The Relocation Ecosystem
HR Relocation Readiness Check
Twelve clear/not clear questions for HR and employees to clarify moving responsibilities, costs, timing, protection and escalation before booking.
Find the decisions that need clarification before an employee moves. Work through this with the employee and the person coordinating the relocation. Mark each question Clear or Not clear on a printed copy or in your own notes.
“Clear” means the people involved can identify the answer and where it is recorded. If something does not apply, record why. This is a discussion checklist, not an online submission form. No answers are collected here.
Review date: __________ Next check-in: __________
1. Is the company contact after authorization named?
☐ Clear ☐ Not clear
Record the main contact, backup and how the employee reaches them. Clarify ownership →
If not clear — Owner: __________ Next action / due date: __________
2. Is the benefit arrangement clear?
☐ Clear ☐ Not clear
Identify managed services, lump sum, allowance or reimbursement; confirm covered purposes and payment timing. Clarify the benefit →
If not clear — Owner: __________ Next action / due date: __________
3. Is responsibility for selecting and checking the mover clear?
☐ Clear ☐ Not clear
Name who verifies the company and identifies the actual transporting carrier. Check the mover →
If not clear — Owner: __________ Next action / due date: __________
4. Are the inventory, services and estimate understood?
☐ Clear ☐ Not clear
Compare the same scope and identify the price method, estimate type, exclusions and change process. Understand the quote →
If not clear — Owner: __________ Next action / due date: __________
5. Is booking and extra-cost authority clear?
☐ Clear ☐ Not clear
Record who signs, pays deposits and approves additional services or a benefit exception. Review booking terms →
If not clear — Owner: __________ Next action / due date: __________
6. Is household goods protection understood?
☐ Clear ☐ Not clear
Obtain the written selection, limits, exclusions, deductible if any, and special-item requirements. Understand protection →
If not clear — Owner: __________ Next action / due date: __________
7. Are pickup and delivery commitments clear?
☐ Clear ☐ Not clear
Distinguish requested, estimated and guaranteed dates in the written agreement. Check timing →
If not clear — Owner: __________ Next action / due date: __________
8. Is there a plan if delivery follows the job start date?
☐ Clear ☐ Not clear
Confirm essentials, temporary living or work arrangements, spending limits and the approver. Plan employee support →
If not clear — Owner: __________ Next action / due date: __________
9. Are storage and destination access arrangements clear?
☐ Clear ☐ Not clear
Confirm housing access, building requirements, storage charges and final delivery arrangements. Review storage →
If not clear — Owner: __________ Next action / due date: __________
10. Does the employee know which records to keep?
☐ Clear ☐ Not clear
Retain estimates, amendments, bill of lading, inventory, protection selection, photos, receipts and correspondence. Keep the records →
If not clear — Owner: __________ Next action / due date: __________
11. Is the problem and claims route clear?
☐ Clear ☐ Not clear
Name the provider contact, employer escalation owner and where to find formal claim instructions and deadlines. Understand claims →
If not clear — Owner: __________ Next action / due date: __________
12. Is an after-move check-in planned?
☐ Clear ☐ Not clear
Set a date to ask what remains unresolved, what support was useful and what the next handoff should explain better. Close the support loop →
If not clear — Owner: __________ Next action / due date: __________
What your answers mean
Any “Not clear” answer identifies a conversation to finish. It does not predict a failed move. Resolve decisions affecting a booking, signature or payment before that commitment. For timing or support questions, name the owner and the date by which an answer is needed.
If several answers are unclear, bring the employee, company contact and move coordinator together. Review the cornerstone guide and work through the unresolved items one by one. Do not convert this checklist into a pass/fail score.
Already dealing with a problem?
Start with When a Moving Problem Becomes an Employee Relations Problem. Then choose missed pickup or late delivery, price changes or withheld goods, or loss and damage claims.
Keep completed notes in your organization’s appropriate private records. Avoid putting employee details into public comments.
When the policy ends, the move begins.
The Relocation Ecosystem · See the whole move.
Independent educational guidance. Specific obligations depend on the move, contract and jurisdiction.
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