Articles & Whitepapers

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}

How Evolving Mansion Tax Laws Reshape Relocation Programs

So called “mansion taxes” have been around for many years.  These additional taxes do not apply only to “mansions” but are charged on the sales of many types of real property in excess of specific price points.  The tax rates and price points vary by location but the most common version impacting relocation sales is in New Jersey.

Since 2004, New Jersey has charged a 1% “mansion tax” on the sale price of residential (and some commercial) properties over $1,000,000.  This tax has historically been a buyer’s expense charged at closing.  

New Jersey’s A-5804/S-4666 Amendment: Key changes to the Mansion Tax Law was signed on June 30, 2025, and applied to closings after July 10th, which changed the rules for New Jersey transactions.

Importantly, new rules shift responsibility for the tax from the buyer to the seller and institute a tiered fee structure based on sale price.  

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These fees, now labeled as a “Supplemental Realty Transfer Fee”, are still collected at closing and submitted with the deed to be recorded.

One real estate industry group estimated that the increased tax will apply to only the top 3 percent of property sales in New Jersey.  However, the move from buyer to seller responsibility can significantly impact costs for home sale transactions.

Relocation policies that include home sale programs, such as a Guaranteed Buyout or Buyer Value Option benefit, must now include the mansion tax as part of the company covered standard seller closing costs.  This increases home sale costs for high value properties in New Jersey.  For example, a $1,450,000 sale would incur a mansion tax of $14,500 at closing.

Conversely, companies that currently reimburse the mansion tax for buyers purchasing a new home in the state may recognize savings on the transaction in both tax and in gross-up on the tax reimbursement.  An analysis of relocation activity into and out of New Jersey will help identify the financial impact on program costs.

Compliant home sale programs must occur via a “two-step” transaction; however, the mechanics of filing one or two deeds is usually a client decision. New Jersey does not require two deeds for relocation transactions and, when feasible, NEI recommends recording a single deed directly from the employee to the outside buyer. For companies that mandate two separate deeds - one from the employee to the relocation management company (RMC) and from the RMC to the buyer - the tax obligation will double. The costs of the first deed are taxable income to the employee, thus the gross up on those expenses adds even more cost.  

Although New Jersey has had a mansion tax for two decades, the topic is gaining traction in other markets. NAR data indicates there are mansion taxes in place in cities or counties in seven states and Washington, D.C. and ballot initiatives have been put forward in cities like Chicago (failed) and Los Angeles (passed).

The newly graduated schedule for mansion taxes in New Jersey aligns with many other states’ approach.  For example, New York’s tax starts at 1% for a $1 million property and escalates to a maximum of 3.9% for a home at $25 million or more.  Washington state’s tax extends up to 3% for properties over $3,025,000. The tax is a seller cost in Washington; negotiable between buyer and seller in other markets.  

California does not have a state mansion tax, but individual cities have adopted the approach with the revenue often supporting affordable housing, mass transit systems, and other public needs.  Los Angeles’ new tax, effective in 2023, starts at 4% for sales over $5 million and goes up to 5.5% if over $10 million.  

Connecticut’s mansion tax applies a 2.25% tax rate to the portion of any sale above $2.5 million.

Hawaii has multiple sales price levels that trigger graduated tax rates, starting as low as 0.1% for a sale price under $600,000 and can go as high as 10-20% for properties over $5.49 million.  The rate in Hawaii is also driven by whether the property is considered a primary residence.

Many corporate policies include a value limit on homes that are eligible for the home sale program, allowing for an analysis of the cost and risk for properties over those limits.  When exception requests arise based on those policy parameters, the mansion tax topic should be included in that analysis.

The expansion of mansion tax laws—especially New Jersey’s recent shift in responsibility from buyer to seller and the introduction of tiered rates—adds a new layer of complexity and cost to corporate relocation programs. With similar taxes already in effect or under consideration in other states and cities, it’s important for companies to understand how these changes may affect both inbound and outbound moves, home sale / purchase costs, and policy exceptions.

NEI is here to help analyze your program’s exposure, assess potential financial impact, and ensure compliance with evolving requirements. For tailored guidance on how these changes may affect your mobility program, please reach out to your NEI representative.

How OBBB Could Reshape Corporate Relocation

On July 4, 2025, the One Big Beautiful Bill (OBBB) was signed into law, marking the most significant changes to the U.S. tax code since the Tax Cuts and Jobs Act (TCJA). Lawmakers say that the act is driven by a push to modernize the tax system, stimulate economic growth, and reassert U.S. competitiveness on the global stage. The bill responds to shifting labor dynamics, geopolitical pressures, and fiscal demands.

While much of the attention has focused on individual tax relief and increased defense funding, the legislation also carries substantial implications for relocation management companies, global mobility programs, and HR policy planning.

For companies navigating a complex mobility landscape, OBBB’s provisions present both new challenges and strategic opportunities. From tax reform and support to immigration compliance and state-level cost-of-living impacts, all branches of global mobility will feel the ripple effects of this legislation.

This article unpacks the bill’s core elements most relevant to corporate relocation and translates the information we’ve learned into actionable insight. If you manage domestic transfers, oversee global assignments, or create the policies that support relocating employees, understanding these changes is critical to keeping your program competitive and strategically aligned.

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Permanent TCJA Provisions

The One Big Beautiful Bill (OBBB) permanently extends the main components of the 2017 TCJA, providing long-term clarity on taxing relocation benefits. One unchanged provision eliminates the individual tax deduction for unreimbursed moving expenses related to a job change, except for certain government employees. This means that employer-provided moving benefits are still taxable income to the employee.

While this may disappoint those hoping for a complete restoration of the deduction, there is one positive takeaway. Employers can continue to deduct relocation expenses as a business cost. This permanent provision enables companies to maintain relocation budgets while offering tax assistance to employees through gross-up payments that help offset their individual tax burden.

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The Impact on Mobility Programs

The permanent provision provides insight into companies relocating employees, allowing them to reassess and adjust their relocation policies, especially with more comprehensive support, such as gross-up payments, to limit tax exposure to the employee.

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SALT Deduction Cap Raised

One of the most immediate and impactful provisions of the One Big Beautiful Bill is the increase in the State and Local Tax (SALT) deduction cap. Previously capped at ten thousand dollars, the new law raises the limit to forty thousand dollars per household through 2029. This change allows taxpayers to deduct significantly more in state and local taxes on their federal returns, providing meaningful relief for employees relocating to states with high income or property taxes.

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The Impact on Mobility Programs

For companies moving talent into high-cost locations such as California, New York, New Jersey, or Illinois, the expanded SALT deduction can help ease the financial burden on employees and make previously cost-sensitive destinations more attractive. This shift may also open doors for companies that previously avoided expansion into high-tax regions due to relocation cost concerns. With the SALT deduction cap now substantially higher, the financial landscape of domestic mobility has changed.

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Tax Incentives Reshaping the Map for Talent Strategy

Among the most consequential changes in the One Big Beautiful Bill is the permanent extension of business tax incentives that encourage domestic investment. Companies can now continue to fully expense capital expenditures, such as buildings and equipment, a provision introduced initially in the 2017 tax law. Lawmakers designed the extension and related tax benefits to stimulate long-term growth by making it more financially attractive for businesses to expand operations within the United States.

As companies reevaluate where they invest, hire, or build, these tax incentives could shift the demand for talent across locations. Cost savings may influence certain industries such as technology manufacturing and logistics, especially as they expand into less developed areas and emerging markets.

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The Impact on Mobility Programs

Mobility teams should be at the table early during expansion discussions. With relocation volume potentially following new capital investment patterns, having a clear talent deployment strategy aligned with tax-informed decisions will be critical to success.

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529 Plan Expansion: Fueling Professional Growth Through Mobility

The One Big Beautiful Bill expands how 529 education savings plans are  used, allowing funds to cover workforce development and professional credentials in addition to traditional college expenses. This includes certifications relevant to the mobility industry, such as the Certified Relocation Professional (CRP) and Global Mobility Specialist Talent (GMS-T) designations.

This change gives employees and employers greater flexibility to invest in ongoing career development without relying solely on out-of-pocket costs or company-sponsored tuition reimbursement.

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The Impact on Mobility Programs

The ability to use 529 funds for certifications creates new opportunities for employers to encourage skill building within mobility and HR teams. It also supports relocating employees pursuing new roles, cross-training, or development goals as part of their move.

By aligning professional development with financial planning tools, companies can support career growth and retention, while building stronger internal mobility expertise.

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Immigration Impacts: Preparing for Delays and Rising Costs

The OBBB introduces significant changes to the U.S. immigration policy, emphasizing stricter enforcement.

Among the most notable changes are enhanced screening procedures for specific visa categories, new fees tied to immigration filings, and increased funding for visa processing infrastructure. While the long-term goal is to streamline operations and reduce backlogs, companies may experience temporary delays as new systems and staffing models are rolled out.

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The Impact on Mobility Programs

Companies that rely on international talent should prepare for more complex planning and potentially higher costs when sponsoring employees or managing cross-border moves.

While some final details are still being clarified through follow-up regulations, immigration will remain a high priority in the evolving mobility landscape. Companies that act early to assess the impact of these changes will be better equipped to protect their global workforce strategy and ensure a positive relocation experience.

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Conclusion: Navigating Change with Confidence and Strategy

The One Big Beautiful Bill marks a pivotal moment for corporate relocation and global mobility programs. By making key TCJA provisions permanent, increasing the SALT deduction cap, expanding tax incentives, and introducing immigration-related changes, this legislation reshapes the financial and operational landscape for relocating employees and their employers.

The path forward for HR and mobility professionals is clear: proactive adaptation is essential. This means revisiting relocation policies, aligning closely with finance and tax teams, and preparing for evolving immigration requirements. It also means leveraging new opportunities such as the expanded use of 529 plans for professional development to support talent retention and career growth.

NEI is committed to helping you navigate legislative changes as they occur with clarity and confidence. We are ready to assist our clients with tailored solutions that keep their mobility program compliant, competitive, and aligned with their business strategies.

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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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RFPs and Alternatives: Finding the Best Procurement Fit

A Request for Proposal (RFP) can play an important role in procurement – especially for global mobility services and many companies believe that issuing an RFP is the only way to choose a new supplier. While RFPs are largely popular, are there other strategies to balance or streamline the process while ensuring due diligence and competitive sourcing?

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The Strategic Role and Circumstances of RFPs

Requests for Proposals (RFPs) serve as a method for strategic supplier selection, providing a structured framework to promote transparency, fairness, and cost-effectiveness. By formalizing the evaluation process, RFPs empower organizations to identify reputable and trustworthy suppliers, thereby mitigating risks associated with unvetted or less qualified vendors.

Further, some organizations operate under procurement regulations mandating periodic competitive bidding cycles (often every three to five years), even in well-performing partnerships. This ensures ongoing comparative analysis of pricing, capabilities, and awareness of new products and services, and service quality within the evolving market landscape.

However, the traditional RFP process is not without its challenges: procurement / global mobility teams often face delays due to lengthy setups, shifting priorities, legal reviews, internal approvals, and final evaluation times.

Recognizing these potential inefficiencies, global mobility and procurement professionals may find increased flexibility through other sourcing strategies that can help balance out or reduce one’s exclusive reliance on RFPs. These concepts – when implemented thoughtfully and tactically – can uphold due diligence standards and satisfy competitive sourcing requirements.

Let's explore a few options:

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1. Strengthen Existing Supply Chain Relationships

Companies that have strong connections with suppliers who consistently deliver excellent service, innovation, savings, and strategic value can eliminate the need for RFP rebidding.

An Accenture report, “Harnessing the Power of Supplier Collaboration and Innovation,” emphasized that procurement needs to recognize the importance of collaboration with strategic suppliers, identify barriers to effective supplier collaboration, and upgrade processes to ensure that collaboration delivers innovations.¹

In such environments, the traditional RFP may become less of a necessity and more of a legacy process—perhaps even bypassed entirely in favor of proven, strategic, performance-based partnerships.

“Leaders are re-evaluating the supply chain as not just operational, but also a strategic opportunity,” commented Sari Mackay, Supply Chain Lead at Accenture ANZ in SupplyChainDigital.² “These collaborations not only improve operational efficiencies but also drive strategic, data-informed decision-making across the companies’ global operations.”

When such a level of collaboration, connection, and trust is established, a traditional RFP process becomes less relevant and — in many cases — may be entirely avoidable.

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2. Pre-Proposal Meetings with Suppliers

Determining which suppliers to include in a proposal process can be difficult solely based on the internet or industry searches. Finding the right supplier options for your organization is important, and this can be accomplished with introductory meetings held before any proposal process.  

Meeting in person rather than virtually is a recommendation so procurement can gain a better sense of cultural fit, encourage more spontaneous problem-solving, and enhance engagement through non-verbal cues that cannot be experienced with virtual meetings.    

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3.  Request for Information (RFI)

Before committing to an RFP, procurement teams can issue an RFI to gather market intelligence. An RFI allows businesses to explore supplier capabilities without binding commitments. This process provides insights into supplier culture and service delivery differentiators, market trends, security and compliance measures, and emerging technologies.

RFIs can help refine procurement strategies by identifying viable suppliers early in the process. With a well-structured RFI, organizations can determine whether a full RFP is necessary or if direct discussions with selected suppliers would be more effective.

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4. Request for Solutions (RFS)

A developing trend in procurement involves using an RFI followed by an RFS, where suppliers identified in an RFI are invited to submit succinct proposals in response to a specific business challenge pertaining to the service or product. Since an RFS isn’t meant to solicit free consulting, companies are encouraged to be mindful — respecting the considerable time and resources suppliers may invest in a project that offers no guaranteed return.

If a supplier is selected as the future partner, their proposal can then be further developed in collaboration with relevant business stakeholders. This enables procurement teams to build upon the supplier’s RFI response and tap into their expertise while fostering their creativity.

For example, an energy industry company found that their recruitment efforts for a new remote plant location were not providing the hiring acceptance targets needed to meet their business objectives. They tried several internal measures before asking potential suppliers to present solutions for their hiring initiatives.  The result provided several unique options for them to consider in their mobility program, and they continued conversations with the suppliers whose RFI responses and innovative solutions seemed the best fit for their organization.  

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5. Pilot Programs

If a company is nervous about committing to a long-term contract, procurement teams can initiate a pilot program engagement if their current agreement does not have an Exclusivity Clause – meaning your services can only be provided by the contracted supplier. This allows companies to test a supplier’s capabilities on a small scale before making a full investment.

For instance, a corporate relocation firm could issue a concise, thorough RFI and work with a new supplier on a limited-scope project, assessing performance and service quality before scaling up. If the supplier meets expectations, a direct contract can be negotiated, eliminating the need for a formal RFP.

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RFP Balancing Act

RFPs will remain valuable business evaluation tools, but the process is a balancing act.

Ensure your next RFP isn’t a “Request for Pain”… Keep it targeted to key objectives and the most meaningful evaluation criteria the company prioritizes, but make it detailed enough to attract and select qualified suppliers.

Incorporating strategies complementing RFPs can gather more information, streamline procurement, reduce complexity, and foster innovative, strategic partnerships. Overall pricing -- and ensuring there are no hidden or “out of scope” fees to be discovered later after signing a contract -- is also key to one of many decision components but pricing should not be the deciding factor.

After all, the goal is to choose a strategy based on your organization’s unique objectives and find the best fit with a supplier. Emphasizing strategic collaboration with suppliers to drive innovation, savings, service, and value can build mutually beneficial relationships for sustained business success.³

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Want to Know More?

RFPs are an important method to evaluate and conduct due diligence when selecting a relocation partner, but global mobility and procurement professionals may be able to increase flexibility and due diligence by using additional sourcing strategies, described above, along with an RFP process.

If you have questions about this or would like to discuss this or any relocation-related issue further, please contact your NEI Client Relations Manager or NEI Client Development representative 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.

1. https://supplychaindigital.com/articles/how-supplier-collaboration-platforms-enhance-resilience
2. https://marketplace.procurementleaders.com/partners/accenture/resources/report-harnessing-supplier-collaboration-innovation?utm_source=chatgpt.com
3. https://www.gartner.com/en/supply-chain/topics/supplier-relationship-management

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Building Resilient Mobility Programs in a Volatile World

"Geopolitical risk is now a constant feature of the business environment, not a sporadic shock." ~ Ian Bremmer, President of Eurasia Group

As conflicts escalate, borders can tighten and business challenges increase. It can leave global mobility professionals asking themselves almost daily:  --How prepared are we if things change dramatically overnight?

It’s common now for organizations to evolve and build increased resilience into their talent mobility programs—anticipating the next disruption.

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Why This Matters Now

No region is immune and while conflict-prone areas like the Middle East or Ukraine remain high-risk, other seemingly “safe” zones are showing cracks.  In the last 3 to 24 months, global companies have navigated a dizzying series of geopolitical challenges:

• Rising diplomatic tension and security concerns over Taiwan and the South China Sea
• Red Sea shipping attacks and threats
• India/Pakistan military actions
• Expanded U.S. Department of the Treasury’s Office of Foreign Assets Control (OFAC) sanctions
• Protests, strikes, political unrest, and tension in Europe, North and South America

Each event carried a talent impact—delays, disruptions, emergency exits, and unexpected relocations. As business leaders increase overseas investment and global headcount, HR and mobility teams must now align with legal, risk, and compliance teams to proactively plan for what used to be unimaginable.

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How Companies Respond to Shifting Risks

Even where safety isn’t the issue, volatility or the stress of a growing threat of volatility can upend global assignments. Companies are taking the following actions:

Talent Contingency Mapping: Organizations are auditing which key roles sit in high-risk areas and mapping a plan B scenario: alternate locations, local hires, or short-term remote coverage. This mirrors an approach similar to those used in other industries and applicable to talent safety and business continuity plans.

Flexible Assignment Structures: Some global companies are moving away from traditional long-term expatriate models toward more agility—shorter assignments, increased business travel. If affordable, or a hybrid home country-based model, if feasible. While not ideal, these may reduce risks in potentially volatile countries while retaining a global presence and business focus.

Cross-Functional Readiness: Mobility leaders are collaborating with legal, tax, security, and ESG teams to run relocation-specific scenario planning. Some with large global operations are building “geo-risk dashboards” for enhanced visualization to monitor and forecast disruption impacts on talent. ^[1]

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First Steps: Policy Levers to Reevaluate

A resilient global relocation program requires mobility policies that are flexible enough to respond to real-time disruption without sacrificing compliance, cost control, or duty of care. Consider three levers progressive companies are using:

1. Geopolitical Evacuations & Exit Clauses: Traditional assignment letters rarely account for unplanned exits. By embedding specific clauses or contingency language in them — allowing employees/families to exit or pivot to safer locations when political, environmental, or operational risk levels are met — companies protect both people and their business continuity. Such clauses should define the triggers (e.g., State Department advisories, security alerts) and include coverage for temporary housing, repatriation, and dependent care.
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   ‍NEI Client Example – Ukraine: NEI supported clients at the onset of the Ukraine crisis by first, ensuring assignees were safe and understood that they were supported by their company. One client needed immediate assistance moving a group of employees out of Russia.
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   Result: Working with our DSPs on the ground, NEI took swift action and found a location where they could go without prior visa approval and moved twenty assignees and their families to Dubai. NEI arranged area tours and DSP services for their employees and arranged for someone to meet the families in Dubai. Another client evacuated families to Istanbul into temp living. Temporary housing was limited and Istanbul was the best option.
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2. Location Premiums / Safety Bonuses: To support moving key talent to certain locations, organizations need reliable data to help calculate fair and consistent compensation or hardship premiums for the mobile employees.^[2] Some companies are revisiting the concept of “location-based differentials” or “incentive mobility.” These may include bonus pay, extended paid leave, additional insurance, or enhanced benefits for higher-risk areas, particularly for project-based roles or leadership placements in some emerging markets.
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3. Diversified Vendor Networks: If your relocation relies on a single provider in-country, you could be vulnerable—whether due to supply chain issues, sanctions, or sudden border closures. Proactive global companies are building supply chain back up plans that include near-country support for all markets they have current or frequent assignments in.

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Second Steps: Identify Tools to Help You Stay Ahead

Managing geopolitical risk in talent mobility requires more than policy—it requires visibility, data, and decision support. Keeping our clients up to date on these matters is of utmost importance. NEI quickly provides clients with important updates about countries where they have employees, where they might send employees, or key industry developments—even if they have no activity in those locations—as well as for general industry knowledge if they do not.

New tools and platforms to monitor geopolitical changes are also emerging to support this need:

• Geopolitical Intelligence Platforms: There are a number of online subscription services that offer real-time geopolitical assessments, scenario planning dashboards, and regional volatility indexes.
• Critical Event Management: Platforms, such as those offered by companies that provide medical and security assistance to organizations and their travelers, are especially valuable for duty of care, providing a direct line to mobile employees and enabling rapid response if evacuation, shelter-in-place, or medical support is needed.^[3]
• Generative AI-Powered Mobility Risk Forecasting: Emerging AI platforms use predictive modeling to simulate how conflicts, sanctions, or policy shifts may impact your global footprint.^[4]

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The Stakes are High: Act Now

As the saying goes: “An optimist will tell you the glass is half-full; the pessimist, half-empty; and the engineer that the glass is twice the size it needs to be.”

The take away?... Corporations need to think a bit like engineers—practical, data-driven, and forward-looking.

Today is the best time to audit your global talent footprint, revisit mobility policy flexibility, and build geopolitical readiness into your relocation strategy. Not preparing for geopolitical disruptions can:

• Undermine employee safety and morale
• Interrupt business continuity and project delivery
• Damage employer brand in high-growth regions
• Lead to regulatory non-compliance or legal exposure

Organizations that plan proactively don’t just respond faster—they become more attractive to talent, reliable partners to business units, and strategic voices at the executive table.

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Proactive Trends, Alerts, and Protocols

NEI helps clients stay informed and regularly updates you on the latest travel guidelines, alerts, protocols and your unique goals and cultural nuances. With additional planning, cross-functional collaboration, and agile relocation design, your mobility program can become a source of strength—not a vulnerability.

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

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Sources:

1. Creating GIS Projects with Infographics using Dashboards
2. Workfore Resilience
3. Leveraging Generative AI In Supply Chain Risk Assessment And Mitigation

^{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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Explore Key Trends and Takeaways from Recent Simple 7 Surveys

NEI’s Simple 7 is an ongoing rotation of quick, seven-question surveys to explore the topics that are top of mind for you and your business. NEI’s Simple 7 releases every other month with results being shared approximately 3 weeks from the survey open date.

Please download the summaries from the Group Moves, Expense Management and Policy Design using the links below. To discuss these results, feel free to reach out to your NEI representative.

Simple 7 Expense Management‍

‍Simple 7 Group Moves

Simple 7 Policy Design

Simple 7 Loss on Sale

NEI Recognized for Excellence in Ethics, Culture, and Client Satisfaction

In the complex and challenging world of corporate relocation, NEI stands apart, not just for our exceptional service, but for the unwavering principles that guide every interaction. NEI has consistently defined excellence in relocation and global assignment management, earning prestigious accolades for its steadfast commitment to ethics, unparalleled customer satisfaction, and a vibrant, supportive company culture. These awards are a testament to our dedication to making every relocation a seamless, positive, and stress-free experience, built on a foundation of trust, transparency, and genuine customer care.

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NEI Recognized by TTX for Relocation Excellence

August 2025 – NEI was short listed by client, TTX Company, in recognition of our efforts to achieve their goal of providing the highest quality, most reliable service at the lowest cost. Specifically, NEI consistently went above and beyond to ensure each person involved in the move from Chicago to Charlotte felt supported, informed, and cared for. In appreciation for the role NEI played in making the transition as smooth and positive as possible, our client nominated NEI for TTX’s Exceptional Service Award. “NEI’s approach was marked by calm patience, meticulous attention to detail, and an unwavering commitment to outstanding customer service. Whether they were managing logistics or addressing last-minute concerns, NEI always brought clarity and reassurance to every situation. Their ability to anticipate needs and provide thoughtful solutions made a meaningful difference to our employees and their families during this major life change.”

TTX Company’s Supplier Evaluation Committee (SECO) process integrates their quality inspection efforts with a team that reviews various processes to arrive at an overall rating of each supplier.  We are honored to be recognized by TTX along with other suppliers who meet the company's rigorous standards for professionalism, empathy, cost effectiveness, on-time delivery, service excellence, quality and administration.”

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The 2025 International Business Awards®

Gold Stevie® Winner
Company of the Year | Mid-size Business/Professional Services Category

Bronze Stevie® Winner
Achievement of Customer Satisfaction

August 2025 – NEI was the winner of a Gold Stevie® Award for Company of the Year – Mid-size Business/Professional Services category and a Bronze Stevie® Award for Achievement of Customer Satisfaction in the 22nd Annual International Business Awards on 13 August 2025.

The International Business Awards are the world’s premier business awards program that in 2025, received 3,800 nominations from individuals and organizations in 78 nations and territories – public and private, for-profit and non-profit, large and small.

“The 2025 International Business Awards have set a new benchmark for excellence,” said Stevie Awards President Maggie Miller. “Our winners have demonstrated remarkable ambition and achievement in reaching their goals. We congratulate them on their well-earned recognition and look forward to honoring them on stage in Lisbon on 10 October.”

Nominations were submitted for consideration in a wide range of categories, including Company of the Year, Marketing Campaign of the Year, Best New Product or Service of the Year, Startup of the Year, Corporate Social Responsibility Program of the Year, and Executive of the Year, among others.

Winners were determined by the average scores of more than 250 executives worldwide, who participated in the judging process in May – July 2025.

NEI won a Gold Stevie® Award for Company of the Year – Mid-size Business or Professional Services category and a Bronze Stevie® Award for Achievement of Customer Satisfaction.

“NEI Global Relocation is providing value to the world by being a certified Women's business enterprise. They have an impressive record by winning HRO Today Baker’s Dozen award and FEM EMMA's for best partnership.” ~ Gold Stevie® Awards Judge

Our unmatched level of operational excellence and client trust is validated by consistently achieving 100% client satisfaction, 98.6% relocating employee satisfaction, extraordinary rankings in the last three independent Trippel surveys, and exemplary SOC 1 and SOC 2 audits for the fourth consecutive year.

“This nomination for NEI Global Relocation presents an exceptionally strong and virtually flawless case for ‘Achievement in Customer Satisfaction.’ It provides overwhelming, independently verified evidence of superior customer and employee satisfaction, coupled with robust operational excellence and industry leadership.”  ~ Gold Stevie® Awards Judge
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The 2025 American Business Awards®

Gold Stevie® Winner
Achievement of Customer Satisfaction

May 2025 – NEI was named the winner of a Gold Stevie® Award in the Achievement of Customer Satisfaction category in the 23rd Annual American Business Awards® on 24 April 2025.

This recognition highlights NEI's strong commitment to customer service, evidenced by several key achievements in the past year.

These achievements include:

• Exceptional satisfaction rates: 100% client satisfaction and 98.6% relocating employee satisfaction.
• High Google rating: A 4.5 rating as of March 2025.
• Flawless audit history: Zero findings in their SOC 1 and 2 audits for the past four years.
• Industry-leading survey results: Earning 25 #1 rankings in the 2024 Trippel Relocation Managers’ Survey and the highest overall rating in the 2024 Trippel Nationwide Employee Survey.
• Prestigious awards and recognition: Placing first in two HRO Today Baker’s Dozen categories, receiving top honors in the FEM APAC and Americas EMMAs, and earning the Business Excellence Award in Culture from the Greater Omaha Chamber of Commerce.

“NEI Global Relocation delivers truly exceptional customer satisfaction through operational rigor, award-winning service, and industry-leading client and employee ratings. The 100% client satisfaction and 98.6% employee satisfaction rates, along with unmatched rankings in Trippel surveys and SOC audit excellence, reflect NEI’s holistic commitment to quality.” ~ Gold Stevie® Awards Judge
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Better Business Bureau Torch Awards for Ethics Winner

May 2025 – NEI received the 2025 BBB Torch Award for Ethics, recognized for leading with integrity, earning trust, and strengthening our communities through our everyday decisions.

Chosen by an independent panel of past winners and industry professionals, NEI represents what’s possible when doing the right thing is the priority.

NEI stands as a beacon of integrity in the relocation industry, consistently recognized through independent surveys for our trustworthiness, transparency, and superior performance. We've established ourselves as leaders in the categories that matter most: integrity, service consistency, and overall satisfaction, proving that ethical conduct is integral to exceptional service.

Our culture is a testament to these values, nurtured through structured, inclusive team practices and recognition like our Service Exceeding Expectations (SEE) Award. We're committed to more than just problem-solving; we strive to resolve situations in ways that instill client confidence and elevate the standard for service performance. Our unwavering dedication to doing what's right in every interaction positions us as a prime candidate for the BBB Torch Award for Ethics.
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Chamber of Commerce Business Excellence in Culture Award

April 2025 – NEI received the 2025 Omaha Chamber of Commerce Business Excellence in Culture Award.

According to the Omaha Chamber, award winners ignore traditional models and forge new paths, promote teamwork and collaboration, and significantly impact the health and well-being of Greater Omaha. Companies receiving the Business Excellence in Culture award have achieved a culture where employees thrive. Their leaders have intentionally built an environment based on well-being, trust, and shared values, ensuring people feel valued, supported, and empowered to contribute their best.

At NEI Global Relocation, we believe that when employees feel valued, supported, and empowered, they are best positioned to deliver exceptional service to our clients. Our leadership team is dedicated to fostering a culture of trust, well-being, and shared purpose, ensuring that employees have the resources and support they need to thrive—both personally and professionally.

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About NEI

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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What the One Big Beautiful Bill Means for Relocation and HR Strategy

Navigating Changes for Corporate Relocation and HR

On July 4, 2025, the One Big Beautiful Bill (OBBB) was signed into law, marking the most comprehensive overhaul of the U.S. tax code since 2017. While national attention has largely centered on tax relief and defense funding, the bill also introduces significant implications for corporate relocation, global mobility programs, and HR policy planning.

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What HR & Global Mobility Professionals Should Know

Permanent TCJA Provisions

The bill permanently extends key elements of the 2017 Tax Cuts and Jobs Act (TCJA), eliminating the need for future renewals. This includes lower individual tax rates, the increased standard deduction, and the qualified business income deduction for pass-through entities.

What it means: Greater long-term clarity for employers with a reduced corporate tax rate, and relocating employees, especially in modeling tax exposure and assignment compensation planning.

SALT Deduction Cap Raised

The State and Local Tax (SALT) deduction cap will increase from $10,000 to $40,000 starting now through 2029. The increased cap allows taxpayers to deduct up to $40,000 in state and local taxes on their federal returns, offering relief for high earners in states with steep income or property taxes.

What it Means: For employees relocating to high-tax states such as New York, California, and New Jersey, this can result in significantly reduced tax burdens. This change may make previously cost-prohibitive destinations more financially viable and attractive for talent mobility.

Moving Expense Deduction Partially Restored for Government Moves

The moving-expense deduction remains unavailable to most private-sector employees, the bill expands eligibility to U.S. government employees, including those in the intelligence community. This reverses part of the 2017 TCJA limits that had previously restricted the benefit to active-duty military personnel.

What it means: While the impact on most corporate moves is minimal, many had hoped this provision of the TCJA would expire. It is worth noting the expanded eligibility for government clients or dual-career households with federal employees.

Business Tax Incentives Could Shift Location Strategy

With permanent full expense of capital expenditures and other business-related tax benefits in place, some companies may reconsider where they invest, expand, or hire. These provisions are designed to stimulate long-term domestic investment by making it financially attractive for companies to expand operations within the U.S. Industries such as technology, manufacturing, and logistics may be especially influenced by these changes.

What it means: As companies reassess their relocation strategies, talent deployment patterns could shift. HR and mobility teams must remain closely aligned with business development and tax functions to proactively anticipate and adapt to these changes.

529 Plan Expansion Supports Mobility Specific Credentials

The 529 education savings plans will now cover postsecondary credentials, including professional certifications like CRP ® and GMS-T®. This change broadens how education savings can be used, making it easier for employees to pursue industry-recognized credentials without out-of-pocket costs. It also opens the door for employers to encourage professional development.

What it means: This provides employers with new tools to support career development for relocating employees and mobility teams, fostering enhanced retention and professional growth.

Immigration & Global Mobility Impacts

Changes to U.S. immigration processes, including enhanced screening protocols for unaccompanied minors and new fees for various visa and immigration applications. These measures are part of a broader push for tighter enforcement and increased funding for border and visa oversight, which could result in longer processing times and higher costs for foreign nationals and the companies that support them.

What it means: Companies relocating foreign talent or supporting cross-border assignments should prepare for added compliance steps and budget for potential increases of immigration-related fees.

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In Closing

While the One Big Beautiful Bill does not fully restore all moving-expense benefits, it undeniably delivers meaningful cost relief through expanded SALT deductions and increased moving-expense eligibility for U.S. government employees. When combined with significant corporate tax enhancements and potential new fees, these changes necessitate a comprehensive review and update to existing relocation policies, costing models, and internal/external communications.

At NEI, we’re actively monitoring the implications of this new law for our clients and their relocating employees. From tax updates to housing market trends, we’ll continue to keep you informed—and help ensure your mobility program remains compliant, competitive, and aligned with today’s evolving landscape.

Stay tuned for a deeper dive into the legislation in future Mobility Trends & Hot Topics.

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Global assignments are among the most expensive talent strategies a company can pursue—yet many organizations still don’t measure their true success.  

Measuring Success with Global Assignments: Hidden Challenge, Hidden Opportunity

While managing logistics and compliance is often the primary focus in global assignments, broader outcomes—like business impact, talent growth, and long-term ROI—are frequently overlooked. This potential gap presents both a challenge and an opportunity for strategic improvement.

Global assignments designed with intention and success metrics can deliver measurable value, both for the business and the employees taking the assignment. Yet, when goals are vague, results usually are too.  According to PwC and Deloitte, one of the biggest and costliest global assignment oversights is approving one without a clearly defined business goal.  

What to Measure:

• Market Expansion: Will the assignee be instrumental in launching operations, building local partnerships, or capturing new customer segments?
• Knowledge Transfer: Will the assignee transfer technical, cultural, or leadership knowledge to the host team or region?
• Leadership Development: Will the assignment accelerate the individual’s readiness for larger roles? Are they now on a faster track for succession planning?

A Deloitte report titled "Smart Moves – A New Approach to International Assignments and Global Mobility" also suggested asking if the assignment helped unify global processes, culture, or systems to determine if business objectives effectively measure the value of an assignment.

Without clear success metrics, your program may not just appear vague — it could be vulnerable to tough questions from senior leadership:

• What exactly did this assignment achieve?
• Where’s the ROI?
• Did it grow and retain talent?

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Employee & Family Experience

Most international assignments fail not from poor planning, but from inadequate support and employee/family dissatisfaction as children’s schooling, cultural adaptation, and spousal career issues can contribute heavily to early returns.

After an assignment is accepted, areas to gauge an employee or family’s experience are through regular touch-base calls and mid-move and post-assignment surveys including employee satisfaction and family adjustment and support effectiveness.

While on assignment, company representatives are also encouraged to measure career development, cultural and language adaptation, and satisfaction with local team collaboration in the new international assignment location.

Similar support upon repatriation is equally as important: according to SHRM, over 25% of returning expats leave their company within a year due to poor reintegration or career planning.¹

Organizations that track such experience metrics can reduce early assignment returns and improve long-term talent retention.

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Execution Without Insight

Even the most strategic assignment can falter if the execution isn't seamless. Delays, cost overruns, or poor vendor performance create friction and frustration. Areas to focus attention include:

• Costs: Ensuring assignments are completed within the planned schedule and budget is fundamental to operational efficiency
• Challenges: Tracking the rates and reasons behind assignments that do not reach completion will provide insights into potential areas for process improvement
• Satisfaction/Issue Resolution: Evaluating relocation management and supplier partner services and monitoring the effectiveness of issue resolution helps maintain high service standards
• Compliance: Adhering to immigration laws and tax regulations is crucial to avoid legal complications and financial penalties

“Operational excellence is often underestimated—until something goes wrong,” says Mollie Ivancic, SVP International Services, NEI Global Relocation. “Relentless execution truly underscores how proactive attention to even the smallest operational details can prevent issues before they arise.”

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From Cost Center to Strategic Catalyst

One of the biggest missed opportunities in global mobility is viewing it as a back-office support function instead of a strategic driver of competitive advantage.

Global mobility can be boxed into compliance, logistics, and administrative execution functions. Yet while managing suppliers and coordinating assignments or moves are essential, some at a C-suite level may not recognize the full potential of what Global Mobility can deliver, such as.

1. Accelerating business goals - placing the right talent in the right markets at the right time
2. Developing future leaders - exposing them to diverse environments and complex challenges
3. Enabling cross-border knowledge transfers - strengthening global alignment and innovation

According to PwC and Deloitte, by tracking success across three pillars—business impact, employee experience and operational execution—Mobility leaders can reframe their programs as strategic investments, not just administrative costs.

• Want to influence workforce planning? Show how global assignments feed leadership pipelines
• Want a seat at the table with Finance? Present real ROI, not just spend
• Want stronger retention? Demonstrate how assignees return more engaged, more skilled, and more loyal

This is how global mobility shifts from a transactional function to a strategic catalyst—powering growth, enabling agility, and future-proofing talent.

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Mobility Success Isn’t What You Think

Success isn’t defined by a smooth move. It’s defined by measurable outcomes, employee growth, and flawless execution. After all, if you’re not measuring, you’re not just missing data—you’re missing early warning signs of potential problems and possibly opportunities to shape your talent strategy, retain top performers, and prove the move’s impact on one’s business.

To strengthen your global assignment strategy, PwC and Deloitte recommend focusing on three key actions:

1. Define Success Before Deployment:  Tie every assignment to a clear business objective. Ask: What will success look like 12 months from now? Build those goals into assignment agreements and post-assignment reviews.
2. Track the Full Experience—Not Just the Move: Go beyond logistics and use pulse surveys, employee/family feedback, and repatriation status checks to measure engagement, integration, and career impact.
3. Build a Metrics Dashboard:  Create a simple, high-visibility dashboard covering business ROI, assignment experience, assignee post-move retention and operational efficiencies gained. Use it to help shift Global Mobility from 'support' to 'proactive strategists.'

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Global Assignments as Engines for Strategic Growth

By measuring the right success metrics, Global HR, Talent, and Mobility leaders can turn global assignments into engines for strategic growth.

NEI will help you stay informed on trends and will regularly update your global assignment and relocation benefits to reflect the latest international travel guidelines, alerts, and protocols and your unique company goals and cultural nuances.

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

^{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.}

1. https://www.shrm.org/topics-tools/news/hr-magazine/retaining-repatriates?utm_source=chatgpt.com

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RTO Mandates Are Stress Testing Mobility Programs — Is Yours Ready?

As companies across the U.S. shift back to in office operations, workforce mobility is undergoing a fundamental transformation. What was once viewed as a high-value perk reserved for leadership or niche roles is now being redefined as a retention critical function at all levels.

The Talent Everywhere article, The Great Re Relocation, notes that return-to-office (RTO) mandates are "reshaping workforce mobility,” with employers rapidly adjusting to new patterns of movement. But mandates alone don’t solve the underlying challenge. In fact, they’ve exposed weaknesses in outdated relocation programs that weren’t built for the hybrid, high-turnover, post-pandemic workforce.

As return-to-office mandates expose the limits of traditional relocation policies, mobility is evolving into a tech-empowered, employee-centered strategy that’s just as much about retaining talent as it is about getting everyone back into the office. This gives relocation management companies the opportunity to reshape how companies approach the workplace, workforce, and even the real estate footprint.

At the heart of this transformation is at least one certainty: Relocation is more than just moving your employees. It’s about people, purpose, and preserving connections in the workplace.

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Testing Policy Against the RTO Mandates

The recent wave of return-to-office (RTO) mandates is putting renewed pressure on traditional relocation policies. With shortened lead times and rising urgency, mobility and HR teams are navigating a broader range of employee concerns — many of which fall outside the scope of legacy programs.

Employees are raising questions like:

• Hybrid flexibility – Can I split my time between the office and home?
• Commuting support – Will the company help with rising commuting costs?
• Family and caregiving needs – How will changes in my personal responsibilities be accommodated?

As well-known employers push for a return to physical office spaces, existing mobility benefits — such as lump sums, housing allowances, or standard cost-of-living adjustments — are being asked to do more than they were originally designed to handle. These policies often assume permanent, full relocations with clear timelines, but today’s needs are more varied and fluid.

Without built-in flexibility, many legacy policies are falling short — frustrating employees and leaving companies exposed to higher turnover. What used to work for traditional, one-size-fits-all moves doesn’t always meet today’s complex, time-sensitive needs. To stay competitive, organizations must rethink how relocation supports not just logistics, but long-term talent strategy.

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Retention and Rethinking What Relocation Means

As organizations navigate return-to-office mandates, many are beginning to view relocation not just as a logistics function but as a strategic tool for talent retention. The Relocation Management Companies (RMCs) best positioned to support this shift are doing these four things particularly well:

1. Revising policies for flexibility
   Traditional relocation programs often assumed a single destination which was corporate headquarters. Mobility programs today must account for regional hubs, employee lifestyle choices, and hybrid schedules.
2. Prioritizing personalized support
   Cookie-cutter relocation packages may no longer cut it in today’s environment. Personalized support, spousal assistance, and flexible timelines, make the difference between a move that feels forced and one that feels supported.
3. Leveraging technology to modernize service delivery
   New tools and platforms are streamlining the relocation experience from pre-decision counseling and virtual home searches to real-time budget tracking and mobile communication. Self-service portals and centralized dashboards help mobility teams scale support while maintaining a high-touch experience. Technology isn’t just a nice-to-have feature but it’s the infrastructure mobility needs to move faster, smarter, and more strategically.
4. Use Global Mobility as a Differentiator
   In a competitive labor market, mobility benefits send a strong message to your employees: We value your life outside of work, too.

AT NEI, we’ve seen firsthand how robust relocation support, delivered through both personalized service and digital convenience, has helped our clients retain high-performing talent during disruptive transitions.

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How Mobility Teams Are Leading the Charge

RMCs play a critical role in aligning business objectives with employee experience. At NEI, our technology helps streamline move management by tracking progress in real time, flagging policy exceptions, and enabling quick responses to evolving needs. This allows our teams to focus less on administrative tasks and more on supporting stakeholders and improving the overall mobility experience.

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How Mobility Influences Real Estate Strategy

Relocation is doing more than just moving employees — it's also influencing where companies choose to invest in office space and how they design it. As return-to-office mandates bring employees back, organizations are reevaluating their real estate footprint to better support evolving work models.

Some are consolidating office space in key urban centers; others are expanding regional hubs or adopting hybrid office models with flexible seating and satellite locations. These shifts impact the volume and timing of employee moves, requiring mobility programs to be agile and aligned with real estate planning.

By collaborating closely with real estate and HR teams, RMCs help their clients make strategic location decisions. Whether that means housing talent near headquarters or enabling moves to more cost-effective regional markets. Ultimately optimizing both employee experience and corporate real estate investments.

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The Future of Relocation Is Employee Focused and Digitally Powered

The RTO movement may have been driven by corporate policy, but its success hinges on employee engagement. And that’s where modern mobility programs come in.

Keep in mind, technology alone won’t retain your workforce, but it should enable the kind of responsive, personalized, and cost-effective relocation experience that will. Companies that invest in digital mobility infrastructure alongside empathetic support are building resilience for the next wave of workforce change.

Global mobility programs are no longer optional perks. They are frontline investments in employee trust, loyalty, and productivity. The companies that recognize this and invest accordingly won’t just retain talent; they will lead the future of work.

New UK Regulation Background

As of 14 May 2025, new UK regulations now require all letting agents and relocation companies—regardless of size—to conduct financial “sanctions checks” before engaging with landlords or prospective tenants. The sanctions check is a screening process used to determine whether a person or organization appears on a government or international sanctions list.

These checks must be completed prior to signing a letting or relocation agreement. If a match is found on the UK Sanctions List—or if there is reasonable suspicion of a match—agents are legally obligated to report it to the Office of Financial Sanctions Implementation (OFSI) and halt further services.

Previously, only high-value rental agreements (those over €10,000/month) required such checks. The updated rules have removed this threshold to close all loopholes exploited by criminals using complex financial structures to evade detection.

The regulation places letting agents and relocation firms on the official list of “relevant firms” under UK financial sanctions law. This designation brings new legal responsibilities intended to combat:

• Money laundering
• Terrorist financing
• Human rights abuses
• Organized crime
• Political corruption
• National security threats

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New UK Regulation Impact

For corporate HR and mobility teams, this rule is a significant compliance consideration when managing employee relocations. It also underscores the need for updated due diligence protocols across all vendor partnerships involved in housing and relocation.

NEI Global Relocation offers global clients proactive guidance to ensure the correct support is always provided. If you have questions on this topic or other mobility issues, please contact NEI’s Mollie Ivancic, SVP, International, your NEI Client Relations Manager or your NEI Client Development contact at 800.533.7353 any time.

Further details can also be found at NEI’s UK service partner Icon Relocation or at the OFSI page on Gov.uk.

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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.}

The Trump administration has introduced policies significantly affecting workplace compliance, immigration law, and—yes—global mobility. Employers must understand these developments to navigate the evolving regulatory environment effectively.

The H-1B Visa Tool for American Companies

The H-1B visa program—intended for situations where American workers cannot fill the position—enables U.S. employers to temporarily hire foreign workers for specialized, high-skilled roles. These can range greatly, but applicants must have at least a bachelor’s degree or equivalent experience in the relevant field, as stated by U.S. Citizenship and Immigration Services. Once granted, the visa allows for up to six years of employment in the U.S.

Each year, U.S. immigration officials issue a cap-subject 85,000 H-1B visas:

• 65,000 for first-time applicants plus 20,000 for those with advanced degrees from U.S. institutions, according to the US Department of Labor. The immigration service makes selections by lottery in any year the agency receives more H-1B electronic registrations than permitted by the annual limit.
• Per the US Citizenship and Immigration Services (USCIS), Amazon topped the top ten list of H-1B sponsors in 2025 and other major tech employers included in order of rank Cognizant, Google, Meta, Microsoft, Apple, HVL America, IBM, Walmart and Capgemini as posted in The Economic Times.
• The leading states for H-1B visa sponsorship are California, Texas, New York, Washington, New Jersey and Illinois per MyVisaJobs.com.
• Nationals from India and China receive the most H-1B visas of any country’s workers.  U.S. government data indicated that individuals from India accounted for more than 70% of all approved visa petitions each year since 2015, per The Indian Express.

“With these statistics in mind, visa and immigration compliance is no longer a back-office function—it’s a strategic,” said Mollie Ivancic, SVP, International Services at NEI Global Relocation. “As compliance enforcement intensifies, HR leaders must shift from reactive to proactive. A strong I-9 process isn’t just about avoiding penalties, it’s about protecting your people strategy.”

Let’s dive into 2025 trends and key items to pay attention to as the year progresses.

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Stricter Enforcement of Workplace Compliance

In 2025, the U.S. government has ramped up enforcement of workplace compliance, resulting in a sharp rise in Form I-9 audits. This heightened scrutiny is focused on ensuring that companies comply with immigration laws, particularly in verifying their employees' eligibility to work.

Organizations in multiple industries are now subject to more rigorous evaluations of their hiring processes and paperwork, making it essential for HR teams to prioritize I-9 compliance. To mitigate the risk of penalties, employers should review their procedures, perform internal audits, and ensure their Form I-9 records are complete and current.

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Increased Scrutiny of Employment-Based Visas

Immigration experts feel denials are expected to rise under the new U.S. administration, reflective of FY 2017-2020 when denial rates rose.

Looking back to FY2013, data published by the National Foundation for American Policy showed H-1B denial rates by Fiscal Year:

• FY 2013: 7%
• FY 2014: 8%
• FY 2015: 6%
• FY 2016: 10%
• FY 2017: 13%
• FY 2018: 24%
• FY 2019: 21%
• FY 2020: 13%
• FY 2021: 4%
• FY 2022: 2.2%
• FY 2023: 3.5%
• FY 2024: 2.5%

The H-1B denial rate for FY 2025 has not yet been released and future denial rates will greatly depend on evolving immigration policies and potential legislative reforms.

Companies must ensure that job roles intended for foreign nationals are thoroughly justified and that hiring practices comply with the latest regulations.

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Extended Processing Times

Visa holders should not assume rush processing times when submitting applications for work visa approvals, extensions, or transfers. Administrative changes have introduced additional hurdles in visa processing, including more frequent requests for evidence and longer adjudication periods.

Per NEI visa and immigration service partner Erickson Immigration Group, H-1B visa processing—depending on the individual circumstances of each petition and whether additional evidence is requested—will currently take around:

• 5-to-6 months for standard processing service

or

• 15 business days for premium processing.

The processing time for Form I-485—the “Application to Register Permanent Residence or Adjust Status” for family-based applications—is currently 9.5 months according to USCIS data published each month by Boundless. Processing times for Form I-485 vary depending on one’s category of adjustment and which USCIS field office is processing the application.

Delays will affect workforce planning and project timelines, necessitating employers initiate visa applications well in advance and adhere to deadlines to mitigate potential disruptions.

“With the plan to trim the workforce from agencies that process immigration petitions and applications (USCIS, DOL, Department of State), companies and global mobility programs should expect processing times to increase over the next few years,” said Justin Parsons, Partner, Erickson Immigration Group.

“With an eye on these delays,” he continued, “companies will want to revisit their premium processing policies, and need to ensure they are up to date on the latest I-9 reverification rules and polices for continued work authorization when USCIS receipts are presented by employees.”

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Enhanced Security Checks and Consular Delays

The administration has expanded security screenings and consular processing requirements, leading to prolonged visa issuance times. Applicants from certain countries may face increased scrutiny and consular decisions have become less predictable, however NEI is hearing from some clients that EU countries and others around the globe are also putting more scrutiny on applications and immigration compliance is becoming more common again, in general, and not only for entering the U.S.

Companies should monitor these developments closely and provide support to affected employees to navigate the complexities of international travel and visa procurement.

Impact on Global Relocations and Assignments

Stricter immigration policies and heightened scrutiny of visa applications have made international assignments more challenging. Employees face increased obstacles in obtaining necessary work authorizations, leading to potential delays or cancellations of planned relocations.

Companies may wish to consider reviewing their global mobility strategies and considering assignments to / from “immigration-friendly” jurisdictions, if necessary for employee career growth periods or market expansion

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Time to Proactively Adapt

To ensure compliance, efficiency and operational stability, companies must proactively adapt to these developments by:

• Staying updated on policy changes,
• Conducting internal audits, and
• Seeking legal counsel and expertise when necessary.

“Workplace compliance is no longer a back-office or logistical function—it’s a strategic and a geopolitical one. Today’s leaders must build flexibility into their mobility strategies to adapt to shifting immigration tides,” said NEI’s Ivancic.

NEI Global and our expert visa and immigration service partners will help you stay informed on trends and will regularly update you on changing visa and immigration trends and news alerts.

If you would like to discuss this or other issues in greater detail, please reach out to NEI’s Mollie Ivancic, SVP, International Services, 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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