Are You Rethinking International Relocation Benefits for Assignments?

In a rapidly changing world, the way companies support international assignments is under fresh scrutiny. ECA International’s recent blog, “Rethinking relocation benefits: is your policy keeping pace with reality?”, challenges mobility leaders to re-examine whether their relocation policies truly align with today’s evolving needs — and offers insights into how to build packages that are both effective and sustainable. 

At the heart of ECA’s argument is the notion that traditional, “one-size-fits-all” relocation benefits may no longer cut it (by the way, we agree!). What worked before the pandemic isn’t always suited to today’s talent demands, cost pressures, and shifting expectations. Instead, mobility teams are increasingly exploring flexible, employee-centric models that allow more tailored support — without losing control of costs.

Key Take-Aways from ECA’s Perspective

1. Flexibility Is Becoming Non-Negotiable
   A big theme in the article is the rise of more flexible approaches. While rigid lump-sum relocation packages were once the norm, companies are now experimenting with “credit- or points-based” programs and/or “core-flex” models. These hybrid strategies strike a balance between giving employees choice and keeping some structure and cost control. But, as ECA points out, flexibility can bring a few challenges: complexity, inconsistency, and administrative burden can easily creep in if not managed thoughtfully. We believe these can be eliminated through technology and great processes.

2. Cost Conundrum: Cut Smart, Not Blind
   Relocation costs remain large, and many companies are looking for ways to optimize. ECA highlights several areas for potential efficiency gains:

   • Rethinking look-see visits — are they essential for every assignment? We have seen when offered as part of a traditional package they are less and less utilized and used as fodder for exception requests.

   • Optimizing shipping and storage — smaller, consolidated consignments or alternative shipping methods may deliver better value.  Some situations an employee and family may need more, but many need less than traditionally approved.

   • Reviewing temporary accommodation — extended hotel stays can be expensive and impersonal; more cost-effective alternatives could (and do) exist. 

   • Reassessing settling-in allowances — are they aligned with the real costs of what employees need when they arrive? 

   The key, ECA argues, is not just cutting, but doing so in a way that doesn’t undermine the assignee experience or damage the employer brand.

3. Sustainability Is Now a Policy Lever
   Environmental considerations have been and are continuing to creep into relocation benefit design more than ever and are appealing to many employees. According to ECA, some organizations are moving away from traditional shipping in favor of furniture allowances, or opting for surface freight instead of air to lower emissions. What’s interesting is that these sustainability measures aren’t just “nice to have” — they need to be balanced with duty of care and fairness. For example, reducing shipping may mean longer transit times, which could frustrate relocating employees. 

4. Benchmarking = Strategic Advantage
   One of the most powerful points ECA makes is that mobility teams can’t guess well when making these trade-offs. Without benchmarking data, decisions around shipping, accommodation, and flexibility are often guesswork. That’s where ECA’s International Relocation Benefits Survey comes in.

Why You Should Participate in ECA’s Survey (and Why It Matters)

ECA’s survey aims to gather real-world data on how organizations are rethinking relocation benefits. It’s a chance to understand where the market is going — and how leading firms are balancing flexibility, cost, and sustainability.

Here’s what’s on the line:

• You’ll gain insight into how other organizations are structuring benefits — enabling smarter, more competitive relocation policies.

• You'll contribute to a data-driven conversation that could reshape the way mobility teams operate.

• By participating by 21 November, you’ll get free access to the full report when it's published in January — offering detailed benchmarking results. 

ECA’s point is simple but powerful: the right policy balance depends on who you’re relocating, where they’re going, and what your business priorities are. Benchmarking helps you make those decisions confidently and cost-efficiently.

In short: If your organization supports long-term international assignments, this is more than just a survey — it's a chance to ensure your relocation policies remain relevant, effective, and sustainable. Your input matters, and participating gives you a seat at the table to shape future best practices.

Take the survey: ECA’s International Relocation Benefits Survey