For many organisations, relocation programmes were historically built around a standard assignment structure. A single policy, a fixed service scope and a uniform approach to delivery. While this model once offered simplicity, it no longer reflects how people move for work today.
Relocation programmes now support a far wider range of assignment types. Short term and long term moves, permanent transfers, early career relocations, project-based assignments and hybrid working arrangements are all managed under the same mobility umbrella. At the same time, employee expectations have changed. Family circumstances, personal priorities and timelines vary significantly from one assignee to the next.
Applying the same relocation structure to every move often creates inefficiencies. Services that are unnecessary for some employees increase cost without adding value, while others may receive insufficient support in areas that matter most to them. This can impact both programmes spend and the overall employee experience.
As a result, many organisations are moving away from rigid, one size fits all relocation models. Instead, they are adopting more flexible approaches that allow services to be adjusted based on assignment type, policy intent and individual needs, while still operating within a clear governance and cost control framework.
At Pickfords Relocation, we see this shift reflected across global mobility programmes of all sizes. Flexibility does not mean removing structure. The most effective programmes balance relevance with consistency, using defined policies, approved service options and transparent reporting to maintain control while delivering a better fit for each relocation.
This approach helps organisations manage costs more effectively, reduce friction for employees and ensure mobility programmes remain aligned with wider workforce and talent strategies.
This shift allows organisations to manage relocation costs more effectively, reduce friction for employees and ensure mobility programmes remain aligned with wider workforce and talent strategies. As assignment profiles and employee expectations continue to evolve, relocation models that balance flexibility with clear governance are better placed to support sustainable, well controlled global mobility programmes.