Articles & Whitepapers

Why Companies Are Moving to the U.S. Sun Belt

A significant number of companies continue to drift from high-cost regions toward the Sun Belt and the appeal of cheaper homes, warmer winters and, often, lower taxes, continues to draw companies and employees or entrepreneurs. What’s behind the trend and how could it reshape corporate relocation strategies?

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Heading South: Hard Numbers Show the Trend

Migration data reveals a clear pattern of households—and many companies—continuing to leave high-cost, often colder U.S. states in favor of more affordable, warmer regions. One theme stands out: the South and the Sun Belt are still gaining ground rapidly.

In 2024, California, New York, New Jersey and Massachusetts again topped the list of states people were leaving, underscoring the continued pull of lower-cost Sun Belt destinations. Certain states and their numbers clearly stand out as destinations:

• Since 2019, 25% of the 680 U.S. corporate relocations tracked by fDi Markets were companies leaving California¹ — the most of any American state, by far, according to the FinancialTimes while Texas attracted 20% of those moves and Florida pulling in about 13%.¹
• South Carolina netted about 68,000 domestic migrants between July 2023 and July 2024, making it the third-largest gain in the nation.⁶
• The Charlotte region of North Carolina gained 57,300 residents via migration between July 2023 and July 2024. This was a startling average of 157 new residents per day!⁷

These shifts highlight the real operational costs and workforce priorities driving companies to rethink headquarters strategy.

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Is the Sun Belt Advantageous?

The reasons companies are heading south are not just abstract, per se. They may be measurable:

• Skilled workforce availability: Nearly 48% of relocations cited access to talent as a key factor.¹
• Lower cost of operations: In some comparisons, wages, real estate, and living expenses in Austin or Miami can be 15–20% lower than coastal hubs.³
• Regulatory and tax relief: Many companies set up in more favorable operating environments with lower taxes. For instance, Texas has no personal income tax and no traditional corporate income tax, a pro-business regulatory climate, and relatively affordable living. Florida has no personal income tax and ranks among the lowest-tax states for businesses with a relatively low corporate income tax rate.^1,5

A number of well-known companies have made highly visible moves including:

• Oracle and Tesla relocated HQs to Texas in 2021.²
• Citadel, a $59B hedge fund, moved from Chicago to Florida in 2022.⁵
• Energy company Chevron shifted headquarters operations to Texas in 2024.⁵
• Other exits from California include Hewlett-Packard Enterprise, Palantir, Charles Schwab, and others.⁵

These headline shifts sit atop a larger wave: from 2018–2023, CBRE tracked 465 major HQ relocations nationwide with about half going to Texas³ and from 2018–2024, Greater Los Angeles lost 106 and the Bay Area lost 156 headquarters.⁴

Implications for HR Leaders

This movement is not about politics, it’s about strategy. For HR leaders, three themes matter most:

• Talent migration: Companies are following workforce shifts, with growing tech, finance, and logistics clusters in the Sun Belt. This means HR must anticipate where the talent pools are expanding and contracting, adjust recruiting priorities, and develop pipelines in emerging markets. Understanding local labor markets, cost-of-living trends, and skill availability can give your company a competitive edge when hiring and retaining top talent.
• Employer branding: As cities like Austin, Dallas, Miami, Nashville, etc. attract more companies, employer positioning must adapt. Job candidates will now compare potential employers not just by salary, but by location, lifestyle, weather, taxes, and future career opportunities. HR leaders will seek to ensure their company’s brand resonates in new regions, aligning messaging with the benefits of company-sponsored relocations, local culture, and community engagement initiatives. Strong employer branding can turn relocation into a recruitment advantage rather than a logistical challenge.
• Mobility policies: HR, talent management and relocation teams, must ensure relocation support is competitive and responsive to cost differences, talent demands, and regional culture. This includes everything from relocation allowances, temporary housing, and spousal support to tax guidance and local orientation programs. Thoughtful mobility policies can reduce turnover, accelerate onboarding, and enhance employee satisfaction—in many cases, turning what can be a disruptive move into a strategic opportunity.

In today’s shifting landscape, HR, talent management and relocation teams aren’t just supporting moves, they’re shaping how companies can thrive too.

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Is There a Broader Migratory Impact on Corporate Relocation?

The Sun Belt migration can reshape an entire corporate relocation ecosystem such as:

• Relocation programs become a differentiator: Companies with flexible, comprehensive mobility packages attract and retain talent more effectively than those offering standard or minimal support.
• Partnerships with relocation providers are strategic: Real estate advisors, tax specialists, and move coordinators are strategic partners in ensuring smooth transitions for employees and families.
• Integrated workforce planning: Rather than treating relocation as a one-time transaction, companies should link site selection, hiring, and mobility strategies to long-term workforce growth.

Companies that proactively manage relocations and talent distribution in response to the U.S. Sun Belt growth will position themselves to capture new opportunities, strengthen employee engagement, and build competitive advantage in emerging markets.

NEI will continue to monitor this trend and its impact on the relocation space. If you would like to discuss this or any other issue in greater detail, please reach out to your NEI representative at 800.533.7353.

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About NEI Global Relocation (NEI)

As a certified Women’s Business Enterprise (WBE), NEI partners with over 200 clients, including Fortune Global 100, Fortune 500, and Fortune 1000 companies—to deliver world-class global mobility and assignment management solutions. Headquartered in Omaha, Nebraska, with offices in Switzerland and Singapore, NEI helps companies transition employees smoothly across the globe.

NEI has consistently earned strong rankings in independent industry surveys, including the Trippel Nationwide Relocating Employee Survey and the Trippel Relocation Managers’ Survey, which highlight performance in both employee experience and client satisfaction. Recently, NEI has also been honored with multiple Gold Stevie® Awards, including recognition for Company of the Year – Business or Professional Services and Customer Satisfaction at the International and American Business Awards. These accolades reflect NEI’s commitment to service excellence and its leadership in the global mobility industry.

Combining consultative expertise, benchmarking, trend analysis, innovative technology, and end-to-end relocation solutions, NEI empowers organizations to make confident global mobility decisions and deliver exceptional relocation experiences.

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This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction

Sources:

1. fdiintelligence.com

2. businessinsider.com

3. Propmodo.com

4. Mysanantonio.com

5. Wilipedia.com

6. Flochamber.com

7. Axios.com

The Hidden Cost of Assignment Culture Shock—and How HR Can Turn Risk Into ROI

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When companies send employees on international assignments, the obvious costs get budgeted: relocation, housing, visa processing.  What’s less obvious—but critical—are the small cultural and “everyday life” misalignments that can slowly erode morale, performance, retention, and, in some cases, company ROI.

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What Data Tells Us About Expatriate Failures

An assignment “failure” can have different meaning to different companies or individuals, but it’s often translated as early returns from assignment, ongoing and hidden adjustment issues, or job underperformance impacting ROI. Consider the following data:

• Some studies have noted a roughly 30% higher expatriate failure rate in certain emerging markets compared to assignments in Europe, leading to wasted resources and potential inequities.¹

• Cultural awareness isn’t a ‘nice to have’; in many assignments, it is mission critical. A global mobility trends report found 38% of Global Mobility teams identify cultural differences as the key challenge in various locations.²

• Stress, relationships, and adaptation dominate early assignment risk. Over two-thirds of expatriates experience stress over job performance within the first four months and another two-thirds of expatriates report difficulties with their relationship with a new destination location manager. Relational or cultural misfires can precede more serious breakdowns.³

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What Some Programs Assume and What They May Be Missing

Even the most well-structured relocation programs can overlook subtle realities that make or break an employee or family’s international experience. Consider the following possible assumptions and gaps/hidden costs:

a)  Assumption: Housing and visa support are viewed as sufficient for assignment success.

• Gaps / Hidden Costs: Some employer mobility teams operating under strict budgets may expect employees, especially younger or single/couple employees, to figure things out on their own.  It is easy to underestimate how small daily life issues on assignment can make it harder to thrive. For example:
  
  • Buying groceries and required household products: This is especially frustrating where packages are in a foreign language.
  • Alarm systems: In some countries, these are truly needed, but not thought about beforehand.
  • Social expectations: How colleagues build trust, share feedback, or navigate hierarchy can vary significantly by country and make routine interactions challenging.
  • These are just a small sampling of issues that could lead to frustration and where counseling and professional support will prove invaluable.  

b)  Assumption: Families/spouses will simply adjust and thrive with more time on the ground.

• Gaps / Hidden Costs:  Spousal adjustment is frequently cited as one of the top drivers of failure. Without explicit support, the partner’s dissatisfaction often becomes the tipping point.⁴

c)  Assumption:  Micro-cultural knowledge is overrated. Orientation/training should center on top-heavy, country-level culture overviews.

• Gaps / Hidden Costs: Micro-cultural knowledge matters: social norms, etiquette, norms around emergency response; and expectations related to safety practices such as smoke alarms or fire drills. These can be overlooked, but deeply affect an employee/family’s assimilation on assignment.

By offering cultural adaptation assistance, HR and global mobility leaders can transform hidden risks into stronger engagement and assignment success. Consider the following country differences:

• Workplace practices also reflect cultural nuance:
  In Switzerland, punctuality is a non-negotiable, while in Brazil start times may be more flexible. Decision-making can be consensus-driven in the Netherlands, but in the U.S., leaders may make decisions quickly and independently. Feedback styles also shift: German workplace cultures are often described as favoring more direct feedback, whereas in Japan, feedback is often softened to maintain harmony and there may be reluctance to give a direct "no" to a request.
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• Social norms outside of work are as important as workplace practices:
  In Korea, meals typically start when the eldest at the table begins, while in France it is polite to keep both hands visible on the table. Queuing and waiting in line is taken very seriously in the U.K., but in China, lines may appear more fluid and competitive. Personal space can also vary as people in the Middle East may stand closer when speaking, while in Northern Europe larger distances are the norm.

NEI Case Study: South Korea to Israel Assimilation Challenge

Situation: A South Korean employee with specialized skills accepted a long-term assignment to Israel with his spouse and children. Though strongly encouraged at initiation, they refused pre-departure cultural awareness training offered at no cost by the client.  They did not speak Hebrew, and Korean language translation services in the destination were scarce. Balancing job demands, travel, and family needs, it quickly became stressful threatening assignment success and early repatriation.

Solution: NEI advised the client of these unique challenges and, together, strategized effective solutions. Ongoing support was provided through NEI’s local expert DSP, who spoke both English and Hebrew. This was facilitated for the employee, who spoke English and Korean, allowing smoother interactions.

Cultural training that was initially declined was re-proposed by NEI and accepted. The consultant spoke Korean fluently and traveled to Israel for in-person training. After completing the program, the family reported venturing out more and the spouse enrolled in local activities to meet people and network.

Result: Following these interventions, the family reported improved adjustment and the assignment was later extended by an additional year in Israel.

What Proactive Strategic Moves HR/Global Mobility Can Make Today?

Below are insights and strategic actions to help HR and Global Mobility leaders get ahead:

1. Consider embedding pre-departure cultural orientation in every assignment package. Cultural orientation isn’t just about a new country’s workplace culture, but about living-in a specific city or neighborhood, interacting with one’s neighbors, and community norms. Give employees/families checklists of possible “everyday surprises” derived from local experience.
2. Measure adaptation early and cheaply. Deploy quick surveys around a month into the assignment asking about small life stressors. Track employee concerns and, if hotspots emerge, build them into your standard orientation and cultural programs coverage.
3. Turn the spouse/partner into a strategic stakeholder. Offer support specifically for them! Social networks, orientation, perhaps small allowances to help them feel acknowledged and more in control. Their adjustment highly correlates with the expatriate employee’s success and that of your company.²

Why these important steps can pay off:

• Lower risk, since each ‘failed’ assignment can cost hundreds of thousands of dollars, depending on role, location, and assignment scope.⁵
• Higher retention post-assignment. As one report shows, roughly a quarter of expatriate employees leave their employer within two years of return—often due to dissatisfaction with their reintegration or for better job opportunities elsewhere.³
• Better visibility and reputation for global mobility programs. They don’t just move people, but help them integrate, engage, and perform effectively.

NEI Case Study: Attention to Cultural Details Starts Assignment Off Right

Situation: Sometimes employees or accompanying dependents have special requests due to their culture. NEI’s Account Executive working with a Japanese family moving to the U.S. with an elderly parent knew how important it was that temporary housing included a bathtub as, culturally, it is a standard item in Japan.

Solution: NEI worked with its service partners to accommodate the employee’s cultural needs. The Account Executive secured a residence with a bathtub.

Result: The assignee expressed appreciation for the accommodation, which contributed to a positive start to the assignment. When feasible, NEI supports special requests to help address cultural needs.

When in Rome, Do As the Romans Do

The phrase underscores a practical truth of international assignments: effective integration depends on adapting to local customs and everyday norms.

When HR/Global Mobility can shift from “managing logistics” to “orchestrating belonging” for relocating employees headed to a new country, it can change odds of success dramatically.

If you would like to discuss this or any other issue in greater detail, please reach out to your NEI representative at 800.533.7353.

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About NEI Global Relocation

NEI Global Relocation (NEI), a certified Women’s Business Enterprise (WBE), partners with over 200 clients, including Fortune Global 100, Fortune 500, and Fortune 1000 companies—to deliver world-class global mobility and assignment management solutions. Headquartered in Omaha, Nebraska, with offices in Switzerland and Singapore, NEI helps companies transition employees smoothly across the globe.

NEI has consistently earned strong rankings in independent industry surveys, including the Trippel Nationwide Relocating Employee Survey and the Trippel Relocation Managers’ Survey, which highlight performance in both employee experience and client satisfaction. Recently, NEI has also been honored with multiple Gold Stevie® Awards, including recognition for Company of the Year – Business or Professional Services and Customer Satisfaction at the International and American Business Awards. These accolades reflect NEI’s commitment to service excellence and its leadership in the global mobility industry.

Combining consultative expertise, benchmarking, trend analysis, innovative technology, and end-to-end relocation solutions, NEI empowers organizations to make confident global mobility decisions and deliver exceptional relocation experiences.

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This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.

Sources:

1. “The Expatriate Journey: Challenges and Mitigating Failure,” xpath.global.

2.“Global Mobility Statistics and Trends," Multiplier.

3. “The Expatriate Journey: Challenges and Mitigating Failure,” xpath.global.

4. “Expatriation stressors and the well-being of accompanying partners,” National Center for Biotechnology Information.

5. “The True Cost of a Failed International Assignment,” Relocate Magazine.

NEI Global Relocation Achieves Fifth Consecutive Year of SOC 1 & SOC 2 Zero Findings

NEI Global Relocation is pleased to announce that our Service Organization Control (SOC 1 and SOC 2) audits achieved ZERO findings for the 5th year in a row!

“This is a wonderful accomplishment and zero findings for the fifth year in a row reinforces the strength of NEI controls and our enduring commitment to excellence,” said NEI’s President/CEO, Michelle Moore.

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SOC 1 – Compliance with Financial Laws and Regulations to Combat Fraud

A SOC 1 audit is for service organizations and assesses the internal controls and procedures which are in place to protect client data and ensure controls around processes are operating as designed, more specifically related to financial reporting.

It validates an organization's commitment to delivering high-quality, secure services to clients. It provides customers with an independent assessment so they can be confident that financial laws and regulations comply with corporate responsibilities to combat corporate and accounting fraud.

“This 5-year milestone demonstrates our teams’ focus on protecting financial data, ensuring accuracy, and delivering secure, reliable solutions for clients and relocating employees,” said Michelle Moore.. “Consistency, integrity, and commitment to process excellence have been our teams’ keys to sustaining these results and, with our SAP transition completed, NEI’s even better positioned to scale with confidence while also preserving the transparency and control excellence our clients depend on.”

The American Institute of Certified Public Accountants (AICPA) specifies that a SOC 1 report provides assurance to clients that a service organization’s financial reporting adheres to the standards set forth in SSAE No. 18.

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SOC 2 – Availability, Security, and Confidentiality

The SOC 2 report addresses a service organization’s controls related to services, operations, and compliance. NEI’s SOC 2 reports on the criteria of availability, security, and confidentiality, often categorized under data security.

“Cybersecurity isn’t the responsibility of a single department or company—it’s a collective commitment,” said NEI’s Dar Andrews, NEI Chief Information Officer. “Reaching our fifth consecutive year of SOC 1 and SOC 2 compliance with zero defects reflects the shared accountability across our employees, clients, and suppliers in protecting our business systems.”

“NEI remains fully committed to protecting customer information,” added Kevin Sefcovic, NEI Information Security and Privacy Director, “by continuously advancing our security posture and proactively evolving our controls and defenses against the changing threat landscape.”

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NEI’s Consistent Results

Excellence is not simply a daily objective at NEI. It’s the benchmark that defines how we operate, deliver, and innovate constantly. Alongside our SOC 1 & 2 results, NEI has consistently earned top rankings in the industry’s two most important independent surveys:

• 2025 Trippel Relocation Managers' Survey - NEI achieved an industry-leading average rating of 2.00 across all categories measured outpacing the next-highest-rated RMCs by 0.73 and 0.93 points, respectively. NEI also earned a perfect 100% Net Satisfaction score in Overall Satisfaction for the second consecutive year, with #1 rankings in Performance, Quality, Transparency, and Culture & Partnership.
• 2025 Trippel Relocating Employees' Survey - For the second year in a row, NEI earned the highest average score in the 31st Annual Nationwide Relocating Employee Survey—and for the third consecutive year, we led the field in the competitive Large Sample category. NEI achieved an average satisfaction score of 8.64—the highest overall among all participating relocation management companies.

These industry distinctions reflect NEI's continued focus on delivering tailored, high-performing mobility solutions that support clients and their relocating employees / families across the globe.

Should you like more information about these SOC 1 and 2 Audit results or any NEI services, please reach out to NEI’s Michelle Moore, President/CEO, Dar Andrews, Chief Information Officer, or your NEI representative.

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About NEI Global Relocation

Global Relocation (NEI), a certified Women’s Business Enterprise (WBE), partners with over 200 clients—including Fortune Global 100, Fortune 500, and Fortune 1000 companies—to deliver world-class global mobility and assignment management solutions. Headquartered in Omaha, Nebraska, with offices in Switzerland and Singapore, NEI helps companies transition employees smoothly across the globe.

Combining consultative expertise, benchmarking, trend analysis, innovative technology, and end-to-end relocation solutions, NEI empowers organizations to make confident global mobility decisions and deliver exceptional relocation experiences.

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^{‍The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.}

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What 2026 U.S. Tax Law Means for Corporate Relocation & Mobility

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As global mobility teams prepare for the 2026 tax year, U.S. tax law changes enacted in 2025 carry significant ramifications for relocation policy design, cost modeling, and assignee experience.

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IRS Mileage Rates and Expense Reporting for 2026

Although the moving expense deduction is broadly suspended, the IRS released its 2026 standard mileage rates that continue to apply when specific taxpayers (e.g., military or intelligence community members relocating under qualifying orders) claim allowable moving expense deductions.¹

Relocation teams should incorporate updated mileage rates (72.5 cents per mile) within policy, expense estimate tools and counsel relocating employees appropriately where the mileage rate applies.

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Broader Employee Benefit and Deduction Changes

2026 tax brackets and rates, standard deductions, and retirement contribution limits were all modified to help keep up with inflation. Higher income thresholds may help an individual avoid moving into a higher tax bracket, while increased deduction amounts may lower an individual’s taxable income.

IRS tax inflation adjustments for 2026² that will apply when filing during the 2027 tax season include:
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Planning Implications

Staying abreast of these changes enables relocation professionals to mitigate unexpected tax liabilities and optimize relocation packages that remain competitive -- and compliant -- with evolving laws. Relocation teams should ensure program design and cost models reflect four core areas:

1. Gross-ups: Ensure taxable relocation reimbursements are properly grossed up to maintain net benefit value.
2. Non-deductibility: Communicate clearly that most employee-paid moving costs are not deductible.
3. Exceptions: Highlight limited cases for military or intelligence personnel.
4. Expense Reporting: Update tracking and reporting to align with IRS guidance and state tax requirements.

For NEI current clients, this has been reviewed for your situation and compliance. NEI is committed to helping you navigate all changes as they occur and is ready to assist anyone needing solutions that keep their mobility programs compliant, competitive, and aligned with their business strategies.

If you would like to discuss this or any other issue in greater detail, please reach out to your NEI representative at 800.533.7353.

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The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.

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Resources

1. IRS Notice 2026-10 and standard mileage rates details
2. Quick Guide to 2026 IRS Tax Changes and Inflation Adjustments – Mercer

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Millennials, Homeownership, and Relocation: What Employers Are Missing

Millennials have overtaken the Baby Boomer generation as the largest share of U.S. homebuyers. However, Millennials’ path to home ownership remains slower—and more expensive—than previous generations, something employers may wish to consider when relocating talent today.

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Majority Homeownership, But at a Cost

Millennials have had a tough path to homeownership: rising housing costs, student loan debt, and delayed life milestones have resulted in Millennials getting another nickname in the last ten years: Generation Rent.

But recent data tells of a changing story: home ownership rates remain below levels that Gen X and Baby Boomers had reached at the same age, but Millennials remain a driving force in today’s housing market². Consider that:

• About 55% of Millennials own homes in the U.S. as of 2024, according to Fool.com’s research based on U.S. Census data¹—positive news considering that many entered the housing market much later than their parents or grandparents.
• The National Association of Realtors (NAR) reported in 2024 that Millennials made up 28% of homebuyers, reclaiming their position as the largest share of buyers after briefly being surpassed by baby boomers in 2023.³
• When buying a home, over half of Millennials pay either the full asking price or up to 10% more, according to NAR and 66% cite owning a home as a key element of the American dream.⁴

For mobility professionals, this underscores an important point: many relocating Millennials will be in the process of buying or selling a home at the same time as they are moving for work. Providing access to vetted real estate agents, relocation mortgage options, and temporary housing can ease the transition and reduce stress during a career move.

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Regional Differences Matter

Millennial homeownership varies widely by geography:

• In lower-cost metros across the Midwest and South, they are achieving ownership at higher rates.
• In contrast, in high-cost coastal cities like San Francisco, Los Angeles, and New York, many Millennials remain priced out despite stable incomes.

A Florida Realtors analysis in 2023 emphasized that location is one of the biggest determinants of Millennial homeownership rates, with affordability gaps across regions widening in recent years.⁶

For employers, this highlights the need to consider geographic disparities when relocating this generation. A move from a low-cost region to a high-cost coastal city can dramatically change an employee’s financial outlook. Offering cost-of-living adjustments, housing allowances, or financial counseling can make relocations more sustainable and attractive.

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Affordability Challenges Remain

Even as home ownership numbers rise, affordability remains a primary challenge. Mortgage rates, which climbed above 7% in 2023, pushed potential buyers to the sidelines. Further, a 2025 report Real Estate Witch/Clever Real Estate found 52% of Millennials say high home prices are the biggest barrier to homeownership.⁵

For companies relocating Millennials, the difference between homeownership and renting is significant:

• Homeowning employees may need company support with selling or renting out their current homes, navigating mortgage portability, or handling tax implications tied to relocation. After years of rising home prices and elevated mortgage rates, 2025 is finally bringing relief for buyers and - for now - buyers are seeing the clearest affordability gains in years.
• Renting employees often require company assistance for breaking leases, securing deposits, or finding competitive housing in increasingly expensive markets or where supply is short.

Offering tailored mobility benefits helps companies remove barriers to relocation acceptance and improve employee acceptance rates.

Progressive companies are providing strategic support for relocating renters who want to fulfill their dream of homeownership and NEI increasingly sees progressive companies offering relocating renters reimbursement of destination home closing costs and direct-billed mortgage partner assistance.

Another method companies can use is contributing to home purchases for first-time homebuyers is offering funds towards new home down payments or closing cost assistance or other incentives in the form of forgivable loans that don’t have to be paid back unless the employee leaves the company within a certain period, perhaps two or three years. In light of California’s TRAPs law AB692 (“Stay or Pay”) and other states considering following suit to California, it’s important that any agreements offering forgivable loans be reviewed by one’s legal counsel to ensure repayment will be possible upon termination.

Relocation packages that include rental assistance, housing stipends, or partnerships with destination service providers can help Millennials manage affordability challenges in new markets. This is especially critical when destinations are high-cost locations where housing takes up a disproportionate share of income.

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Timing and Lifestyle Shifts

Millennials tend to marry and have children later than previous generations. These are milestones historically associated with buying a first home, but that may also be changing.

Accounting firm WWD CPA notes that “delayed household formation and slower wealth accumulation” have contributed to Millennials reaching homeownership later in life compared to Gen X or Boomers.²

From a corporate mobility perspective, this means relocations may involve younger, single employees who are renters, as well as older ones relocating with families who may own homes.

HR teams that differentiate support for these two profiles—flexible lease-break coverage for singles and family-focused destination services for homeowners with children—can align benefits with evolving life stages.

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Slower, Costlier and More Uneven Than Earlier Generations

With more than half now homeowners and Millennials reclaiming their position as the largest share of buyers, “the renter generation” label no longer applies as much as in years past.

Yet their road to homeownership has been slower, costlier, and more uneven than that of earlier generations as aspiring homeowners point to affordability as a key issue holding them back. For buyers and refinancers, affordability is finally improving in a meaningful way, though the path forward still depends on whether inflation continues to ease and the Fed follows with additional cuts in the future. The market feels optimistic.

For employers and Mobility leaders, the message is clear: relocation support must adapt to generational differences. Whether assisting renters with lease transitions or helping homeowners navigate mortgages and real estate transactions, companies that design relocation benefits around these needs will gain a competitive edge in attracting and retaining Millennial talent.

NEI will continue to keep you updated on this trend and its impact on the relocation space. If you would like to discuss this or any other issue in greater detail, please reach out to your NEI representative at 800.533.7353.

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About NEI Global Relocation

NEI Global Relocation (NEI), a certified Women’s Business Enterprise (WBE), partners with over 200 clients—including Fortune Global 100, Fortune 500, and Fortune 1000 companies—to deliver world-class global mobility and assignment management solutions. Headquartered in Omaha, Nebraska, with offices in Switzerland and Singapore, NEI helps companies transition employees smoothly across the globe.

NEI has consistently earned strong rankings in independent industry surveys, including the Trippel Nationwide Relocating Employee Survey and the Trippel Relocation Managers’ Survey, which highlight performance in both employee experience and client satisfaction. Recently, NEI has also been honored with multiple Gold Stevie® Awards, including recognition for Company of the Year – Business or Professional Services and Customer Satisfaction at the International and American Business Awards. These accolades reflect NEI’s commitment to service excellence and its leadership in the global mobility industry.

Combining consultative expertise, benchmarking, trend analysis, innovative technology, and end-to-end relocation solutions, NEI empowers organizations to make confident global mobility decisions and deliver exceptional relocation experiences.

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The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.

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Sources

1. Fool.com, Millennial Homeownership: Who’s Buying Homes and Where (2024).

2. WWD CPA, Homeownership Trends: A Millennial Perspective (2023).

3. National Association of Realtors, Millennials Reclaim Position as Largest Group of Home Buyers (2024).

4. The Spokesman-Review, Millennials and Mortgages: Navigating the Path to Homeownership (2023).

5. Real Estate Witch / Clever Real Estate — Millennial Home Buyer Report: 2025 Edition

6. Florida Realtors, Millennial Milestone: 50% Homeownership Rate (2023).

7. Komonews, Fewer Americans on the move, held back by cooling jobs market, limited home supply

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Beyond Dublin: How Ireland’s Housing Market Is Forcing a Rethink of Relocation Strategy

Dublin remains Ireland’s business hub, but rising housing costs and remote work flexibility are redistributing talent beyond Dublin. Forward-looking companies’ relocation packages must adapt beyond one-size-fits-all relocation strategies.

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The Irish Miracle

Multinational investment since the 1980s has reshaped Ireland’s economy so profoundly that it’s often referred to as ‘the Irish Miracle’ due to the country’s rapid rise from one of Europe’s slower economies. Today, it’s a global business hub where:

• Multinational companies generate nearly 90% of corporate tax revenue and the top 10 multinational companies alone contributed 57% of that revenue as corporate tax receipts surged from €4.6 billion in 2014 to €28 billion in 2024.¹
• Ireland’s corporate tax rate of 12.5%—among the lowest in the EU and OECD—and the 30% credit on qualifying R&D expenditures², have resulted in a pronounced concentration of economic activity and have drawn multinational corporations to the nation, particularly from the U.S.
• In 2024, foreign-owned multinational companies accounted for a record 88% of Ireland’s corporate tax revenue, up from 84% in 2023 while Irish owned multinationals paid 4%, and non-multinational (domestic Irish) companies paid 8% in net corporate tax.⁸

Many multinationals have shifted large portions of operations to Ireland and have invested many years and billions in Irish operations. Recently, financial software firm Workday earmarked $468 million (€413 million) for a 20-year lease of its new European headquarters in Dublin according to The Irish Independent.

But with Dublin’s cost of housing/living rising, they might find it less attractive to move talent there.

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The Center of Gravity: “Dublin or Nothing”

Corporations assumed, “If one wants top Irish talent, one pays Dublin rents and salaries” as the city has the deepest employees pool, international connectivity, and a growing cluster of top global companies.

But does that assumption still hold today for talent mobility strategies?

• Dublin is fifth most expensive of 37 European capitals for living costs when breaking down essential expenses.⁹
• The population living in Dublin is 28.5% of the country’s total, putting more pressure on the limited housing.³
• Soaring construction prices, planning delays and uncertainty around rent control policies have made it harder than ever to find housing, despite government announcing plans in 2025 to reduce minimum apartment sizes and requirements for open space and communal facilities.⁴
• Average Dublin rents have risen by approximately 70-to-90% since 2010 whereas salaries in Ireland have increased by roughly 25-to-30% over the same period according to NEI service partner Veron Mahon, Managing Director, Locators Relo in Ireland. This means housing costs have grown 2.5 to 3 times faster than wages. Veron, in a rent presentation to Technology Ireland, conveyed that for mid-career professionals earning €55,000-to-€70,000, their Dublin rent alone can absorb 40-to-55% of net take-home pay, far above the 40% affordability threshold that landlords require.

This widening affordability gap has measurable effects on employers with candidates increasingly turn down Dublin-based roles due to housing costs.

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Talent Is Fragmenting by Role and Life Stage

Dublin continues to attract international arrivals and specialized skills, but affordability challenges push domestic professionals—especially younger and mid-career workers—out of the capital to look elsewhere. Housing costs and availability today are the breaking point. Dublin rents remain far above the national average, and surveys show that affordability is now a clear constraint on recruitment.^5,6

Hybrid also allows skilled talent to base themselves in Irish cities while maintaining access to Dublin and shifts in where people want to live have redrawn Ireland’s talent map in ways many corporates have not yet built into their relocation models. The Western Development Commission found 14% of workers who experienced remote work since 2020 relocated, and of those, nearly two-thirds moved out of Dublin—often to Cork, Galway, Kildare, Mayo, and Donegal.⁵  

This is not yet a “mass exodus” from Dublin, it’s a selective shift in where people choose to work. However, for global employers, talent strategies centered only on Dublin may no longer fully reflect the evolving landscape as years’ past and make relocations there more costly than ever.  

For relocation leaders, this insight opens up new solutions in terms of options around moving people “only to unaffordable Dublin”. Instead, it provides the opportunity to design move or assignment packages that can flex across both Dublin and more inexpensive regional business hubs such as Cork, Galway, Limerick and Waterford, unlocking a wider talent pipeline.

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Uncovering Opportunity

Ireland’s residential construction output—particularly apartments—has not kept pace with population growth, inward migration, or corporate expansion. Forward-looking companies are already adjusting. Rather than offering a one-size lump sum for Dublin moves, they’re segmenting relocation offers based on employee profile and role:

• Housing-adjusted relocation bonuses: tying relocation support directly to other Irish housing markets makes roles outside Dublin more attractive while controlling costs.
• Hybrid commuter stipends: covering transport for staff who live regionally but commute periodically into Dublin balances employee preference with business need.
• Trial rentals and co-working support: subsidizing 3-to-6-month regional rentals or co-working memberships reduces risk for staff unsure about a permanent Dublin move.

These approaches aren’t just perks; they’re strategic tools. Three forces make this shift urgent in 2026 and beyond:

1. Housing affordability pressure continues to dominate headlines, with reports showing young professionals are delaying household formation and declining city relocations.^4,5
2. Government migration data confirms international inflows remain robust, but domestic relocation is skewed regionally.⁴
3. Remote work normalization means employees expect flexibility.⁷

Treating Dublin as the only relocation destination risks higher costs and slower hiring. Companies that adopt regionally sensitive relocation policies will unlock untapped labor pools and improve retention.

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A Trusted Advisor’s Perspective

Dublin’s affordability gap is now a strategic business issue, not just a lifestyle concern.

For corporate relocation leaders, the challenge isn’t just moving people. It’s aligning workforce mobility strategy with the new geography of talent. The winners will be those who:

• Refresh assumptions by recognizing that “Dublin or nothing” is outdated.
• Use data to recalibrate relocation packages to actual talent flows.
• Seize the opportunity to position flexibility as a differentiator in a competitive hiring environment.

Dublin will always remain Ireland’s main business hub, however more companies will likely treat it as the anchor for the nation, not the entire map.

If you would like to discuss global relocation, mobility or talent management strategy trends, please contact your NEI representative any time.

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About NEI Global Relocation

NEI Global Relocation (NEI), a certified Women’s Business Enterprise (WBE), partners with over 200 clients—including Fortune Global 100, Fortune 500, and Fortune 1000 companies—to deliver world-class global mobility and assignment management solutions. Headquartered in Omaha, Nebraska, with offices in Switzerland and Singapore, NEI helps companies transition employees smoothly across the globe.

NEI has consistently earned strong rankings in independent industry surveys, including the Trippel Nationwide Relocating Employee Survey and the Trippel Relocation Managers’ Survey, which highlight performance in both employee experience and client satisfaction. Recently, NEI has also been honored with multiple Gold Stevie® Awards, including recognition for Company of the Year – Business or Professional Services and Customer Satisfaction at the International and American Business Awards. These accolades reflect NEI’s commitment to service excellence and its leadership in the global mobility industry.

Combining consultative expertise, benchmarking, trend analysis, innovative technology, and end-to-end relocation solutions, NEI empowers organizations to make confident global mobility decisions and deliver exceptional relocation experiences.

‍

The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.

‍

Sources

1. Reuters

2. Central Statistics Office

3. Reuters

4. Western Development Commission

5. The Guardian

6. The Guardian

7. Silicon Republic

8. RevenueIE

9. The Irish Times

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Navigating AB 692: How California’s New Law Impacts Repayment Policies

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11 November 2025

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Situation Summary

Effective January 1, 2026, California’s Assembly Bill 692 (AB 692) bans most “stay-or-pay” agreements, which require employees to repay relocation, sign-on, or tuition benefits if they leave within one to two years.

Part of a broader push to limit employment restrictions and enhance worker mobility, AB 692 applies broadly to anyone working in California — including those who reside in the state, have California contract provisions, or work for companies with significant California operations.

The law bars employers from conditioning employment or benefits on repayment obligations, eliminating financial penalties designed to retain staff. Employers may not require repayment to the company, a training provider, or a debt collector upon termination, except when the employee leaves voluntarily or is terminated for misconduct.

Note:

• These impacts are wide ranging: repayment agreements for relocation benefits, immigration/visa fees, and retention/sign-on bonuses with payback provisions.
• Existing agreements signed before January 1, 2026, remain valid.

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Who’s Covered

AB 692 applies to anyone working in California--regardless of employer location or where the agreement was signed:

• Agreements signed while in California apply even if the employee later moves out of state.
• Agreements signed before moving to California may apply once work begins in the state.
• Multi-state programs that include California (e.g., rotational programs including time in California) are included.

Bottom line: The law is determined by where the work is performed, not where the employer is located.

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Exceptions, if Strict Conditions are Met

Certain educational or discretionary bonuses may still allow repayment if strict conditions are met:

• Exception for Discretionary Monetary Payments/Bonuses: Contracts for discretionary or unearned payments at the start of employment, such as a sign-on bonuses not tied to specific job performance, are permitted if all required conditions are met.
  
  • Agreement signed at outset of employment only
    
  • Must be separate contract from employment contract
  • Employees get 5 business days for legal review
  • Repayment must be prorated with no interest
  • Maximum 2-year retention period
  • Employees may defer payment until the end of the retention period, with no repayment required thereafter
  • No repayment required if company terminates employee (except for misconduct)
• Exception for Transferable-Credential Tuition Programs -- such as degrees or professional certifications -- if strict criteria are met (same as above) and that the credential is not a requirement of the position and can be transferred to another job

Note: The burden is on employers to ensure new agreements comply with the statute if they intend to rely on any of these possible exceptions.

Again, existing agreements remain valid if signed before January 1, 2026.

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NEI Recommended Client Actions

Companies should engage legal counsel immediately to audit and restructure all repayment agreements before the law’s January 1, 2026 implementation and actively assess which employees or policies could be affected. It is recommended that Legal, HR and Global Mobility teams work closely together on this issue to be fully prepared.

Reviewing and updating repayment policies now will help companies maintain compliance and signal a commitment to employee-focused practices in a changing regulatory landscape.

Keep in mind:

• Non-compliant agreements are void and unenforceable.
• The bill provides workers the ability to seek civil action against employers that violate in Labor Code, minimum $5,000 per worker.

While not certain at this time, some sources note that this could be a growing trend in other states and may be enacted elsewhere in the future. NEI Global will help clients stay informed on this issue and will continue to provide updates on changing legislation trends as they occur.

If you would like to discuss this in greater detail, please reach out to your NEI Global Client Relations Manager or NEI Global Client Development contact at 800.533.7353 any time.  

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This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.

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Beyond the Game: How the 2026 World Cup Will Move People and Economies

The 2026 FIFA World Cup is expected to be the largest sporting event in history, spanning 16 North American cities. It is likely to trigger a wave of economic activity and increased relocations in hospitality, security, sales, marketing, and event management. Mobility professionals and business travelers are encouraged to plan ahead for its wide-ranging impacts.

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Where Will They Take Place Exactly?

As the countdown to the 2026 FIFA World Cup continues, North America is preparing for a cross-border spectacle set to drive regional economies. The tournament—spanning 11 June to 19 July 2026—will attract millions of fans and be hosted across 16 cities in the United States, Mexico, and Canada including:

• United States (11): Los Angeles, Miami, Atlanta, Seattle, Houston, Philadelphia, Kansas City, Boston, Dallas, San Francisco/Bay Area, New York/New Jersey.
• Mexico (3): Mexico City, Guadalajara, Monterrey
• Canada (2): Toronto, Vancouver

This vast geographic reach of matches is a major expansion in scope and scale compared to previous World Cups. The 2026 event features 48 teams—up from 32 in previous tournaments—and 104 matches, an increase from the traditional 64.

The World Cup is also fueling infrastructure investments and even temporary/permanent corporate relocations in sectors like hospitality, security, transport, sales, marketing and event management. Already, some companies are planning for the repositioning of key staff to host locations. Event planners are opening satellite offices, and security companies and some transport providers are relocating staff to meet anticipated demand.

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What’s the Expected Economic Impact?

Officials project a multibillion-dollar economic windfall and tens of thousands of temporary jobs across North America:

• A Boston Consulting Group study projects that the 2026 World Cup could generate more than $5 billion in short-term economic activity across North America, supporting approximately 40,000 jobs and over $1 billion in incremental worker earnings.¹
• Individual host cities may see $160–$620 million in incremental economic activity, with net benefits of about $90–$480 million per city.¹
• Additional regional estimates reinforce strong economic benefits—for example, Atlanta anticipates $503.2 million in economic impact (including labor income)², and Los Angeles could see $594 million in total regional economic impact and with an estimated $34.9 million of tax revenue generated for government entities in Los Angeles County.³

These figures underscore the enormous scale of operations expected: stadium upgrades (e.g., new turf and renovations), public transit expansions, new venue constructions, plus the boom in short-term accommodations, logistics, staffing, and security.

What’s the Potential Impact on Global Mobility

The 2026 World Cup host cities represent a strategic cross-section of markets—from major global hubs to large and mid-sized cities, so it will be seen as not a single “disruption event”, but perhaps 16 distinct ones.

Afterall, when the U.S. hosted the World Cup in 1994, more than 3.5 million fans travelled to the country to watch matches across 9 major U.S. cities. In 2026, 5 to 7 million international visitors are expected to visit across the 16 playing locations mentioned above.

As every match will be a sellout in all three countries given that fans will attend from both their home countries and the games’ host countries, mobility professionals and business travelers/transferees are encouraged to plan ahead and consider the following:

• Travel Disruption: Airlines, rail providers, and transportation firms are expected to expand into key host city markets to handle and coordinate the increased operations, but expect and prepare for travel delays, hotel limitations and other challenges during the event period..
• Hotels/Temporary Housing Scarcity: Temporary housing in and around these 16 cities is expected to be limited in June and July and accommodation costs may likely be higher than normal.
• Immigration / Visa Wait Times: Though the U.S. will host 78 of the 104 matches, there is no clear evidence yet that the World Cup will directly cause delays for visas, however the anticipated surge in tourist visa applications could significantly increase the workload on certain U.S. embassies and consulates, potentially straining resources. If these offices are overwhelmed with visa requests for the World Cup, the wait times for all visa appointments could lengthen.
• Citizens of 42 Visa Waiver Program (VWP) countries -- including most of Western Europe, Japan, South Korea, and Australia -- can enter the U.S. for up to 90 days without a visa, as long as they apply through the Electronic System for Travel Authorization (ESTA) first. See the full list of VWP countries here.⁴

Loren Locke, an immigration attorney and former Department of State consular officer, has been monitoring the complexities of recent U.S. immigration policy changes and the challenges they could pose for the World Cup. She told the Washington Examiner. “It’s really important that would-be World Cup attendees from abroad make sure they have their travel authorization in place before investing heavily in their travel plans.”⁵

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What’s the Broader Story for Business Migration?

As the World Cup is more than a sporting event, it operates as a magnet for short-term corporate migration. For companies, the tournament can be a chance to test new markets and deploy people as necessary to capture both short and long-term value from a once-in-a-generation event.

From construction foremen dispatched for stadium refurbishments to security firms deploying teams to World Cup venues, businesses are already on the move. For example, the opening match in Mexico City will ignite a surge in hospitality and transport staffing; the final at MetLife Stadium -- in East Rutherford, New Jersey just outside New York City -- will be a surrounded by a massive effort around coordinated logistics and security.

Yet, the World Cup will leave behind more than stadium memories. It may spark infrastructure upgrades, jobs, and expanded business networks that has the opportunity to reshape the local economies for years.

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Guidance and Updates Up To and Through the Matches

NEI will continue to keep you updates on this global event and its impact on the global mobility space. If you would like to discuss this or any other issue in greater detail, please reach out to your NEI  representative at 800.533.7353.

NEI Global Relocation (NEI), a certified Women’s Business Enterprise (WBE), partners with over 200 clients—including Fortune Global 100, Fortune 500, and Fortune 1000 companies—to deliver world-class global mobility and assignment management solutions. Headquartered in Omaha, Nebraska, with offices in Switzerland and Singapore, NEI helps companies transition employees smoothly across the globe.

NEI has consistently earned strong rankings in independent industry surveys, including the Trippel Nationwide Relocating Employee Survey and the Trippel Relocation Managers’ Survey, which highlight performance in both employee experience and client satisfaction. Recently, NEI has also been honored with multiple Gold Stevie® Awards, including recognition for Company of the Year – Business or Professional Services and Customer Satisfaction at the International and American Business Awards. These accolades reflect NEI’s commitment to service excellence and its leadership in the global mobility industry.

Combining consultative expertise, benchmarking, trend analysis, innovative technology, and end-to-end relocation solutions, NEI empowers organizations to make confident global mobility decisions and deliver exceptional relocation experiences.

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^{This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.}

Sources:

1. US Soccer

2. Metro Atlanta Chamber

3. Squarespace

4. Boundless

5. Washington Examiner

Partners in Progress: Reflecting on NEI’s 2025 GPA Summit

On October 22nd and 23rd, NEI Global Relocation (NEI) was proud to host our 2025 Global Partner Alliance (GPA) Summit at the Embassy Suites by Hilton in Omaha Downtown Old Market this year.  

Every year, our GPA Summits deliver valuable insights, thought-provoking dialogue, and a vibrant celebration of the global relocation and talent mobility industry—and 2025 was certainly no different!

We had the opportunity to connect, learn and grow together with our service partners. It was a time to celebrate and continue forward working towards a common cause: our clients and relocating employees/families!

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NEI State of Business

This year’s event’s opening remarks was kicked off by event emcee Amy Smith, Director, Global Mobility Services at NEI followed by an NEI State of Business update given by NEI’s Michelle Moore, President / CEO.  Michelle welcomed the 112 service partners, including 75 guests representing GPA Sponsoring Companies and 19 Exhibitors from across the world that help contribute to the past year’s milestones and momentums at NEI, as well as a preview of great things to come.

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Key Industry Trends: 2025 U.S. Domestic All-Benefits Survey

An in-depth session, led by NEI Client Relations Manager Caitlin Forbes, presented key findings from NEI’s 2025 U.S. Domestic All-Benefits Survey. The session explored how business professionals can aim to modernize benefit frameworks, navigate the shifting landscape of employee benefits, and the most pressing and forward looking trends that shape U.S. domestic benefits strategies in 2026.

The 2025 survey has 179 company respondents and covers more than 40 U.S. Domestic relocation program components from self-service to VIP moves from 18 industries, including manufacturing, energy and utilities, technology, financial services, medical/pharma, and food and beverage.

It revealed both continuity and change in U.S. domestic relocation policies. Compared to 2023, companies are trimming niche programs (commuter, intern, rotational, and employee-initiated policies) while consolidating around core relocation components. Traditional housing benefits like GBO and BVO are shrinking, while flexible models—partial lump sums, core-flex, and family acclimation—are expanding.

Overall, the 2023–2025 comparison reflects a recalibration of relocation policy: less about blanket generosity, more about strategic flexibility, inclusivity, and employee experience. Organizations are balancing rising costs with the imperative to support talent mobility in a competitive labor market.

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Housing Market and Economic Trends: Driving Market Activity

Led by speaker and award-winning business economist Selma Hepp, PhD, CoreLogic/Cotality, our audience was treated to in depth, data-driven forecasts, discussions about regional variations and highlights about the very latest real estate, interest rates and emerging economic trends.

The presentation also focused on the potential directions the market may be headed in the industry and how best to position one’s self for success. Housing affordability for 2026 is predicted to remain a major challenge, even as lower population growth eases demand pressures. Global and domestic uncertainty, along with cautious credit policies, continue to weigh on sentiment despite expectations of falling interest rates as economic growth slows. Labor markets are cooling, but lower rates and easing inflation should gradually lift consumer confidence and borrowing capacity. While a persistent undersupply of new homes is likely to support property values, potential policy shifts and global risks could temper the recovery.

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Tech on the Move: The Next Chapter of Innovation

Hosted by NEI’s Enterprise Architect, J.R. Neal, with panelists Ryan Boyd, Senior VP, HR at NP Dodge Real Estate, and NEI’s Director of Marketing, Zac Turbes, and CIO, Dar Andrews, this engaging session hit on topics from AI and automation to cutting edge digital tools. The panel held a lively discussion about the trends, challenges and opportunities shaping tomorrow's industries.

The session went into detail discussing how, like past technological revolutions—from the Industrial Age to the birth of the internet—AI will transform every aspect of society, offering immense potential to enhance or hinder human creativity in deeply personal ways. The group felt that, to stay competitive, leaders must understand their business goals and begin safely integrating AI through small, practical wins—leading by example to build comfort, trust, and innovation across their teams. Strategically, companies must accept that AI is here to stay—and those that fail to embrace and harness it will be left behind.

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Celebrating 40-years of Milestones and Momentum

Followed our discussion about technology, NEI’s Pam Jacknick, SVP, Global Business Development hosted our Celebrating 40-years of Milestones and Momentum overview.

This session included an overview and introduction of both current and new NEI Global Business Development team members and their territories covered and then an overview of NEI’s momentum achieved. NEI was proud to share a video with our guests honoring NEI’s four decades of achievements, special company moments and - of course - the people who shaped NEI’s story and continue to drive our future forward.

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The Future of Work: A Collaborative Session

Before our lunch break, a very interactive session was held about The Future of Work: A Collaborative Session and hosted by Soo Gurtcheff-Smit, Senior Manager on Newland Chase’s Advisory Team and Justine Sansterre, Director of Client Relationship Management at Newland Chase.

The session went into interesting detail on how the workplace is evolving faster than ever -- driven by shifting employee expectations, rapid technological innovation and new business models. During the session, audience participants shared a multitude of perspectives, explored emerging trends, and co-created numerous ideas--sparking dynamic discussion, diverse perspectives, and forward-thinking ideas to help shape how we think about labor going forward.

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Feel It to Lead It: How to Master Emotions and Lead with Intention.

Our final, engaging presenter was Michelle Hill, Coach & Leadership Facilitator at Revela Group who provided an empowering presentation exploring how emotional awareness and intentional action can transform the way you lead and identified practical strategies to identify, understand and harness your emotions – especially under pressure – so you can make better decisions, strengthen relationships and inspire trust in the workplace or with your family.

Michelle said, “Knowing emotional intelligence in theory is like owning a gym membership and never going. Sounds good, but it won’t make you any healthier.” She also shared 3 Brain-Friendly Tools to manage your brain’s fight-or-flight” response in stressful situations:

1. Emotional Pause + Breath: 10 seconds: Deep Inhale - Long Exhale. Inhale for 4 counts, exhale for 6-8 counts. Mentally say: This is just a moment. I can choose my response.
2. Name It to Tame It: Label the emotion: “I am feeling frustrated.” Avoid global or dramatic statements (“everything is a mess”)
3. Shift to Curiosity: Ask: “What else might be true?” Assume Positive Intentions. Default to: Positive intent. Not to excuse others, but to stay in control of yourself.

…and Michelle left us all with a Challenge: This week: I will catch my first thought and choose my second. In one tough moment: I will try the tool of Emotional Pause + Breath… Name It… Curiosity.

As Michelle presented in the session, “We can’t always control our first thought, but we can notice it and choose our second.”

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NEI Service Partner Awards Ceremony.

NEI takes great pride in recognizing those who go above and beyond in delivering Service Exceeding Expectations to our clients and their relocating employees.

Each year, NEI honors service partners who demonstrate exceptional performance and integrity in their business, so our final session of the day concluded with our exciting Service Partner Awards Ceremony hosted by NEI leaders in their area of expertise.

In 2025, NEI was proud to present 32 NEI awards to our well-deserving service partners. For a full a list of all our winners, along with links to press releases for each category, please click here.  

Thank you to all of our amazing collaborators in helping to make NEI the leading RMC in the industry!

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Summit Conclusion

The 2025 Summit provided significant information, though provoking discussions and celebration around the global relocation and 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.

Please mark your calendars for our 2026 GPA Summit October 21 & 22 next year at the same Omaha location. Details and invites will be sent out next year. Please contact your NEI representative or visit www.neirelo.com for more information.

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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.

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^{The above summary article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.}

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Rethinking Relocation: The Ripple Effects of USD Volatility

A weaker dollar this year is reshaping the cost and experience of U.S. employee relocations, forcing HR and mobility leaders to rethink policies and protections.

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What’s Fueling the U.S. Dollar’s (USD) Decline?

The USD index fell about 11% between January and June 2025 — its steepest first-half drop since 1973 — according to Morgan Stanley. They also forecast the dollar could weaken by another ~10% through end-2026.¹

The Euro (EUR) to U.S. dollar (USD) exchange broke a fresh 4-year high near 1.188 as of September 18, 2025, and RBC Capital Markets believes that the EUR/USD rate will eventually strengthen to 1.24 by the end of 2026.²  

When the USD is considered weaker in foreign exchange, individuals with a “stronger” currency can buy more U.S. products or, for example, pay less in tuition fees if they go to American universities.

But for global assignments and relocations, currency volatility between home and host locations can frustrate companies who want to ensure their expat employees are kept “whole” financially and insulated from hardship.

A depreciating USD means that U.S. employees working abroad receive less local-currency value for dollars earned or benchmarked at prior exchange rates. Costs like daily living, housing, and schooling — which are billed in local currency — become more expensive in dollar terms when the dollar weakens.¹

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Pay Options

The recent decline of the USD has caused concern for U.S. assignees paid in home country currency abroad, but delight for assignees paid in host country currency.

To help employees accept assignments abroad and help ensure they will not suffer financial hardships, some U.S. organizations today choose to pay expats on a split payroll system, an approach to protect against currency fluctuations where a portion of compensation is paid in the host-country currency (for local living expenses) and another portion in home currency (for savings, etc.). This can help buffer expats against exchange-rate fluctuations.³

However, of companies participating in Mercer’s International Assignment Survey³:

• 31% pay entirely in home country currency.
• 27% split salary between home- and host-country currencies.
• 23% pay entirely in host country currency.

The survey shows more companies prefer a home-country currency approach and this is backed up by NEI findings:

“Though split payroll is an option, most of our clients use home-based payroll for international assignments, valuing the consistency and control it provides across borders," says Mollie Ivancic, SVP International Services, NEI Global Relocation.

“After all,” says Ivancic, “if each time an employee was to change their salary split, the company's payroll department would need to update two different payroll systems and ensure proper reporting in both countries. This would create a significant and inefficient administrative burden, and increase risk of errors.”

NEI recommends companies consult an expert service provider to determine what works for one’s individual needs and culture and the amount of administration required for every option.

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What Could HR & Global Mobility Leaders Do Differently?

Companies are taking a hard look at risk management strategies versus keeping an employee “whole” during an international assignment. There are also other areas companies could consider:

• Communicate proactively with expatriates so they understand how fluctuations will be managed, which portions of pay are fixed vs. variable.
• Clearly define which parts of compensation are exposed to currency risk and which are protected or guaranteed.
• Review COLA more than once a year: quarterly or semi-annual reviews are more responsive when currency markets are volatile.¹ Rapid currency shifts can make annual COLA updates deficient. Employers offering COLA protection need to monitor both inflation and exchange rate changes more frequently to maintain real purchasing power for expatriates.¹ Given the impact it can have on employees on international assignment, up to date information for higher cost of living and higher inflation locations is essential.

An Opportunity in Volatility

Currency fluctuations are likely to continue in the near future and their unpredictable nature will, by default, impact global employers sending employees across borders.

Though the USD’s devaluation presents challenges, it also presents opportunities.

Employers who adopt responsive policies — frequent COLA reviews, split-pay strategies, and transparent exposure to risk — not only protect their employees’ purchasing power, but could also gain a competitive advantage by being seen as equitable, adaptable, and trustworthy in the global mobility.

If you would like to discuss global relocation, mobility or talent management strategy trends, please contact your NEI representative any time.

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About NEI Global Relocation

NEI Global Relocation (NEI), a certified Women’s Business Enterprise (WBE), partners with over 200 clients—including Fortune Global 100, Fortune 500, and Fortune 1000 companies—to deliver world-class global mobility and assignment management solutions. Headquartered in Omaha, Nebraska, with offices in Switzerland and Singapore, NEI helps companies transition employees smoothly across the globe.

NEI has consistently earned strong rankings in independent industry surveys, including the Trippel Nationwide Relocating Employee Survey and the Trippel Relocation Managers’ Survey, which highlight performance in both employee experience and client satisfaction. Recently, NEI has also been honored with multiple Gold Stevie® Awards, including recognition for , Z of the Year – Business or Professional Services and Customer Satisfaction at the International and American Business Awards. These accolades reflect NEI’s commitment to service excellence and its leadership in the global mobility industry.

Combining consultative expertise, benchmarking, trend analysis, innovative technology, and end-to-end relocation solutions, NEI empowers organizations to make confident global mobility decisions and deliver exceptional relocation experiences.

‍

^{The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.}

Sources

1. ‍Morgan Stanley. What is Fueling the Depreciation of the Dollar? August 21, 2025. The U.S. dollar lost ~11% in first half of 2025; forecasted additional ~10% decline by end 2026.‍
2. RBC Euro To Dollar Forecast: EUR/USD To 1.24 By End-2026, 2027‍
3. Mercer. Paying Expatriates: Understanding Split Pay. Data showing split, home-currency, and host-currency pay percentages among companies surveyed.

With 60 #1 overall rankings since 2020 and an industry-leading 2.00 average ranking in 2025, NEI continues to define what trusted partnership looks like in global mobility.

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OMAHA, Neb., November 3, 2025 — NEI Global Relocation has once again emerged as a standout performer in the latest corporate mobility research, earning top ratings across multiple independent benchmarks from Trippel Survey & Research, LLC.

In the 2025 Relocation Managers’ Survey, NEI achieved an average ranking of 2.00 across all categories measured, earning distinction as the highest-rated relocation management company overall. This outpaced the next-highest-ranked firms by 0.73 and 0.93 points, respectively. NEI also received a perfect 100% Net Satisfaction score in Overall Satisfaction for the second consecutive year, while ranking #1 in Performance, Quality, Transparency, Service Recovery, and Culture & Partnership.

NEI’s leadership extended across the Trippel Nationwide Relocating Employee Survey, where the company earned the highest overall average score for the second year in a row, and led the large sample group for the third consecutive year. Together, these results reflect both corporate and employee confidence in NEI’s ability to deliver consistency, care, and measurable results worldwide.

“We’re proud of what these results represent, not just for NEI but for the evolution of global mobility as a whole,” said Michelle Moore, President and CEO of NEI Global Relocation. “They affirm that doing what’s right for clients and employees creates outcomes that endure year after year.”

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Sustained Excellence in an Evolving Industry

Since 2020, NEI has achieved 60 #1 overall category rankings, more than double its closest competitor. This record speaks to an uncommon consistency in a sector experiencing profound change. As corporations adapt to hybrid workforces, tighter budgets, and greater expectations for transparency, NEI’s steady performance underscores the importance of reliability and partnership in times of transition.

“Consistency isn’t static,” Moore added. “It’s about anticipating change, listening to our clients, and continuing to evolve. These results show that our approach, grounded in empathy, accountability, and insight, resonates with what organizations need most right now.”

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A Reflection of What Companies Value Next

The 2025 survey cycle also offers a lens into how corporate mobility priorities are shifting. A growing number of respondents cited trust, advisory insight, and data transparency as essential qualities when evaluating relocation partners. Nearly one in five organizations reported changing or considering a change in providers, signaling a recalibration of expectations for what partnership truly means.

NEI’s continued success across both corporate and employee perspectives illustrates how the company’s human-centered philosophy, combined with data clarity and responsiveness, aligns with these new priorities.

As the global mobility industry moves into 2026, NEI’s consistent recognition positions it as a model for how advisory-driven collaboration and transparent service can elevate both program performance and employee experience.

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About NEI Global Relocation

NEI Global Relocation partners with organizations worldwide to design and deliver high-performing mobility programs aligned with business objectives. Through a combination of transparency, advisory excellence, and award-winning service culture, NEI helps clients achieve operational success while enhancing the relocating employee experience.

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Celebrating Excellence: 2025 NEI Global Relocation Service Partner Awards Overview

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Each year, NEI Global Relocation celebrates the outstanding achievements of our service partners whose commitment, performance, and integrity set the standard for our industry. These partners play a vital role in delivering seamless relocations and embody our promise of Service Exceeding Expectations—ensuring our clients and their employees receive the highest level of care and support.

Below you’ll find this year’s award winners, along with links to press releases highlighting each category.

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Service Partner of the Year

AltoVita

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Service Exceeding Expectations

Alexander's Mobility Services

Corporate Living, LLC

CWS Corporate Housing

GlobeSpec

IMPACT Group

Interconex Inc.

International Professional Relations LLC IPR

IOR Global Services

Professional Organizing Relocation Consult GmbH

RE/MAX Partners Relocation – New England

Relocity Inc.

Rocket Mortgage LLC

Select Van and Storage Inc.

Viciniti

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Own It! Awards Winners

Ace Relocation Systems, Inc.

Ace World Wide Elite Moving & Storage Co. Inc.

EER Business Services DMCC

Erickson Immigration Group

Interconex Inc.

Kentwood Real Estate DTC LLC

Nomad Temporary Housing Inc.

NYC Navigator LLC

Palmer Moving Services

PNC Bank

Sterling Relocation Inc.

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Corporate Responsibility

Hilldrup Moving and Storage

NYC Navigator LLC

Professional Organizing Relocation Consult GmbH

U.S. Bank

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Innovation

AltoVita

Rocket Mortgage LLC

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NEI Celebrates AltoVita as 2025 Service Partner of the Year for Excellence and Innovation in Global Mobility

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Omaha, NE October 2025 – NEI Global Relocation is proud to announce the winner of its prestigious 2025 Service Partner of the Year award, recognizing outstanding performance, unwavering support, and remarkable innovation in the field of global mobility services. This year’s recipient, AltoVita, Inc. has set itself apart in numerous ways, making it a clear frontrunner among many deserving partners.

AltoVita has consistently demonstrated exceptional partnership with NEI, embracing every opportunity to collaborate and expand their shared impact. Over the past year, AltoVita has supported sales efforts, launched a referral bonus program, adapted operational processes to align with NEI, and co-submitted award nominations within the industry. They seamlessly transitioned business from another temporary living provider, even negotiating improved rates at select locations, further enhancing value for clients.

Their dedication was especially evident in the support provided to one client’s intern population this past summer. AltoVita delivered outstanding service during this high-touch program, ensuring every intern had a positive housing experience through responsiveness, flexibility, and meticulous attention to detail. This commitment to quality reflects the highest standards of client care and has strengthened confidence in NEI’s services.

In addition, AltoVita successfully introduced their temporary living booking platform to NEI’s international team. This innovative technology has delivered meaningful time savings, increased cost efficiencies, and enhanced client reporting—while preserving, and even elevating, the personal touch that clients and transferees value most.

Through steady business growth and careful respect for other partners in the temporary living space, AltoVita has exemplified what it means to collaborate in true partnership. By listening, adapting, and proactively filling gaps in support, they have consistently exceeded expectations and helped drive NEI’s success. AltoVita’s commitment to excellence continues to set a standard for trusted, client-focused collaboration.

“We are proud to congratulate AltoVita on winning Service Partner of the Year,” said Andy Dyer, Director of Procurement and Global Service Partner Relations. “Their dedication, innovation, and commitment to excellence continue to elevate the standard of service in our industry. We deeply value their partnership and the positive impact they create for clients, transferees, and the broader global mobility community.”

AltoVita's exceptional performance aligns perfectly with NEI's core values, making them an outstanding choice for the 2025 Partner of the Year award. NEI congratulates AltoVita on their well-deserved recognition!

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Celebrating Service Excellence: NEI Recognizes 2025 Service Exceeding Expectations Award Winners

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Omaha, NE October 2025 — NEI Global Relocation, a leading full-service relocation management company, proudly recognizes the exceptional achievements of its Service Partners with the annual Service Exceeding Expectations Awards. These accolades are given to partners who have consistently demonstrated an unwavering commitment to exceeding expectations in service delivery.

The awards are conferred based on a meticulous evaluation of scorecard data gathered from the feedback of NEI account executives and transferees throughout the year. This comprehensive analysis ensures that the recipients are indeed setting the benchmark for exceptional service in their respective categories.

"Our Service Partners are an essential extension of NEI, consistently demonstrating their unwavering commitment to our mission of delivering Service Exceeding Expectations to our valued clients and their relocating families," affirmed Andrew Dyer, Director of Procurement and Global Service Partner Relations.

This year's winners, selected for their outstanding performance and dedication to excellence, include:

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• Alexander's Mobility Services

• Corporate Living, LLC

• CWS Corporate Housing

• GlobeSpec

• IMPACT Group

• Interconex Inc.

• International Professional Relations LLC IPR

• IOR Global Services

• Professional Organizing Relocation Consult GmbH

• RE/MAX Partners Relocation – New England

• Relocity Inc.

• Rocket Mortgage LLC

• Select Van and Storage Inc.

• Viciniti

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Congratulations to each of these distinguished companies for exemplifying NEI’s mission of providing Service Exceeding Expectations. Their commitment to excellence sets a standard that inspires the entire industry.

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Honoring Excellence in Action: NEI Celebrates 2025 Own It! Award Winners for Outstanding Partnership and Service

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Omaha, NE October 2025 — NEI Global Relocation, a global leader in full-service relocation management, is proud to announce the recipients of this year's Own It! awards. These awards celebrate the exceptional dedication and commitment of service partners who embody NEI's core philosophy of Own It!

The Own It! awards recognize partners who consistently go above and beyond to ensure client satisfaction and demonstrate a proactive approach to every opportunity. NEI's Own It! philosophy emphasizes offering value, instilling confidence, and taking responsibility to inspire a positive and productive relocation experience.

Andy Dyer, Director, Procurement and Global Partner Relations at NEI Global Relocation, expressed his enthusiasm for this year's recipients, stating, "We are incredibly proud to recognize these winners and the outstanding impact they’ve made. Their dedication, commitment to excellence, and spirit of partnership exemplify the very best of our industry. It is an honor to celebrate their contributions and the meaningful difference they create every day."

The 2025 Own It! Award recipients are:
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Ace Relocation Systems, Inc.

When NEI was invited to participate in a time-sensitive RFP from a prospective client, the opportunity presented strong potential for future collaboration. Swift action was essential, and Ace Relocation Systems immediately stepped in to support the effort. Drawing on their industry expertise and well-established network, they provided timely perspective on the prospect’s mobility priorities and business landscape. Their insights helped reinforce NEI’s alignment with the client’s needs and strengthen positioning in a competitive process. This is a strong example of Ace Relocation Systems’ dedication to partnership—offering proactive, knowledgeable support that enhances NEI’s ability to pursue and secure new business.

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Ace World Wide Elite Moving & Storage Co. Inc.

Relocation is often stressful, but for one transferee, the challenge was compounded by her mother’s terminal illness. During pre-move communication, Ace World Wide Elite Moving & Storage Co. learned her heartfelt wish was to have delivery completed early so she could share one final Thanksgiving with her mother. Recognizing this, Ace World Wide Elite Moving & Storage Co.’s customer service, operations, and service partners coordinated seamlessly, ensuring delivery two days before the holiday. For the team, “owning it” was not optional but essential. It was an honor to help create such a meaningful moment.

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EER Business Services DMCC

EER Business Services recently supported a transferee relocating to Dubai who encountered a serious housing challenge. After paying a full year’s rent in advance, the transferee expected to receive keys the next day. However, the agent responsible for the handover disappeared, with both phone and email deactivated. Acting swiftly, EER accompanied the transferee to the police station to file a case, secured temporary hotel accommodation, covered meals, and reimbursed the financial loss. Throughout the process, EER prioritized the transferee’s wellbeing, demonstrating ownership, compassion, and a commitment to minimizing the impact of an unfortunate and stressful situation.

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Erickson Immigration Group

Before becoming a client, a multinational organization turned to Erikson Immigration for urgent support in relocating a large group of Ukrainian and Russian employees who had been displaced to a third country that quickly became inhospitable. The company needed to identify and establish a new EMEA hub, requiring analysis of immigration processes alongside cultural and business considerations. Despite not yet being retained as counsel, Erikson Immigration developed and delivered the research largely pro bono, enabling the client to act swiftly. Today, the organization has established its new entity and successfully relocated all affected employees to safety.

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Interconex

Interconex managed a rush relocation from New York City to Huntsville, NC, coordinating household goods and auto transport. Initial feedback suggested a smooth transition, but five months later the transferee revealed that insufficient packing materials had left belongings behind. A reserved individual, he had planned to rent a U-Haul to retrieve the items himself. Once informed, Interconex immediately stepped in and completed the move at no cost. This proactive response was recognized by NEI as a powerful demonstration of the OWN IT philosophy—showcasing empathy, accountability, and exceptional service well beyond the original relocation.

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Kentwood Real Estate DTC LLC

As NEI’s sales territories shifted and expanded over the past year, the team leaned on trusted service partners to help open new markets. Kentwood Real Estate, based in the greater Denver area, stepped up to provide valuable insights into the Colorado market, helping NEI better understand local companies, contacts, and mobility programs. Beyond research, Kentwood personally introduced NEI to key corporate attendees at the Rocky Mountain Relocation Conference and co-hosted a corporates-only roundtable, creating meaningful opportunities for engagement. Their efforts not only supported NEI’s entry into the region but also helped prospective clients gain access to additional mobility resources and expertise. As a result, NEI has been invited to compete in three upcoming RFPs, with momentum continuing to build across Colorado.

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Nomad Temporary Housing Inc.

A stuffed animal may seem small, but for one transferee it carried the memory of a loved one. When it was reported missing, Nomad Temporary Housing treated the situation with the urgency it deserved. Multiple partners were engaged to track it down, while the transferee was kept informed every step of the way. The item was ultimately returned safely, transforming a moment of stress into one of relief. By taking full ownership and responding swiftly, Nomad demonstrated empathy, consistency, and trust—reminding the transferee that their concerns and peace of mind truly mattered.

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NYC Navigator

NEI recently managed the relocation of a Senior Vice President from Switzerland to New York, a high-profile move with very high client expectations. NYC Navigator stepped in as the primary point of contact, taking full ownership and providing exceptional support throughout the process. They ensured a seamless home-finding trip over Thanksgiving, even welcoming the executive and her partner to their holiday dinner to ease the transition. NYC secured housing, negotiated favorable lease terms, coordinated vendors, and even purchased personal items on the client’s behalf. Their attention to detail, proactive service, and personal touch exceeded expectations and reinforced trust.

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Palmer Moving Services

Faced with an estimated 50,000 pounds of belongings and significant “clutter” to manage before listing their home, the transferee’s family felt overwhelmed with the task at hand while the transferee, already working in Ohio, grew frustrated. Recognizing the strain, a Palmer Moving employee collaborated with operations to propose a split shipment—scheduling one truck to pack and load immediately, easing decluttering for the home sale. The option to hold goods or deliver them directly to the new residence provided flexibility. The approach relieved stress, allowed the transferee to focus on work, pleased the Realtor, and supported a quick sale, with the second shipment delivered 45 days later.

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PNC Bank

PNC Bank exemplifies the definition of a true partner. Whether through corporate introductions, market intelligence, endorsements, event collaboration, or direct business referrals, they consistently demonstrate commitment to supporting NEI. Their culture and customer service align seamlessly with NEI’s own values, creating a natural synergy. PNC’s NEI contacts, work tirelessly to help NEI pursue new opportunities—providing leads, research, and in-person advocacy at events and with prospects. Of all partners, PNC Bank stands out for their vested interest in NEI’s success, consistently delivering Service Exceeding Expectations through performance, partnership, and a can-do attitude that strengthens growth and collaboration.

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Sterling Relocation

Sterling Relocation has long been a trusted partner to NEI, combining efficiency with a welcoming, reassuring approach that provides peace of mind to clients and transferees alike. Over the past year, they repeatedly rose to the challenge of last-minute relocations, often arranging same-day temporary housing for employees and their families. In one instance, they secured housing for a family of eight—including six children—on the very day of arrival. Many requests came on weekends or with little notice, yet Sterling Relocation consistently delivered Airbnb-style housing within 24 hours. Their speed, professionalism, and commitment reinforce NEI’s reputation for reliability and care.

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Pioneering Progress: NEI Recognizes Rocket Mortgage and AltoVita for 2025 Innovation Excellence

Omaha, NE October 2025 – NEI Global Relocation, a pioneer in full-service relocation management, is pleased to announce the recipients of the 2025 NEI Innovation Awards: Rocket Mortgage and AltoVita. This year’s award winners have demonstrated exceptional innovation in their respective fields, pushing boundaries and setting new industry standards.

Rocket Mortgage has transformed mortgage lending through AI, automating 70% of 1.5 million monthly documents and eliminating 9,000 manual hours each month. This innovation reduced closing times by 25% while aligning with 90% of homebuyers’ digital preferences. Advanced algorithms for income verification, asset analysis, and document classification streamline processes, making homeownership faster, more transparent, and accessible. Consumers, real estate agents, and financial professionals all benefit from improved efficiency, reduced barriers, and enhanced client experiences.

AltoVita Co-designed with NEI Global Relocation, AltoCore Fully Managed streamlines accommodation sourcing by integrating a global inventory of 7 million vetted properties with NEI’s preferred suppliers. The platform automates booking, invoicing, and reporting, cutting email traffic and reducing request-to-quote time by 19%. Delivering real-time data on pricing, performance, and win rates, it drives smarter decisions, stronger provider relationships, and measurable results—achieving a 75% conversion rate and 32,000+ booked nights in 12 months.

“Rocket Mortgage and AltoVita have demonstrated an extraordinary commitment to innovation and excellence in their respective fields,” said Andrew Dyer, Director, Procurement and Global Partner Relations at NEI Global Relocation. “Their groundbreaking solutions, from advanced AI-driven mortgage technology to streamlined accommodation platforms, are transforming the relocation industry and setting new standards for efficiency, transparency, and customer experience. These forward-thinking initiatives not only deliver measurable cost and time savings but also create significant value for clients, partners, and transferring employees. We look forward to seeing their continued contributions shape the future of global mobility.”

The NEI Innovation Awards, an esteemed recognition in the field of relocation management, acknowledge the remarkable strides made by service partners in driving progress and offering unparalleled value to clients.

NEI Global Relocation extends its warmest congratulations to Rocket Mortgage and AltoVita for their outstanding contributions and well-deserved recognition as recipients of the 2025 NEI Innovation Awards.

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Celebrating Purpose-Driven Partnerships: NEI Honors 2025 Corporate Responsibility Award Winners

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Omaha, NE October 2025 — NEI Global Relocation, a distinguished full-service relocation management company, proudly announces the recipients of the 2025 Corporate Responsibility Awards. These accolades celebrate companies that have exhibited exemplary commitment to philanthropy, environmental sustainability, and community service, reflecting NEI's dedication to creating positive impacts in the communities where we live and work.

The Corporate Responsibility Awards highlight the extraordinary efforts of companies in three distinct categories: Philanthropic Activity, Environmental Sustainability, and Community Service. This year's esteemed winners are:

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NYC Navigator

NYC Navigator advanced its commitment to social responsibility through a series of impactful initiatives. In partnership with the Gratitude Network, the company provided communication and marketing expertise to help an African social entrepreneur strengthen a nonprofit’s brand and expand its mission. To celebrate International Women’s Day, NYC Navigator hosted a luncheon honoring accomplished female entrepreneurs. On Earth Day, employees volunteered to clean a Harlem neighborhood, fostering pride and renewal within the community. The company also donated 100 backpacks filled with school supplies to local children, joined Eleven+’s diversity internship program for students of color, and offered weekly ESL and citizenship classes for immigrants. Together, these initiatives underscore NYC Navigator’s dedication to advancing equity, education, and community well-being.

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U.S. Bank

U.S. Bank proudly integrates corporate responsibility into every aspect of its business. In 2024, employees contributed more than 300,000 volunteer hours, supporting housing, education, and veterans through initiatives nationwide, including efforts with Together Omaha and Habitat for Humanity. U.S. Bank donated over $80 million to nonprofits focused on housing stability and workforce development, while advancing sustainability through eClosings and green lending within its mortgage operations. Employees led financial literacy workshops in Denver, organized school supply drives in Minneapolis, and participated in home builds in St. Louis and Omaha. In Omaha, staff partnered with Together Omaha to distribute food, hygiene kits, and resources at the Homeownership Fair. These efforts demonstrate U.S. Bank’s commitment to equity, stability, and lasting community impact.

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Professional Organizing Relocation Consult GmbH

Professional Organizing Relocation Consult GmbH (ProForg) embraces the mindset of being “1% better every day,” translating this philosophy into meaningful action. Over the past year, the company transitioned its office to 100% renewable energy, adopted paperless operations, replaced its company car with an electric vehicle, and enhanced waste separation practices. ProForg also joined Relocate the Profit, pledging 1% of net margin to global charities. Employees are central to these efforts—utilizing digital tools, choosing sustainable transport, and engaging directly in community initiatives. Later this year, all staff will volunteer at a local animal shelter, supporting daily care and strengthening community ties. These actions reflect ProForg’s commitment to reducing its footprint while fostering empathy, awareness, and a responsible approach to business.

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Hilldrup Moving and Storage

In 2024, Hilldrup Moving and Storage launched Moved to Action, a corporate responsibility program active across 11 major metro markets in the Southeast. The initiative empowers employees to address children’s health, hunger relief, homelessness, and mental health through direct action and measurable impact. Last year, Hilldrup contributed more than $54,000 in cash, 138 volunteer hours, and $27,800 in in-kind donations to charitable organizations, with plans to support over 10 nonprofits this year. In Q1, employees assembled meal kits with the Fredericksburg Regional Food Bank, fed 200 families in Atlanta, and supported heart disease prevention at the Charlotte Heart Ball. In Raleigh, staff partnered with realtors to provide temporary housing. Through Move For Hunger and local nonprofits, Hilldrup Moving and Storage builds sustainable community impact.

“I am deeply proud of our partners’ extraordinary commitment to corporate responsibility. From sustainability initiatives to community service across our markets, their actions prove that business success and social impact go hand in hand. Together, we’re building lasting change,” said Michelle Moore, President | CEO of NEI Global Relocation.

Congratulations to the 2025 Corporate Responsibility Award recipients for their outstanding contributions to creating positive change. Their dedication serves as an inspiration for us all.

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Immigration Uncertainty During U.S. Shutdown

The United States entered a partial government shutdown on October 1, 2025, after Congress failed to pass a federal funding bill and the shut down is in its third week. For the global mobility industry, the shutdown can become a logistical and compliance challenge. Delays in immigration processing, Social Security card issuance, tax filings, and even economic data collection can stall relocations, disrupt payroll, and complicate budget forecasting.

Mobility leaders should take stock of current and upcoming relocations that depend on government processing, especially immigration, payroll, and benefits activation, and focus on advancing those with the fewest government touchpoints. Early communication with stakeholders and transferring employees can help maintain confidence while minimizing disruption.

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Immigration Processing

Labor Department (DOL) functions halted

The DOL’s Office of Foreign Labor Certification has suspended major processes, including Labor Condition Applications (LCAs), PERM labor certifications, and prevailing wage determinations. These shutdowns create immediate barriers for work visa filings and renewals. WERC cautions that extended furloughs may result in staffing reductions, lengthening recovery times even after government operations resume.

For companies sponsoring inbound talent, it is advisable to alert hiring managers to potential start-date shifts and ensure immigration counsel is prepared to file as soon as systems reopen. Keeping a prioritized list of pending cases ready for submission can reduce exposure to the backlog once processing resumes.

U.S. Citizenship and Immigration Services (USCIS)

The USCIS remains operational, as application fees primarily fund its operations. USCIS continues to process H-1B, L-1, and adjustment-of-status petitions. However, any submission requiring DOL input or collaboration across agencies may be delayed due to interagency coordination.

Building a simple dashboard to track open petitions and identify where DOL or consular dependencies could stall progress can help HR and mobility teams maintain visibility and keep stakeholders informed.

Consular processing and visa appointments

U.S. embassies and consulates continue to issue visas and passports using retained fee revenue, but these reserves are finite. Should the shutdown persist, only emergency visa services may continue.

Companies should avoid scheduling non-urgent travel requiring new visa issuance until consular operations fully stabilize. When possible, remote onboarding or flexible start-date arrangements can preserve momentum for new hires awaiting visa appointments.

E-Verify status

E-Verify operations, which were initially suspended at the start of the shutdown, have since been resumed by USCIS. Employers may continue to verify new hires, though processing backlogs or intermittent access issues remain possible.

Employers should ensure I-9 documentation remains complete and consistent and note any verification interruptions for audit purposes. Maintaining clear compliance records during system fluctuations can safeguard against later scrutiny.

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Social Security and Verification Services

Suspension of new applicant services

Approximately 15% of the Social Security Administration’s workforce—based on estimates from prior shutdowns—are expected to be furloughed, which can slow or suspend some new applicant services.

Impact on assignees

Foreign nationals arriving in the U.S. may face delays in obtaining Social Security numbers, which are necessary to join payroll, open bank accounts, and establish credit. Even continuing services are likely to experience longer wait times as backlogs grow.

To prevent payroll or benefit disruptions, mobility teams may coordinate temporary ID or payroll solutions with HR and finance departments. Communicating anticipated delays to new arrivals helps manage expectations and reduces onboarding stress.

Verification slowdowns

Some verification tools, such as the electronic Consent-Based SSN Verification (eCBSV) system used by banks and employers to prevent fraud, may experience outages or delays depending on available staffing. The impact could slow payroll setup, banking, and housing approvals for assignees.

For employees depending on U.S. credit or banking access, relocation advances or extended corporate housing can help bridge temporary verification gaps and ease the transition.

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Tax and Mortgage Effects

As funding runs out, the IRS is furloughing non-essential staff, which will delay the processing of returns, transcript requests, and refund verification. Employers managing expatriate payroll and tax compliance should anticipate longer turnaround times and plan for potential filing delays.

Coordination with tax service providers is essential; factoring in potential processing delays now can help prevent year-end surprises. Communicating proactively with employees about possible delays in reimbursement or tax processing timelines reinforces transparency and trust.

The shutdown may also affect housing and financing. Reduced staffing within the Federal Housing Administration (FHA) and Veterans Affairs (VA) could delay mortgage underwriting and closing, potentially complicating home purchases for relocating employees.

Employers and relocation lenders should build flexibility into closing timelines and rate-lock expirations. Working with partners experienced in shutdown contingencies can minimize the risk of failed or delayed closings or unexpected costs.

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Economic Indicators and Budget Delays

The shutdown has also halted the publication of certain federal economic indicators, including some labor statistics and cost-of-living indexes. Many organizations rely on this data to determine housing allowances, COLA adjustments, and assignment budgets. The absence of updated reports may challenge short-term forecasting and budget projection for global mobility.

Until new government data is available, companies may rely on private cost-of-living or inflation data to maintain continuity in budgeting. Documenting these temporary assumptions provides clarity for future audits and policy reviews once official data resumes.

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Looking Ahead

The 2025 government shutdown highlights the profound interconnection between federal operations and global mobility. Even short disruptions can ripple across immigration, onboarding, and payroll functions critical to relocating employees.

This event underscores the importance of continuity planning within relocation programs, especially around immigration and verification processes. Establishing internal “shutdown protocols” that identify agency dependencies and define alternate workflows can help programs recover faster and maintain service stability during future federal disruptions.

Mobility leaders should document all impacts, communicate proactively with stakeholders, and plan for extended recovery periods once normal operations resume.

NEI will continue to monitor federal developments and provide timely updates as conditions evolve.

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This industry alert is provided by NEI Global Relocation for informational purposes only and should not be construed as legal advice.

_{The information contained herein is based on sources believed to be reliable at the time of publication; however, laws, regulations, and government guidance may change without notice. Companies should consult with qualified legal counsel and immigration advisors before making any decisions or taking action based on the information provided. To ensure timeliness and accuracy, NEI utilized both human research and AI-assisted tools in preparing this alert. While AI technology was employed to support the collection and analysis of publicly available information, all findings were reviewed and synthesized by NEI subject matter experts prior to release.}

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How Workflows, Technology, and Data Insights Can Reduce Exception Requests—and Strengthen Mobility Programs

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Every global mobility professional has seen it: the email that starts with “I know this isn’t covered in policy, but…”

Exception requests have become an almost expected part of managing relocation programs. But when they pile up, they don’t just strain budgets—they slow everything down, complicate vendor coordination, and blur the lines of policy integrity.

Reducing exceptions isn’t about saying no more often. It’s about designing systems so clear and responsive that exceptions become, well, exceptional again.

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The Hidden Cost of “Just This Once”

It’s easy to underestimate how much an exception costs—not just in dollars, but in time and momentum. Each one sets off a ripple: extra approvals, reissued purchase orders, revised payroll coding, maybe even an awkward back-and-forth between HR, the supplier, and the employee.

Worse yet, exceptions quietly rewrite your policy. When one employee’s shipment overage or lease extension gets approved, others start to expect the same. Before long, your consistent program starts to look more like a case-by-case negotiation.

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Why Employees Ask for Exceptions

Here’s the irony: most employees don’t set out to push boundaries. They ask for exceptions because something in the process failed them.

Maybe they couldn’t find a clear answer about what’s covered. Maybe a delay caused avoidable stress. Or maybe the policy was written with a one-size-fits-all mindset that doesn’t fit a modern workforce.

In most cases, the request is a symptom—not the root problem. Exceptions highlight where workflows need more clarity, automation, or communication. When programs proactively address those gaps, requests start to decline on their own.

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Building Workflows That Anticipate, Not React

Imagine if half the exception requests you see never needed to be submitted in the first place. That’s what happens when workflows are designed to anticipate—and eliminate—common roadblocks.

Automated systems can route approvals instantly, send reminders before deadlines are missed, and flag issues before they turn into exceptions. A well-built workflow doesn’t just move tasks along; it protects the experience. For example, if your system automatically compares shipment weights to policy limits and notifies the employee early, you’ve prevented a problem before it starts.

Technology also plays a key role in giving administrators control without overcomplicating the process. Many NEI clients, for example, use Predictive Globalytics, an SAP-powered analytics platform that forecasts relocation volumes and costs six and twelve months into the future.

By using historical program data and training models specific to each client, the tool projects how changes in program size or benefit structure will impact budgets and outcomes. With that foresight, mobility leaders can strengthen policies, adjust benefit tiers, and prevent exceptions long before they reach an approval queue.

Predictive tools like these shift exception management from reaction to prevention—helping companies operate with both precision and empathy.

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Case Study: Smarter Workflows, Real Savings

When NEI reviewed a new client’s relocation program, we found a pattern of ad-hoc exception approvals that were driving unnecessary costs.

Working together, we restructured the workflow so every request required:

• The cost impact for the client
• The cost and service impact for the relocating employee
• Alternative options that might eliminate the need for an exception
• A record of previous requests (approved or denied)
• The employee’s current relocation spend

With this complete view, approvals became faster, clearer, and more consistent. Within the first year, the client reduced costly exceptions by nearly 50%, saving $500,000 annually.

That’s the power of designing workflows that balance human judgment with structured decision-making.

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Empathy and Flexibility—Enabled, Not Replaced

Whenever automation or analytics enter the picture, it’s natural to wonder whether technology might strip away empathy or flexibility. But when deployed thoughtfully, it actually enhances both.

Unrestricted exceptions can bloat budgets and erode fairness, but data-supported workflows bring clarity to everyone involved. Employees understand why a decision was made. Administrators feel confident the process is consistent. And the business preserves integrity without sacrificing compassion.

For some clients, NEI’s systems allow limited, pre-approved flexibility—such as exceptions under a set cost threshold—so small adjustments can move quickly while larger ones receive human review. Each relocating employee also has a dedicated Account Executive who serves as their advocate and single point of coordination. Through expert policy counseling, they help employees make the most of their benefits while reinforcing where flexibility is built in.

In other words, technology doesn’t replace empathy—it ensures it’s applied where it matters most.

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Turning Exceptions Into Insights

Every exception tells a story if you’re listening closely. Viewed collectively, they reveal valuable patterns: perhaps 60% of housing exceptions stem from high-cost markets, or employees are repeatedly misunderstanding the same policy clause.

That’s where exception data becomes a strategic asset. Through NEI’s Client Global Gateway, administrators can review all exception requests and related expenses at any time—complete with context, justification, cost impact, and recommendations.

Exception reporting can be filtered by cost category, authorizer, type, or period, giving leaders a real-time view of trends and outliers. Dashboards transform exceptions from frustrations into feedback, enabling programs to evolve intelligently.

Over time, these insights drive stronger policy design, clearer communication, and better forecasting. The result isn’t just fewer exceptions—it’s fewer surprises.

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Predictability Feels Personal

Here’s the counterintuitive truth: predictability doesn’t make a relocation feel impersonal. It makes it feel dependable.

When employees know what to expect—and the technology keeps their move on track—they stop worrying about whether they’ll need to “fight for” flexibility. Instead, they experience the relocation as smooth, transparent, and fair.

For administrators, that predictability means fewer exceptions and more time to focus on strategy—like refining policies or improving data visibility—rather than refereeing case-by-case exceptions.

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The Takeaway

Reducing exception requests isn’t about building tighter walls—it’s about building clearer paths.

When workflows flow naturally, predictive tools bring foresight, and reporting makes patterns visible, mobility programs become something more: consistent, efficient, and trusted.

In a world where every exception has a cost, the greatest efficiency doesn’t come from saying no—it comes from designing systems so employees rarely need to ask.

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What the 2025 Global Livability Index Reveals About the Future of Talent Mobility

For employers and their employees, deciding on global assignment locations is critical. The latest EIU Global Livability Index reveals a shifting landscape. Copenhagen has overtaken Vienna as the world’s most livable city. At the same time, several former favorites slipped down the rankings due to strains on healthcare systems and rising instability.

For mobility leaders and HR teams, these rankings offer a roadmap for where assignments are most likely to be successful. Safety, healthcare quality, education, and infrastructure all play a critical role in assignment success, but they don’t always align neatly with cost considerations. Understanding these trends can help mobility and HR teams balance employee experience, risk mitigation, and relocation budgets. Look at the chart below to get a clear picture of the cities in the top 10 ranking from the Index, but with an added cost tier.

Mercer Cost of Living City Ranking

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What It Means for Mobility Programs

Safety & Stability as Assignment Drivers

Stability scores are slipping, even in top ranking cities, making proactive risk management more important than ever. Mobility/HR should work closely with relocation management companies and DSPs to review and update Duty of Care protocols, ensuring that relocating employees are informed of potential risks before assignment. Clear documentation, pre-assignment assessments, and effective communication between the employer and the relocating employee reduce surprises and improve overall assignment safety.

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Healthcare Access Drives Assignment Success

Healthcare quality remains a key factor in assignment success, especially for long-term relocations or moves involving families. Falling healthcare scores in some cities, such as Calgary’s decline this year, can signal stress points for employers and should prompt a review of available resources before the assignment.

Attention to family concerns is critical at the start and throughout an assignment. Offering employees clear information on local healthcare systems, insurance coverage, and provider networks, as well as practical support like locating clinics and navigating care abroad, reduces stress and helps families acclimate more quickly. This proactive approach supports employee well-being and improves retention and assignment satisfaction.

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Infrastructure & Education

Reliable public transit, housing availability, and access to quality schools can make or break a smooth relocation. Cities like Copenhagen, Vienna, and Melbourne excel in these areas, offering a benchmark for other destinations. HR and mobility professionals should evaluate these factors early in planning, identifying potential gaps and preparing support for housing searches, school placements, and commuting logistics.

Providing this infrastructure insight helps employees and their families transition more smoothly, reduces early-assignment stress, and sets a strong foundation for success in the host location.

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Cost vs. Livability Trade-Offs

Livability doesn’t always align with affordability, and that’s where mobility strategy matters. Many top-ranked cities also carry higher housing costs, tax burdens, or overall assignment expenses. HR and mobility leaders should balance employee experience with budget realities, using tools like cost-of-living data, housing market insights, and allowance modeling to make informed decisions.

There are also opportunities in rising cities with lower costs. Jakarta and Al Khobar, for example, are gaining ground in livability rankings while remaining relatively affordable. Employers can leverage these markets for cost-effective placements that still offer employees a strong quality of life.

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Closing

The 2025 Global Livability Index offers more than just bragging rights for top cities. It provides a framework for more intelligent, data-driven mobility decisions. By combining livability insights with cost analysis, risk assessments, and employee support, HR and mobility leaders can place talent where they will thrive, not just survive. The result is a mobility program that balances business goals with employee well-being.

Explore the full Livability Index here to see how other cities around the world compare—and uncover opportunities beyond the top 10.

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^{NEI Global Relocation (NEI), a certified Women’s Business Enterprise (WBE), partners with over 200 clients—including Fortune Global 100, Fortune 500, and Fortune 1000 companies—to deliver world-class global mobility and assignment management solutions. Headquartered in Omaha, Nebraska, with offices in Switzerland and Singapore, NEI helps companies transition employees smoothly across the globe.}

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Behind the Walls: What Four Decades of Relocation Home Inspections Reveal

How one industry veteran helps companies, families, and entire mobility programs avoid hidden risks—one home at a time.

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“Everybody looks at a house aesthetically. We look at it holistically; it’s the largest investment most people make, so you want to know what you’re really buying.”

— Carlo Iannandrea

After nearly four decades inspecting homes across every kind of relocation scenario, Carlo Iannandrea has distilled a handful of lessons that every mobility professional should know. From communication and technology to risk management and empathy, here are seven insights behind the walls of relocation home inspections.

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1. The Silent Foundation of Home Sale Success

In corporate relocation, much attention goes to policy design, cultural adjustment, or destination services. Yet behind every successful move lies a quiet safeguard: the home inspection.

For transferees, a home represents stability. For corporations, it represents risk. A missed issue can ripple into liability, financial loss, and employee dissatisfaction. “In retail, you’re protecting the buyer. In relocation, you’re protecting the company. It’s all about risk management,” says Carlo Iannandrea, Vice President of Client Development at GlobeSpec, who discussed his decades of inspection experience on Relocation Leader podcast episode 36.

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2. From Retail Roots to Relocation Realities

Most people understand inspections in retail real estate—uncovering defects and negotiating repairs. But relocation inspections serve a different purpose. “In retail, the buyer is the client. In relocation, the company is the client,” Carlo explains. “The goal shifts from consumer advocacy to corporate risk management.”

That distinction is critical. A leaking roof or outdated HVAC system doesn’t just inconvenience a transferee—it creates corporate exposure. When employers acquire homes into inventory, undiscovered issues can cost tens of thousands. During pandemic-era bidding wars, many waived inspections entirely. “Anybody willing to waive the inspection ascended to the top of the list,” Carlo recalls. “But a lot of those people moved into homes they knew very little about.”

For corporations, that’s a nightmare scenario—owning a property riddled with hidden problems that undermine both employee confidence and financial stability.

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3. Communication: The Inspector’s Most Important Tool

After inspecting thousands of properties, Carlo says one skill defines success: communication.

“Technical knowledge is expected—you can’t be in this business without it,” he says. “But 90% of what makes an inspector effective is communication. How you explain what you find, how you deliver bad news, how you reassure people while still being honest. That’s what really matters.”

Inspectors often confront emotional moments. “I remember a young couple, newly married, so excited about this house,” Carlo says. “It had charm, it felt right. But behind the basement ceiling tiles, I found severe structural damage. The husband was grateful we found it. The wife was in tears. In that moment, you’re part inspector, part counselor.”

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4. Staying Small to Stay Personal

GlobeSpec, where Carlo works, intentionally kept operations smaller than competitors who dominate 70–80% of national volume. “When you’re that big, you have to standardize everything. You lose flexibility,” he explains. “At GlobeSpec, we want to remain customizable. Our account managers know the clients personally, and anyone can reach us directly—even the president.”

That structure allows GlobeSpec to act as an extension of relocation management companies (RMCs), offering tailored reports and rapid responses instead of generic templates.

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5. The Communication Tightrope

In relocation, inspectors must balance two audiences. “In retail, inspectors speak to buyers. In relocation, the customer is the corporate client—even when the inspector is face-to-face with the transferee,” Carlo says. “I once told a homeowner during the inspection that things were going well. Later, the report listed multiple issues. They were upset, because they thought I was giving them the green light. That’s when I realized—even casual comments can become liabilities.”

The art lies in clarity without alarmism, neutrality without coldness. Done well, inspection reports give corporations defensible documentation while giving transferees a transparent picture of their future home.

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6. When Inspections Become Dealbreakers

Dealbreakers in relocation are rarely about emotion—they’re about financial impact. Major structural problems, unsafe electrical systems, or materials like synthetic stucco can stop a transaction. “Pre-acquisition teams often hope for a clean report so they can move forward,” Carlo says. “But resale teams later wonder why more issues weren’t flagged when the home goes back on the market.”

To bridge that gap, GlobeSpec created major component assessments that focus on high-cost risks. “It’s not about saying a house has no issues,” Carlo explains. “It’s about making sure the issues that matter are known and addressed.”

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7. Technology’s Promise—and Limits

Infrared thermography, drones, and 3D imaging have entered the inspection toolkit, but Carlo tempers expectations. “Infrared cameras can be incredibly useful—if you know what you’re looking at. Without training, they’re just alarmist tools,” he says. Drones provide safety and perspective but lack tactile feedback. “A drone can show the roofline, but it won’t tell you how the shingles feel underfoot.”

3D imaging impresses but remains costly, and while AI may someday streamline reporting, Carlo insists: “AI might help with the paperwork, but it won’t crawl into a crawlspace or recognize the subtle cues of a failing foundation. Nothing replaces the critical eye of an experienced inspector.”

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Protecting More Than Property

Home inspections in relocation aren’t just about discovering defects—they’re about preventing costly surprises, protecting transferees, and preserving corporate confidence.

As Carlo puts it:

“We’re not just calling out problems. We’re helping clients avoid risk and protect the future.”

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Understanding the $100,000 H-1B Petition Fee: Key Facts for Employers

The Proclamation

On September 19, President Trump signed a proclamation restricting the entry of certain H-1B visa holders—specifically, individuals outside the United States with new petitions filed on or after the effective date. The measure took effect at 12:01 a.m. EDT on Sunday, September 21, 2025, and will remain in place for one year unless extended.

At its core, the proclamation requires that any new H-1B petition filed for an individual outside the United States include a $100,000 payment. Without this payment, entry into the U.S. under H-1B status may be denied.  Employers should retain documentation of the payment, and U.S. consular offices are responsible for verifying receipt of payment before issuing the visa. While the proclamation mentions the possibility of supplementing the payment later, in practice this option may be limited depending on consular and USCIS procedures.

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What the Rule Does—and Does Not—Do

It is important to underscore what this rule does not do. According to USCIS guidance:

• Unaffected: Petitions filed before September 21, already approved petitions, and current H-1B visa holders. Individuals who are already in the United States in valid H-1B status may continue to work, extend their stay, change employers, or amend their petitions without paying the fee.
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• Affected: New petitions filed on or after September 21 for workers outside the U.S. must include the $100,000 payment, or they will not be processed.
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• Unsettled: Guidance on international travel and re-entry is less clear: while the White House has stated that current visa holders should generally be able to travel and return without paying the fee, consular and port-of-entry practices may vary, so employers and employees should exercise caution until procedures are confirmed.

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Broader Policy Shifts

The proclamation also directs the Department of Labor to revise prevailing wage levels through new rulemaking and instructs DHS to prioritize higher-paid, higher-skilled H-1B applicants. While no single industry is named, the emphasis on wages and skill prioritization signals a program shift: from broader labor supply to a narrower pool of high-compensation roles. These steps are still in development but point to a trajectory of higher barriers and costs for participation.

There are limited exceptions. The Secretary of Homeland Security may grant exceptions if hiring is deemed to be in the national interest and does not pose a risk to U.S. security or welfare. Criteria for these exceptions have not yet been published.

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What Employers Should Do Now

Global Mobility and HR leaders should move quickly to protect current employees and prepare for compliance. Immediate steps include:

• Review your pipeline: Identify which petitions were filed before September 21 and which are still pending for workers abroad.
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• Plan for costs: For any new filings for workers outside the U.S., factor in the $100,000 payment per filing and retain proof of payment.
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• Communicate with employees: Reassure current visa holders that their status remains valid, but exercise caution around international travel until additional guidance is published.

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Looking Ahead

Federal agencies are required to revisit this policy within 30 days of the next H-1B lottery cycle, which is expected in March 2026. At that time, the Secretaries of State, Labor, and Homeland Security, along with the Attorney General, must recommend whether the restriction should be extended or renewed. Employers should plan on this requirement being in effect through that review.

The $100,000 is a one-time fee for each new petition. If the proclamation is extended, the fee would apply only to petitions filed during the extended period. Petitions that were already filed and paid under the current proclamation would not be charged again.

This change represents a substantial increase in cost and administrative complexity, but it also underscores the importance of proactive mobility planning and clear communication with employees.

NEI Global Relocation will continue to monitor developments and provide timely updates as further guidance emerges.

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^{This industry alert is provided by NEI Global Relocation for informational purposes only and should not be construed as legal advice. The information contained herein is based on sources believed to be reliable at the time of publication; however, laws, regulations, and government guidance may change without notice. Companies should consult with qualified legal counsel and immigration advisors before making any decisions or taking action based on the information provided.}

^{To ensure timeliness and accuracy, NEI utilized both human research and AI-assisted tools in preparing this alert. While AI technology was employed to support the collection and analysis of publicly available information, all findings were reviewed and synthesized by NEI subject matter experts prior to release.}

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:  

1. One Big Beautiful Bill: Impacts and Considerations for Talent Mobility – how new legislation impacts immigration, tax, housing, and workforce policies for corporate relocation;
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2. Household Goods Update: Current State & Trends – the latest on capacity, logistics, and supply chain trends affecting move planning.

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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 for 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.
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• 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
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• 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.
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• Corporate Tax Provisions: Permanently maintains the 21% corporate tax rate, reinstates deductions (e.g., R&D expenses, bonus depreciation), and continues Opportunity Zone incentives.
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  • SALT Deduction: Cap raised from $10,000 to $40,000+ through 2029, with phased down eligibility for individuals or couples making over $500,000.
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  • 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.

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”.
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• Expansion of State and Local Tax (SALT) 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.  
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• 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).
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• 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.
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• Actions: Companies should coordinate with tax advisors and mobility service providers to analyze individual transferee implications and adjust relocation policies accordingly.
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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.
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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.
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• 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.
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• 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.
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• 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.
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• 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.
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Key Takeaways for Mobility Professionals and for Successful Relocations:

• Preparation: More lead time and detailed family information.
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• Flexibility: Aligning services with housing availability and unique family needs.
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• Communication & Actions: Initiation calls set expectations and build trust; and ongoing proactive updates are essential since many variables are outside of provider control.

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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. Watch for details and invite to come in November. Please contact your NEI representative or visit neirelo.com for more information.

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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.

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^{The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.}

Why Relocation Policies Alone Don’t Guarantee a Smooth Hiring Process

You’re offering generous relocation benefits—but candidates are still hesitating, declining, or starting weeks later than expected. In a market where speed and clarity drive hiring decisions, even small delays can lead to big losses. What’s often to blame isn’t the policy—it’s the process. When recruiters and relocation partners align earlier, organizations reduce friction, close faster, and create a smoother, more confident experience for candidates. Here's how to reframe relocation as a front-end hiring strategy—not a back-end handoff.

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Hidden Challenge: Misalignment Undermines the Experience

Today’s candidates expect clarity, personalization, and support—especially when a move is on the table. IMPACT Group mentions that providing relocation decision assistance can increase acceptance rates by over 30% by addressing employee concerns, suggesting that clearly communicating and supporting the relocation process significantly impacts whether candidates accept job offers that require a move.¹

Yet too many companies introduce their Relocation Management Company (RMC) partner only after paperwork is signed—missing a key opportunity to build confidence and reduce friction early in the process.

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Treat Relocation as Part of Talent Strategy

When organizations integrate relocation into their recruitment efforts, they stand out. Here’s what top companies are doing differently:

1. Start Cross-Functional Alignment Before the Offer.
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   Recruiters that connect with the RMC before extending the offer ensures the benefits align with policy and budget parameters. Research shows that early engagement and expectation setting plays a vital role in setting the stage for a candidate's experience with the organization. To alleviate anxiety and ensure candidates feel prepared, organizations could establish a pre-boarding or extended onboarding strategy.²  
   
   Pro Tip: Ask your RMC partner to go over benefits directly with a candidate prior to offer acceptance. NEI partners with numerous clients to help build a bridge early on. We also find the candidate may have special needs that we can address with the recruiter before they lock in, even allowing potential for early exception approval.
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2. Arm Recruiters with a Relo Playbook.
   
   Recruiters don’t need to be relocation experts—but they benefit from having a clear, consistent way to highlight the advantages of the program.
   
   Pro Tip: An At-a-Glance “playbook” with clear talking points, escalation paths, and FAQs ensures candidates receive trusted information from day one. NEI can provide talent teams with “At-a-Glance” policy overviews so they can speak to policy, if questions arise. Candidates needing relocation are comparing benefits early in the process—especially at C-suite levels.
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3. Clarify Roles to Reduce Friction.
   
   Candidates feel most supported when they know exactly who to turn to—whether it’s their corporate recruiter or their RMC consultant. Clearly defining ownership—from policy questions to logistics—and communicating it upfront ensures a smooth, confident experience.
   
   Pro Tip:  The best insights come from experience. Building in structured post-move feedback from both candidates and recruiters helps refine messaging, strengthen handoffs, and create a learning loop that supports future hires.

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The Power of Early Action: Attract Talent, Accelerate Starts, Strengthen Your Brand

Early alignment between company recruiters and RMCs sets the stage for success. It accelerates hiring timelines, minimizes renegotiations, and ensures candidates are ready to thrive on day one.

Beyond operational efficiency, it can becomes a true competitive advantage.

“Understanding what relocation benefits are offered per policy and which relocation policy tier aligns to which job grade is critical,” says Janell Anderson, CRP, NEI Global Relocation’s Chief Experience Officer. “It is also important to have an understanding of the relocation process, how to set candidate expectations of a relocation timeline, and being aware of the company’s relocation partner scope of services and role in the candidate experience.”

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Next Steps: Transform the Way You Approach Mobility

By prioritizing the candidate experience and working with your relocation partner, organizations can start a large candidate commitment off right. Start by auditing your current relocation handoff process. Where are candidates getting stuck?  Where are recruiters uncertain?  Bring your RMC to the table early, build tools that empower recruiters and track results.

If you would like to discuss this or any other issue in greater detail, please reach out to your NEI representative at 800.533.7353.

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_{This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.
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_Sources:

_{1. IMPACT Group - Improve Your Acceptance Rates}

_{2. Abode: - Strategies for Engagement and Reducing Attrition}