Relocation comes up more often than many managers expect. Whether it’s transferring a top performer, filling a leadership role in another office, or expanding into a new market, the logistics can be complicated. That’s where employer support makes all the difference.
So, what is an employer paid move? It’s when a company covers all or part of an employee’s moving expenses to make the transition smoother—for both the employee and the business.
Why Employer Paid Moves Matter
From an HR perspective, relocation is more than a perk. It’s a tool for attracting top talent, filling skill gaps, and retaining valuable employees.
Moving costs can be a barrier, and when the company removes that obstacle, it speeds up transitions and reduces stress. Employees who feel supported during a major life change are more likely to stay engaged and productive once they arrive in their new role.
Relocation benefits also strengthen your position in a competitive labor market. When candidates compare offers, employer paid moving expenses can often tip the scales in your favor.
Common Employer Paid Relocation Expenses
Relocation policies vary widely, but most cover a mix of the following:
- Household goods shipping and packing
- Travel for employees and dependents
- Temporary housing near the new location
- Home sale or lease termination assistance
- Storage for household items during the move
Some companies go further by offering destination services, spousal career support, or childcare assistance. The key is alignment between the policy and the needs of your workforce. Senior leaders may require a more thorough package, while entry-level employees often need help with the basics.
Average Moving Expenses Paid by Employers
The average relocation package isn’t a one-size-fits-all figure. For a renter moving domestically, employer paid relocation expenses may total a few thousand dollars. For homeowners, the average moving expenses paid by employer can be significantly higher once you add real estate commissions, closing costs, and potential loss-on-sale assistance.
International relocation services add another layer of complexity. Airfare, visas, cultural training, and overseas shipping can quickly increase costs. That’s why many organizations rely on experienced relocation providers like ARC Relocation, who can manage expenses while ensuring employees have the support they need.
Balancing Costs and Employee Satisfaction
One of the toughest challenges is finding the balance between controlling expenses and delivering meaningful support. Covering too little can make employees feel undervalued, while covering too much without structure can drive costs beyond budget.
This is where benchmarking and tiered packages come in. By defining levels of support based on employee role or assignment type, you can offer competitive benefits that remain sustainable long-term. It also sets clear expectations, reducing uncertainty for employees and managers alike.
Creating an Effective Relocation Policy
Consistency is key. Without a clear relocation policy, every move becomes a negotiation—and that can quickly erode fairness and inflate costs. Creating an effective relocation policy means setting guidelines for:
- Which employees qualify for assistance
- What expenses are covered or reimbursed
- Timelines for moves and reporting requirements
- Approval processes for exceptions
A strong policy also reflects company culture. By showing that you take care of employees during major life transitions, you reinforce loyalty and trust.
The Value of Professional Support
Even with a well-written policy, execution can overwhelm HR teams. Coordinating movers, managing reimbursements, and ensuring compliance with tax laws takes time and expertise.
At ARC, we handle everything from household goods shipments to international relocation services, freeing your HR staff to focus on strategy rather than logistics. It also ensures consistency across moves, so employees know what to expect no matter where they’re going.
Balancing Costs and Employee Needs
The challenge for many organizations is finding the right balance. Cover too little, and employees may feel unsupported.
Cover too much without structure, and expenses can spiral. That’s why the average relocation package should be designed around industry benchmarks and scaled to match employee levels. The goal is to spend wisely while keeping your employees motivated and focused during the transition.
Final Thoughts
For managers, covering relocation expenses isn’t just about moving an employee from point A to point B. It’s about supporting your workforce, protecting productivity, and strengthening your talent strategy. An employer paid move sends a clear message: your organization values its people enough to invest in their success.
With the right relocation policy and a trusted partner like ARC Relocation, you can make the process efficient, predictable, and positive for everyone involved. That’s how companies turn relocation from a challenge into an advantage.