5 Cost Saving Opportunities When Relocating Employees to Another Country

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No matter how you crunch the numbers, relocating your employees to another country will always be expensive. That doesn’t mean you can’t save even more money than you already have by moving a share of your business overseas. With 40% of overseas assignments judged as failures, you can help mitigate some issues employers face and lower your costs all at once.

Hire a Global Relocation Service for Initial Moving Costs

A relocation service doesn’t just start and end at the moving process. In fact, a global relocation service does everything it can to find a new home for your employees. Global relocation services include strategic planning, all moving operations, and local taxation related to a company’s total or partial relocation to another country, making the transition as smooth as possible.


At the same time, global relocation does its best to put the most qualified applicants in the right positions. Employees who are seen fit to live in another country will receive cultural training, transportation of their equipment, supplies, and furniture, and accommodations. Employers save money when they receive guidance on their budget, taxes, and employee satisfaction. 

4 Other Cost-Saving Tips That Ensure a Smooth Relocation Strategy

The primary reason why companies lose money during a relocation strategy is employee dissatisfaction. 70% of failed moves result from family issues, and only 25% of companies even offer full cultural or language support. To save big on relocation, consider the following:

1. Ensure the Employee is Physically and Mentally Fit

Perform a medical screening program on your employees as these can help you prevent, predict or reduce the risks associated with problematic health conditions. Stressful changes can exasperate medical problems, which could lead to worsening health. If a medical issue is too complicated or severe to the point it inhibits relocation, it’s better to pick another employee.


If your employee does pass the medical screening, they’ll need international medical insurance. In most countries, there’s no NHS equivalent, so medical insurance is essential.

2. Make Sure Prescribed Medications are Legal

Many commonly used medications are considered illegal in other countries, yes, even in the First World. For example, Adderall, a drug used to treat ADHD symptoms, is considered illicit narcotics in Europe. However, you can get special permission to use these drugs in Europe. In the Middle East, Asia, and Southeast Asia, those carrying ADHD medications will be arrested.


It would be a shame to get through the whole relocation process (costing you time and money) only to realize your employee will be stopped at the border, so do your research beforehand.

3. Provide In-Depth Cultural and Language Training

As mentioned, most relocation strategies fail because of family-related issues. These typically stem from the family feeling shut off from the rest of the country, as they typically don’t receive the same cultural and language training as their employed family members. With no way to make friends on top of all the other stressors, these cultural differences can end relocation early.


It’s important for employers to keep an open dialog with their employees over the settling-in process. If the family is having issues, they must assist them, or they’ll likely leave.

4. Consider an Employee Assistance Programme (EAP)

More often than not, employees receive little support once they arrive in a new country, but employers need to stay in their loop for the extent of their stay. Not all employees relocate with their families, have a spouse to relocate with, or they may suffer an altering life event that could trigger them to leave. Expatriate EAPs provide employees and their families with 24/7 support.


With this connection to their home country, employees will receive the peace of mind and reassurance they need to stick it out. EAP can also provide counseling and online support.