Relocating for work: What you need to know

Relocating for a job can be a bold and exciting career move. It’s a chance to embrace new opportunities, explore different regions, and grow personally and professionally. 

Whether you’ve recently been offered a new opportunity to a new location or are planning to move abroad for work, leaving your old life behind for a new gig, has its share of challenges. 

But relocation comes with plenty of challenges too. From figuring out work authorization and logistics to moving expenses, it can be stressful to navigate everything on your own. Some companies may offer a relocation package to make it worth your while.

In this article, we’ll explore what you need to consider before you decide to relocate for work, what’s included in a typical relocation package, and how to advocate for relocation support of your company doesn’t offer it.

Why relocate for a job? 

Relocating for a job means moving to a new city, state, or even country to take on a new role. Companies may want their employee to relocate for several reasons:

• To expand into new markets or regions.

• To filling a critical role in a different location.

• To offer growth opportunities, such as a leadership position.

For employees, relocation can bring exciting benefits as listed below.

Career growth and opportunities

Relocation may provide access to a higher-level position, new responsibilities, or roles that are not available in your current location. Moving to a new work environment often requires adapting to new challenges, technologies, or practices, which can enhance your skill set. Finally, working in a new location introduces you to a broader professional network, which can open doors to future opportunities.

Financial and lifestyle improvements

Relocation often comes with a salary adjustment or better financial incentives, especially if moving to a higher-cost area. Employers may offer financial support or benefits such as housing allowances, moving expenses, and travel reimbursement. Moving to a new location with a better cost of living, climate, or amenities can enhance overall happiness and well-being.

Personal growth

Exposure to new cultures, industries, and communities can broaden your horizons as a person. A move might help you improve your work-life balance if you’re moving to a location that is more family-friendly, has better commuting options, and has access to recreational activities.

Key considerations before relocating for work

Relocating for work is a significant decision that requires careful consideration of multiple factors to ensure it's the right move. Here’s a useful checklist that includes key aspects employees should evaluate:

1. Career advancement

• Opportunity: Does the new role align with your long-term career goals? Will it provide growth opportunities, skill development, or leadership potential?

• Company Stability: Is the company financially stable and known for retaining employees?

2. Financial implications

• Salary and benefits: Will the compensation increase or decrease? Are the benefits (health insurance, retirement plans, bonuses) better?

• Cost of living: Compare the cost of living in the new location with your current one, including housing, transportation, and taxes.

• Relocation package: Does the company offer relocation assistance (e.g., moving costs, housing allowance, or temporary accommodation)?

3. Family and personal considerations

• Family needs: If you have a partner or children, how will the move impact their careers, education, or lifestyle?

• Support network: Are you moving away from family and friends? Will you have a support system in the new location?

• Quality of life: Evaluate factors like safety, healthcare, cultural activities, and work-life balance.

4. Location and lifestyle

• Geography: Do you prefer the climate, environment, and lifestyle of the new area?

• Commuting: What are the commute times and transportation options like?

• Cultural fit: Will you adapt well to the culture of the region or city?

5. Housing

• Availability: Are housing options readily available in the new area?

• Affordability: Is the cost of renting or buying a home within your budget?

• Neighborhood: Does the area match your preferred lifestyle (e.g., urban, suburban, or rural)?

6. Legal and logistical issues

• Work Authorization: If moving internationally, do you meet visa and work permit requirements?

• Taxes: Are there significant differences in state, local, or national taxes?

• Moving logistics: Can you manage the complexities of the move, including packing and settling in?

7. Professional and social networks

• Professional connections: Will you be able to maintain or expand your professional network in the new location?

• Social life: Are there opportunities to build a social network and engage in activities you enjoy?

8. Exit strategy

• Return options: If the move doesn’t work out, can you return to your previous location or role?

• Reputation: Consider the impact on your career if you leave the new position soon after relocating.

9. Timing

• Personal timing: Is this the right time in your life for a move (e.g., upcoming family changes, health concerns)?

• Company needs: Does the timing align with the company’s expectations for the role?

Taking the time to weigh these factors will help ensure a smooth transition and a decision that supports your professional and personal well-being.

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Typical jobs that offer relocation assistance

While not every job includes relocation support, certain industries and roles are more likely to offer this benefit:

1. Tech industry. Software engineers, data scientists, and C-suite leaders are frequently relocated for strategic roles in growing markets.

2. Healthcare. Physicians, specialists, and administrative staff often move to fill high-demand roles.

3. Corporate roles. Companies often relocate HR, marketing, and finance leaders to align with headquarters or key regional offices.

4. Education and research. Professors, researchers, and administrators relocate for tenure-track positions or major research opportunities.

5. Skilled grades. Construction managers, technicians, and forepersons are often relocated to support large-scale infrastructure projects.

What’s typically included in a relocation package?

Relocation packages are designed to ease the financial and logistical burden of moving. While packages vary, a typical relocation package includes:

• Financial support. This can be a lump sum payment, reimbursement for expenses, or direct payment to service providers.

• Housing assistance. Temporary housing, rental assistance, or help with selling and buying homes.

• Moving services. Coverage for packing, shipping, and storage.

• Travel costs. Flights, vehicle transportation, or fuel reimbursements.

• Visa and work permits. For international relocations, companies often assist with immigration paperwork.

Keep in mind that relocation packages are not one-size-fits-all. They can vary depending on your role, the company’s policy, and the distance of the move.

How long does it take to relocate for a job? 

The timeline for a relocation depends on several factors, including the complexity of the move and whether it’s domestic or international.

• Domestic relocation. Typically takes up to three months from the time you accept the offer to the actual move.

• International relocation. This can take three to six months or longer due to visa processes, work permits, and the process of settling into a new country.

Other factors that influence timelines include:

• Finding suitable housing.

• Family and school transitions.

• Moving logistics, especially for large households.

Companies with structured relocation programs can significantly streamline this process, ensuring employees transition smoothly and can focus on their new roles.

What if your company doesn’t offer a relocation package

If your company doesn’t offer a relocation package, you can still take steps to manage the financial and logistical challenges of relocating for work. Here’s what you can do:

Negotiate with your employer 

Research shows that about 40% of employees negotiate relocation support successfully during the job offer stage. 

Here’s how you can make your case:​​

• Highlight retention benefits. Highlight the benefits of relocation support for both the company and yourself.  Studies show that companies offering robust relocation support see 25% lower turnover rates compared to those that don’t.

• Share cost-saving data. While the average relocation package costs a company between $21,000 and $29,000 for homeowners, these costs are often offset by improved employee productivity and retention.

• Recommend solutions. Suggest providers like Remote, which simplify relocation processes and reduce the administrative burden on HR teams.

Instead of a full package, you could also negotiate support with particular expenses such as moving costs, temporary housing, or a signing bonus. Ask for the flexibility to start at a later date to give yourself time to plan and save for the move.

Advocating for better relocation support

Relocation is a significant commitment, and employees thrive when companies provide the right support. If you’re navigating a job relocation‌ — ‌or considering one‌ — ‌advocate for relocation support. 

If your company doesn’t have a relocation policy in place, why not recommend Remote?

Remote’s global HR platform is the ultimate all-in-one plan to recruit, manage, and pay employees all over the world. Your employer can partner with Remote to simplify complex relocations, particularly for international moves. Remote efficiently handles onboarding, taxes, payroll, and compliance solutions, making global employment hassle-free for employers and employees.

Learn more about how Remote can help simplify international relocations for employees and employers alike. Get in touch with our Mobility team if you or your employer would like more guidance or advice with relocation.

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