U.S., with in-region offices and teams in 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.
The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.
One Big Beautiful Bill and Household Goods Update: What’s Next for Mobility?
NEI Global Relocation (NEI) launched its 2025 Talent Agility Webinar Series with a forward-looking conversation on the shifting dynamics of global mobility hosting nearly 100 companies across the globe.
Opening the event was NEI’s Chief Experience Officer, Janell Anderson, CRP. The webinar discussion was moderated by Cindy Beitel, CRP, Senior Vice President, Global Client Relations, who guided the audience through insights designed to help organizations stay agile in an increasingly complex mobility environment.
The session explored two critical industry issues to help corporate mobility professionals stay ahead of change:
- One Big Beautiful Bill: Impacts and Considerations for Talent Mobility – how new legislation impacts immigration, tax, housing, and workforce policies for corporate relocation;
- Household Goods Update: Current State & Trends – the latest on capacity, logistics, and supply chain trends affecting move planning.
Session 1: One Big Beautiful Bill and the Changing Landscape of Relocation Policy
Mike Jackson, Vice President of Public Policy and Research at Worldwide ERC®, unpacked the implications of the One Big Beautiful Bill (or “OB3”)—from immigration and tax updates to housing and workforce policy—and what it all means corporate relocation programs moving forward.
Key Points Summary:
- OB3: A bill signed by President Trump on July 4, 2025. It was enacted through the budget reconciliation process, created in 1974, which allows budget-related legislation to pass with a simple majority vote in both House and Senate.
- Purpose: To extend or make permanent provisions from the 2017 Tax Cuts and Jobs Act (TCJA) that were scheduled to expire at the end of 2025 and prevent an estimated $1.5 trillion tax increase for both companies and individuals. Provided additional funding for various immigration and defense-related priorities
- Moving Expense Deduction: Still suspended for most taxpayers; beginning in 2026, restored only for U.S. Intelligence Community employees in addition to active-duty military.
- Corporate Tax Provisions: Permanently maintains the 21% corporate tax rate, reinstates deductions (e.g., R&D expenses, bonus depreciation), and continues Opportunity Zone incentives.
- SALT Deduction: Cap raised from $10,000 to $40,000+ through 2029, with phased down eligibility for individuals or couples making over $500,000.
- Implication for mobility professionals: Provides tax relief for many, particularly those going to/from higher cost locations. The level of tax benefit varies based on income level and locations involved. OB3 provides corporate stability, but leaves employee relocation benefits largely unchanged—requiring case-by-case tax planning for transferees according to their unique situations and the nuances of their circumstances.
- SALT Deduction: Cap raised from $10,000 to $40,000+ through 2029, with phased down eligibility for individuals or couples making over $500,000.
Key Takeaways for Mobility Professionals:
- Moving Expense Deduction: General suspension of ability to claim moving expense deduction and exclusion remains with no set expiration date, but 2026 expansion to Intelligence Community employees provides a “possible model for future broader reinstatement”.
- Expansion of State and Local Tax Deduction: Provides tax relief for many, particularly those going to/from higher cost locations; the level of benefit varies based on income level and locations involved.
- Corporate Provisions: Offer businesses clarity and predictability, but overall mobility impact tempered by yet to be determined economic headwinds (how tariffs may impact overall business environment, what may or may not occur related to interest rates, and how that impacts the broader economic situation, and lingering inflation concerns).
- SALT Deduction Expansion: Some transferees gain significant relief; others see no benefit depending on income and state tax exposure.
- New Immigration Fee Increases: U.S. Citizenship and Immigration Services (USCIS) has raised processing fees for employment-based and family-based visas. Companies should plan for higher costs and increased processing times for sponsoring foreign talent and greater compliance scrutiny.
- Actions: Companies should coordinate with tax advisors and mobility service providers to analyze individual transferee implications and adjust relocation policies accordingly.
Conclusion: OB3 for 2025 and Beyond
OB3 prevented a tax increase and delivered corporate stability, but it left other mobility concerns unresolved. For relocation and mobility professionals, it represents incremental progress, not a full restoration of employee tax relief. Ongoing advocacy and evidence of workforce benefits will be required to advance further reforms. It is critical for talent mobility to continue to tell its story and share why it's important for our industry.
Session 2: Household Goods Update – Current State & Trends
David Struck, Director of Business Development at Interconex, shared updates on capacity, logistics, and supply chain dynamics—and what they mean for move planning today.
Key Points Summary:
The moving industry is experiencing stable domestic activity and slight international growth, but faces significant external pressures.
- Domestic Market: Volume is mostly flat with good capacity available, which is a positive sign for service delivery. Labor shortages persist, but they are manageable given current demand. Smaller, containerized moves continue to rise, while overall costs remain stable. The key takeaway is stability — flat volumes and strong capacity mean the workforce is not under pressure, and service costs should remain consistent.
- International Market: Moderate growth is being reported, but it’s challenged by a range of external disruptions — including tariffs, geopolitical conflicts, canal attacks, port strikes, climate-related events, and restrictions on lithium-ion batteries. These factors are driving longer transit times and higher costs. While growth is encouraging, global instability is increasingly shaping the international moving landscape.
- Innovation: The industry is making meaningful strides with new technologies such as virtual surveys, video-based claims, and digital inventory tools. Sustainability programs like recyclable packing materials and discard/donate initiatives are gaining momentum. These innovations are improving efficiency, customer experience, and environmental responsibility.
- Success Factors: Preparation, flexibility, and proactive communication remain essential in managing both domestic and international moves. Companies that emphasize these practices are better positioned to handle unexpected disruptions and meet client expectations.
- Outlook: Domestic relocation activity is expected to remain steady, supported by available capacity and stable costs. International mobility, on the other hand, will continue to be influenced by a growing mix of geopolitical and environmental risks. The key is resilience — businesses must stay alert and adaptable to succeed in a shifting global environment.
Key Takeaways for Mobility Professionals and for Successful Relocations:
- Preparation: More lead time and detailed family information.
- Flexibility: Aligning services with housing availability and unique family needs.
- Communication & Actions: Initiation calls set expectations and build trust; and ongoing proactive updates are essential since many variables are outside of provider control.
Session Conclusion
The second session of NEI’s Talent Agility Webinar Series 2025 provided significant details and opinions around OB3 and Household Goods and their unique impacts on the global talent mobility space.
There’s much to be excited about – and plenty to consider – for HR and Global Mobility teams around new strategic variables and to reassess and re-shape future mobility policies and budget assumptions today.
Mark your calendar for our next webinar on December 4, 2025. Details and invites to come. Please contact your NEI representative or visit neirelo.com for more information.
About NEI Global Relocation
NEI is a certified Women’s Business Enterprise headquartered in the U.S., with in-region offices and teams in 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.
The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.
