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NEI's 2024 Internship Survey examines U.S. domestic relocation benefits offered to interns by various companies. Key findings include the prevalence of lump sum relocation payments, average expenditures, and common supplemental benefits like travel and housing assistance. The survey explores additional trends toward relocation benefits, recruitment strategy and overall program costs. NEI’s review of the data reveals a shift toward more comprehensive relocation support packages aimed at attracting and retaining top intern talent.
Participant Demographics and Industry Representation
The survey encompassed 180 total participants, with 119 organizations having active internship programs. Most likely to participate in this survey are those within the manufacturing and technology sectors, with an increased interest by companies with more than 5,000 employees. The number of annual interns per organization remains steady ranging from less than 50 to 100. NEI observed a 5% total decrease in companies reporting annual internship rates of over 101 interns.
Intern Recruitment and Conversion Rates
In 2022, the majority of companies reported planning more than 8 months in advance for intern recruitment. While the most common planning timeline remains 8 months, NEI did observe a slight shift toward shorter 3 to 6 month advance planning timelines. Since this shift is minimal, it could simply be a matter of reduced staffing or priorities among the participant companies. Well planned internship recruitment is likely to provide the highest level of success for the program.
The most common internship length remains 3 months (52%) with minor upward and downward variance. Twenty-seven percent (27%) of organizations report that 10-20% of their interns transition into permanent roles. Despite the increase in remote and hybrid work positions, only 2% of companies report an increase in “never” requiring an intern to temporarily relocate (up to 12%), meaning the “boots on the ground” need is still prevalent. As with any employee, offering relocation benefits to the 88% of interns that are always or sometimes asked to relocate for their opportunity remains crucial. Feeling supported by the company remains a high priority for interns as they consider building a future career within a company. Realizing relocation benefits can be a critical means of support, 94% of companies always or sometimes offer assistance when relocation is required.
Relocation Assistance: Lump Sum Payments and Partial Coverage
The survey reveals a consistent approach to relocation assistance with use of a full or partial lump sum payment to cover some or all expenses, offered by 79%of companies. NEI observed an 8% shift of companies moving away from partial and full lump sums to fully administered intern relocation benefits. The expenses most frequently covered by a full or partial lump sum included those associated with housing and travel.
When calculating the full and partial lump sum payments, most companies (52%) use a set pre-determined amount for all interns. Some companies will alter the payment based on location (36%), length of internship (6%), move distance (21%), and type of housing provided (6%). Administration of the full or partial lumpsum payment is frequently managed as a one-time payment (79% of companies) with a most common payment amount ranging from $2000 to $3,000. Comparatively, 15% offer monthly payments, typically within the $1,000 to $1,500 range.
Travel and Household Goods
Travel expenses most often covered (outside of lump sum or partial lumpsum) include airfare (86%) and mileage (79%). En route lodging, meals and miscellaneous expenses are commonly covered by the relocating intern. House hold goods benefits are rarely offered (outside of a lump sum or partial lump sum payment) with only 14% of companies offering a small van line shipment. However, 86% of companies cover expenses associated with excess baggage fees incurred by the airline.
Housing Assistance: Trends and Preferences
For housing assistance covered outside of the lump sum or partial lump sum, furnished apartments/housing remained the most popular option in 2024 (68%), followed by a housing allowance (32%) or dormitories (11%), and 14% that let the intern choose from the afore options. When an employee receives a full or partial lump sum or a housing allowance, 11% of companies report making referrals to temporary living, rental assistance, or home finding partners to assist in finding suitable housing. When providing furnished accommodations, most companies consistently require interns to share accommodations, with up to two interns per two-bedroom apartment. A consistently low number of organizations require up to two interns per bedroom. Thirty-five percent of companies provide each intern a private accommodation, up 13% from 2022.
Most companies (82% in 2024) provided housing payments monthly as opposed to a one-time payment (18%). The method for determining housing allowance/stipend varied, with a significant portion based on location/distance (60% in 2024). There was a tie in 2024 for the average monthly housing allowance, with 38% of respondents reporting amounts between $751 and $1,000, and another 38%reporting amounts greater than $1,500.
Intern Contribution and Tax Assistance
In2024, 65% of organizations did not require interns to contribute towards their housing expenses, while 17% expected the intern to contribute any amount needed for housing that exceeded the housing allowance, and few (9%) expected the intern to contribute a specified dollar amount toward their housing expenses. Tax assistance practices varied, with 53% of companies providing tax assistance or gross-up on full and partial lump sums, 36% provided assistance on housing/housing allowance, 28% on travel expenses, and 3% on household goods shipments. Nineteen percent of respondents provided no tax assistance on any relocation benefit.
Total Spending and Additional Benefits
The average total spend per intern for the majority of respondents (46%) was more than $5,000. In addition to the standard relocation package, several companies offered extra benefits to enhance the intern experience. These included:
• Rental finding assistance
• Sign-on bonuses
• Transportation allowances
• Paid time off
• Partners/spouses and dependents included, housed with summer intern
• Vehicle shipments / transportation allowance
• Meals or per diems
Conclusion
The2024 Internship Survey highlights evolving trends in relocation benefits for interns in the U.S. While financial assistance remains crucial, companies are increasingly focusing on providing comprehensive support that encompasses housing, travel, and additional perks to attract and retain top talent. Greater flexibility in housing options, and a growing emphasis on intern well-being reflect the evolving landscape of internship programs.
Please contact your NEI representative to discuss the survey’s findings or if you would like a copy of the complete NEI 2024 Internship Survey of U.S. Domestic Relocation Benefits.
NEI's 2024 Internship Survey examines U.S. domestic relocation benefits offered to interns by various companies. Key findings include the prevalence of lump sum relocation payments, average expenditures, and common supplemental benefits like travel and housing assistance. The survey explores additional trends toward relocation benefits, recruitment strategy and overall program costs. NEI’s review of the data reveals a shift toward more comprehensive relocation support packages aimed at attracting and retaining top intern talent.
Participant Demographics and Industry Representation
The survey encompassed 180 total participants, with 119 organizations having active internship programs. Most likely to participate in this survey are those within the manufacturing and technology sectors, with an increased interest by companies with more than 5,000 employees. The number of annual interns per organization remains steady ranging from less than 50 to 100. NEI observed a 5% total decrease in companies reporting annual internship rates of over 101 interns.
Intern Recruitment and Conversion Rates
In 2022, the majority of companies reported planning more than 8 months in advance for intern recruitment. While the most common planning timeline remains 8 months, NEI did observe a slight shift toward shorter 3 to 6 month advance planning timelines. Since this shift is minimal, it could simply be a matter of reduced staffing or priorities among the participant companies. Well planned internship recruitment is likely to provide the highest level of success for the program.
The most common internship length remains 3 months (52%) with minor upward and downward variance. Twenty-seven percent (27%) of organizations report that 10-20% of their interns transition into permanent roles. Despite the increase in remote and hybrid work positions, only 2% of companies report an increase in “never” requiring an intern to temporarily relocate (up to 12%), meaning the “boots on the ground” need is still prevalent. As with any employee, offering relocation benefits to the 88% of interns that are always or sometimes asked to relocate for their opportunity remains crucial. Feeling supported by the company remains a high priority for interns as they consider building a future career within a company. Realizing relocation benefits can be a critical means of support, 94% of companies always or sometimes offer assistance when relocation is required.
Relocation Assistance: Lump Sum Payments and Partial Coverage
The survey reveals a consistent approach to relocation assistance with use of a full or partial lump sum payment to cover some or all expenses, offered by 79%of companies. NEI observed an 8% shift of companies moving away from partial and full lump sums to fully administered intern relocation benefits. The expenses most frequently covered by a full or partial lump sum included those associated with housing and travel.
When calculating the full and partial lump sum payments, most companies (52%) use a set pre-determined amount for all interns. Some companies will alter the payment based on location (36%), length of internship (6%), move distance (21%), and type of housing provided (6%). Administration of the full or partial lumpsum payment is frequently managed as a one-time payment (79% of companies) with a most common payment amount ranging from $2000 to $3,000. Comparatively, 15% offer monthly payments, typically within the $1,000 to $1,500 range.
Travel and Household Goods
Travel expenses most often covered (outside of lump sum or partial lumpsum) include airfare (86%) and mileage (79%). En route lodging, meals and miscellaneous expenses are commonly covered by the relocating intern. House hold goods benefits are rarely offered (outside of a lump sum or partial lump sum payment) with only 14% of companies offering a small van line shipment. However, 86% of companies cover expenses associated with excess baggage fees incurred by the airline.
Housing Assistance: Trends and Preferences
For housing assistance covered outside of the lump sum or partial lump sum, furnished apartments/housing remained the most popular option in 2024 (68%), followed by a housing allowance (32%) or dormitories (11%), and 14% that let the intern choose from the afore options. When an employee receives a full or partial lump sum or a housing allowance, 11% of companies report making referrals to temporary living, rental assistance, or home finding partners to assist in finding suitable housing. When providing furnished accommodations, most companies consistently require interns to share accommodations, with up to two interns per two-bedroom apartment. A consistently low number of organizations require up to two interns per bedroom. Thirty-five percent of companies provide each intern a private accommodation, up 13% from 2022.
Most companies (82% in 2024) provided housing payments monthly as opposed to a one-time payment (18%). The method for determining housing allowance/stipend varied, with a significant portion based on location/distance (60% in 2024). There was a tie in 2024 for the average monthly housing allowance, with 38% of respondents reporting amounts between $751 and $1,000, and another 38%reporting amounts greater than $1,500.
Intern Contribution and Tax Assistance
In2024, 65% of organizations did not require interns to contribute towards their housing expenses, while 17% expected the intern to contribute any amount needed for housing that exceeded the housing allowance, and few (9%) expected the intern to contribute a specified dollar amount toward their housing expenses. Tax assistance practices varied, with 53% of companies providing tax assistance or gross-up on full and partial lump sums, 36% provided assistance on housing/housing allowance, 28% on travel expenses, and 3% on household goods shipments. Nineteen percent of respondents provided no tax assistance on any relocation benefit.
Total Spending and Additional Benefits
The average total spend per intern for the majority of respondents (46%) was more than $5,000. In addition to the standard relocation package, several companies offered extra benefits to enhance the intern experience. These included:
• Rental finding assistance
• Sign-on bonuses
• Transportation allowances
• Paid time off
• Partners/spouses and dependents included, housed with summer intern
• Vehicle shipments / transportation allowance
• Meals or per diems
Conclusion
The2024 Internship Survey highlights evolving trends in relocation benefits for interns in the U.S. While financial assistance remains crucial, companies are increasingly focusing on providing comprehensive support that encompasses housing, travel, and additional perks to attract and retain top talent. Greater flexibility in housing options, and a growing emphasis on intern well-being reflect the evolving landscape of internship programs.
Please contact your NEI representative to discuss the survey’s findings or if you would like a copy of the complete NEI 2024 Internship Survey of U.S. Domestic Relocation Benefits.
