Get a Quote

Spouse/Partner & Family Assistance

The challenge of dual-income households with family commitments remains a pivotal one; for the sixth year in a row roughly six in ten firms indicate spousal/partner employment “almost always” or “frequently” affects relocations.

This year’s percentage is the second highest ever recorded. We see continued efforts to manage the impact with the highest historical levels of employment assistance for spouses/partners being offered, overall and internationally.

  • The impact of spouse/partner employment shifts back to the pattern of mid-size and large firms being more affected than small firms this year (68% & 65% vs. 58%). This impact for small firms falls dramatically compared to 2018 (68%) to more historically normative levels (58%) and lower than 2016-2017 (60% & 64%).

With the impact of spouse/partner employment well above historical averages for the past six years overall, we see a corresponding rise in employment assistance. During this period, firms of all sizes offered assistance far more often than in previous years.

  • Among small firms, the most popular form of help is networking assistance, offered by nearly half; only one-third of larger companies indicate they offer this assistance.
  • Among large firms, the most popular form of assistance was resume preparation help (42%), far more often than at smaller firms.
  • Around one-third of both mid-size and large firms state they pay for outplacement/career services from an outside firm, far more often than small firms (22%).

Across firms of all sizes, around one in four employees with a spouse/partner used employment assistance. In the past, far fewer small firms offered employment assistance. Among the subset of small firms that offered such benefits, higher percentages of employees took advantage of them than at larger firms. As far more firms across all sizes have added these benefits over the past six years, usage has increased at mid-size and large firms and has leveled off at small firms, so usage is now comparable overall across firms of all sizes.

Question 37
Frequency of employee's relocation being affected by employment status of spouse/partner
Chart Q37
-- click to enlarge --
Question 38
Companies that allow the hiring of spouses of employees
Chart Q38
-- click to enlarge --
Question 38-a
Companies that assist an employee*s spouse or partner in finding employment in the new location
Chart Q38-a
-- click to enlarge --
Question 38-b1
Methods of spousal/partner employment assistance
Chart Q38-b1
-- click to enlarge --
Question 38-b2
Methods of spousal/partner employment assistance
Chart Q38-b2
-- click to enlarge --
Question 38-c
Approximate percentage of relocated employees with a spouse/partner who used employment assistance
Chart Q38-c
-- click to enlarge --
Question 42-k1
Method of employment assistance for internationally relocated employee's spouse or partner
Chart Q42-k
-- click to enlarge --
Question 42-k2
Method of employment assistance for internationally relocated employee's spouse or partner
Chart Q42-k2
-- click to enlarge --








An estimated one in ten relocations last year involved an employee in a caregiving role. Almost one in three relocations involved an employee with children. Seventy-eight percent of companies estimate the most frequently relocated, salaried employee is 30-45 years of age. Both older Millennials and the youngest members of Generation X find themselves in this range, many who are raising children and have elderly parents for whom they are shifting into a caretaking role. Many experience this “sandwich” of dual caregiving challenges, and relocation policies have had to adapt.

  • Seventy-one percent of firms offer childcare assistance for relocating employees—increasing again over last year’s largest percentage measured for this accommodation.
  • Sixty-six percent offer accommodations for elder care—also increasing for another year to the highest percentage ever seen.
  • Sixty-four percent offer disability-caregiving assistance; this is the second year we have measured it and it experienced a slight increase over last year (60%).

Assistance types vary—such as paid personal leave days, flexible scheduling or telecommuting, as well as providing lists of service providers/options or of local schools/organizations. Overall, it appears the majority of firms are trying to ensure that employees who relocate get the support they need to transition successfully while managing family obligations.

Question 35
In 2019, what approximate percentage of your relocations involved:
Chart Q35
-- click to enlarge --
Question 36-1
Companies offering elder care assistance
Chart Q36-1
-- click to enlarge --
Question 36-2
Elder care assistance offered
Chart Q36-2
-- click to enlarge --
Question 36-3
Companies offering childcare assistance
Chart Q36-3
-- click to enlarge --
Question 36-4
Childcare assistance offered
Chart Q36-4
-- click to enlarge --
Question 36-5
Companies offering disabled family member assistance
Chart Q36-5
-- click to enlarge --
Question 36-6
Disability assistance offered
Chart Q36-6
-- click to enlarge --
We use cookies for several reasons, including keeping our sites reliable and secure, personalizing content, providing social media features, analyzing site usage and for marketing purposes. Please read our Privacy Policy for full details.
I consent to having this website store my submitted information so that they can respond to my inquiry.