Articles & Whitepapers

Managing corporate relocations is what we do—it’s a dynamic mix of logistics, strategy, and people management.  NEI is dedicated to keeping our clients ahead of the curve. Over the past year, we’ve published a wealth of industry content aimed at informing and supporting our clients. Our content has tackled key real estate developments and offered insights into industry shifts and strategies in navigating global mobility trends.

We’re thrilled to present NEI’s Most Engaging Reads: Top 10 Articles on Corporate Relocation— a carefully selected collection of insights and resources that have resonated most with our readers.

Join us as we dive into the key points of our top articles that’s shaping conversations and driving innovation in the global mobility industry!

1. NAR Lawsuit Update: What to Know (834 views) — discusses the ongoing impact of the NAR settlement provisions that took effect in August 2024 on the real estate market, particularly buyer-broker commissions. Read more

This article addresses important trends in commission structures that are relevant for HR and relocation professionals and emphasizes the need for companies to monitor these developments in order to effectively support their relocating employees.

Given the impact of the lawsuit, it’s not surprising that this article was one of the top 2 most read articles, reflecting its relevance in the current real estate landscape.

Key Points:

• According to a recent survey by Real Brokerage, most home sellers (63%) continue to cover buyer-broker commissions, with no significant changes noted in average commission rates for agents.
• Agents report that competitive rates of 2.5% or higher are still common, with expectations of commissions remaining stable or slightly decreasing in the future.
• Companies may adapt home purchase policies to provide assistance with agent compensation if sellers do not cover these costs, ensuring that relocating employees are properly supported.

2. Tax Treatment of Housing and Other Expenses for Interns vs. Short-Term Domestic Assignees (452 views)—  explains why housing and travel expenses are typically taxable for interns but can be tax-free for short-term domestic assignees. The key difference lies in their "tax home" status and IRS rules for temporary assignments versus internships. Read more

A must-read for HR teams, this article simplifies complex tax rules and provides clear guidance for compliance during intern season.

Key Points:

• Intern housing is taxable since their tax home is the internship location.
• Intern housing may be tax-free only if it meets strict IRS conditions, such as being required and located on the employer’s premises.
• Short-term assignees may receive tax-free housing if the assignment lasts under one year, they maintain a tax home, and work temporarily away from it.

3. NAR Lawsuit Update:  Settlement Provisions Go into Effect (391 views)—    as of August 17, 2024, NAR settlement provisions require buyers to sign agency agreements with their agents, obligating them to pay their agent’s compensation if the seller declines. Multiple Listing Services (MLS) no longer displays cooperative commission offers for buyer agents, and brokers must independently determine compensation rates. A WERC survey revealed that most organizations are still deciding how to adapt, with some planning to cover buyer agent fees or amend existing policies. Read more

This article provides critical insights into the NAR rule changes, helping companies understand and address the evolving landscape of buyer agent compensation.

Key Points:

• Buyers must negotiate agent compensation upfront via signed agreements.
• 62% of organizations remain undecided on addressing these changes in relocation policies.
• Collaboration with vetted relocation-trained agents and brokerages is essential for smooth transitions.

4. Global Rent Increases and the Impact on Company Relocations (299 views) — examines the alarming surge in global rent prices, which have increased by 23.5 percent since 2019, presenting challenges for company relocations and necessitating a reassessment of relocation strategies.

This article highlights the significant challenges posed by rising global rent prices for corporate relocations, emphasizing the need for companies to adapt their strategies and budget accordingly to secure suitable housing for employees. Read more

Key Points:

• Rental prices are projected to continue increasing, driven by factors such as a growing preference for renting among millennials, limited housing supply, rising homeownership costs, and individuals returning to home countries.
• In the U.S. and Canada, renting has become more popular, with significant rent increases in cities like Indianapolis and Chicago. Canada is similarly affected, facing a shortage of housing supply. In EMEA, the U.K. and Dubai are experiencing substantial rent rises due to inflation and competition for housing. APAC markets, particularly Singapore, are seeing rent soar with Singapore now being the most expensive rental market in the world.
• Companies must navigate these rent fluctuations by being proactive in securing housing for transferees and maintaining an appropriate budget to accommodate high rental costs.

5. Relocation Trends: Manufacturing (248 views)— addresses the escalating global labor shortage in the manufacturing sector, amplified by various regional factors and trends that affect industry stability. Key points from the Manufacturing Edition of NEI’s US Domestic All Benefits survey are highlighted. Read more

This article emphasizes the urgency of addressing the labor shortage in manufacturing through immediate and long-term strategies. It highlights the importance for HR and talent.

Key Points:

• The U.S. is anticipated to have up to 2.1 million unfilled manufacturing jobs by 2030, leading to a strong focus on reskilling workers for advanced manufacturing technologies.
• Countries like Germany and Italy are facing labor shortages due to aging populations, which has prompted a move towards increased automation and more immigration to fill gaps.
• Japan’s manufacturing sector is strained by declining birth rates. Meanwhile, while countries like China, India, and Vietnam have youthful populations, they struggle to provide the necessary advanced training. Developing regions, including parts of Africa and Southeast Asia, face challenges from underinvestment in education but hold potential for growth with targeted investment and training.

6. Artificial Intelligence and the Future of Work (243 views)— explores the profound impact of artificial intelligence (AI) on the nature of work and its transformative role in the global workforce landscape. Read more

This article stresses the necessity for companies to adapt to AI's pervasive influence in the workplace. By understanding and leveraging AI, organizations can strategically restructure their workforces and operations to remain competitive in an evolving job market.

Key Points:

• Historically, advancements in technology have both displaced jobs and created new opportunities. However, AI presents unique competition for human roles, challenging the traditional workforce paradigm.
• With AI capabilities such as self-driving trucks and automated financial analysis, the nature of job functions is changing. This prompts a reevaluation of how companies operate, and the skills required from employees.
• AI is influencing recruitment strategies, leading firms to seek talent skilled in AI solutions. It also enables remote work and diverse global teams, but poses challenges in workforce management.

7. New Country Initiatives to Attract Top International Talent (224 views)— discusses how countries are revamping immigration policies to attract skilled labor and top international talent amid increasing global competition. Read more

By adapting their policies to attract and retain skilled workers, countries are positioning themselves for economic success in a rapidly changing demographic landscape.

Key Points:

• Competitive Landscape: Countries are recognizing the need to attract foreign workers to address tight labor markets, as highlighted by the 2023 Hiring & Workplace Trends Report, which indicates a continuation of labor shortages in various economic sectors.
• Strategic Approaches: Successful nations are implementing four key strategies: creating new work visas, modifying immigration policies, providing incentives for occupations in high demand, and enhancing benefits for foreign talent.
• Country-Specific Initiatives: Examples include the UK’s High Potential Individual visa, Hong Kong’s Top Talent Pass Scheme, Finland’s Talent Boost program, and Japan's introduction of the J-Skip and J-Find visas aimed at attracting highly skilled professionals and recent graduates from top universities.

8. 2023 US Domestic All Benefits Survey Overview (195 views)— provides insights from the 2023 U.S. Domestic All Benefits Survey conducted by NEI, which assessed corporate relocation programs and the evolving landscape of employee benefits in response to changing workplace needs. Read more

This article highlights key trends and changes within U.S. corporate relocation benefits, demonstrating the ongoing evolution toward flexibility and inclusivity in response to employee needs. As companies navigate these changes, they must continuously assess and adapt their benefit structures to attract and retain top talent.

Key Points:

• Program Flexibility: Companies are increasingly incorporating flexible policies to meet the diverse needs of employees. A four-tiered policy structure remains common, with a rise in core-flex programs and lump sum-only initiatives.
• Increase in Renters: There is a notable rise in higher-tier renters, prompting companies to adjust lease cancellation benefits and increase rental finding assistance, advocating that this support should be extended to all employees regardless of housing status at the origination location.
• DEI Integration: Diversity, Equity, and Inclusion (DEI) initiatives are becoming integral to relocation programs, with respondents incorporating benefits such as family integration assistance and flex benefit options, aiming to bridge the gap between homeowner and renter benefits.

9. Understanding Peak 65 | Relocation Solutions (173 views)— As the U.S. approaches "Peak 65" in 2024, when over 12,000 Americans will reach retirement age daily, workforce shortages are becoming critical. This article examines the impact of accelerating retirements on organizations and provides strategies to bridge the gap, from leveraging immigration to retaining seasoned talent. Read more

This timely article equips organizations with actionable strategies to mitigate the challenges of workforce retirements and sustain long-term growth.

Key Points:

• The retirement wave highlights the need to address skill gaps, lost expertise, and corporate culture.
• Strategies include attracting experienced talent with inclusive hiring practices and retention incentives.
• Immigration remains a vital solution for filling workforce shortages with younger, skilled workers.

10. Relocation Trends: Energy & Utilities (158 views) — outlines significant findings from the 2023 All Benefits Study focusing on Energy & Utility (E&U) companies and their unique relocation benefits strategies compared to other industries.  Read More

This article features the proactive measures taken by E&U companies in their relocation policies, showcasing their commitment to maintaining a competitive advantage in attracting skilled talent. By leveraging specialized strategies and insights from NEI, these firms can navigate the complexities of the relocation landscape effectively.

Key Points:

• Lump Sum Programs: E&U companies demonstrate a preference for partial and full lump sum programs, with 40-70% of firms offering these benefits based on employee level, compared to 30-51% across all industries.
• Home Sale Incentives: A higher proportion of E&U companies, 74% for executives and 58% for Directors/VPs, provide home sale incentive programs, indicating a competitive approach to attracting talent in a tightening market.
• Market Trends: While many sectors have scaled back home sale benefits due to market pressures, E&U companies have maintained their existing programs, suggesting a strategic focus on talent retention rather than following market trends.

Conclusion

As we wrap up this year’s most-read articles, it’s clear that 2024 has been a transforming year for corporate relocation, shaped by shifting policies, global trends, and emerging challenges. At NEI, we remain committed to empowering our clients with the insights and tools they need to stay ahead in a dynamic industry. These articles are more than just information—they’re a reflection of the global mobility industry and the strategies that will define success in the years to come.

Thank you for joining us on this journey. Here’s to continued innovation, flexibility, and growth as we drive toward success in 2025 and beyond!

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Worldwide ERC Webinar Recap

NEI representatives attended an important, non-partisan Worldwide ERC webinar held on 20 November 2024.

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If you were unable to join this insightful presentation, NEI has prepared a condensed recap of the three primary areas discussed that impact global mobility and talent management in the near future. Topics focused on three key areas:  Visa & Immigration, Tax, and the U.S. Real Estate Market.

1. Visa & Immigration: Policy Shifts and Corporate Adaptation

Immigration policy remains a critical focus for businesses as the U.S. political landscape evolves. Past challenges, such as "Buy American, Hire American" (BAHA), increased visa scrutiny, and travel bans, created significant hurdles for global mobility. Programs like H-1B and H4 visas faced stricter requirements, while ongoing litigation over DACA added uncertainty.

Looking ahead:

• New administration policies could bring further restrictions, particularly in legal immigration.
• Executive Orders and Internal Orders—swift government policy changes—could occur with little to no notice.
• On or after 20 January 2025, hundreds of policies/Biden administration executive orders may be pulled back immediately along with reinstatement of travel bans.
• Enhanced immigration enforcement, slower processing times, potential staffing cuts, and the possible H-1B Modernization Rule focusing on skill-based eligibility may require companies to redefine their strategies.

Staying informed and acting decisively are imperative for businesses that may be impacted in order to ensure workforce stability. Companies should prioritize:

• Compliance: Maintain accurate employee records and prepare for increased site visits and documentation requests.
• Contingency Planning: Develop strategies for work authorization gaps or denied visa applications, including relocation alternatives.
• Proactive Filing: Submit visa applications early and utilize premium processing to mitigate delays.
• Employee Engagement: Support employees through clear travel policies, updates, and resources to address uncertainties.

2. Tax: Anticipated Legislative Changes and Corporate Readiness

Tax reform remains a critical area, with potential changes impacting corporate policies on relocation and mobility.

• Historical Context: The Tax Cuts and Jobs Act (TCJA) eliminated deductions for employee moving expenses, increasing costs for businesses covering relocation. Without intervention, these provisions will expire in 2025, allowing certain relocation expenses, such as final move and household goods shipments, to once again become tax-exempt.
• New Policy Directions: Trump’s proposals include eliminating double taxation on overseas Americans and making car loan interest deductible for U.S.-made vehicles. However, legislative progress depends on navigating budget deficits and achieving bipartisan support.
• Corporate Strategy: Businesses should monitor developments closely, involve payroll teams early, and model outcomes for potential tax policy shifts. Flexibility in adapting policies, as seen after the TCJA, will be vital.

3. Real Estate: Market Dynamics and Regulatory Changes

Election outcomes also influence the real estate landscape, impacting corporate relocations and employee housing.

• Market Trends: Mortgage rates are holding between 6 percent and 7 percent and may remain at this level next year. With stable home prices, slowing price growth (and even declines in some areas), and a continued tight inventory market, affordability will remain a challenge for buyers.
• Regulatory Shifts: A new administration may influence buyer broker compensation rules and bring changes to the Consumer Financial Protection Bureau (CFPB), potentially easing industry compliance burdens.
• Company Considerations: Evaluate housing allowances and relocation packages as market conditions fluctuate. Stay updated on anti-money laundering rules that could affect transaction reporting.

Preparing for the Next 60 Days

To navigate upcoming policy shifts, global mobility and talent management professionals should focus on strategic action and employee support:

• Cross-Functional Awareness: Coordinate with HR, legal, and finance to address questions quickly and manage interrelated impacts of tax, immigration, and real estate changes. Establish clear communication channels for updates.
• Employee Support: Reassure employees through town halls, email updates, and robust travel policies. Clear guidance on potential visa delays or work authorization issues fosters confidence and preparedness.
• Proactive Policy Review: Submit immigration filings promptly using premium processing where possible. Prepare for increased site visits and documentation requirements.
• Disruption Contingency Plans: Develop strategies to address work authorization gaps or relocations—even in countries like Canada where policies may also tighten.
• Long-Term Adaptability: Regularly update corporate policies in response to legislative changes. Monitor key developments in tax, immigration, and real estate to stay ahead of potential impacts.

Proactive Planning + Informed Decision Making

By acting decisively and fostering collaboration, companies can minimize disruption and support employees through a period of change. Of course, NEI will be here as your partner to help you proactively plan and make informed decisions. We will continue to keep you informed of the latest developments.

If you have questions about the information presented or would like to discuss these or any other concerns proactively, please contact your NEI Client Relations Manager or Sales Representative at 800.533.7353 any time.

This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.

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Addressing Talent Relocation Challenges in the U.S. Financial Services Industry

‍As competition for top talent in financial services grows fiercer, companies face an urgent crossroads. With tech and AI expertise in high demand, firms must double down on investing in both their workforce and infrastructure—fail to act, and they risk being left behind in an industry primed for major consolidation.

In this high-stakes environment, innovative relocation strategies aren’t just a perk—they’re a strategic necessity for attracting and retaining the talent that will drive future success.

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Rethinking Financial Priorities

“In an environment characterized by rapid change, customer-centricity and agility are key to not just surviving but thriving in the evolving world of finance and technology.” ~ Forbes

The finance and insurance services industry accounts for nearly $2 trillion, or 7.78% of the total U.S. GDP, and employs about 6.5 million Americans.²

While these are impressive statistics, companies across insurance, banking and investing/asset management are facing fundamental shifts in their business models.

For many financial services companies “their short-term attention has focused on navigating economic uncertainties and implementing strategies to preserve capital and to drive long-term value creation,” reports consulting firm EY.³

• After a multi-year hiring boom, U.S. asset management firms and banks resorted to cutting costs where they could because of economic uncertainty. Global banks saw a significant reduction in their workforce in 2023, shedding over 60,000 jobs,⁴ but some banks anticipating a resurgence in dealmaking, held off on deeper staff cuts.
• Though a return on equity of above 10 percent is forecast into 2025 for property and casualty companies, the insurance industry as a whole has serious challenges going forward, including cost pressures, technology disruptions and changing consumer expectations. Another glaring issue for the insurance industry, which provides approximately 2.9 million jobs ⁵, is an aging workforce with an anticipated loss of 400,000 workers by 2026.⁶
• The banking and financial services sector has been drastically altered by the advent of AI and is starting to fully exploit what is possible. By 2022, 54 percent of financial companies implemented widescale adoption of AI or considered it a critical asset for the future.⁷ “While its use is growing. Generative AI is still in its infancy in banking and hasn’t changed everything”, per The Financial Brand.⁷ With future technology and AI opportunities in high demand, financial services companies “will have to make investing in infrastructure and talent a top priority or risk getting left behind,” reports EY

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Embracing M&A Disruption

Strategic growth and a push for product and services diversification in the Financial Services sector is expected to drive increased Mergers & Acquisitions (M&A) activity in the years ahead.

Proof of this can be seen in EY’s recent CEO Outlook Pulse Survey in which 90 percent of financial services CEOs are planning to engage in M&A over the coming year and 72 percent intend to increase their investments in acquisitions.⁸

M&A deals also enable companies to acquire highly sought after talent pools where critical skills are needed. Other reasons behind financial service M&A activity, as reported by Deloitte, include:

• A focus on diversification, greater regulatory oversight, and the desire to shed low-yielding assets In the banking industry will likely drive further consolidation and more M&A activity.⁹‍
• In the insurance industry, access to more information sources, products, and services are key drivers. Insurance technology companies (“InsurTechs”) remain the core center of M&A activity.¹⁰‍
• Deals in the investment management and wealth management industry will likely be driven by M&A of smaller investment firms that find it difficult to compete with larger investment managers in this challenging, highly volatile, and low-margin environment.¹¹

Relocation, Talent Management and HR teams at Financial Services companies comprise an important segment of an M&A implementation strategy and play critical roles on the transition team, as do Payroll and Accounting.  

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Key Findings from NEI’s Global Relocation’s U.S. Domestic All Benefits Study

To thrive in the years ahead, HR, Talent Management, and Global Mobility teams in the Financial Services industry must creatively and progressively strive on a daily basis to remain competitive in today's labor market yet cater to each company’s unique goals and budgets.

Nevertheless, demand for innovative, flexible relocation benefits is no longer an optional feature—it's become an essential necessity. Adjustment of one’s approach  starts with examining the benefits employed to confirm they actually support one’s business drivers.

Consider the notable findings below of Financial Services companies participating in NEI’s Global Relocation’s  U.S. Domestic All Benefits Survey:

• Program Flexibility - Financial Services companies are increasingly adopting core-flex policies, providing tailored support to meet diverse employee needs. However, non-standard policies, such as commuter benefits, are utilized less often than in other industries.
• Lump Sum Benefits - Partial lump sums are gaining traction, offering greater flexibility over traditional managed benefits. Interestingly, the amounts allocated for higher-tier employees significantly exceed those of the general industry.
• Origin Home Programs - Financial Services firms rely more heavily on BVO programs for mid-to-high-tier relocations compared to the broader industry. However, GBO programs remain less common in this sector relative to others.
• Tax Gross-Up Policies - Tax assistance is a priority, with Financial Services companies offering tax gross-ups on a broader array of benefits than the general industry.

By leveraging these data-driven insights, organizations can craft relocation policies that not only attract top talent but also align with their operational objectives, paving the way for sustained success.

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“The Bottom Line”: Embrace Disruption and Maximize Relocation’s Role

“Those [financial services companies] who choose to invest in that future now—to catalyze the creation of new products and services that can enable positive outcomes—could set the stage for competitive advantage for some time to come.” ~ Deloitte¹²

A final key industry takeaway from the post-pandemic era is the value of integrating resilience into daily operations to meet the need for transforming operations, per a Deloitte survey.¹³ This has prompted investment management firms to consider shifting their in-house operational processes to front, middle and back-office processes to expert service providers.

With three decades of experience serving clients in the industry and a deep understanding of its key details, NEI Global Relocation works in complete alignment with companies to achieve their relocation priorities, objectives, and talent management goals. A true partnership, to us, means blurring the lines between supplier and corporate client to become a strategic resource.

The bottom line – NEI is a partner that will deliver the best return on your investment. We proactively advise you on current and future trends, and fully support you as you recruit, retain, and relocate talented candidates.

For more information, please contact your NEI representative.

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About NEI Global Relocation

NEI is a certified Women’s Business Enterprise headquartered in the U.S. with in-region offices and teams in Switzerland and Singapore. We are a full service, global relocation and assignment management company that partners with clients across the globe to provide consultative guidance and solutions. NEI has over 200 clients including many Fortune 500 and Fortune 1000 corporations and we support client Tier 1 and Tier 2 supplier diversity goals each year. For more information and other articles, see www.neirelo.com.

_{The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.}

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1. https://www.zippia.com/advice/financial-services-industry-statistics/#:~:text=The%20insurance%20and%20financial%20services,6%25%20from%202020%20to%202025.

2. https://datausa.io/profile/naics/finance-insurance

3. https://www.ey.com/en_us/strategy-transactions/the-navigator-perspectives-on-financial-services-m-a

4. https://www.ft.com/content/cbc6e15d-3c63-49af-9f98-ef8f478431bd

5. Statista - Number of employees in the insurance industry in the United States from 1960 to 2022

6. https://rsmus.com/insights/industries/insurance/skills-gap-in-insurance-industrys-aging-workforce-is-a-growing-concern.html

7. https://thefinancialbrand.com/news/fintech-banking/must-follow-bank-and-fintech-trends-for-2024-and-2025-180715/

8. https://www.ey.com/en_us/strategy-transactions/the-navigator-perspectives-on-financial-services-m-a

9. https://www2.deloitte.com/us/en/insights/industry/financial-services/financial-services-industry-outlooks/banking-industry-outlook.html

10. https://www2.deloitte.com/us/en/insights/industry/financial-services/financial-services-industry-outlooks/insurance-industry-outlook.html

11. https://www2.deloitte.com/us/en/insights/industry/financial-services/financial-services-industry-outlooks/investment-management-industry-outlook.html

12. https://www2.deloitte.com/us/en/insights/industry/financial-services/financial-services-industry-outlooks.html

13. https://www2.deloitte.com/content/dam/Deloitte/ca/Documents/risk/ca-resilience-by-design-en.pdf

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How Relocation Assistance Supports Millennials, Gen Z, and Employers

With rising home prices and high interest rates making homeownership feel out of reach for many Millennials and Gen Zs, offering relocation assistance could be a game-changer for both achieving their dreams and attracting top talent.

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Despite Challenges, Millennials and Gen Zs Continue to Plan for Homeownership

Millennials and Gen Zs certainly know it’s a tough market to buy a home today:

• A recent study by Intuit Credit Karma, based on a survey of over 1,000 U.S. adults, found that nearly one in five respondents who have never purchased a home plan to receive financial assistance from their parents to buy their first home.²
• A similar finding suggests that more than one-third of home buyers from Millennial and Gen Z generations seek financial help from parents to put together a down payment per Redfin.³‍
• A 2024 KB Home and Harris Poll, which surveyed adults across generations, showed that 40 percent of Millennials and Gen Z think about buying a home “at least once a week but feel impeded by current housing market conditions.” ⁴
• When asked about their savings, 63 percent of Gen Z non-homeowners reported having less than $10,000, compared to just 25 percent of Millennials.⁵

Frustration over U.S. housing prices continues to affect all generations hoping to purchase, as home prices rose for the 15th consecutive month in September 2024, with the national median sales price increasing 3 percent from the previous year to $404,500. The median sales price is 49 percent higher than it was five years ago, before the pandemic. By comparison, wages grew only 25 percent in the same period, noted Lawrence Yun, the National Association of Realtors chief economist.⁶

But there are different options companies can take to help younger employees become first-time home buyers when asked to relocate for their company.

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Supporting Relocating First-Time Home Buyers

Despite the statistics above and a steep 4.2 year-over-year increase to home prices,⁷ there are signs of progress. Among all home buyers in the U.S. in 2023, first-time buyers accounted for approximately 32 percent of the total – up from 26 percent in 2022 – per Statista Research Department.⁸

Even in the current corporate cost-cutting environment and with somewhat volatile markets, many companies are in a unique position to make a lasting, personal, and memorable impact on relocating employees who rent, with a relatively small investment in providing renter-to-homeowner benefits.

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New Home Closing Costs

Over the past few years, NEI’s seen a trend toward companies helping renters in the form of home finding assistance and destination new home closing costs. This is often a capped amount based on employee level or policy tier. Average closing costs for a buyer can run between about 2 and 6 percent of the loan amount. The national average closing costs for purchasing a single-family home come to $6,905 including transfer taxes (and $3,860 without) according to data from CoreLogic’s ClosingCorp.⁹

Note on closing costs and N.A.R. Litigation – 2024: Based on recent litigation and class-action settlement agreements, buyers must sign an agreement with a real estate agent that represents their interests. A buyer may ask the seller to pay concessions to offset the amount, though the buyer is responsible if the seller does not agree. Reimbursement is considered taxable income.

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Proactive Counseling on Options

Relocation management professionals and vetted mortgage providers often play a critical role in helping Millennials and Gen-Zs navigate the complexities of home buying. By offering tailored guidance, they can address common misconceptions, highlight available financial incentives, and steer young buyers away from costly mistakes. Below are key areas where expert advice can make a significant difference.

• A common myth held by Millennials and Gen-Zs is that downpayments are a minimum of 20 percent. Of these two generations surveyed by the KB Home and Harris Poll above, only 36 percent were aware that less money can be put down. Younger buyers need to understand what incentives their lender, as well as various loan programs including FHA and VA, has to offer and this includes down payment assistance.
• Millennials and Gen-Zs may want to waive home inspections to buy a home, but this is not recommended and can have serious consequences later. Inspections offer valuable information about a property’s condition, safety and potential maintenance needs and allow for informed decisions to negotiate effectively.

NEI carefully counsels employees to avoid future property eligibility concerns such as excessive acreage, environmental issues or building/material defects to help mitigate risk as well as manage the emotional ups and downs of buying a home, negotiations, and the impact of the NAR settlement changes.

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Preferred Mortgage Lender Benefits

When using NEI’s preferred mortgage lenders, we can enhance relocation benefits for relocating renters by offering direct billing of allowable loan costs, at no additional cost to either the client or the transferring employee. This service includes elimination of junk fees and pre-negotiated costs to manage our clients’ overall costs while providing enhanced services to our clients and their employees. Based on a predetermined list of allowable loan costs (which vary by client policy), lenders are instructed to cover these costs at closing and bill NEI directly. After auditing the charges against the policy, NEI reimburses the lender for eligible costs. Employees are responsible for any costs not covered by their benefits, but they are not required to file an expense report. It's important to note that any costs billed directly to NEI are considered taxable income and will be grossed-up if the policy allows.  This streamlined process adds value by reducing the administrative burden on employees and ensuring clients can offer a seamless, cost-effective relocation experience.

This topic is especially relevant today, as NEI partners with national mortgage lenders daily to help make first-time homeownership a reality.

“In addition to reducing the financial burden of paying common and customary home purchase costs at the closing, U.S. Bank’s worked to make the entire process as easy as possible for young professionals looking to purchase their first home,” said Chris Douglas, AVP, Relationship Account Manager at U.S. Bank. “We’ve built out a portfolio of mortgage products tailored to the unique circumstances that surround a company-sponsored move and we've built a team and a suite of resources to provide guidance on navigating the differences of renting a residence versus purchasing one and how to make an educated, successful financial decision.”

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NEI’s iSelect® Program

To give relocating renters choice and the option to pursue homeownership, an increasing number of companies are using progressive core-flex policies like NEI’s iSelect® when the policy doesn’t differentiate between homeowner or renter at the move’s origin location. iSelect® plans allow transferees to dynamically select relocation flex benefits in accordance with their policy with the aid of a budgeting tool to help them work within budget cap amounts. For many, core-flex plans are a no-brainer—empowering relocating renters who aspire to homeownership to choose benefits that support their goal, while providing companies a practical way to manage costs. A true “win-win” strategy.

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Lock Out from the “Lock-in Effect”

Chen Zhao, Redfin’s economics research lead, believes it may be difficult for mortgage rates to dip below the mid-5 percent range except if there is a full-blown recession: "With no recession, a longer-term neutral rate is basically around 5.5 percent," Zhao said. "It's very possible that mortgage rates will be in the lower sixes by the end of this year…”

"It's going to be a combination of rates coming down a little bit to a level that feels more acceptable and also people feeling more necessitated to move,” said Zhao, who’s optimistic conditions could improve for homebuyers.¹⁰

In short, rates are unlikely to return to pandemic lows, currently hovering about twice as high as they were in 2021 (when they hit a low of 2.65 percent). As a result, many homeowners are experiencing a 'lock-in effect,' where they're reluctant to sell their home and purchase another due to the higher mortgage rates—impacting inventory. The higher rates are even giving some first time homebuyers pause, with a surprising 54 percent of surveyed Gen Z and Millennials incorrectly believing rates are at an all-time high¹¹ (historically, rates peaked at 18.63 percent in 1981).

With inventory low due to the 'lock-in effect' and first-time homebuyers hesitant from sticker shock, many companies are encouraging top talent to relocate by partnering with experienced relocation management teams that offer reassurance and essential support throughout the homebuying process.

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Brainstorming Tailored Solutions for Each Unique Client

Despite perceived obstacles and concerns, 90 percent of Gen Z prospective homebuyers believe they will purchase a home before age 35, with 33 percent expecting to be homeowners by 25. ¹⁰

Helping relocating employees achieve these milestones requires a delicate balance between supporting individual goals and meeting broader talent management objectives. NEI understands this dynamic and works with clients to proactively address new trends and program changes that support recruitment, retention, and relocation goals. By offering tailored solutions that help renting employees fulfill their homeownership ambitions, we also help increase offer acceptances and demonstrate that companies are treating employees fairly. As a true business partner, NEI collaborates with clients to provide unique solutions that align with company culture, budget, and business objectives.

To discuss how we can support your goals, please reach out to your NEI Global Relocation representative at any time.

_{This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, tax, legal or accounting advice. You should consult your own tax, legal and accounting advisors before engaging in any transaction.}

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1: https://s201.q4cdn.com/124745054/files/doc_news/Four-in-Five-Americans-Believe-Owning-a-Home-Is-an-Essential-Life-Milestone-yet-Myths-Persist-About-Affordability-and-Buying-Process-2024.pdf

2: https://www.creditkarma.com/about/commentary/gen-z-looks-to-friends-and-parents-for-help-purchasing-a-home-study-finds

3: https://www.businessinsider.com/housing-market-home-supply-real-estate-mortgage-lock-in-redfin-2024-8

4: https://www.builderonline.com/money/mortgage-finance/54-of-americans-think-mortgage-rates-are-record-high_o

5: https://nowbam.com/60-of-gen-z-worry-theyll-never-afford-a-home/

6: https://apnews.com/article/housing-home-sales-real-estate-home-prices-9b36e34fe194713d10fd585fa3fd48f9

7: https://www.nar.realtor/infographics/existing-home-sales-housing-snapshot

8: https://www.statista.com/statistics/208072/share-of-first-time-home-buyers-usa/

9: https://www.bankrate.com/real-estate/average-closing-costs-by-state/#:~:text=The%20national%20average%20closing%20costs,when%20you%20refinance%20your%20mortgage.

10: https://www.businessinsider.com/housing-market-home-supply-real-estate-mortgage-lock-in-redfin-2024-8

11: https://investor.kbhome.com/company-news/news-releases/press-release-details/2024/Four-in-Five-Americans-Believe-Owning-a-Home-Is-an-Essential-Life-Milestone-yet-Myths-Persist-About-Affordability-and-Buying-Process/default.aspx

12: https://nowbam.com/60-of-gen-z-worry-theyll-never-afford-a-home/

The worldwide labor shortage in the manufacturing industry is a growing concern, exacerbated by several global trends and factors that impact industries across different regions.

• United States: The U.S. is experiencing significant shortages in skilled labor for manufacturing, with estimates of up to 2.1 million unfilled jobs by 2030. There is a focus on reskilling workers for advanced manufacturing technologies.
• Europe: Aging populations in countries like Germany and Italy are leading to a shrinking labor force. Countries are focusing on automation and increased immigration to address the shortfall.
• Asia: Japan faces a severe labor shortage due to its declining birth rate and aging population. In contrast, countries like China, India, and Vietnam have large youth populations. However, they face challenges in providing the advanced training and education needed for skilled roles in manufacturing.
• Developing Economies: Africa and parts of Southeast Asia face challenges from underinvestment in education and infrastructure. However, with targeted training and increased investments, they have the potential to meet global manufacturing demands.

The global labor shortage in manufacturing is a complex, multi-faceted issue requiring both immediate solutions (such as increased automation) and long-term strategies (such as education and workforce development). Addressing this shortage is crucial for ensuring the stability of supply chains and continued industrial growth.                                                                                                                                                                                                                                      

Talent Management and HR teams need to adapt and rethink relocation strategies to attract and keep top talent. This means taking a fresh look at today’s benefits and making sure they’re set up to meet tomorrow’s needs.

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Key Takeaways from NEI’s 2024 International All-Benefits Survey | Manufacturing

Notable findings from 21 participating manufacturing companies in NEI Global Relocation’s 2024 International All-Benefits Survey | Manufacturing Edition include:

PROGRAM OVERVIEW

• International policy structures for manufacturing align closely with general industry policies. The most common policy types are permanent transfers, long-term assignments, and short-term assignments. Local-hire policies follow, though they are 47 percentage points less common.
• Partial lump sums are more common in manufacturing industry policies when compared with general industry and are primarily allocated for long-term assignments and permanent transfers. Although uncommon, lump sum only policies in manufacturing are used at similar rates for permanent transfers in the general industry but rarely for short-term or long-term assignments.
• Global health plans are most common in the manufacturing industry where the general industry provides either a home-based or host-based plan approach in managing health coverage.

SUPPORTING THE FAMILY

• Cultural & language training are offered in all policies at a higher rate for manufacturing than in general industry.
• Pet shipment is more commonly offered in the manufacturing industry with the majority offering  pet transportation with a cap to manage overall cost.
• Destination services offered to all long-term assignments & permanent transfers with the most prevalent services provided through a destination service provider for limited services (e.g. specific benefits only or capped days/amount).

COST IMPACT POLICY CHANGES

• Offering a furniture allowance in lieu of a household goods shipment is more commonly offered by the manufacturing industry with a flat amount for all employees being the most prevalent calculation methodology.
• Storage benefits decreased in general industry from 2022  to 2024, and the manufacturing industry has an even lower rate of offering the benefit most likely due to cost containment.  Most common for long-term assignments and permanent transfers was 15–30 days storage.
• Relocation allowance usage is higher in the manufacturing industry with an increase in companies offering the allowance across all policy types. Companies are also shifting more towards offering a flat amount per assignee, instead of offering a percentage of the assignee’s salary.

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Investing in Future Competitiveness Today: The Role of Relocation

As cost containment pressures mount, manufacturing companies stand to benefit from not only seeking out opportunities for cost-savings, but embracing creative policy design, efficient technology, and practical expertise focused on streamlining relocation processes, enhancing employee experience, and maximizing long-term value. NEI Global Relocation is dedicated to aligning fully with each client's priorities, business goals, and talent management strategies.

When choosing a global relocation partner, look for a company committed to maximizing your ROI, providing forward-thinking insights on industry trends, and supporting your mission to attract and seamlessly relocate top talent.

For more information, please contact your NEI representative.

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About NEI Global Relocation

NEI is a certified Women’s Business Enterprise headquartered in the U.S. with in-region offices and teams in Switzerland and Singapore. As a full service, global relocation and assignment management company that partners with clients across the globe to provide consultative guidance and solutions, NEI has over 200 clients including many Fortune 500 and Fortune 1000 corporations and we support client Tier 1 and Tier 2 supplier diversity goals each year. For more information and other articles, see www.neirelo.com.

_{The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.}

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Why the Trippel Relocation Managers' Survey Matters

Each year, the Trippel Relocation Managers' Survey, conducted by Trippel Survey & Research, LLC©, offers an independent, data-driven evaluation of relocation management companies. This survey draws on first-hand feedback from corporate relocation managers who evaluate performance metrics based on their experiences. It’s a trusted benchmark in our industry, valued for its objectivity and thoroughness, helping companies make informed decisions about their RMC partners.

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NEI’s 2024 Performance at a Glance‍

• ‍Highest Overall Rating: NEI received the highest average rating across all surveyed RMCs.
• #1 Rankings: NEI achieved more #1 rankings than any other relocation management company in critical categories.
• Top 3 in Every Category: NEI is the only RMC to rank third or better in every category this year.
• Top Transferee Satisfaction Score: NEI earned the top average score among all RMCs for transferee satisfaction in the 2024Trippel Nationwide Relocating Employee Survey.

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Why These Categories Matter

The categories in which NEI received #1 rankings are evaluated annually and consistently recognized as core indicators of service quality, client trust, and program success. Here’s a look at why they matter:

• Overall Satisfaction: This broad measure captures clients’ overall contentment with NEI’s services, touching on every part of the relocation experience.
• Willingness to Recommend: Perhaps one of the truest indicators of satisfaction, this rating reflects how likely clients are to voluntarily recommend NEI to their colleagues, underscoring our trustworthiness and the strength of our client relationships.
• Continuation of Services: Reflects clients' likelihood of continuing with NEI in the coming year, a testament to the reliability and consistency of our service over time.
• Integrity: A category that speaks to the heart of our work. This measure reflects NEI’s commitment to honesty, transparency, and upholding strong ethical standards in all client interactions, which are crucial to long-term partnerships.

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How NEI Defines Quality in Relocation

At NEI, quality means being thorough, proactive, and responsive, ensuring that each relocation is uniquely tailored to meet client and employee needs. From the planning stages to ongoing support, we prioritize a smooth, seamless experience that goes beyond the logistics of relocation. Our team strives to deliver a high level of service with consistency, trust, and a focus on making each client feel valued. This commitment is reflected in the survey’s high ratings and the strong client relationships we’ve built year after year.

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Discover the NEI Difference

For businesses looking to elevate their relocation program, NEI’s proven track record and personalized approach offer a standard of reliability that makes a real difference. Contact us to learn more about how we can help you build a relocation program that supports and drives your business forward.

For a detailed look at NEI’s performance and insights from the 2024 Trippel Relocation Managers' Survey, download the full report here.

Adapting to the New Normal: How Buyer-Broker Commissions are Shaping the Market Post-NAR Settlement

Since the NAR settlement provisions took effect in August 2024, business has largely continued as usual, according to a recent survey by Real Brokerage. The survey of 300 agents revealed that 63% of respondents reported home sellers often covering buyer-broker commissions. Additionally, 21% indicated that home sellers occasionally showed a willingness to cover these costs, while 12% were unable to identify clear trends among their clients.

Although it is still early, data indicates no significant changes in average commission rates on either side of the transaction, suggesting that both buyers and sellers continue to value the crucial role agents play in facilitating home sales. The majority of agents (55%) reported that home sellers are offering competitive rates of 2.5% or higher. Meanwhile, 37% noted buyer-broker commission offers below 2.5%, and only 1% observed a shift toward flat-fee models. According to Real, these trends suggest that commission compression may not be as significant as previously anticipated.

Looking ahead, agents predict that buyer-broker commissions will either remain stable or see only a slight decrease from historical levels. Forty-nine percent expect commissions to settle between 2.6% and 3.0%, while 32% anticipate a range of 2.1% to 2.5%. Another 10% foresee commissions trending toward 1.6% to 2.0%. Outliers include agents who expect commissions to rise to between 3.1% and 3.5% or to drop to between 1.0% and 1.5%.

Generally, buyers must sign an agreement with the real estate agent that represents their interests.  While they may ask the seller to pay concessions to offset that amount, the agreement will obligate transferees to compensate their agent (in a buying scenario), if the seller does not agree.  

Examples of some of the amendments to home purchase policies include:

If contracting with a referred buyer agent and the seller decides not to cover the buyer agent compensation for the employee, companies may provide assistance with the employee’s obligation.  The type of assistance may include:

• Typical new home closing costs, including the agent’s commission normal for the area
• If a current homeowner, typical new home closing costs and agent’s commission with a cap of 3% as part of the Buyer Agency Agreement.
• Up to a total of 6% for both home sale and home purchase assistance for the employee to split, as needed, between both benefits.

After closing on the new home, employees must submit the Buyer Agency Agreement, the Closing Disclosure statement and a Relocation Expense Report to NEI for reimbursement.

NAR Settlement Impact on Rental Transactions

Although the current NAR settlement does not address rental transactions, the situation is evolving, and it is possible that Renter/Tenant Representation Agreements may eventually become mandatory. New Jersey and Texas already require renters to sign an agency agreement before an agent can assist with rental showings. However, in New Jersey, since tenants are already responsible for paying the agent's fee, the only change is the requirement to sign the agreement.

In Texas, most landlords continue to offer a commission to the renter’s agent. This suggests that the financial impact on transferees and employers remains minimal. This trend is primarily seen with private landlords of single-family homes rather than apartment communities. If apartment communities do offer commissions, they typically deal directly with the agent. We are closely monitoring for any instances where agents request transferees to sign renter agreements and will track and advise on emerging trends.

Again, we continue to monitor the situation and train our single point of coordination Account Executives on the changes, impacts and what to watch for in buyer agency agreements so they can advise your relocating employees accordingly.

Please reach out to your NEI representative for recommendations on how to adapt your policies and practices to the latest changes in the U.S. real estate industry.

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Older Posts: June 17, 2024‍

National Association of Realtors (NAR) Settlement Provisions Go Into Effect

Barring any statement from the Department of Justice that would have caused a delay, the National Association of Realtors (NAR) Settlement provisions became effective on August 17, 2024. By September 16th, all Realtors (NAR members) & NAR related MLS organizations will be required to comply with changes to U.S. buyer broker compensation.

Effective August 17^th

• Buyers must sign an agency agreement with their own agent, which obligates them for that agent’s compensation.
• The MLS will no longer include any information regarding a co-operative commission for a buyer’s agent.
• Commission rates have always been negotiable, but brokers can no longer discuss what is “typical” in any given market.  Each brokerage will determine the minimum compensation they will accept for services offered to buyers and sellers.  
• The agent cannot accept more than is set forth in the buyer agency agreement, even if the seller offers more.

You’re not alone if your organization is uncertain how to adjust to the changes.  The Worldwide Employee Relocation Council (WERC) conducted a survey among corporate and government mobility professionals to understand how they plan to address the NAR proposed settlement. The survey included responses from 47 organizations, mainly large ones with over 20,000 employees. Key findings reveal that:

• 62% of organizations are still deciding how to handle home sales after the NAR changes, and 64% are undecided about home purchases.
• For those that have decided, 45% plan to cover the full buyer agent compensation for home sales, and 43% for home purchases if the seller declines to pay.
• 38% plan to amend existing policies, and 28% will update formal policies related to buyer agent compensation.

The survey serves as a guide for companies to navigate these changes, providing insights into industry trends and potential best practices.

The changes take effect across most of the U.S. but not everywhere. Here is a list of multiple-listing services that are adopting the rule changes. Every state, MLS and brokerage will have unique forms and requirements so working with a vetted NEI brokerage that has a relocation department, a relocation director who will partner with NEI and our clients when issues arise, and, most importantly, relocation trained agents who will be committed to looking out for the employee, has never been more important.

NEI is monitoring the release of standardized WERC Buyer Agency Agreement Rider documents/templates and has been training its single point of coordination Account Executives on the changes, impacts and what to watch for in buyer agency agreements so they can advise your relocating employees accordingly.

Please reach out to your NEI representative for recommendations on how to adapt your policies and practices to the latest changes in the U.S. real estate industry.

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Older Posts: June 17, 2024

NAR Settlement Update | Q&A

The recent settlement agreed upon by the National Association of Realtors (NAR) is soon poised to reshape the U.S. real estate landscape, including the relocation industry. This landmark decision will dismantle established commission structures, leading to an era of increased transparency, competition, and consumer protection.

Below are common Questions & Answers regarding NAR’s settlement practice as of today:

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When does it take effect?

• The NAR Lawsuit is currently scheduled to go into effect on August 17, 2024, but this date may be pushed back again. By September 16, all Realtors (NAR members) and NAR related MLS organizations will be required to comply with NAR settlement provisions.

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What is NEI’s position on the real estate agent commission ruling?  

• NEI recommends approaching this topic on an “as needed” basis for the next several months. Once the settlement is finalized and any Department of Justice requirements are clarified, NEI will have a better sense of the longer-term impact on who pays the buyer agent’s commission.  
• Eventually, policy updates may be needed to clarify exactly what is covered in those cases, but it is still too soon to make those adjustments at this time.

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How is the ruling going to change the industry for both buyers and sellers beyond the commission fee structure?  

• A primary concern for buyers is the ability to come up with the cash needed for the agent’s compensation on top of the challenge of saving for a down payment. This is likely to have the most impact on both lower income and first-time home buyers. Yet, relocating employees who lack new home closing cost benefits will also see their purchasing power diminished.
• Even if sellers continue to cover commission in many cases, this change puts the burden of negotiating that “concession” into the contract squarely on the buyers and their agents.  
• For buyers, using an experienced, highly trained agent becomes even more critical than ever, but many may look to save money by working directly with the listing agent or “going it alone.”  
• Without representation, buyers are at a disadvantage: relocation policies should require the use of a qualified agent to be eligible for benefits.
• Sellers unwilling to negotiate the buyers’ agent commission may find their home takes longer to sell.  
• It has been a “sellers’ market” for a number of years, however, if many buyers drop out of searching for a new home, that sellers’ market could shift.

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How will this ruling impact domestic U.S. corporate relocation programs? Are there international program implications?  

• The expectation is, if buyer agent commissions are not paid by sellers or clients, the financial structure of client contracts will revert to the days of clients paying fees for services, rather than Relocation Management Companies (RMCs) covering their costs from real estate referral fees.  
• For clients with robust programs, covering commission on the buyer side will become common and policies will reflect that, despite the additional cost: buyer agent compensation plus gross-up.  As a condition of covering new home closing costs, including commission, companies should require the use of relocation trained agents referred by NEI.  
• Clients that do not cover new home closing costs or buyer agent compensation may see an impact on recruiting and retention as additional costs to a relocating employee may result in fewer home purchases.
• Internationally, this should only impact those assignees moving to the U.S. with an intent to purchase a single-family home, which is typically a fairly small population.  

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What steps should companies with relocation programs take to ensure no disruption to employee relocation/home sale?

Education is critical:

• NEI has been training its single point of coordination Account Executives for months on the changes, impacts, and what to watch for in buyer agency agreements.  
• NEI provides talking points to its Account Executives, an email with guidance to the relocating employee on what to look out for in those contracts, and an optional Addendum to Buyer Agency Agreement that relocating employees can use with the contract to help limit their risk.  
• This NEI process is on-going and it will continue to be so until the market has absorbed the new processes and stabilizes.

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Are there financial risks to corporate clients or RMCs? Is there an impact on home-sale rebates?

• The financial risk to RMCs is the potential revenue loss from buyer agent referral fees. If companies do not cover that commission, the relocating employee will be responsible. In those cases, RMCs may not be able to collect the referral and will need to charge clients higher exception fees.  
• Also, home sale rebates will likely be reduced or eliminated over time as those calculations assume a certain percentage of referral collection from agents on BOTH the selling and buying sides of each relocation.

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Are there any NAR implications that the general public are not aware of/thinking about?

• Yes; the ruling not only impacts buyers and sellers, but can impact relocating renters as well.  Many NEI clients already cover rental agent commission in markets where it is typical (e.g., New York, New Jersey, Boston, San Francisco, etc.) and this will not change. However, there may be more markets where this becomes common in the future. Renters may ultimately find themselves asked to sign agency agreements, if they are looking for single-family units.  

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What is the industry mood towards the NAR ruling?

• The industry is highly engaged with all the parties and decision makers, and is working behind the scenes to be prepared for a variety of “most likely” outcomes.  
• It will require change, but that’s not new to relocation or real estate: both are resilient and will find ways to best serve clients and relocating families.
• The Worldwide Employee Relocation Council has formed five subcommittees of nearly 60 industry volunteers who are monitoring the ruling and the impact on the industry.

Subcommittees consist of:

• Brokers
• Corporations
• Mortgage & Lending
• Real Estate Related Services
• Relocation Management Companies: NEI’s Connie Pearson, Director Domestic Operations, is on the committee for RMCs  

NEI will continue to work in close partnership with service partners to educate clients and relocating employees to avoid surprises and frustration with the new ruling.  If you have any question about this developing situation, please contact your NEI Client Relations Manager at 800.533.7353 at any time.

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Older Posts: March 15, 2024

National Association of Realtors Lawsuit Update

A significant development unfolded within the real estate industry as the National Association of REALTORS® (NAR) disclosed a comprehensive nationwide settlement addressing commission lawsuits initiated by sellers across various states. It is imperative to note that the settlement is not final; its final approval by the court is pending, and the court is unsure when this may happen.

The proposal includes two pivotal rule changes as part of this new settlement. Firstly, NAR has committed to implementing a new regulation prohibiting compensation offers on the MLS.  With the rule change, brokers and agents must directly negotiate compensation terms with their respective clients. Secondly, agents must formalize written buyer agreements with potential buyers before facilitating property tours.

These proposed rule changes would take effect mid-July, marking a significant shift in industry practices.

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Key Practice Changes:

• Consumers retain the right to opt for cooperative compensation, provided it is pursued off-MLS through negotiations and consultations with real estate professionals.
• A new rule barring compensation offers on the MLS will be enforced, effective mid-July 2024.

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Implications:

• Despite the prohibition of communicating compensation offers through the MLS, various avenues for compensating buyer brokers will persist.
• Compensation for buyer brokers will remain diverse and subject to negotiation between brokers and consumers. Compensation may include fixed-fee commissions paid directly by consumers, seller concessions, or a portion of the listing broker’s compensation.
• Negotiating compensation terms between agents and the consumers they represent will remain paramount.
• The industry may see reduced listing commissions and buyers responsible for paying their own representative.
• With these rapid changes to the real estate sales process, it is more important than ever to work with highly trained and qualified relocation agents for both selling and buyer.
• This announcement heralds a significant real estate paradigm shift, necessitating all stakeholders’ adaptation and diligence.

NEI has observed more locations implementing buyer agency agreements in recent months.  We increased counseling to buyers regarding these contracts with the early rulings on the NAR lawsuits and will continue to offer support to help avoid financial surprises at closing.  

Longer term, we anticipate a need for companies to review their policies to determine any benefit changes as the impacts of these industry disruptions become clearer.  

NEI continues to monitor the situation and will offer updates to our clients as they become available. Please get in touch with your NEI representative if you have any questions or want to discuss this further.

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Older Posts: October 31, 2023

National Association of Realtors Found Liable

A jury reached a decision that could potentially change how real estate transactions are conducted in the U.S., creating opportunities for significant changes to commissions paid to real estate agents. In the case, Burnett v. NAR et al, the Kansas City, MO, jury found the National Association of Realtors (NAR), and some of the largest national real-estate broker franchisors conspired to artificially inflate home-sale commissions.

The basis of the conspiracy is the condition that a home seller must agree to pay a commission to the buyer’s agent before the home can be listed on NAR’s nationwide Multiple Listings Service database – a database controlled by local NAR associations. And, since most home sales are through the MLS marketplace, the plaintiffs claim home sellers are forced to pay a cost that should be paid by the buyer.

Under the new model, sellers may no longer be responsible for covering the seller’s and buyer’s agents’ commissions, allowing negotiation of different compensation models, and having buyers assume the responsibility of directly compensating their agents.

The NAR believes this could be a substantial challenge for first-time and low-income buyers who might lack the upfront funds to pay an agent, potentially depriving them of valuable expertise.

According to Worldwide ERC, the resolution of this and other related lawsuits could potentially change today’s real estate business by bringing competition, cutting costs, and providing customers with more options.

With uncertainty on how the ruling plays out, and NAR planning to appeal the decision with confidence, NEI will continue to monitor the situation and will offer updates as they become available. If you have any questions, please contact your NEI Client Relations Manager or NEI Client Development Contact at 800.533.7353.

The U.S. Centers for Disease Control and Prevention (CDC) estimates 700,000 dogs enter the U.S. by air each year. New entry requirements for dogs flying into the U.S. started on August 1, 2024, to prevent the reintroduction of canine rabies. Here’s what you need to know:

1. Rules for Dogs Coming to the U.S. – from Low-Risk or Rabies-Free Countries

If someone is flying with a dog from a “low-risk” or “rabies-free” country, the process is much simpler now: dogs from these countries only need the CDC dog import form to enter the U.S., as long as they haven’t been in a high-risk country in the last six months.

This form can be filled out at any time before travel, but it should be completed well in advance to avoid delays. Travelers need one form per dog, which is valid for six months and can be used multiple times during that period. Dogs must still meet a few requirements, though:

• they need to be at least six months old,
• look healthy upon arrival, and
• have a microchip that can be read by universal scanners.

The previous requirement for a rabies vaccination certificate or U.S.D.A. health certificate is no longer needed for dogs from low-risk countries.

2. Rules for Dogs Coming to the U.S. – from High-Risk Rabies Countries

The new rules are strict for dogs entering from the 111 countries the CDC cites by as high-risk rabies countries, including Brazil, China, Colombia, Egypt, the Philippines, Turkey, the UAE, and others. See the CDC’s full list at: https://www.cdc.gov/importation/dogs/high-risk-countries.html.

U.S.-vaccinated dogs need the CDC import form, a rabies vaccination certificate, and a microchip. If a dog was vaccinated abroad, the owner must provide a certification of foreign rabies vaccination and a rabies serology titer report from a CDC-approved lab. These dogs also need a recent photo showing the dog’s face and body.

If the rabies serology titer report isn’t available, the dog must be quarantined and tested at a CDC-registered animal care facility upon entry. Individuals will need to make a reservation at one of these care facilities before arriving in the U.S.  The CDC dog import form is only valid for one (1) trip and a new form must be completed for each entry into the country.

Dogs Arriving from High-Risk Countries Can Only Enter at Six Approved U.S. Airports Now

Another major change is that all dogs arriving in the U.S. from a high-risk rabies country must fly into one of only six (6) approved airports:

• Dulles International Airport (IAD),
• Miami International Airport (MIA),
• John F. Kennedy International Airport (JFK),
• Philadelphia International Airport (PHL),
• Los Angeles International Airport (LAX), and
• Hartsfield-Jackson Atlanta International Airport (ATL).

Previously, pet owners were able to fly into twelve (12) additional airports.

There is, however, an exception. Service dogs can enter the U.S. through seaports, as long as they accompany their owner.

It is also critical to check with airlines before flying. Some airlines’ policies will vary and some will now only allow pets from high-risk countries to travel as cargo, rather than in the cabin. Airlines may also require extra documentation and fees, depending on their specific policies. Always check in advance.

Prepare Early

“The journey of life is sweeter when traveled with a dog.” — Unknown

If traveling with a dog from a high-risk country, planning ahead is key. Make sure to have all necessary paperwork, book a reservation at a CDC-approved facility in advance, if needed, and check airline rules to avoid any last-minute issues.

”Relocating with pets adds a level of stress to the overall process,” says NEI’s Mollie Ivancic, SVP, International Services. “It is crucial to be informed of current regulations -- by country -- to ensure there are no issues along the way when travelling globally.”  

If you would like to discuss this topic further, please reach out to your NEI Global Relocation representative at any time.

This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, tax, legal or accounting advice. You should consult your own tax, legal and accounting advisors before engaging in any transaction.

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Sharrell Kilgore, CRP, Joins NEI as VP, Global Client Development

14 October 2024 – NEI Global Relocation (NEI) is pleased to announce the appointment of Sharrell Kilgore as Vice President of Global Client Development for our Southern region.

In her role, Sharrell will confer with corporations on their relocation policies, processes and specific needs to demonstrate NEI’s ability to support their global mobility goals with innovative and cost-efficient solutions and advanced technology.

“All of us here at NEI are beyond excited to welcome Sharrell as VP, Global Client Development,” said NEI’s Pam Jacknick, CRP, GMS, Senior Vice President of Global Client Development. “She brings over 20 years’ experience, has incredibly strong communication, presentation, negotiation and leadership skills, and is gifted in establishing and maintaining interpersonal relationships.”

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Related Experience

Sharrell has a positive attitude that is unparalleled in our industry. Her energy and expertise are appreciated by all who know her.

Prior to joining NEI, she had more than two decades’ experience in all functions of new client development, strategic consulting and account management in Mortgage Lending, Real Estate and Relocation. Sharrell is an analytical thinker and creative problem solver who quickly adapts and thrives in new and challenging situations.

Sharrell resides in Texas and is actively involved in multiple regional WERC groups, including serving as President of the North Texas Relocation Professionals and, previously, the Houston Relocation Professionals Board of Directors.

She earned her Certified Relocation Professional (CRP) certification from WERC, has a Bachelor of Business Administration in Marketing from the University of Texas at Tyler and an Associate of Arts in Business Administration from Tyler Junior College.

Welcome to NEI, Sharrell!

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Each year, NEI Global Relocation honors service partners who demonstrate exceptional performance and integrity in their business. We take great pride in recognizing those who go above and beyond in delivering Service Exceeding Expectations to our clients and their relocating employees.

Below is a list of all our award winners, along with links to press releases for each category.

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Service Partner of the Year

Interconex Inc.

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Service Exceeding Expectations

Ward North American

MiniMoves, Inc.

Nelson Westerberg

Rocket Mortgage

Corporate Living

Synergy Global Housing

CWS Corporate Housing

GlobeSpec

IPR Consulting

LARM USA, Inc.

REA – Partners in Transition

Aperian Global

IOR Global Solutions

@ Properties | Christie's International Real Estate

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Own It! Awards Winners

NYC Navigator, LLC

Professional Organizing Relocation Consult

CORT Destination Services

Ace World Wide Elite Relocation Services

Ward North American

Home Sweet Home

Corporate Living

AltoVita

Premia Relocation Mortgage

Rawson Realty, LLC

Bernstein Realty, Inc.

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Corporate Responsibility

Budd Van Lines

Alexander’s Mobility Services

Rocket Mortgage

Icon

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Innovation

Icon

AltoVita

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Omaha, NE October 2024 — NEI Global Relocation, a distinguished full-service relocation management company, proudly announces the recipients of the 2024 Corporate Responsibility Awards. These accolades celebrate companies that have exhibited exemplary commitment to philanthropy, environmental sustainability, and community service, reflecting NEI's dedication to creating positive impacts in the communities where we live and work.

The Corporate Responsibility Awards highlight the extraordinary efforts of companies in three distinct categories: Philanthropic Activity, Environmental Sustainability, and Community Service. This year's esteemed winners are:

Rocket Mortgage

Rocket Mortgage has made its company mission to combat homelessness, prevent displacement, promote wealth through homeownership, and close the digital divide, particularly in Detroit, where veteran homelessness has decreased by 54% since 2018. In 2023 alone, the company enrolled over 150,000 residents in the Affordable Connectivity Program and recycled 172,194 pounds of e-waste. Their efforts have expanded to cities such as Cleveland, Milwaukee, and Atlanta, where they collaborate with diverse partners to address complex housing challenges.

Additionally, their relocation team contributed over 200 volunteer hours last year, supporting initiatives like packing food for the homeless, cleaning neighborhoods, and fundraising for national charities, including the Make-A-Wish Foundation. We are proud to recognize their unwavering dedication to making a positive, lasting impact on communities nationwide.

Budd Van Lines

NEI is thrilled to recognize Budd Van Line’s for their outstanding contributions to environmental sustainability, social equity, and community well-being.

Budd’s success with their Eco-Crate program demonstrates a strong commitment to reducing waste and protecting the planet. Additionally, through their involvement with Women in Trucking, they are advancing diversity and empowering women in the transportation industry. Likewise, their support for initiatives such as Wreaths Across America, Truckers Against Trafficking, the Police Unity Tour, and Move For Hunger set them apart as a model for corporate engagement in social and humanitarian efforts. NEI thanks this partner for their remarkable efforts, which align with our shared mission to create a more equitable and sustainable world.

Alexander’s Mobility Services

Alexander’s Mobility Services has demonstrated a long-standing commitment to community service. Fifteen years ago, they launched their annual Community Event Program as a small addition to their National Sales Meeting agenda, and it has since grown into a cherished tradition. This program not only fosters a sense of community within the company but also educates participants on local challenges faced by the communities hosting their meetings. Each year, employees enthusiastically engage in activities such as building bikes for children, crafting blankets for newborns in neonatal intensive care, cleaning beaches, and supporting charities like Make-A-Wish. We commend Alexander’s Mobility Services for their dedication to making a positive impact through their collective efforts and corporate responsibility initiatives.

ICON Relocation

ICON Relocation has consistently shown an innovative approach to corporate social responsibility. Through their people-centric strategy, they empower employees by involving them in voluntary environmental and wellbeing/engagement committees, ensuring CSR is woven into every facet of their business. This dedication has led to impressive certifications like EcoVadis Gold, ISO 14001, and achieving carbon-neutral status, reflecting their unwavering commitment to sustainability. Beyond their operations, ICON actively collaborates with partners on various sustainability initiatives and supports impactful local projects, such as the Sussex Kelp Recovery Project, beach cleanups, and litter pickups. Additionally, their focus on diversity, equity, and inclusion shines through initiatives like their progressive, staff-led International Women’s Day podcast. We applaud ICON Relocation for their outstanding efforts in driving positive change for NEI and the broader industry through their exemplary corporate responsibility initiatives.

“We are proud to acknowledge and celebrate the extraordinary contributions of our Service Partners who consistently exceed expectations in upholding NEI's commitment to corporate responsibility,” said Randy Wilson, President | CEO of NEI Global Relocation. “Their efforts inspire us to look beyond ourselves and strive for a better, more impactful future.”

Congratulations to the 2024 Corporate Responsibility Award recipients for their outstanding contributions to creating positive change. Their dedication serves as an inspiration for us all.

Omaha, NE October 2024 – NEI Global Relocation, a pioneer in full-service relocation management, is pleased to announce the recipients of the 2024 NEI Innovation Awards: Icon and AltoVita. This year’s award winners have demonstrated exceptional innovation in their respective fields, pushing boundaries and setting new industry standards.

Icon Relocation Ltd.,has made a game-changing leap in relocation technology. By leveraging the power of Artificial Intelligence, Icon offers a tailored, efficient home search experience, simplifying the relocation process for clients and assignees. Their advanced data warehouse consolidates millions of property records, geospatial analyses, and operational insights, providing unmatched personalization and operational efficiency. This long-standing NEI partner’s commitment to enhancing the user experience through cutting-edge technology has set a new industry standard.

AltoVita has made remarkable strides in relocation technology over the past year. AltoVita has introduced several groundbreaking advancements, including an escalation dashboard and eco-stats for improved incident management and environmental impact tracking. Their integration with International SOS and Breezeway ensures enhanced relocating employee safety, while their Group Moves functionality and personalized housing options simplify complex relocations. With the upcoming 2025 release featuring real-time forecasting and benchmarking, this partner is set to further revolutionize temporary housing management. Their innovative contributions have elevated security, efficiency, and client satisfaction.

“Icon Relocation and AltoVita have demonstrated an extraordinary commitment to innovation and excellence in their respective fields,” said Andy Dyer, Director, Procurement and Global Partner Relations at NEI Global Relocation. “Their groundbreaking solutions, from cutting-edge technology to enhanced client services, are not only transforming the relocation industry but also setting new standards for efficiency, security, and customer satisfaction. The forward-thinking initiatives they’ve introduced have the potential to revolutionize how we approach complex relocations, offering significant value to our clients and their transferring employees. We are excited to see how their continued efforts will shape the future of global mobility.”

The NEI Innovation Awards, an esteemed recognition in the field of relocation management, acknowledge the remarkable strides made by service partners in driving progress and offering unparalleled value to clients.

NEI Global Relocation extends its warmest congratulations to Icon and AltoVita for their outstanding contributions and well-deserved recognition as recipients of the 2024 NEI Innovation Awards.

Omaha, NE October 2024 — NEI Global Relocation, a global leader in full-service relocation management, is proud to announce the recipients of this year's Own It! awards. These awards celebrate the exceptional dedication and commitment of service partners who embody NEI's core philosophy of Own It!

The Own It! awards recognize partners who consistently go above and beyond to ensure client satisfaction and demonstrate a proactive approach to every opportunity. NEI's Own It! philosophy emphasizes offering value, instilling confidence, and taking responsibility to inspire a positive and productive relocation experience.

Andy Dyer, Director, Procurement and Global Partner Relations at NEI Global Relocation, expressed his enthusiasm for this year's recipients, stating, "We are excited to honor these outstanding relocation partners who truly embody NEI's 'Own It!' philosophy. Their dedication and commitment to excellence strengthen our partnerships and ensure we continue delivering exceptional service to our clients."

The 2024 Own It! Award recipients are:

Corporate Living

Corporate Living, led by Henry Gager and his team, has consistently embodied the Own It! principles throughout various relocations. When a prospect company required urgent intern housing across five U.S. cities, they swiftly stepped into action. In just one business day, Corporate Living delivered the necessary solutions, demonstrating speed, efficiency, and commitment. This quick response not only earned the client's trust but also secured a successful partnership. Corporate Living’s ability to consistently provide value, take ownership, and act with a positive 'OWN IT' attitude is what sets them apart in the industry.

AltoVita

AltoVita has set a new benchmark in global accommodations. Delivering solutions 53% below budget, they saved NEI clients $1 million while maintaining an exceptional 100% customer satisfaction score. Their expertise in advanced real-time analytics and operational excellence enabled seamless relocations across the USA, EMEA, and APAC, with standout performance in Japan, where they sourced accommodations 20% below budget. With an impressive booking conversion rate and zero cancellations, their unwavering commitment to quality is undeniable.

NYC Navigator

NYC Navigator’s actions exemplify the human impact of global relocation services. When a relocating employee from Brazil faced the possibility of terminating her U.S. assignment due to her husband’s difficulty finding suitable employment, this service partner took immediate action. Despite being work-authorized, the husband struggled to find a position, leaving the family under financial strain while caring for a child with a heart condition. The service partner stepped in, making cold calls to local restaurants, securing job interviews in Portuguese, and providing resources for English lessons. Their relentless effort resulted in the husband finding employment, allowing the family to stay in the U.S., and preventing a costly failed assignment for the client. For their initiative, persistence, and unwavering support, NEI proudly honors NYC Navigator with the 2024 OWN IT award.

Home Sweet Home

Home Sweet Home truly embodies the OWN IT values in every aspect of their work. Faced with a challenging pre-move downsizing and decluttering project, this partner took swift action, transporting donations directly to Volunteers of America after each session. The relocating spouse, though exhausted after a five-hour process, greatly appreciated the unwavering support. This outstanding dedication brought relief to the family and exemplifies the commitment NEI values in all its partners.

Bernstein Realty

Berstein Realty played a key role in clarifying the complexities surrounding the National Association of Realtors and Department of Justice ruling. Their ability to simplify the changes and explain the various implications for Realtors and Relocation Management Companies provided invaluable clarity to NEI's teams, who manage home sales and purchases for clients daily.

Rawson Realty

Rawson Realty played a pivotal role in a major group move from Chicago to Charlotte. A dedicated Rawson Realty rep stood out for her exceptional support, making herself available from the very beginning by participating in early discussions with the client and transferees. Her devotion extended beyond these initial stages as she continued to assist many transferring families, ensuring a smooth transition and helping them acclimate to their new surroundings. We are deeply grateful for her outstanding contributions, and willingness to OWN these moves.

Premia Relocation Mortgage

NEI sought assistance from Premia Relocation Mortgage for a client's group move, and they responded by swiftly developing tailored resources, including two websites featuring a unique client policy-specific MIDA calculator. Premia not only hosted on-site presentations but also provided training for other lender partners, all while adeptly adapting to evolving policies. This strong collaboration is further highlighted by the fact that 62.5% of MIDA-eligible relocating employees in the group move chose Premia as their lender.

Professional Organizing Relocation Consult GmbH

Professional Organizing Relocation Consult GmbH (ProForg) provided their exceptional support of four Malaysian international assignees relocating to the historic city of Wangen im Allgäu, Germany—a lesser-known expat destination with a challenging housing market. Through maximum effort and a dedicated team, this partner met every need by initiating an immediate housing search and organizing a special shuttle service. The property owner also played a crucial role, fostering a homey atmosphere and ensuring the well-being of the assignees. This seamless collaboration resulted in a transition that was not only smooth but truly exceptional.

Ace Worldwide Elite Relocation Services

NEI is grateful to Ace Worldwide Elite Relocation Services for their swift and effective response to a challenging transferee situation. On a Friday evening, a household goods delivery was scheduled for the following day, only for the transferee to discover that their new home was significantly smaller than expected. The experienced husband-and-wife service team quickly identified the issue: the cargo would not fit, and there was no storage included in the relocation package. Acting promptly, the team secured mini-storage, provided accurate cost estimates, and ensured all necessary approvals were in place, all while maintaining the original delivery schedule for a seamless transition.

Ward North American

A relocating employee's spouse faced a life-threatening allergy to common chemicals found in personal hygiene products while managing a cross-country move. Recognizing the urgency of the situation, a Ward North American Customer Service Representative took the lead, coordinating a meticulous plan focused on safety and precision. Over nine days, a carefully chosen van operator and their team successfully packed, loaded, and delivered 36,000 pounds of belongings without incident. Their "OWN IT!" approach—characterized by compassion, resourcefulness, and attentive listening—earned the family’s trust during this critical time.

CORT

CORT Destination Services supported a family relocating from Colombia to Green Bay, Wisconsin, in October. Upon learning that the family had no car seat for their baby, CORT not only purchased one but also delivered it to their hotel, ensuring safe transportation options. During their initial meeting, the team noticed the family was unprepared for the harsh Midwest winter, dressed only in flip-flops and t-shirts. Recognizing that the family was weeks away from their first paycheck, CORT rallied their network to gather donations of warm clothing and toys. For their life-changing, proactive support and unwavering commitment to the NEI OWN IT approach, we are proud to honor CORT Destination Services.

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Omaha, NE October 2024 — NEI Global Relocation, a leading full-service relocation management company, proudly recognizes the exceptional achievements of its Service Partners with the annual Service Exceeding Expectations Awards. These accolades are given to partners who have consistently demonstrated an unwavering commitment to exceeding expectations in service delivery.

The awards are conferred based on a meticulous evaluation of scorecard data gathered from the feedback of NEI account executives and transferees throughout the year. This comprehensive analysis ensures that the recipients are indeed setting the benchmark for exceptional service in their respective categories.

"Our Service Partners are an essential extension of NEI, consistently demonstrating their unwavering commitment to our mission of delivering Service Exceeding Expectations to our valued clients and their relocating families," affirmed Andrew Dyer, Director of Procurement and Global Service Partner Relations.

This year's winners, selected for their outstanding performance and dedication to excellence, include:

• Ward North American

• MiniMoves, Inc.

• Nelson Westerberg

• Rocket Mortgage

• Corporate Living

• Synergy Global Housing

• CWS Corporate Housing

• GlobeSpec

• IPR Consulting

• LARM USA, Inc.

• REA – Partners in Transition

• Aperian Global

• IOR Global Solutions

• @ Properties | Christie’s International Real Estate

Congratulations to each of these distinguished companies for exemplifying NEI’s mission of providing Service Exceeding Expectations. Their commitment to excellence sets a standard that inspires the entire industry.

Omaha, NE October 2024 – NEI Global Relocation is proud to announce the winner of its prestigious 2024 Service Partner of the Year award, recognizing outstanding performance, unwavering support, and remarkable innovation in the field of global mobility services. This year’s recipient, Interconex, Inc. has set itself apart in numerous ways, making it a clear frontrunner among many deserving partners.

NEI has enjoyed a long-standing and valued partnership with this company, which has consistently provided top-notch services that benefit both NEI and its clients. Over the years, this partner has demonstrated a commitment to NEI’s success by delivering reliable support and solutions that exceed expectations. In 2024, they went above and beyond, distinguishing themselves as the first in their service category to introduce an incentive program specifically for NEI, further solidifying their dedication to our success.

One of their most impressive feats this year involved a monumental, data-driven task that required precision, dedication, and a deep understanding of NEI’s needs. Their efforts not only led to outstanding results but also enhanced NEI’s ability to remain cost-competitive and provide well-informed solutions to our clients. The partner’s extraordinary performance empowered NEI to make strategic decisions that have been invaluable in maintaining our market leadership.

Additionally, this year, the partner faced a complex RFP scenario where their initial pricing was not as competitive as other contenders. Rather than retreat, they embraced the challenge with a problem-solving mindset. By presenting an innovative solution with competitive pricing, they helped NEI win the RFP and secure new business—a testament to their ingenuity and collaborative spirit.

Their consistent Can-Do! attitude and solution-oriented approach embody NEI’s mission of Service Exceeding Expectations. Each interaction with this partner reflects a shared vision of excellence and dedication that makes them an essential ally in NEI’s continued growth and success.

“Our service partners play a pivotal role in the success of our operations,” said Andy Dyer, Director of Procurement and Global Service Partner Relations. “Interconex’s outstanding dedication to excellence, responsiveness, and their willingness to consistently go the extra mile make them a valued partner and a truly deserving recipient of the NEI Service Partner of the Year award.”

Interconex's exceptional performance aligns perfectly with NEI's core values, making them an outstanding choice for the 2024 Partner of the Year award. NEI congratulates Interconex on their well-deserved recognition!

A dockworkers strike at U.S. East and Gulf Coast ports – from Maine to Texas – is expected to severely impact global supply chains and the economy. The strike's disruption could affect billions of dollars in cargo with immediate delays for vessels as well as future delays.

The work stoppage on 1 October 2024 followed a lengthy deadlock in labor talks between the International Longshoremen's Association (ILA) and the United States Maritime Alliance (USMX), a shipping industry group representing terminal operators and ocean carriers.

Thirty-six East and Gulf coast ports shut down including but not limited to Baltimore; Boston; Charleston, South Carolina; Jacksonville, Florida; Miami; Houston; Mobile, Alabama; New Orleans; New York/New Jersey; Norfolk, Virginia; Philadelphia; Savannah, Georgia; Tampa, Florida; and Wilmington, Delaware.

Some experts warn of cascading effects throughout the global economy if the strike lasts. Danish shipping giant Maersk predicted that even a one-week shutdown could take up to six weeks to recover, compounding delays daily.

Regarding the event’s impact on relocation, international shipping and global supply chains are bracing for potential disruption this week and the weeks ahead, but as this situation evolves and we learn more, NEI and our service partners will keep clients advised of specific shipments affected, as well as provide an update on future shipments and how the situation impacts the supply chain.

If you have any questions about this situation, please contact your NEI Client Relations Manager at 800.533.7353 at any time.

This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.

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Effective risk management is essential in the relocation process, to anticipate and address concerns before they can disrupt operations. From logistical interruptions and regulatory compliance to employee dissatisfaction, there are potential risks with each relocation. Preemptively managing them ensures business continuity and successful transitions for employees.

Risk Management and Corporate Relocation

Risk mitigation involves minimizing the impact of potential challenges by developing strategies to manage or eliminate issues before they arise. Identifying and mitigating risks in global mobility is not as clear-cut as it might seem. Even seasoned relocation professionals can find this daunting. However, by predicting and planning for risks, businesses gain a distinct advantage.

Christine Thomas of 360factors likens the business world to a racecourse, with risks as the potholes along the way. Applying this analogy to global mobility, we can view a company’s relocation program as the roadmap, and the risks as the obstacles that need to be navigated. At NEI, we don’t avoid the potholes—we actively anticipate and develop strategies to mitigate their impact. Our goal is to get our clients’ employees to their destinations smoothly and safely, without unexpected setbacks.

Steps to a Comprehensive Risk Assessment

Conducting a thorough risk assessment is critical and anticipating challenges related to logistics, compliance, and employee satisfaction is only the beginning. For example, NEI’s comprehensive risk assessment includes the following steps:

1. Identify Potential Risks Global mobility programs face unique risks, ranging from logistical and operational challenges to financial and immigration concerns. We carefully assess the risks and identify where they are most likely to occur.
2. Determine Who Might Be Affected Once risks are identified, we evaluate who may be impacted—whether it’s the relocating employees, our corporate clients, service partners or NEI. Understanding the scope of impact helps us prioritize risk mitigation efforts.
3. Analyze and Evaluate Risks After identifying the potential risks, we analyze their severity and probability. While it may not always be possible to remove risks completely, we implement control measures to minimize their occurrence and impact.
4. Record the Results and Implement Solutions Once risks are analyzed, we document the mitigation process. This involves detailing the risks, who they could affect, and the steps we will take to mitigate them.
5. Review and Update Regularly Global mobility is constantly evolving, so it’s essential that risk management plans evolve too. NEI conducts regular reviews to ensure our strategies are up-to-date and adaptable to changes in regulations, technology, and industry trends.

By following these steps, NEI ensures that risk management is proactive, not reactive. We strive to minimize disruptions to business operations, protect company assets, and safeguard the information of our clients and their transferees.

Preemptive Risk Management

At NEI, we approach risk management holistically. Our comprehensive risk mitigation plans cover the relocation process,  business continuity,  disaster recovery, and secure technology to ensure resilience. Key components of our risk management strategy include:

• Risk Management Plan: NEI conducts quarterly multi-departmental risk assessment meetings. During these sessions, we evaluate potential risks and implement tailored action plans with robust mitigation strategies.
• Insurance Coverage: NEI and our service partners carry insurance coverage to mitigate potential risks associated with relocation. This includes comprehensive domestic and global insurance solutions required for service partners working with NEI.
• Cybersecurity Measures: We utilize industry best practices to protect sensitive information. Our cybersecurity protocols include identity management, data protection, network defense, and vulnerability testing, ensuring that both our clients’ and transferees’ data remain secure throughout the relocation process.

Key Risks and Mitigation Strategies

While potential risks exist in corporate relocation, having a structured approach to managing them minimizes their impact. Here are some common risks faced by relocation management companies (RMCs) and how NEI addresses them:

• Logistical and Operational Interruptions: The complexity of coordinating multiple services, managing timelines, and ensuring the smooth transport of goods presents considerable logistical challenges. NEI believes in prevention over resolution. We establish clear processes, set expectations with all parties involved, monitor progress and continuously measure performance. In those rare instances that concerns or complaints arise, they are immediately escalated to our Senior Management team for prompt action.

• Legal and Regulatory Compliance: Compliance with local, national, and international laws is key in global relocation. NEI stays informed on relevant regulations by leveraging multiple resources, including industry groups, government directives, and advice from legal and tax experts. This information resides in a central depository to assist in preventing costly legal delays.

• Employee Impact: A failed relocation or an unsatisfied employee can have significant repercussions, from reduced production to loss of talent. Setting expectations, consistent communications and transparency are the most important elements of a successful relocation or assignment.  Our Employee Pre-Decision Program and Onboarding conversation empowers the relocating employee to discuss their concerns and needs, and the NEI consultant to level-set the employee’s expectations based on their approved services and destination location.  If special needs are unveiled, they can now be discussed with the corporate client at the beginning of the process. This improves recruitment, retention, and employee satisfaction.

Real-World Examples of Risk Mitigation

Risk management in corporate relocation is essential to real-world success. Here are a few examples of how preemptive risk management has helped companies overcome relocation challenges:

• NEI received many “rush” global moves from a client to a country that required a minimum of six (6) months to process visa and immigration applications.  To avoid future frustrations from delayed moves, NEI implemented a training program for talent managers, talent acquisition teams and hiring managers to understand global compliance concerns and move timelines.
• An employee arrived late, after midnight, and was not able to access their temporary living apartment.  After speaking with the NEI consultant, after midnight, a nearby hotel was secured with a late checkout and the employee quickly had a secure place to rest.

Recommendations for Clients and Service Partners

NEI works closely with clients and service partners to ensure that risk management is a collaborative effort.  As you build a Risk Management Program, consider the following:

• Prioritize Communication: Regular, transparent communication between all parties ensures that potential risks are identified early and mitigated quickly.
• Leverage Technology for Risk Monitoring: We use advanced technology to monitor risks in real-time, allowing us to react quickly when issues arise.
• Continuously Evaluate Risk Management Strategies: NEI regularly reviews and updates its risk management practices, adapting to new challenges and ensuring the highest level of service for our clients and their employees.

Conclusion

Managing risks in corporate relocation is about more than addressing problems as they arise. It’s about anticipating challenges, preparing for them, and preemptively implementing solutions. NEI’s approach to risk management is to identify potential risks early, manage them effectively, and continuously adapt our strategies to keep pace with industry changes. This ensures smoother transitions, protects assets and employees, and maintains operational efficiency.

If you’d like to learn more about how NEI can help your program thrive, please reach out to your NEI Client Relations Manager or a member of our Global Client Development Team.

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Top Performer 2-Years Running: Nationwide Relocating Employee Survey

For the second consecutive year, NEI Global Relocation has been recognized as the top-performing relocation management company as measured by average score in the Trippel Nationwide Relocating Employee Survey. This prestigious survey, which gathers feedback directly from relocating employees, reflects the real-world impact of our services, offering an objective measure of our performance across key areas of the relocation process.

This recent accolade follows four consecutive years of top rankings in the Trippel Relocation Manager’s Survey, further solidifying NEI Global Relocation’s position as an industry leader. Our consistent stellar performance highlights our commitment to quality and client satisfaction in every aspect of relocation services.

Below you will find a detailed summary of our overall ratings for the past four years, starting with where we rank in total #1 ratings according to the Trippel Relocation Manager’s Survey.

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Total #1 Ratings (2020-Present): Trippel Relocation Manager’s Survey

Most #1 ratings among all participants, considering both average score and net satisfaction:

1. NEI (48)
2. RMC with 2nd most (18)
3. RMC with 3rd most (14)
4. RMC with 4th most (8)
5. RMC with 5th most (6)
6. 2 RMCs with 6th most (5)
7. RMC with 7th most (3)
8. 3 RMCs with 8th most (2)
9. 2 RMCs with 9th most (1)
10. 16+ RMCs with no #1 rankings from 2020 – Present*

* Company either met the criteria for inclusion in the survey results, but earned no #1 ratings, or did not meet the necessary criteria for inclusion.

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Top Relocation Companies: Service Delivery

NEI Global Relocation has consistently set the standard for service delivery in the corporate relocation industry. Our top rankings in overall satisfaction, quality, and team personnel reflect our relentless pursuit of excellence and our commitment to providing unparalleled client experiences. We take pride in being a trusted partner, ensuring that every relocation process is seamless and exceeds client expectations.

RMC Overall Satisfaction

• #1 Average Score 2020, 2021, 2022
• #3 Average Score 2023
• #1 Net Satisfaction 2020, 2021, 2022
• #3 Net Satisfaction 2023

Our sustained high rankings in overall satisfaction demonstrate our dedication to providing exceptional service to our clients year after year.

RMC Quality

• #1 Average Score 2020, 2021
• #2 Average Score 2022
• #1 Net Satisfaction 2020, 2021, 2022

These rankings highlight our unwavering commitment to maintaining the highest quality standards and ensuring seamless service continuity.

RMC Best in Class / Performance (Net Satisfaction not calculated)

• #1 Average Score 2020, 2021, 2022
• #2 Average Score 2023

RMC Team Personnel

• #1 Average Score 2020, 2021
• #1 Net Satisfaction 2020
• #2 Average Score 2022 (T)
• #2 Net Satisfaction 2021

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Top Relocation Companies: Stability

Stability and security are paramount in the relocation process, and NEI Global Relocation excels in these areas. Our top scores in data security, integrity, and service recovery demonstrate our dedication to safeguarding client information and delivering reliable, consistent services. With NEI, clients can be confident in a stable partnership built on trust and integrity.

RMC Data Security

• #1 Average Score 2021, 2022
• #2 Average Score 2020
• #1 Net Satisfaction 2021, 2022
• #2 Net Satisfaction 2020

RMC Integrity

• #1 Average Score 2021, 2022
• #2 Average Score 2020, 2023
• #1 Net Satisfaction 2020, 2021, 2022, 2023 (T)

RMC Service Recovery

• #1 Average Score 2021, 2023
• #1 Net Satisfaction 2023 (T)
• #3 Average Score 2020
• #2 Net Satisfaction 2020, 2021 (T)

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Top Relocation Companies: Client Relationships

At NEI Global Relocation, we believe that strong client relationships are the cornerstone of successful relocations. Our top rankings in continuation of services, cultural partnership, and willingness to recommend highlight our focus on fostering lasting partnerships. We are committed to understanding our clients’ needs and ensuring their satisfaction at every step of the relocation journey.

Continuation of Services

• #1 Average Score 2020, 2022, 2023
• #1 Net Satisfaction 2020 (Net Satisfaction not calculated 2022, 2023)

RMC Cultural Partnership

• #1 Average Score 2023
• #1 Net Satisfaction 2021. 2023 (T)
• #2 Average Score 2020

Willingness to Recommend RMC

• #1 Average Score 2022, 2023 (Net Satisfaction not calculated 2022, 2023)
• #2 Average Score 2020
• #2 Net Satisfaction 2020

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Why the Trippel Relocation Managers’ Survey?

What sets the Trippel Survey apart is its extensive focus on impartiality and the breadth of its data collection. The insights from the Trippel Relocation Manager’s Survey are highly valued as they reflect industry insiders' experiences and offer an objective comparison of the sector’s top firms. This makes it a unique and trusted resource for companies looking to make informed decisions when selecting a relocation management provider.

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Conclusion

If your organization is grappling with inefficiencies in relocation processes, struggling to maintain high employee satisfaction during transitions, or finding it difficult to ensure data security and service continuity, it's time to consider partnering with a proven leader in the industry. At NEI Global Relocation, we not only understand these challenges but excel in turning them into strengths, as evidenced by our consistent top rankings in the Trippel surveys. Our expertise in delivering seamless, high-quality relocation services can help you streamline operations, reduce costs, and enhance the overall employee experience.

Contact us today to discover how we can elevate your relocation program!

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_{The data and rankings referenced in this article are derived from the 2020, 2021, 2022, and 2023 Trippel Relocation Managers Surveys as well as the 2023 and 2024 Trippel Nationwide Relocating Employee Surveys. These surveys provide comprehensive feedback from both relocation managers and employees across the industry, ensuring an accurate reflection of service performance and industry leadership.}

Singapore, Singapore September 5, 2024 - The Forum for Expatriate Management recently held its APAC Summit at Hotel Fort Canning to celebrate excellence in the Mobility industry, handing out their touted EMMAs (Expatriate Management and Mobility Awards). The evening’s gala dinner and award presentation recognized the standout achievements of industry leaders in the APAC region. Among the honorees, NEI Global Relocation and Alto Vita were recognized with the Best Partnership Award for their exceptional collaboration.

This is the second EMMA partnership award won by NEI Global Relocation and Alto Vita this year. The first FEM EMMA award was presented to NEI and AltoVita in Dallas in May 2024.

Randy Wilson, NEI President / CEO explains, “This accolade underscores the exceptional synergy and innovation that define the partnership between NEI Global Relocation and Alto Vita. The award highlights the strength of our collaboration within the Asia Pacific region to deliver superior relocation services.”

The partnership between NEI Global Relocation and Alto Vita has been pivotal in executing two major group move projects for prominent clients across APAC, specifically to Japan and India. Managing group moves is inherently complex, demanding meticulous planning, sophisticated execution strategies, and effective coordination with local service providers. Despite the challenges of relocating large groups to demanding locations, NEI Global Relocation’s commitment to excellence in international relocation, combined with Alto Vita’s expertise in corporate housing, has ensured clients receive high-quality accommodations while staying within budget.

Receiving the Best Partnership Award reflects NEI Global Relocation and Alto Vita’s shared dedication to overcoming challenges and exceeding industry expectations. These honors not only celebrate our successful collaboration but also reinforce NEI’s ongoing commitment to delivering exceptional customer satisfaction.

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2024 International All-Benefits Survey Key Takeaways

NEI Global Relocation (NEI) recently completed our 2024 International All Benefits Survey that covered all components of a typical International relocation program, including policy overview, pre-assignment, relocation, on-assignment, allowances & finances, end of assignment, and tax & compensation areas.

For the survey, 47 international policy components were included, focusing on short- and long-term assignments and permanent transfers with highlights covering several other program types. Of 108  participating companies, the top industries included Technology, Manufacturing, Life Sciences, Consumer Goods & Services, Food & Beverage, and Energy & Utilities.

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Key Takeaways

NEI’s full report contains recent trends in types of international policies and the prevalence of benefits offered. Key takeaways include:

1) Overall Program Overview:

• Intra-country and Intra-Region Americas & LATAM Policies: While our 2024 survey indicates companies are increasing their intra-country and intra-region Americas & LATAM policies, the front-runners for the most common assignment program types by surveyed companies remain clear: 90 percent of companies had a permanent transfer policy; 81 percent a long-term assignment policy; and 73 percent a short-term assignment policy.
• Repayment Agreement Terms: 2024’s survey saw a decrease in the number of companies requiring repayment agreements for permanent moves (88 percent) compared to 2022 (94 percent), while agreement requirements for short-term (59 percent) and long-term assignments (75 percent) remained consistent with 2022.  NEI saw a significant uptick in companies that prorate some or all repayment funds (80 percent, up from 62 percent in 2022) and those using a 24-month required repayment agreement term (83 percent, up from 61 percent in 2022).
• Lump Sum-Only Policies: These are rarely used for international moves by surveyed companies: only 11 percent of companies offered such for permanent moves and less than one percent offered for short- and long-term assignments. This is not surprising as an international relocation, whether temporary assignment or permanent move, can be much more challenging for employees. Providing a lump sum to cover all relocation expenses may seem to offer flexibility, but employee planning and stress can be overwhelming without support from a seasoned professional or Relocation Management Company.

2) Support for Families:

• Pet Transport: Most pet owners consider their pets as part of the family and would be hesitant to move without them, thus it is not surprising to see an increase in 2024 surveyed companies offering pet transport for long-term assignments (39 percent compared to 30 percent in 2022) and permanent transfers (34 percent to 23 percent in 2022). Companies focusing on cost reduction offer a capped pet transportation benefit to keep costs down but provide families peace of mind.
• Spouse / Family Assistance: This year’s survey also reports, over the past few years, a noticeable shift from career assistance to family acclimation services for international assignments. By expanding the benefit, it helps address the whole family’s needs. Long-term assignments offering Spouse / Family Assistance rose from 61 percent in 2022 to 74 percent in 2024 and offering it to permanent transfers rose from 51 percent in 2022 to 55 percent.
• Host Country Transportation: A common benefit that continues in both short-term and long-term assignment policies, assistance provided varies with almost half of surveyed companies offering assistance based on the location or local practice.
• Host Country Housing: Most assignees live in a rented apartment or flat throughout their assignment. Of 2024 surveyed companies, 99 percent of short-term policies and 93 percent of long-term policies provided host country housing eligibility and, for permanent moves, only 20 percent of 2024 respondents provided it (not to be confused with interim temporary living). For all companies, 85 percent have housing paid by the company or their RMC on behalf of employees on short-term assignment and 62 percent on long-term assignment.
• Global Health Insurance Plans: NEI saw a significant shift of companies this year providing a global plan approach for short-term (56 percent) and long-term (65 percent) assignees, a change from our 2022 survey when 71 percent of companies used a home-based approach for short-term assignees and 57 percent for long-term.

3) Cost Impact of Policy Changes:

• Furniture Allowance in Lieu of Shipment: As costs of household good shipments continue to rise, NEI’s seen an increase in companies offering a furniture allowance in lieu of a household good shipment. For short-term assignments, 54 percent of surveyed companies offered one compared to 38 percent in 2022. For permanent assignments, 48 percent offered one in 2024 compared to only 37 percent in 2022. Though some companies may adopt a furniture allowance to support sustainability initiatives, analysis completed by NEI determined that the sustainability variance is minimal and, in some cases negative, due to emissions from manufacturing, shipment of furniture from the plant, and disposal of furniture at assignment end.
• Storage Benefits Decrease: NEI’s seen the storage benefit decrease for all policy types in the last year, most likely due to companies’ cost containment measures. Offering 15-to-30 days of storage is most common for both long-term assignments and permanent transfers.
• Relocation Allowance Usage Increase: This year, NEI’s noted an increase in companies offering the allowance across all policy types. Companies are also shifting more towards offering a flat amount per assignee vs. percentage of employee salary. For allowance eligibility, short-term assignments rose from 45 percent (2022) to 68 percent (2024); long-term assignments increased from 74 percent to 87 percent; and permanent moves rose from 76 percent in 2022 to 87 percent.
• Tax Gross-up Vary by Benefit & Assignment Type: Year-over-year, NEI saw an increase in companies including state insurance, social security, social and local, and city income taxes in the hypo tax. Historically, most companies provide both tax consultation to set upfront expectations and tax prep assistance throughout the assignment. This is consistent with 2024’s survey.

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Driving Unique Solutions for Each Client

We recommend all companies determine which unique solutions will work best for their company and NEI is ready to discuss all relocation-related possibilities with you.

NEI’s Global Mobility Strategies Team would be pleased to assist you in determining if a benefit is the right fit for your program. We believe reviewing program intent and benchmarking against industry peers and best practice can help you build a strong talent acquisition / retention strategy.

Thank you to all companies who participated!  

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About NEI Global Relocation

With headquarters in the U.S. and regional offices in Switzerland and Singapore, NEI is a certified Women's Business Enterprise dedicated to providing full-service global relocation and assignment management solutions. Supporting well over 200 clients, including numerous Fortune 500 and Fortune 1000 companies, NEI is committed to meeting diverse supplier goals and addressing the unique challenges of global talent mobility. For more information on NEI's services and to explore NEI All-Access, visit www.neirelo.com

The above article is provided for informational purposes only. Please consult your tax, legal, immigration or accounting advisors before making any decisions or transactions.

Determining Main Objectives and Prioritizing KPIs in Corporate Relocation

To effectively prioritize KPIs, it's crucial to first identify your organization's main objectives for its relocation program. Most often, these objectives fall into one of three main areas: Cost Efficiency, Employee Satisfaction and Retention, and Operational Excellence.

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‍Cost Efficiency

Identifying Cost Efficiency as a Priority:

• Best for Companies That: Are operating under budget constraints or have a strategic focus on financial health.
• Considerations: Prioritizing cost savings and accurate invoicing helps maintain financial health but could impact the level of personalized service and employee satisfaction.

Indicators:

• Strategic Growth and Expansion: Companies expanding into new markets need to manage costs efficiently to sustain growth.
• Stakeholder Expectations: High emphasis on financial health and transparency from stakeholders.
• Budget Constraints: Need to maximize value and minimize expenses.

Prioritizing KPIs for Cost Efficiency:

• ‍Primary KPIs:‍
  • Cost Savings [RMS-Provided]: Cost savings are identified through financial reports and program benchmarks. This metric identifies opportunities for increased efficiency while maintaining high service quality. Using these insights allows for strategic decision-making that optimizes budgets and improves the financial sustainability of relocation services.
  • Exceptions [Client KPI]: Cost savings are identified and measured through financial reports and program benchmarks. This metric identifies opportunities for increased efficiency while maintaining high service quality. Using these insights allows for strategic decision-making that optimizes budgets and improves the financial sustainability of relocation services.
• ‍Secondary KPIs:‍
  • Invoicing Accuracy [RMS-Provided]: To verify invoice accuracy, it's common to conduct reviews and gather feedback on invoicing processes from your Accounts Payable Department. Accurate invoicing is critical for maintaining financial transparency and trust. By ensuring precision in invoicing, disputes are reduced, fostering positive business relationships and implementing necessary process adjustments to uphold high standards of financial integrity.
• ‍Strategy: Regularly review financial reports and monitor cost-saving measures. If cost savings are on target and invoicing errors are minimal, the program is successful.

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Employee Satisfaction and Retention

Identifying Employee Satisfaction as a Priority:

• Best for Companies That: Rely on retaining key talent and maintaining positive morale at work.
• Considerations: High levels of support and satisfaction require investment in quality service providers and thorough preparation processes. While it may increase some of your program costs, they are quickly recovered in reduced recruitment and onboarding expenses.

Indicators:

• Employee Feedback: Frequent feedback indicating a need for better support and satisfaction.
• High Turnover Rates: Companies experiencing high turnover may need to focus more on employee satisfaction to retain talent.
• Talent Development:  Emphasis on supporting employees' career growth and development through strategic relocations.

Prioritizing KPIs for Employee Satisfaction:

• ‍Primary KPIs:
  • ‍Employee Satisfaction with Account Executive [RMC-Provided]: Employee satisfaction with their assigned consultant is gauged through detailed post-relocation surveys and regular feedback forms. High satisfaction scores indicate effective support and strong employee-consultant relationships, essential for a smooth relocation experience. This metric helps identify best practices to reinforce, while lower scores highlight specific areas for consultant training and development, promoting continuous improvement.
  • ‍Employee Satisfaction with Service Partners [RMC-Provided]: Employee feedback on the performance of third-party service partners, such as household goods movers or real estate agents, is gathered through surveys and forms. This metric indicates the quality and dependability of their services. Positive feedback confirms dependable providers, while negative responses guide renegotiation of contracts or changes in providers, ensuring consistently high service standards.
• ‍Secondary KPIs:
  • Payroll Submission Timeliness [RMC-Provided]: Tracking the timeliness of payroll submissions for allowances or other payments paid by the company, or adding inputted income for items paid outside payroll to be loaded for wages is imperative.  On-time processing with automation ensures timely payments and tax compliance of relocation disbursements. Efficient payroll processes enhance overall client satisfaction and highlight the reliability of relocation services.
  • ‍Expense Processing Time [RMC-Provided]: Employee expense processing time is monitored through processing time records while satisfaction is monitored through employee feedback. This KPI tracks the average time it takes for an employee to be reimbursed after submitting an expense report and required back-up. Efficient and timely processing reduces financial strain on employees and supports a smoother relocation experience. Streamlined expense processing minimizes delays and errors, enhancing overall program efficiency.
• ‍Strategy: Review your relocation management company’s (“RMC”) frequent survey and feedback session results to gauge employee satisfaction. High satisfaction scores with consultants and service partners are indicative of a successful program. Secondary metrics like payroll timeliness should remain within acceptable ranges to avoid negatively affecting the overall satisfaction.

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Operational Excellence

Identifying Operational Excellence as a Priority:

• Best for Companies That: Aim to minimize errors and delays while ensuring compliance with legal and regulatory requirements.
• Considerations: Focus on process efficiency and compliance requires robust systems and a commitment to continuous improvement. While this minimizes risks and ensures smooth operations, it might divert attention from individual employee experiences and personalized support.

Indicators:

• Compliance Requirements: Operating in highly regulated industries or regions with complex legal requirements.
• Operational Challenges: Frequent issues with process inefficiencies, errors, or delays.
• Strategic Growth: Companies expanding rapidly and needing efficient, scalable processes.

Prioritizing KPIs for Operational Excellence:

• ‍Primary KPIs:
  • ‍Service Partner Performance KPIs [RMS-Provided]: Service Partner Performance KPIs measure the effectiveness of all external partners in the relocation process. It includes metrics like responsiveness, invoicing accuracy, and transferee satisfaction. High performance indicates strong collaboration, smooth relocations, and alignment with program goals. Below are a few examples of partner-specific measures of performance:
    • ‍Temporary Living Performance Metrics:
      • 24/7 service manager availability
      • Responding to customer requests within two hours
      • Securing accommodations
      • Clear access instructions at least 48 hours before check-in
    • Household Goods Performance Metrics:
      • delivery timeliness
      • claims average cost
      • claims processing time
    • ‍Tax & Immigration Partner Performance:
      • adherence to international regulations
      • timely processing of tax and immigration documents
      • proactive management of potential issues.
• ‍Secondary KPIs:
  • ‍Process Automation Performance [RMC-Provided]: Where processes have been automated through workflow technology or Artificial Intelligence, it is wise to measure the successful throughput and outcomes of each automation. This KPI can track the efficiency, accuracy, or overall effectiveness of automated processes within the relocation program. High performance in process automation typically results in faster turnaround times, reduced errors, and improved scalability, contributing to overall program efficiency.
  • ‍Website Uptime [RMC-Provided]: Website uptime is monitored through IT systems and uptime reports to ensure consistent accessibility. High uptime ratings result in maintaining operational efficiency and user trust. Investing in a robust IT infrastructure to minimize downtime enhances the reliability and user experience of online resources.‍
• ‍Strategy: To achieve operational excellence, focus first on establishing a strong and collaborative partnership with your RMC.   Prioritize KPIs in key areas like responsiveness, satisfaction and accuracy, as they directly affect employee experience and compliance. Simultaneously, leverage process automation to enhance efficiency. Regular reviews and adjustments based on KPI data will ensure continuous improvement and sustained operational excellence.

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Conclusion

By assessing and understanding your company’s specific needs and strategic goals, you can confidently identify your main objectives for the relocation program. Prioritizing KPIs that align with these objectives ensures a focused, effective, and successful relocation program. Staying true to these prioritized metrics guarantees that primary goals are met while maintaining acceptable standards for secondary metrics, ultimately driving the overall success and sustainability of the organization.

Workforce Retirements are Accelerating in the United States – Are You Prepared?

Statistics indicate more than 10,000 Americans reach the average retirement age of 65 every day. That figure is expected to peak in the summer of 2024 (referred to as “Peak 65”) to more than 12,000 a day. In a recent report from the US Chamber of Commerce, the US has 8.5 million job openings but only 6.5 million unemployed workers. Contributing factors were early retirements and less immigration.  

During the third quarter of 2020, approximately 28.6 million baby boomers retired, and the number continues to grow. This significant increase in retiring workers has substantial implications for the labor market, including, but not limited to, loss of proficiency, experience, and corporate culture. Current US domestic population growth alone simply can’t cover the worker gap.

According to a recent survey conducted by the Worldwide Employee Relocation Council, 56 percent of organizations are now addressing seasoned employee retention. As companies grapple with replacing such experience, it will become increasingly important to assess the impact on your organization and develop a strategic plan to ensure continuity and minimize disruptions.

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Strategies to aid your organization

Resourcing Key Personnel Through Immigration

Fostering a diverse workforce can be essential to meet the demands of the changing labor landscape and ensure a sustainable and adaptable future. Immigration plays a crucial role as a solution to bolster the workforce. The age of H1-B or L-1 Immigrants, on average, is lower than their American counterparts and is presently the primary driving force behind the country’s population growth. Increasing the number of skilled immigrants can supplement working-age Americans and the nation’s aging population.  

Attracting Experienced Team Members

When looking for seasoned talent, it can be advantageous to expand the search regionally and globally. An important point is to ensure advertising is inclusive for all ages. Avoid terms such as “energetic” or “high potential,” as these can imply only younger workers should apply. Other strong incentives include offering benefits such as health and long-term care insurance. Some organizations offer a final relocation package as a bonus for those that complete a company-requested assignment or for those who remain with the company past a certain age before retiring.

Utilizing NEI Services

NEI will help you develop and manage a Final Relocation program, facilitate home sales, household goods, and assist with destination services for retirees. Our global reach supports a robust international program to relocate key talent. NEI can also manage rotational programs for future company leaders to learn from the experience of seasoned co-workers across different areas.

Organizations can bridge staffing shortages and knowledge gaps by utilizing effective, proven immigration, employment, and training programs to help transition critical knowledge and expertise to the next generations.

If you have questions or would like to discuss how NEI can help, please contact your NEI Client Relations Manager.

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Additional Resources

How Workplaces Can Adapt to an Aging Workforce

What to do About Our Aging Workforce

Baby Boomers are Retiring | Implications for the Workforce and Economy

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Relocating employees face unexpected challenges

In today’s corporate world, relocating employees face unexpected challenges like cultural adjustments, legal issues, financial considerations, and personal upheavals. Resilience is crucial for both employees and the relocation professionals supporting them. This article explores resilience in corporate relocation, highlighting its significance and providing insights on fostering this trait.

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Understanding Resilience

Resilience is the ability to bounce back from adversity, maintain a positive outlook, and persevere. The idea of resilience is perfectly summarized in the popular quote, “It’s not about how many times you fall, it’s about how many times you get back up.” But how, specifically, does this mindset impact global mobility?

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The Complexity of Corporate Relocation

Corporate relocation involves more than moving belongings; it requires legal compliance, cultural acclimation, and logistical execution. Relocation often includes personal and emotional upheavals, with employees leaving support networks and facing cultural adjustments. For instance, an employee moving from the U.S. to Japan may experience culture shock due to differences in social norms, work culture, and language. Coordinating specialized medical transport for a family member can be burdensome and stressful for all involved. Empathy and understanding are crucial for successful global assignment and a resilient team is essential to adapt to these unique challenges.

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Leadership and Resilience

Leadership and resilience are intertwined, with effective leaders demonstrating and cultivating resilience within their teams. In the relocation industry, leaders must guide teams through stressful situations, ensuring focus and motivation. A Harvard Business Review article notes that resilient leaders maintain purpose, communicate effectively, show empathy, and create supportive environments. In recognizing the emotional aspects of relocation, such as anxiety about moving to a new country, resilient leaders can provide reassurance and support, helping employees navigate challenges and feel valued.

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Building Resilience in Relocation Programs

To foster resilience among transferees, relocation programs must prioritize clear communication and set realistic expectations. An initiation call can lay the groundwork for a smooth process by managing anxieties and preparing transferees for challenges. Continuous support, including practical assistance with utility setups and understanding local regulations, as well as emotional support like checking in on well-being, is crucial. Companies with strong support systems see higher satisfaction and retention rates. For example, a transferee moving from Detroit to Tupelo, Mississippi, not only requires help with logistics and cultural adjustments, but may need assistance finding a school for their children and care for an elderly parent, underscoring the need for comprehensive support to ease transitions and build resilience.

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The Human Side of Relocation

Resilience in relocation goes beyond logistics; it involves addressing the human side of the move. Employees often leave support networks and face significant cultural and personal adjustments. Understanding and empathizing with these challenges is crucial. For instance, a transferee caring for a sick child benefits from the relocation team's compassionate support, easing their burden. The American Psychological Association states that a strong support system is vital for building resilience, emphasizing the importance of empathetic communication. Tailored assistance, such as accommodations for a transferee that has a child with special needs, ensures a smooth and successful transition.

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Conclusion: The Big Idea

At the heart of successful corporate relocation lies resilience—the ability to adapt, recover, and thrive amidst challenges. Effective relocation depends on fostering a resilient mindset through strong leadership, clear communication, and empathetic support. Support systems play a crucial role in building resilience, equipping transferees to handle unexpected situations and promote growth. The relocation industry can transform challenges into growth opportunities by embracing resilience, turning trials into strengths. According to the American Psychological Association, resilience involves behaviors, thoughts, and actions that can be learned and developed, with resources like the Mayo Clinic offering individual and group training on resilience skills and strategies. Please visit their website for tips on fostering resilience in your life and within your organization.

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What is COLA (Cost of Living Allowance)?

When companies seek to relocate mission-critical employees or new hires from low-cost areas to high-cost destinations, the negative standard of living impact can be a major barrier to acceptance.

A COLA (Cost of Living Allowance) benefit is additional compensation given to employees to help them offset and manage increased expenses (e.g., groceries, housing, utilities, and taxes) in a destination location compared to the departure location. By offering the benefit to employees considering relocating to higher cost locations, companies can make the move more attractive and feasible.

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When to offer Cost of Living Allowance?

Whether designing a US domestic program or an International program, a common question asked before offering a COLA benefit is: “How drastic a difference does the cost of living have to be between the employee’s departure and destination locations to trigger the COLA benefit?”  

Data experts use the most current information to estimate costs of common essentials, and the cost index of the original location is compared to that of the new one to come up with a percentage difference between the locations. While some employers are sensitive to even a 2% or 3% difference, as calculated by an expert third-party data firm, NEI’s 2024 COLA Survey noted that 44% of companies set eligibility thresholds at 5%. Furthermore, some companies choose to only pay the difference above a minimum threshold, but each company’s culture, business, and cost drivers influence the calculation and threshold approach.

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How long should COLA payments continue and how might it be paid out?

• For international moves / assignments, COLA is often recalculated more frequently (typically semiannually) due to fluctuating exchange rates and other shifting global factors. When companies provide COLA for employees on temporary international assignments, if there is no official assignment end date, the employer might discontinue or phase-out the benefit if the employee is later localized.
• For U.S. domestic moves / assignments, COLA is usually calculated once and paid either as a lump sum or spread out over a set period (most commonly three years) with payments declining each year to wean employees off of COLA and encourage destination adjustment.

To avoid surprises, employees should be advised COLAs may be modified during the move or assignment. Though, as you might guess, there are usually no complaints when a COLA is adjusted upward.

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COLA Trends | Findings from NEI’s 2024 Cost of Living Assistance Global Survey

Relocation packages vary widely across industries, making benchmarking vital so companies can stay competitive. Some companies and industries offer a more frequent, generous COLA, but others may not offer it at all.

NEI’s 2024 Cost of Living Assistance Global Survey, with over 200 participating companies, found the following International and U.S. Domestic trends:

• International:  When cost of living assistance is necessary for international assignments and relocations, companies typically provide assistance in the form of a COLA or a Goods & Services Differential (G&S). Historically, assistance is provided to long-term assignees, as reflected in the survey results. We have seen a slight uptick in assistance provided to short-term assignees since the publication of our 2022 International All Benefits Survey.
• U.S. Domestic: When cost of living assistance is necessary for U.S. Domestic relocations, companies typically provide assistance in the form of a COLA or a Cost-of-Housing Assistance (where companies send funds directly to the lender for high housing costs specifically).  Despite home price increases, mortgage rates double what they were compared to recent years, and an inflationary rise in prices for everyday goods and services, we have not seen an increase in COLA usage like we would have expected, as it appears companies are using a wait-and-see approach, expecting the market to swing back.

“Companies wonder if others are offering COLA more frequently with rising costs and interest rates. Based on our survey results, they aren’t, but the expectation is that usage could increase more in the coming years,” said Amy Smith, Director, Global Mobility Strategies at  NEI.

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Facilitating Talent Recruiting and Corporate Relocation Offers

Reviewing program intent, benchmarking against industry peers, and adhering to best practices can help you use COLA to build competitive recruiting and relocation offers. This, in turn, helps employees maintain their living standards, regardless of where their career takes them with you.

NEI’s Global Mobility Strategies Team would be pleased to help you determine whether a COLA benefit is right for your program and make the best decisions about how to administer it. We strive to help our clients embrace their business goals, while still offering the highest service and lowest cost exposure. If you would like to discuss COLA or any other mobility trends, please contact your NEI representative.

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_{The above article is provided for informational purposes only. Please consult your tax, legal, immigration or accounting advisors before making any decisions or transactions.}