Where Relocation Meets Wellness: a 2023-2024 Benefits Trend

We’ve all been through far too much in the last few years—employers and employees alike. Between the pandemic, chronic, financial uncertainty and the Forever Labor Shortage, it’s no wonder that anxiety and burnout remain rampant in the workplace—and that employee well-being is a top HR priority.



As a result, many employers are reshaping their benefits packages to address employee wellness—not just in medical terms, but on a holistic basis. After all, happy, healthy employees are productive employees who stay with their employers.

That applies to relocation benefits, too. A great relocation package isn’t simply about covering employees’ financial expenses but safeguarding their well-being throughout the moving process.


What Holistic Wellness Benefits Look Like    

What do all of Fortune magazine’s “100 Best Companies to Work for” have in common? Their caring, supportive leadership—leadership that nurtures employee wellness in multiple ways.

And that’s what today’s workers want. According to the American Psychological Association’s 2023 Work in America Survey, 92% of employees say it’s important to them to work for a company that values their emotional and psychological well-being. Not surprisingly, many employers are enhancing their mental health benefits, with an emphasis on stress management.

In addition, they’re investing in their employees’ financial wellness, too. In fact, the financial wellness benefits market is projected to triple by 2028. Evidence suggests that giving employees the tools to improve their financial future boosts engagement and retention.

And of course, employers are focused on enhancing work/life balance. Flexible schedules. More PTO. Remote and hybrid work options. These all add up to less-stressed, more contented employees…as do employee-centered relocation programs.


3 Elements of a Wellness-focused Relocation Plan   

It’s a given: moving and changing jobs are among life’s most stressful experiences. That’s why top relocation programs provide logistical and emotional support along with financial benefits. In other words:

1. Give Employees Control of their Move  

Rigid relocation policies only create more stress for employees, particularly when their situation doesn’t match up to their benefits. When relocation policies give employees the freedom to craft their own personalized plan, it greatly eases the pressure.

That means offering flexible benefits that allow employees to use their funds as they choose, while offering multiple vendor options.

It also means giving employees access to relocation technology, which provides information and resources, as well as control, including:

  • An easy-to-understand benefits summary
  • An introduction to you—their employer—and their new city
  • A running, real-time tally of expenses
  • Guides, checklists and planning tools
  • Access to expert assistance (see below)  

2. Give Employees as Much or Little Support as They Like

In the relocation world, support can be kind of a Goldilocks affair. On the one hand, some lump sum plans offer zero services—employees are completely on their own when it comes to planning their move. On the other hand, with some old-school relocation providers, employees are 100% dependent on their consultants, which creates a frustrating, time-consuming dynamic.

The best way to make sure that support is just right: make it fully available—in the form of live experts and online resources—but let employees tap into it (or not) as they choose.


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3. Give Employees Serenity, Not Stress

Another way to ensure employee well-being throughout the relocation process is to goof-proof every step as much as humanly possible. Take it from us: a quality relocation provider is all over this.

For example, your provider should rigorously screen every vendor in its network—mover, realtor, mortgage company—to ensure it has a history of delivering on its commitments. One bad choice (and the residential moving industry is teeming with them) can create untold stress and hardship for employees. But when your provider has this covered, relocations will unfold exactly as they should.

Where Relocation Meets Wellness 

When your relocation benefits prioritize worker well-being, employees will arrive to work on day one focused, rested and ready to go—setting the stage for a bright, long-term future.

How do you know if your relocation program is enhancing employee well-being? In addition to tracking their progress and tenure, ask every newly relocated employee to complete a post-move satisfaction survey and monitor the results closely.

For example, at UrbanBound, our current employee satisfaction score is 4.8 out of a possible 5. If you’re not seeing comparable figures, there’s room to improve your relocation program’s wellness quotient. Want ideas on how to accomplish that? We’re happy to share some—let’s chat.

Human Resources Today