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Relocating One Employee for HR Managers

In today’s dynamic business environment, companies often find themselves needing to relocate a single employee. 

Whether it’s to fill a crucial role in a new location, to retain valuable talent, or to spearhead a new project, the process of moving just one team member can be as complex as relocating an entire department. 

This process requires careful planning, clear communication, and a tailored approach to ensure a smooth transition for both the employee and the company.

How to Relocate One Employee

Assess the Need

Before initiating the relocation process, carefully evaluate the necessity and benefits of moving the employee. Consider the impact on both the business and the individual. 

Analyze the long-term strategic value of the move against the costs and potential disruption. Ensure that the relocation aligns with your company’s goals and the employee’s career trajectory.

Communicate Clearly

Open and honest communication is key throughout the relocation process. Discuss the relocation opportunity with the employee in detail, addressing their concerns and expectations. 

Be prepared to answer questions about the new role, location, and how the move will affect their career path. Encourage the employee to voice any reservations or special requirements they may have.

Develop a Timeline

Create a realistic timeline for the move, considering factors like housing, family needs, and job responsibilities. Break down the relocation process into manageable steps, from initial discussions to the final move-in date. 

Include buffer time for unexpected delays or complications. A well-structured timeline helps reduce stress for the employee and ensures a smoother transition.

Provide Support

Offer comprehensive relocation assistance with various aspects of the move. This may include:

  • Finding suitable housing in the new location
  • Researching and recommending schools for children
  • Providing information about the new community, including healthcare facilities, recreational activities, and cultural aspects
  • Offering spousal career support if applicable
  • Assisting with the logistics of the physical move, including packing and transportation of household goods

Consider providing a pre-move visit to the new location, allowing the employee to familiarize themselves with the area and potentially start house-hunting.

Putting Together a Relocation Package

Policy Development

Even for a single employee, it’s crucial to have a clear relocation policy. This ensures fairness and sets expectations for both current and future relocations. 

The policy should outline what expenses are covered, any limitations or caps on benefits, and the duration of support provided. Having a well-defined policy also helps protect the company from potential disputes or misunderstandings.

Cost Assessment

Evaluate all potential costs associated with the move, including:

  • Housing expenses (temporary housing, home sale assistance, new home purchase support)
  • Transportation costs (moving company fees, vehicle shipping)
  • Travel expenses for house-hunting trips
  • Storage fees for household goods if necessary
  • Cost-of-living adjustments if moving to a more expensive area
  • Potential family-related expenses (spouse job search assistance, children’s education)

Be thorough in your assessment to avoid unexpected costs later in the process.

Customize the Package

Tailor the relocation package to the specific needs of the employee while aligning with company policies and budget. Consider factors such as:

  • The employee’s family situation
  • The distance of the move
  • The cost of living difference between the current and new location
  • The level of disruption to the employee’s life
  • The strategic importance of the move to the company

A customized package demonstrates the company’s commitment to the employee’s well-being and can significantly ease the transition.

Consider Tax Implications

Be aware of the tax consequences of relocation benefits for both the company and the employee. Some relocation expenses may be tax-deductible for the company, while others may be considered taxable income for the employee. 

Consult with tax professionals to structure the package in the most tax-efficient manner possible. Consider grossing up certain benefits to offset any additional tax burden on the employee.

Lump Sum vs Reimbursement

Lump Sum Approach


  • Simplifies administration for the company
  • Gives the employee more control over their relocation budget
  • Easier to budget for the company, with a fixed cost upfront
  • Can be perceived as a more generous approach by employees


  • May not cover all actual expenses, potentially leaving the employee out of pocket
  • Potential for misuse of funds if not properly managed
  • Less control for the company over how funds are spent
  • May result in unspent funds if overestimated, or additional requests if underestimated

Reimbursement Approach


  • Ensures funds are used for intended purposes
  • Can be more cost-effective for the company, paying only for actual expenses
  • Provides the company with detailed insight into relocation costs
  • Allows for more control over spending and adherence to policy


  • More administrative work for both the company and the employee
  • Less flexibility for the employee in managing their relocation
  • Potential for delays in reimbursement causing financial strain on the employee
  • May require more detailed policies and approval processes

Many companies opt for a hybrid approach, combining a lump sum for certain expenses with reimbursement for others, balancing flexibility with control.

The Problem With Most Relocation Companies

1. Won’t Work with Single Relocations

Many relocation firms focus on large-scale moves, viewing single employee relocations as less profitable or too resource-intensive.

2. Minimum Relocation Requirements

Some companies set high minimum numbers of relocations per year, excluding businesses with occasional relocation needs.

3. Lack of Attention to Smaller Clients

Smaller relocations often receive less personalized service and attention from traditional relocation providers.

How ARC Relocation Solves This Problem

1. No Minimum Relocation Requirement

ARC Relocation understands that every move matters. Whether it’s one employee or a hundred, they provide the same level of service and attention.

2. Full-Service Relocation for Every Sector

From tech startups to established firms, ARC offers comprehensive relocation services adaptable to any industry or company size.

3. Personalized Attention

Each relocation, regardless of scale, receives dedicated support from a relocation specialist, ensuring individualized care throughout the process.

4. Flexible Solutions

ARC offers customizable packages that can be tailored to fit the specific needs and budget constraints of relocating a single employee.

5. Cutting-Edge Technology

Leveraging advanced tools like the ARCportal and Agoyu AI software, ARC provides efficient, transparent, and cost-effective solutions for single-employee moves.

Get Started and Learn More Today

Relocating a single employee doesn’t have to be a daunting task. With ARC Relocation, you can access professional, comprehensive relocation services tailored to your specific needs, even for just one team member.

Don’t let the scale of your relocation needs prevent you from accessing top-tier services. ARC Relocation ensures that your employee receives the support they need during their move, allowing you to focus on what matters most – maintaining business continuity and nurturing your talent.

Contact ARC Relocation today for a free consultation. Learn how their tailored relocation programs can help you efficiently and cost-effectively move your valuable employees to their new location, setting them up for success in their role and supporting your business objectives.

Contact ARC Today for More Expert Relocation Advice and Guidance!

Contact Info
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    Toll Free: 866.697.3561
    Fax: 703.352.9704
    Email: [email protected]