Management Summary & Results Charts - Atlas Van …...Relocation Volumes & Budgets (cont.) As volumes increased in the years after the Great Recession, budgets did not initially keep

TM & © 2018 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550

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The Industry’s Longest Running Survey

Results Year

Management Summary & Results Charts


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2April 2018

Table of ContentsSection Slide Number

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

Situational Analysis 3

Methodology 3

Management Summary……………………………………………………………………………….…..4-37

Relocation Volumes & Budgets 4-9

Factors Impacting Relocations 10-13

Policy Administration 14-19

Relocation Costs 20-25

Employee, Spouse & Assistance Issues 26-27

Supplier Management 28-29

International 30-35

Corporate/Respondent Profile 36-37

Survey Graphs……………………………………………………………………………………………………38-245

Relocation Volumes & Budgets 38-65

Factors Impacting Relocations 66-89

Policy Administration 90-134

Relocation Costs 135-180

Employee, Spouse & Assistance Issues 181-197

Supplier Management 198-206

International 207-234

Corporate/Respondent Profile 235-245

Contact Information………..……………………………………………………………………………….246


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Foreword

Situational Analysis

Atlas World Group conducts corporate relocation issues research on an annual basis. This is the sixteenth 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 51st Annual Corporate Relocation Survey, Atlas World Group utilized Qualtrics software for building and conducting survey research on the Internet.

Methodology

In 2018, 435 surveys were completed by qualifying participants online from January 10 through March 6. Multiple choice questions add to 100% (+/- 1%) due to rounding. Other questions totaling above 100% are due to multiple responses.

3April 2018

Company Size (By Salaried Employees) Total % of Sample

Less than 500 Salaried Employees – Small 144 33%

500-4999 Salaried Employees – Mid-Size 146 34%

5000+ Salaried Employees – Large 145 33%

Total 435 100%


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Management Summary

4April 2018

Relocation Volumes & Budgets

Companies surveyed report a median range of 20-49 employee relocations in 2017 (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 remains at historical norms (20-49) for the second year after trending higher during 2014-2015 (50-99).

Roughly half (45%) of the companies surveyed indicate employee relocation volumes increased in 2017. 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%) and large (48%) report volumes increased than small firms (35%) in 2017.

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


2017 Relocation Volumes Compared to 2016 Total Less than 500 500-4999 5000+

Increase Significantly 13% 13% 13% 12%

Increase Somewhat 32% 23% 38% 35%

Stay About the Same 43% 53% 37% 39%

Decrease Somewhat 10% 8% 10% 12%

Decrease Significantly 2% 3% 3% 1%


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Management Summary

5April 2018

Relocation Volumes & Budgets (cont.)

As volumes increased in the years after the Great Recession, budgets did not initially keep pace. However, for the past four years (2014-2017) nearly half of companies indicate relocation budgets increased, and 44% believe their budgets will increase again in 2018.

Mid-size firms were the most likely to report increases in budget last year (53%), followed by large firms (46%); notably fewer small firms had budget increases (31%)). This is a marked retraction for small firms from 2016 when roughly half saw increases to both categories, indicating a pullback is occurring among small firms, even if the tilt is towards stability rather than decreased activity as a whole. 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 (7%) or small (6%). It is worth noting the past four years have seen volume and budget increases reported in agreement since the last economic retraction. The first few years of recovery from the Great Recession saw volumes increase although budgets did not rise at the same level; this has shifted with the most recent four years indicating expansion efforts in relocation are now being met with more commiserate levels of budget allocation.


2017 Relocation Budgets Compared to 2016 Total Less than 500 500-4999 5000+







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Management Summary

6April 2018


Projections for 2018 are essentially in line with last year’s experiences across company size: most firms expect volumes and budgets to either increase or stay level with 2017; very few expect decreases. However, expectations for budget increases trend slightly higher than expectations for volume increases (44% vs. 39%), and volume expectations, muted slightly compared to last year (39% vs. 47%), are overwhelmingly positive, historically speaking. Expectations for increased budgets in 2018 among mid-size and large firms outpace expectations for volume increases (52% & 50% vs. 45% & 43%) and are more likely than small firms to expect increases in volumes and budgets (28% & 29%). With changes needed to adapt to tax reform and increasing costs across the industry, it appears the firms juggling greater numbers of relocations are projecting budgetary adjustments for the coming year.


2018 Expectations: Relocation Volumes Total Less than 500 500-4999 5000+






2018 Expectations: Relocation Budgets Total Less than 500 500-4999 5000+







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Management Summary

7April 2018


Most (72%) respondents state that declining the opportunity to relocate does not hinder an employee’s career. Nearly six out of ten (59%) indicate they had employees decline the opportunity to relocate in 2017; however, only 39% of respondents from small companies indicate this was the case, while 62% of mid-size and 78% of large firms indicate they had employees decline relocation.

Two-thirds or more of respondents state that the number of employees who declined relocation did not change substantially between 2016 and 2017 across company size. Also, the percentage of firms that saw an increase over the previous year falls just within post-recession levels (18% vs. 11%-18% 2010-2013) after trending higher the previous three years (2014: 28%; 2015: 22%; & 2016: 20%), notably below the highs of 2008-2009 (28%+). Additionally, more than a tenth of firms across sizes state reluctance to relocate decreased last year.


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

Family Issues/Ties 64% 53% 63% 71%

Spouse’s/Partner’s Employment 55% 53% 56% 54%

Personal Reasons (non-disclosed) 44% 29% 40% 55%

Destination Location 36% 27% 40% 38%

Cost of Living in New Location 34% 29% 31% 40%

No Desire to Relocate 30% 37% 26% 30%

Housing/Mortgage Concerns 20% 14% 28% 16%

Only 20% of companies who had employees decline relocation last year state that housing/mortgage concerns was a reason cited, decreasing for a fifth year after spiking 2008-2012 (65%+), and at the lowest level in more than 15 years. Family issues/ties remains in the top spot with spouse/partner employment in second place across firms of all sizes for the fifth consecutive year as well. Spouse/partner employment as an reason remains elevated 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 1%

Seldom12%

Frequently58%

Almostalways

28%Total

Management Summary

8April 2018


Most (86%) respondents indicate their firms offered additional incentives or exceptions to policy to encourage employee relocations in 2017, 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. With housing/mortgage pressures lessening, far fewer firms offered extending temporary housing benefits the past four years (56%-61% 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 half or more of firms across company size offered extended temporary housing benefits and more than half of firms across size offered relocation bonuses, large firms were the most likely to offer extended temporary housing benefits or COLAs compared to mid-size or small firms. Small firms were the least likely to indicate they used COLAs as incentives.


Additional Incentives/Exceptions Offered in 2017* (Top 3) Total Less than 500 500-4999 5000+

Extended Temporary Housing Benefits 56% 50% 52% 64%

Relocation Bonuses 53% 51% 57% 51%

Cost-of-Living-Adjustments (COLAs) 47% 37% 46% 56%

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 2018


Of those who relocated employees in the United States, the most frequent U.S. region destination was the Northeast (38%), followed by the Midwest (30%), West (27%) and South (26%). The Northeast was the first place destination of firms across size (38% small, 36% mid-size, & 41% large). The Midwest was a close second at mid-size firms (32%) followed by the West (29%), while for small firms the Midwest (27%) and South (26%) nearly tied for second place. At large firms, three regions nearly tied for second: West (32%), Midwest (31%) and South (30%).

Among firms relocating employees between the U.S. and another country/region, the most frequent destinations of transfer in 2017 were western European (27%), United States (27%), United Kingdom (25%), Asian (25%), Canadian (22%), and eastern European (14%) locations.

Intra-country/region transfers occurred most often in the United States (33%), followed by western European (21%), Asian (18%), and United Kingdom (18%) territories. Continuing expatriate relocations typically occurred between the following countries/regions: western Europe (35%), United States (35%), Asia (31%), and the United Kingdom (18%).

25%18%

31%27%

21%

35%

25%18% 18%

22%

14% 13%14% 12%15%

27%33% 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 2018

Factors Impacting Relocations

A key issue emerged in December 2017: passage of the U.S. Tax Cuts and Jobs Act. The new law eliminates the moving-expenses deduction for the next eight years. We queried the law’s impacts—for both 2018 and 2019-2025—regarding five key aspects of relocation:

Cost: Around half expect relocation costs increases both in 2018 and over the next seven years. Far more mid-size and large firms (53% & 68%) feel this way for 2018 compared to small (31%), but half or more firms across size expect increased costs over 2019-2025.

Policy Changes: Roughly four out of ten firms, both for 2018 and over the next seven years, expect increased changes to relocation policy. Over the course of 2018, more mid-size and large firms than small feel this will occur (42% & 52% vs. 28%). However, 2019-2025 expectations are more similar across size.

Administration Complexity: Around four out of ten firms expect administrative complexity to increase both in 2018 and beyond, both overall and across firm size.

Recruiting Difficulty: Around half of firms expect the law to make recruitment neither more nor less difficult in 2018. However, more than a fourth across company size expect added difficulty, both in 2018 and beyond.

Relocation Numbers: Nearly equal percentages overall expect the law to increase (22%) or decrease (19%) relocations in 2018, with some variances across size. Looking toward 2019-2025, around a third of firms across sizes project increases, compared to roughly one out of ten projecting a decreasing effect.

36%

29%

37%

36%

55%

22%

28%

39%

41%

51%

Number of relocationsperformed

Difficulty recruitingemployees to relocate

Complexity of relocationadministration

Relocation policy changes

Relocation costs

Q17: Tax Reform ImpactIncrease: 2018Increase: 2019-2025

The majority of organizations plan to make policy changes in response to tax reform, although mid-size and large firms are most likely to do so (78% & 87% vs. 58%). The most popular tweak planned across organization size is to gross-up taxable relocation benefits (71% large, 55% mid-size, & 45% small). Around a third of firms across size plan to expand the use of lump-sums. Roughly a third or more of mid-size and large firms plan to streamline relocation processes to reduce costs and/or to restructure relocation policy, compared to roughly a fourth of small firms. Small firms are the most likely to plan to withhold taxes on relocation benefits (36%).


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Management Summary

11April 2018

Factors Impacting Relocations (cont.)

The vast majority (83%) of respondents indicate at least one external factor had a significant impact on the number of employee relocations performed in 2017. 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 seventh year in a row. Just 21 percent of firms reported economic conditions as a factor; this is the first time in a decade this percentage has fallen into this range and is the lowest level in roughly 30 years. After progressively declining as an issue over the last eight years the real estate market falls to a historic low since measurement began in 2007. As in previous years, the impact of different external factors varies by company size.

Across firm size, talent needs clearly outstripped economic conditions as an impacting factor in relocation last year. However, at both mid-size and large firms competition (domestic or international) came in as a close second (40% vs. 31%, 43% vs. 30%, respectively). The growth of competition (domestic or international) was cited roughly twice as often as a factor in 2014-2016 compared to the previous six years, and it remains elevated for 2017 comparatively (25% vs. 9%-18%). While economic conditions trends lower, it was cited a bit more often at mid-size and large firms. Also, small firms were roughly twice as likely as large firms to cite the real estate market as an issue last year (15% vs. 7%). However, talent issues remain at higher levels post-recession and the lower impact of both economic conditions and 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% 49% 40% 43%

Competition (Domestic or International) 25% 13% 31% 30%

Economic Conditions 21% 14% 26% 22%

Real Estate Market 11% 15% 11% 7%


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Management Summary

12April 2018


While company growth remains in the top spot among individually listed internal conditions for the eighth straight year, the percentage of firms citing company growth remains similar to previous recessionary levels despite maintaining a substantial increase over 2009 (37% vs. 24%). However, when all types of expansion are considered (facility, new territories, or international), 34% 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 key internal factors impacting relocations in 2017 regardless of company size.


Internal Conditions Having Significant Impact (Select 6)

Total Less than 500 500-4999 5000+

Company Growth 37% 35% 38% 39%

Expansion (Facility, New Territories, or International) 34% 22% 33% 48%

Knowledge/Skills Transfers 31% 26% 24% 42%

Corporate Structure Changes (Acquisition/Mergers or

Corporate Reorganization/Restructuring)

31% 20% 29% 44%

Promotions/Resignations 28% 24% 28% 32%

Budget Constraints 13% 10% 12% 18%

Among large firms, expansion efforts (48%), corporate structure changes (44%) and knowledge/skills transfers (42%) surpassed company growth (39%). Large firms were more likely than mid-size or small to indicate expansion efforts (48% vs. 33% & 22%), corporate structure changes (44% vs. 29% & 20%), or knowledge/ skills transfers (42% vs. 24% & 26%) impacted relocation volumes last year, while company growth impact was similar across firms of all sizes.

Around a tenth of small (10%) and mid-size (12%) firms cite budget constraints as a major factor in relocations last year vs. 18% of large firms.

Roughly a fourth or more of firms across size cited promotions/resignations as a key factor in relocation volumes last year.


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Management Summary

13April 2018


The majority of responding firms (68%) anticipate their overall financial performances will be better in 2018, up significantly from 2008 (59%) and 2009 (27%) and similar to 2010-2017 (63%+), although remaining slightly below 2006-2007 expectations (74%+). Additionally, 55% expect the U.S. economy to improve as well, markedly above to 2007, 2010, 2012 & 2016 (41%+), significantly above 2008-2009 (10%+), and similar to 2006, 2011, 2013-2015, & 2017 (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.


2018 Expectations: Company’s Overall Financial Performance Total Less than 500 500-4999 5000+

Better than 2017 68% 64% 68% 72%

2018 Expectations: Emerging Global Markets Total Less than 500 500-4999 5000+

Better than 2017 56% 49% 62% 56%

2018 Expectations: Developed Global Economies Total Less than 500 500-4999 5000+

Better than 2017 52% 50% 54% 53%

2018 Expectations: U.S. Economy Total Less than 500 500-4999 5000+

Better than 2017 55% 57% 54% 55%

2018 Expectations: U.S. Real Estate Market Total Less than 500 500-4999 5000+

Better than 2017 45% 43% 48% 43%

For the ninth 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. Mid-size firms are the most optimistic for global emerging markets, optimism across developed market types is similar across size.

Expectations for improvements in the U.S. real estate market dip notably (45% vs. 55% in 2017), similar to 2016 (43%) but below 2013-2015 (52%+). Rising interest rates may be a factor; most expect stability/improvement across size.


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Management Summary

14April 2018

Policy Administration

Eighty-four percent of the companies surveyed have a formal global mobility strategy; 79% 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 (87% large, 86% mid-size vs. 75% small: global mobility strategy; 90% large, 85% mid-size vs. 62% small: domestic relocation policy).

Corporate professionals find themselves responsible for far more formal policy types than in the past; more than half (53%) have short-term/temporary assignment policies, nearly half (46%) have extended business travel policies, and 34% have long-distance commuter policies. Large firms are the most likely to have a short-term/temporary assignments policy (72%), and large and mid-size firms are most likely to manage EBT policies (54% & 48%) and long-distance commuter policies (39% & 38%).

Essentially half of participating companies are international (47%), similar to 2017 (48%). Large companies continue to be more likely to operate internationally, as nearly three times as many large companies (72%) are international than small companies (25%; 74% vs. 24% in 2017). The percentage of mid-size firms indicating they are international is similar to nearly all of the past twelve years (44% vs. 46%+), remaining markedly below the highest reported in 2004 (64%).

79%

53% 46%34%

62%

32% 36%23%

85%

55% 48%38%

90%72%

54%39%

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

15April 2018

Policy Administration (cont.)

Thirty-three percent of the companies involved in this study employ fewer than 500 salaried workers, 34% employ 500-4,999 salaried employees, and 33% employ 5,000 or more salaried employees.

Around nine out of ten mid-size (88%) and large (90%) companies surveyed have a centralized department/team that handles relocation, far more than 59% of small companies. The top five responsibilities of centralized relocation departments are: development/maintenance of relocation policy (59%), managing domestic relocation programs (55%), controlling household goods carrier selection (37%), managing international relocation programs (37%), and controlling the selection of additional relocation services provider(s) (33%).


Cost Containment Measures Used in 2017 (Top 7) Total Less than 500 500-4999 5000+

Use Lump Sum Payments for Relocations 33% 28% 34% 37%

Cap Relocation Benefit Amounts 27% 24% 29% 30%

Limit Miscellaneous Expense Allowance Benefits (coverage items, amounts) 22% 19% 18% 28%

Review/Renegotiate Supplier Contracts 20% 10% 21% 30%

Restructure Policy Tiers/Eligibility for Certain Benefits 16% 8% 16% 24%

Offer Short-Term/Extended Travel/Commuter Arrangements (instead of relocation) 16% 6% 14% 27%

Offer Pre-Decision Counseling 13% 8% 12% 18%

The vast majority of firms worked to contain costs in relocation policy/practice over the past year, and overall use trends higher (77%) than the recessionary peak (2011: 70%). Around a fourth or more of firms, regardless of size, used lump sum payments or capped relocation benefits amounts. Large firms limited miscellaneous allowances, reviewed/renegotiated supplier contracts, restructured policy tiers/eligibility, and offered alternate arrangement types far more often than mid-size or small firms as methods of cost containment last year.


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Management Summary

16April 2018


The vast majority of large and mid-size companies have different tiers, or levels, in their relocation policies compared to roughly half of small firms (84% & 72% vs. 47%, 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 (40% vs. 15% and 24%). On average, employee status as a new hire/current employee is only taken into consideration by around one-fourth of firms with tiers/levels across size.

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.) 57% 50% 51% 65%

Position/Job Title 49% 53% 48% 47%

Homeowner/Renter Status 29% 15% 24% 40%

New Hire/Current Employee Status 24% 23% 25% 25%

Length of Assignment 23% 20% 22% 26%

Assignment Location/Region 19% 23% 20% 15%

Average Number of Tiers 2.4 1.8 2.4 3.1

Companies vary on the amount of time they allow employees to decide on whether to accept a relocation offer. Around half (58%) of the companies surveyed allow two weeks or less to accept or decline an offer, 29% allow up to 3 weeks or 1 month, and 13% 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: 31% 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 (Q21a-1)


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Management Summary

17April 2018


Sixty-one percent of all firms report using alternative assignments, with mid-size (64%) and large (78%) the greatest users. The percentage of large firms using such arrangements is at the highest level measured (78%), on par with 2015-2017 this year (72%-74%) after progressively increasing 2012-2014 (60%, 62%, 66%). Usage among mid-size firms remains almost twice that of 2014 (64% vs. 37%) and similar to 2015-2017 (68%-75%). Usage among small firms tumbles compared to last year’s historical high (40% vs. 59%) after progressively increasing 2015-2017 (48%, 54% & 59%); however, it remains essentially double that reported in 2014 (19%).

While the top reason for use in the past was to meet strategic business goals, in recent years no overarching driver of alternative assignments inside mobility policy stands out dramatically from the rest; most potential uses are indicated by roughly a fourth or more of firms, regardless of company size.

Q.30–Alternative Assignments Used:

Yes & plan

to do so61%

No & No plans to do so

39%

Other

Used in Addition to Traditional Short-Term Assignments

Used in Place of Traditional Short-Term Assignments

Used to Maximize Budget/Corporate Resources

Used to Develop Internal Talent

Used to Accommodate Employee Needs

Used in Addition to Long-Term Assignments

Used in Place of Long-Term Assignments

Used to Meet Strategic Business Goals

3%

19%

26%

27%

28%

30%

35%

35%

35%

Q.30a–Alternative Assignment Reasons*:

*of those using alternative assignments (Q30)

Almost two-thirds of firms cite business need as the top consideration for alternative assignments; more often by large (76%) and small firms (60%) than mid-size (44%). Notably, the weight given to assignment purpose, cost, or job function has declined substantially compared to previous highs overall, and even last year. However, while at large and small firms, business need is the clear top consideration by a wide margin, at mid-size firms, the top two factors, business need and assignment purpose, are more equal in weight (44% & 46%).


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19% 16% 20% 21%

48% 50% 45%49%

33% 35% 36% 30%

Total Less than

500

500-4999 5000+

Entry Level Mid-Level Executive/Top Level

Management Summary

18April 2018


Employees are allowed on average 4.1 expense-paid house-hunting days. Spouses/partners of relocating employees are allowed an average of 1.8 expense-paid house-hunting trips.

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

For the third 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 2017 were mid-level jobs, roughly a third were executive/top level positions, and close to 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 2017. The top use was to communicate via e-mail with relocating employees (83%). Roughly half or more of large companies also used the Internet/technology to complete online forms for employee relocation, initiate/execute employee relocation services, research relocation-related matters, and access relocation company website(s) for reporting/other services.

Q.26–Approximate Percentage of Relocating Employees in 2017:

54%66% 56%

41%

46%34% 44%

59%

Total Less than

500

500-4999 5000+

New Hires Transferees

15% 17% 16% 11%

38% 38% 36% 41%

47% 46% 47% 49%

Total Less than

500

500-4999 5000+

Neither Renters Homeowners


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Management Summary

19April 2018


In 2013-2014, nearly three-fourths of firms incorporated fixed/flex elements in their policy; in 2015-2018 more than 8 out of 10 (82%+) did so. Fixed/flex usage ran similar across company size from 2015-2017, but returns to much more likely at mid-size and large firms than at small ones in 2018, similar to previous historical norms.

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. However, there is a shift away from coverage for all employee levels/categories to criteria-dependent coverage. Large firms more heavily favor criteria-dependent coverage for specific or “fixed” items over coverage for all employees (53% vs. 39%) while “fixed” aspects as universally available or criteria-dependent are essentially evenly split at mid-size and small firms. Overall, the top relocation costs viewed as “fixed” are travel expenses-final move (52%), household goods shipping (51%), and temporary housing (50%).


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) 47% 41% 44% 53%

Relocation Benefit Coverage of Specific Items (i.e. fixed components) (all employees) 41% 43% 41% 39%

Flexible Use of Full Relocation Benefit Coverage Amount (all employees) 23% 25% 20% 24%

Flexible Use of Full Relocation Benefit Coverage Amount (employee level/category dependent) 17% 12% 20% 17%

Flexible Use of a Portion of Relocation Benefit Coverage (employee level/category dependent) 13% 13% 8% 17%

Flexible Use of a Portion of Relocation Benefit Coverage (all employees) 11% 9% 13% 11%

*of those using fixed/flex elements in policy (Q22a)

82% 65%92% 90%

Total Less than 500 500-4999 5000+

Q.22a–Percentage of Companies Using Fixed/Flex Benefits Policy Elements:

*% of those indicating “Yes”


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April 2018

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, remains near 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. Use of partial reimbursement remains at the highest level recorded for a second year. It is worth noting that the percentage of firms indicating they sometimes offer no reimbursement reaches the highest level historically (18%).

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 (58%). While roughly half of firms have used lump sum payments for new hires since 2008 it reaches the highest level recorded. The percentage of firms using partial reimbursement remains near historically higher levels from 2009-2011 (46%-51%) for a second year. Nineteen percent indicate occasionally offering no reimbursement, the second highest incidence ever measured.

Management Summary

62% 65%55%

66%59% 63% 65%

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

69%

49% 55%42% 48% 49% 48% 47%

49%44% 45% 44%

32% 32%25%

48% 48%38% 40%

34% 36% 40%47% 41% 40% 37%

30% 33%22%18% 13% 9%

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

2018 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% 42% 36% 38%

51%53% 57%

47% 48%51% 54%

42% 43%

56%58% 53%45% 51% 50% 51% 50%

55% 49%45% 49%

31% 32%28%

45% 48%38% 41%

34% 37%40%

51% 46%49%

41% 43% 47%

35%

19% 19%11%

20%7% 6% 5% 7% 8% 9% 5% 8% 9% 9%

2018 2017 2016 2015 2014 2013 2012 2011 2010 2009 2008 2007 2006 2005

New

Hir

es


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Management Summary

21April 2018

Relocation Costs (cont.)

When asked about their overall relocation compositions, large and mid-size firms indicate roughly half (55% and 48%) of their relocations were fully reimbursed, compared to only 34% of small firms. Small firms indicate a higher average of relocations were lump sum only (33%) than mid-size or large firms (18% and 19%) in 2017. Across company size, firms indicate around a fourth of their relocations were partially reimbursed.

Across size, companies estimate around three-fourths of their domestic moves last year were traditional/ permanent relocations rather than other arrangements. However, it is worth noting that essentially 1 out of 4 relocations across firm size fell outside this traditional mold.

Among companies using lump sums, roughly half indicate lump sums were offered for travel expenses, temporary housing, miscellaneous expense allowances, or the entire relocation cost. However, large firms are more likely to use lump sums for miscellaneous allowances or temporary housing compared to smaller firms. Small firms show a greater likelihood than large firms to apply lump sums to the entire relocation cost, shipping/storage of household goods, or real estate assistance/transactions. More than a fourth of firms across size indicate using it for rental assistance/transactions.


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

Travel Expenses 50% 44% 56% 49%

Miscellaneous Expense Allowances 47% 37% 42% 63%

Temporary Housing 47% 43% 43% 54%

Entire Relocation Cost 46% 52% 46% 41%

Household Goods Shipping/Storage 34% 39% 35% 29%

Rental Assistance/Transactions 28% 27% 31% 26%

Real Estate Assistance/Transactions 28% 33% 28% 22%

*of those companies offering lump sum payments (Q34)


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Management Summary

22April 2018


Around half of companies using lump sums indicate they are used across employee types (executives, experienced professionals, and entry level employees). However, this varies across firm size. Small firms use these far more often for executives and experienced professionals than entry level employees (57% & 55% vs. 31%); usage across levels is far more similar at mid-size and large firms. Renters are more likely to receive lump sums than homeowners from mid-size or large firms (34% vs. 21%, 41% vs. 27%). Large and mid-size firms offer transferees and new hires lump sums around half the time or more; while at small firms this occurs only for new hires (55%) – transferees receive them far less often (35%).

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 fourth overall use lump sums for short-term/temporary assignments or international long-term assignments. Only around one-seventh of all firms use lump sums for alternative assignments. Large and mid-size firms are more likely than small firms to use lump sums for international long-term assignments (34% & 37% vs. 23%); use for short-term/temporary assignments is more similar across firm size but usage trends higher among larger firms (30% vs. 20%).

Nearly all companies track lump sum spending/allocation per employee. Over half (55%) of firms say a Human Resources staff member performs this function, and roughly half (45%) 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 nearly a fourth or more of firms as well.


80%

27% 31%14%

80%

20% 23%10%

77%

30% 37%20%

84%

30% 34%13%

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+


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23April 2018


Management Summary


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

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

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

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

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

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

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

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



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24April 2018


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

44% 39%

20%29% 31%

20% 25% 26%

56% 58%

34% 37% 39%27% 33% 35%

64% 63%53% 49% 47% 44% 43% 43%

Pack all items Move anautomobile

Move a secondautomobile

Unpack all items Move exerciseequipment

Move collectionsof highly valuable

objects

Move unlimitedweight

Partial/customunpacking of items

Q31: Cost Coverage (Top 8)Entry Level Mid-Level Executive/Top Level

34% 34% 34%20% 17%

55% 53% 46%36% 36%

56% 55% 52% 46% 45%

Offer homefinding trips Offer temporary housingallowance

Offer storage Reimburse/pay for homesale costs

Reimburse/pay for homepurchase costs

Q32: Homeowner Assistance (Top 5)Entry Level Mid-Level Executive/Top Level


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25April 2018


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 fourth 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 fourth or more on average indicate they are opting to not offer assistance or offer lump sums instead for both situations. The biggest adopters of no assistance or lump sums are small firms, using this option roughly twice as often as mid-size or large firms across employee levels.

The biggest trends overall are that for relocation services costs, entry level employee coverage levels generally vary marginally across company size, while at the mid-level coverage trends more generous among large firms than small across more than half of individual cost coverage items. At the executive/top level, coverage trends more generous at both mid-size and large firms compared to small across more than half of the items listed.

For homeowner and renter assistance, levels of assistance offered for entry level relocations trend higher at mid-size and large firms for more than half the assistance items listed. For mid-level and executive/top level relocations, mid-size and large firms are markedly more willing to provide assistance across nearly all categories, with large firms typically providing the highest levels of assistance across multiple categories.

Management Summary

39% 42% 39% 35%53% 50% 46% 46%

59% 54% 52% 48%

Offer homefinding trips Offer temporary housing allowance Reimburse/pay for leasecancellation

Offer storage

Q33: Renter Assistance (Top 4)Entry Level Mid-Level Executive/Top Level


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26April 2018

Employee, Spouse & Assistance Issues

The following is the makeup of those employees relocated in 2017:

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 84% of the companies surveyed indicate some percentage of the employees they relocated last year were women.

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

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

Nearly half (44%) 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 mid-size firms indicate doing so than small or large firms (55% vs. 37% & 40%). Overall, for the fourth year this is far more than has been offered historically (44% vs. 15%-26%) and remains at elevated levels across company size.

Fifty-nine percent of companies surveyed provide some type of childcare assistance to the relocating employee. After two years where provision of this benefit was similar across company size, it returns to the historical norm of larger firms more likely to offer this assistance. Overall, for the fourth year, this is far more than has been offered historically (59% vs. 31%-43%) and remains at elevated levels across company size. The most popular assistance methods are to provide lists of childcare options.

Provide list of local schools/educational options (28%) Provide list of childcare providers/services and/or agencies (27%) Allow employee to use pre-tax dollars for outside care (24%) Provide paid personal leave days (22%)

From 2012-2014, around half of firms reported performing assessments on candidates prior to relocation. Since 2015, far more state this is policy (65%+). The most popular method is to conduct assessments for all relocations (38%), similar to 2017 (40%) but down compared to 2015-2016 (46%+) and nearly double previous levels (21%, 2012-2014). However, the number of large firms performing assessments overall is falls notably (54% vs. 68%+) while usage held steady at mid-size firms (74%) compared to recent years (74%-84%) and only slightly dipped among small (67% vs. 73%-78%). A marked decrease among large firms performing assessments universally remains in place for a second year compared to 2015-2016 (29% vs. 42%+).

Management Summary


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27April 2018

Employee, Spouse & Assistance Issues (cont.)

The majority (86%) of companies surveyed allow the hiring of spouses of employees.

Fifty-nine percent of companies indicate the spouse’s/partner’s employment almost always or frequently affects an employees relocation, similar to the last three years (62%+) and remaining elevated compared to the previous twelve years (59% 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 seven percent of respondents state this never affects an employee’s relocation.

Roughly six out of ten (59%) 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. However, after two years of being offered at similar levels across company size, it returns being offered more often by mid-size and large firms (historical norm).

At firms offering this assistance, around a third (30%) of relocated employees with spouses/partners utilized this assistance in 2017, similar to 2011 & 2015-2016, up from around a fourth in 2007-2010, 2012-2013.

Across firms of all sizes, the most popular form of employment assistance is networking assistance. Around a third offer assistance with résumé preparation and around a fourth provide interview skills training or employment within the company.

Management Summary


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

Provide Networking Assistance 48% 51% 53% 40%

Provide Resume Preparation Assistance 30% 26% 29% 34%

Pay for Outplacement/Career Services 26% 19% 23% 33%

Find Employment Within Company 25% 25% 27% 23%

Provide Interviewing Skills Training 24% 21% 26% 24%

*of those companies offering assistance (Q42a)


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28April 2018

Supplier Management

At 34% of the companies surveyed, the company is the sole selector of the household goods carrier for the employee’s relocation. Forty-seven 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 (69% and 50% vs. 21%, respectively). Almost a third (30%) of large companies hand off selection to a relocation firm, more often than mid-size (16%) and small firms (8%).

Management Summary


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

The Company 34% 22% 32% 47%

The Company & Employee Together 23% 31% 28% 10%

The Employee 24% 39% 22% 11%

A Relocation Firm 18% 8% 16% 30%

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 (62% & 49%), whereas large firms utilize the Relocation department for this decision a bit more often than HR (47% vs. 36%). Small and mid-size firms involve Executive Management more often than large firms (16% & 15% vs. 4%).

73%

40%23%

65%

37%23%

Paid Directly by the Company Paid by the Employee then Reimbursed Paid by the Employee

Transferees

New Hires

Q.44–Carrier Transportation Expenses


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29April 2018

Supplier Management (cont.)

Seventy percent of all companies outsourced relocation services in 2017. However, only 49% of small companies outsourced, while 74% of mid-size and 86% of large companies outsourced relocation services.

Management Summary

For small and mid-size firms, the department most often involved in selecting the relocation service, HRO or brokerage firm is Human Resources (81% & 69%), while at large firms, Relocation is most often involved in selection (62%). Procurement is more likely to be involved in the discussion at large firms than small or mid-size (25% vs. 12% & 16%), Executive Management is far more likely to be part of the decision-making process at mid-size and small (23% & 26% vs. 11%).

More than a fifth of companies responding outsourced the following in 2017:

Real estate sales/marketing (30%) Contract of household goods carrier (27%) Counseling about the planning & details of relocation (25%) Real estate purchase (25%) Counseling about company policy (24%) Management of full relocation program (24%) Expense management/tracking/reimbursement services (23%) Orientation tours at new location (22%) Coordination and monitoring of shipment (21%)

70%49%

74%86%

Total Less than 500 500-4999 5000+

Q.43–Percentage of Companies Outsourcing in 2017:


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Management Summary

30April 2018

International

Fifty-two percent of companies surveyed relocate employees internationally: 29% of small companies, 47% of mid-size companies, and 79% of large companies.

Forty-one percent of these companies indicate their international relocation volumes increased in 2017, with more than a third of small and large firms and nearly half (47%) of mid-size firms 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 nearly a fifth of small and mid-size and nearly a fourth of large firms saw decreases.

Thirty-eight percent of firms overall expect increases in international relocation volumes in 2018. There is a bit of variance by company size: nearly half (47%) of mid-size firms expect increases in international relocations, while only around a third of small and large firms expect increases. The vast majority of firms regardless of size expect either further improvement or stability in international relocation volumes in the coming year, however, roughly a fifth overall expect decreases. While projected increases generally outpace decreases roughly two-to-one, the mixed picture reflects a bit of instability. Given the geopolitical landscape, this is perhaps not unexpected.


2018 Expectations: International Relocation Volumes* Total Less than 500 500-4999 5000+






*of those who relocate internationally (Q2)


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Management Summary

31April 2018

International (cont.)

Overall, the traditional long-term assignment comprises the greatest amount of international relocations: over 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 seventh of international relocations, permanent transfers roughly one-fourth.

When asked about reimbursement for international relocations, it is worth noting that on average, firms estimate over a third of their international relocations were fully reimbursed last year across company size, and 10% or less were lump sum payment only.

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 (48% and 40% vs. 11%), while large and mid-size firms favor traditional assignment lengths of 1-3 years comparatively (57% and 44% vs. 23%). It is worth noting that while around a third of small and large firms also indicate longer-term assignments are the norm, standard usage among mid-size firms of longer assignment types is roughly half comparatively (16% vs. 30% & 32%).


27%48% 40%

11%

47%23% 44%

57%

27% 30%16%

32%

Total Less than 500 500-4999 5000+

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

Q.46c–Typical International Assignment Duration*


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32April 2018


Most firms of all sizes expect their usage level of short-term/temporary assignments to increase or remain level. Few expect decreases overall. However, small firms are the most likely to expect decreases (25%) compared to larger firms (13% & 11%), while over a third of mid-size and large firms expect increases (34% & 39%) compared to 25% of small firms.

Management Summary

2018 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 (77%); mid-size and large firms are most likely to have this in place (81% & 87%). Most also have formal policies for permanent transfers (62%), localization (57%) and intra-regional assignments (50%); the presence of additional policy types also trend more likely at mid-size or large firms compared to small.

77%62% 57% 50%40% 40% 38% 33%

81%62% 57% 50%

87%70% 63% 57%

International RelocationAssignments

Permanent Transfers Localization Intra-Regional Assignments

International Relocation PoliciesTotal Less than 500 500-4999 5000+



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33April 2018


Roughly half or more 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, position/job title, and assignment length most commonly overall. Assignment length (38%) and objectives (26%) carry much more weight internationally than domestically (23% and 14%), while the relative weights of other factors are more similar between international and domestic status.

Management Summary

The vast majority (85%) indicate there are differences between their domestic and international relocation policies, near the highest percentage historically. However, those offering specific policy allowances fall roughly at or below last year’s levels, with most offerings falling to historic lows. We note these exceptions: financial services assistance is near historical highs (31% vs. 39%); additional leave time is similar to the last three years (30% vs. 28%-33%) and above lows (16%-18%); and extended per diem charges falls in the historical mid-range (18% vs. 11%-28%) of the last 15 years. . The percentages of firms offering certain benefits also remain similar to the past three years, albeit far lower than four years ago: i.e., additional tax considerations (41% vs. 42%-46% & 61%) and allowances for children to attend certain schools (35% vs. 39%-42% & 54%).

Among internationally relocating firms, more than a third offer: additional tax considerations (41%), additional leave time with a visit back to home country (36%), and allowances for children to attend certain schools (35%).


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.) 54% 47% 46% 60%




Assignment Objectives (i.e. developmental, etc.) 26% 27% 30% 23%


Average Number of Tiers 2.2 1.9 2.0 2.4

*of those who relocate internationally (Q2) with tiers/levels (Q46g-1)


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20%43%

18% 14%

80%57%

82% 86%

Total Less than 500 500-4999 5000+

Outsourced

Did Not Outsource

34April 2018


Eighty percent of companies who relocate employees internationally indicate they outsourced an international relocation service in 2017, similar to 2016 (84%) and remaining near the highest levels measured historically (2014-2015: 85%). Of those companies who outsourced relocation services domestically, the percentage that also outsourced internationally is matches the highest historically (2014: 98%), above 2016 (95%) and surpassing 2011 & 2013 (88%+) and significantly above all previous levels measured in 2003, 2008-2010, 2012 (81%+) and 2004-2007 (70%+).

After seeing increases in 2016, international outsourcing saw marked decreases last year across most service categories, with levels falling in the mid to lower ranges historically. Five areas saw the greatest decreases: contract of household goods carrier (30% vs. 44%), relocation planning & details counseling (29% vs. 44%), destination services/orientation tours (30% vs. 43%), family’s temporary accommodations arrangements (29% vs. 42%), and coordination/monitoring of international shipment (29% vs. 41%). Similar to domestic trends, outsourcing across categories for small and large firms decreased from 2016. The pullbacks were often more dramatic internationally, especially among small firms. Mid-size firms saw either declines or stability across categories, but were far less likely to have reduced outsourcing across most categories compared to small or large firms last year.

While mid-size and large firms are a 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.46j – Outsourced Internationally in 2017*:

**of those who relocate internationally (Q2)


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35April 2018


Sixty-one 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 2015-2017 (67%-77%) it continues to far exceed 2007-2014 (38% to 46%), and is significantly above 2003-2005 (27%, 22%, & 24%). After three years of similarity across size, it returns to the historical norm of being offered more often at mid-size and large firms than small (60% & 64% vs. 52%)

Overall, around an eighth of companies that relocate employees internationally report no international relocations were declined or failed in 2017. The issue that presented the greatest challenges for international relocations was family issues/ties across company size. Non-disclosed personal reasons were the second largest reason given across firm size (tying for first place at small firms). Lack of adaptability by the spouse/partner and financial issues/concerns rounded out the top four reasons given by firms across size.

Management Summary


Reasons Cited for Declined/Failed Intl Relocation in 2017* Total Less than 500 500-4999 5000+

No International Relocations Declined or Failed 13% 25% 13% 8%


Personal Reason (non-disclosed) 31% 30% 29% 32%

Lack of Adaptability by the Spouse/Partner 22% 18% 19% 25%

Financial Issues/Concerns 22% 13% 24% 25%

Lack of Spousal/Partner Assistance 18% 13% 16% 21%

Lack of Adaptability by Employee 14% 10% 12% 18%

Safety Concerns (i.e. war/terrorism/political unrest/etc.) 14% 5% 16% 15%

Host Country Infrastructure Inadequacies 11% 3% 15% 11%

Job Performance Issues 9% 10% 9% 10%

Illness 6% 5% 12% 4%


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36April 2018

Corporate/Respondent Profile

Similar to last year, Service (45%) and Manufacturing/Processing (21%) firms are the most highly represented business classifications in this study (45% and 24% in 2017).

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 (93%) 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 (89% and 74%). At large firms more respondents work in Human Resources than Relocation/Mobility Services (59% and 34%), but over a third of participants work in relocation-specific departments compared to 16% or less at smaller firms.

Half of respondents indicate their department reports to Executive Management; 40% to a Human Resources department area. However, small firm respondents are more likely to report to Executive Management than at mid-size or large firms (76% vs. 43% vs. 30%), 57% 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 (10%), and relocation administrators (9%), as well as supervisors, coordinators, assistants and others.

Business Classification Total

Service 45%

Manufacturing/Processing 21%

Financial 12%

Wholesale/Retail 10%

Government/Military 6%

Other 6%

Management Summary


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37April 2018

Corporate/Respondent Profile (cont.)

An overwhelming majority of respondents regularly read trade publications (84%); the most popular publications were*:

HR Magazine (43%) Human Resource Executive (30%) HR News (28%) Employee Benefits News (23%) Mobility (21%) Workforce (19%) Human Resources Outsourcing (HRO) Today (16%)

Seventy-four percent of all employees interviewed belong to a relocation-related association, and 81% of responding employees at large companies belong to one of these associations*:

Management Summary

74%67%

74%81%

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.53– Association Membership:


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38April 2018

Q.1 – Number of Employees Relocated in 2017

Total Less than 500 500-4999 5000+

None 2% 4% 1% 0%

1 – 9 28% 63% 18% 3%

10 – 19 11% 13% 13% 7%

20 – 49 12% 8% 18% 10%

50 – 99 11% 6% 21% 7%

100 – 199 10% 2% 13% 16%

200 – 399 10% 3% 9% 18%

400 or more 15% 1% 8% 39%

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



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39April 2018

Q.2 – Companies that Relocate Employees Between Countries*

* % of companies answering “Yes”


Total Less than 500 500-4999 5000+

52%

29%

47%

79%



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40April 2018

Q.3 – Is Your Company…

International

47%

National29%

Regional24%

Total

25%

33%

42%

Less than 500

Salaried Employees

44%

36%

21%

500-4999

Salaried Employees

72%

19%

9%

5000+

Salaried Employees



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41April 2018

Q.4 – Compared to 2016, Did the Number of Employees You Relocated in 2017…

Decrease Significantly

2%

Decrease Somewhat

10%

Stay About

TheSame

43%

Increase Somewhat

32%

Increase Significantly

13%

Total

3%

8%

53%

23%

13% Less than 500

Salaried Employees

1%

12%

39%35%

12%

5000+

Salaried Employees

3%

10%

37%38%

13%

500-4999

Salaried Employees


800-638-9797


42April 2018

Q.5 – Compared to 2016, Did Your 2017 Relocation Budget…


1%

Decrease Somewhat

8%

Stay About

TheSame

48%

Increase Somewhat

32%


11%

Total

1%

5%

63%

20%

10% Less than 500

Salaried Employees

0%

14%

39%

34%

12%

5000+

Salaried Employees

3%

4%

40%40%

12%

500-4999

Salaried Employees


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43April 2018

Q.6 – Compared to 2017, Do You Anticipate that the Number of Employees Your Company Will Relocate During 2018 Will…


3%

Decrease Somewhat

11%

StayAbout

TheSame

48%

Increase Somewhat

27%


11%

Total

5%14%

53%

19%

9% Less than 500

Salaried Employees

1%

12%

44%

30%

12%

5000+

Salaried Employees

2%

7%

46%32%

13%

500-4999

Salaried Employees


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44April 2018

Q.7 – Compared to 2017, Do You Anticipate that Your Relocation Budget in 2018 Will…


1%

Decrease Somewhat

11%

StayAbout

TheSame

44%

Increase Somewhat

31%


13%

Total

1%

13%

37%36%

14%

5000+

Salaried Employees

2%

13%

56%

22%

8% Less than 500

Salaried Employees

1%

8%

39%

35%

17%

500-4999

Salaried Employees


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Total Less than 500 500-4999 5000+

59%

39%

62%

78%

45April 2018

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



Q.8 – Companies that had Employees Decline the Opportunity to Relocate in 2017*


800-638-9797

Total Less than 500 500-4999 5000+

28%31% 29%

25%

46April 2018




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


800-638-9797

Total Less than 500 500-4999 5000+

86%81%

88% 90%

47April 2018

* % of companies indicating “Yes”


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

Exceptions to Encourage Employee Relocations in 2017*


800-638-9797


48April 2018

Q.10b – Additional Non-Standard Incentives or Exceptions Offered By Companies to Encourage Employee Relocations in 2017*

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)

Extended Duplicate Housing Benefits

Guarantee of Employment Contract (for specified

length of time)

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

Commuting Costs

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

New Location

Relocation Bonuses

Extended Temporary Housing Benefits

4%

10%

16%

17%

18%

20%

23%

27%

47%

53%

56%

Total

* of those who offered incentives or exceptions (Q10a)


800-638-9797


49April 2018

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

Extended Temporary Housing Benefits 56% 50% 52% 64%

Relocation Bonuses 53% 51% 57% 51%

Cost-of-Living Adjustments (COLAs) in Salary at New Location 47% 37% 46% 56%

Telecommuting Option (1-2 days/week) to Curtail Commuting Costs 27% 21% 23% 35%

Guarantee of Employment Contract (for specified length of time) 23% 23% 35% 12%

Extended Duplicate Housing Benefits 20% 15% 19% 27%

Guaranteed Buyout Option (origin home) 18% 13% 12% 29%

Buyer Value Option (origin home) 17% 7% 13% 29%

Loss-on-Sale Protection 16% 9% 12% 27%

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

10% 9% 11% 10%

Other 4% 6% 2% 5%

Q.10b – Additional Non-Standard Incentives or Exceptions Offered By Companies to Encourage Employee Relocations in 2017*


* of those who offered incentives or exceptions (Q10a)


800-638-9797


50April 2018

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

Never1%

Seldom12%

Frequently58%

Almost always28%

Total

2%

13%

51%

34%

Less than 500

Salaried Employees

0%

11%

62%

27%

5000+

Salaried Employees

3%

11%

61%

25%

500-4999

Salaried Employees


800-638-9797


51April 2018

Q.11 – Did the Number of Employees Declining Relocation in 2017…*

* excludes those who don’t know

Remain About

the Same as

2016

70%

Decrease from 2016

12%

Increasefrom 2016

18%

Total

74%

13%

14% Less than 500

Salaried Employees

69%

12%

19%

5000+

Salaried Employees

67%

13%

20%

500-4999

Salaried Employees


800-638-9797


52April 2018

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

Total

* of companies who had declined relocations in 2017 (Q8)

Other

Job Security Concerns

Housing/Mortgage Concerns

No Desire to Relocate

Cost of Living in New Location

Destination Location

Personal Reasons (non-disclosed)

Spouse's/Partner's Employment

Family Issues/Ties

3%

13%

20%

30%

34%

36%

44%

55%

64%


800-638-9797


53April 2018

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

* of companies who had declined relocations in 2017 (Q8)

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


Spouse’s/Partner’s Employment 55% 53% 56% 54%

Personal Reasons (non-disclosed) 44% 29% 40% 55%

Destination Location 36% 27% 40% 38%

Cost of Living in New Location 34% 29% 31% 40%

No Desire to Relocate 30% 37% 26% 30%

Housing/Mortgage Concerns 20% 14% 28% 16%

Job Security Concerns 13% 10% 17% 11%

Other 3% 6% 0% 5%



800-638-9797

None6%

Don't know

2%

100+29%

50-9910%

20-49

10%

10-1911%

1-931%

Total

8%

1%

6%

5%4%

12%64%

Less than 500

Salaried Employees

3%

6%

61%

7%

10%

6%8%

5000+

Salaried Employees

5%0%

21%

18%

15%

16%

23%

500-4999

Salaried Employees

54April 2018

Q.12a – Number of Employees Relocated in 2017: Within the U.S.*


* of those who relocated employees (Q1)


800-638-9797

60%1%

3%3%

5%

7%

21%

500-4999

Salaried Employees

None59%

Don't know

6%100+3%

50-992%

20-49

5%

10-196%

1-920%

Total

81%

2%2%0%

1%

3%10%

Less than 500

Salaried Employees

36%

14%5%

3%

7%

7%

29%

5000+

Salaried Employees

55April 2018

Q.12a – Number of Employees Relocated in 2017: Between the U.S. and Canada*




800-638-9797

23%

10%

19%13%

10%

8%

17%

5000+

Salaried Employees

52%3%

4%

6%

5%

10%

19%

500-4999

Salaried Employees

56April 2018

Q.12a – Number of Employees Relocated in 2017: Between the U.S. and Another Country*



None51%

Don't know

5%

100+8%

50-997%

20-495%

10-196%

1-917%

Total

78%

2%1%2%1%

1%

14%

Less than 500

Salaried Employees


800-638-9797

68%

5%

3%3% 1%

3%

15%

500-4999

Salaried Employees39%

24%

3%3%

7%

8%

14%

5000+

Salaried Employees

None64%

Don't know

11%

100+3%

50-992%

20-493%

10-195%

1-912%

Total

85%

5%

1%0%

1%

2%

6%Less than 500

Salaried Employees

57April 2018

Q.12a – Number of Employees Relocated in 2017: Within a Single Foreign Country*




800-638-9797

58April 2018

Q.12a – Number of Employees Relocated in 2017: Between Two Foreign Countries*



None64%

Don’t know

9%

100+6%

50-993%

20-493%

10-194%

1-910%

Total

86%

4%

0%

1%

0%

2%

6%

Less than 500

Salaried Employees

38%

19%

14%

5%

6%

5%

13%

5000+

Salaried Employees

68%5%

5%

3%

5%

5%10%

500-4999

Salaried Employees


800-638-9797

59April 2018

Q.12b – Most Frequent Destinations of Transfer in 2017: Within the U.S.*

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


Central

13%

Southwest

14%

West

27%

South

26%

Northeast

38%

Midwest

30%

Total

15%

11%

32%

30%

41%

31%

5000+

Salaried Employees

8%12%

19%

26%38%

27%

Less than 500

Salaried Employees

15%

19%

29%

22%

36%

32%

500-4999

Salaried Employees


800-638-9797

60April 2018

Q.12b – Most Frequent Destinations of Transfer in 2017: Between the U.S. and Another Country/Region*



Total

Other

Russia

Africa (Sub-Saharan)

Africa (North)

South America

Central America/Caribbean

Australia/Pacific Rim

Middle East

Europe (Eastern)

Canada

Asia

United Kingdom

United States

Europe (Western)

5%

1%

2%

4%

8%

8%

8%

10%

14%

22%

25%

25%

27%

27%


800-638-9797

61April 2018

Q.12b – Most Frequent Destinations of Transfer in 2017: Between the U.S. and Another Country/Region*



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

Europe (Western) 27% 14% 17% 39%

United States 27% 27% 34% 22%

United Kingdom 25% 16% 28% 27%

Asia 25% 19% 20% 30%

Canada 22% 27% 26% 17%

Europe (Eastern) 14% 8% 14% 15%

Middle East 10% 5% 11% 12%

Australia/Pacific Rim 8% 3% 7% 11%

Central America/Caribbean 8% 8% 9% 7%

South America 8% 8% 8% 8%

Africa (North) 4% 8% 7% 0%

Africa (Sub-Saharan) 2% 3% 4% 0%

Russia 1% 3% 0% 1%

Other 5% 11% 0% 6%



800-638-9797

62April 2018

Q.12b – Most Frequent Destinations of Transfer in 2017: Within a Single Foreign Country/Region*


Total

Other


Africa (North)

Russia

South America


Middle East


Europe (Eastern)

Canada

United Kingdom

Asia

Europe (Western)

United States

2%

2%

2%

3%

6%

6%

7%

7%

12%

14%

18%

18%

21%

33%



800-638-9797

63April 2018



Q.12b – Most Frequent Destinations of Transfer in 2017: Within a Single Foreign Country/Region*

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



Asia 18% 6% 17% 22%


Canada 14% 12% 17% 13%



Middle East 7% 12% 5% 7%



Russia 3% 6% 7% 0%



Other 2% 0% 0% 4%



800-638-9797

64April 2018

Q.12b – Most Frequent Destinations of Transfer in 2017: Between Two Foreign Countries/Regions*


Total

Other

Russia


Africa (North)



South America

Canada

Middle East

Europe (Eastern)

United Kingdom

Asia

United States

Europe (Western)

4%

4%

4%

4%

5%

7%

11%

13%

14%

15%

18%

31%

35%

35%



800-638-9797

65April 2018

Relocation Volumes & BudgetsQ.12b – Most Frequent Destinations of Transfer in 2017:

Between Two Foreign Countries/Regions*

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



Asia 31% 25% 24% 37%



Middle East 14% 19% 10% 15%

Canada 13% 0% 21% 11%






Russia 4% 6% 5% 3%

Other 4% 0% 5% 4%




800-638-9797


66April 2018

Total

Other

Natural/Man-Made Disasters-Domestic or

International

U.S. Tax Reform Legislation/Tax ComplianceChallenges

Real Estate Market

Political/Regulatory Environment-Domestic or

International

Growth of International Competition

Growth of Domestic Competition

Economic Conditions

Lack of Qualified People Locally

External Conditions Had No Impact

5%

7%

9%

11%

13%

13%

17%

21%

44%

17%

Q.13 – External Factors Having the Most Significant Impact on the Number of Employee Relocations in 2017


800-638-9797


67April 2018

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

External Conditions Had No Impact 17% 17% 13% 21%

Lack of Qualified People Locally 44% 49% 40% 43%

Economic Conditions 21% 14% 26% 22%

Growth of Domestic Competition 17% 13% 22% 16%

Growth of International Competition 13% 3% 14% 21%

Political/Regulatory Environment – Domestic or International (i.e. visa/immigration restrictions, Brexit, etc.)

13% 11% 12% 15%

Real Estate Market 11% 15% 11% 7%

U.S. Tax Reform Legislation/Tax Compliance Challenges 9% 6% 11% 10%

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

7% 4% 8% 8%

Other 5% 8% 5% 3%

Q.13 – External Factors Having the Most Significant Impact on the Number of Employee Relocations in 2017



800-638-9797


68April 2018

Total

Other

Employee Ineligibility to Relocate

Use of Frequent Business Travel/Telecommuting

Technology Deployment/Integration

Use of Short-term Assignments

Closing of Facility

Increased Production

International Expansion

Expansion of Facility

Budget Constraints

Acquisitions/Mergers

Expansion into New Territories

Cooperate Reorganization/Restructuring

Promotions/Resignations

Knowledge/Skills Transfers

Growth of Company

Internal Conditions Had No Impact

2%

7%

8%

9%

9%

10%

11%

11%

13%

13%

14%

19%

22%

28%

31%

37%

6%

Q.14 – Internal Conditions Having the Most Significant Impact on the Number of Employee Relocations in 2017


800-638-9797

69April 2018

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

Internal Conditions Had No Impact 6% 10% 6% 3%

Growth of Company 37% 35% 38% 39%

Knowledge/Skills Transfers 31% 26% 24% 42%

Promotions/Resignations 28% 24% 28% 32%

Corporate Reorganization/Restructuring 22% 17% 18% 31%

Expansion into New Territories 19% 13% 16% 28%

Acquisitions/Mergers 14% 6% 13% 23%

Budget Constraints 13% 10% 12% 18%

Expansion of Facility 13% 9% 14% 16%

International Expansion 11% 6% 10% 18%

Increased Production 11% 8% 10% 14%

Closing of Facility 10% 6% 8% 16%

Use of Short-Term Assignments 9% 7% 8% 14%

Technology Deployment/Integration 9% 5% 10% 12%

Use of Frequent Business Travel/Telecommuting 8% 5% 8% 11%

Employee Ineligibility to Relocate 7% 4% 10% 6%

Other 2% 2% 3% 1%

Q.14 – Internal Conditions Having the Most Significant Impact on the Number of Employee Relocations in 2017 - By Company Size (Salaried Employees)



800-638-9797

13%

12%

75% 5000+

Salaried Employees

70April 2018

Q.15 – Rating of Company’s Overall Financial Performance in 2017


Same as in 2016

21%

Worse than 2016

10%

Better than

201670%

Total

27%

9%65%

Less than 500

Salaried Employees

23%

8%

69%

500-4999

Salaried Employees


800-638-9797

Same as in 2016

32%

Worse than 2016

6%

Better than

201662%

Total

30%

4%66%

5000+

Salaried Employees

30%

9%61%

500-4999

Salaried Employees

71April 2018

Q.15 – Rating of Emerging Global Market Economies in 2017


38%

4%

58%

Less than 500

Salaried Employees


800-638-9797

72April 2018

Q.15 – Rating of Developed Global Market Economies in 2017


Same as in 2016

35%

Worse than

20167%

Better than

201658%

Total

39%

12%

49%

Less than 500

Salaried Employees

30%

4%66%

5000+

Salaried Employees

38%

5%

57%

500-4999

Salaried Employees


800-638-9797

Same as in 2016

28%

Worse than 2016

9%

Better than

201662%

Total

21%

10%

69%

5000+

Salaried Employees

73April 2018

Q.15 – Rating of U.S. Economy in 2017


34%

8%

59%

Less than 500

Salaried Employees

31%

10%

59%

500-4999

Salaried Employees


800-638-9797

Same as in 2016

33%

Worse than 2016

9%

Better than

201657%

Total

29%

6%65%

5000+

Salaried Employees

74April 2018

Q.15 – Rating of U.S. Real Estate Market in 2017


40%

10%

50%

Less than 500

Salaried Employees

32%

13%

56%

500-4999

Salaried Employees


800-638-9797

23%

5%

72%5000+

Salaried Employees

28%

4%68%

500-4999

Salaried Employees

75April 2018

Q.16 – Anticipated Overall Financial Performance of Company in 2018


Same as in 2017

28%

Worse than 2017

4%

Better than

201768%

Total

32%

5%64%

Less than 500

Salaried Employees


800-638-9797

Same as in 2017

38%

Worse than

20176%

Better than

201756%

Total

39%

5%

56%

5000+

Salaried Employees

76April 2018

Q.16 – Anticipated Emerging Global Market Economies in 2018


43%

8%

49%

Less than 500

Salaried Employees

32%

6%62%

500-4999

Salaried Employees


800-638-9797

77April 2018

Q.16 – Anticipated Developed Global Market Economies in 2018


Same as in 2017

40%

Worse than

20177%

Better than

201752%

Total

44%

6%

50%

Less than 500

Salaried Employees

42%

5%

53%

5000+

Salaried Employees

36%

11%

54%

500-4999

Salaried Employees


800-638-9797

Same as in 2017

34%

Worse than 2017

10%

Better than

2017 55%

Total

35%

10%

55%

5000+

Salaried Employees

34%

11%

54%

500-4999

Salaried Employees

78April 2018

Q.16 – Anticipated U.S. Economy in 2018


33%

10%

57%

Less than 500

Salaried Employees


800-638-9797

79April 2018

Q.16 – Anticipated U.S. Real Estate Market in 2018


Same as in 2017

45%

Worse than

201710%

Better than

201745% Total

49%

8%

43%

5000+

Salaried Employees

49%

9%

43%

Less than 500

Salaried Employees

38%

14%

48%

500-4999

Salaried Employees


800-638-9797


80April 2018

Q.17 – Projected Impact of U.S. Tax Cuts and Jobs Act in 2018 –Number of Relocations Performed


3%

Decrease Somewhat

16%

Stay AboutThe Same

47%

Increase Somewhat

14%


7%

Unsure12%

Total

6%

13%

47%

10%

7%

17% Less than 500

Salaried Employees

3%21%

52%

10%

4% 10%

5000+

Salaried Employees

1%

14%

42%23%

11%

10%

500-4999

Salaried Employees


800-638-9797


81April 2018

Q.17 – Projected Impact of U.S. Tax Cuts and Jobs Act in 2018 –Complexity of Relocation Administration


3%Decrease Somewhat

7%

Stay About

The Same

39%Increase Somewhat

29%


11%

Unsure12%

Total

3%

3%

40%

24%

10%

18% Less than 500

Salaried Employees

1%

10%

38%31%

11%

8%

5000+

Salaried Employees

4%

7%

39%31%

10%

9%

500-4999

Salaried Employees


800-638-9797


82April 2018

Q.17 – Projected Impact of U.S. Tax Cuts and Jobs Act in 2018 –Relocation Costs


2%Decrease Somewhat

7%

Stay About

The Same

29%

Increase Somewhat

29%


22%

Unsure11%

Total

4%

7%

40%24%

7%

17% Less than 500

Salaried Employees

0%

4%

19%

32%

36%

9%

5000+

Salaried Employees

2%

10%

28%

30%

23%

8%

500-4999

Salaried Employees


800-638-9797

1%

3%

52%21%

8%

15% Less than 500

Salaried Employees

2%

5%

40%

29%

12%

10%

500-4999

Salaried Employees


83April 2018

Q.17 – Projected Impact of U.S. Tax Cuts and Jobs Act in 2018 –Relocation Policy Changes


1%

Decrease Somewhat

3%

Stay About

The Same

43%

Increase Somewhat

28%


13%

Unsure11%

Total

1%2% 37%

34%

19%

8%

5000+

Salaried Employees


800-638-9797


84April 2018

Q.17 – Projected Impact of U.S. Tax Cuts and Jobs Act in 2018 –Difficulty Recruiting Employees to Relocate


2%Decrease Somewhat

6%

Stay About

The Same

50%

Increase Somewhat

20%


8%

Unsure14%

Total

2%

6%

50%19%

8%

15% Less than 500

Salaried Employees

1%

3%

57%19%

8%

12%

5000+

Salaried Employees

4%

7%

44%24%

7%

14%

500-4999

Salaried Employees


800-638-9797


85April 2018

Q.17 – Projected Impact of U.S. Tax Cuts and Jobs Act from 2019-2025 –Number of Relocations Performed


3%

Decrease Somewhat

9%

Stay About

The Same

37%Increase

Somewhat

26%


10%

Unsure17%

Total

6%8%

33%

25%

9%

20%Less than 500

Salaried Employees

2%

11%

37%

23%

10%

17%

5000+

Salaried Employees

1%

7%

40%

29%

10%

13%

500-4999

Salaried Employees


800-638-9797


86April 2018


3%Decrease Somewhat

6%

Stay About

The Same

37%

Increase Somewhat

26%


11%

Unsure17%

Total

2%

3%

34%

22%

17%

22%Less than 500

Salaried Employees

5%

8%

39%23%

9%

16%

5000+

Salaried Employees

3%

7%

37%

32%

8%

14%

500-4999

Salaried Employees

Q.17 – Projected Impact of U.S. Tax Cuts and Jobs Act from 2019-2025 –Complexity of Relocation Administration


800-638-9797


87April 2018


1%

Decrease Somewhat

5%

Stay About

The Same

24%

Increase Somewhat

38%


17%

Unsure15%

Total

1%

6%

24%

35%

15%

19% Less than 500

Salaried Employees

1%

3%

22%

39%

22%

14%

5000+

Salaried Employees

1%

6%

27%

40%

13%

12%

500-4999

Salaried Employees

Q.17 – Projected Impact of U.S. Tax Cuts and Jobs Act from 2019-2025 –Relocation Costs


800-638-9797


88April 2018


3%

Decrease Somewhat

3%

Stay About

The Same

40%

Increase Somewhat

26%


10%

Unsure17%

Total

3%

4%

41%

19%

11%

21%Less than 500

Salaried Employees

3%2%

44%

26%

10%

14%

5000+

Salaried Employees

3%

3%

36%

32%

8%

16%

500-4999

Salaried Employees

Q.17 – Projected Impact of U.S. Tax Cuts and Jobs Act from 2019-2025 –Relocation Policy Changes


800-638-9797


89April 2018


3%

Decrease Somewhat

4%

Stay About

The Same

44%Increase Somewhat

19%


10%

Unsure19%

Total

5%

3%

44%

18%

9%

22%Less than 500

Salaried Employees

2%3%

51%15%

10%

18%

5000+

Salaried Employees

3%

7%

38%

25%

10%

18%

500-4999

Salaried Employees

Q.17 – Projected Impact of U.S. Tax Cuts and Jobs Act from 2019-2025 –Difficulty Recruiting Employees to Relocate


800-638-9797

Total Less than 500 500-4999 5000+

74%

58%

78%

87%

90April 2018



Policy AdministrationQ.18a – Companies Anticipating Making Changes to Relocation Policy in 2018 in

Response to the U.S. Tax Cuts and Jobs Act*


800-638-9797


91April 2018

Q.18b – Changes to Relocation Policy Anticipated in 2018 in Response to Tax Reform*

Total

* of companies anticipating changes (Q18a)

Other

Withhold on Taxable Relocation Benefits

Restructure Relocation Policy/Policy Tiers

Streamline Relocation Processes to

Reduce Costs

Expand Use of Lump Sums

Gross-Up on Taxable Relocation Benefits

4%

25%

33%

34%

35%

59%


800-638-9797


92April 2018

* of companies anticipating changes (Q18a)

Policy Changes Anticipated Total Less than 500 500-4999 5000+

Gross-Up on Taxable Relocation Benefits

59% 45% 55% 71%

Expand Use of Lump Sums 35% 36% 32% 37%

Streamline Relocation Processes to Reduce Costs

34% 28% 37% 35%

Restructure Relocation Policy/ Policy Tiers

33% 24% 32% 40%

Withhold on Taxable Relocation Benefits

25% 36% 25% 18%

Other 4% 5% 4% 3%


Q.18b – Changes to Relocation Policy Anticipated in 2018 in Response to Tax Reform*


800-638-9797


93April 2018

Total

Q.19 – Does Your Company Have a Formal Global Mobility Strategy?*

* excludes N/A responses

No, but We Plan to Develop In the Next Year

No, & We Have No Plans to Create One

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

Yes, Extensive Policies & Procedures & RiskMitigation

Yes, Basic Policies & Procedures

9%

16%

22%

22%

32%


800-638-9797


94April 2018

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

Yes, Basic Policies & Procedures 32% 34% 35% 30%

Yes, Extensive Policies & Procedures & Risk Mitigation

22% 20% 22% 22%

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

22% 9% 23% 27%

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

16% 25% 14% 13%

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

9% 12% 6% 9%


Q.19 – Does Your Company Have a Formal Global Mobility Strategy?*

* excludes N/A responses


800-638-9797


95April 2018

Q.20 – Companies with a Formal Policy for: Domestic Relocations*



Total Less than 500 500-4999 5000+

79%

62%

85%90%


800-638-9797


96April 2018

Q.20 – Companies with a Formal Policy for: Short-Term/Temporary Assignments*



Total Less than 500 500-4999 5000+

53%

32%

55%

72%


800-638-9797


97April 2018

Q.20 – Companies with a Formal Policy for: Extended Business Travel*



Total Less than 500 500-4999 5000+

46%

36%

48%54%


800-638-9797


98April 2018

Q.20 – Companies with a Formal Policy for: Long-Distance Commuter*



Total Less than 500 500-4999 5000+

34%

23%

38% 39%


800-638-9797


99April 2018

Q.21a-1 – Does Your Company Have Different Tiers (or Levels) Within Its Domestic Relocation Policy?

Five or

More8% Four

12%

Three28%

Two21%

No Tiers/

Single Policy

32%

Total

2% 4%

16%

24%

53%

Less than 500

Salaried Employees

14%

23%

35%

12%

16%

5000+

Salaried Employees

8%8%

31%

25%

28%

500-4999

Salaried Employees


800-638-9797


100April 2018

Q.21a-1 – Average Number of Tiers (or Levels) Within Domestic Relocation Policy*

* of companies with domestic tiers/levels (Q21a-1)


Total Less than 500 500-4999 5000+

2.4

1.8

2.4

3.1


800-638-9797


101April 2018

Q.21a-2 – Does Your Company Have Different Tiers (or Levels) Within Its Short-Term/Temporary Assignments (less than 12 months) Relocation Policy?*

Five or more 3%

Four3%

Three15%

Two24%

No Tiers/

Single Policy

54%

Total

2% 0%

12%

26%60%

Less than 500

Salaried Employees

5%

3%

15%

21%

56%

5000+

Salaried Employees

1%

4%

18%

28%

49%

500-4999

Salaried Employees

* of companies with short-term/temporary assignments relocation policy (Q20)


800-638-9797


102April 2018

Q.21a-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 (Q21a-2)


Total Less than 500 500-4999 5000+

1.81.6

1.8 1.8


800-638-9797


103April 2018

Q.21a-3 – Does Your Company Have Different Tiers (or Levels) Within Its Extended Business Travel Policy?*

Five or more 3%

Four4%

Three14%

Two18%

No Tiers/

Single Policy

62%

Total

2%2%

6%

17%

72%

Less than 500

Salaried Employees

4%

4%

15%

12%64%

5000+

Salaried Employees

2%

6%

17%

25%

51%

500-4999

Salaried Employees

* of companies with extended business travel policy (Q20)


800-638-9797


104April 2018

Q.21a-3 – Average Number of Tiers (or Levels) Within Extended Business Travel Policy*

* of companies with extended business travel policy tiers/levels (Q21a-3)


Total Less than 500 500-4999 5000+

1.71.4

1.8 1.7


800-638-9797


105April 2018

Q.21a-4 – Does Your Company Have Different Tiers (or Levels) Within Its Long-Distance Commuter Policy?*

Five or more 2%

Four6%

Three16%

Two23%

No Tiers/

Single Policy

53%

Total

0%

3%

15%

24%58%

Less than 500

Salaried Employees

4%

6%

15%

17%59%

5000+

Salaried Employees

2%

10%

17%

29%

42%

500-4999

Salaried Employees

* of companies with long-distance commuter policy (Q20)


800-638-9797

Total Less than 500 500-4999 5000+

1.81.6

2.01.8


106April 2018

Q.21a-4 – Average Number of Tiers (or Levels) Within Long-Distance Commuter Policy*

* of companies with long-distance commuter policy tiers/levels (Q21a-4)



800-638-9797


107April 2018

Total

Q.21b – What Are Your Different Tiers (or Levels) Based On?*


Other

Assignment Objectives

Company vs. Employee Initiated

Assignment Location/Region

Length of Assignment

New Hire/Current Employee Status

Homeowner/Renter Status

Position/Job Title

Job or Grade Level

2%

14%

15%

19%

23%

24%

29%

49%

57%


800-638-9797


108April 2018

Q.21b – 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.)

57% 50% 51% 65%






Company vs. Employee Initiated Relocation 15% 13% 13% 17%


Other 2% 2% 3% 1%



800-638-9797


109April 2018

Q.22a – Companies Whose Relocation Policy Incorporate Aspects of a Fixed Benefits/Flexible Benefits, List-Driven Policy*



Total Less than 500 500-4999 5000+

82%

65%

92% 90%


800-638-9797


110April 2018

Total

* of those incorporating fixed/flex policy elements (Q22a)

Other

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

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

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%

17%

23%

41%

47%

Q.22b – Aspects of a Fixed Benefits/Flexible Benefits, List-Driven Policy Incorporated into Relocation Policy*


800-638-9797


111April 2018


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)

47% 41% 44% 53%

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

41% 43% 41% 39%

Flexible Use of Full Relocation Benefit Coverage (all employees)

23% 25% 20% 24%

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

17% 12% 20% 17%

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

13% 13% 8% 17%

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

11% 9% 13% 11%

Other 1% 1% 1% 2%

Q.22b – Aspects of a Fixed Benefits/Flexible Benefits, List-Driven Policy Incorporated into Relocation Policy*



800-638-9797


112April 2018

Total


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)

15%

5%

27%

30%

32%

38%

39%

44%

50%

51%

52%

Q. 22c – Relocation Costs That Are Considered Fixed Benefits Within the Relocation Policy*


800-638-9797


113April 2018


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

Travel Expenses (final move) 52% 39% 57% 60%

Household Goods Shipping 51% 40% 51% 63%


Travel Expenses (home finding trip(s)) 44% 37% 48% 48%


Storage 38% 24% 46% 45%

Real Estate Assistance/Transaction Costs (origin/selling) 32% 17% 36% 44%

Rental Assistance/Transaction Costs 30% 19% 32% 38%

Real Estate Assistance/Transaction Costs (destination/purchasing)

27% 11% 34% 36%

Other 5% 2% 3% 9%

None of the Above Are Considered Fixed Benefits 15% 27% 8% 10%

Q.22c – Relocation Costs That Are Considered Fixed Benefits Within the Relocation Policy*



800-638-9797


114April 2018

Q.23a – Companies Who Administer Employee Relocations from a Centralized Department/Team*



Total Less than 500 500-4999 5000+

79%

59%

88% 90%



800-638-9797


115April 2018

Total

Q.23b - Does Your Company’s Centralized Relocation/Mobility Department/Team…*

Develop/Maintain Mobility Risk Management & Mitigation

Coordinate Office Relocations

Coordinate Air Travel via Commercial Airlines

Control Freight Carrier Selection

Impact Talent Management/Recruitment

Coordinate Visa Applications/Immigration Policy

Manage Business Travel Programs

Control Additional Relocation Services Provider(s)

Manage International Relocation Programs

Control Household Goods Carrier Selection

Manage Domestic Relocation Programs

Development/Maintenance of Relocation Policy

19%

20%

23%

25%

26%

26%

28%

33%

37%

37%

55%

59%

* of those with a centralized relocation/mobility department (Q23a) / excludes those who don’t know


800-638-9797


116April 2018

* of those with a centralized relocation/mobility department (Q23a) / excludes those who don’t know

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

Development/Maintenance of Relocation Policy 59% 40% 56% 76%

Manage Domestic Relocation Programs 55% 38% 51% 71%

Control Household Goods Carrier Selection 37% 24% 34% 50%

Manage International Relocation Programs 37% 14% 29% 60%

Control Additional Relocation Services Provider(s) Selection 33% 20% 21% 54%

Manage Business Travel Programs 28% 28% 29% 27%

Coordinate Visa Applications/Immigration Policy 26% 22% 18% 37%

Impact Talent Management/Recruitment Decisions/Processes 26% 26% 19% 31%

Control Freight Carrier Selection (air, land, sea or rail) 25% 18% 20% 34%

Coordinate Air Travel via Commercial Airlines 23% 27% 24% 20%

Coordinate Office Relocations 20% 20% 26% 15%

Develop/Maintain Mobility Risk Management & Mitigation 19% 8% 14% 31%


Q.23b - Does Your Company’s Centralized Relocation/Mobility Department/Team… *


800-638-9797


117April 2018

Q.24 – Respondents were given a list of cost containment measures that could have been used in relocation policy/practice in 2017 – the answers received indicate that…

TotalCost Containment Measures Used

Used Additional Measures

77%

Did Not Use Additional Measures

23%

0%Total

Other

Tighten Real Estate Assistance

Requirements

Modify COLA Offering Policy

Offer Pre-Decision Counseling

Offer Short-Term/Extended Travel/

Commuter Arragements (no relocation)

Restructure Policy Tiers/Eligibility for

Certain Benefits

Review/Renegotiate Supplier Contracts

Limit Miscellaneous Expense Allowance

Benefits (coverage items, amounts)

Cap Relocation Benefit Amounts

Use Lump Sum Payments for Relocations

1%

9%

12%

13%

16%

16%

20%

22%

27%

33%


800-638-9797


118April 2018

Q.24 – Cost Containment Measures in Relocation Policy/Practice Used in 2017

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

Use Lump Sum Payments for Relocations 33% 28% 34% 37%

Cap Relocation Benefit Amounts 27% 24% 29% 30%

Limit Miscellaneous Expense Allowance Benefits (coverage items, amounts)

22% 19% 18% 28%

Review/Renegotiate Supplier Contracts 20% 10% 21% 30%

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

16% 8% 16% 24%

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

16% 6% 14% 27%

Offer Pre-Decision Counseling 13% 8% 12% 18%

Modify COLA Offering Policy 12% 6% 10% 20%

Tighten Real Estate Assistance Requirements 9% 4% 11% 12%

Other 1% 1% 1% 1%

No Cost Containment Measures Beyond Typical Relocation Policy or Program Utilized

23% 33% 18% 17%



800-638-9797

119April 2018

Q.25 – Number of Salaried (Non-Hourly) People Employed by Company


5000+33%

500-499934%

Less than 50033%



800-638-9797


120April 2018

Q.26 – In 2017, What Approximate Percentage of Your Company’s Relocating Employees Were Classified (at Origin):*

Total Less than 500 500-4999 5000+

54%

66%56%

41%

46% 34% 44%59%

Transferees

New Hires



(Average Percent)


800-638-9797


121April 2018


Total Less than 500 500-4999 5000+

15% 17% 16% 11%

38% 38% 36% 41%

47% 46% 47% 49%

Homeowners

Renters

Neither



(Average Percent)


800-638-9797


122April 2018


Total Less than 500 500-4999 5000+

19% 16% 20% 21%

48%50% 45%

49%

33% 35% 36% 30%

Executives/Top Level

Mid-Level

Entry Level



(Average Percent)


800-638-9797

More than

3 months

4%

Up to 3

months

5% Up to

2 months

4%

Up to 1

month

19%

Up to 3

weeks

11%

Up to 2

weeks

37%

1 week

or less

21%

Total

2%2%

6%

17%

8%

46%

19%

Less than 500

Salaried Employees

4%

6%4%

22%

18%

32%

14%

500-4999

Salaried Employees

6%8%

3%

16%

5%

33%

30%

5000+

Salaried Employees


123April 2018

Q.27a – Length of Time Employees Have to Accept a Relocation Offer*



800-638-9797

4%

14%

20%

30%

8%

16%

7%Less than 500

Salaried Employees

4%

12%

12%

38%

17%

11%

6%

500-4999

Salaried Employees

More than

3 months

8%Up to 3

months

14%

Up to 2

months

14%

Up to 1

month

34%

Up to 3

weeks

12%

Up to 2

weeks

14%

1 week

or less

5%

Total

16%

17%

8%32%

11%

14%

4%

5000+

Salaried Employees


124April 2018

Q.27b – Length of Time Employees Have to Report to Work at the New Location*



800-638-9797

Total Less than 500 500-4999 5000+

1.81.5

2.11.8

125April 2018

Q.28 – 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

3.2

4.1

5.1

126April 2018

Q.28 – 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

Research Relocation Service Providers

Communicate Via Text/Messaging withRelocating Employees

Access Relocation Company Website for

Reporting/Other Services

Research Relocation-Related Matters

Initiate/Execute Employee Relocation

Services

Complete Online Forms for EmployeeRelocation

Communicate Via E-mail with Relocating

Employees

0%

12%

20%

24%

28%

31%

33%

36%

37%

42%

83%


127April 2018

Q.29 – Respondents were given a list of possible relocation-related uses for the Internet/technology in 2017 – the answers received indicate that…

TotalInternet/Technology Uses

Did Not Use

4%

Used

Internet/

Technology

96%

Total


800-638-9797


128April 2018

Q.29 – How the Internet/Technology Was Used for Relocation-Related Matters in 2017

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

Communicate via E-mail with Relocating Employees 83% 84% 80% 86%

Complete Online Forms for Employee Relocation 42% 28% 36% 61%

Initiate/Execute Employee Relocation Services 37% 22% 28% 62%

Research Relocation-Related Matters (policy, benchmarking, etc.) 36% 24% 29% 54%

Access Relocation Company Website for Reporting or Other Services

33% 16% 29% 53%

Communicate via Text/Messaging with Relocating Employees 31% 32% 29% 32%

Research Relocation Service Providers 28% 24% 25% 34%

Audit/Verify Prices Quoted for Relocation Services 24% 17% 25% 30%

Utilize Mobile Applications from Relocation Providers 20% 12% 18% 31%

Utilize Social Media/Networking Tools (internal/external platforms) 12% 15% 8% 14%

Other 0% 1% 0% 0%

Did Not Use the Internet/Technology for Relocation-Related Matters in 2017

4% 6% 3% 2%



800-638-9797


129April 2018

Total

Q.30 – Is Your Company Utilizing “Alternative Assignments”…?

Other

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

Yes, Domestically (Frequently)

Yes, Internationally (Frequently)

Yes, Domestically (Limited Basis)

Yes, Internationally (Limited Basis)

No, and We Do Not Plan to Use Them

1%

9%

11%

12%

21%

22%

39%


800-638-9797


130April 2018

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

No, and We Do Not Plan to Use Them 39% 60% 36% 22%

Yes, Internationally (Limited Basis) 22% 13% 21% 32%

Yes, Domestically (Limited Basis) 21% 14% 21% 28%

Yes, Internationally (Frequently) 12% 6% 12% 19%

Yes, Domestically (Frequently) 11% 3% 13% 16%

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

9% 9% 8% 8%

Other 1% 0% 1% 1%

Q.30 – Is Your Company Utilizing “Alternative Assignments”…?



800-638-9797


131April 2018

Total

Q.30a – 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 Maximize Budget/Corporate Resources

Used to Develop Internal Talent

Used to Accommodate Employee Needs

Used in Addition to Long-Term Assignments

Used in Place of Long-Term Assignments

Used to Meet Strategic Business Goals

3%

19%

26%

27%

28%

30%

35%

35%

35%

* of those utilizing “alternative assignments” (Q30)


800-638-9797


132April 2018

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

Used to Meet Strategic Business Goals 35% 31% 24% 47%

Used in Place of Long-Term Assignments 35% 38% 31% 37%

Used in Addition to Long-Term Assignments 35% 19% 34% 43%

Used to Accommodate Employee Needs 30% 22% 25% 39%

Used to Develop Internal Talent 28% 29% 24% 30%

Used to Maximize Budget/Corporate Resources 27% 19% 23% 35%

Used in Place of Traditional Short-Term Assignment Arrangements

26% 24% 30% 23%

Used in Addition to Traditional Short-Term Assignment Arrangements

19% 14% 14% 27%

Other 3% 0% 4% 3%

Q.30a – How Are These “Alternative Assignment” Arrangements Incorporated into Your Organization’s Overall Employee Mobility Strategy?*




800-638-9797

Other

Employee Requests

Career Development

Job Function

Cost

Assignment Purpose

Business Need

3%

28%

30%

38%

39%

41%

61%


133April 2018

Total

Q.30b – Key Factors Determining “Alternative Assignment” Use*



800-638-9797


134April 2018


Key Factors Determining “Alternative Assignment” Use

Total Less than 500 500-4999 5000+

Business Need 61% 60% 44% 76%

Assignment Purpose 41% 33% 46% 42%

Cost 39% 43% 31% 44%

Job Function 38% 48% 37% 35%

Career Development 30% 33% 32% 27%

Employee Requests 28% 22% 30% 28%

Other 3% 0% 4% 4%

Q.30b – Key Factors Determining “Alternative Assignment” Use*



800-638-9797

70% 70%

57%54%

52% 52% 50% 50% 49%46% 46% 45% 45%

38%

31%

39%

Relocation Costs

135April 2018

Total

Q.31 – 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

136April 2018

Q.31 – Does Your Company Reimburse/Pay to… (for Transferees OR New Hires)*

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

Move an Automobile 70% 54% 73% 83%

Pack All Items 70% 48% 71% 89%

Move a Second Automobile 57% 41% 60% 70%

Unpack All Items 54% 36% 62% 64%

Move Exercise Equipment 52% 40% 52% 65%

Partial/Custom Unpacking of Items 52% 35% 55% 64%

Move Unlimited Weight 50% 36% 52% 61%

Move Collections of Highly Valuable Objects 50% 38% 57% 54%

Move via Containerized Shipment 49% 39% 56% 51%

Carry Items Down from the Attic 46% 36% 51% 52%

Move Recreation/Lawn Equipment 46% 38% 49% 51%

Have Permanent/Extended Storage of Some Possessions 45% 36% 46% 52%

Move Pets 45% 36% 52% 46%

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

38% 33% 44% 36%

Move a Boat 31% 24% 37% 32%

Company Does Not Pay OR Only Offers Lump Sum 39% 53% 40% 26%




800-638-9797

44%

39%

31%29%

28% 28% 27% 26% 25%23%

20% 20%17%

13%

9%

30%

Relocation Costs

137April 2018

Entry Level – Total

Q.31 – Does Your Company Reimburse/Pay to… (for Transferees OR New Hires)


800-638-9797

Relocation Costs

138April 2018


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





Move Pets 28% 22% 32% 29%

Move Via Containerized Shipment 28% 21% 32% 29%









13% 16% 10% 14%

Move a Boat 9% 8% 9% 10%


Entry Level – By Company Size (Salaried Employees)


800-638-9797

58% 56%

39% 37%35% 34% 34% 34% 33% 33% 33%

28% 27%

20%

12%

24%

Relocation Costs

139April 2018

Mid-Level – Total



800-638-9797

Relocation Costs

140April 2018


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









Move Pets 33% 24% 37% 38%




Move Collection of Highly Valuable Objects 27% 20% 28% 30%


20% 16% 22% 20%

Move a Boat 12% 10% 11% 14%


Mid-Level – By Company Size (Salaried Employees)


800-638-9797

64% 63%

53%49%

47%44% 43% 43%

40% 39% 39% 38% 38%

30%25%

20%

Relocation Costs

141April 2018

Executive/Top Level – Total



800-638-9797

Relocation Costs

142April 2018


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













Move Pets 38% 28% 43% 44%


30% 24% 36% 29%

Move a Boat 25% 17% 30% 27%


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


800-638-9797

63%61%

58%52% 51%

46%

39% 39% 38% 36% 34% 34% 33%29%

41%

Relocation Costs

143April 2018

Total

Q.32 – 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

144April 2018

Q.32 – When a Relocating Employee (Transferee OR New Hire) is a Homeowner Who Will Be Buying (Not Renting), Does Your Company…*

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

Offer Homefinding Trips 63% 41% 67% 80%

Offer Temporary Housing Allowance 61% 36% 68% 77%

Offer Storage 58% 33% 66% 73%

Reimburse/Pay for Home Sale Costs 52% 23% 57% 74%

Reimburse/Pay for Home Purchase Costs 51% 23% 58% 72%

Offer Home Marketing Assistance 46% 21% 47% 69%

Offer Qualified Home Sale Program 39% 19% 38% 59%

Reimburse/Pay for Federal Tax Liability 39% 20% 40% 55%

Reimburse/Pay for Loss-On-Sale 38% 21% 40% 53%

Offer Buyer Value Option for Origin Home 36% 19% 37% 52%

Offer Guaranteed Buyout/Appraised Value Option for Origin Home 34% 15% 37% 50%

Offer Duplicate Housing Assistance 34% 18% 35% 48%

Offer Bonuses/Incentives for Employee-Generated Home-Sale 33% 14% 40% 45%

Offer Mortgage Subsidy or Allowance 29% 18% 32% 35%

Company Does Not Offer OR Only Offers Lump Sum 41% 59% 37% 28%




800-638-9797

34% 34% 34%

20% 20%18% 17%

14% 13% 13% 12% 12% 12%9%

38%

Relocation Costs

145April 2018


Q.32 – 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

146April 2018


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









Reimburse/Pay for Loss-on-Sale 13% 9% 14% 17%









800-638-9797

55% 53%

46%

36% 36% 36%

29% 27% 25% 24% 23% 23%20%

16%

27%

Relocation Costs

147April 2018

Mid-Level – Total



800-638-9797

Relocation Costs

148April 2018


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











Reimburse/Pay for Loss-On-Sale 23% 11% 22% 34%







800-638-9797

56% 55%52%

46% 45%

40%35% 33% 32%

29% 28% 27% 27%22% 24%

Relocation Costs

149April 2018




800-638-9797

Relocation Costs

150April 2018


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








Reimburse/Pay for Loss-on-Sale 33% 16% 34% 49%










800-638-9797

64%59% 59%

54%

41%

33% 31%28%

25%

35%

Relocation Costs

151April 2018

Q.33 – When a Relocating Employee (Transferee OR New Hire) Will Be Renting (Not Buying), Does Your Company…*

Total



800-638-9797

Relocation Costs

152April 2018

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


Reimburse/Pay for Lease Cancellation 59% 36% 64% 75%



Reimburse/Pay Apartment Search or Finder’s Fees 41% 20% 47% 55%

Reimburse/Pay for Security Deposits 33% 27% 40% 31%

Reimburse/Pay for Hook-Up Fees 31% 23% 40% 29%

Reimburse/Pay for Furniture Rental 28% 17% 37% 29%

Offer Rental Subsidy or Allowance 25% 17% 30% 27%




Q.33 – When a Relocating Employee (Transferee OR New Hire) Will Be Renting (Not Buying), Does Your Company…*


800-638-9797

42%39% 39%

35%

23%

16% 15%12% 12%

29%

Relocation Costs

153April 2018

Q.33 – When a Relocating Employee (Transferee OR New Hire) Will Be Renting (Not Buying), Does Your Company…



800-638-9797

Relocation Costs

154April 2018

Covered Relocation Expenses: Employee Renting –Entry Level

Total Less than 500 500-4999 5000+














800-638-9797

53%50%

46% 46%

34%

21% 21%18%

13%

25%

Relocation Costs

155April 2018


Mid-Level – Total


800-638-9797

Relocation Costs

156April 2018

Covered Relocation Expenses: Employee Renting –Mid-Level

Total Less than 500 500-4999 5000+














800-638-9797

59%54%

52%48%

36%

29%25%

22% 20% 21%

Relocation Costs

157April 2018




800-638-9797

Relocation Costs

158April 2018

Covered Relocation Expenses: Employee Renting –Executive/Top Level

Total Less than 500 500-4999 5000+














800-638-9797

Relocation Costs

159April 2018

Q.34 – Extent Company Reimburses Relocation Expenses of Transferees/New Hires

Total

No Reimbursement

Partial Reimbursement

Lump Sum Payments

Full Reimbursement

19%

45%

58%

42%

18%

48%

49%

62%

Transferees

New Hires


800-638-9797

Relocation Costs

160April 2018

Q.34 – 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 62% 44% 70% 69%

Lump Sum Payments 49% 44% 45% 58%

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

48% 45% 45% 53%

No Reimbursement of Relocation Expenses 18% 24% 17% 13%


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

Full Reimbursement of Relocation Expenses 42% 31% 44% 52%

Lump Sum Payments 58% 59% 55% 60%

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

45% 39% 50% 45%

No Reimbursement of Relocation Expenses 19% 18% 24% 16%


800-638-9797

Relocation Costs

161April 2018

Q.35 – What Approximate Percentage of Your Relocations Were (Payment Type):

Total Less than 500 500-4999 5000+

8% 12% 9% 5%

23% 21% 26%22%

24%33%

18%19%

46%34%

48%55%

Fully Reimbursed

Lump Sum Only

Partially Reimbursed

Not Reimbursed


(Average Percent)


800-638-9797

Relocation Costs

162April 2018

Q.35 – What Approximate Percentage of Your Relocations Were (Category-Domestic Only):

Total Less than 500 500-4999 5000+

7% 10% 7% 3%

8% 7% 8%9%

11% 9% 13%10%

75% 74% 73% 78%

Traditional/PermanentRelocationsShort-term RelocationAssignmentsAlternativeAssignmentsOther


(Average Percent)


800-638-9797

Other

Real Estate Assistance/Transactions

Rental Assistance/Transactions

Household Goods Shipping/Storage

Entire Relocation Cost

Temporary Housing


Travel Expenses

3%

28%

28%

34%

46%

47%

47%

50%

Relocation Costs

163April 2018

Q.35a – 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 (Q34)


800-638-9797

Relocation Costs

164April 2018


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

Travel Expenses (i.e. housing hunting trips, final move, etc.) 50% 44% 56% 49%



Entire Relocation Cost 46% 52% 46% 41%

Household Goods Shipping/Storage 34% 39% 35% 29%

Rental Assistance/Transactions 28% 27% 31% 26%

Real Estate Assistance/Transactions 28% 33% 28% 22%

Other 3% 5% 4% 1%

Q.35a – 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

Transferees

Entry Level Employees

Experienced Professionals

Executives

New Hires

4%

24%

33%

43%

45%

48%

52%

55%

Relocation Costs

165April 2018

Q.35b-1 – What Types of Relocating Employees Most Commonly Receive Lump Sum Payments?*

Total



800-638-9797

Relocation Costs

166April 2018


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

New Hires 55% 55% 52% 58%

Executives 52% 57% 57% 43%

Experienced Professionals 48% 55% 43% 45%

Entry Level Employees 45% 31% 49% 53%

Transferees 43% 35% 46% 46%

Renters 33% 24% 34% 41%

Homeowners 24% 25% 21% 27%

Other 4% 1% 5% 5%

Q.35b-1 – What Types of Relocating Employees Most Commonly Receive Lump Sum Payments?*



800-638-9797

Other

Alternative Assignment Types

Short-Term/Temporary Assignments

International Long-Term Assignments

Domestic Relocations

2%

14%

27%

31%

80%

Relocation Costs

167April 2018

Q.35b-2 – What Types of Relocations Most Commonly Receive Lump Sum Payments?*

Total



800-638-9797

Relocation Costs

168April 2018


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

Domestic Relocations 80% 80% 77% 84%

International Long-Term Assignments 31% 23% 37% 34%

Short-Term/Temporary Assignments 27% 20% 30% 30%

Alternative Assignment Types (i.e. commuters, EBTs, etc.) 14% 10% 20% 13%

Other 2% 1% 1% 3%

Q.35b-2 – What Types of Relocations Most Commonly Receive Lump Sum Payments?*



800-638-9797

Relocation Costs

169April 2017


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

Real Estate Assistance/ Transactions

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

Household Goods Shipping/ Storage

$5,000-$9,999 $5,000-$9,999 $5,000-$9,999 $5,000-$9,999

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

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


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

Q.35c – For the Applicable Cost Types Below, What are the Typical Ranges of Lump Sums Offered?*



800-638-9797

Relocation Costs

170April 2018

Q.35c – Typical Range for Lump Sum Payments – Real Estate Assistance/Transactions*

* of those offering lump sum payments (Q. 32)* of those offering lump sum payments (Q34)

Don’tknow

13%

$10,000 or more

23%

$5,000 to $9,999

14%

Lessthan

$5,00023%

No

lump sum offered

27%

Total

10%

25%

13%24%

29%

Less than 500

Salaried Employees

18%

19%

13%18%

33%

5000+

Salaried Employees

10%

25%

16%

27%

21%

500-4999

Salaried Employees


800-638-9797

Don’t know

11%

$10,000 or more

26%

$5,000 to $9,999

18%

Lessthan

$5,00023%

No lump sum

offered21%

Total

13%

22%

17%13%

35%

5000+

Salaried Employees

Relocation Costs

171April 2018

Q.35c – Typical Range for Lump Sum Payments – Household Goods Shipping/Storage*


14%

27%

15%

31%

14%Less than 500

Salaried Employees

8%

30%

22%

26%

15%

500-4999

Salaried Employees


800-638-9797

Don’t

know8%

$10,000 or more

48%$5,000 to $9,999

19%

Less than

$5,00017%

No lump sum

offered9%

Total

10%

47%20%

8%

14%

5000+

Salaried Employees

Relocation Costs

172April 2018

Q.35c – Typical Range for Lump Sum Payments – Entire Relocation Cost*

5%

47%

23%

21%4%

Less than 500

Salaried Employees

9%

49%14%

21%

7%

500-4999

Salaried Employees



800-638-9797

Don’t know

12%

$5,000or more

21%

$2,500 to $4,999

14%

Less than $2,500

27%

No lump sum

offered25%

Total

12%

19%

9%

36%

25%

Less than 500

Salaried Employees

9%

24%

22%

26%

20%

500-4999

Salaried Employees

15%

20%

12%21%

32%

5000+

Salaried Employees

Relocation Costs

173April 2018

Q.35c – Typical Range for Lump Sum Payments – Rental Assistance/Transactions*



800-638-9797

Don’t know

12%

$5,000or more

20%

$2,500 to $4,999

16%

Lessthan

$2,50038%

No lump sum

offered15%

Total

12%

16%

23%

39%

11%Less than 500

Salaried Employees

6%

27%

8%48%

11%

500-4999

Salaried Employees

16%

17%

17%26%

23%

5000+

Salaried Employees

Relocation Costs

174April 2018

Q.35c – Typical Range for Lump Sum Payments – Travel Expenses*



800-638-9797

Don’tknow

11%

$5,000or more

27%

$2,500 to $4,999

22%

Lessthan

$2,50021%

No lump sum

offered19%

Total

15%

28%

18%

11%

27%

5000+

Salaried Employees

Relocation Costs

175April 2018

Q.35c – Typical Range for Lump Sum Payments – Temporary Housing*


11%

20%

18%32%

19%

Less than 500

Salaried Employees

6%

33%

28%

22%

11%

500-4999

Salaried Employees


800-638-9797

Don’tknow

12%

$5,000or more

26%

$2,500 to $4,999

14%

Lessthan

$2,50033%

No lump sum

offered15%

Total

16%

34%

12%

25%

13%

5000+

Salaried Employees

Relocation Costs

176April 2018

Q.35c – Typical Range for Lump Sum Payments – Miscellaneous Expense Allowances*


12%

17%

17%33%

22%

Less than 500

Salaried Employees

9%

26%

13%

42%

10%

500-4999

Salaried Employees


800-638-9797

Not Tracked

Other

Outsourced

Relocation Team Staff Member

Finance/Procurement Department

Relocating Employee

Human Resources Staff Member

3%

1%

14%

22%

29%

29%

55%

Relocation Costs

177April 2018

Q.35d – Lump Sum Spending/Allocation per Employee Tracking - Performed by:*

Total



800-638-9797

Relocation Costs

178April 2018


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

Human Resources Staff Member 55% 65% 63% 37%

Relocating Employee 29% 24% 33% 30%

Finance/Procurement Department 29% 34% 38% 15%

Relocation Team Staff Member 22% 6% 26% 32%

Outsourced 14% 6% 13% 22%

Other 1% 1% 1% 1%

Not Tracked 3% 0% 2% 7%


Q.35d – 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%

4%

19%

22%

23%

37%

45%

Relocation Costs

179April 2018

Q.35d – Lump Sum Spending/Allocation per Employee Tracking - Method:*

Total



800-638-9797

Relocation Costs

180April 2018


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

Submission of Expense Reports 45% 51% 45% 39%

Excel Spreadsheet 37% 40% 44% 27%

In-House Software Report 23% 19% 27% 23%

Online Reporting Tool/Mobile App 22% 18% 29% 19%

Outsourced 19% 12% 14% 31%

Other 4% 4% 4% 3%

Not Tracked 4% 1% 3% 8%


Q.35d – Lump Sum Spending/Allocation per Employee Tracking - Method:*


800-638-9797


181April 2018

Q.36 – Age Range of Most Frequently Relocated Salaried Employee*


More than 50 years

3%

46-50 years

10%

41-45years

20%

36-40 years

29%

30-35 years

28%

Less than 30

years9%

Total

5%

12%

19%

26%

30%

8%Less than 500

Salaried Employees

2%

13%

19%

32%

22%

13%

5000+

Salaried Employees

3%

7%

21%

29%

32%

7%

500-4999

Salaried Employees


800-638-9797

Other

Yes, Based on PolicyTier/Reimbursement Level

Yes, for Transferees

Yes, on an "As Needed/Requested"Basis

Yes, for International Relocations

Yes, for New Hires

Yes, for Domestic Relocations

Yes, for All Relocations

1%

2%

5%

7%

8%

10%

15%

38%

182April 2018

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

TotalCandidate Assessments

Yes65%

No35%

Total

Employee, Spousal & Assistance Issues




800-638-9797

183April 2018




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

No, Candidate Assessments are Not Performed 35% 33% 26% 46%

Yes, for All Relocations 38% 39% 45% 29%

Yes, for Domestic Relocations 15% 14% 19% 12%

Yes, for New Hires 10% 13% 12% 6%

Yes, for International Relocations 8% 3% 10% 10%

Yes, on an “As Needed/Requested” Basis 7% 7% 5% 10%

Yes, for Transferees 5% 3% 6% 4%

Yes, Based on Policy Tier/Reimbursement Level 2% 3% 0% 4%

Other 1% 1% 0% 3%


800-638-9797

Total Less than 500 500-4999 5000+

25% 25%23%

26%

184April 2018

Q.38 – In 2017, What Approximate Percentage of Your Relocations Involved: Female Employees*

Average Percent





800-638-9797

185April 2018

Q.38 – In 2017, What Approximate Percentage of Your Relocations Involved: Wife/Female Partner (Trailing Spouse)*




Total Less than 500 500-4999 5000+

27% 26% 25%29%

Average Percent


800-638-9797

186April 2018

Q.38 – In 2017, What Approximate Percentage of Your Relocations Involved: Husband/Male Partner (Trailing Spouse)*




Total Less than 500 500-4999 5000+

25% 25% 25% 25%

Average Percent


800-638-9797

187April 2018

Q.38 – In 2017, What Approximate Percentage of Your Relocations Involved: Employees with Children*




Total Less than 500 500-4999 5000+

35%

29%

37%40%

Average Percent


800-638-9797

Total Less than 500 500-4999 5000+

44%37%

55%

40%

188April 2018



Q.39 – Companies Offering Elder Care Assistance*

* % of companies indicating they offer this assistance (Q39)


800-638-9797

189April 2018

Q.39 – Elder Care Assistance Offered

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

No Elder Care Assistance 56% 63% 45% 60%

Provide Paid Personal Leave Days 21% 17% 25% 22%

Allow Flexible Scheduling or Telecommuting 19% 16% 23% 18%

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

18% 10% 27% 17%

Allow Employee to Use Pre-Tax Dollars for Outside Care

15% 14% 20% 12%

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

11% 9% 16% 9%

Other 2% 1% 3% 1%




800-638-9797

Total Less than 500 500-4999 5000+

59%

45%

68%63%

190April 2018

Q.40 – Companies Offering Childcare Assistance*

* % of companies indicating they offer this assistance (Q40)




800-638-9797

191April 2018

Q.40 – Childcare Assistance Offered

Childcare Assistance Total Less than 500 500-4999 5000+

No Childcare Assistance 41% 55% 32% 37%

Provide List of Local Schools/Educational Options

28% 16% 34% 34%

Provide List of Childcare Providers/Services and/or Agencies

27% 18% 32% 30%

Allow Employee to Use Pre-Tax Dollars for Outside Care

24% 21% 26% 26%

Provide Paid Personal Leave Days 22% 17% 25% 26%

Allow Flexible Scheduling or Telecommuting 19% 17% 23% 19%

Reimburse Childcare Costs 14% 8% 24% 10%

Other 1% 1% 1% 1%




800-638-9797

192April 2018

Q.41 – Frequency of Employee’s Relocation Being Affected by the Employment Status of His/Her Spouse/Partner*

Never7%

Seldom34%

Frequently44%

Almost always

16%

Total

11%

35%

34%

20%

Less than 500

Salaried Employees

5%

35%

50%

10%

5000+

Salaried Employees



4%32%

46%

17%

500-4999

Salaried Employees


800-638-9797

27%

24%

14%

22%

6%

13%

7%

8%

59%

50%

59%

56%

5000+ Salaried Employees

500-4999 Salaried Employees

Less than 500 Salaried Employees

Total

Without Restriction

Not at Same Location

Not in Same Dept/Division

193April 2018

Q.42 – Companies that Allow the Hiring of Spouses of Employees*

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

92%

80%

87%

86%



800-638-9797

Total Less than 500 500-4999 5000+

59%

50%

59%

68%

194April 2018

Q.42a – Companies that Assist an Employee’s Spouse or Partner in Finding Employment in the New Location*





800-638-9797

Other

Find Employment Outside Company

Reimburse for Career Transition Expenses

Provide Interviewing Skills Training

Find Employment Within Company

Pay for Outplacement/Career Services from an

Outside Firm

Provide Resume Preparation Assistance

Provide Networking Assistance

2%

19%

23%

24%

25%

26%

30%

48%

195April 2018

Total


Q.42b – Methods of Spousal/Partner Employment Assistance*

* of those who provide assistance (Q42a)


800-638-9797

196April 2018

Q.42b – Methods of Spousal/Partner Employment Assistance*

* of those who provide assistance (Q42a)


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



Pay for Outplacement/Career Services from an Outside Firm

26% 19% 23% 33%



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

23% 14% 26% 27%

Find Employment Outside Company 19% 19% 22% 16%

Other 2% 0% 3% 2%



800-638-9797

197April 2018

Q.42c – Approximate Percentage of Relocated Employees with a Spouse/Partner Who Used Employment Assistance*

* of those who provide assistance (Q42a) / excludes those who don’t know



Average Percent

Total Less than 500 500-4999 5000+

30%26%

35%

29%

Average Percent


800-638-9797

30%27%

25% 25% 24% 24% 23% 22% 21% 20%18% 17% 17%

13%11% 10%

1%

Supplier Management

198April 2018

Q.43 – Respondents were given a list of possible outsourced relocation services in 2017 –the answers received indicate that…

TotalServices Outsourced

Total

Outsourced

Did Not Outsource

30%

70%


800-638-9797

Supplier Management

199April 2018

Q.43 – Services Outsourced to a Relocation Service, HRO or Brokerage Firm in 2017

Services Outsourced in 2017 Total Less than 500 500-4999 5000+

Did Not Use a Relocation Service, HRO or Brokerage Firm in 2017 30% 51% 26% 14%

Real Estate Sales/Marketing 30% 15% 27% 48%

Contract of Household Goods Carrier 27% 14% 25% 43%

Counseling about the Planning & Details of Relocation 25% 15% 21% 40%

Real Estate Purchase 25% 11% 22% 42%

Counseling about Company Policy 24% 12% 25% 35%

Management of Full Relocation Program 24% 13% 19% 39%

Expense Management/Tracking/Reimbursement Services 23% 10% 20% 37%

Orientation Tours at New Location 22% 11% 22% 32%

Coordination & Monitoring of Shipment 21% 12% 17% 34%

Tax Gross-Up Assistance 20% 10% 19% 30%

Arrangement of Family’s Transportation & Accommodations 18% 10% 17% 28%

Assistance with Employee Claims Preparation & Submission 17% 13% 12% 28%

Property Management 17% 8% 19% 23%

Audit and/or Payment of Invoice(s) 13% 6% 11% 21%

Supplementary Services (appliances, cleaning, etc.) 11% 6% 12% 15%

Compensation Services (i.e. payroll arrangements, tax compliance, etc.) 10% 7% 8% 16%

Other 1% 0% 0% 2%



800-638-9797

Supplier Management

200April 2018

Q.43a – Department(s) that Select a Relocation Service, HRO or Brokerage Firm*

* of those companies who outsourced (Q43)

Total

Other

Procurement

Executive Management

Relocation/Mobility Services

Human Resources

3%

19%

19%

39%

63%


800-638-9797

Supplier Management

201April 2018

Q.43a – Department(s) that Select a Relocation Service, HRO or Brokerage Firm*

* of those companies who outsourced (Q43)

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

Human Resources 63% 81% 69% 47%

Relocation/Mobility Services 39% 15% 29% 62%

Executive Management 19% 26% 23% 11%

Procurement 19% 12% 16% 25%

Other 3% 1% 3% 3%



800-638-9797

Supplier Management

202April 2018

Q.44 – 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+

23% 27% 23% 19%

40%45%

40%35%

73%56%

76%84%

Paid Directly by theCompany

Paid by the EmployeeThen Reimbursed

Paid by Employee andNot Reimbursed


* respondents could indicate more than one method was used


800-638-9797

Supplier Management

203April 2018

Q.44 – 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+

23% 27% 25%18%

37%41% 47%

23%

65%55% 62%

79% Paid Directly by theCompany

Paid by the EmployeeThen Reimbursed

Paid by Employee andNot Reimbursed


* respondents could indicate more than one method was used


800-638-9797

2%

16%

22%

28%

32%

500-4999

Salaried Employees

Other2%

Relocation Firm

18%

Employee24%

Company & Employee

23%

Company34%

Total

2% 30%

11%

10%

47%

5000+

Salaried Employees

Supplier Management

204April 2018

Q.45 – Who Selects the Household Goods Carrier for Your Employee’s Relocation?

1%

8%

39%

31%

22%

Less than 500

Salaried Employees


800-638-9797

Supplier Management

205April 2018

Q.45a – 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%

11%

12%

27%

48%

* of those where company is involved in carrier selection (Q45)


800-638-9797

Supplier Management

206April 2018

Q.45a – Department(s) that Select a Household Goods Carrier for Employee’s Relocation*

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

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

Human Resources 48% 62% 49% 36%



Procurement 11% 8% 15% 11%

Other 2% 2% 2% 3%


* of those where company is involved in carrier selection (Q45)


800-638-9797

207April 2018

Q.46a – Compared to 2016, Did the Number of Employees Your Company Relocated Internationally During 2017…*

International

* of those who relocate internationally (Q2)


4%

Decrease Somewhat

17%

Stay AboutThe Same

38%

Increase Somewhat

31%


10%

Total

8%

10%

48%

23%

13% Less than 500

Salaried Employees

2%22%

38%

29%

10%

5000+

Salaried Employees

6%

13%

34%

38%

9%

500-4999

Salaried Employees


800-638-9797

208April 2018

Q.46b – Compared to 2017, Do You Anticipate that the Number of Employees Your Company Will Relocate Internationally During 2018 Will…*

International



6%

Decrease Somewhat

14%

Stay AboutThe Same

41%

Increase Somewhat

30%


9%

Total

15%

10%

45%

20%

10% Less than 500

Salaried Employees

4%16%

45%

28%

8%

5000+

Salaried Employees

4%

15%

34%

38%

9%

500-4999

Salaried Employees


800-638-9797

Less than 3

months8%

4 to 12 months

18%

More than 12 months, less than 3 years

47%

3 yearsor more

27%

Total

4%

8%

57%

32%

5000+

Salaried Employees

209April 2018

Q.46c – What is the Typical International Relocation Assignment Duration for Employees at Your Company?*

International


20%

28%

23%

30%

Less than 500

Salaried Employees

9%

31%

44%

16%

500-4999

Salaried Employees


800-638-9797

International

210April 2018

Q.46d – In 2017, What Percentage of Your International Relocations Were…*

Total Less than 500 500-4999 5000+

8% 5% 5% 9%

24% 30%21%

24%

55% 54%

57%

54%

14% 11%19%

12%

Less than 12 months

1-3 years

More than 3 years

Other


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

(Average Percent)


800-638-9797

International

211April 2018

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

Q.46d – In 2017, What Percentage of Your International Relocations Were…*

38%

37%

39%

37%

6%

10%

7%

5%

Total

Less than 500

500-4999

5000+

Fully Covered/Reimbursed

Lump Sum Payment Only

By Company Size (Salaried Employees)(Average Percent)


800-638-9797

212April 2018

Q.46e – Compared to 2017, Do You Expect the Number of International Short-Term/Temporary Assignments (Less than 12 Months) in 2018 to…*

International



6%

DecreaseSomewhat

8%

Stay AboutThe Same

51%

Increase Somewhat

25%


10%

Total

15%

10%

50%

10%

15% Less than 500

Salaried Employees

2%

9%

50%

27%

12%

5000+

Salaried Employees

7%6%

53%

29% 4%

500-4999

Salaried Employees


800-638-9797

International

213April 2018

Q.46f – Companies with a Formal Policy for: International Relocation Assignments* (1-3 years)

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


Total Less than 500 500-4999 5000+

77%

40%

81%87%


800-638-9797

Total Less than 500 500-4999 5000+

62%

40%

62%

70%

International

214April 2018

Q.46f – Companies with a Formal Policy for: Permanent Transfers* (International)




800-638-9797

Total Less than 500 500-4999 5000+

57%

38%

57%63%

International

215April 2018

Q.46f – Companies with a Formal Policy for: Localization* (International)




800-638-9797

Total Less than 500 500-4999 5000+

50%

33%

50%57%

International

216April 2018

Q.46f – Companies with a Formal Policy for: Intra-Regional Assignments* (International)




800-638-9797

International

217April 2018

Q.46g-1 – Does Your Company Have Different Tiers (or Levels) Within Its Policy for International Relocation Assignments (1-3 Years)?*

Five or more

5%

Four11%

Three25%

Two19%

No Tiers/

Single Policy

40% Total

3%

6%

19%

19%

52%

Less than 500

Salaried Employees

9%

13%

27%15%

37%

5000+

Salaried Employees

0%

10%

24%

26%

40%

500-4999

Salaried Employees



800-638-9797

Total Less than 500 500-4999 5000+

2.21.9 2.0

2.4

International

218April 2018

Q.46g-1 – Average Number of Tiers (or Levels) Within International Relocation Assignments Policy*


* of those who relocate internationally (Q2) with tiers/levels (Q46g-1)


800-638-9797

International

219April 2018

Q.46g-2 – Does Your Company Have Different Tiers (or Levels) Within Its Permanent Transfers (International) Policy?*

Five or more

5%

Four7%

Three25%

Two18%

No Tiers/

Single Policy

45%Total

7%

0%20%

27%

47%

Less than 500

Salaried Employees

5%

9%

26%

12%

48%

5000+

Salaried Employees

5%

5%

26%

26%

38%

500-4999

Salaried Employees

* of those who relocate internationally (Q2) with permanent transfers policy (Q46f)


800-638-9797

Total Less than 500 500-4999 5000+

2.11.9

2.1 2.1

International

220April 2018

Q.46g-2 – Average Number of Tiers (or Levels) Within Permanent Transfers (International) Policy*


* of those who relocate internationally (Q2) with permanent transfers policy (Q46f) with tiers/levels (Q46g-2)


800-638-9797

International

221April 2018

Q.46g-3 – Does Your Company Have Different Tiers (or Levels) Within Its Localization (International) Policy?*

Five or more

4%

Four8%

Three21%

Two21%

No Tiers/

Single Policy

46%

Total

7%

0%20%

47%

27%

Less than 500

Salaried Employees

4%

9%

21%

12%

54%

5000+

Salaried Employees

3%

9%

24%

26%

38%

500-4999

Salaried Employees

* of those who relocate internationally (Q2) with localization policy (Q46f)


800-638-9797

Total Less than 500 500-4999 5000+

2.0 2.1 2.1 2.0

International

222April 2018

Q.46g-3 – Average Number of Tiers (or Levels) Within Localization (International) Policy*


* of those who relocate internationally (Q2) with localization policy (Q46f) with tiers/levels (Q46g-3)


800-638-9797

Five or more

2%

Four8%

Three24%

Two21%

No Tiers/

Single Policy

44%Total

8%

0% 23%

31%

38%

Less than 500

Salaried Employees

International

223April 2018

Q.46g-4 – Does Your Company Have Different Tiers (or Levels) Within Its Intra-Regional Assignments (International) Policy?*

2%

10%

23%

16%

50%

5000+

Salaried Employees

0%

9%

27%

27%

36%

500-4999

Salaried Employees

* of those who relocate internationally (Q2) with intra-regional assignments policy (Q46f)


800-638-9797

Total Less than 500 500-4999 5000+

2.0 2.1 2.1 2.0

International

224April 2018

Q.46g-4 – Average Number of Tiers (or Levels) Within Intra-Regional Assignments (International) Policy*


* of those who relocate internationally (Q2) with intra-regional assignments policy (Q46f) with tiers/levels (Q46g-4)


800-638-9797

International

225April 2018

Total

Q.46h – What Are Your Different Tiers (or Levels) Based On?*

Other

Company vs. Employee Initiated

Homeowner/Renter Status

Assignment Location/Region

Assignment Objectives

New Hire/Current Employee Status

Length of Assignment

Position/Job Title

Job or Grade Level

1%

21%

23%

25%

26%

27%

38%

43%

54%



800-638-9797

International

226April 2018

Q.46h – 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.)

54% 47% 46% 60%







Company vs. Employee Initiated Relocation 21% 7% 19% 25%

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

Higher Rental Housing Allowance

Higher Relocation Allowances

Additional Leave Time

Financial Services Assistance

Intercultural & Language Training

International Transportation Allowance

Allowances for Children to Attend Certain Schools

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

Additional Tax Considerations

No Difference Between Intl & Domestic Policies

4%

6%

18%

19%

22%

30%

30%

30%

31%

31%

33%

35%

36%

41%

15%

International

227April 2018

Total


Q.46i – Comparing Your International Relocation Policy to Your Domestic Relocation Policy, Does Your Company’s International Relocation Policy Offer…*


800-638-9797

International

228April 2018

Q.46i – 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 & Domestic Relocation Policies 15% 40% 12% 9%

Additional Tax Considerations 41% 10% 35% 55%

Additional Leave Time (Inc. 1 Visit Back to Home Country) 36% 8% 34% 47%

Allowances for Children to Attend Certain Schools 35% 13% 21% 52%

International Transportation Allowance (i.e. rental car, commuting costs, etc.) 33% 13% 28% 43%

Intercultural & Language Training 31% 3% 19% 48%

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

31% 5% 32% 39%

Additional Leave Time 30% 23% 37% 29%

Higher Relocation Allowances 30% 23% 26% 35%

Higher Rental Housing Allowance 30% 15% 25% 39%

Increased Allowances for Permanent Storage 22% 13% 19% 27%

Security Support Program 19% 5% 19% 25%

Extended Per Diem Charges 18% 8% 24% 18%

Allowances for Elder Care 6% 5% 9% 4%

Other 4% 5% 6% 3%



800-638-9797

20%

80%

0%

36%

30% 30%29%29% 29% 29% 28%26% 25% 25% 24% 24%

22%

17%14%

2%

International

229April 2018

TotalServices Outsourced

Outsourced

Did Not Outsource

Q.46j – Respondents were given a list of possible outsourced international relocation services in 2017 – the answers received indicate that…*



800-638-9797

International

230April 2018

Q.46j – International Services Outsourced to a Relocation Service, HRO or Brokerage Firm in 2017* - By Company Size (Salaried Employees)


International Services Outsourced in 2017 Total Less than 500 500-4999 5000+

Did Not Use a Relocation Service, HRO or Brokerage Firm for Intl Relocation Services in 2017 20% 43% 18% 14%

Visa & Immigration Services 36% 28% 31% 41%

Destination Services/Orientation Tours in Host Country 30% 10% 25% 40%

Contract of Household Goods Carrier for International Shipping 30% 8% 19% 44%

Securing Rental Property in Host Country 29% 15% 24% 38%

Coordination & Monitoring of International Shipment 29% 5% 25% 40%

Counseling about the Planning & Details of Relocating Internationally 29% 18% 24% 35%

Arrangement of Family’s Temporary Accommodations 29% 10% 24% 38%

Management of International Relocation Program 28% 13% 24% 36%

Intercultural & Language Training 26% 10% 13% 39%

Expense Management/Tracking/Reimbursement Services 25% 10% 21% 33%

Arrangement of Family’s International Transportation 25% 10% 25% 30%

Compensation Services (i.e. payroll arrangements, tax compliance, etc.) 24% 13% 19% 31%

Counseling about Company Policy Concerning International Relocation 24% 15% 21% 28%

Repatriation Services 22% 10% 15% 30%

Property Management of Home at Origin 17% 13% 12% 22%

International Real Estate (sales/marketing and/or purchases) 14% 8% 10% 18%

Other 2% 0% 3% 3%


800-638-9797

Other

Find Employment Outside Company

Find Employement Within the Company

Reimburse for Career Transition Expenses

Pay for Work Visa in New Location

Provide Interviewing Skills Training

Pay for Outplacement/Career Svcs from

Outside Firm

Provide Resume Preparation Assistance

Provide Networking Assistance

5%

9%

10%

13%

14%

17%

17%

17%

23%39%

61%

International

231April 2018

Q.46k – Method of Employment Assistance for Internationally Relocated Employee’s Spouse or Partner*

TotalNo Assistance

Offer Assistance



800-638-9797

232April 2018

International

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

No Assistance 39% 48% 40% 36%



Pay for Outplacement/Career Services from an Outside Firm

17% 18% 15% 18%


Pay for Work Visa in New Location 14% 18% 16% 12%

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

13% 5% 18% 12%


Find Employment Outside Company 9% 10% 10% 9%

Other 5% 3% 3% 6%


Q.46k – Method of Employment Assistance for Internationally Relocated Employee’s Spouse or Partner*



800-638-9797

Don't Know

Other

Illness

Job Performance Issues

Host Country Infrastructure Inadequacies

Safety Concerns

Lack of Adaptability by Employee

Lack of Spousal/Partner Assistance

Financial Issues/Concerns

Lack of Adaptability by the Spouse/Partner

Personal Reason (non-disclosed)

Family Issues/Ties

No International Relocations Declined or Failed

16%

1%

6%

9%

11%

14%

14%

18%

22%

22%

31%

46%

13%

233April 2018

Q.46l – In 2017, Reasons Cited for an Employee Declining an International Relocation or for an International Relocation to Fail*

Total

International



800-638-9797

234April 2018

International


Q.46l – In 2017, 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 13% 25% 13% 8%


Personal Reason (non-disclosed) 31% 30% 29% 32%

Lack of Adaptability by the Spouse/Partner 22% 18% 19% 25%

Financial Issues/Concerns 22% 13% 24% 25%

Lack of Spousal/Partner assistance 18% 13% 16% 21%

Lack of Adaptability by Employee 14% 10% 12% 18%

Safety Concerns (i.e. war/terrorism/political unrest/etc.) 14% 5% 16% 15%

Host Country Infrastructure Inadequacies 11% 3% 15% 11%

Job Performance Issues 9% 10% 9% 10%

Illness 6% 5% 12% 4%

Other 1% 3% 1% 0%

Don’t Know 16% 13% 16% 18%



800-638-9797

Other6%

Govt/ Military

6%

Wholesale/ Retail

10%

Service(Non-Profit)

11%

Financial12%Mftg/

Processing

21%

Service (Profit)

35%

Total

6%9%

10%

2%

16%

19%

39%

5000+

Salaried Employees

4%

5%

8%

21%

4%22%

35%

Less than 500

Salaried Employees

7%5%

12%

9%

14%23%

30%

500-4999

Salaried Employees


235April 2018

Q.47 – Business Classifications of Companies Participating


800-638-9797

8%

10%

8%

10%

12%5%

7%

39%

Total

21%

21%

20%

16%

11%

3%

4%

4%

Less than 500

Salaried Employees

3%

9% 4%

11%

20%

9%11%

33%

500-4999

Salaried Employees


236April 2018

* excludes blank responses

Q.48 – Participating Companies Annual Sales for 2017*

0%1%

2%

4%4%

3%

6%

80%5000+

Salaried Employees


800-638-9797

1% 3%

4%

19%

18%

16%

41%

Total

1%

1%

3%

6%

12%

17%60%

Less than 500

Salaried Employees

0%

6%5%

16%

21%17%

36%

500-4999

Salaried Employees1%

1%4%

34%

19%

14%

26%

5000+

Salaried Employees


237April 2018

Q.49 – Departmental Function


800-638-9797


238April 2018

Total

Q.50 – Respondent’s Department Reports to…

Other


Shared Services/Procurement/Purchasing

Finance/Accounting

Human Resources/Personnel-Compensation &Benefits

Human Resources/Personnel-TalentManagement

Human Resources/Personnel-General/Administration


0%

3%

3%

4%

10%

10%

21%

50%


800-638-9797


239April 2018

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


Human Resources/Personnel–General/Administration 21% 9% 26% 28%

Human Resources/Personnel-Talent Management 10% 2% 10% 17%

Human Resources/Personnel–Compensation & Benefits

10% 6% 11% 12%

Finance/Accounting 4% 3% 3% 4%

Shared Services/Procurement/Purchasing 3% 1% 3% 5%


Other 0% 1% 0% 1%


Q.50 – Respondent’s Department Reports to…


800-638-9797


240April 2018

Total

Q.51 – Respondent’s Position

Other

HR Assistant

Recruiter

Coordinator

Supervisor

Relocation Administrator

Manager

Director

Vice President

President

4%

3%

5%

4%

3%

9%

31%

28%

10%

3%


800-638-9797


241April 2018

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

President 3% 3% 4% 1%

Vice President 10% 10% 11% 10%

Director 28% 34% 28% 23%

Manager 31% 30% 26% 37%

Relocation Administrator 9% 2% 12% 12%

Supervisor 3% 1% 3% 4%

Coordinator 4% 7% 6% 1%

Recruiter 5% 4% 4% 7%

HR Assistant 3% 2% 3% 4%

Other 4% 6% 3% 3%


Q.51 – Respondent’s Position


800-638-9797


242April 2018

Total

Q.52 – Trade Publications Respondent’s Regularly Read

Other(s)

Runzheimer Reports on Relocation

National Relocation & Real Estate

The Relocation Report

Human Resources Outstanding (HRO) Today

Workforce

Mobility

Employee Benefits News

HR News

Human Resource Executive

HR Magazine

None

3%

6%

6%

7%

16%

19%

21%

23%

28%

30%

43%

16%


800-638-9797


243April 2018

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

None 16% 17% 12% 18%

HR Magazine 43% 57% 39% 34%

Human Resource Executive 30% 33% 34% 24%

HR News 28% 35% 32% 18%

Employee Benefits News 23% 32% 23% 15%

Mobility 21% 9% 18% 35%

Workforce 19% 24% 18% 14%

Human Resources Outsourcing (HRO) Today 16% 17% 17% 14%

The Relocation Report 7% 6% 13% 3%

National Relocation & Real Estate 6% 6% 8% 5%

Runzheimer Reports on Relocation 6% 3% 6% 10%

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


Q.52 – Trade Publications Respondent’s Regularly Read


800-638-9797


244April 2018

Total

Q.53 – Respondent Membership in Relocation-Related Associations

Other(s)

NFTC

Forum for Expatriate Management

CERC-Canada

HRPA

Regional or Local Relocation Council

Worldwide ERC

SHRM

None

5%

4%

4%

5%

14%

15%

25%

40%

26%


800-638-9797


245April 2018

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

None 26% 33% 26% 19%

Society of Human Resource Management (SHRM) 40% 49% 35% 35%

Worldwide ERC (formerly Employee Relocation Council – ERC)

25% 12% 21% 41%

Regional or Local Relocation Council 15% 5% 15% 24%

Human Resources Professionals Association (HRPA) 14% 11% 17% 12%

Canadian Employee Relocation Council (CERC – Canada)

5% 4% 6% 4%

Forum for Expatriate Management (FEM) 4% 1% 3% 9%

National Foreign Trade Council (NFTC) 4% 2% 6% 4%

Other(s) 5% 4% 4% 6%


Q.53 – Respondent Membership in Relocation-Related Associations


800-638-9797

246April 2017

Contact Information

For further details and survey results from prior years…

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

Or contact:

Lauren Crays

Director, Corporate MarketingAtlas Van Lines, Inc. 1212 St. George Rd.Evansville, IN 47711

toll-free: 800-638-9797 ext.# 2213e-mail: [email protected]

http://www.atlasvanlines.com/survey

mailto:[email protected]

Documents

Management Summary & Results Charts - Atlas Van …...Relocation Volumes & Budgets (cont.) As volumes increased in the years after the Great Recession, budgets did not initially keep