Duty of care is now more relevant during the Covid-19 crisis. It is up to Human Resources to look at their relocation practices. Corporate Relocation Services support duty of care initiatives, but you have to do your homework in these times.

Check out our tips!

1. Corporate Relocation Services: Interview your relocation management company

Even the best relocation companies have had to deal with lower mobility. How did they do it? We know that companies laid off employees during this pandemic. There’s nothing to judge here. It is the simple fact that relocation volumes are lower. But you have the right to ask your Relocation Management Company what their current employee caseload is.

So, you should ask the following questions:

• How do they support their employees?
• How is their ability to call back talent: were employees fired or temporarily laid off?
• Do they have a back-to-normal business plan?

These are reasonable questions, especially if you are a low mobility account.

Employee Relocation Companies will keep their key account consultants working on high-volume relocation accounts and let go of their low-volume relocation consultants in times like this. As a result, professionals with high volume relocation tend to be less flexible and work with the conviction that everyone is moving in a similar fashion. But that may not be the case for you. Low volume accounts need flexibility. This does not always fit the work-style of a “large account” Relocation Consultant and the service may suffer.

For instance, you should check what accounts your new consultant used to work and if they have similarities with you.

2. Learn how your relocation management company supply chain is operating

You should also think about your relocation company’s supply chain. How are they performing? Pay attention to these questions:

• How solid are the movers and destination service providers who are in direct contact with your staff?
• Are they equipped with PPE and, after each service, do they sanitize their vehicles?
• How is a new home or temporary housing being sanitized?
• Are there any extra services offered to promote the well-being of relocating workers?

In conclusion, do not be afraid to ask these questions and ask for details. Your relocation provider is a supplier manager after all. They should be able to answer these questions for you. This is a duty of care issue for sure.

3. Focus on destination service providers to protect your employees

Whether it is Destination Services Canada or Destination Services China -in any country, there are few service providers that a transferee has more direct contact with than with a destination service provider. To keep everyone safe, destination service providers are adapting and innovating.

A Destination Service Company should tell you how it reduces person-to-person contact. All Points has worked hard to ensure that personal exposure is minimized. We offer virtual home finding services for those who want no contact. We visit properties, for instance, with Facetime applications.

How are the destination service providers providing physical services? What happens in the government offices? We need to take all these things into account, to make sure employees and their families feel secure. There is no question: The #1 Duty of Care service right now is a Destination Service. You need to know how it is being delivered.

4. Stay on top of your immigration and relocation taxes

When it comes to international corporate relocation, companies always have to watch changing regulations. Now, these changes take place at a rapid pace. Even if there is no policy announcement, there can be practical differences in immigration enforcement in different countries. You must stay on top of current updates that could influence your employees. Also, ask your tax provider if there are any negative implications to stop-and-start assignments.

5. Re-evaluate “naked” lump-sum relocations

All Points’ Relocation Allowance Management is the  #1 IT Relocation Service, but it may also be right for many types of corporations. What is a “naked” lump-sum? It is a limited amount of allowance that is offered to an employee, for the purposes of relocation, with no other form of support. This flies in the face of any duty of care notion. The worker is on his or her own to handle their own relocation.

Now is the time to support your employees. So, add some form of help from either a corporate relocation service company or a destination service company or both. Perhaps you can reduce the lump sum and mix it with a defined allowance for household goods. To best protect your staff, choose a trusted mover, someone you are confident that will disinfect their vehicles after each use. Add a small destination service. Adding benefits to lump sums need not break the bank.

Employees are more nervous, have more questions and deal with more complexity than ever before in their relocation. Give them the professional help they need.

If you take all these steps into account, you can be sure that your corporate relocation services will be professionally handled during the pandemic. With expert guidance, your transferees will remain safe and healthy throughout the process.