Best Practice for Employers Offering Relocation Support

Relocation support helps you secure talent outside your local area. It reduces the candidate’s risk and removes barriers to accepting your offer. The key is to make the support clear, fair and easy to use.

1. Keep it simple and transparent

Explain what is covered and what is not. Candidates should quickly understand the value.

Common elements:

• Flights or transport to the new city
• Temporary accommodation for first 2–4 weeks
• Removalist or shipping costs
• Settling-in allowance (to cover basics like furniture, utilities setup)
• One return flight home (if needed for family coordination)

Write it as a list with dollar limits or pre-approved vendors.

2. Limit financial exposure while still being competitive

A capped, structured policy protects the business and supports the candidate.

Example structure:

• Up to $5,000 total relocation support
• 50% paid on arrival, 50% after 3 months
• Repayment only if the employee resigns within probation

This keeps it fair and tied to successful onboarding.

3. Offer practical help, not just money

Relocation is stressful. The experience stays with the employee.

Practical support ideas:

• Help with rental inspections and local area information
• Airport pick-up on arrival day
• Introductions to schools, childcare, transport and community groups
• Partner/job support where possible (important for dual-income households)

Small touches improve loyalty.

4. Agree everything upfront

Avoid surprises. Confirm support in writing before contract signing.

Include:

• Amounts
• What the business organises vs reimburses
• How to claim
• Timeframes
• Any repayment conditions if they leave early

Clear rules = fewer disputes.

5. Allow flexibility for special cases

Overly rigid rules can slow the process or push away talent who genuinely need help.

Be open to:

• Different family sizes
• Pet transport
• Short-term car hire until they buy or ship a vehicle

Flexibility should be controlled but human.

6. Treat relocation as part of onboarding

Relocation isn’t complete until the employee is settled and productive.

Check-ins in the first 1 week, 1 month and 3 months ensure:

• Housing is sorted
• Transport is working
• Family is coping
• The commute and hours feel sustainable

A supported beginning reduces early turnover.

Quick checklist for employers

• Written relocation offer with clear caps and rules
• Support split between travel, housing and setup
• Payment tied to staying through probation
• Claims process easy and fast
• Human support alongside financial support
• Regular check-ins to confirm they are settling in

Simple takeaway

Relocation support is not just a cost.
When done well, it widens your talent pool, improves acceptance rates, and builds long-term commitment