Relocation

The value of supporting workers who are relocating 

Many people move for both personal and professional reasons. These relocations may be specifically requested by the workplace, or people may choose to relocate to take up a new work opportunity. Decisions to relocate are often associated with age and key life events, such as educational or career opportunities, entering the labour market and improving personal and financial opportunities 

Although relocation can come with exciting new opportunities, it can also be a period of significant upheaval, uncertainty and stress for workers and their family members. It may involve navigating a new role, residence and living conditions, social and financial effects, a partner’s employment, children’s education and sometimes immigration all at the same time. 

These changes carry 2 potential forms of ‘relocation stress’: 

• Occupational stress – This includes the natural stress involved with starting a new job and moving: new expectations, management and practices. Some unease is unavoidable and this type of stress reduces over time, especially with good support in place. 
• Emotional stress – This is much less predictable than occupational stress, and more likely to be prolonged and place continual strain on the relocated person. This emotional stress presents a risk to mental health and wellbeing. 

Common challenges of relocation include: 

• different workplace etiquette – e.g. communication, team relationships, the degree of formality, feedback processes, accountability and even humour 
• family and relationship pressure – a partner or child struggling to settle into a new environment is likely to affect the worker’s performance and job satisfaction 
• home sickness – relocating can be isolating, with workers and their families missing home and their support networks 
• culture shock – different living standards and norms can lead to a mix of emotions including anxiety, excitement, loss of confidence, loneliness and uncertainty 
• discrimination – people relocating within Australia and particularly overseas can experience discrimination based on ethnicity, religion, gender, disability or sexual orientation. 

What organisations can do to support relocating workers 

Organisational support is a key factor in successful relocations. It minimises disruptions and supports good outcomes for both the worker and the organisation.  

Here is how your organisation can support workers who are relocating: 

• Assess the worker’s readiness for relocation and where they may require additional support. 
• Ensure the worker knows and understand their relocation terms and conditions. 
• Offer an initial paid ‘familiarisation visit’ so the worker and their family (if relevant) can understand the proposed relocation and identify any challenges. 
• Offer practical guidance and resources (e.g. a handbook) that helps individuals find and access their support needs, especially those with accompanying partners or families. 
• Encourage managers to meet more regularly with the new worker, particularly in the first few months to provide support and guidance. Organise a ‘welcome’ to introduce the worker to their team members. Team building activities and events can also be helpful. 
• Provide financial support for the physical relocation (e.g. transport and housing costs, shipping personal belongings, and helping a partner and child settle into their new home). 
• Provide financial support for the partner or family (e.g. paying for new school or childcare fees, employer-provided partner support). 
• Provide financial support to recognise any hardship (e.g. remote areas or relocations with a high degree of adjustment between old and new destination). 
• Consider temporary placements in relocation policies. 
• Provide financial support to travel home during relocation (e.g. annual trip home). 
• Consider ‘peer-to-peer’ support (e.g. work colleagues who provide guidance in the initial weeks or months). 
• Provide cross-cultural training for international moves including information about local cultural, professional and working practices. 
• Consider providing mental health resources (e.g. sessions with a trained counsellor, ideas on building social networks and where to find further support). 
• On return to the home location, consider an end of relocation interview to gain further insights and manage any issues. 

Relocations are more likely to succeed when planning starts early and the whole family is involved. 

What people can do to support a work relocation 

Moving has been ranked in the top 5 most stressful experiences of our lives. People often focus on the logistics of moving, but the emotional aspects cannot be discounted: hope, fear, disappointment, loss, anxiety and fear. 

Here is what you can do if you are relocating for work: 

• Seek out information about the relocation, and talk with others, especially those with experience of a similar relocation to set realistic expectations. 
• If possible, spend time in the new location before making a permanent commitment to increase confidence in the decision to move. 
• Speak regularly with the new manager and human resources officers who can provide ongoing support and guidance, and clarity about terms and conditions. 
• Find out about local services and resources, cultural norms and nuances (even if moving from metropolitan to rural areas) and if relevant, learn local languages and customs. 
• Engage with the local community to build a new sense of belonging. Consider joining business networks, hobby groups, sporting or music clubs, school or community groups to expand your social networks and support. 
• Enable children to maintain existing support groups whether online or in person, especially if there is an expectation of returning to the home location or school. 
• Remember a relocation can have a high degree of uncertainty or stress and seek support for mental health as needed. It is important to be patient with yourself as you go through this transition. Although the relocation may be positive, any change can invoke a range of emotions that we did not expect. 

Relocating for work can be exciting, but it can also be very stressful. Before you decide, think about what you want to get out of the move, but also how it will affect your family and what they need to get the most out of this new opportunity.