Corporate & Employer-Funded International Relocations

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If your employer is funding your move, the process — including the leverage you have — differs significantly from a self-funded relocation. Here's how to navigate it.

Managed vs. Lump-Sum Relocation

What to Negotiate With Your Employer

• Tax gross-up: Relocation benefits are typically taxable income. A tax gross-up means your employer covers the resulting tax liability. This is standard at large companies — ask for it if it isn't offered.
• Destination services: Temporary housing for 30–90 days, a home-finding trip, school search assistance for children.
• Spouse/partner career support: Job search assistance, professional networking at destination.
• Cost-of-living adjustment: If you're moving from a lower-cost to a higher-cost city, your effective pay has decreased. Some employers adjust base salary.
• Storage allowance: Coverage for storage costs if there's a gap between leaving your origin home and receiving your goods.
• Return trip provision: If the assignment doesn't work out within a set period, coverage for return shipping.

Choosing Your Own Mover in a Corporate Program

Even in a managed corporate relocation, you typically have the right to request your own mover or to get independent quotes. Ask your RMC contact whether you can use a mover of your choice and whether there's a difference in coverage or reimbursement if you do. Sometimes corporate programs are very good; sometimes the contracted mover isn't the best fit for your specific route.

Documentation for Corporate Moves

Keep every receipt for every moving-related expense, no matter how small. Most relocation packages allow for reimbursement of legitimate moving expenses. Having documentation also simplifies your tax return — moving expenses may or may not be deductible depending on your situation and tax year, and having records is essential either way.