The Rising Need for Strategic Employee Relocation Programs in Construction and Engineering
HomeServices Relocation (HSR) supports all industries and all types of employee relocation programs and needs. Among our client population we have noticed a significant increase in the specific requirements from engineering & construction companies. With infrastructure investments on the rise nationwide, engineering & construction companies must deploy talent where it’s needed most. Large engineering & construction contracts require an on-site presence in the form of a Project Manager. As a result, robust and strategic employee relocation programs are no longer optional, they are essential for keeping projects on track, supporting Project Managers who are tasked with fulfilling contract deadlines and deliverables, and maintaining a competitive edge against competing engineering & construction firms.
The Growth of Temporary Domestic Assignments
HomeServices Relocation is witnessing a surge in requests for assistance regarding Temporary Domestic Assignments (TDAs). With multi-billion-dollar infrastructure projects underway and urban expansion in full swing, engineering & construction companies are mobilizing Project Managers at an unprecedented rate. Unlike permanent relocations, TDAs provide agility—allowing firms to respond to project demands without the long-term costs of moving an employee permanently. However, TDAs introduce their own set of challenges, such as securing temporary housing and managing tax compliance across state lines. Organizations that create a specific relocation policy to support TDAs will enable the Project Manager to settle in their temporary location quickly and focus on project responsibilities.
Why Relocation Programs Are More Relevant Than Ever
Key drivers that make strategic employee relocation programs a necessity in construction and engineering:
Widening Talent Gaps:
The shortage of skilled labor in specialized areas—such as renewable energy, civil engineering, and modern methods of construction—is a growing concern. Companies are leveraging relocation to bridge the skills gap, attract top talent from competitors and develop robust intern programs to organically develop future leaders.
Federal and Private-Sector Investments:
Government-backed initiatives, funded by the Infrastructure Investment and Jobs Act, are fueling massive projects across the country. This influx of funding is increasing demand for workforce mobility solutions, requiring companies to rethink how they deploy employees efficiently.
Geographic Concentrations of Major Projects:
Large-scale infrastructure developments often happen in specific regions—energy hubs, urban redevelopment zones, or industrial corridors. With talent shortages in local markets, relocation programs ensure that companies can move their workforce efficiently to meet demand and meet project deadlines.
Expansion into Emerging Markets:
As companies enter new geographic regions, whether for renewable energy projects or large-scale construction developments, they must relocate employees to oversee operations, transfer expertise, and drive business growth.
Compliance and Cost Control:
Moving employees across state lines presents logistical, regulatory, and tax challenges. Companies that fail to implement structured relocation programs risk non-compliance and unnecessary costs.
Retention and Career Development:
Relocation often goes hand-in-hand with an employee’s development and leadership potential.
Employee Well-being:
Moving is a very stressful event for your employee and their family. Employers who simply provide the employee with a Lump Sum amount, then expect them to manage all aspects of their move fail to recognize the time needed to plan and execute a move.
How Companies Are Evolving Their Relocation Benefits
To remain competitive, HR should create policies with a focus on flexibility, compliance, and improving the employee’s experience. The most forward-thinking organizations are implementing:
- Short-Term Housing Solutions: Providing fully furnished accommodations or housing stipends for employees on TDAs
- Tax and Compliance Support: Given the complexities of multi-state tax laws, partner with a relocation management company to ensure compliance and mitigate risks.
- Travel and Commuter Benefits: Travel reimbursements, per diem allowances, and company-sponsored transportation are increasingly common.
The Future of Workforce Mobility in Construction and Engineering
In today’s market, relocation is no longer just about moving employees from point A to point B—it’s about ensuring that businesses have the right talent in the right place to ensure that project deadlines are met. With talent shortages intensifying, organizations must rethink their workforce relocation strategies. Companies that invest in agile, well-structured relocation programs will not only stay ahead of industry trends but also foster a workforce that is both mobile and highly engaged.
By proactively addressing these challenges, organizations can keep their projects on track, grow future leaders, and ensure long-term success in a rapidly evolving industry.
HomeServices Relocations’ mobility policy management services are designed to help you spend time managing your business with confidence that your recruitment and retention goals are being supported by a professional and trusted relocation partner.
