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Design policies Relocation policies should also include provisions for equity-related issues, such as compensation adjustments, tax assistance, cultural training, language courses, spousal support, childcare, education, health care, immigration, and repatriation.

A Repayment Agreement is a legally enforceable contract stating that if the employee resigns or is terminated by the Company within a certain time frame following relocation, the employee agrees to repay the company any relocation expenses that were paid by the company.

Depending on the size of the company and its relocation policy, they may only be able to provide a certain amount of assistance. Be willing to negotiate within those limits and offer a compromise, like substituting additional vacation days for the move instead of extra money.

To begin with, it is essential to understand the legality of relocation dismissal. Generally speaking, employers cannot force you to move simply because they want you in another location; however, they may require relocation if it is necessary for the job and there is no other option.

Law Office of Arkady Itkin The first option is to ignore the obligation and hope that the company will eventually give up. ... A second and a far better option is to negotiate a reduction or a waiver of repayment obligation with someone who has the authority to give you a break on the amount to be repaid.

Moving expenses covered in an executive relocation package include packing and shipping household goods, short-term or long-term storage, transportation expenses, vehicle shipment, temporary housing expenses, and home-finding visits for the employee.

A relocation agreement, sometimes referred to as an employee relocation agreement, is a legal contract executed by an employer and an employee in which the employer agrees to compensate an employee for relocating for business purposes.

A relocation stipend is a set amount of money an employer provides to cover job-related moving expenses. A stipend can either be pre-fixed based on company policies or calculated based on the employee's actual expenses. Most employers offer a combination of both, with an upper limit on how much they will reimburse.