When HR asks how much a relocation package is worth, the honest answer is a method, not a number. A package is a bundle of commitments. Its worth to your transferee depends on what it covers. Its cost to your company depends on how it is run. This page sets out a benchmarking logic you can apply to any move into Switzerland.
It does not quote prices. Providers, cantons and family situations differ too much for a single figure to mean anything. What can be compared is structure: which components are inside the package, who carries each risk and when each item is paid.
Start with what the package is meant to do
A package has one job: get a transferee from the home country to a working life in Switzerland with the least lost time. Benchmarking begins with that purpose, not with a budget line.
Ask three questions before looking at any market data:
- Is the move a short assignment, a long assignment or a permanent transfer?
- Is the transferee coming alone or with a family?
- Does your policy aim to cover costs, or to compensate for disruption?
The answers set the tier. A permanent hire with a family needs a different bundle from a single employee on a limited assignment. Comparing the two on one scale produces noise.
The cost categories that make up a package
Most Swiss packages are built from the same blocks. Value is created or lost in how each block is defined.
Immigration and registration
The route depends on nationality. There are two regimes: EU/EFTA nationals under the free movement agreement, and third-country nationals under the Foreign Nationals and Integration Act. The second group faces tighter admission conditions, and the authorities decide each case. Detailed conditions are set out by the State Secretariat for Migration (SEM).
Once the transferee arrives, registration with the municipality is due within 14 days. The transferee presents an identity document, the residence or work permit and proof of health insurance. Local practice varies, so the commune confirms its own steps. Whether your package covers the legal work, the registration visit or both is a benchmarking point. See immigration support for how this is usually organised.
Housing
Housing is usually the largest variable. Temporary accommodation on arrival, a home search and the rental deposit are separate items. Packages differ on whether they fund a short stay, a full search or only guidance. For market context, read how much it costs to rent in Switzerland and the page on corporate housing.
Household goods and travel
Shipping, storage, travel for the transferee and family, and a pre-move visit are the classic items. Each can be capped, reimbursed against receipts or folded into a lump sum. Define what happens when an item is not used.
Health insurance and family costs
Anyone domiciled in Switzerland is required to take basic health insurance no later than three months after taking up residence. If that deadline is met, cover is retroactive to the date of arrival, and premiums are due from that date. If it is missed, cover starts at affiliation, a premium supplement may apply for an unexcused delay, and the cantonal authority may assign an insurer. A package can handle this in three ways: pay the premium, reimburse it, or leave it to the employee. This is a policy decision for the employer. Personal tax or insurance consequences vary with the case, so a specialist reviews the details through the request at the bottom of the page. See health insurance costs for background.
Schooling and childcare are the other family blocks. Read about international school fees and childcare before deciding how far the package goes.
Settling-in support
Orientation, bank account help, mobile and utilities, and a local introduction are small items with a large effect on the transferee's first weeks. They are often undervalued in benchmarking because they are hard to count. See settling-in service.
A benchmarking logic in five steps
- Fix the population. Group transferees by assignment type and family status. Never benchmark across groups.
- List the components. Use the blocks above and mark each as included, capped, optional or excluded.
- Assign the delivery model. Each component is either managed by a provider, reimbursed or paid as a lump sum. See lump sum or managed relocation.
- Test the exceptions. Look at what happens with a late arrival, a cancelled move, an early departure or a repayment clause.
- Compare like with like. Only then compare with market data, peer companies or your previous policy.
The diagram below sets the three delivery models against the questions HR usually asks.
What drives the worth of a package
Four drivers explain most of the gap between one package and another.
- Seniority and role. Senior transfers carry a wider scope, including family and housing support.
- Origin. A move from a country with a different permit route, school system or insurance model needs more preparation. See employee relocation to Switzerland.
- Destination. Housing markets differ by city. Use the city comparator to frame the conversation.
- Duration. A longer assignment justifies deeper support. A shorter one often relies on a lump sum.
Worth is also about timing. A package that arrives late, after the transferee has already organised housing alone, delivers less than the same package delivered before departure.
Common traps in package benchmarking
- Comparing headline totals without comparing what each one includes.
- Ignoring the costs that sit outside the package, such as tax support or school entry.
- Treating a lump sum as cheaper without testing what the transferee must still pay for.
- Leaving repayment terms vague, which creates disputes after an early exit.
- Forgetting the family: a spouse's work situation and children's school place often decide whether a move succeeds.
For a fuller view of costs, read employee relocation costs. For policy wording, see designing a relocation policy and the page on package examples.
Tools to prepare the discussion
Before benchmarking, collect facts about the case. The permit finder frames the admission route. The relocation calendar shows how the steps sit in time. The personalised checklist gives HR a working list. None of these replaces a review by a specialist. The request at the bottom of the page puts you in touch with a relocation company matched to the need.
Frequently asked questions
How much is a relocation package?
There is no standard amount. The worth depends on assignment type, family situation, destination and which components are included. Compare structure first, then ask providers to scope the specific move.
Is a bigger package always better?
No. A larger package can include items the transferee never uses. A tight package that covers the right blocks at the right time often has more value than a broad one that arrives late.
What is the first step in benchmarking?
Group your transferees by assignment type and family status. Each group needs its own benchmark. Mixing groups hides the real gaps in the policy.
Which components are usually included?
Immigration support, registration help, temporary housing, a home search, shipping, travel, schooling guidance and settling-in support. Each can be included, capped or offered as an option.
Do EU/EFTA and third-country transferees need different packages?
Often yes. There are two regimes, and the second brings tighter admission conditions that the authorities decide case by case. That usually means more immigration work for third-country transferees.
Who decides whether a permit is granted?
The authorities decide. A package can fund preparation and support, but it cannot assure the outcome. Wording in a policy should avoid implying otherwise.
When does the transferee register in Switzerland?
Registration with the municipality is due within 14 days of arrival. The commune sets its own practice, so it confirms the documents and steps.
What documents are shown at registration?
An identity document, the residence or work permit and proof of health insurance. Local requirements vary, so the commune confirms the list.
When is health insurance required?
Basic health insurance is compulsory no later than three months after taking up residence. Cover is retroactive to the date of arrival if the deadline is respected.
What happens if the insurance deadline is missed?
Cover begins at affiliation, a premium supplement may apply for an unexcused delay, and the cantonal authority may assign an insurer. This is why many policies schedule the step early.
Does the package usually pay the insurance premium?
Policies differ. Some pay it, some reimburse it and some leave it to the employee. The choice belongs to the employer. Personal tax and insurance effects are reviewed case by case by a specialist.
Is a lump sum cheaper than a managed service?
Not automatically. A lump sum is simpler for HR but shifts risk to the employee. Test what the transferee still has to pay for before drawing a conclusion. See lump-sum relocation.
How do I write a lump-sum policy?
Define the covered items, the payment date, the repayment terms and the treatment of exceptions. The page on writing a lump-sum policy covers the structure.
What is the largest variable in a package?
Housing, in most cases. Temporary accommodation, search support and the rental deposit are separate decisions with different risks.
How does family status change the package?
Families need schooling guidance, childcare options and spouse support on top of the core blocks. These can decide whether a move succeeds.
Should a package cover school fees?
That is a policy choice. Some employers fund international school places, others only guidance. Read about what an international school costs before deciding.
Can a package include a pre-move visit?
Yes. A short visit to look at neighbourhoods and schools is a common item. It is usually capped and tied to the home search.
What is the effect of the transferee's country of origin?
Differences in permit routes, school systems and insurance models change the preparation needed. A move from a neighbouring country is lighter than one from a distant region with a different system.
How do I compare my package with peers?
Compare population, components, delivery model and exceptions first. Only then look at market data. Without that order, comparisons mislead.
What happens if the transferee leaves early?
The policy needs a repayment clause. Without one, the employer carries the cost. The clause should be explicit and agreed before the move.
Can HR use a provider to benchmark?
Yes. A relocation company can scope each component for a specific move and describe its delivery model. The request at the bottom of the page can connect you with one.
Where can I see a package example?
The page on relocation package examples shows how bundles are structured for different profiles. Examples are fictional and change with each case.
What does a package leave out?
Often tax support, long-term housing purchase and spouse career support. Check these before treating the package as complete.
Who is this logic for?
HR and mobility teams who send employees to Switzerland from abroad. It is not for moves between Swiss cantons or for cross-border commuting.