Housing has long been one of the most personal and emotionally charged benefits offered during an employee’s relocation. The “home” an employee chooses is more than just a physical space — it’s where they begin building their new life. Because of this, housing is also a visible reflection of a company’s culture and values. Yet designing housing benefits that resonate across a diverse workforce can be complex, since every employee values different aspects of what makes a “home.”
One of the most intriguing developments in housing policy is the rise of family-size-blind housing allowances, a model in which all employees at the same level receive the same housing benefit regardless of family size. At first glance, this may seem bold, especially since relocation packages have traditionally been tied to family status. However, this approach is increasingly viewed as a natural extension of a company’s overall compensation and talent philosophy.
Consider this: when hiring a new employee, do organizations adjust base salary depending on whether the person is single or has a family of four? Typically not. So why should relocation benefits be treated differently? Two employees may earn identical base salaries, yet how they allocate their housing allowance depends on their personal needs and preferences, such as location, commute time, amenities, and lifestyle. The flexibility lies not in the amount provided but in how each employee chooses to use it.
At the WERC Annual Conference last week, a global mobility leader from a major tech firm shared that their organization applies the same principle to its lump-sum program. Their reasoning is simple: if compensation is tied to experience and level, not family status, then global mobility benefits should reflect that same philosophy.
Of course, some organizations may find this concept too progressive or disruptive to their existing frameworks. Others, however, see it as a powerful way to simplify benefits, promote fairness, and better align mobility policies with overall compensation and talent strategies.
If your company hasn’t revisited the rationale behind family-size distinctions in mobility policies, now might be the perfect time to start the conversation. Use these questions to guide discussions with your stakeholders:
As organizations continue to evolve their mobility programs, embracing a more equitable and strategy-aligned approach to housing benefits can strengthen both talent retention and company culture. The question isn’t just what benefits we offer, but why we offer them the way we do.
Looking to see how your company compares? The 2025 Long-Term Assignment Survey is now open, and we’re inviting organizations worldwide to participate. Our survey includes host housing and utilities support — including benefit determination, delivery methods, and family-size variations — along with other key long-term assignment (LTA) topics. By contributing, you’ll gain early access to insights that will help you benchmark, justify program changes, and guide leadership discussions.