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!
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!
