Relocating employees is a significant undertaking for any organisation, and deciding how to manage the process is just as important as the move itself. Businesses typically choose between outsourced relocation – partnering with an external provider – or relying on in-house global mobility teams to handle everything internally.
Each approach brings distinct advantages and challenges, depending on your company’s size, structure, and international footprint. In this article, we weigh up the pros and cons of both approaches to help you choose the model that best supports your people and priorities.
Key Takeaways
- Outsourced relocation can offer cost savings, industry expertise, and reduced HR workload.
- In-house global mobility gives companies greater control and cultural alignment.
- Outsourcing enhances the employee experience through dedicated, expert support.
- Managing moves internally suits companies with infrequent or low-volume relocations.
- The right choice depends on budget, relocation volume, and the desired level of support.
The Advantages of Outsourced Relocation
Cost Efficiency in Outsourced Relocation
While outsourcing relocation services adds a fee, the long-term savings often outweigh the initial cost. Relocation companies have established partnerships, which can lead to discounted rates on services such as removals, accommodation, and transport. These savings, coupled with streamlined processes, can be more efficient than in-house global mobility efforts.
In addition, internal teams working on relocation are already salaried, so paying extra to manage the process might not make financial sense. Outsourced relocation firms bring experience and established systems that reduce inefficiencies and keep costs on track.
Outsourced Relocation Expertise and Resources
Relocation companies exist to handle every detail of the move. From securing visas to sorting temporary housing and helping with school enrolments, their remit extends far beyond what most internal HR teams can provide. Their outsourced relocation services are built on deep knowledge and a strong network of contacts, which translates into better outcomes for employees.
Unlike in-house global mobility programmes, external providers are equipped with specialist tools, dedicated consultants, and end-to-end systems designed solely for this purpose.
Time and Effort Savings for Internal Teams
Handing off responsibilities to relocation experts allows internal staff to focus on business-critical activities. With outsourced relocation, you don’t need to pull HR or admin teams off their core duties. Instead, relocation firms manage the timeline, paperwork, and hand-holding, leaving your people free to do what they’re best at.
In contrast, in-house global mobility teams may struggle to juggle multiple roles, increasing the chance of delays or errors.
Enhanced Employee Experience
Let’s be honest – moving countries or cities can be stressful. With outsourced relocation, employees benefit from a single point of contact, guiding them through each stage of the move. From home searches to GP registration, it’s all taken care of. Employees can focus on their new role rather than the chaos of logistics.
This specialist, empathetic support is difficult to match with in-house global mobility teams who are managing dozens of other HR concerns. And when employees feel looked after, they settle in faster and perform better.
The Disadvantages of Outsourced Relocation
Less Control Over the Process
Outsourcing means giving up some control. While this can be efficient, it also raises concerns. Will the relocation company understand your business needs? Can they adapt their approach to match your internal policies?
With outsourced relocation, there’s always a risk of disconnect between your expectations and the provider’s way of working.
Added Costs for Low-Volume Moves
Although there are cost advantages, the initial outlay for outsourced relocation services might not make sense if you only relocate a handful of employees a year. In those cases, in-house global mobility could be more budget-friendly, assuming your team has the bandwidth to take it on.
Cultural Misalignment From Outsourced Relocation
Every business has its own tone, values, and culture. External relocation companies might not always ‘get’ your people, which can affect how services are delivered. With in-house global mobility, there’s usually a stronger connection between the company’s ethos and the support employees receive.
The Advantages of In-House Global Mobility
Tailored Employee Support
Managing relocations internally allows for personal touches. Teams know the company culture and can adapt support accordingly. Employees often feel more at home when relocation is managed by someone within the organisation.
While outsourced relocation delivers consistency and structure, in-house global mobility excels at creating a sense of belonging during what can be a disorienting time.
Cost Control for Low-Frequency Relocations
If your business relocates only a few employees per year, internal management may be more cost-effective. There are no external provider fees, and internal resources can often be reallocated rather than newly hired.
This gives in-house global mobility teams tighter budget control and the flexibility to reassign funds where needed, perhaps offering more bespoke support to high-priority hires.
Flexibility and Oversight
Running relocation internally provides the most agility. Your HR team can tweak timelines, adjust policies, and react to changes quickly. Unlike outsourced relocation, which may involve contract constraints or service delays, in-house global mobility gives you the reins.
The Disadvantages of In-House Global Mobility
Administrative Strain on HR Teams
Handling relocation internally is labour-intensive. Even a single international move involves a mountain of tasks: securing accommodation, managing legal requirements, coordinating travel. This workload can overwhelm already stretched HR teams.
In contrast, outsourced relocation lifts that burden and offers a more scalable solution.
Limited Relocation Expertise
Unless your HR department includes relocation specialists, there’s a risk of knowledge gaps. In-house global mobility teams may lack the insights or partnerships needed to navigate complex legal systems or local customs abroad.
By comparison, outsourced relocation providers stay updated on immigration law, tenancy rules, and other nuances your team might not have the time or training to track.
Employee Experience May Suffer
With limited resources and little experience, internal relocations risk being clunky or inconsistent. Missed steps or miscommunications can lead to unhappy employees, something no company wants when onboarding new talent.
Outsourced relocation services tend to deliver a more polished experience, which can directly impact employee satisfaction and retention
Final Thoughts on Outsourced Relocation
Choosing between outsourced relocation and in-house global mobility is not about which is “better”, it’s about what works best for your organisation’s structure, budget, and priorities.
Outsourcing offers expert-led support and time-saving advantages, especially for high-volume or complex moves. Internal management allows for more cultural alignment and hands-on control, which suits companies with fewer relocations or unique internal processes.
Whichever path you choose, the end goal remains the same: supporting relocating employees with confidence, care, and efficiency.
FAQs
Not necessarily. While outsourced relocation involves service fees, these are often balanced by the cost savings generated through the provider’s partnerships, discounts, and efficient processes. Many relocation companies can secure preferential rates on accommodation, removals, and travel, thanks to long-standing vendor relationships.
Moreover, the true cost of in-house global mobility isn’t just financial – it includes the internal time and resources required to coordinate complex moves, which can become expensive when spread across busy HR teams. For high-volume or international relocations, outsourcing is often the more economical and scalable option.
In-house global mobility tends to work well when a company only relocates employees occasionally and has the internal capacity and expertise to manage the process. This approach allows for greater control, close alignment with company culture, and the ability to provide highly personalised support.
It’s also beneficial if the relocation involves local or domestic moves with fewer logistical complexities. However, as relocation needs grow in volume or complexity, particularly with international moves, internal teams can quickly become overstretched, and the lack of specialist knowledge may affect the employee experience.
A full-service outsourced relocation provider supports every aspect of the relocation process. This can include:
Visa and immigration assistance
Temporary accommodation and home search services
School search and enrolment
Packing, removals, and storage
Local orientation and settling-in support
Spouse/partner assistance and cultural briefings
Ongoing post-move support
Relocation providers act as a single point of coordination, ensuring employees receive consistent, high-quality help from pre-departure to post-arrival. This takes pressure off internal HR teams and gives relocating employees a structured, well-supported experience.
Absolutely. Many companies adopt a hybrid approach to gain the best of both worlds. For example, HR teams may handle policy development, communication, or final approvals internally, while outsourcing the operational element, such as home finding or immigration compliance, to a relocation provider.
This blended model allows in-house global mobility teams to maintain oversight and company culture alignment, while relying on the efficiency and scale of outsourced relocation partners for execution. It’s particularly effective in organisations with growing but still moderate relocation volumes.
Outsourced relocation can significantly enhance the employee experience by offering personalised, one-to-one support from trained consultants who understand the challenges of relocating. Employees receive timely updates, expert guidance, and assistance tailored to their situation, which reduces stress and helps them settle in more quickly.
In contrast, internal teams, though well-meaning, may not have the time or tools to deliver this level of hands-on support, particularly during peak periods. A positive relocation experience can improve productivity, morale, and retention, making the employee feel valued from day one.
Speak to one of our experts or send a message today and find out how we can add value to your relocation programme.
