The competition to retain the best talent is at an all-time high in the business world. To this end, various benefits have been introduced for employees. One of the essential ones for your company is a corporate relocation package. When expanding into new territories, you might send some of your best talents to the new branches to build a strong and profitable foundation.
Relocating is a particularly stressful time for workers, and the package you give will prove quite beneficial. Several elements are included in your package with the relocation and moving services taking the lion’s share of your cost. To minimize your expenses, it is prudent to contract a company offering these services.
This way, you can benefit from an attractive discount for the services and not struggle to look for a company each time you need to relocate an employee. Your package will also include spousal employment assistance, school relocation assistance for the kids, storage costs for household goods, and temporary living expenses. You have several models for administering your relocation package.
Here are some details to help you understand your options.
This marks the most common model for the administration of relocation packages. Here, you will set aside a specified monetary amount for relocation based on your company’s previous relocation expenditure. It is easy to account for the costs for your corporate relocation packages with the lump-sum model. Most companies are nonetheless moving from this model with the recently introduced taxation of allocated corporate relocation expenses.
This model is fast gaining traction among modern companies. In this model, you will give workers core benefits in their packages along with grouped optional benefits. This is a flexible plan that will prioritize your needs and those of your worker to ensure a mutually beneficial relationship.
You, for instance, could offer to buy an employee’s home as part of the core benefit then provide spousal employment assistance as part of the optional benefits. The core-flex model is, however, a complex one that needs the input of multiple stakeholders to ensure it is correctly and fairly implemented.
This is similar to the core-flex model, but specific benefits will apply to employees in different positions. It thus has more structure compared to the latter and is, therefore, easier to control. An executive will, for instance, generally have more benefits compared to a new graduate. The tiered corporate relocation model makes employees feel valued for their education and skills and allows you to allocate your resources effectively.
With this alternative, employees will meet their relocation expenses and be compensated for expenses after producing the respective receipts. This is easy to account provided you have a limit for the expenses an employee can be reimbursed for. Unfortunately, the reimbursement model is prone to abuse as people might contract services they do not need or falsify receipts or non-existent expenses.
Though profitable and at times inevitable, corporate relocation can become your company’s Achilles’ heel when not properly handled. A choice from the above models should be based on your priorities, the company’s size, and the employees’ needs. This way, you do not lose top employees because they do not want to relocate.