Relocation package examples: junior, mid-career and executive structures

Looking for relocation package examples that work for Switzerland? The structures below show how HR and mobility teams commonly shape support for a junior, a mid-career and an executive transferee. They are illustrative patterns, not benchmarks and not prices.

Every package answers the same questions. What does the employer pay for? What does the employee arrange alone? Who holds the budget? Who carries the risk if a step fails? The tiers differ mainly in the answers.

For the wider frame, see what a relocation package is and what a relocation package to Switzerland should cover. For values, see how much a relocation package is worth. This page deals only with structure.

What stays the same in every tier

Some elements do not depend on seniority. Build them into your policy once.

• Immigration route. The employer starts the work-authorisation process. Your transferee cannot do this alone from abroad.
• Registration on arrival. The employee reports to the local commune after arriving. The commune sets the exact steps.
• Health insurance. Basic cover is compulsory for anyone who takes up residence.
• Housing. Someone must find, view, apply for and sign a lease.
• Household goods. Someone must organise the move and customs paperwork.

Two permit regimes shape the file

Switzerland applies two admission regimes. One covers EU/EFTA nationals under the free movement agreement. The other covers third-country nationals. The State Secretariat for Migration (SEM) describes both on its admission pages. Which regime applies changes the timeline, the documents and the employer's role.

Your policy should name the regime as a trigger. A package for a transferee from Germany reads differently from one for a transferee from India or the United States. Detailed conditions depend on the case and the canton. A specialist reviews each file. Use the permit finder for a first orientation.

Two deadlines your policy should mention

After arrival, the employee must register with the commune within 14 days. Local rules can vary, so confirm the exact procedure with the commune (Swiss federal portal). The employee usually brings an identity document, the permit or work authorisation, and proof of health insurance.

Basic health insurance must be taken out within three months of taking up residence. If the employee meets that period, cover is retroactive to the date of residence, and premiums are due from that date. If the period is missed, cover starts only at affiliation. A late-payment surcharge may apply, and the canton can assign an insurer (Federal Office of Public Health, FOPH).

Neither deadline needs a price in your policy. Both need an owner and a reminder.

Example 1: the junior transferee

A junior transferee is early in their career. Often single, often on a first international assignment, often with limited savings.

Typical structure: a lump sum with a short managed core.

• A single allowance for moving costs, paid after the move is confirmed.
• Immigration handled by the employer or a provider, because the employee cannot be expected to navigate it.
• A short period of temporary accommodation, so the employee can search on site.
• A home search briefing rather than a full search service.
• No spouse support, no school search, no tax briefing beyond the basics.

Why this works. The population is large, needs are similar, and the administrative cost of a managed programme is hard to justify. The lump sum caps the budget. The managed core protects the one step that carries legal risk.

Where it breaks. The employee underestimates housing competition and burns the allowance on temporary stays. Set the rules for what the allowance covers before the offer letter goes out.

Example (fictional). A graduate hire from Manchester receives an allowance, immigration support and a short list of tasks to complete on arrival. The employee books the move, signs the lease and registers with the commune.

Example 2: the mid-career transferee

A mid-career transferee often has a partner, sometimes children, and a home to leave behind. The package must handle household logistics, not just a flight and a bed.

Typical structure: a hybrid.

• A managed home search service with a set number of viewing days.
• Managed immigration support for the employee and, where relevant, the family.
• A settling-in service covering registration, bank account and insurance steps.
• A removal allowance, or a managed removal where customs are involved.
• Spouse and partner support as an option, not a default.
• An education allowance or school search for children, when the policy covers it.

Why this works. The transferee has more to lose from a bad first month. Managed services shorten the learning curve, while an allowance for smaller items keeps the budget predictable.

Where it breaks. Policies list services without sequencing them. The school search starts after the lease is signed, and the family finds that the best option is out of reach from the chosen home. Order the services around the family, not around the supplier.

Example (fictional). A project manager from Lyon, with a partner and two children, moves to Zürich. The employer funds a home search, immigration support and a settling-in package. The family handles the removal quote itself within a set allowance.

Example 3: the executive transferee

An executive transferee has high visibility, a complex household and little tolerance for friction. Time matters more than cost.

Typical structure: a fully managed programme, sometimes with a discretionary budget.

• A named case manager who owns the file from offer to settling-in.
• Immigration support for the whole household, planned before the announcement.
• A tailored home search, with a brief that reflects commute, schools and privacy.
• A full managed removal, including storage if the home search runs longer.
• Spouse and partner support as standard.
• Tax and social-security briefings through the employer's own advisers.
• A longer period of temporary accommodation, with flexible end dates.

See also the executive transferee for the individual's side.

Why this works. The employer buys speed and control. The cost of a delayed start is higher than the cost of the services.

Where it breaks. A fully managed route removes the employee's sense of ownership. The executive disengages, then complains when a decision does not match their taste. Build in a decision point where the employee confirms the home shortlist.

Example (fictional). A finance director from Singapore joins a Geneva office. The employer appoints a case manager, who coordinates immigration, housing, removal and a spouse programme through a single plan.

Comparing the lump sum and the managed route

The table below summarises how the two routes differ. Use it to decide which tier should lean which way. The decision frame goes further.

The lump sum suits populations with similar needs. The managed route suits cases where an error is expensive. Many programmes combine the two: a lump sum for flexible items and a managed service for immigration. Read more on lump-sum relocation and on writing a lump-sum policy.

How to choose a structure

Start with the risk, not the budget. Ask which steps cause real harm when they go wrong. Immigration and insurance usually do. Housing and removals usually cause delay and stress, not legal exposure.

Then consider the household. A single employee and a family of four do not need the same package, even at the same grade.

Finally, consider volume. If you move many people each year, a standard managed core pays back through consistency. If you move a few, a case-by-case approach may fit better.

Checklist for HR before you finalise a package

• Name the permit regime that applies to each transferee group.
• Assign an owner for immigration, with a start date before the announcement.
• State what the allowance covers and what it does not.
• Say who pays if a lease is signed and the assignment ends early.
• Set an owner for registration with the commune.
• Set an owner for the health insurance deadline.
• Decide whether the spouse is covered, and how.
• Define the point at which a transferee may opt out of managed services.

For a full policy approach, see designing a relocation policy. To request a review of your structures, use the relocation support request at the foot of this page. A specialist examines the package against your population and assignment type.

Frequently asked questions

What is a relocation package?

It is the set of support an employer provides when it moves an employee to a new country. It can include money, services, or both. Scope and conditions are set by the employer's policy.

Are these relocation package examples real offers?

No. They are illustrative structures built to show how packages differ by seniority. They do not describe any employer, and they contain no prices.

Should a junior employee get a lump sum?

Often yes, because needs are similar and the budget is easy to cap. The policy should still keep immigration under employer control. A specialist can review the details.

When does a managed route make sense?

When errors are costly, the household is complex, or the employee has little time. Executive and family moves are typical cases.

Can a package mix a lump sum and managed services?

Yes. Many employers pay a lump sum for flexible items and use a managed service for immigration and the first weeks. Define the boundary in writing.

Who starts the work permit process?

In most cases the employer starts it. The route depends on whether the transferee is an EU/EFTA national or a third-country national, as the SEM explains.

Does the permit regime change the package?

It can change the timeline, the documents and the employer's role. A third-country national usually needs more lead time than an EU/EFTA national. The detail depends on the case.

What must the employee do on arrival?

The employee registers with the commune, usually within 14 days. Local procedures can differ, so the commune confirms what to bring. Typical documents include an identity document, the permit and proof of health insurance.

Does the employee need health insurance before arriving?

Basic insurance must be taken out within three months of taking up residence. If that period is met, cover is retroactive to the date of residence. Your policy should assign an owner for this step.

What happens if the insurance deadline is missed?

Cover then starts at affiliation. A surcharge may apply for a late start that is not excused, and the canton can assign an insurer. The FOPH describes the rules.

Should the package cover temporary accommodation?

Most structures include a short stay, so the employee can search on site. How long is a policy choice. Keep it flexible if the housing market is slow.

Is spouse support part of a standard package?

For executives it often is. For junior and mid-career staff it is usually optional. Decide in advance who qualifies, so decisions are not made case by case.

How should we handle schools for children?

Decide whether the policy covers a school search, an education allowance, or neither. Set the order of services so the school search informs the home search. See the school choice guide.

What does a case manager do?

A case manager coordinates providers, tracks deadlines and answers the transferee's questions. The role is common in executive packages.

Who pays if the assignment ends early?

Your policy should say, in writing, before the offer. Repayment terms and lease obligations are a legal matter, so involve counsel.

Can the employee opt out of managed services?

Some policies allow it, in exchange for a smaller allowance. Define the rules, and keep immigration outside the opt-out.

How do we avoid cost overruns?

Set scope limits for each service and a clear approval path for extras. A lump sum caps the cost by design. A managed route needs a defined scope.

Do tiers need different providers?

Not necessarily. The same providers can deliver lighter or fuller services. What changes is the scope and the level of coordination.

How do we test a package before rolling it out?

Run it against two or three real or hypothetical cases. Check who does what in each week of the first month. Gaps usually show up quickly. The relocation calendar helps.

Is housing support the same as a home search service?

No. Support can mean a briefing and a list of tasks. A home search service finds, shortlists and accompanies viewings. Say which one your policy provides.

What about household goods and customs?

Decide who arranges the removal and who deals with customs paperwork. Requirements depend on the origin country and the goods. A specialist can advise on the process.

Should the package differ by country of origin?

The structure can stay the same. The inputs change, such as the permit regime, the documents required and the lead time. Flag these in the policy.

How are employee tax questions handled?

Tax is personal and depends on the situation. Policies often arrange a briefing through the employer's advisers. This site gives no tax advice, and a specialist reviews each case.

How do I get help applying these structures?

Send a request using the form at the foot of this page. You are put in touch with a relocation company that fits your need, depending on the request.

Sources

• State Secretariat for Migration (SEM), admission of workers
• Swiss federal portal, registering on arrival
• Federal Office of Public Health (FOPH), compulsory health insurance