Reel in Job Candidates with a Relocation Package

Reel in Job Candidates with a Relocation Package

  • Discover relocation costs you should consider.
  • Learn about the tax implications of relocation packages.

Competition among employers for many types of employees remains fierce. For hard-to-fill positions, you might need to expand the search beyond your organization’s local geographic area. You may even have to offer financial incentives to lure applicants – like a relocation package.

Although signing bonuses are an obvious choice, a strong relocation package could give you an edge in reeling in the best job candidates.

Reel in Job Candidates with a Relocation Package

Relocation package costs to consider

The purpose of a relocation package is to ease the financial and logistical strain of moving on a new hire. This benefit can range from a simple cash reimbursement to a lavish array of perks most often reserved for top execs.

When creating a relocation package, it’s critical to establish a firm budget for the costs you’re willing and able to cover. Generally, relocation packages include coverage for moving services and transportation (such as airfare). But there are many other perks you could add, including:

  • Packing and unpacking services,
  • Storage expenses,
  • Short-term housing, and
  • Spousal employment assistance.

The size and shape of a relocation package tend to depend on an employer’s industry. The benefit you offer must be competitive with those of similar organizations in your area. If not, it probably won’t give you the hiring edge you’re looking for.

Tax impact of a relocation package

Currently, employers may deduct relocation expenses, but the employee must pay taxes on the benefits, similar to the treatment of bonuses.

Before the Tax Cuts and Jobs Act (TCJA) of 2017, the way that moving expenses were reported — and the tax impact — depending on the type of plan that an employer used. “Accountable” plans, which followed certain IRS rules, allowed employers to fully deduct payments while employees weren’t subject to taxation, including payroll tax. This made such plans highly favorable from a tax perspective, though they required more administrative effort.

Under a “nonaccountable plan,” pre-TCJA relocation payments were treated similarly to how a bonus would be reported and much like how the payments are now treated. That is, they were taxable compensation subject to both income tax and payroll tax. Employees could, however, deduct moving expenses — which substantially mitigated the tax impact.

The TCJA eliminated the moving expense deduction for all employees other than active-duty military members. Keep in mind, though, that this TCJA provision will sunset after 2025.

Going the extra mile

Nowadays, employers often have to go the extra mile to win over optimal job candidates — many of whom could live hundreds or even thousands of miles away. Fiducial can help you decide whether a relocation package is the choice of a good benefit for your organization. Call Fiducial at 1-866-FIDUCIAL or make an appointment at one of our office locations to discuss your situation.

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