Creating a Comprehensive Relocation Policy: Essential Questions for HR Managers
Relocating employees is a significant undertaking that requires meticulous planning and support. For HR managers tasked with overseeing this process, having a comprehensive relocation policy in place is essential to ensure a smooth transition for employees and their families.
To help HR managers craft or evaluate their relocation policies, it's crucial to ask the right questions. Here are key questions every HR manager should consider:
Flights
Will employees be provided with flights to their new location, and if so, what class of travel will be covered? Is there a budget per person limit for flights?
Who is in charge of booking and paying for the flights?
Can the employee contribute money or points to upgrade their flights?
Are there any restrictions or guidelines regarding flight bookings and reimbursements?
Will we contribute towards excess baggage? If so, up to what amount?
Airport Transfer
Will employees be entitled to airport transfer services upon arrival at their destination?
What size vehicle will they require taking into account the number of dependents and luggage?
Who is in charge of booking airport transfers?
Will there be a food hamper on arrival at their accommodation? If so, what is the budget, and who is in charge of organising this?
Freight
Do we provide employees with the option to transport their belongings via freight services as part of the move?
What is the allowance per person or family (e.g., monetary contribution and/or size of container)? Does it include a packing service and insurance?
If an employee decides not to move their goods, are they able to utilise the whole or part of the allowance to purchase goods on arrival or towards furnished accommodation?
If the employee moves back to their original location, how much do we need to allocate towards repatriation of goods?
Car Hire
Will employees be provided with allowances for car hire, and if so, for how many days and what options are available?
Have we outlined the allowances per day and per month for different car categories to meet employees' transportation needs?
Does this change with the level of seniority of the employee and/or the number of dependents?
Are car seats required? Do these need to be purchased or hired? If bringing their own, are they Australian standard?
Short Term Accommodation
Do we provide and fund employees short-term accommodation upon arrival at their destination?
Can budgets be adjusted based on the timing of the location? (e.g., peak tourist season)
AussieOS highly recommends four weeks as an ample amount of time for short-term accommodation, as longer periods can stall progress.
Furniture Hire or Purchase
In case of delays or unfurnished properties, do we provide allowances for furniture hire or purchase?
Have we set clear guidelines and budgets for employees to furnish their new homes, ensuring a smooth transition?
Can employees use their furniture allowance for alternative purposes, such as utilising it to purchase camping equipment before their container arrives?
Home and School Search Support
Do we provide support for home and school searches, including rental pricing and school fees?
What level of support do we offer to employees, and what are the available options? (e.g., 3-day, 4-day, or 5-day packages)
Do we provide school search support? Do we contribute towards school fees?
How much support will the relocation provider provide, and will they be accountable for booking flights, airport transfers, short-term accommodation, and other items?
Cultural Transition and Spouse/Dependent Support
Do we provide cultural support for the employee moving to Australia and/or for the local team?
Will dependents require ongoing support to settle into their new destination and/or to secure employment? Can this be provided by the relocation provider?
Overall Employee Allowance Package Inclusions & Budget
Have we clearly defined what allowances will be provided and not be provided to employees for their relocation?
Is the budget allocation based on the level of employment, the number of dependents, or both?
Can the budget allowances be moved around based on employee needs?
Unforeseen Expenses and Updates
Include provisions for unforeseen expenses or additional support during relocation.
Regularly review and update the relocation policy to adapt to changing needs and circumstances.
Navigating the complexities of crafting a comprehensive relocation policy and support program can be overwhelming for HR managers. That's why it's important not to hesitate to seek assistance from experienced professionals. With over 14 years of experience in supporting organisations to deliver seamless support to their employees, AussieOS is here to help.
Whether you need guidance in developing your relocation policy, assistance in managing relocation programs, or expert advice on addressing specific challenges, our team at AussieOS has the knowledge and expertise to support you every step of the way.
Don't let the complexities of relocation overwhelm you. Reach out to AussieOS today and let us help you create a relocation policy and support program that meets the needs of your workforce and facilitates successful relocations.
