An employee relocation checklist

Start with the employee’s actual circumstances. A list of covered expenses is useful, but the move also needs owners, decisions, and dependencies. Record what the employer or employee has already arranged so work is not duplicated.

• Record the origin, destination, exact workplace, and intended start date.
• List everyone moving, their arrival dates, pets, and accessibility requirements.
• Document covered services, cost limits, and the approval owner.
• Identify existing providers and who is responsible for each part of the move.
• Agree how changes and questions will be communicated.

For an international move, immigration feasibility can affect travel and housing. General guides and tools help prepare questions; the qualified professional needs to assess the actual case. Other specialist questions should also have a named owner.

• Share nationality, existing status, role, employer, and household details with the immigration specialist.
• Confirm which documents and information each provider needs.
• Record milestones that affect travel, work, and housing commitments.
• Raise individual tax, employment, or other specialist questions with the appropriate advisers.
• Keep unresolved assumptions visible in the move timeline.

The temporary stay and permanent home may serve different needs. Compare complete workplace journeys and household routines, and avoid forcing a permanent decision solely because a short booking is ending.

• Create a housing brief with the worksite, budget, space, furnishing, and daily journeys.
• Confirm temporary accommodation dates, inclusions, and extension arrangements.
• Check property availability, provider terms, and requested documentation.
• Confirm how the household will reach work and view homes after arrival.
• Check building access, parking, and delivery arrangements before choosing a shipping date.

A flight date and a delivery date are separate milestones. Plan the period between them explicitly, including the belongings that each person needs immediately and any storage required.

• Agree the inventory and compare it with the destination’s furnishing and dimensions.
• Obtain quotes using the same collection, delivery, and storage assumptions.
• Confirm route-specific requirements with the moving provider.
• Keep essential documents and personal necessities accessible outside the main shipment.
• Confirm the person receiving belongings and the building’s access window.

Arrival support should reflect the household’s practical needs. Define whether a task is complete when an appointment is booked, an application is submitted, or a service is active; those are different outcomes.

• Confirm accommodation access and the first workplace journey.
• Coordinate agreed local orientation and setup appointments.
• Check the needs of family members arriving later.
• Review outstanding provider work, costs, and approvals.
• Confirm completed services, remaining responsibilities, and employee feedback.