Clients can complete online authorizations, review real-time reporting, access invoices and supporting documents, and monitor satisfaction and file status updates. Many clients also use the reporting available through the portal to support internal budgeting, auditing, and year-end reconciliation.

• Accurate billing and cleaner compliance
  Workflows support consistent billing practices by connecting services, approvals, and documentation to each file. WHR also uses defined review controls to help ensure invoice accuracy and required attachment compliance. Invoices and supporting documents can be made available through the client portal to support transparency and internal auditing.
• Supplier partner coordination and quality management
  Relocation outcomes depend on strong supplier partner execution. WHR workflows coordinate activities with our supplier partners and support performance management through metric-driven scorecards and satisfaction feedback. When feedback indicates a service risk, the right teams can be alerted quickly so issues are addressed and documented
• Security and privacy by design
  Workflows are only as strong as the safeguards around the data they use. WHR incorporates role-based access and security controls to help protect employee and client information, and we continuously maintain and review our technology environment to support confidentiality and appropriate access.

1. Review your current policy (ies)

When was the last time you reviewed your relocation policy? Before you can start deciding how and where to cut costs, it is essential to understand your current program. Some companies have policies that have been in place for years and have become outdated. Take the time to evaluate your current policies to ensure they align with current industry trends, employee expectations, and your company’s culture. At a minimum, your policy document(s) should outline the types of relocation benefits offered, the criteria for each benefit, and any restrictions.

Additionally, invest the time to research service-specific or industry benchmarks and compare your policy benefits against what other organizations of similar size or industry are offering. You may find that some benefits are more robust than necessary, and adjustments can be made without impacting employee satisfaction.

If you are working with a Relocation Management Company (RMC), they can be a great asset in this process.

2. Tailor Relocation Packages for Different Employee Levels

Reevaluating policies can help pinpoint inconsistencies, such as providing the same benefits for all employees regardless of job level or relocation distance, when a tiered approach could be more efficient and cost-effective.

Creating tiered relocation policies for your relocation program involves structuring the program in a way that provides different levels of support depending on factors such as employee job level, role, distance of relocation, and specific needs. Using this approach, you can make strategic adjustments, reduce costs, and maximize your relocation budget.

3. Take Advantage of Available Tax Benefits

While moving expenses are no longer tax-exempt, there are areas where you can still receive certain tax benefits, especially if you are offering a home sale program.

Offering a direct reimbursement on home sale expenses may sound like the easiest option, but with no tax benefit, it may not be the best option for your employee – and it will most likely be more costly if you choose to provide tax assistance on the reimbursement.

A better strategy would be to use the Guaranteed Buyout or Buyer Value Options. Make sure your programs adhere to IRS requirements to benefit from other possible tax savings.

4. Offer a Managed Lump-Sum Relocation Package

Instead of directly covering all moving costs, offer employees a managed lump-sum relocation package. This gives employees the flexibility to manage their move within a set budget and can significantly reduce administrative costs. This is an excellent offering for entry-level employees and intern programs.

5. Get a Handle on Policy Exceptions

Exceptions occur when unexpected events occur during a relocation, impacting the logistics throughout the rest of the process. Reducing the number of exceptions in your relocation program is a key component of cost control. Exceptions can lead to administrative complexity, inconsistent employee experience, and, in some cases, increased costs.

A relocation management company (RMC) plays a crucial role in reducing employee relocation costs by carefully managing policy exceptions. Often, employees request exceptions to standard relocation policies due to unique circumstances or specific needs, which can lead to unpredictable or inflated costs. An RMC can help by evaluating these requests based on established guidelines, ensuring that any exceptions granted are reasonable and align with the company’s overall budget. They also leverage their experience to suggest cost-effective alternatives that still meet employee needs without exceeding the company’s financial limits. By streamlining exception approvals, enforcing policy consistency, and offering cost-efficient solutions, an RMC minimizes the financial impact of policy exceptions while still maintaining employee satisfaction and compliance.

6. Engage a Relocation Management Company

A relocation management company (RMC) can be an invaluable partner in reducing costs while maintaining a smooth relocation experience. These companies specialize in negotiating discounts with moving vendors, temporary housing providers, and relocation service providers, leveraging their extensive network to secure better rates. Additionally, RMCs can implement streamlined processes and technologies to reduce administrative costs and ensure compliance with relocation policies. They also provide valuable insights into tax-efficient structures for relocation benefits, helping both the company and employee save on taxes. By managing the entire process, from moving logistics to home search and settling-in services, an RMC helps companies cut out inefficiencies and avoid unnecessary expenditures.

7. Monitor & Adjust the Policy Over Time

After the tiered relocation program is implemented, regularly evaluate its effectiveness. Collect feedback from employees and relocation managers to see if the tiers are meeting both cost control goals and employee satisfaction.  Be open to adjusting the tiers as needed – this may involve introducing new benefits, adjusting financial support, or revising eligibility criteria based on changing business needs or market conditions.

How WHR Global Helps You Control Costs and Improve Relocation Success

By partnering closely with organizations, we help evaluate program performance, forecast potential costs, and recommend strategic adjustments that protect budgets and uphold policy compliance. Reducing relocation costs while maintaining a positive employee experience requires a thoughtful, well‑planned approach.

Partnering with a Relocation Management Company (RMC), like WHR Global, further amplifies these savings through vendor negotiation, streamlined processes, and tax‑efficient planning. Companies can meaningfully lower expenses through strategies such as policy reviews, lump‑sum options, virtual solutions, corporate discounts, and targeted relocation benefits.

With the right strategy and support in place, we help organizations deliver a competitive, employee‑centric relocation program while keeping costs firmly under control.

Key Changes at a Glance

Graduated Fee Schedule

Why Partnering with WHR Global Improves Your Relocation Success

At WHR Global, we provide dedicated support to both clients and transferees by combining expert guidance, proactive communication, and personalized service throughout every stage of the relocation process.

When regulatory changes, such as New Jersey’s expanded mansion tax, create uncertainty or financial impact, our team quickly steps in to help employees understand their options, navigate complex home‑sale requirements, and avoid unexpected disruptions.

At the same time, we partner closely with clients to assess program impacts, model potential costs, and recommend strategic adjustments that protect budgets and ensure policy compliance.

By offering high‑touch counseling, real‑time market insight, and seamless coordination with real estate professionals, WHR Global ensures that transferees feel supported and employers maintain a smooth, predictable mobility program, even amid evolving legislation and challenging market conditions.

2026 Global Partner in Quality Award Winners (in alphabetical order)

• Interconex
  Elgin, IL, United States
• Merchants – A Budd Van Lines Division
  Racine, WI, United States
• MiniMoves, Inc
  Hillside, IL, United States
• New World Van Lines
  Chicago, IL, United States
• Packimpex
  Thorishaus/Bern, Switzerland
• Relo Network Asia and Relo Japan
  Singapore
• Relocation Decisions
  Chicago, IL, United States
• Smart Relocators
  Singapore
• Suite Home
  Chicago, IL, United States
• University Moving and Storage
  Farmington Hills, MI, United States