Key Takeaways:
- Domestic corporate relocation is expected to rise in 2026 as hybrid work stabilizes, in-person expectations increase, and talent shortages persist.
- Employers are responding by adopting more flexible, customized relocation packages tailored to individual roles and needs.
- Return-to-office planning, regional hub growth, and dispersed pandemic-era hiring are pushing companies to reposition teams.
- Employees want more transparent communication, more substantial support, and more personalized guidance throughout the relocation process.
- Preparing now through policy updates, tiered benefits, better cross-functional alignment, and stronger technology use will position employers for smoother relocations in the future.
Corporate relocation has a funny way of disappearing from the headlines just before it starts picking up again. And if you’ve been watching talent strategy, workforce planning, or return-to-office conversations this past year, the signs are hard to miss: momentum is building, and companies are preparing for a new wave of employee moves.
Atlas Van Lines’ 58th Annual Corporate Relocation Survey makes that clear. Despite a drop in formal relocation policies, employers reported increases in both relocation volume and budgets in 2025, with many organizations shifting toward customized, employee-focused relocation packages.
The survey (based on responses from 558 employers across more than 20 industries) also found sharp rises in in-person work, ongoing hiring challenges, and a renewed reliance on relocation when local talent pools fall short.
Together, these signals point to a workforce landscape in which domestic corporate relocation is poised to grow further in 2026. In this article, we’ll explore:
- How the post-pandemic mobility landscape has shifted
- Why domestic corporate relocation is positioned for growth in 2026
- What these trends mean for employers navigating talent and workforce needs
- How to prepare now with flexible, employee-centered relocation policies
- How TRC helps companies stay ahead of emerging mobility demands
Post-Pandemic Mobility Landscape
The post-pandemic years reshaped how companies think about where work happens. Remote and hybrid models expanded talent pools, slowed relocations, and pushed many employers to pause major mobility decisions while they rebuilt workforce strategies.
That pause did not eliminate the need for relocation. As hybrid models matured, companies saw that specific roles, teams, and leadership functions still benefit from proximity to regional hubs or key business units.
Younger workers are also influencing the shift. A recent Gallup analysis found that only 23 percent of remote-capable Gen Z employees prefer fully remote work, compared with roughly 35 percent in older generations. This trend signals a stronger desire for in-person connection, potentially increasing the need for strategic, targeted relocations.
Employee expectations have changed, too. Today’s relocating employees want clarity, personalization, and more substantial support for cost-of-living shifts, housing challenges, and family needs. That’s where an employee relocation company helps, too.
Why Domestic Relocation Is Set to Rise in 2026
Domestic corporate relocation is gaining momentum again, but not for a single reason. Several workforce, business, and talent dynamics are aligning, creating conditions that point to increased relocation activity in 2026.
The trends below show why mobility is becoming a more strategic tool for employers across the United States.
1) Growing Gaps in Local Talent Supply
Many employers continue to struggle to fill specialized or leadership roles with local candidates. Atlas reports that 29 percent of companies cited a lack of qualified local talent as a key factor influencing their relocation decisions. This creates pressure to look beyond commuting distance and bring in employees who can support business-critical functions.
Relocation becomes a straightforward way to close those gaps, especially when timelines are tight or the skill set is complex to source regionally.
2) Return-to-Office and Hybrid Adjustments
Return-to-office decisions are reshaping workforce geography. As organizations refine hybrid schedules and reinforce regional hubs, more employees are returning to specific markets where collaboration, leadership visibility, and team alignment matter.
When teams were previously scattered across remote locations, relocation often became the fastest path to rebuilding in-person cohesion.
3) The Rise of Customized Mobility Packages
Employers are moving away from one-size-fits-all policies toward flexible corporate relocation service packages tailored to individual needs. This includes personalized benefits, targeted support, and more transparent communication.
Flexible packages lower the barriers that once kept relocation rates low. When employees feel supported and understand the financial and logistical picture, they are more likely to consider a move that aligns with business needs.
4) Employees Are More Open When the Support Is Right
More substantial relocation benefits, better communication, and assistance with housing and family transitions have made mobility more attractive for employees who might have declined a move in previous years.
As employers modernize mobility programs, relocation becomes a viable option for a broader segment of the workforce. This shift positions many organizations to activate relocation with greater confidence in 2026.
What This Means for Employers
Domestic relocation is becoming increasingly strategic, and employers will need to adapt. If relocation activity rises in 2026, organizations that prepare now will be in a stronger position to attract and support the talent they need.
1) Relocation Becomes a Talent Advantage
When local talent pools fall short, relocation provides access to specialized skills and leadership experience.
Employers with transparent and competitive relocation support can stand out in tight hiring markets, especially for technical or high-impact roles.
2) Mobility Must Align With Hybrid and RTO Plans
Return-to-office expectations and regional hub strategies will influence who needs to move and when.
Mobility policies should align with hybrid schedules, geographic footprints, and team structures so that decisions feel consistent rather than reactive.
3) Employees Expect a Higher Level of Support
Relocating employees want clarity on temporary housing, cost-of-living changes, and family logistics.
A smoother, more personalized experience for employee relocation services increases acceptance rates, reduces stress, and strengthens long-term retention.
4) Compliance and Cross-State Complexity Are Rising
Hybrid arrangements and cross-state moves have introduced more tax and reporting requirements.
Employers who address these details early avoid compliance issues and reduce risk as relocation volumes increase.
How to Prepare Now
With relocation activity expected to increase in 2026, employers have an opportunity to get ahead of the curve, budget for relocation costs, and create an overall plan.
Preparing now allows you to update policies, strengthen processes, and create a mobility experience that supports both business priorities and employee needs.
1) Review and Modernize Your Relocation Policies
Start by assessing current relocation policies to see where they no longer reflect today’s workforce. Many employers are moving away from rigid structures toward guidelines that allow more flexibility and personalization.
Clear eligibility rules, defined benefits, and straightforward decision pathways help employees understand the support available to them. Regular policy reviews also confirm alignment with hiring goals, hybrid-work expectations, and current cost realities across U.S. markets.
2) Create Flexible, Tiered Mobility Options
Employees in different roles and life stages need other types of support. Tiered policies let you scale benefits based on job level, family considerations, or move type.
This flexibility makes it easier for employees to accept a relocation and prevents unnecessary spending on universal approach packages. Tiered structures also support internal equity, which helps set clear expectations across the organization.
3) Strengthen Employee Experience and Communication
Relocation brings uncertainty, and employees expect more guidance than ever. Clear communication around timelines, cost-of-living differences, and housing challenges can reduce stress and build trust.
Digital resources, checklists, and proactive outreach make the process feel smoother and more predictable. A strong employee experience supports higher acceptance rates and helps relocating employees settle into new roles more quickly.
4) Build Cross-Functional Alignment Early
Relocation is not only an HR function. It touches operations, finance, compliance, talent acquisition, and leadership teams.
Coordinating early with these stakeholders improves decision speed, reduces confusion, and means consistency across departments. Shared ownership also helps identify bottlenecks that may slow down the relocation process as volume increases.
5) Leverage Technology and Data for Better Planning
Mobility platforms, dashboards, and reporting tools can provide real-time visibility into costs, timelines, and employee progress. Employers who integrate data into their mobility programs can forecast needs more accurately and identify areas where support may fall short.
Digital tools also help centralize communication and reduce administrative work for both HR teams and employees.
Frequently Asked Questions
Here are common questions about domestic corporate relocation.
1) What is driving the rise in domestic corporate relocation?
A combination of factors, including tighter local talent pools, return-to-office decisions, and the need to support teams spread out during the pandemic.
Employers are also shifting toward more flexible, employee-centered relocation packages that make moving a more practical option.
2) How are employee expectations influencing relocation programs?
Employees now expect clearer communication, transparent cost-of-living information, and more substantial support for housing and family needs.
Mobility programs that address these expectations see higher acceptance rates and smoother transitions.
3) Why are relocation management companies moving away from traditional one-size-fits-all relocation policies?
Rigid policies struggle to meet the needs of today’s diverse workforce. Employers are adopting tiered and customizable packages to provide support that matches employee roles, life stages, and move complexity.
4) How does hybrid work affect relocation decisions?
Hybrid arrangements require more precise alignment between where people live and where collaboration happens. As companies strengthen regional hubs and refine in-office schedules, strategic relocation becomes an essential tool in workforce planning.
5) What steps can employers take now to prepare for 2026?
Review and update relocation policies, build tiered benefit structures, improve employee communication, coordinate early across departments, and invest in technology that supports data and forecasting, and delivers a more seamless relocation experience.
Where Corporate Mobility Is Heading Next
Domestic corporate relocation is entering a new phase. Hybrid work, talent shortages, and shifting workforce expectations are reshaping where employees live and how companies plan for the future. These changes point toward a rise in relocation activity in 2026, primarily for roles tied to growth, leadership, and long-term strategy.
For employers, preparing now means updating policies, strengthening communication, and building mobility programs that offer clarity and flexibility. Organizations that approach mobility with intention will be positioned to support employees more effectively and respond quickly as business needs shift.
At TRC, we help companies design mobility programs that balance employee experience with operational efficiency. Our corporate relocation packages focus on flexibility, personalized support, and clear guidance at every step of the relocation journey.
Is your company ready for the next wave of domestic relocations? Talk to TRC about building a flexible, cost-effective mobility program that is ready for 2026. Reach out now!
