Temporary Domestic Assignments for Construction and Engineering Industries

For many years organizations have used a Lump Sum payment to assist new hires or transfers with moving expenses. From 2018 through 2020 the Lump Sum approach was, by far, the most common way an employer would provide financial assistance to a relocating employee. But “the times they are a-changin’.”

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For many years organizations have used a Lump Sum payment to assist new hires or transfers with moving expenses. From 2018 through 2020 the Lump Sum approach was, by far, the most common way an employer would provide financial assistance to a relocating employee. More recently, interest in Lump Sum programs has fluctuated based on market conditions and employee preferences, with many companies reevaluating their effectiveness in supporting employee experience and meeting relocation goals.

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The loss of workplace productivity during an employee’s corporate relocation, although difficult to measure, is both real and significant. The relocation process by definition creates substantial distraction, reducing the employee’s focus and engagement, and ultimately, productivity. There are, however, several things that can be done from the company’s perspective that can assist in lessening the effects on productivity when implementing an employee relocation.

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