Corporate Housing News

Global mobility programs are evolving rapidly as organizations grapple with shifting employee expectations, persistent housing challenges and broader economic pressures. The 2025 Global Mobility Survey, conducted by the Canadian Employee Relocation Council (CERC) in partnership with Ipsos Public Research, offers a data-rich look into how relocation priorities are changing and what this means for mobility professionals and the corporate housing industry.

Drawing on responses from more than 10,500 working professionals across 19 countries, the survey provides insights on how temporary housing support, financial protections and real estate services are increasingly central to relocation decisions and overall employee satisfaction.

Temporary Housing: A Rising Priority

One of the most significant findings from the survey is the growing importance of temporary housing support in relocation packages. For many employees, particularly in markets with competitive rental environments, access to short-term housing is no longer a nice-to-have benefit, but a core element of their relocation decision.

Globally, 67% of respondents identified temporary housing support as a key motivator for relocation, marking a clear uptick compared to past survey cycles. In countries such as Mexico, South Africa, Turkey, South Korea and India, the demand for temporary housing as a relocation incentive was especially strong. Meanwhile, Japan stood out on the lower end of the scale, where cultural norms and established housing patterns may influence relocation expectations differently.

From a sector perspective, utilities, information technology and accommodation services stood out as industries where temporary housing plays a particularly meaningful role in relocation decisions. Among employee segments, senior leadership and early-career employees under 35 showed higher interest in housing support, signaling a broadening expectation for mobility programs to address real-world transition needs.

Financial Protection Remains Vital

Another important trend highlighted by the survey is the enduring significance of financial protections tied to home sale or lease loss.

With housing markets fluctuating and assets tied to relocation risk, 59% of respondents indicated support covering potential financial loss related to selling or leasing their home remained a meaningful incentive. This was especially pronounced in countries with volatile housing markets, where employees are more attuned to financial risk and potential cost hurdles.

Industries such as mining, oil and gas and technology reported particularly strong interest in home sale protection, underscoring how financial safeguards are becoming an integral part of comprehensive relocation planning. Higher-income and highly educated professionals were also more likely to value this type of support, suggesting that risk tolerance and investment exposure shape mobility preferences.

Assistance with Temporary Housing Search

In addition to the incentive value of temporary housing support, survey findings show that many relocating employees seek active assistance in finding accommodations, not just financial allowances.

Overall, 76% of respondents said they would look for employer-provided help securing temporary housing, underscoring the complexity and anxiety employees can face when transitioning to new markets. This trend was most visible in regions where housing inventory is tight and rental pricing is rising, such as India, South Africa and Mexico.

Professional services, finance and IT sectors showed especially high levels of expectation for hands-on housing support, as did senior executives and business owners. These findings reinforce that corporate housing providers and mobility teams are increasingly seen as partners in easing the relocation journey, not merely administrators of benefits.

Real Estate Services: Beyond the Basics

In today’s mobility landscape, data suggests that straightforward housing solutions are no longer sufficient. Roughly three-quarters of survey respondents reported they would seek employer-supported real estate services during relocation.

Real estate assistance resonates strongly where local markets are unfamiliar or access to housing is competitive. In addition to high demand in South Africa and Mexico, respondents in India and Turkey also ranked real estate support as a top relocation need. Across industries, mining, IT and construction sectors again showed elevated interest in structured property support, reflecting the interconnected nature of workforce mobility and housing market navigation.

Younger workers under 35 were among the most likely to view real estate services as important, emphasizing how expectations for guidance, clarity and convenience are rising across generations.

Employer Policy Shifts: Adapting to a New Mobility Reality

The survey also reveals how employers are recalibrating mobility policies in response to external pressures and shifting priorities. Temporary accommodation coverage for domestic and cross-border relocations is reported to have increased, signaling recognition that housing support helps stabilize transitions and improves employee experience.

However, temporary accommodation coverage for traditional international assignments has declined, with 43% of organizations reducing support in this area. This trend likely reflects broader cost containment efforts, as well as increased use of lump-sum approaches, short-term assignments and hybrid work models.

The net effect is a more nuanced mobility landscape, where flexibility and targeted housing support may deliver better outcomes than one-size-fits-all programs.

Housing Costs: A Persistent Barrier

Despite evolving mobility benefits, housing affordability remains a key barrier to relocation, particularly for cross-border assignments.

Nearly one-quarter of respondents identified housing costs as a major deterrent to international moves, and 30% reported having declined a relocation due to unaffordable housing. These figures highlight how the human and economic cost of securing housing continues to influence talent mobility and workforce planning.

From an organizational standpoint, 57% of respondents reported challenges securing housing for international transfers, and another 19% described the process as very difficult. Limited inventory, high costs, and varying local compliance requirements were among the most cited pain points, emphasizing the strategic importance of housing solutions that are both flexible and locally informed.

Looking Forward: What to Consider in the Future

The 2025 Global Mobility Survey underscores a broader shift in how relocation programs are designed and perceived. Increasingly, housing support is not merely a logistical perk, it is a strategic enabler that influences talent attraction, retention and overall satisfaction.

For corporate housing partners and mobility professionals, these insights point to several actionable considerations:

• Prioritize temporary housing options that align with shifting employee expectations and complex rental environments.
• Integrate financial protections into relocation packages to mitigate perceived risk and build confidence among relocating employees.
• Provide real estate support services that simplify market navigation and reduce stress for individuals and families.
• Tailor policies with regional awareness, recognizing how housing markets and cultural norms shape relocation needs.

As organizations refine their mobility strategies in 2025 and beyond, the intersection of housing affordability, employee expectations and policy flexibility will remain central to relocation success.

This article is a deeper look at the webinar Data and Discussion What the 2025 Global Mobility Survey Reveals About the State and Future of Relocation. If you missed it, the full recording is available here.