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TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550

800-638-9797

The Industry’s Longest Running Survey

Results Year

Management Summary & Results Charts


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2April 2017

Table of ContentsSection Slide Number

Foreword……………………………………………………………………………………………………………3

Situational Analysis 3

Methodology 3

Management Summary……………………………………………………………………………….…..4-36

Relocation Volumes & Budgets 4-9

Factors Impacting Relocations 10-12

Policy Administration 13-18

Relocation Costs 19-24

Employee, Spousal & Assistance Issues 25-26

Supplier Management 27-28

International 29-34

Corporate/Respondent Profile 35-36

Survey Graphs……………………………………………………………………………………………………37-233

Relocation Volumes & Budgets 37-64

Factors Impacting Relocations 65-78

Policy Administration 79-120

Relocation Costs 121-166

Employee, Spousal & Assistance Issues 167-183

Supplier Management 184-194

International 195-222

Corporate/Respondent Profile 223-233

Contact Information………..……………………………………………………………………………….234


800-638-9797

Foreword

Situational Analysis

Atlas World Group conducts corporate relocation issues research on an annual basis. This is the fifteenth year the study has been conducted via the Internet. Invitations to participate in the survey were sent to mailing lists of selected relocation-related associations and human resource/relocation decision-maker contacts. In order to qualify for the survey, a respondent must: 1) have relocation responsibility and 2) work for a company that has either relocated employees within the past two years or plans to relocate employees this year.

For the 50th Annual Corporate Relocation Survey, Atlas World Group utilized Qualtrics software for building and conducting survey research on the Internet.

Methodology

In 2017, 471 surveys were completed by qualifying participants online from January 13 through February 23. Multiple choice questions add to 100% (+/- 1%) due to rounding. Other questions totaling above 100% are due to multiple responses.

3April 2017

Company Size (By Salaried Employees) Total % of Sample

Less than 500 Salaried Employees – Small 169 36%

500-4999 Salaried Employees – Mid-Size 166 35%

5000+ Salaried Employees – Large 136 29%

Total 471 100%


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Management Summary

4April 2017

Relocation Volumes & Budgets

Companies surveyed report a median range of 20-49 employee relocations in 2016 (small companies report 1-9, mid-size companies 20-49, and large companies 200-399). The median number of relocations by large firms remains at normative levels established 2002-2007 after spending 2008-2010 far lower (100-199) and small firms remain at historical norms after rising higher in 2014 (10-19). The median relocation level for mid-size firms returns to historical norms (20-49) after trending higher the previous two years (50-99).

Roughly half (47%) of the companies surveyed indicate employee relocation volumes increased in 2016. More than 40% saw volumes remain the same and twelve percent saw them decrease. Company size continues to impact relocation volumes: slightly more mid-size (51%) report volumes increased than small (46%) or large firms (45%) in 2016.

By Company Size (Salaried Employees)

Number of Employees Relocated in 2016 Total Less than 500 500-4999 5000+

Median Range 20-49 1-9 20-49 200-399


2016 Relocation Volumes Compared to 2015 Total Less than 500 500-4999 5000+

Increase Significantly 12% 12% 13% 13%

Increase Somewhat 35% 34% 38% 32%

Stay About the Same 41% 45% 40% 38%

Decrease Somewhat 8% 7% 6% 13%

Decrease Significantly 3% 3% 3% 4%


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Management Summary

5April 2017

Relocation Volumes & Budgets (cont.)

As volumes increased in the years after the Great Recession, budgets did not initially keep pace. However, for the past three years (2014-2016), nearly half of companies indicate relocation budgets increased, and 47% believe their budgets will increase again in 2017.

While in the past larger firms were the most likely to see budgets increase, mid-size firms were the most likely to report increases last year (55%), followed by small firms (46%); slightly fewer large firms had budget increases (although still a sizeable percentage (41%)). Overall, the vast majority of firms across size saw stability or increases in budgets last year; among the few who saw decreases, more were likely to be large firms (14%) than mid-size (5%) or small (8%). It is worth noting this is the third year that volume and budget increases reported the previous year have been in agreement since the last economic retraction. Over the previous years of recovery from the Great Recession volumes increased but budgets did not rise at the same level. This indicates that the creative budgeting methods that allowed firms to “do more with less” during the latest economic downturn have made a permanent mark on policy and practice.


2016 Relocation Budgets Compared to 2015 Total Less than 500 500-4999 5000+







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Management Summary

6April 2017


Most firms expect volumes and budgets to either increase or stay level with 2016. Around half of firms expect volumes and budgets to increase and the percentages of firms expecting cuts to relocation volumes and budgets remain at non-recessionary levels. Historically, larger firms have typically had the brightest outlooks in expecting increases to volumes and budgets; this year while the overwhelming majority expect either increases or stability, mid-size firms are the most likely to project increases in volumes (53%) and budgets (55%) for 2017, followed by small firms (41% & 45%). Large firms trend least expectant for 2017 budget increases (38%) but still expect volumes to increase at a higher level (48%). The expectation to do more relocation volume with lesser levels of commiserate increases in budget at larger firms appears an example of the “do more with less” ethos.


2017 Expectations: Relocation Volumes Total Less than 500 500-4999 5000+






2017 Expectations: Relocation Budgets Total Less than 500 500-4999 5000+







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Management Summary

7April 2017


Most (72%) respondents state that declining the opportunity to relocate does not hinder an employee’s career. Nearly two-thirds (63%) indicate they had employees decline the opportunity to relocate in 2016; however, only 55% of respondents from small companies indicate this was the case, while 62% of mid-size and 79% of large firms indicate they had employees decline relocation.

Over half of respondents state that the number of employees who declined relocation did not change substantially between 2015 and 2016 across company size. However, while the percentage of firms that saw an increase over the previous year fell slightly below the peaks in 2008-2009 (20% vs. 28%+) and 2014 (28%), it remains above post-recession levels (11%-18%) of recent years. Small and mid-size firms reported the highest impact of this issue (25% & 21%) compared to large firms (12%); 2008-2009 saw far more mid-size and large firms affected than small.


Reasons for Declining Relocation* (Top 6) Total Less than 500 500-4999 5000+

Family Issues/Ties 69% 66% 72% 71%

Spouse’s/Partner’s Employment 57% 57% 59% 55%

Personal Reasons (non-disclosed) 44% 32% 45% 54%

No Desire to Relocate 37% 39% 34% 38%

Cost of Living in New Location 35% 33% 31% 41%

Destination Location 34% 23% 38% 41%

Housing/Mortgage Concerns 26% 18% 31% 28%

Overall, 26% of companies who had employees decline relocation last year state that housing/mortgage concerns was a reason cited, decreasing for the fourth year in a row after spiking 2008-2012 (65%+), equal to 2002 (26%), and near the lowest levels measured historically. Family issues/ties remains in the top spot with spouse/partner employment in second place across firms of all sizes for the fourth consecutive year as well. Spouse/partner employment remains higher than most recent years and near the highest levels since the turn of the century. Among firms of all sizes these two factors outstripped housing/mortgage concerns by a wide margin.

*of companies with declined relocations (Q8)


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Never 0%

Seldom8%

Frequently61%

Almostalways

31%Total

Management Summary

8April 2017


Most (86%) respondents indicate their firms offered additional incentives or exceptions to policy to encourage employee relocations in 2016, remaining at the highest levels yet after use dropped significantly in 2013 from 2011-2012 (65% vs. 73%+) after progressively increasing from 60% in 2008. As housing/mortgage pressures lessened, far fewer firms offered extending temporary housing benefits the past three years (61%, 57% & 58% vs. 72%), although it remains one of the top three incentives/exceptions offered. Relocation bonuses and COLAs round out the top three methods used last year across company size. Although more than half of firms across company size offered extended temporary housing benefits and around half of firms across size offered COLAs, large firms were less likely than small or mid-size firms to offer relocation bonuses (usage of this incentive in 2015 was much more similar across firm size).


Additional Incentives/Exceptions Offered in 2016* (Top 3) Total Less than 500 500-4999 5000+

Extended Temporary Housing Benefits 61% 60% 60% 63%

Relocation Bonuses 54% 56% 60% 42%

Cost-of-Living-Adjustments (COLAs) 50% 49% 52% 48%

Overall, about 9 out of 10 firms said offering extra incentives or exceptions to policy were “almost always” or “frequently” successful in convincing an employee to relocate.

*of those who offered incentives or exceptions (Q10a)

Q.10c – Frequency of Incentive/Exception

Success*

* excludes not applicable/don’t know responses


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Management Summary

9April 2017


Of those who relocated employees in the United States, the most frequent U.S. region destinations were the Northeast (32%) and South (32%), followed closely by the West (30%) and Midwest (29%). The Northeast was the first place destination for large firms (39%) with the Midwest a close second (36%), while the South (36%) was the clear top spot among mid-size firms, and the Northeast (32%) and South (30%) were nearly tied for first place among small firms.

Among firms relocating employees between the U.S. and another country/region, the most frequent destinations of transfer in 2016 were Canadian (37%), United Kingdom (36%), Asian (31%), United States (30%), western European (29%), and eastern European (19%) locations.

Intra-country/region transfers occurred most often in the United States (34%), followed by Asian (27%), Canadian (25%) and United Kingdom (25%) territories. Continuing expatriate relocations typically occurred between the following countries/regions: Asia (35%), United States (35%), western Europe (31%), and the United Kingdom (28%).

31%27%

35%29%

20%

31%36%

25% 28%

37%

25%20%19%

12%

20%

30%34% 35%

Between U.S. & Another Country/Region Within Single Foreign Country/Region Between Two Foreign Countries/Regions

Asia Europe (Western) United Kingdom Canada Europe (Eastern) United States


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Management Summary

10April 2017

Factors Impacting Relocations

The vast majority (87%) of respondents indicate at least one external factor had a significant impact on the number of employee relocations performed in 2016. The lack of qualified local talent remains near previous non-recessionary ranges (44% vs. 47%+) with talent needs outpacing real estate issues by a significant margin for the sixth year in a row, however economic conditions (34%) remains on the higher side of previous recovery ranges. After progressively declining as an issue over the previous seven years the real estate market remains near the lowest level since measurement began in 2007 (17% vs. 15%: 2015). Economic conditions as a major factor had declined since 2009 (34% vs. 53%) but remains in the elevated range of historical post-recession recovery ranges possibly indicating some residual economic weakness may still be impacting relocations. As in previous years, the impact of these three factors varies by company size.

At small firms, talent needs clearly outstripped economic conditions (47% vs. 32%). However, at both mid-size and large firms lack of qualified local talent and economic conditions weighed similarly (43% and 36%, 40% and 32%, respectively), indicating relocation challenges last year continued to be more complex for larger firms. Also, mid-size and large firms were roughly twice as likely as small firms to cite political/ regulatory environments at home or abroad as an issue (15% & 16% vs. 8%). The growth of competition (domestic or international) is cited roughly twice as often as a factor in 2014-2016 compared to the previous six years overall. However, talent issues remain at higher levels post-recession and the lower impact of the real estate market are the overarching trends across firms of all sizes, with the percentages of firms citing talent shortfalls standing out as one of the largest drivers of relocation volumes overall last year.


External Conditions Having Significant Impact (Select 4) Total Less than 500 500-4999 5000+

Lack of Qualified People Locally 44% 47% 43% 40%

Economic Conditions 34% 32% 36% 32%

Competition (Domestic or International) 33% 31% 33% 35%

Real Estate Market 17% 20% 17% 13%


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Management Summary

11April 2017

Factors Impacting Relocations (cont.)

While company growth remains in the top spot among individually listed internal conditions for the seventh straight year (fifth year across company size), the percentage of firms citing company growth remains similar to previous recessionary levels despite maintaining a substantial increase over 2009 (41% vs. 24%). However, when all types of expansion are considered (facility, new territories, or international), 43% of firms indicate some form of expansion impacted their relocation volumes last year, essentially equal to company growth, making this a top factor impacting relocations overall. Company growth and combined expansion efforts were some of the top internal factors impacting relocations in 2016 regardless of company size.


Internal Conditions Having Significant Impact (Select 4)

Total Less than 500 500-4999 5000+

Expansion (Facility, New Territories, or International) 43% 41% 43% 44%

Company Growth 41% 43% 37% 41%

Corporate Structure Changes (Acquisition/Mergers or

Corporate Reorganization/Restructuring)

33% 22% 29% 53%

Promotions/Resignations 31% 32% 34% 26%

Budget Constraints 18% 19% 14% 22%

Among large firms, corporate structure changes (53%) surpassed company growth (41%), with expansion efforts in second place (44%). Large firms were more likely than mid-size or small to indicate some form of corporate structure change impacted relocation volumes last year (53% vs. 29% and 22%), while expansion and company growth impact was similar across firms of all sizes.

Around a fifth of small (19%) and large (22%) firms cite budget constraints as a major factor in relocations last year vs. 14% of mid-size firms.

More than a fourth of firms across size cited promotions/resignations as a key factor in relocation volumes last year.


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Management Summary

12April 2017

Factors Impacting Relocations (cont.)

The majority of responding firms (70%) anticipate their overall financial performances will be better in 2017, up significantly from 2008 (59%) and 2009 (27%) and similar to 2010-2016 (63%+), although remaining slightly below 2006-2007 expectations (74%+). Additionally, 57% expect the U.S. economy to improve as well, markedly above to 2007, 2010, 2012 & 2016 (41%+), significantly above 2008-2009 (10%+), and improved over 2006, 2011, 2013-2015 (51%+). Expectations for improved performances of individual firms and the overall U.S. economy are at levels far above recessionary lows and on par with previous stronger economic growth years. Additionally, roughly half of firms expect global markets (both emerging and developed) to improve this year as well.


2017 Expectations: Company’s Overall Financial Performance Total Less than 500 500-4999 5000+

Better than 2016 70% 68% 70% 73%

2017 Expectations: Emerging Global Markets Total Less than 500 500-4999 5000+

Better than 2016 55% 52% 50% 66%

2017 Expectations: Developed Global Economies Total Less than 500 500-4999 5000+

Better than 2016 50% 45% 46% 60%

2017 Expectations: U.S. Economy Total Less than 500 500-4999 5000+

Better than 2016 57% 59% 55% 58%

2017 Expectations: U.S. Real Estate Market Total Less than 500 500-4999 5000+

Better than 2016 55% 53% 55% 58%

For the eighth year in a row, most firms, regardless of size, expect their overall financial performances to improve. Around half or more of firms, regardless of size, expect improvement in global markets (emerging & developed) and the U.S. economy. Overall expectations are largely for improvement or stability; very few expect worsening conditions. Large firms are the most optimistic globally, while small and mid-size firms are the most optimistic domestically.

Expectations for the U.S. real estate market remain more optimistic than recessionary years with 55% expecting improvement, a jump from 2016 (43%) and similar to 2013-2015 (52%+). Most expect stability/improvement across size.


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Management Summary

13April 2017

Policy Administration

Eighty-four percent of the companies surveyed have a formal global mobility strategy; 82% have a formal domestic relocation policy. Companies with 500-4,999 and 5,000 or more employees are more likely to have either than small firms (94% large, 84% mid-size vs. 72% small: global mobility strategy; 97% large, 85% mid-size vs. 68% small: domestic relocation policy).

Corporate professionals find themselves responsible for far more formal policy types than in the past; nearly two-thirds (67%) have short-term/temporary assignment policies, over half (54%) have extended business travel policies, and 43% have long-distance commuter policies. Large firms are the most likely to have a short-term/temporary assignments policy (79%), mid-size firms have most likely to manage an EBT policy (61%), and more small & mid-size firms have long-distance commuter policy (45% and 48% vs. 35%).

Essentially half of participating companies are international (48%), similar to 2016 (51%). Large companies continue to be more likely to operate internationally, as more than twice as many large companies (74%) are international than small companies (24%; 78% vs. 32% in 2016). The percentage of mid-size firms indicating they are international is similar to nearly all of the past twelve years (50% vs. 46%+), remaining markedly below the highest reported in 2004 (64%).

82%67%

54%43%

68% 60% 52% 45%

85%64% 61%

48%

97%79%

48%35%

Domestic Relocations Short-Term/TemporaryAssignments

Extended Business Travel Long-Distance Commuter

Relocation PoliciesTotal Less than 500 500-4999 5000+


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Management Summary

14April 2017

Policy Administration (cont.)

Thirty-six percent of the companies involved in this study employ fewer than 500 salaried workers, 35% employ 500-4,999 salaried employees, and 29% employ 5,000 or more salaried employees.

Around nine out of ten mid-size (89%) and large (93%) companies surveyed have a centralized department/team that handles relocation, far more than 76% of small companies. The top five responsibilities of centralized relocation departments are: managing domestic relocation programs (58%), development/maintenance of relocation policy (56%), managing international relocation programs (42%), controlling household goods carrier selection (42%), and controlling the selection of additional relocation services provider(s) (36%).


Cost Containment Measures Used in 2016 (Top 7) Total Less than 500 500-4999 5000+

Use Lump Sum Payments for Relocations 37% 39% 36% 35%

Cap Relocation Benefit Amounts 33% 28% 34% 38%

Limit Miscellaneous Expense Allowance Benefits (coverage items, amounts) 26% 24% 31% 24%

Review/Renegotiate Supplier Contracts 26% 20% 24% 37%

Offer Short-Term/Extended Travel/Commuter Arrangements (instead of relocation) 18% 20% 14% 21%

Restructure Policy Tiers/Eligibility for Certain Benefits 18% 15% 16% 24%

Offer Pre-Decision Counseling 17% 9% 15% 28%

The vast majority of firms worked to contain costs in relocation policy/practice over the past year, and overall use trends higher (84%) than the recessionary peak (2011: 70%). Around a third of firms, regardless of size, capped relocation benefits amounts, and around a fourth or more limited miscellaneous allowance benefits. Large firms reviewed/renegotiated supplier contracts and offered pre-decision counseling far more often than mid-size or small firms as methods of cost containment last year.


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Management Summary

15April 2017


The vast majority of large companies have different tiers, or levels, in their relocation policies compared to over half of mid-size and small firms (85% vs. 65% and 56%, respectively). Most firm tier/level policies across company size appear to be based on job/grade level or position/job title, however, at large firms job/grade level far outweighs any other factor. Large firms are more likely to indicate homeowner/renter status as key policy criteria compared to smaller firms (42% vs. 13% and 21%) and mid-size and small firms are the most likely to indicate taking assignment length (38% & 36%) and assignment location/region into consideration (31% & 28%).

Top 6 Criteria By Company Size (Salaried Employees)

Bases for Different Tiers (or Levels) in Domestic Relocation Policy* Total Less than 500 500-4999 5000+

Job/Grade Level (i.e. staff, management, professional, etc.) 61% 51% 56% 72%

Position/Job Title 48% 63% 47% 38%

Length of Assignment 32% 36% 38% 23%

New Hire/Current Employee Status 28% 33% 28% 24%

Homeowner/Renter Status 26% 21% 13% 42%

Assignment Location/Region 24% 28% 31% 15%

Average Number of Tiers 2.4 1.8 2.2 3.2

Companies vary on the amount of time they allow employees to decide on whether to accept a relocation offer. Around half (51%) of the companies surveyed allow two weeks or less to accept or decline an offer, 35% allow up to 3 weeks or 1 month, and 14% allow up to 2 months or more to decide.

Once a relocation is accepted more than half of firms across size allow one month or less for an employee to report to work at the new location: 29% firms overall indicate relocating employees have three weeks or less to make this transition. From start to finish, the majority of firms only allow a maximum of seven to eight weeks from job offer to the expectation of an employee starting work at the new location.

*of those companies with tiers/levels (Q18a-1)


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Management Summary

16April 2017


Sixty-seven percent of all firms report using alternative assignments, with mid-size (70%) and large (74%) the greatest users. While the percentage of large firms using such arrangements progressively increased from 2012 to 2014 (60%, 62%, 66%) it remains on par with 2015-2016 this year (74% vs. 72%+). Usage among mid-size firms remains nearly twice that of 2014 (70% vs. 37%) and similar to 2015-2016 (68%+). Usage among small firms inches upwards again over last year (59% vs. 54%) and continues to be more than twice 2014 (19%).

While the top reason for use in prior years was to meet strategic business goals, there is now no overarching method for their use inside mobility policy that stands out dramatically from the rest; nearly every potential use is indicated by a fourth or more of firms, regardless of company size.

Q.27–Alternative Assignments Used:

Yes & plan

to do so67%

No & No plans to do so

33%

Other

Used in Addition to Traditional Short-Term Assignments

Used in Place of Traditional Short-Term Assignments

Used to Develop Internal Talent

Used to Maximize Budget/Corporate Resources

Used to Accommodate Employee Needs

Used in Addition to Long-Term Assignments

Used to Meet Strategic Business Goals

Used in Place of Long-Term Assignments

3%

27%

28%

29%

29%

33%

34%

36%

42%

Q.27a–Alternative Assignment Reasons*:

*of those using alternative assignments (Q27)

Almost two-thirds of firms cite business need as the top consideration for alternative assignments; more often by large firms (75%) than mid-size or small (59% & 50%). Around half of firms overall chose cost, assignment purpose, or job function. Assignment purpose is similar to 2015-2016 (51% vs. 48%+) lower compared to previous levels (66%+); cost rebounds (52% vs. 44%), similar to the previous two years (51%+) but lower than 2013 (64%). Job function is similar to last year (46% vs. 45%) down from historically higher levels (53%+).


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Management Summary

17April 2017


Employees are allowed on average 4.1 expense-paid house-hunting days. Spouses/partners of relocating employees are allowed an average of 1.6 expense-paid house-hunting trips.

Overall relocating employee composition was close to evenly split between transferees and new hires, but tilted in favor of transferees overall. Small firms indicate they are slightly more likely to have relocated new hires last year, while mid-size and large firms are more likely to have relocated transferees. Roughly half of relocated employees were homeowners across company size.

For the second time, we asked about the composition of relocations – the percentages of executive/top level, mid-level, and entry level positions. We found that around half of relocations in 2016 were mid-level jobs, a little more than a fourth were executive/top level positions, and roughly a fifth were entry level jobs, regardless of company size.

Ninety-six percent of decision makers say that the Internet/technology was used for relocation-related matters in 2016.The top use was to communicate via e-mail with relocating employees (80%). Roughly half or more of large companies also used the Internet/technology to research relocation-related matters, complete online forms for employee relocation, initiate/execute employee relocation services, and access relocation company website(s) for reporting/other services.

Q.23–Approximate Percentage of Relocating Employees in 2016:

47% 55% 46% 40%

53% 45% 54% 60%

Total Less than

500

500-4999 5000+

New Hires Transferees

10% 10% 10% 10%

40% 39% 38% 43%

50% 51% 51% 47%

Total Less than

500

500-4999 5000+

Neither Renters Homeowners

20% 18% 20% 21%

52% 54% 52% 50%

28% 28% 28% 29%

Total Less than

500

500-4999 5000+

Entry Level Mid-Level Executive/Top Level


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Management Summary

18April 2017


In 2013-2014, nearly three-fourths of firms incorporated fixed/core/flex elements in their policy; in 2015-2017 nearly 9 out of 10 (85%+) did so. Favored by mid-size and large firms in the past, fixed/core/flex usage is now similar across company size.

Coverage for fixed components, either across all employee levels/categories or dependent on employee level/category, continues to be the most popular choice among all firms. The percentages of firms offering flexible use of the full relocation benefit or a portion of it falls near 2013 and 2014 levels for large and mid-size firms, while the percentage of small firms offering flexible use of full benefit amounts remains essentially double that time period. Overall, the top relocation costs viewed as “fixed” are travel expenses-final move (58%), household goods shipping (55%), and temporary housing (53%).


Fixed/Flex Benefits Policy Elements* Total Less than 500 500-4999 5000+

Relocation Benefit Coverage of Specific Items (i.e. fixed components) (employee level/category dependent) 48% 39% 47% 60%

Relocation Benefit Coverage of Specific Items (i.e. fixed components) (all employees) 48% 49% 50% 44%

Flexible Use of Full Relocation Benefit Coverage Amount (all employees) 26% 31% 25% 20%

Flexible Use of Full Relocation Benefit Coverage Amount (employee level/category dependent) 20% 22% 23% 13%

Flexible Use of a Portion of Relocation Benefit Coverage (all employees) 13% 15% 12% 12%

Flexible Use of a Portion of Relocation Benefit Coverage (employee level/category dependent) 11% 15% 7% 10%

*of those using fixed/flex elements in policy (Q19a)

88% 85% 89% 93%

Total Less than 500 500-4999 5000+

Q.19a–Percentage of Companies Using Fixed/Flex Benefits Policy Elements:

*% of those indicating “Yes”


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April 2017

Relocation Costs

Following are the methods of reimbursement of relocation expenses for TRANSFEREES and NEW HIRES:

For transferees, the percentage of firms using full reimbursement, the most popular method overall, returns to historically higher levels of nearly two-thirds or more of firms providing this type of reimbursement. Use of lump sum payments by roughly half of firms is consistent with findings since 2008 but is at the highest level ever recorded. Use of partial reimbursement also jumps to the highest level recorded. It is worth noting that the percentage of firms indicating they sometimes offer no reimbursement remains a bit higher compared to historic norms.

Full reimbursement of expenses for new hires (42%) remains near the lowest levels historically (36-38% 2015-2016), out of favor in comparison to lump sum payments (53%). Roughly half of firms have used lump sum payments for new hires since 2008. The percentage of firms using partial reimbursement returns to historically higher levels from 2009-2011 (46%-51%) and nearly equal with lump sum payments. Nineteen percent indicate occasionally offering no reimbursement, the second highest incidence ever measured.

Management Summary

65%55%

66%59% 63% 65%

57% 59% 63% 63%55% 58%

69%

55%42%

48% 49% 48% 47% 49% 44% 45% 44%

32% 32% 25%

48%38% 40% 34% 36% 40%

47% 41% 40% 37% 30% 33%

22%13% 9%

16%6% 5% 3% 7% 5% 5% 6% 5% 6% 7%

2017 2016 2015 2014 2013 2012 2011 2010 2009 2008 2007 2006 2005

Full reimbursement Lump sum payments Partial reimbursement No reimbursement

Tran

sfe

rees

42%36% 38%

51% 53% 57%47% 48% 51% 54%

42% 43%

56%53%

45%51% 50% 51% 50%

55%49%

45%49%

31% 32%28%

48%

38%41%

34% 37% 40%

51%46%

49%

41% 43%47%

35%

19%11%

20%

7% 6% 5% 7% 8% 9%5% 8% 9% 9%

2017 2016 2015 2014 2013 2012 2011 2010 2009 2008 2007 2006 2005

New

Hir

es


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Management Summary

20April 2017

Relocation Costs (cont.)

When asked about their overall relocation compositions, large firms indicate more than half (53%) of their relocations were fully reimbursed, compared to only 40% of small and 42% of mid-size firms. Small firms indicate a slightly higher average of relocations were lump sum only (28%) than at mid-size or large firms (22% and 21%) in 2016. Across company size, firms indicate a fourth or less of their relocations were partially reimbursed.

Companies estimate the majority (75%) of their domestic moves last year were traditional/permanent relocations rather than other arrangements, however, this was much higher at small and large firms compared to mid-size (77% & 81% vs. 67%) where a third of assignments were some other type.

Among companies using lump sums, roughly half or more across company size indicate lump sums were offered for travel expenses, temporary housing, or miscellaneous expense allowances. However, large firms are far more likely to use lump sums for miscellaneous allowances compared to smaller firms. Small and mid-size firms show a greater likelihood than large firms to apply lump sums for the shipping/storage of household goods. Use of lump sums for rental assistance/transactions is most popular at small firms while around a fourth of firms across size indicate using it for real estate assistance/transactions.


Lump Sum Payment Application* Total Less than 500 500-4999 5000+

Miscellaneous Expense Allowances 57% 52% 50% 71%

Travel Expenses 55% 55% 58% 52%

Temporary Housing 50% 48% 52% 51%

Household Good Shipping/Storage 44% 53% 46% 32%

Entire Relocation Cost 41% 41% 45% 37%

Rental Assistance/Transactions 33% 41% 32% 26%

Real Estate Assistance/Transactions 28% 29% 27% 27%

*of those companies offering lump sum payments (Q31)


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Management Summary

21April 2017


In general, executives and experienced professionals are much more likely to receive lump sums than entry level employees (58% vs. 48%). This is driven by small and mid-size firms using them far more often for executives and experienced professionals than entry level (65% & 66% vs. 37%, 54% & 59% vs. 44%). Large firms indicate offering lump sums most often to entry level employees (67%) compared to higher levels (44% & 53%). Renters are more likely to receive lump sums than homeowners overall (40% vs. 27%), and this plays out at similar degrees across company size. Large and small firms offer transferees and new hires lump sums around half the time or more; while at mid-size firms this occurs only for transferees – new hires receive them less often (39%).

Companies using lump sums indicate domestic relocations overwhelmingly as the most frequent application, true for the vast majority of firms of all sizes. More than a third overall use lump sums for short-term/temporary assignments or international long-term assignments. Only around one-sixth of all firms use lump sums for alternative assignments. Mid-size firms are more likely than small firms to use lump sums for international long-term assignments (41% vs. 29%); use for short-term/temporary assignments is similar across firm size.

Nearly all companies track lump sum spending/allocation per employee. Over half (53%) of firms say a Human Resources staff member performs this function, and over half (53%) say expense report submissions are the method used for tracking. But many other responsible personnel (Relocation, Finance, employee) and methods (Excel, online reports, in-house software) are also used by a fourth or more of firms as well.


87%

39% 34%16%

86%

36% 29%16%

81%

42% 41%

17%

94%

41% 33%17%

Domestic Relocations Short-Term/Temporary Assignments International Long-Term Assignments Alternative Assignment Types

Lump Sum Use: Relocation Types

Total Less than 500 500-4999 5000+


800-638-9797

22April 2017


Management Summary


Median Lump Sum Amounts Offered* Total Less than 500 500-4999 5000+

Real Estate Assistance/Transactions $5,000-$9,999 $1,000-$4,999 $5,000-$9,999 $5,000-$9,999

Household Goods Shipping/Storage $5,000-$9,999 $5,000-$9,999 $5,000-$9,999 $1,000-$4,999

Entire Relocation Cost $10,000-$14,999 $10,000-$14,999 $10,000-$14,999 $10,000-$14,999

Rental Assistance/Transactions $1,000-$2,499 $1,000-$2,499 $2,500-$4,999 $1,000-$2,499

Travel Expenses $1,000-$2,499 $1,000-$2,499 $1,000-$2,499 $1,000-$2,499

Temporary Housing $2,500-$4,999 $2,500-$4,999 $2,500-$4,999 $2,500-$4,999

Miscellaneous Expenses Allowances $2,500-$4,999 $1,000-$2,499 $2,500-$4,999 $2,500-$4,999

A question added in 2013 probed the typical ranges offered for the variety of lump sum categories. Looking at the past four years, most offerings are more generous and more frequent than in 2013 and on par with 2014, despite some dips below higher ranges in 2015. The overall median ranges are the highest in five years for: real estate assistance/transactions, household goods shipping/storage, entire relocation cost, temporary housing, and miscellaneous expense allowance. However, ranges offered for rental assistance/transactions, and travel expenses remain one range lower.

The median amount offered by large and small firms were the same for rental assistance/transactions ($1,000-$2,499) (mid-size firms were slightly more generous). Median amounts offered by mid-size and large firms were the same for the following categories (with small firms slightly less generous): real estate assistance/transactions ($5,000-$9,999) and miscellaneous expense allowances ($2,500-$4,999). The median amount offered by small and mid-size firms was the same for household goods shipping/storage ($5,000-$9,999) (large firms were slightly less generous). Median amounts across company size were the same for the following categories: entire relocation cost ($10,000-$14,999), temporary housing ($2,500-$4,999), and travel expenses ($1,000-$2,499).



800-638-9797

23April 2017


For TRANSFEREES or NEW HIRES, reimbursement/payment for relocation services depends on employee level with mid-level and executive/top level employees having a far greater chance of receiving coverage for specific items. Nearly half or more firms overall offer the following coverage for executive/top level moves:

For TRANSFEREES or NEW HIRES who are homeowners buying a new home, whether or not they are offered assistance specific to their status as homeowners depends on employee level as well with mid-level and executive/top level employees receiving support more often than entry level employees. Nearly half of firms overall offer the following assistance for executive/top level moves:

Management Summary

Total

Cost Coverage (Top 6)* Entry Level Mid-Level Executive/Top Level

Pack all Items 30% 55% 65%

Move an Automobile 30% 56% 62%

Move a Second Automobile 14% 33% 50%

Unpack all Items 19% 35% 49%

Move Unlimited Weight 19% 33% 46%

Move Exercise Equipment 21% 38% 46%

Total

Homeowner Assistance (Top 4)* Entry Level Mid-Level Executive/Top Level

Offer Homefinding Trips 25% 50% 55%

Offer Temporary Housing Allowance 27% 50% 53%

Offer Storage 25% 42% 46%

Reimburse/Pay for Home Sale Costs 16% 37% 45%


800-638-9797

24April 2017


For TRANSFEREES or NEW HIRES who will be renting in the new location, whether or not they are offered assistance specific to their status as renters depends on employee level as well with mid-level and executive/ top level employees receiving help more often than entry level employees. Roughly half of firms overall offer the following assistance for mid-level and executive/top level moves:

The majority of companies reimburse or pay for some relocation costs for transferees or new hires regardless of employee level, however around a sixth of firms on average are opting to either not cover costs or offer lump sums instead. The majority of firms offer specialized relocation assistance for either homeowners or renters as well, but overall around a fifth on average indicate they are opting to not offer assistance or offer lump sums instead for both situations.

The biggest trends overall are that for relocation services costs, entry level employee coverage levels generally vary little across company size, while at the mid-level coverage trends more generous among large firms than smaller across more than half of individual cost coverage items. At the executive/top level, company size differences are less pronounced with coverage levels similar across more than half of the items listed.

For homeowner and renter assistance, levels of assistance offered for entry level relocations vary little across company size for most assistance items. For mid-level relocations, large firms in general are markedly more willing to provide assistance across most categories overall. At the top level, large firms by far provide the highest levels of assistance, and mid-size firms are more generous than small firms across multiple categories.

Management Summary

Total

Renter Assistance (Top 4)* Entry Level Mid-Level Executive/Top Level

Offer Temporary Housing Allowance 31% 52% 54%

Reimburse/Pay for Lease Cancellation 31% 49% 51%

Offer Homefinding Trips 29% 48% 50%

Offer Storage 23% 43% 46%


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25April 2017

Employee, Spousal & Assistance Issues

The following is the makeup of those employees relocated in 2016:

Fifty-seven percent of companies surveyed indicate that the age range of their most frequently relocated employee is 30 to 40 years of age, and 86% of the companies surveyed indicate some percentage of the employees they relocated last year were women.

Eighty-one percent of companies indicate some percentage of their relocations involved a trailing spouse who was a wife or female partner; a similar percentage (80%) of companies indicate that some percentage of their relocations had accompanying husbands/male partners as well.

Eighty-nine percent of companies indicate some percentage of their relocations involved employees with children.

Roughly half (51%) of companies surveyed provide some type of elder care assistance to the relocating employee. Larger firms in the past were more likely to offer this assistance; this year more small and mid-size firms indicate doing so than large (57% & 52% vs. 43%). Overall, for the third year this is far more than has been offered historically (51% vs. 15%-26%) and remains at high levels across company size.

Sixty-five percent of companies surveyed provide some type of childcare assistance to the relocating employee. This year, for the second time, provision of this benefit is similar across company size; larger firms in the past were more likely to offer this assistance. Overall, for the third year, this is far more than has been offered historically (65% vs. 31%-43%) and remains at high levels across company size. The most popular assistance methods are to provide lists of childcare options.

Provide list of childcare providers/services and/or agencies (30%) Provide list of local schools/educational options (28%) Allow flexible scheduling or telecommuting (28%) Provide paid personal leave days (26%)

From 2012-2014, around half of firms reported performing assessments on candidates prior to relocation. Since 2015, more than three-fourths now state this is policy. The most popular method is to conduct assessments for all relocations (40%), similar but down slightly compared to 2015-2016 (46%+) and roughly double previous levels (21%, 2012-2014). However, the number of large firms performing assessments overall is down slightly (68% vs. 73%+) while the percentages of small and mid-size firms remain similar. There is a marked decrease among large firms performing assessments universally compared to 2015-2016 (29% vs. 42%+) with far more large firms performing them “as needed/requested” compared to small or mid-size (22% vs. 12% and 9%).

Management Summary


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26April 2017

Employee, Spousal & Assistance Issues (cont.)

The majority (87%) of companies surveyed allow the hiring of spouses of employees.

Sixty-two percent of companies indicate the spouse’s/partner’s employment almost always or frequently affects an employees relocation, similar to last year (63%) and remaining far higher than at any time over the previous twelve years (62% vs. roughly half or less). Around a third indicate an employee’s willingness to relocate is seldom affected by his/her spouse’s/partner’s employment status, and only two percent of respondents state this never affects an employee’s relocation.

Nearly two-thirds (62%) of companies surveyed assist an employee’s spouse/partner in finding employment in the new location. Spousal/partner employment assistance levels remain higher compared historically both overall and across company size. Also, for the second year, we see assistance offered at similar levels across company size, rather than as a likely perk among mid-size and large firms.

At firms offering this assistance, around a third (30%) of relocated employees with spouses/partners utilized this assistance in 2016, similar to 2011 & 2015, up slightly from around a fourth in 2007-2010, 2012-2013.

Overall, the top method of spousal/partner assistance is providing networking assistance at small and mid-size firms and paying for outplacement/career services from an outside firm at large firms. Around a third offer resume preparation assistance across company size.

Management Summary


Spouse/Partner Employment Assistance* (Top 5) Total Less than 500 500-4999 5000+

Provide Networking Assistance 46% 52% 45% 40%

Pay for Outplacement/Career Services 36% 27% 37% 45%

Provide Resume Preparation Assistance 31% 30% 31% 32%

Find Employment Within Company 27% 30% 28% 23%

Provide Interviewing Skills Training 24% 30% 22% 19%

*of those companies offering assistance (Q39a)


800-638-9797

27April 2017

Supplier Management

At 36% of the companies surveyed, the company is the sole selector of the household goods carrier for the employee’s relocation. Forty-six percent of the companies surveyed allow the employee some say in the household goods carrier selection, but employees of small and mid-size firms are more likely to have this option than those of large firms (63% and 49% vs. 23%, respectively). More than a fourth (29%) of large companies hand off selection to a relocation firm, more often than mid-size (12%) and small firms (10%).

Management Summary


Who Selects Carrier for Employee Relocations Total Less than 500 500-4999 5000+

The Company 36% 28% 38% 45%

The Company & Employee Together 24% 29% 26% 16%

The Employee 22% 34% 23% 7%

A Relocation Firm 16% 10% 12% 29%

The majority of firms report that carrier transportation expenses are “paid directly by the company”; however, around four out of ten of small and mid-size firms indicate costs are employee paid and then reimbursed.

Mid-size and small firms typically have the Human Resources department perform carrier selection (70% & 67%), whereas large firms utilize the Relocation department for this decision nearly twice as often than HR (68% vs. 34%). Large firms involve Procurement more often than mid-size or small firms (27% vs. 18% & 14%).

78%

37%

19%

67%

39%20%

Paid Directly by the Company Paid by the Employee & Reimbursed Paid by the Employee

Transferees

New Hires

Q.41–Carrier Transportation Expenses


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28April 2017

Supplier Management (cont.)

Seventy-seven percent of all companies outsourced relocation services in 2016. However, only 65% of small companies outsourced, while 77% of mid-size and 90% of large companies outsourced relocation services.

Management Summary

For mid-size and small firms, the department most often involved in selecting the relocation service, HRO or brokerage firm is Human Resources (69% & 63%), while at large firms, Relocation is most often involved in selection (67%). Procurement is twice as likely to be involved in the discussion at large firms than small or mid-size firms (32% vs. 17% & 15%), Executive Management is far more likely to be part of the decision-making process at mid-size and small (33% & 44% vs. 19%).

More than a third or more of companies responding outsourced the following in 2016:

Real estate sales/marketing (39%) Real estate purchase (36%) Counseling about the planning & details of relocation (34%)

Overall, the largest operational challenge/concern in relocation cited by firms is service scalability (big or small/tailoring to relocating employee) (40%), although more so for small & mid-size firms than large (41% & 45% vs. 32%). At large firms, analytics/big data/reporting (33%), technology support (28%) and driver shortages (26%) are nearly equal in weight to scalability (32%). Driver shortages are more worrisome to large firms than small or mid-size (26% vs. 16% & 14%), while transportation methodology changes concerned small & mid-size firms more than large (29% & 28% vs. 16%).

77%65%

77%90%

Total Less than 500 500-4999 5000+

Q.40–Percentage of Companies Outsourcing in 2016:


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Management Summary

29April 2017

International

Fifty-three percent of companies surveyed relocate employees internationally: 31% of small companies, 53% of mid-size companies, and 79% of large companies.

Fifty-one percent of these companies indicate their international relocation volumes increased in 2016, with roughly half or more of firms across company size experiencing increases. While the overwhelming majority of firms relocating internationally saw volumes remain level or increase last year across company size, it is worth noting more mid-size and large firms saw decreases than small firms (16% & 14% vs. 6%).

Forty-nine percent of firms overall expect increases in international relocation volumes in 2017. There is a bit of variance by company size: over half of small and mid-size firms expect increases in international relocations, while large firms are a bit less optimistic: 43% expect increases. However, the vast majority of firms regardless of size expect either further improvement or stability in international relocation volumes in the coming year.


2017 Expectations: International Relocation Volumes* Total Less than 500 500-4999 5000+






*of those who relocate internationally (Q2)


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Management Summary

30April 2017

International (cont.)

Overall, the traditional long-term assignment comprises the greatest amount of international relocations: nearly half of all relocations fall into this category. However, both short-term/temporary assignments and permanent transfers were also used: shorter assignments comprise around a sixth of international relocations across company size, permanent transfers roughly one-fourth or more.

When asked about reimbursement for international relocations, it is worth noting that on average, firms estimate only a fourth of their international relocations were fully reimbursed last year, and 8% were lump sum payment only. Small & mid-size firms used lump sums far more often than large (10% & 14% vs. 2%).

There are some marked differences by company size regarding the typical international assignment length. Far more small and mid-size firms indicate the typical international assignment duration is less than 12 months compared to large firms (53% and 37% vs. 15%), while large and mid-size firms favor traditional assignment lengths of 1-3 years comparatively (54% and 47% vs. 31%). It is worth noting that while around a sixth of small and mid-size firms also indicate longer-term assignments are the norm, standard usage among large firms of longer assignment types is nearly double (31% vs. 16%).


31%53%

37%15%

47%

31%47%

54%

23% 16% 16%31%

Total Less than 500 500-4999 5000+

12 months or less > 12 months, < 3 years 3 years or more

Q.44c–Typical International Assignment Duration


800-638-9797

31April 2017


Most firms of all sizes expect their usage level of short-term/temporary assignments to increase or remain level. Very few expect decreases. Small firms are the most likely to expect significant increases (24%) compared to larger firms (7% & 8%). However, over half of small & mid-size firms expect some increases (53% & 56%), while 54% of large firms expect stability.

Management Summary

2017 Expectations: Short-Term Intl Assignment Use* Total Less than 500 500-4999 5000+







The vast majority of firms relocating employees internationally have a formal international relocation assignments policy (86%); mid-size and large firms are most likely to have this in place (86% & 91%). The majority also have formal policies for permanent transfers (71%), localization (63%) and intra-regional assignments (56%); the presence of additional policy types is at more similar levels across firm size than previous years.

86%71% 63% 56%

76% 69% 65% 67%86%

65% 64%51%

91%77%

60% 56%

International RelocationAssignments

Permanent Transfers Localization Intra-Regional Assignments

International Relocation PoliciesTotal Less than 500 500-4999 5000+



800-638-9797

32April 2017


Roughly five out of ten firms relocating employees internationally have different tiers, or levels, in their international relocation policies across company size. Tier/level policies appear to be based on job/grade level, assignment length and position/job title most commonly overall. Assignment length (55%), location/region (38%) and objectives (36%) carry much more weight internationally than domestically (32%, 24%, and 19%), while the relative weights of other factors are more similar between international and domestic status.

Management Summary

The vast majority (88%) indicate there are differences between their domestic and international relocation policies, near the highest percentage historically. However, even as more firms differentiate their policies, the percentages of firms offering certain benefits remain lower than three years ago: additional tax considerations (46% vs. 61%) and allowances for children to attend certain schools (41% vs. 54%). Other policy considerations retain their stark increases: additional leave time (33% vs. 18%) and extended per diems (21% vs. 11%). Firms maintained increases in financial services assistance compared to previous levels (39% vs. 18% in 2012) as well, although many other considerations in policy remain below historical highs.

Of companies surveyed who relocate employees internationally, more than forty percent offer: additional tax considerations (46%), intercultural and language training (43%), additional leave time with a visit back to home country (42%), and allowances for children to attend certain schools (41%).


Bases for Different Tiers (or Levels) in International Relocation Policy* (Top 6) Total Less than 500 500-4999 5000+

Job/Grade Level (i.e. staff, management, professional, etc.) 61% 56% 51% 74%




Assignment Objectives (i.e. developmental, etc.) 36% 40% 30% 39%


Average Number of Tiers 2.0 2.0 1.9 2.0

*of those who relocate internationally (Q2) with tiers/levels (Q44g-1)


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16% 22% 15% 13%

84% 78% 85% 87%

Total Less than 500 500-4999 5000+

Outsourced

Did Not Outsource

33April 2017


Eighty-four percent of companies who relocate employees internationally indicate they outsourced an international relocation service in 2016, remaining above the historic high (77%) in 2011 and near the highest level measured historically. Of those companies who outsourced relocation services domestically, the percentage that also outsourced internationally is the second highest historically (95%), just under the 2014 level (98%) surpassing 2011 & 2013 (88%+) and significantly above all previous levels measured in 2003, 2008-2010, 2012 (81%+) and 2004-2007 (70%+).

International outsourcing saw increases across most service categories compared to 2015, with levels falling in the historical mid-range or higher. The five areas which saw the greatest increases are: contract of household goods carrier (44% vs. 32%), destination services/orientation tours (43% vs. 28%), arrangement of family’s temporary accommodations (42% vs. 27%), coordination and monitoring of international shipment (41% vs. 28%), and arrangement of family’s international transportation (31% vs. 22%). Similar to domestic trends, outsourcing across categories for small and large firms mostly increased from 2015. Mid-size firms saw either declines or stability across categories with one exception: far more outsourced destination services/orientation tours (30% vs. 18%).

While mid-size and large firms are a bit more likely to outsource internationally than small firms in general, large firms outsource a greater variety of services than small or mid-size firms do.

Management Summary

Q.44j – Outsourced Internationally in 2016*:



800-638-9797

34April 2017


Seventy-two percent of companies that relocate employees internationally indicate they offer assistance to internationally transferred employees’ spouses/partners in finding employment in the new location. Although lower than 2015 (77%) it trends upward from 2016 (67%), far exceeds 2007-2014 (38% to 46%), and is significantly above 2003-2005 (27%, 22%, & 24%). For the third year in a row, the majority of firms regardless of company size offer employment help to a relocated spouse/partner (71% small, 77% mid-size and 69% large).

Overall, around a seventh of companies that relocate employees internationally report no international relocations were declined or failed in 2016. The issue that presented the greatest challenges for international relocations was family issues/ties across company size. Lack of spousal/partner assistance was the second largest reason given by small and mid-size firms, while for large it was lack of adaptability by the spouse/partner. Personal reasons was the third place issue cited at mid-size and large firms, while financial issues/concerns was third at small.

Management Summary


Reasons Cited for Declined/Failed Intl Relocation in 2016* Total Less than 500 500-4999 5000+

No International Relocations Declined or Failed 14% 22% 12% 13%


Lack of Spousal/Partner Assistance 31% 35% 36% 25%

Personal Reason (non-disclosed) 29% 25% 31% 28%

Lack of Adaptability by the Spouse/Partner 27% 22% 26% 31%

Financial Issues/Concerns 23% 31% 21% 22%

Safety Concerns (i.e. war/terrorism/political unrest/etc.) 14% 16% 16% 11%

Lack of Adaptability by Employee 12% 14% 16% 8%

Job Performance Issues 10% 14% 15% 5%

Host Country Infrastructure Inadequacies 9% 12% 9% 8%

Illness 9% 12% 7% 8%


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35April 2017

Corporate/Respondent Profile

Similar to last year, Service (45%) and Manufacturing/Processing (24%) firms are the most highly represented business classifications in this study (44% and 25% in 2016).

The median annual sales range for all companies involved in this study is $250 million-$749 million. The median annual sales range for companies with less then 500 employees is $51-$249 million, while for companies with 500-4,999 employees it is $250 million-$749 million, and for companies with more than 5,000 employees it is over $1 billion.

Most respondents (88%) work in Human Resources/Personnel or Relocation/Mobility Services departments. At small and mid-size firms the vast majority of respondents are from Human Resources (76% and 76%). At large firms more respondents work in Human Resources than Relocation/Mobility Services (55% and 37%), but over a third of participants work in relocation-specific departments compared to 13% or less at smaller firms.

Over half of respondents indicate their department reports to Executive Management; a third to a Human Resources department. However, small and mid-size firms are more likely to state they report to Executive Management than at large firms (70% and 56% vs. 34%), 47% at large firms report to a HR department area.

There are a variety of different positions held among those who completed this survey – managers (31%), directors (28%), vice-presidents (13%), and relocation administrators (10%), as well as supervisors, coordinators, assistants and others.

Business Classification Total

Service 45%

Manufacturing/Processing 24%

Financial 10%

Wholesale/Retail 10%

Government/Military 7%

Other 4%

Management Summary


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36April 2017

Corporate/Respondent Profile (cont.)

An overwhelming majority of respondents regularly read trade publications (90%); the most popular publications were*:

HR Magazine (47%) Human Resource Executive (33%) HR News (32%) Employee Benefits News (31%) Mobility (29%) Human Resources Outsourcing (HRO) Today (23%) Workforce (23%)

Seventy-seven percent of all employees interviewed belong to a relocation-related association, and 86% of responding employees at large companies belong to one of these associations*:

Management Summary

77% 74% 73%86%

Total Less than 500 500-4999 5000+

* Note: the responses to these questions may have been influenced by the respondent lists used to gather data for this survey.

Q.51– Association Membership:


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37April 2017

Q.1 – Number of Employees Relocated in 2016

Total Less than 500 500-4999 5000+

None 2% 3% 2% 0%

1 – 9 26% 47% 19% 6%

10 – 19 10% 17% 10% 2%

20 – 49 13% 8% 21% 11%

50 – 99 10% 10% 10% 10%

100 – 199 15% 8% 19% 19%

200 – 399 10% 5% 9% 18%

400 or more 14% 2% 10% 34%

Median 20 – 49 1 – 9 20 – 49 200 – 399



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38April 2017

Q.2 – Companies that Relocate Employees Between Countries*

* % of companies answering “Yes”


Total Less than 500 500-4999 5000+

53%

31%

53%

79%



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39April 2017

Q.3 – Is Your Company…

International

48%

National31%

Regional21%

Total

24%

37%

38%

Less than 500

Salaried Employees

50%

35%

15%

500-4999

Salaried Employees

74%

18%

8%

5000+

Salaried Employees



800-638-9797


40April 2017

Q.4 – Compared to 2015, Did the Number of Employees You Relocated in 2016…

Decrease Significantly

3%

Decrease Somewhat

8%

Stay About

TheSame

41%

Increase Somewhat

35%

Increase Significantly

12%

Total

3%

7%

45%34%

12% Less than 500

Salaried Employees

4%

13%

38%

32%

13%

5000+

Salaried Employees

3%

6%

40%38%

13%

500-4999

Salaried Employees


800-638-9797


41April 2017

Q.5 – Compared to 2015, Did Your 2016 Relocation Budget…


3%

Decrease Somewhat

6%

Stay About

TheSame

44%

Increase Somewhat

34%


14%

Total

3%

5%

46%33%

13% Less than 500

Salaried Employees

3%

11%

45%

30%

11%

5000+

Salaried Employees

2%

3%

40%

39%

16%

500-4999

Salaried Employees


800-638-9797


42April 2017

Q.6 – Compared to 2016, Do You Anticipate that the Number of Employees Your Company Will Relocate During 2017 Will…


2%

Decrease Somewhat

9%

StayAbout

TheSame

42%

Increase Somewhat

36%


11%

Total

4%

12%

43%

31%

10% Less than 500

Salaried Employees

1%

10%

42%35%

13%

5000+

Salaried Employees

1%

5%

41%

42%

11%

500-4999

Salaried Employees


800-638-9797


43April 2017

Q.7 – Compared to 2016, Do You Anticipate that Your Relocation Budget in 2017 Will…


1%

Decrease Somewhat

8%

StayAbout

TheSame

44%

Increase Somewhat

34%


13%

Total

1%

10%

51%

28%

10%

5000+

Salaried Employees

3%

11%

41%

32%

13% Less than 500

Salaried Employees

1%

5%

39%

41%

14%

500-4999

Salaried Employees


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44April 2017

* % of companies answering “Yes” / excludes those who don’t know


Total Less than 500 500-4999 5000+

63%55%

62%

79%


Q.8 – Companies that had Employees Decline the Opportunity to Relocate in 2016*


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45April 2017



Total Less than 500 500-4999 5000+

28% 30%27% 26%


Q.9 – Companies Indicating Declining Relocation Usually Hinders an Employee’s Career*


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46April 2017

* % of companies indicating “Yes”


Relocation Volumes & BudgetsQ.10a – Companies Indicating They Offered Non-Standard Additional Incentives or

Exceptions to Encourage Employee Relocations in 2016*

Total Less than 500 500-4999 5000+

86% 85%88%

86%


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47April 2017

Q.10b – Additional Non-Standard Incentives or Exceptions Offered By Companies to Encourage Employee Relocations in 2016*

Other

Mortgage Payoffs/Loans (if property sale won't cover

employee mortgage debt)

Loss-on-Sale Protection

Buyer Value Option (origin home)

Guaranteed Buyout Option (origin home)

Telecommuting Option (1-2 days/week) to Curtail

Commuting Costs

Extended Duplicate Housing Benefits

Guarantee of Employment Contract (for specified

length of time)

Cost-of-Living-Adjustments (COLAs) in Salary at

New Location

Relocation Bonuses

Extended Temporary Housing Benefits

2%

15%

18%

20%

21%

24%

25%

27%

50%

54%

61%

Total

* of those who offered incentives or exceptions (Q10a)


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48April 2017

Additional Incentives or Exceptions Offered Total Less than 500 500-4999 5000+

Extended Temporary Housing Benefits 61% 60% 60% 63%

Relocation Bonuses 54% 56% 60% 42%

Cost-of-Living Adjustments (COLAs) in Salary at New Location 50% 49% 52% 48%

Guarantee of Employment Contract (for specified length of time) 27% 29% 31% 19%

Extended Duplicate Housing Benefits 25% 28% 21% 27%

Telecommuting Option (1-2 days/week) to Curtail Commuting Costs 24% 26% 25% 21%

Guaranteed Buyout Option (origin home) 21% 14% 20% 32%

Buyer Value Option (origin home) 20% 13% 20% 30%

Loss-on-Sale Protection 18% 10% 12% 34%

Mortgage Payoffs/Loans (if property sale won’t cover employee mortgage debt)

15% 8% 25% 12%

Other 2% 3% 1% 3%

Q.10b – Additional Non-Standard Incentives or Exceptions Offered By Companies to Encourage Employee Relocations in 2016*


* of those who offered incentives or exceptions (Q10a)


800-638-9797


49April 2017

Q.10c – Frequency of Incentives or Exceptions Proving Successful in Convincing an Employee to Relocate*

* of those who offered incentives or exceptions (Q10a) / excludes not applicable/don’t know responses

Never0%

Seldom8%

Frequently61%

Almost always31%

Total

0%

7%

58%

35%

Less than 500

Salaried Employees

0%

9%

60%

30%

5000+

Salaried Employees

1%

7%

63%

29%

500-4999

Salaried Employees


800-638-9797


50April 2017

Q.11 – Did the Number of Employees Declining Relocation in 2016…*

* excludes those who don’t know

Remain About

the Same as

2015

65%

Decrease from 2015

15%

Increasefrom 2015

20%

Total

57%

17%

25%Less than 500

Salaried Employees

73%

15%

12%

5000+

Salaried Employees

66%13%

21%

500-4999

Salaried Employees


800-638-9797


51April 2017

Q.11a – Reasons Employees Gave for Declining Relocation*

Total

* of companies who had declined relocations in 2016 (Q8)

Other

Job Security Concerns

Housing/Mortgage Concerns

Destination Location

Cost of Living in New Location

No Desire to Relocate

Personal Reasons (non-disclosed)

Spouse's/Partner's Employment

Family Issues/Ties

2%

15%

26%

34%

35%

37%

44%

57%

69%


800-638-9797


52April 2017

Q.11a – Reasons Employees Gave for Declining Relocation*

* of companies who had declined relocations in 2016 (Q8)

Reasons for Declined Relocation Total Less than 500 500-4999 5000+


Spouse’s/Partner’s Employment 57% 57% 59% 55%

Personal Reasons (non-disclosed) 44% 32% 45% 54%

No Desire to Relocate 37% 39% 34% 38%

Cost of Living in New Location 35% 33% 31% 41%

Destination Location 34% 23% 38% 41%

Housing/Mortgage Concerns 26% 18% 31% 28%

Job Security Concerns 15% 16% 15% 12%

Other 2% 2% 1% 4%



800-638-9797

None3%

Don't know

1%

100+28%

50-999%

20-49

17%

10-1913%

1-930%

Total

5%

0%

7%5%

12%

16%

54%

Less than 500

Salaried Employees

1%

5%

57%13%

12%

6%7%

5000+

Salaried Employees

2%0%

24%

10%

25%

14%

25%

500-4999

Salaried Employees

53April 2017

Q.12a – Number of Employees Relocated in 2016: Within the U.S.*


* of those who relocated employees (Q1)


800-638-9797

72%

2%1%3%2% 7%

14%

Less than 500

Salaried Employees

27%

7%

5%

1%4%

10%

46%

5000+

Salaried Employees

61%

1%

4%

4%

8%

10%

14%

500-4999

Salaried Employees

54April 2017

Q.12a – Number of Employees Relocated in 2016: Between the U.S. and Canada*



None55%

Don't know3%

100+3%

50-993%

20-49

5%

10-199%

1-923%

Total


800-638-9797

51%

1%

5%5%

8%

8%

23%

500-4999

Salaried Employees

55April 2017

Q.12a – Number of Employees Relocated in 2016: Between the U.S. and Another Country*



None51%

Don't know

3%

100+8%

50-994%

20-497%

10-197%

1-920%

Total

20%

7%

21%

8%8%

11%

26%

5000+

Salaried Employees

75%

2%1%1% 5%

3%13%

Less than 500

Salaried Employees


800-638-9797

68%4%

5%

2%4%

6%11%

500-4999

Salaried Employees

56April 2017

Q.12a – Number of Employees Relocated in 2016: Within a Single Foreign Country*



None64%

Don't know

7%

100+4%

50-992%

20-493%

10-195%

1-914%

Total

38%

17%6%4%

4%

8%

23%

5000+

Salaried Employees

82%

2%

1%

1%1%

2%

11%

Less than 500

Salaried Employees


800-638-9797

57April 2017

Q.12a – Number of Employees Relocated in 2016: Between Two Foreign Countries*



None65%

Don’t know6%

100+5%

50-994%

20-494%

10-195%

1-911%

Total

83%

2%

1%

1%1%

3%

8%

Less than 500

Salaried Employees

35%

13%13%

7%

7%

10%

15%

5000+

Salaried Employees

70%

4%3%

5%

5%4%

9%

500-4999

Salaried Employees


800-638-9797

58April 2017

Q.12b – Most Frequent Destinations of Transfer in 2016: Within the U.S.*

* of those who relocated employees (Q1) / excludes N/A responses


Central

18%

Southwest

17%

West

30%

South

32%

Northeast

32%

Midwest

29%

Total

22%

20%

34%

31%

39%

36%

5000+

Salaried Employees

17%

16%

29%

30%

32%

25%

Less than 500

Salaried Employees

15%

15%

28%

36%

28%

27%

500-4999

Salaried Employees


800-638-9797

59April 2017

Q.12b – Most Frequent Destinations of Transfer in 2016: Between the U.S. and Another Country/Region*



Total

Other

Russia

Africa (Sub-Saharan)

Africa (North)

Central America/Caribbean

Australia/Pacific Rim

South America

Middle East

Europe (Eastern)

Europe (Western)

United States

Asia

United Kingdom

Canada

3%

4%

5%

6%

8%

10%

12%

15%

19%

29%

30%

31%

36%

37%


800-638-9797

60April 2017

Q.12b – Most Frequent Destinations of Transfer in 2016: Between the U.S. and Another Country/Region*



Most Frequent International Destination Total Less than 500 500-4999 5000+

Canada 37% 44% 40% 31%

United Kingdom 36% 24% 43% 37%

Asia 31% 29% 21% 40%

United States 30% 56% 30% 17%

Europe (Western) 29% 11% 30% 37%

Europe (Eastern) 19% 22% 19% 17%

Middle East 15% 16% 12% 16%

South America 12% 20% 8% 12%

Australia/Pacific Rim 10% 4% 13% 11%

Central America/Caribbean 8% 5% 7% 11%

Africa (North) 6% 9% 6% 5%

Africa (Sub-Saharan) 5% 4% 2% 7%

Russia 4% 5% 4% 4%

Other 3% 2% 2% 5%



800-638-9797

61April 2017

Q.12b – Most Frequent Destinations of Transfer in 2016: Within a Single Foreign Country/Region*


Total

Other

Russia




Africa (North)

Europe (Eastern)

Middle East

South America

Europe (Western)

Canada

United Kingdom

Asia

United States

1%

4%

6%

7%

8%

8%

12%

12%

14%

20%

25%

25%

27%

34%



800-638-9797

62April 2017



Q.12b – Most Frequent Destinations of Transfer in 2016: Within a Single Foreign Country/Region*

Most Frequent Intraregional Destination Total Less than 500 500-4999 5000+


Asia 27% 31% 14% 36%


Canada 25% 35% 28% 19%



Middle East 12% 15% 14% 10%






Russia 4% 8% 6% 1%

Other 1% 0% 2% 1%



800-638-9797

63April 2017

Q.12b – Most Frequent Destinations of Transfer in 2016: Between Two Foreign Countries/Regions*


Total

Other


Russia

Africa (North)



Middle East

South America

Europe (Eastern)

Canada

United Kingdom

Europe (Western)

Asia

United States

4%

6%

6%

8%

9%

10%

17%

17%

20%

20%

28%

31%

35%

35%



800-638-9797

64April 2017

Relocation Volumes & BudgetsQ.12b – Most Frequent Destinations of Transfer in 2016:

Between Two Foreign Countries/Regions*

Most Frequent Interregional Destination Total Less than 500 500-4999 5000+


Asia 35% 40% 25% 40%



Canada 20% 24% 19% 20%



Middle East 17% 24% 13% 17%




Russia 6% 4% 6% 7%


Other 4% 4% 2% 6%




800-638-9797


65April 2017

Total

Other

Natural/Man-Made Disasters-Domestic or

International

Affordable Care Act

Political/Regulatory Environment-Domestic or

International

Real Estate Market

Growth of International Competition

Growth of Domestic Competition

Economic Conditions

Lack of Qualified People Locally

External Conditions Had No Impact

4%

7%

9%

13%

17%

18%

22%

34%

44%

13%

Q.13 – External Factors Having the Most Significant Impact on the Number of Employee Relocations in 2016


800-638-9797


66April 2017

External Factors Impacting Relocations Total Less than 500 500-4999 5000+

External Conditions Had No Impact 13% 17% 14% 9%

Lack of Qualified People Locally 44% 47% 43% 40%

Economic Conditions 34% 32% 36% 32%

Growth of Domestic Competition 22% 22% 24% 18%

Growth of International Competition 18% 12% 19% 26%

Real Estate Market 17% 20% 17% 13%

Political/Regulatory Environment – Domestic or International (i.e. U.S. election, Brexit, immigration requirements, DOL employment legislation/policies, etc.)

13% 8% 15% 16%

Affordable Care Act/U.S. Health Care LegislationRequirements/Implementation

9% 9% 10% 6%

Natural/Man-Made Disasters – Domestic or International (i.e. Zika virus, hurricanes, earthquakes, war/civil unrest, etc.)

7% 6% 8% 5%

Other 4% 5% 1% 6%

Q.13 – External Factors Having the Most Significant Impact on the Number of Employee Relocations in 2016



800-638-9797


67April 2017

Total

Other

Use of Short-Term Assignments

Use of Frequent Business Travel/Telecommuting

Closing of Facility

Technology Deployment/Integration

International Expansion

Increased Production

Acquisitions/Mergers

Budget Constraints

Expansion of Facility

Corporate Reorganization/Restructuring

Expansion into New Territories

Knowledge/Skills Transfers

Promotions/Resignations

Growth of Company

Internal Conditions Had No Impact

3%

10%

11%

11%

13%

13%

15%

16%

18%

18%

25%

25%

30%

31%

41%

4%

Q.14 – Internal Conditions Having the Most Significant Impact on the Number of Employee Relocations in 2016


800-638-9797

68April 2017

Internal Conditions Impacting Relocations Total Less than 500 500-4999 5000+

Internal Conditions Had No Impact 4% 6% 4% 1%

Growth of Company 41% 43% 37% 41%

Promotions/Resignations 31% 32% 34% 26%

Knowledge/Skills Transfers 30% 26% 31% 32%

Expansion into New Territories 25% 24% 23% 29%

Corporate Reorganization/Restructuring 25% 17% 20% 40%

Expansion of Facility 18% 21% 17% 17%

Budget Constraints 18% 19% 14% 22%

Acquisitions/Mergers 16% 9% 14% 28%

Increased Production 15% 16% 19% 11%

International Expansion 13% 12% 12% 16%

Technology Deployment/Integration 13% 10% 16% 12%

Closing of Facility 11% 11% 13% 11%

Use of Frequent Business Travel/Telecommuting 11% 8% 11% 14%

Use of Short-Term Assignments 10% 7% 11% 11%

Other 3% 4% 1% 4%

Q.14 – Internal Conditions Having the Most Significant Impact on the Number of Employee Relocations in 2016 - By Company Size (Salaried Employees)



800-638-9797

16%

11%

72%5000+

Salaried Employees

69April 2017

Q.15 – Rating of Company’s Overall Financial Performance in 2016


Same as in 2015

23%

Worsethan

20157%

Better than

201571%

Total

24%

6%

70%

Less than 500

Salaried Employees

26%

4%

71%

500-4999

Salaried Employees


800-638-9797

29%

7%63%

5000+

Salaried Employees

70April 2017

Q.15 – Rating of Emerging Global Market Economies in 2016


Same as in 2015

38%

Worse than

20157%

Better than

201555%

Total

42%

8%

50%

Less than 500

Salaried Employees

42%

6%

52%

500-4999

Salaried Employees


800-638-9797

71April 2017

Q.15 – Rating of Developed Global Market Economies in 2016


Same as in 2015

35%

Worse than

201510%

Better than

201555%

Total

44%

7%

49%

Less than 500

Salaried Employees

25%

13%63%

5000+

Salaried Employees

35%

11%

55%

500-4999

Salaried Employees


800-638-9797

Same as in 2015

32%

Worse than

201512%

Better than

201556%

Total

28%

9%63%

5000+

Salaried Employees

72April 2017

Q.15 – Rating of U.S. Economy in 2016


35%

14%

51%

Less than 500

Salaried Employees

32%

12%

56%

500-4999

Salaried Employees


800-638-9797

Same as in 2015

34%

Worse than 2015

10%

Better than

201556%

Total

25%

7%69%

5000+

Salaried Employees

73April 2017

Q.15 – Rating of U.S. Real Estate Market in 2016


33%

14%

53%

Less than 500

Salaried Employees

41%

8%

50%

500-4999

Salaried Employees


800-638-9797

25%

3%

73%5000+

Salaried Employees

74April 2017

Q.16 – Anticipated Overall Financial Performance of Company in 2017


Same as in 2016

25%

Worse than 2016

5%

Better than

201670%

Total

26%

5%

68%

Less than 500

Salaried Employees

25%

5%

70%

500-4999

Salaried Employees


800-638-9797

Same as in 2016

39%

Worse than

20166%

Better than

201655%

Total

29%

4%66%

5000+

Salaried Employees

75April 2017

Q.16 – Anticipated Emerging Global Market Economies in 2017


42%

6%

52%

Less than 500

Salaried Employees

44%

7%

50%

500-4999

Salaried Employees


800-638-9797

76April 2017

Q.16 – Anticipated Developed Global Market Economies in 2017


Same as in 2016

41%

Worse than

201610%

Better than

201650%

Total

45%

10%

45%

Less than 500

Salaried Employees

34%

5%

60%

5000+

Salaried Employees

41%

13%

46%

500-4999

Salaried Employees


800-638-9797

32%

9%

58%

5000+

Salaried Employees

35%

11%

55%

500-4999

Salaried Employees

77April 2017

Q.16 – Anticipated U.S. Economy in 2017


Same as in 2016

30%

Worse than 2016

12%

Better than

2016 57%

Total

25%

16%59%

Less than 500

Salaried Employees


800-638-9797

78April 2017

Q.16 – Anticipated U.S. Real Estate Market in 2017


Same as in 2016

33%

Worse than

201612%

Better than

201655%

Total

34%

8%

58%

5000+

Salaried Employees

32%

15%

53%

Less than 500

Salaried Employees

34%

12%

55%

500-4999

Salaried Employees


800-638-9797


79April 2017

Total

Q.17 – Does Your Company Have a Formal Global Mobility Strategy?*

* excludes N/A responses

No, but We Plan to Develop In the Next Year

No, and We Have No Plans to Create One

Yes, Extensive Policies & Procedures, RiskMitigation, & Supporting Technology

Yes, Extensive Policies & Procedures & RiskMitigation

Yes, Basic Policies & Procedures

4%

12%

23%

19%

42%


800-638-9797


80April 2017

Global Mobility Strategy Total Less than 500 500-4999 5000+

Yes, Basic Policies & Procedures 42% 43% 47% 34%

Yes, Extensive Policies & Procedures & Risk Mitigation

19% 10% 18% 28%

Yes, Extensive Policies & Procedures, Risk Mitigation, & Supporting Technology

23% 18% 19% 33%

No, We Do Not Have a Formal Global Mobility Strategy & Have No Plans to Create One

12% 25% 8% 4%

No, but We Plan to Develop a Formal Global Mobility Strategy In the Next Year

4% 3% 9% 1%


Q.17 – Does Your Company Have a Formal Global Mobility Strategy?*

* excludes N/A responses


800-638-9797


81April 2017

Q.18 – Companies with a Formal Policy for: Domestic Relocations*



Total Less than 500 500-4999 5000+

82%

68%

85%

97%


800-638-9797


82April 2017

Q.18 – Companies with a Formal Policy for: Short-Term/Temporary Assignments*



Total Less than 500 500-4999 5000+

67%60%

64%

79%


800-638-9797


83April 2017

Q.18 – Companies with a Formal Policy for: Extended Business Travel*



Total Less than 500 500-4999 5000+

54% 52%

61%

48%


800-638-9797


84April 2017

Q.18 – Companies with a Formal Policy for: Long-Distance Commuter*



Total Less than 500 500-4999 5000+

43% 45% 48%

35%


800-638-9797


85April 2017

Q.18a-1 – Does Your Company Have Different Tiers (or Levels) Within Its Domestic Relocation Policy?

Five or

More8% Four

10%

Three25%

Two24%

No Tiers/

Single Policy

32%

Total

1% 3%

20%

33%

44%

Less than 500

Salaried Employees

23%

17%

31%

15%

15%

5000+

Salaried Employees

3%

11%

26%

25%

35%

500-4999

Salaried Employees


800-638-9797


86April 2017

Q.18a-1 – Average Number of Tiers (or Levels) Within Domestic Relocation Policy*

* of companies with domestic tiers/levels (Q18a-1)


Total Less than 500 500-4999 5000+

2.4

1.8

2.2

3.2


800-638-9797


87April 2017

Q.18a-2 – Does Your Company Have Different Tiers (or Levels) Within Its Short-Term/Temporary Assignments Relocation Policy?*

Five or more 1%

Four4%

Three13%

Two21%

No Tiers/

Single Policy

61%

Total

0%

5%

13%

28%

54%

Less than 500

Salaried Employees

3%2%

9%

15%

70%

5000+

Salaried Employees

0%

6%

17%

19%58%

500-4999

Salaried Employees

* of companies with short-term/temporary assignments relocation policy (Q18)


800-638-9797


88April 2017

Q.18a-2 – Average Number of Tiers (or Levels) Within Short-Term/Temporary Assignments Relocation Policy*

* of companies with short-term/temporary assignments relocation policy tiers/levels (Q18a-2)


Total Less than 500 500-4999 5000+

1.6 1.7 1.71.5


800-638-9797


89April 2017

Q.18a-3 – Does Your Company Have Different Tiers (or Levels) Within Its Extended Business Travel Policy?*

Five or more 2%

Four3%

Three12%

Two25%

No Tiers/

Single Policy

58%

Total

0%

6%

10%

32%

52%

Less than 500

Salaried Employees

5%

0%

5%

16%

73%5000+

Salaried Employees

1%3%

17%

24%

54%

500-4999

Salaried Employees

* of companies with extended business travel policy (Q18)


800-638-9797


90April 2017

Q.18a-3 – Average Number of Tiers (or Levels) Within Extended Business Travel Policy*

* of companies with extended business travel policy tiers/levels (Q18a-3)


Total Less than 500 500-4999 5000+

1.7 1.7 1.71.5


800-638-9797


91April 2017

Q.18a-4 – Does Your Company Have Different Tiers (or Levels) Within Its Long-Distance Commuter Policy?*

Five or more 3%

Four3%

Three14%

Two27%

No Tiers/

Single Policy

53%

Total

1%

4%

12%

32%

50%

Less than 500

Salaried Employees

7%

0%

9%

15%

70%

5000+

Salaried Employees

3%3%

19%

29%

47%

500-4999

Salaried Employees

* of companies with long-distance commuter policy (Q18)


800-638-9797

Total Less than 500 500-4999 5000+

1.7 1.71.9

1.6


92April 2017

Q.18a-4 – Average Number of Tiers (or Levels) Within Long-Distance Commuter Policy*

* of companies with long-distance commuter policy tiers/levels (Q18a-4)



800-638-9797


93April 2017

Total

Q.18b – What Are Your Different Tiers (or Levels) Based On?*


Other

Company vs. Employee Initiated

Assignment Objectives

Assignment Location/Region

Homeowner/Renter Status

New Hire/Current Employee Status

Length of Assignment

Position/Job Title

Job or Grade Level

1%

18%

19%

24%

26%

28%

32%

48%

61%


800-638-9797


94April 2017

Q.18b – What Are Your Different Tiers (or Levels) Based On?*


Bases for Domestic Policy Tiers (or Levels) Total Less than 500 500-4999 5000+

Job or Grade Level (i.e. staff, management, professional, etc.)

61% 51% 56% 72%







Company vs. Employee Initiated Relocation 18% 21% 16% 17%

Other 1% 1% 2% 1%



800-638-9797


95April 2017

Q.19a – Companies Whose Formal Relocation Policy Utilizes Aspects of Fixed Benefits/Flexible Benefits, Core Coverage/Flex Menu-Driven Policy*



Total Less than 500 500-4999 5000+

88%85%

89%

93%


800-638-9797


96April 2017

Total

* of those using fixed/flex policy elements (Q19a)

Other

Flexible Use of a Portion of Relocation Benefit Coverage(dependent on employee level/category)

Flexible Use of a Portion of Relocation Benefit Coverage(all employees)

Flexible Use of Full Relocation Benefit Coverage(dependent on employee level/category)

Flexible Use of Full Relocation Benefit Coverage (allemployees)

Relocation Benefit Coverage of Specific Items (i.e. fixedcomponents) (all employees)

Relocation Benefit Coverage of Specific Items (i.e. fixedcomponents) (dependent on employee level/category)

1%

11%

13%

20%

26%

48%

48%

Q.19b – Aspects of Fixed Benefits/Flexible Benefits, Core Coverage/Flex Menu-Driven Incorporated into Relocation Policy*


800-638-9797


97April 2017

* of those using “fixed/flex policy” elements (Q19a)

Fixed/Flex Policy Elements Total Less than 500 500-4999 5000+

Relocation Benefit Coverage of Specific Items (i.e. fixed components) (dependent on employee level/category)

48% 39% 47% 60%

Relocation Benefit Coverage of Specific Items (i.e. fixed components) (all employees)

48% 49% 50% 44%

Flexible Use of Full Relocation Benefit Coverage (all employees)

26% 31% 25% 20%

Flexible Use of Full Relocation Benefit Coverage (dependent on employee level/category)

20% 22% 23% 13%

Flexible Use of a Portion of Relocation Benefit Coverage(all employees)

13% 15% 12% 12%

Flexible Use of a Portion of Relocation Benefit Coverage (dependent on employee level/category)

11% 15% 7% 10%

Other 1% 1% 0% 1%

Q.19b – Aspects of Fixed Benefits/Flexible Benefits, Core Coverage/Flex Menu-Driven Policy Incorporated into Relocation Policy*



800-638-9797


98April 2017

Total

* of those using “core coverage/flex policy” elements (Q19a)

None of the Above

Other

Real Estate Assistance/Transaction Costs (destination)

Rental Assistance/Transaction Costs

Real Estate Assistance/Transaction Costs (origin)

Storage

Miscellaneous Expense Allowances

Travel Expenses (home finding trip(s))

Temporary Housing

Household Goods Shipping

Travel Expenses (final move)

8%

3%

34%

34%

39%

42%

44%

48%

53%

55%

58%

Q.19c – Relocation Costs That Are Considered Fixed Benefits Within the Relocation Policy*


800-638-9797


99April 2017

* of those using “core coverage/flex policy” elements (Q19a)

Fixed Benefits Policy Costs Total Less than 500 500-4999 5000+

Travel Expenses (final move) 58% 54% 52% 69%

Household Goods Shipping 55% 49% 48% 71%


Travel Expenses (home finding trip(s)) 48% 45% 42% 60%


Storage 42% 36% 37% 57%

Real Estate Assistance/Transaction Costs (origin/selling) 39% 28% 40% 51%

Rental Assistance/Transaction Costs 34% 30% 28% 46%

Real Estate Assistance/Transaction Costs (destination/purchasing) 34% 18% 36% 51%

Other 3% 2% 1% 7%

None of the Above Are Considered Fixed Benefits 8% 9% 8% 6%

Q.19c – Relocation Costs That Are Considered Fixed Benefits Within the Relocation Policy*



800-638-9797


100April 2017

Q.20a – Companies Who Administer Employee Relocations from a Centralized Department/Team*



Total Less than 500 500-4999 5000+

86%

76%

89%93%



800-638-9797


101April 2017

Total

Q.20b - Does Your Company’s Centralized Relocation/Mobility Department/Team…*

Control Freight Carrier Selection

Mobility Risk Management & Mitigation

Handle Office Relocations

Handle Air Travel via Commercial Airlines

Impact Talent Management/Recruitment

Manage Business Travel Programs

Handle Visa Applications/Immigration Policy

Control Additional Relocation Services Provider(s) Selection

Control Household Goods Carrier Selection

Manage International Relocation Programs

Development/Maintenance of Relocation Policy

Manage Domestic Relocation Programs

24%

24%

28%

29%

30%

30%

32%

36%

42%

42%

56%

58%

* of those with a centralized relocation/mobility department (Q20a) / excludes those who don’t know


800-638-9797


102April 2017

* of those with a centralized relocation/mobility department (Q20a) / excludes those who don’t know

Centralized Relocation/Mobility Dept/Team Duties Total Less than 500 500-4999 5000+

Manage Domestic Relocation Programs 58% 46% 50% 80%

Development/Maintenance of Relocation Policy 56% 46% 49% 72%

Manage International Relocation Programs 42% 31% 34% 63%

Control Household Goods Carrier Selection 42% 34% 37% 57%

Control Additional Relocation Services Provider(s) Selection 36% 23% 31% 55%

Handle Visa Applications/Immigration Policy 32% 27% 28% 40%

Manage Business Travel Programs 30% 40% 27% 24%

Impact Talent Management/Recruitment Decisions/Processes 30% 30% 30% 29%

Handle Air Travel via Commercial Airlines 29% 42% 30% 15%

Handle Office Relocations 28% 35% 32% 17%

Development/Maintenance of Mobility Risk Management & Mitigation 24% 19% 22% 32%

Control Freight Carrier Selection (air, land, sea or rail) 24% 26% 20% 27%


Q.20b - Does Your Company’s Centralized Relocation/Mobility Department/Team… *


800-638-9797


103April 2017

Q.21 – Respondents were given a list of cost containment measures that could have been used in relocation policy/practice in 2016 – the answers received indicate that…

TotalCost Containment Measures Used

Used Additional Measures

84%

Did Not Use Additional Measures

16%

Total

Other

Incentivize Renting Rather than Home

Purchase at Destination

Tighten Real Estate Assistance

Requirements

Modify COLA Offering Policy

Offer Pre-Decision Counseling

Restructure Policy Tiers/Eligibility for

Certain Benefits

Offer Short-Term/Extended Travel/

Commuter Arrangements (not relocation)

Review/Renegotiate Supplier Contracts

Limit Miscellaneous Expense Allowance

Benefits (coverage items, amounts)

Cap Relocation Benefit Amounts

Use Lump Sum Payments for Relocations

1%

12%

12%

13%

17%

18%

18%

26%

26%

33%

37%


800-638-9797


104April 2017

Q.21 – Cost Containment Measures in Relocation Policy/Practice Used in 2016

Cost Containment Measures Used Total Less than 500 500-4999 5000+

No Cost Containment Measures Beyond Typical Relocation Policy or Program Utilized

16% 20% 14% 13%

Use Lump Sum Payments for Relocations 37% 39% 36% 35%

Cap Relocation Benefit Amounts 33% 28% 34% 38%

Limit Miscellaneous Expense Allowance Benefits (coverage items, amounts) 26% 24% 31% 24%

Review/Renegotiate Supplier Contracts 26% 20% 24% 37%

Offer Short-Term/Extended Travel/Commuter Arrangements Rather than Relocate Employees

18% 20% 14% 21%

Restructure Policy Tiers/Eligibility for Certain Benefits (i.e. add/reduce/redefine tiers, implement menu-driven policy, etc.)

18% 15% 16% 24%

Offier Pre-Decision Counseling 17% 9% 15% 28%

Modify COLA Offering Policy 13% 9% 12% 19%

Tighten Real Estate Assistance Requirements 12% 10% 13% 14%

Incentivize Renting Rather than Home Purchase at Destination 12% 15% 12% 8%

Other 1% 1% 1% 1%



800-638-9797

105April 2017

Q.22 – Number of Salaried (Non-Hourly) People Employed by Company


5000+29%

500-499935%

Less than 50036%



800-638-9797


106April 2017

Q.23 – In 2016, What Approximate Percentage of Your Company’s Relocating Employees Were Classified (at Origin):*

Total Less than 500 500-4999 5000+

47%55%

46%40%

53% 45% 54% 60%

Transferees

New Hires



(Average Percent)


800-638-9797


107April 2017


Total Less than 500 500-4999 5000+

10% 10% 10% 10%

40% 39% 38% 43%

50% 51% 51% 47%

Homeowners

Renters

Neither



(Average Percent)


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108April 2017


Total Less than 500 500-4999 5000+

20% 18% 20% 21%

52% 54% 52% 50%

28% 28% 28% 29%

Executives/Top Level

Mid-Level

Entry Level



(Average Percent)


800-638-9797

2%

5%3%

22%

14%33%

21%

Less than 500

Salaried Employees

5%7%

8%

27%

13%

30%

11%

500-4999

Salaried Employees

More than

3 months

4%

Up to 3

months

5% Up to

2 months

5%

Up to 1

month

22%

Up to 3

weeks

12%

Up to 2

weeks

32%

1 week

or less

19%

Total

6%1%

4%

17%

9%

36%

26%

5000+

Salaried Employees


109April 2017

Q.24a – Length of Time Employees Have to Accept a Relocation Offer*



800-638-9797

More than

3 months

5%

Up to 3

months

11%

Up to 2

months

20%

Up to 1

month

35%

Up to 3

weeks

10%

Up to 2

weeks

15%

1 week

or less

4%

Total

7%

10%

18%

37%

9%

17%

3%

5000+

Salaried Employees


110April 2017

Q.24b – Length of Time Employees Have to Report to Work at the New Location*


2%

10%

17%

34%

13%

16%

7%Less than 500

Salaried Employees

8%

12%

24%

34%

8%

12%

2%

500-4999

Salaried Employees


800-638-9797

Total Less than 500 500-4999 5000+

1.6 1.6 1.71.5

111April 2017

Q.25a – Average Number of Expense-Paid TRIPS with SPOUSE/PARTNER to Find Housing in New Location*





800-638-9797

Total Less than 500 500-4999 5000+

4.1

3.4

4.44.7

112April 2017

Q.25b – Average Number of Expense-Paid DAYS EMPLOYEES are Allowed for House-Hunting Trips (Total Amount)*





800-638-9797

Other

Utilize Social Media/Networking Tools

Utilize Mobile Applications from Relocation

Providers

Audit/Verify Prices Quoted for Relocation

Services

Access Relocation Company Website for

Reporting/Other Services

Communicate Via Text/Messaging withRelocating Employees

Research Relocation Service Providers

Initiate/Execute Employee RelocationServices

Complete Online Forms for Employee

Relocation

Research Relocation-Related Matters

Communicate Via E-mail with Relocating

Employees

1%

19%

23%

23%

35%

35%

37%

38%

39%

41%

80%


113April 2017

Q.26 – Respondents were given a list of possible relocation-related uses for the Internet/Technology in 2016 – the answers received indicate that…

TotalInternet/Technology Uses

Did Not Use

4%

Used

Internet/

Technology

96%

Total


800-638-9797


114April 2017

Q.26 – How the Internet/Technology Was Used for Relocation-Related Matters in 2016

Internet/Technology Use Total Less than 500 500-4999 5000+

Did Not Use the Internet/Technology for Relocation-Related Matters in 2016

4% 7% 3% 1%

Communicate Via E-mail with Relocating Employees 80% 76% 78% 89%

Research Relocation-Related Matters (policy, benchmarking, etc.) 41% 26% 42% 57%

Complete Online Forms for Employee Relocation 39% 25% 40% 57%

Initiate/Execute Employee Relocation Services 38% 23% 34% 60%

Research Relocation Service Providers 37% 36% 32% 43%

Communicate via Text/Messaging with Relocating Employees 35% 40% 34% 28%

Access Relocation Company Website for Reporting or Other Services

35% 21% 31% 56%

Audit/Verify Prices Quoted for Relocation Services 23% 24% 21% 24%

Utilize Mobile Applications from Relocation Providers 23% 16% 21% 33%

Utilize Social Media/Networking Tools (internal/external platforms) 19% 21% 18% 18%

Other 1% 1% 1% 1%



800-638-9797


115April 2017

Total

Q.27 – Is Your Company Utilizing “Alternative Assignments”…?

Other

No, but We Plan to Use Them in the Coming Year

Yes, Internationally (Frequently)

Yes, Domestically (Frequently)

Yes, Domestically (Limited Basis)

Yes, Internationally (Limited Basis)

No, and We Do Not Plan to Use Them

1%

7%

14%

18%

27%

27%

33%


800-638-9797


116April 2017

Alternative Assignments Use Total Less than 500 500-4999 5000+

No, and We Do Not Plan to Use Them 33% 41% 30% 26%

Yes, Internationally (Limited Basis) 27% 19% 26% 39%

Yes, Domestically (Limited Basis) 27% 28% 27% 24%

Yes, Domestically (Frequently) 18% 17% 19% 18%

Yes, Internationally (Frequently) 14% 7% 19% 16%

No, but We Plan to Use Them in the Coming Year

7% 6% 8% 6%

Other 1% 0% 1% 3%

Q.27 – Is Your Company Utilizing “Alternative Assignments”…?



800-638-9797


117April 2017

Total

Q.27a – How Are These “Alternative Assignment” Arrangements Incorporated into Your Organization’s Overall Employee Mobility Strategy?*

Other

Used in Addition to Traditional Short-Term Assignments

Used in Place of Traditional Short-Term Assignments

Used to Develop Internal Talent

Used to Maximize Budget/Corporate Resources

Used to Accommodate Employee Needs

Used in Addition to Long-Term Assignments

Used to Meet Strategic Business Goals

Used in Place of Long-Term Assignments

3%

27%

28%

29%

29%

33%

34%

36%

42%

* of those utilizing “alternative assignments” (Q27)


800-638-9797


118April 2017

Alternative Assignment Incorporation Total Less than 500 500-4999 5000+

Used in Place of Long-Term Assignments 42% 47% 47% 30%

Used to Meet Strategic Business Goals 36% 31% 28% 50%

Used in Addition to Long-Term Assignments 34% 37% 30% 35%

Used to Accommodate Employee Needs 33% 31% 28% 39%

Used to Maximize Budget/Corporate Resources 29% 31% 27% 30%

Used to Develop Internal Talent 29% 30% 23% 34%

Used in Place of Traditional Short-Term Assignment Arrangements

28% 29% 31% 25%

Used in Addition to Traditional Short-Term Assignment Arrangements

27% 26% 25% 30%

Other 3% 0% 3% 5%

Q.27a – How Are These “Alternative Assignment” Arrangements Incorporated into Your Organization’s Overall Employee Mobility Strategy?*




800-638-9797


119April 2017

Total

Q.27b – Key Factors Determining “Alternative Assignment” Use*


Other

Employee Requests

Career Development

Job Function

Assignment Purpose

Cost

Business Need

3%

34%

35%

46%

51%

52%

61%


800-638-9797


120April 2017


Key Factors Determining “Alternative Assignment” Use

Total Less than 500 500-4999 5000+

Business Need 61% 50% 59% 75%

Cost 52% 56% 48% 51%

Assignment Purpose 51% 54% 50% 49%

Job Function 46% 57% 46% 34%

Career Development 35% 40% 34% 32%

Employee Requests 34% 36% 28% 40%

Other 3% 0% 2% 6%

Q.27b – Key Factors Determining “Alternative Assignment” Use*



800-638-9797

74% 74%

58% 57%57% 55% 54% 53% 51% 50% 50% 49% 49%

42%

33% 32%

Relocation Costs

121April 2017

Total

Q.28 – Does Your Company Reimburse/Pay to… (for Transferees OR New Hires)*

*composite percentage shown of those offering benefit to employees at some level (top tier, middle or lower)


800-638-9797

Relocation Costs

122April 2017

Q.28 – Does Your Company Reimburse/Pay to… (for Transferees OR New Hires)*

Covered Relocation Expenses Total Less than 500 500-4999 5000+

Company Does Not Pay OR Only Offers Lump Sum 32% 39% 32% 23%

Pack All Items 74% 70% 69% 84%

Move an Automobile 74% 68% 71% 84%

Unpack All Items 58% 54% 60% 62%

Move a Second Automobile 57% 54% 51% 69%

Move Unlimited Weight 57% 56% 56% 57%

Move Exercise Equipment 55% 52% 58% 57%

Partial/Custom Unpacking of Items 54% 50% 53% 60%

Move Collections of Highly Valuable Objects 53% 51% 54% 53%

Move via Containerized Shipment 51% 52% 48% 54%

Have Permanent/Extended Storage of Some Possessions 50% 52% 55% 43%

Carry Items Down from Attic 50% 49% 48% 52%

Move Pets 49% 53% 50% 43%

Move Recreation and Lawn Equipment 49% 52% 46% 49%

Have Belongings Picked Up from a Secondary Residence (summer home, relative’s home, etc.)

42% 47% 42% 35%

Move a Boat 33% 39% 30% 28%




800-638-9797

30% 30%

23%21%21% 20% 19% 19% 19% 18%

16% 15% 14%12%

8%

18%

Relocation Costs

123April 2017

Entry Level – Total

Q.28 – Does Your Company Reimburse/Pay to… (for Transferees OR New Hires)


800-638-9797

Relocation Costs

124April 2017


Covered Relocation Expenses – Entry Level Total Less than 500 500-4999 5000+




Move Pets 23% 25% 26% 18%

Move Via Containerized Shipment 21% 20% 19% 26%






Move Recreation/Lawn Equipment 18% 18% 17% 18%





12% 14% 14% 6%

Move a Boat 8% 9% 7% 8%

Entry Level – By Company Size (Salaried Employees)


800-638-9797

56% 55%

38% 36%35% 35% 34% 33% 33% 32% 32%30%

26%

21%

14%16%

Relocation Costs

125April 2017

Mid-Level – Total



800-638-9797

Relocation Costs

126April 2017


Covered Relocation Expenses – Mid-Level Total Less than 500 500-4999 5000+







Move Pets 35% 36% 36% 32%









21% 27% 19% 16%

Move a Boat 14% 16% 11% 15%

Mid-Level – By Company Size (Salaried Employees)


800-638-9797

65%62%

50% 49%46% 46% 44%

41% 41% 40% 40% 39% 39%34%

26%

14%

Relocation Costs

127April 2017

Executive/Top Level – Total



800-638-9797

Relocation Costs

128April 2017


Covered Relocation Expenses – Exec/Top Level Total Less than 500 500-4999 5000+











Move Pets 40% 42% 37% 40%





34% 37% 33% 32%

Move a Boat 26% 31% 23% 24%

Executive/Top Level – By Company Size (Salaried Employees)


800-638-9797

65%63%

57% 56%53%

49%43%

40% 40% 38% 36% 36% 36% 35%32%

Relocation Costs

129April 2017

Total

Q.29 – When a Relocating Employee (Transferee OR New Hire) is a Homeowner Who Will Be Buying (Not Renting), Does Your Company…*



800-638-9797

Relocation Costs

130April 2017


Covered Relocation Expenses: Employee Buying Total Less than 500 500-4999 5000+

Company Does Not Offer OR Only Offers Lump Sum 32% 42% 30% 23%

Offer Homefinding Trips 65% 55% 64% 79%

Offer Temporary Housing Allowance 63% 53% 63% 73%

Offer Storage 57% 48% 55% 70%

Reimburse/Pay for Home Sale Costs 56% 42% 53% 79%

Reimburse/Pay for Home Purchase Costs 53% 38% 49% 76%

Offer Home Marketing Assistance 49% 36% 42% 73%

Reimburse/Pay for Federal Tax Liability 43% 36% 41% 56%

Reimburse/Pay for Loss-On-Sale 40% 33% 36% 54%

Offer Qualified Home Sale Program 40% 31% 34% 58%

Offer Duplicate Housing Assistance 38% 38% 33% 44%

Offer Guaranteed Buyout Option/Appraised Value Option for Origin Home

36% 30% 33% 49%

Offer Bonuses/Incentives for Employee-Generated Home-Sale 36% 31% 31% 49%

Offer Buyer Value Option for Origin Home 36% 25% 34% 53%

Offer Mortgage Subsidy or Allowance 35% 36% 37% 30%




800-638-9797

27%25%25%

18%16%

14% 14%12% 12% 11% 11% 11% 11%

9%

19%

Relocation Costs

131April 2017


Q.29 – When a Relocating Employee (Transferee OR New Hire) is a Homeowner Who Will Be Buying (Not Renting), Does Your Company…


800-638-9797

Relocation Costs

132April 2017


Covered Relocation Expenses: Employee Buying – Entry Level Total Less than 500 500-4999 5000+














Reimburse/Pay for Loss-on-Sale 11% 10% 11% 10%


9% 8% 10% 9%



800-638-9797

50% 50%

42%

37%34% 33%

28%26%

24% 23% 23%21% 20%

18%20%

Relocation Costs

133April 2017

Mid-Level – Total



800-638-9797

Relocation Costs

134April 2017


Covered Relocation Expenses: Employee Buying – Mid-Level Total Less than 500 500-4999 5000+












Reimburse/Pay for Loss-On-Sale 23% 14% 22% 35%




18% 14% 13% 30%



800-638-9797

55%53%

46% 45%42% 40%

34% 33% 32%29% 28% 27%

24% 24%

17%

Relocation Costs

135April 2017




800-638-9797

Relocation Costs

136April 2017


Covered Relocation Expenses: Employee Buying – Exec/Top Level Total Less than 500 500-4999 5000+









Reimburse/Pay for Loss-on-Sale 33% 24% 28% 49%





27% 15% 25% 44%





800-638-9797

63% 61% 61%

54%49%

36% 36%31% 29% 29%

Relocation Costs

137April 2017

Q.30 – When a Relocating Employee (Transferee OR New Hire) Will Be Renting (Not Buying), Does Your Company…*

Total



800-638-9797

Relocation Costs

138April 2017

Covered Relocation Expenses: Employee Renting Total Less than 500 500-4999 5000+



Reimburse/Pay for Lease Cancellation 61% 49% 60% 79%



Reimburse/Pay Apartment Search or Finder’s Fees 49% 38% 51% 60%

Reimburse/Pay for Hook-Up Fees 36% 40% 40% 28%

Reimburse/Pay for Security Deposits 36% 38% 39% 29%

Offer Rental Subsidy or Allowance 31% 35% 33% 24%

Reimburse/Pay for Furniture Rental 29% 30% 36% 21%



Q.30 – When a Relocating Employee (Transferee OR New Hire) Will Be Renting (Not Buying), Does Your Company…*


800-638-9797

31% 31%29%

23% 21%

17% 16%13%

11%

20%

Relocation Costs

139April 2017

Q.30 – When a Relocating Employee (Transferee OR New Hire) Will Be Renting (Not Buying), Does Your Company…



800-638-9797

Relocation Costs

140April 2017

Covered Relocation Expenses: Employee Renting – Entry Level

Total Less than 500 500-4999 5000+














800-638-9797

52%49% 48%

43%

36%

26% 26%

21%17% 17%

Relocation Costs

141April 2017


Mid-Level – Total


800-638-9797

Relocation Costs

142April 2017

Covered Relocation Expenses: Employee Renting – Mid-Level

Total Less than 500 500-4999 5000+














800-638-9797

54%51% 50%

46%

41%

29% 27%23%

20%16%

Relocation Costs

143April 2017




800-638-9797

Relocation Costs

144April 2017

Covered Relocation Expenses: Employee Renting – Executive/Top Level

Total Less than 500 500-4999 5000+














800-638-9797

Relocation Costs

145April 2017

Q.31 – Extent Company Reimburses Relocation Expenses of Transferees/New Hires

Total

No Reimbursement

Partial Reimbursement

Lump Sum Payments

Full Reimbursement

19%

48%

53%

42%

13%

48%

55%

65%

Transferees

New Hires


800-638-9797

Relocation Costs

146April 2017

Q.31 – Extent Company Reimburses Relocation Expenses of Transferees/New Hires

Extent Transferees are Reimbursed Total Less than 500 500-4999 5000+

Full Reimbursement of Relocation Expenses 65% 65% 67% 63%

Lump Sum Payments 55% 54% 51% 61%

Partial Reimbursement Based on Salary, Position, Policy Tier, etc.

48% 48% 45% 51%

No Reimbursement of Relocation Expenses 13% 15% 13% 12%


Extent New Hires are Reimbursed Total Less than 500 500-4999 5000+

Full Reimbursement of Relocation Expenses 42% 37% 42% 48%

Lump Sum Payments 53% 56% 43% 60%

Partial Reimbursement Based on Salary, Position, Policy Tier, etc.

48% 46% 47% 50%

No Reimbursement of Relocation Expenses 19% 21% 20% 15%


800-638-9797

Relocation Costs

147April 2017

Q.32 – What Approximate Percentage of Your Relocations Were (Payment Type):

Total Less than 500 500-4999 5000+

8% 8% 11%4%

24% 24%25%

21%

24% 28% 22%

21%

44% 40% 42%53%

Fully Reimbursed

Lump Sum Only

Partially Reimbursed

Not Reimbursed


(Average Percent)


800-638-9797

Relocation Costs

148April 2017

Q.32 – What Approximate Percentage of Your Relocations Were (Category-Domestic Only):

Total Less than 500 500-4999 5000+

4% 2% 6% 2%8% 6%

12%5%

14%14%

15%

12%

75% 77%67%

81%

Traditional/PermanentRelocations

Short-term RelocationAssignments

Alternative Assignments

Other


(Average Percent)


800-638-9797

Other

Real Estate Assistance/Transactions

Rental Assistance/Transactions

Entire Relocation Cost

Household Goods Shipping/Storage

Temporary Housing

Travel Expenses


5%

28%

33%

41%

44%

50%

55%

57%

Relocation Costs

149April 2017

Q.32a – For What Types of Relocation Costs are Lump Sum Payments Typically Offered to Relocating Employees (Transferees OR New Hires)?*

Total

* of those offering lump sum payments (Q31)


800-638-9797

Relocation Costs

150April 2017


Expenses for Which Lump Sum Typically Offered Total Less than 500 500-4999 5000+


Travel Expenses (i.e. housing hunting trips, final move, etc.) 55% 55% 58% 52%


Household Goods Shipping/Storage 44% 53% 46% 32%

Entire Relocation Cost 41% 41% 45% 37%

Rental Assistance/Transactions 33% 41% 32% 26%

Real Estate Assistance/Transactions 28% 29% 27% 27%

Other 5% 4% 4% 6%

Q.32a – For What Types of Relocation Costs are Lump Sum Payments Typically Offered to Relocating Employees (Transferees OR New Hires)?*



800-638-9797

Other

Homeowners

Renters

Entry Level Employees

New Hires

Transferees

Executives

Experienced Professionals

2%

27%

40%

48%

49%

51%

58%

58%

Relocation Costs

151April 2017

Q.32b-1 – What Types of Relocating Employees Most Commonly Receive Lump Sum Payments?*

Total



800-638-9797

Relocation Costs

152April 2017


Employees Most Commonly Receiving Lump Sums Total Less than 500 500-4999 5000+

Experienced Professionals 58% 65% 54% 53%

Executives 58% 66% 59% 44%

Transferees 51% 44% 58% 51%

New Hires 49% 50% 39% 60%

Entry Level Employees 48% 37% 44% 67%

Renters 40% 41% 34% 48%

Homeowners 27% 22% 25% 36%

Other 2% 1% 3% 2%

Q.32b-1 – What Types of Relocating Employees Most Commonly Receive Lump Sum Payments?*



800-638-9797

Other

Alternative Assignment Types

International Long-Term Assignments

Short-Term/Temporary Assignments

Domestic Relocations

1%

16%

34%

39%

87%

Relocation Costs

153April 2017

Q.32b-2 – What Types of Relocations Most Commonly Receive Lump Sum Payments?*

Total



800-638-9797

Relocation Costs

154April 2017


Relocations Most Commonly Receiving Lump Sums Total Less than 500 500-4999 5000+

Domestic Relocations 87% 86% 81% 94%

Short-Term/Temporary Assignments 39% 36% 42% 41%

International Long-Term Assignments 34% 29% 41% 33%

Alternative Assignment Types (i.e. commuters, EBTs, etc.) 16% 16% 17% 17%

Other 1% 1% 1% 1%

Q.32b-2 – What Types of Relocations Most Commonly Receive Lump Sum Payments?*



800-638-9797

Relocation Costs

155April 2017


Median Amounts Shown Total Less than 500 500-4999 5000+

Real Estate Assistance/ Transactions

$5,000-$9,999 $1,000-$4,999 $5,000-$9,999 $5,000-$9,999

Household Goods Shipping/ Storage

$5,000-$9,999 $5,000-$9,999 $5,000-$9,999 $1,000-$4,999

Entire Relocation Cost $10,000-$14,999 $10,000-$14,999 $10,000-$14,999 $10,000-$14,999

Rental Assistance/Transactions

$1,000-$2,499 $1,000-$2,499 $2,500-$4,999 $1,000-$2,499

Travel Expenses $1,000-$2,499 $1,000-$2,499 $1,000-$2,499 $1,000-$2,499

Temporary Housing $2,500-$4,999 $2,500-$4,999 $2,500-$4,999 $2,500-$4,999


$2,500-$4,999 $1,000-$2,499 $2,500-$4,999 $2,500-$4,999

Q.32c – For the Applicable Cost Types Below, What are the Typical Ranges of Lump Sums Offered?*



800-638-9797

Relocation Costs

156April 2017

Q.32c – Typical Range for Lump Sum Payments – Real Estate Assistance/Transactions*

* of those offering lump sum payments (Q. 32)* of those offering lump sum payments (Q31)

Don’tknow

8%

$10,000 or more

29%

$5,000 to $9,999

14%

Lessthan

$5,00022%

No

lump sum offered

26%

Total

5%

25%

17%27%

26%

Less than 500

Salaried Employees

14%

33%

8%12%

33%

5000+

Salaried Employees

9%

32%

15%

24%

20%

500-4999

Salaried Employees


800-638-9797

Don’t know

8%

$10,000 or more

23%

$5,000 to $9,999

20%

Lessthan

$5,00031%

No lump sum

offered18%

Total

11%

23%

13%21%

32%

5000+

Salaried Employees

Relocation Costs

157April 2017

Q.32c – Typical Range for Lump Sum Payments – Household Goods Shipping/Storage*


7%

26%

19%

38%

10%Less than 500

Salaried Employees

8%

20%

26%

31%

15%

500-4999

Salaried Employees


800-638-9797

Don’t

know7%

$10,000 or more

53%$5,000 to $9,999

19%

Less than

$5,00013%

No lump sum

offered9%

Total

6%

52%22%

4%

16%

5000+

Salaried Employees

Relocation Costs

158April 2017

Q.32c – Typical Range for Lump Sum Payments – Entire Relocation Cost*

7%

50%22%

16%

5% Less than 500

Salaried Employees

7%

55%13%

17%

8%

500-4999

Salaried Employees



800-638-9797

Don’t know

9%

$5,000or more

22%

$2,500 to $4,999

19%

Less than $2,500

28%

No lump sum

offered23%

Total

6%

22%

21%30%

21%

Less than 500

Salaried Employees

10%

22%

20%

30%

18%

500-4999

Salaried Employees

14%

21%

14%21%

31%

5000+

Salaried Employees

Relocation Costs

159April 2017

Q.32c – Typical Range for Lump Sum Payments – Rental Assistance/Transactions*



800-638-9797

Don’t know

9%

$5,000or more

20%

$2,500 to $4,999

20%

Lessthan

$2,50040%

No lump sum

offered11%

Total

7%

19%

24%

43%

7%Less than 500

Salaried Employees

9%

24%

16%

39%

12%

500-4999

Salaried Employees

13%

16%

20%

36%

15%

5000+

Salaried Employees

Relocation Costs

160April 2017

Q.32c – Typical Range for Lump Sum Payments – Travel Expenses*



800-638-9797

Don’tknow

11%

$5,000or more

34%

$2,500 to $4,999

21%

Lessthan

$2,50022%

No lump sum

offered12%

Total

13%

35%

20%

17%

15%

5000+

Salaried Employees

Relocation Costs

161April 2017

Q.32c – Typical Range for Lump Sum Payments – Temporary Housing*


10%

33%

25%

21%

11%Less than 500

Salaried Employees

9%

34%

18%

27%

12%

500-4999

Salaried Employees


800-638-9797

Don’tknow

9%

$5,000or more

29%

$2,500 to $4,999

18%

Lessthan

$2,50035%

No lump sum

offered10%

Total

8%

41%

18%

26%

8%

5000+

Salaried Employees

Relocation Costs

162April 2017

Q.32c – Typical Range for Lump Sum Payments – Miscellaneous Expense Allowances*


8%

23%

17%

41%

11%Less than 500

Salaried Employees

9%

25%

19%

38%

9%

500-4999

Salaried Employees


800-638-9797

Not Tracked

Other

Outsourced

Relocation Team Staff Member

Relocating Employee

Finance/Procurement Department

Human Resources Staff Member

3%

1%

16%

33%

33%

36%

53%

Relocation Costs

163April 2017

Q.32d – Lump Sum Spending/Allocation per Employee Tracking - Performed by:*

Total



800-638-9797

Relocation Costs

164April 2017


Lump Sum Tracking Performed by: Total Less than 500 500-4999 5000+

Human Resources Staff Member 53% 65% 53% 37%

Finance/Procurement Department 36% 48% 41% 17%

Relocating Employee 33% 39% 35% 24%

Relocation Team Staff Member 33% 31% 34% 36%

Outsourced 16% 8% 15% 28%

Other 1% 0% 2% 2%

Not Tracked 3% 1% 1% 7%


Q.32d – Lump Sum Spending/Allocation per Employee Tracking - Performed by:*


800-638-9797

Not Tracked

Other

Outsourced

Online Reporting Tool/Mobile App

In-House Software Report

Excel Spreadsheet

Submission of Expense Reports

4%

3%

18%

26%

31%

36%

53%

Relocation Costs

165April 2017

Q.32d – Lump Sum Spending/Allocation per Employee Tracking - Method:*

Total



800-638-9797

Relocation Costs

166April 2017


Lump Sum Tracking Method: Total Less than 500 500-4999 5000+

Submission of Expense Reports 53% 70% 50% 36%

Excel Spreadsheet 36% 47% 36% 23%

In-House Software Report 31% 31% 39% 21%

Online Reporting Tool/Mobile App 26% 32% 27% 19%

Outsourced 18% 9% 14% 34%

Other 3% 3% 1% 7%

Not Tracked 4% 1% 3% 9%


Q.32d – Lump Sum Spending/Allocation per Employee Tracking - Method:*


800-638-9797


167April 2017

Q.33 – Age Range of Most Frequently Relocated Salaried Employee*


More than 50 years

4%

46-50 years

9%

41-45years

19%

36-40 years

28%

30-35 years

29%

Less than 30 years

11%

Total

5%

10%

15%

22%

34%

13%Less than 500

Salaried Employees

1%

7%

24%

37%

22%

10%

5000+

Salaried Employees

4%10%

20%

28%

28%

9%

500-4999

Salaried Employees


800-638-9797

Other

Yes, Based on PolicyTier/Reimbursement Level

Yes, for Transferees

Yes, for International Relocations

Yes, for New Hires

Yes, on an "As Needed/Requested"Basis

Yes, for Domestic Relocations

Yes, for All Relocations

2%

6%

10%

11%

14%

14%

16%

40%

168April 2017

Q.35 – Does Your Organization Perform Candidate Assessments Prior to Relocation Offers?

TotalCandidate Assessments

Yes75%

No25%

Total





800-638-9797

169April 2017




Candidate Assessment Use Total Less than 500 500-4999 5000+

No, Candidate Assessments are Not Performed 25% 24% 21% 32%

Yes, for All Relocations 40% 44% 46% 29%

Yes, for Domestic Relocations 16% 18% 19% 8%

Yes, on an “As Needed/Requested” Basis 14% 12% 9% 22%

Yes, for New Hires 14% 20% 13% 7%

Yes, for International Relocations 11% 6% 11% 16%

Yes, for Transferees 10% 11% 11% 6%

Yes, Based on Policy Tier/Reimbursement Level 6% 8% 4% 4%

Other 2% 0% 2% 5%


800-638-9797

Total Less than 500 500-4999 5000+

23% 22% 21%

26%

170April 2017

Q.35 – In 2016, What Approximate Percentage of Your Relocations Involved: Female Employees*

Average Percent





800-638-9797

171April 2017

Q.35 – In 2016, What Approximate Percentage of Your Relocations Involved: Wife/Female Partner (Trailing Spouse)*




Total Less than 500 500-4999 5000+

27%24%

27%31%

Average Percent


800-638-9797

172April 2017

Q.35 – In 2016, What Approximate Percentage of Your Relocations Involved: Husband/Male Partner (Trailing Spouse)*




Total Less than 500 500-4999 5000+

23%26%

20%23%

Average Percent


800-638-9797

173April 2017

Q.35 – In 2016, What Approximate Percentage of Your Relocations Involved: Employees with Children*




Total Less than 500 500-4999 5000+

37%34% 35%

44%Average Percent


800-638-9797

174April 2017



Q.36 – Companies Offering Elder Care Assistance*

* % of companies indicating they offer this assistance (Q36)

Total Less than 500 500-4999 5000+

51%57%

52%

43%


800-638-9797

175April 2017

Q.36 – Elder Care Assistance Offered

Elder Care Assistance Total Less than 500 500-4999 5000+

No Elder Care Assistance 49% 43% 48% 57%

Allow Flexible Scheduling or Telecommuting 27% 32% 31% 18%

Provide Paid Personal Leave Days 26% 32% 28% 17%

Provide List of Nursing Homes and/or Day-Care Centers

22% 21% 22% 22%

Allow Employee to Use Pre-Tax Dollars for Outside Care

18% 19% 17% 18%

Relocate an Elderly Relative that Does Not Live with the Employee Currently, but Will Either Live with the Employee at the New Location or at a Nearby Residence/Facility

13% 15% 11% 13%

Other 2% 2% 2% 3%




800-638-9797

176April 2017

Q.37 – Companies Offering Childcare Assistance*

* % of companies indicating they offer this assistance (Q37)



Total Less than 500 500-4999 5000+

65% 64%69%

62%


800-638-9797

177April 2017

Q.37 – Childcare Assistance Offered

Childcare Assistance Total Less than 500 500-4999 5000+

No Childcare Assistance 35% 36% 31% 38%

Provide List of Childcare Providers/Services and/or Agencies

30% 30% 29% 32%

Provide List of Local Schools/Educational Options

28% 31% 24% 30%

Allow Flexible Scheduling or Telecommuting 28% 30% 31% 21%

Provide Paid Personal Leave Days 26% 30% 30% 17%

Allow Employee to Use Pre-Tax Dollars for Outside Care

23% 26% 17% 27%

Reimburse Childcare Costs 19% 18% 22% 15%

Other 3% 2% 4% 2%




800-638-9797

178April 2017

Q.38 – Frequency of Employee’s Relocation Being Affected by the Employment Status of His/Her Spouse/Partner*

Never2%

Seldom36%

Frequently46%

Almost always16%

Total

3%33%

45%

20%

Less than 500

Salaried Employees

1%

45%

42%

13%

5000+

Salaried Employees



3% 32%

51%

14%

500-4999

Salaried Employees


800-638-9797

16%

18%

22%

19%

8%

10%

12%

10%

71%

56%

51%

58%

5000+ Salaried Employees

500-4999 Salaried Employees

Less than 500 Salaried Employees

Total

Without Restriction

Not at Same Location

Not in Same Dept/Division

179April 2017

Q.39 – Companies that Allow the Hiring of Spouses of Employees*

* % of companies answering “Yes” / excludes those who don’t know

95%

84%

84%

87%



800-638-9797

180April 2017

Q.39a – Companies that Assist an Employee’s Spouse or Partner in Finding Employment in the New Location*




Total Less than 500 500-4999 5000+

62% 62% 61%65%


800-638-9797

Other

Find Employment Outside Company

Reimburse for Career Transition Expenses

Provide Interviewing Skills Training

Find Employment Within Company

Provide Resume Preparation Assistance

Pay for Outplacement/Career Services from an

Outside Firm

Provide Networking Assistance

4%

21%

23%

24%

27%

31%

36%

46%

181April 2017

Total


Q.39b – Methods of Spousal/Partner Employment Assistance*

* of those who provide assistance (Q39a)


800-638-9797

182April 2017

Q.39b – Methods of Spousal/Partner Employment Assistance*

* of those who provide assistance (Q39a)


Spousal/Partner Employment Assistance Total Less than 500 500-4999 5000+


Pay for Outplacement/Career Services from an Outside Firm

36% 27% 37% 45%




Reimburse for Career Transition Expenses (i.e. interview trips, certifications, etc.)

23% 21% 25% 25%

Find Employment Outside Company 21% 22% 26% 15%

Other 4% 2% 4% 8%



800-638-9797

183April 2017

Q.39c – Approximate Percentage of Relocated Employees with a Spouse/Partner Who Used Employment Assistance*

* of those who provide assistance (Q39a) / excludes those who don’t know



Average Percent

Total Less than 500 500-4999 5000+

30% 30%32%

26%

Average Percent


800-638-9797

39%36%

34%

29% 29%27% 26% 26% 25% 25%

22% 21%19% 19% 18%

15%

1%

Supplier Management

184April 2017

Q.40 – Respondents were given a list of possible outsourced relocation services in 2016 –the answers received indicate that…

TotalServices Outsourced

Total

Outsourced

Did Not Outsource

23%

77%


800-638-9797

Supplier Management

185April 2017

Q.40 – Services Outsourced to a Relocation Service, HRO or Brokerage Firm in 2016

Services Outsourced in 2016 Total Less than 500 500-4999 5000+

Did Not Use a Relocation Service, HRO or Brokerage Firm in 2016 23% 35% 23% 10%

Real Estate Sales/Marketing 39% 26% 33% 62%

Real Estate Purchase 36% 26% 32% 53%

Counseling about Relocation Planning/Details 34% 24% 34% 47%

Contract of Household Goods Carrier 29% 23% 28% 39%

Counseling about Company Policy 29% 18% 29% 42%

Coordination & Monitoring of Shipment 27% 17% 23% 43%

Management of Full Relocation Program 26% 21% 20% 40%

Orientation Tours at New Location 26% 15% 18% 47%

Expense Management/Tracking/Reimbursement Services 25% 14% 19% 47%

Tax Gross-Up Assistance 25% 14% 22% 41%

Arrangement of Family’s Transportation and Accommodations 22% 15% 22% 31%

Assistance with Employee Claims Prep/Submission 21% 16% 18% 32%

Audit and/or Payment of Invoice(s) 19% 13% 17% 30%

Property Management 19% 18% 14% 25%

Compensation Services (i.e. payroll arrangements, tax compliance, etc.) 18% 15% 18% 22%

Supplementary Services (appliances, cleaning, etc.) 15% 12% 16% 19%

Other 1% 1% 1% 3%



800-638-9797

Supplier Management

186April 2017

Q.40a – Department(s) that Select a Relocation Service, HRO or Brokerage Firm*

* of those companies who outsourced (Q40)

Total

Other

Procurement

Executive Management

Relocation/Mobility Services

Human Resources

3%

21%

31%

44%

59%


800-638-9797

Supplier Management

187April 2017

Q.40a – Department(s) that Select a Relocation Service, HRO or Brokerage Firm*

* of those companies who outsourced (Q40)

Department(s) Selecting Outsourcing Vendor Total Less than 500 500-4999 5000+

Human Resources 59% 63% 69% 44%

Relocation/Mobility Services 44% 32% 33% 67%

Executive Management 31% 43% 33% 19%

Procurement 21% 17% 15% 32%

Other 3% 5% 2% 2%



800-638-9797

Supplier Management

188April 2017

Q.41 – Are Carrier Transportation Expenses Paid Directly by the Company or Paid by the Employee and Then Reimbursed? (Transferees ONLY)*

Total Less than 500 500-4999 5000+

19% 20% 21%16%

37%48%

35%

26%

78%69%

75%91% Paid Directly by the

Company

Paid by the Employeeand Then Reimbursed

Paid by Employee andNot Reimbursed


* respondents could indicate more than one method was used


800-638-9797

Supplier Management

189April 2017

Q.41 – Are Carrier Transportation Expenses Paid Directly by the Company or Paid by the Employee and Then Reimbursed? (New Hires ONLY)*

Total Less than 500 500-4999 5000+

20% 24% 19% 16%

39%

48%42%

24%

67%57%

64%

84% Paid Directly by theCompany

Paid by the Employeeand Then Reimbursed

Paid by Employee andNot Reimbursed


* respondents could indicate more than one method was used


800-638-9797

Other1%

Relocation Firm

16%

Employee22%

Company & Employee

24%

Company36%

Total3%

29%

7%

16%

45%

5000+

Salaried Employees

Supplier Management

190April 2017

Q.42 – Who Selects the Household Goods Carrier for Your Employee’s Relocation?

0%

10%

34%

29%

28%

Less than 500

Salaried Employees

1%

12%

23%

26%

38%

500-4999

Salaried Employees


800-638-9797

Supplier Management

191April 2017

Q.42a – Department(s) that Select the Household Goods Carrier for Employee’s Relocation*

* of those where company is involved in selection (Q43)

Total

Other

Procurement



Human Resources

2%

19%

22%

39%

59%

* of those where company was involved in carrier selection (Q42)


800-638-9797

Supplier Management

192April 2017

Q.42a – Department(s) that Select a Household Goods Carrier for Employee’s Relocation*


Department(s) Selecting Household Goods Carrier Total Less than 500 500-4999 5000+

Human Resources 59% 67% 70% 34%



Procurement 19% 14% 18% 27%

Other 2% 2% 0% 4%


* of those where company was involved in carrier selection (Q42)


800-638-9797

Supplier Management

193April 2017

Q.43 – Biggest Operational Challenges/Concerns Faced by Organization in Relocation*


Total

Other

Driver Shortages

Data Privacy

Supply Chain Strength/Stability

Transportation Methodology Changes

Analytics/Big Data/Reporting

Technology Support

Service Scalability

7%

18%

19%

20%

25%

26%

26%

40%

* excludes those who indicated no concerns/none of the above/don’t know


800-638-9797

Supplier Management

194April 2017

Operational Challenges/Concerns in Relocation Total Less than 500 500-4999 5000+

Service Scalability (big or small/tailoring to relocating employee)

40% 41% 45% 32%

Technology Support 26% 25% 26% 28%

Analytics/Big Data/Reporting 26% 20% 27% 33%

Transportation Methodology Changes 25% 29% 28% 16%

Supply Chain Strength/Stability 20% 22% 20% 18%

Data Privacy 19% 23% 15% 19%

Driver Shortages 18% 16% 14% 26%

Other 7% 6% 7% 9%


Q.43 – Biggest Operational Challenges/Concerns Faced by Organization in Relocation*

* excludes those who indicated no concerns/none of the above/don’t know


800-638-9797

195April 2017

Q.44a – Compared to 2015, Did the Number of Employees Your Company Relocated Internationally During 2016…*

International

* of those who relocate internationally (Q2)


4%

Decrease Somewhat

9%

Stay About

TheSame

36%

Increase Somewhat

36%


15%

Total

2%

4%

35%

35%

24%Less than 500

Salaried Employees

3%

11%

36%39%

11%

5000+

Salaried Employees

7%

9%

36%33%

15%

500-4999

Salaried Employees


800-638-9797

196April 2017

Q.44b – Compared to 2016, Do You Anticipate that the Number of Employees Your Company Will Relocate Internationally During 2017 Will…*

International



2%

Decrease Somewhat

10%

Stay About

TheSame

40%

Increase Somewhat

36%


12%

Total

0%

16%

33%29%

22%Less than 500

Salaried Employees

1%

12%

43%

36%

8%

5000+

Salaried Employees

3%

5%

38%

41%

13%

500-4999

Salaried Employees


800-638-9797

Less than 3

months6%

4 to 12 months

25%

More than 12 months, less than 3 years

47%

3 yearsor more

23%

Total

2%

13%

54%

31%

5000+

Salaried Employees

197April 2017

Q.44c – What is the Typical International Relocation Assignment Duration for Employees at Your Company?*

International


16%

37%31%

16%

Less than 500

Salaried Employees

5%

33%

47%

16%

500-4999

Salaried Employees


800-638-9797

International

198April 2017

Q.44d – In 2016, What Percentage of Your International Relocations Were…*

Total Less than 500 500-4999 5000+

7% 13% 7% 6%

25%34%

24% 23%

18%

17%

18% 18%

50%44%

48% 54%Traditional Long-TermAssignmentsShort-Term/Temp. Assignments

Permanent Transfers

Other


* of those who relocate internationally (Q2) / excludes those who don’t know

(Average Percent)


800-638-9797

International

199April 2017

* of those who relocate internationally (Q2) / excludes those who don’t know

Q.44d – In 2016, What Percentage of Your International Relocations Were…*

26%

29%

30%

23%

8%

10%

14%

2%

Total

Less than 500

500-4999

5000+

Fully Covered/Reimbursed

Lump Sum Payment Only


(Average Percent)


800-638-9797

200April 2017

Q.44e – Compared to 2016, Do You Expect the Number of International Short-Term/Temporary Assignments (Less than 12 Months) in 2017 to…*

International



2%

Decrease Somewhat

5%

Stay About

TheSame

44%

Increase Somewhat

37%


11%

Total

2%

8%

37%

29%

24%Less than 500

Salaried Employees

1%

7%

54%

30%

8%

5000+

Salaried Employees

5%

2%

37%

49%

7%

500-4999

Salaried Employees


800-638-9797

International

201April 2017

Q.44f – Companies with a Formal Policy for: International Relocation Assignments* (traditional length 1-3 years)

* of those who relocate internationally (Q2) % of companies answering “Yes”


Total Less than 500 500-4999 5000+

86%

76%

86%91%


800-638-9797

International

202April 2017

Q.44f – Companies with a Formal Policy for: Permanent Transfers* (international)


Total Less than 500 500-4999 5000+

71% 69%65%

77%



800-638-9797

International

203April 2017

Q.44f – Companies with a Formal Policy for: Localization* (international)


Total Less than 500 500-4999 5000+

63% 65% 64%60%



800-638-9797

International

204April 2017

Q.44f – Companies with a Formal Policy for: Intra-Regional Assignments* (international)


Total Less than 500 500-4999 5000+

56%

67%

51%56%



800-638-9797

International

205April 2017

Q.44g-1 – Does Your Company Have Different Tiers (or Levels) Within Its International Relocation Policy?*

Five or more

3%

Four8%

Three20%

Two22%

No Tiers/

Single Policy

48%

Total

0%

11%

18%

27%

43%

Less than 500

Salaried Employees

6%8%

19%

14%

53%

5000+

Salaried Employees

1%

5%

22%

27%

44%

500-4999

Salaried Employees



800-638-9797

Total Less than 500 500-4999 5000+

2.0 2.0 1.9 2.0

International

206April 2017

Q.44g-1 – Average Number of Tiers (or Levels) Within International Relocation Policy*


* of those who relocate internationally (Q2) with tiers/levels (Q44g-1)


800-638-9797

International

207April 2017

Q.44g-2 – Does Your Company Have Different Tiers (or Levels) Within Its Permanent Transfers (International) Policy?*

Five or more

4%

Four10%

Three19%

Two21%

No Tiers/

Single Policy

47%

Total

3%

11%

26%

20%

40%

Less than 500

Salaried Employees

5%5%

19%

16%

55%

5000+

Salaried Employees

2%

15%

15%

28%

41%

500-4999

Salaried Employees

* of those who relocate internationally (Q2) with permanent transfers policy (Q44f)


800-638-9797

Total Less than 500 500-4999 5000+

2.02.2 2.1

1.9

International

208April 2017

Q.44g-2 – Average Number of Tiers (or Levels) Within Permanent Transfers (International) Policy*


* of those who relocate internationally (Q2) with permanent transfers policy (Q44f) with tiers/levels (Q44g-2)


800-638-9797

International

209April 2017

Q.44g-3 – Does Your Company Have Different Tiers (or Levels) Within Its Localization (International) Policy?*

Five or more

3%

Four8%

Three19%

Two26%

No Tiers/

Single Policy

46%Total

0%

15%

15%

30%

39%

Less than 500

Salaried Employees

5%

3% 20%

12%59%

5000+

Salaried Employees

2%

8%

19%

38%

34%

500-4999

Salaried Employees

* of those who relocate internationally (Q2) with localization policy (Q44f)


800-638-9797

Total Less than 500 500-4999 5000+

2.0 2.1 2.11.8

International

210April 2017

Q.44g-3 – Average Number of Tiers (or Levels) Within Its Localization (International) Policy*


* of those who relocate internationally (Q2) with localization policy (Q44f) with tiers/levels (Q44g-3)


800-638-9797

0%

12%

21%

27%

39%

Less than 500

Salaried Employees

International

211April 2017

Q.44g-4 – Does Your Company Have Different Tiers (or Levels) Within Its Intra-Regional Assignments (International) Policy?*

Five or more

5%

Four8%

Three20%

Two23%

No Tiers/

Single Policy

44%Total

9%7%

18%

13%

53%

5000+

Salaried Employees

2%

7%

20%

34%

36%

500-4999

Salaried Employees

* of those who relocate internationally (Q2) with intra-regional assignments policy (Q44f)


800-638-9797

Total Less than 500 500-4999 5000+

2.1 2.1 2.0 2.1

International

212April 2017

Q.44g-4 – Average Number of Tiers (or Levels) Within Intra-Regional Assignments (International) Policy*


* of those who relocate internationally (Q2) with intra-regional assignments policy (Q44f) with tiers/levels (Q44g-4)


800-638-9797

International

213April 2017

Total

Q.44h – What Are Your Different Tiers (or Levels) Based On?*

Other

Homeowner/Renter Status

Company vs. Employee Initiated

New Hire/Current Employee Status

Assignment Objectives

Assignment Location/Region

Position/Job Title

Length of Assignment

Job or Grade Level

1%

23%

28%

32%

36%

38%

51%

55%

61%



800-638-9797

International

214April 2017

Q.44h – What Are Your Different Tiers (or Levels) Based On?*

Bases for International Policy Tiers (or Levels) Total Less than 500 500-4999 5000+

Job or Grade Level (i.e. staff, management, professional, etc.)

61% 56% 51% 74%






Company vs. Employee Initiated Relocation 28% 32% 26% 28%


Other 1% 0% 0% 2%




800-638-9797

Other

Allowances for Elder Care

Extended Per Diem Charges

Security Support Program

Increased Allowances for Permanent Storage

Additional Leave Time

Higher Rental Housing Allowances

International Transportation Allowance

Higher Relocation Allowances

Financial Services Assistance

Allowances for Children to Attend Certain Schools

Additional Leave Time (Inc.1 Visit Back To Home Country)

Intercultural and Language Training

Additional Tax Considerations

No Difference Between Intl & Domestic Policies

4%

9%

21%

25%

31%

33%

33%

36%

38%

39%

40%

42%

43%

46%

12%

International

215April 2017

Total


Q.44i – Comparing Your International Relocation Policy to Your Domestic Relocation Policy, Does Your Company’s International Relocation Policy Offer…*


800-638-9797

International

216April 2017

Q.44i – Comparing Your International Relocation Policy to Your Domestic Relocation Policy, Does Your Company’s International Relocation Policy Offer…*


International Relocation Policy Differences from Domestic Total Less than 500 500-4999 5000+

No Difference Between International and Domestic Relocation Policies 12% 16% 9% 11%

Additional Tax Considerations 46% 35% 38% 57%

Intercultural and Language Training 43% 45% 22% 58%

Additional Leave Time (Inc. 1 Visit Back to Home Country) 42% 37% 33% 53%

Allowances for Children to Attend Certain Schools 40% 31% 29% 53%

Financial Services Assistance (i.e. bank account setup, specialized compensation arrangements)

39% 37% 33% 45%

Higher Relocation Allowances 38% 47% 27% 43%

International Transportation Allowance (i.e. rental car, commuting costs, etc.) 36% 31% 27% 45%

Higher Rental Housing Allowance 33% 33% 22% 42%

Additional Leave Time 33% 37% 36% 28%

Increased Allowances for Permanent Storage 31% 29% 28% 34%

Security Support Program 25% 22% 19% 31%

Extended Per Diem Charges 21% 24% 21% 20%

Allowances for Elder Care 9% 12% 10% 8%

Other 4% 4% 5% 3%



800-638-9797

44%44%43%43%42%41%39%

36%34%34%

32%31%30%27%26%25%

1%

International

217April 2017

TotalServices Outsourced

Outsourced

Did Not Outsource

Q.44j – Respondents were given a list of possible outsourced international relocation services in 2016 – the answers received indicate that…*


16%

84%

0%


800-638-9797

International

218April 2017

Q.44j – International Services Outsourced to a Relocation Service, HRO or Brokerage Firm in 2016* - By Company Size (Salaried Employees)


International Services Outsourced in 2016 Total Less than 500 500-4999 5000+

Did Not Use a Relocation Service, HRO or Brokerage Firm for Intl Relocation Services in 2016 16% 22% 15% 13%

Contract of Household Goods Carrier for International Shipping 44% 39% 40% 50%

Counseling About the Planning & Details of Relocating Internationally 44% 43% 42% 46%

Visa & Immigration Services 43% 49% 31% 50%

Destination Services/Orientation Tours in Host Country 43% 29% 30% 60%

Arrangement of Family’s Temporary Accommodations 42% 37% 29% 54%

Coordination and Monitoring of International Shipment 41% 31% 31% 54%

Securing Rental Property in Host Country 39% 27% 29% 53%

Expense Management/Tracking/Reimbursement Services 36% 27% 29% 45%

Intercultural and Language Training 34% 22% 22% 50%

Counseling About Company Policy Concerning International Relocation 34% 31% 31% 37%

Repatriation Services 32% 22% 22% 46%

Arrangement of Family’s International Transportation 31% 25% 21% 43%

Management of International Relocation Program 30% 24% 29% 33%

Property Management of Home at Origin 27% 27% 20% 32%

Compensation Services (i.e. Payroll Arrangements, Tax Compliance, etc.) 26% 24% 22% 30%

International Real Estate (Sales/Marketing and/or Purchases) 25% 27% 19% 30%

Other 1% 0% 1% 1%


800-638-9797

Other

Find Employment Outside Company

Provide Interviewing Skills Training

Find Employment Within Company

Reimburse for Career Transition Expenses

Provide Resume Preparation Assistance

Pay for Work Visa in New Location

Provide Networking Assistance

Pay for Outplacement/Career Svcs from

Outside Firm

4%

14%

17%

19%

19%

24%

26%

27%

29%28%

72%

International

219April 2017

Q.44k – Method of Employment Assistance for Internationally Relocated Employee’s Spouse or Partner*

TotalNo Assistance

Offer Assistance



800-638-9797

220April 2017

International

Spousal/Partner Employment Assistance – Intl Total Less than 500 500-4999 5000+

No Assistance 28% 29% 23% 31%

Pay for Outplacement/Career Services from an Outside Firm

29% 27% 24% 33%


Pay for Work Visa in New Location 26% 33% 29% 21%


Reimburse for Career Transition Expenses(i.e. interview trips, certifications, etc.)

19% 25% 14% 21%



Find Employment Outside Company 14% 22% 15% 10%

Other 4% 2% 3% 6%


Q.44k – Method of Employment Assistance for Internationally Relocated Employee’s Spouse or Partner*



800-638-9797

Don't Know

Other

Illness

Host Country Infrastructure Inadequacies

Job Performance Issues

Lack of Adaptability by Employee

Safety Concerns

Financial Issues/Concerns

Lack of Adaptability by the Spouse/Partner

Personal Reason (non-disclosed)

Lack of Spousal/Partner Assistance

Family Issues/Ties

No International Relocations Declined or Failed

15%

1%

9%

9%

10%

12%

14%

23%

27%

29%

31%

47%

14%

221April 2017

Q.44l – In 2016, Reasons Cited for an Employee Declining an International Relocation or for an International Relocation to Fail*

Total

International



800-638-9797

222April 2017

International


Q.44l – In 2016, Reasons Cited for an Employee Declining an International Relocation or for an International Relocation to Fail*

Reasons Cited for Declining/Failed Intl Relocation Total Less than 500 500-4999 5000+

No International Relocations Declined or Failed 14% 22% 12% 13%


Lack of Spousal/Partner Assistance 31% 35% 36% 25%

Personal Reason (Non-Disclosed) 29% 25% 31% 28%

Lack of Adaptability by the Spouse/Partner 27% 22% 26% 31%

Financial Issues/Concerns 23% 31% 21% 22%

Safety Concerns (i.e. war/terrorism/political unrest/etc.) 14% 16% 16% 11%

Lack of Adaptability by Employee 12% 14% 16% 8%

Job Performance Issues 10% 14% 15% 5%

Host Country Infrastructure Inadequacies 9% 12% 9% 8%

Illness 9% 12% 7% 8%

Other 1% 0% 1% 1%

Don’t Know 15% 8% 12% 22%



800-638-9797

Other4%

Govt/ Military

7% Service (Non-Profit)

8%

Wholesale/Retail

10%

Financial10%

Mftg/ Processing

24%

Service (Profit)

37%

Total3%

5%4%

18%

13%29%

29%

5000+

Salaried Employees

4%

7%

11%

7%

6%

24%

42%

Less than 500

Salaried Employees

7%8%

7%

6%

12%

20%

40%

500-4999

Salaried Employees


223April 2017

Q.45 – Business Classifications of Companies Participating


800-638-9797

27%

21%14%

13%

13%

8%

1%

4%

Less than 500

Salaried Employees

12%

12%

10%

10%10%8%

7%

33%

Total

5%9%

11%

14%

15%10%

14%

22%

500-4999

Salaried Employees

2%4%2%

1%0%

5%

5%

82% 5000+

Salaried Employees


224April 2017

* excludes blank responses

Q.46 – Participating Companies Annual Sales for 2016*


800-638-9797

4%

6%

7%

8%

10%

13%

53%

Less than 500

Salaried Employees

2%

7%2%

13%

17%

19%

41%

500-4999

Salaried Employees

2%

5%4%

18%

12%

17%

42%

Total

1%

3%4%

37%

7%19%

29%

5000+

Salaried Employees


225April 2017

Q.47 – Departmental Function


800-638-9797


226April 2017

Total

Q.48 – Respondent’s Department Reports to…

Other

Shared Services/Procurement/Purchasing

Finance/Accounting


Human Resources/Personnel-TalentManagement

Human Resources/Personnel-Compensation &Benefits

Human Resources/Personnel-General/Administration


2%

2%

4%

4%

8%

11%

15%

55%


800-638-9797


227April 2017

Respondent’s Dept Report Total Less than 500 500-4999 5000+


Human Resources/Personnel–General/Administration 15% 9% 15% 22%

Human Resources/Personnel–Compensation & Benefits

11% 7% 10% 18%

Human Resources/Personnel–Talent Management 8% 4% 12% 7%


Finance/Accounting 4% 5% 2% 4%

Shared Services/Procurement/Purchasing 2% 1% 1% 5%

Other 2% 1% 1% 4%


Q.48 – Respondent’s Department Reports to…


800-638-9797


228April 2017

Total

Q.49 – Respondent’s Position

Other

HR Assistant

Recruiter

Coordinator

Supervisor

Relocation Administrator

Manager

Director

Vice President

President

3%

2%

2%

4%

4%

10%

31%

28%

13%

3%


800-638-9797


229April 2017

Respondent’s Position Total Less than 500 500-4999 5000+

President 3% 5% 2% 1%

Vice President 13% 17% 12% 8%

Director 28% 33% 30% 21%

Manager 31% 26% 28% 40%

Relocation Administrator 10% 4% 9% 19%

Supervisor 4% 2% 7% 3%

Coordinator 4% 5% 3% 4%

Recruiter 2% 1% 3% 1%

HR Assistant 2% 4% 2% 1%

Other 3% 4% 4% 2%


Q.49 – Respondent’s Position


800-638-9797


230April 2017

Total

Q.50 – Trade Publications Respondent’s Regularly Read

Other(s)

Runzheimer Reports on Relocation

National Relocation & Real Estate

The Relocation Report

Workforce

Human Resources Outstanding (HRO) Today

Mobility

Employee Benefits News

HR News

Human Resource Executive

HR Magazine

None

3%

8%

10%

12%

23%

23%

29%

31%

32%

33%

47%

10%


800-638-9797


231April 2017

Trade Magazines Regularly Read Total Less than 500 500-4999 5000+

None 10% 8% 15% 8%

HR Magazine 47% 63% 41% 34%

Human Resource Executive 33% 42% 33% 21%

HR News 32% 40% 27% 26%

Employee Benefits News 31% 39% 36% 15%

Mobility 29% 17% 17% 58%

Human Resources Outsourcing (HRO) Today 23% 28% 16% 25%

Workforce 23% 29% 16% 23%

The Relocation Report 12% 11% 10% 15%

National Relocation & Real Estate 10% 13% 10% 7%

Runzheimer Reports on Relocation 8% 6% 7% 13%

Other(s) 3% 2% 3% 4%


Q.50 – Trade Publications Respondent’s Regularly Read


800-638-9797


232April 2017

Total

Q.51 – Respondent Membership in Relocation-Related Associations

Other(s)

NFTC

Forum for Expatriate Management

CERC-Canada

Regional or Local Relocation Council

HRPA

Worldwide ERC

SHRM

None

3%

7%

7%

8%

17%

23%

32%

39%

23%


800-638-9797


233April 2017

Relocation-Related Association Membership Total Less than 500 500-4999 5000+

None 23% 26% 27% 14%

Society of Human Resource Management (SHRM) 39% 47% 35% 34%

Worldwide ERC (formerly Employee Relocation Council – ERC)

32% 16% 24% 60%

Human Resources Professionals Association (HRPA) 23% 28% 27% 11%

Regional or Local Relocation Council 17% 10% 13% 33%

Canadian Employee Relocation Council (CERC – Canada)

8% 8% 10% 7%

Forum for Expatriate Management (FEM) 7% 2% 6% 14%

National Foreign Trade Council (NFTC) 7% 5% 9% 7%

Other(s) 3% 4% 1% 4%


Q.51 – Respondent Membership in Relocation-Related Associations


800-638-9797

234April 2017

Contact Information

For further details and survey results from prior years…

Please visit our web site:www.atlasvanlines.com/survey

Or contact:

Katie Gross

Manager, Marketing CommunicationsAtlas Van Lines, Inc. 1212 St. George Rd.Evansville, IN 47711

toll-free: 800-638-9797 ext.# 2636e-mail: [email protected]

http://www.atlasvanlines.com/survey

mailto:[email protected]

the industry’s longest running survey - atlas van …...additional incentives/exceptions offered...

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