Relocation benefits play a critical role at the start of long-term international assignments. For employees, they shape first impressions, influence family decisions and set the tone for a successful move. For employers, they rank among the most cost-sensitive elements of the mobility package, leading organisations to carefully consider what they offer.

Our 2026 International Relocation Benefits Survey shows which relocation benefits organisations typically provide, and the survey results highlight how employers are refining relocation support – focusing on practical help that enables assignees to settle quickly, while tightening cost management where necessary.

Below is a practical overview of the relocation support organisations most commonly offer at the point an international assignment begins, and the trends shaping current practice.

Look-see visits – targeted support to help with key decisions

Look-see visits before the employee goes on assignment tend to be offered selectively, often just to those who have not previously spent time in the host location. When they do take place, this is mainly to help inform decisions on housing and schooling options, as well as to assess the overall suitability of the host location for the employee and their family.

Immigration support – essential and near-universal

Support with work permits and visas remains a cornerstone of relocation assistance, vital to overcoming logistical barriers and ensuring a hassle-free move. This is usually extended to accompanying partners and children too.

Shipping and storage – widespread support with defined limits

Shipping of household goods remains standard practice, but employers are increasingly setting clear limits on what they will cover in response to heightened uncertainty around shipping costs. Rising costs may also be causing more to store goods in the home location instead of shipping them, but limits on the amount of home storage allowed are also being tightened in many organisations.

Travel for relocation – economy class increasingly standard

Providing economy class tickets for relocation travel is becoming more common across all seniorities and flight times as employers cut back. Relocation travel policies are mostly aligned with wider business travel practices, with family members typically included for relocation travel and related insurance cover.

Relocation leave and temporary accommodation – growing focus on practical support

Relocation leave and temporary accommodation are both increasingly provided. This suggests greater emphasis on giving relocating employees time and space to settle effectively, particularly where shipping delays or challenges securing long-term housing affect the early stages of the move.

Orientation and briefing services – supporting smooth adaptation

Orientation and briefing services are supported by most employers in at least some cases, with briefings that are key to a smooth adaptation process – on tax, the settling-in process and the host location – among the services most commonly offered. Relocation services providers often arrange these services, and support generally involves accompanying partners where relevant.

Settling-in allowances – flexible support for smaller costs

Settling-in allowances remain a regular feature in relocation packages, most commonly intended to cover smaller household purchases such as basic appliances. Most employers pay a fixed amount, either as a set allowance for their whole assignee population (more prevalent among organisations based in Asia) or with variations based on factors like family size.