Lump sums, relocation checklists, and employee-driven core flex programs: many companies are increasingly relying on employee self-service models for relocations. Employees are encouraged to manage various steps of a relocation independently. They plan timelines, submit applications, deal with authorities, and much more on their own.
The goal is clear: streamline processes, reduce costs, empower employees.
But what happens when something goes wrong? Who is responsible if applications are submitted incorrectly or late? What if, after weeks of searching, there is still no permanent apartment in sight at the destination? What if the start dates for assignments cannot be met?
The risk of significant disruption in the relocation process is real.
Practice shows that the key lies not in either/or, but in the right mix:
Self-service with guard rails: Standardize process steps without sacrificing expert support for more complex issues.
Low-threshold guidance: Meet employees where they are – with understandable explanations, accessible contact persons, and intelligent escalation paths.
Foresight instead of reactivity: Establishing clear processes, responsibilities, and partner structures not only saves costs but also ensures the long-term success of your relocation models.
Conclusion
When you say “empowerment,” you can't mean “isolating.” Relocations carried out independently must be embedded in clear processes and competent support. After all, it's not just the price of the assignment that counts, but its long-term success.
How are you dealing with the trend towards self-management?
We look forward to hearing from you! Please feel free to contact Lukas Techel (Account Manager, ICUnet.Group) at Lukas.Techel@icunet.group.
Further reading:
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