Supporting employees with moving home: practical employer considerations
Moving home can be an exciting milestone, but it may also be a stressful period for employees. Alongside the logistics of packing, paperwork, and settling into a new area, some employees may experience financial pressure, disruption to family routines, and emotional strain. How employers respond during this time may affect the employee experience and overall wellbeing.
A combination of clear policies and practical benefits may help employers support employees more effectively. Clear policies can set expectations and provide consistency, while practical benefits - such as financial education, flexible working, and access to relevant support services - may help ease some of the pressures associated with moving home.
Here are some practical ways employers may choose to support employees who are moving home.
Types of support services for employees moving house
1. Financial education
If employees are unsure about the steps involved in buying a home, employers may consider offering general financial education, such as budgeting workshops, webinars on the home-buying process, and access to educational resources. Where appropriate, employees can also be directed to suitably qualified external advisers such as mortgage adivsors. Combining group education with individual guidance may help employees make more informed decisions.
2. Make saving simple and automatic
Payroll-linked savings options may make it easier for employees to save toward a deposit, renovations, or future home improvements. Regular deductions into a workplace savings vehicle can support consistent saving habits and longer-term planning.
3. Help employees prepare for financial shocks
A move is often planned around expected income and household responsibilities. Protection benefits relating to illness, disability, or death may provide financial support in certain circumstances, subject to policy terms, conditions, and eligibility. Where available, offering access to partner cover may also support broader household financial planning.
4. Help employees protect important personal arrangements
Access to straightforward will-writing services may help employees put formal arrangements in place, particularly where property ownership or mortgages are involved. Employers should position such services appropriately and encourage employees to seek legal advice where individual circumstances require it.
5. Time flexibility and holiday trading for practical needs
Moving often requires time for viewings, removals, utilities, childcare, and other administration. Allowing employees to buy additional leave for a period, or to sell unused leave where policy permits, may provide flexibility during this time. Some employees may value this flexibility more than a one-off cash payment.
6. Financial support
Flexible benefit arrangements or reimbursement allowances can give employees greater choice in how they use available support, within defined scheme rules. This could include services that help manage utilities, contributions toward household items, or optional benefit upgrades. Clear guidance on eligible use can help keep the arrangement straightforward.
7. Affordable access to technology and appliances
Employer-supported purchase schemes may help employees obtain essential household items through manageable instalments. In some cases, these arrangements may provide an alternative to certain forms of consumer borrowing and may support budgeting, depending on scheme design.
How to make your support effective
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Make it easy to find
A single online hub with concise guidance, eligibility rules, and contact details can reduce confusion. -
Offer personalised guidance
Short consultations with specialist providers may help employees understand which support options are most relevant to their circumstances. -
Pair education with access
Financial education on budgeting and home buying can be supported by clear next steps, such as links to book guidance sessions or enrol in savings plans. -
Use compassionate flexibility
Reasonable time off, adjusted working arrangements, or a practical response to moving-related requests may help employees manage disruption. -
Maintain clear governance
Flexible support should be supported by clear rules, eligibility criteria, and communication to reduce misunderstanding. -
Focus on everyday needs
Many employees move home for personal reasons rather than as part of a work relocation. Support that reflects common needs - such as saving, budgeting, acquiring household essentials, protecting income, and managing time - may be relevant to a broader group of employees. -
Measure the impact
Monitoring usage and collecting employee feedback may help employers understand which forms of support are most valued and where changes may be needed.
How employers can approach this area
A home move can be a significant moment in employees’ lives. Employers that offer accessible, practical support alongside clear policies may help employees manage this period more effectively. Depending on the organisation’s approach, relevant support could include financial education, savings options, protection benefits, will-writing access, holiday trading, allowances, or purchase schemes. Taken together, these measures may contribute to a more supportive employee experience.
The information in this article is provided for general informational purposes only and should not be relied upon as professional, legal, regulatory, tax, or insurance advice. As such, Mercer Marsh Benefits makes no representations or warranties as to the accuracy of the information presented and takes no responsibility or liability (including for indirect, consequential or incidental damages), for any error, omission or inaccuracy in the data supplied by any third party.
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