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    "result": {"data":{"contentfulSkillmeterBlogPost":{"url":"best-practices-for-managing-employee-relocation-in-the-current-remote-work-environment","title":"Best Practices for Managing Employee Relocation in the Current Remote Work Environment","description":{"description":"Employee relocation rates have increased significantly over the last few years, and they’re likely to continue rising.\nHR professionals must take special care to support and guide employees through their relocations, no matter how near or far they’ll be from the main office. \nEmployee relocation can be stressful, particularly from an HR standpoint. With some careful planning and preparation, though, you make the process much more manageable.\nBelow, you’ll learn some best practices to help you manage employee relocation, especially in the current remote work environment."},"body":{"body":"Employee relocation rates have [increased significantly](https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/worker-relocation-increase-pandemic-fears-fade.aspx) over the last few years, and they’re likely to continue rising.\n\nHR professionals must take special care to support and guide employees through their relocations, no matter how near or far they’ll be from the main office. \n\nEmployee relocation can be stressful, particularly from an HR standpoint. With some careful planning and preparation, though, you make the process much more manageable.\n\nBelow, you’ll learn some best practices to help you manage employee relocation, especially in the current remote work environment.\n\n### Evaluate and Prioritize Employee Needs\n\nWhen moving from one city to another, employees have a lot to consider. And their reasons for moving span a wide range of possibilities. To understand [why someone would move from New York City to Philadelphia](https://www.ozmoving.com/blog/why-are-people-moving-nyc-philadelphia), for example, you need to find out what is important to them in their daily life.\n\nThe following are some of the most significant issues your employees may have to navigate during the transition:\n\n### Housing\n\nNaturally, employees need a place to live when they relocate to a new area. Housing issues become especially important if they’re moving to a place with a higher cost of living or higher property tax rates.\n\n#### Spousal Employment\n\nWill the employee’s spouse be able to do their job remotely from a new location? Will they need to quit and find a new job? If so, they may expect your company to offer spousal support to make up for their lost salary or help them find a new position.\n\n#### Childcare and Education\n\nIf the employee has children, they’ll need to find new schools for them to attend. They may also need to find other resources for children with special needs or other challenges. \n\n#### Tax Changes\n\nWhat kinds of tax-related issues will the employee face if they relocate? Will they have a higher state tax rate, for example? How will the sale of their house (if applicable) affect their tax situation?\n\nYou will likely need to help your employee navigate these challenges and connect them with a tax expert.\n\n#### Emotional Support\n\nRelocating to a new city, state, or country can be emotionally challenging for everyone involved. \n\nAs an HR professional, you’re likely aware of mental and emotional health resources that can help the employee and their family adjust. Share these resources and offer ongoing support and guidance throughout the transition. \n\n### Communicate, Communicate, Communicate\n\nProper communication and coordination can make all aspects of the employee relocation process less stressful. Here are some specific strategies you can utilize to stay connected:\n\n•\t__Reach out early__: Give employees plenty of notice regarding their proposed relocation so they have time to consider various factors and decide if it’s the right choice for them and their families.\n•\t__Reach out often__: Stay in touch throughout the transition, letting them know what information you need, what you’ve learned about their new location, etc.\n•\t__Leave a paper trail__: Stick to email and other forms of written communication so you have a paper trail and something to point employees back to if they get confused or seem to misunderstand you.\n•\t__Set clear deadlines__: Always let employees know when you need answers to specific questions, need to receive particular documents, etc. This helps to prevent confusion and saves you from constantly having to chase down information.\n•\tBe open to feedback: Let the employee know that you’re open to feedback and want to see what you can help them (within reason) to help them through the move.\n\nDepending on the size of your HR department, you may also want to appoint a specific team member to help oversee the relocation (or at least certain aspects of it). They can help to lighten your load and ensure you have time to handle other parts of your job.\n\n### Use Technology to Your Advantage\n\nUse technology and digital resources to your advantage throughout the relocation, from planning to helping employees settle in their new place. For example, tools like Slack and Microsoft Teams allow for asynchronous communication and will enable you to overcome potential timezone-related hurdles.\n\nMake sure employees have access to all the tools and technologies needed to do their job remotely in a new location, too. For example, they might need help setting up a high-speed internet connection along with a reliable computer and essential software logins to ensure clear and consistent communication. \n\n### Salary, Benefits, and Expenses \n\nFinancial and benefits-related issues are some of the most common -- and also most critical -- ones to address when helping an employee relocate. Here are a few topics that will likely arise when organizing an employee relocation.\n\n#### Salary Adjustments\n\nWill you need to adjust their salary to accommodate a higher cost of living? Are they willing to take a slight pay cut in exchange for being able to work remotely in a new place? Will you need to look into different insurance and benefits options? \n\nBe transparent about what the company can do financially, and avoid making promises you can’t keep. If you don’t know the answer to the question, let the employee know that you’ll find it and get back to them.\n\n#### Moving Expenses\n\nYou’ll need to consider moving expenses, too. Does your company offer a lump sum to help employees relocate? Will you reimburse them for moving-related costs?\n\nAlways review company policies and speak to higher-ups if necessary before making any promises. \n\n#### Housing\n\nSome organizations offer to help employees sell their homes or break leases when relocating. They may even purchase the house if it doesn’t sell by a specific date.\n\nIf your company offers incentives like this, share them with your employees and tell them what you can and can’t do.\n\nYou may also need to help your employee find a new place to live. This task might involve researching average housing or rental prices in the new area, looking into the best school districts, etc. \n\n#### Final Thoughts\n\nEmployee relocations -- especially with so many people working remotely these days -- can be tricky, especially when you include factors like buying a new home, choosing an area with good schools, etc. \n\nLuckily, these tried and true best practices can make the process easier for everyone, including you. Keep them in mind as you communicate with your employee and help them plan their next moves."},"authorName":"Nancy Zafrani","authorBio":{"authorBio":"Nancy Zafrani is the general manager of Oz Moving & Storage. A day-one employee of Oz, she has 30 years of experience in the moving industry. As a lifetime New Yorker, Nancy also has lots of experience dealing with small apartments and organizing. Nancy has many interests. Her hobbies include painting, hiking, and baking."},"publishedOn":"2023-05-07T00:00+02:00"}},"pageContext":{"id":"9c6cb802-efc1-5316-924a-a1f29a57711f"}},
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