Many companies need to organise a short-term employee relocation to benefit both the business and the employee. While it can be an exciting opportunity, with new contacts to be made and useful skills to gain, not everyone looks forward to this type of assignment with enthusiasm.
© VGstockstudio / Shutterstock.com
They may have concerns about the hassle of moving, their living situation, changes to their home life, whether the new workload will be manageable and other potential impacts. While the list of logistical challenges might seem daunting, not going ahead with such an opportunity could be damaging for the company and the employee.
Planning ahead and carefully managing temporary employee relocation can make it a smooth, hassle-free experience for everyone involved.
Why would you relocate employees?
Companies may need to relocate employees in various situations. The main reasons include a need to reduce costs, restructuring the business, merging with another company, or while they seek alternative premises.
Whatever the reason, saying “no” isn’t a great option for an employee. It appears the individual is opting not to pursue an opportunity for growth and advancement, as this is what a temporary relocation normally represents.
Unless there’s a very good, practical reason for not obliging, such as caring for an elderly or sick family member who can’t be moved, for example, an employee who refuses because they feel it’s “too much hassle” may be overlooked for promotion opportunities in the future.
If it’s written into the employee’s contract that they may be required to move to another location if requested, it may be hard for them to refuse, because they could be breaching their contract.
Of course, ideally, no company wants to get involved in a time-consuming and unpleasant legal dispute with an employee. It’s far better to sort any issues out amicably through good communication.
Making relocation easier
The solution is for the employer to manage temporary employee relocations with careful planning, making it easier for everyone involved. Plan early and stay organised, involving employees in the process as much as possible.
If the employee lacks sufficient information about what the temporary relocation involves, they may feel reluctant to go ahead. Listen to their concerns and answer their questions honestly; tell them everything they need to know about the role.
Have answers when it comes to the goals and timeframe, whether they will be compensated for the move, how it will be handled and any other concerns they raise. If they identify potential obstacles, have a candid conversation to work out a mutually agreeable solution.
When an employee is required to take a short-term relocation, tell them why they were chosen. This is usually because they’re the best person for the job.
Relocation package
In practical terms, an employer doesn’t have to offer an employee any compensation for relocating, unless this has been written into their contract of employment. However, it’s commonplace to offer financial help. This can include legal fees, moving expenses, temporary accommodation and furniture.
If an employee turns down the offer of relocation and has been offered compensation, they may not receive a redundancy payment, should their refusal lead to redundancy.
Supporting employees financially by offering them relocation packages is the best way to ensure the move goes ahead smoothly, with no resentment from the employee who’s being asked to move. For most employers, it helps the move go smoothly if they organise a temporary furniture package to suit the employee’s needs.
The value of relocation packages can vary considerably, as each employee has a unique situation. Some may be moving with their family, while others will be single people. A relocation package can be tweaked to suit an individual’s needs and is not set in stone.
Factors to be considered include how far away the employee is moving, whether they own their own home, whether they have a family and how many of their own belongings they need to take with them.
The company is generally expected to offer sufficient resources and furnished accommodation to ensure the employee can relocate with the minimum amount of stress and hassle.