Why Moving Day Shouldn’t Be a PTO Problem: Rethinking Time Off Policies for Employee Relocation

How much is your productivity worth when moving

Moving is widely recognized as one of life's most stressful events — often ranked alongside job loss and divorce. Yet, for millions of employees across the U.S. and globally, there’s no guaranteed time off provided for it. Instead, employees are expected to either use their hard-earned vacation days or juggle their move around work commitments — often at the expense of productivity, mental health, and even safety.

The Reality: Most Employers Don't Offer Time Off for Moving

Despite the logistical and emotional toll of relocating, many companies do not provide specific time off for moving. According to a 2022 survey by Zippia, only 6% of companies in the U.S. offer paid time off for moving. The vast majority require employees to dip into their personal or vacation time — or take unpaid leave — if they want time to pack, coordinate movers, obtain a new drivers license or simply be present for a delivery window.

Even when relocation is tied to a job offer, moving benefits often focus only on reimbursing costs — not time.

SHRM’s 2023 Employee Benefits Survey found that only 10% of employers offer any relocation assistance at all, and fewer still mention time off as part of that package.

This creates a logistical nightmare for employees who must:

• Be physically present for pickup and delivery of their belongings

• Coordinate move-in tasks like utility setup, inspections, and furniture delivery

• Manage child or pet care during the move

• Handle travel and temporary housing transitions

Source: https://www.shrm.org/topics-tools/research/employee-benefits-survey

Scenarios: The Human Cost of Not Allowing Time Off

Scenario 1: The Burned-Out High Performer

An executive is moving her family from one state to another. The company policy states you accrue time off based on days of employment. With upcoming deadlines & commitments for work, she faces a dilemma- miss critical onboarding meeting or decline services. Months have passed with the family exhausted trying to get settled in & frustrated by lack of flexibility, while her work team makes comments that she is visibly burned out & exhausted trying to juggle the move & work.

Scenario 2: The Cost of Customer Service Delays

A IT manager working remotely attempts to manage a cross-state move between shifts. Due to work schedule & timelines with the moving company, he misses a critical delivery and has to reschedule, incurring additional costs. Meanwhile, his distracted work performance leads to delayed customer responses and negative feedback.

Scenario 3: The New Hire Who Regrets the Move

A new hire is expected to relocate for a job but isn't given time off for the move itself. She spends her first week working late nights after moving boxes all day, entering her new role sleep-deprived and overwhelmed. Her onboarding experience is poor, and she quickly questions the decision to join the company.

Why This Matters

• Employee Well-being: Expecting employees to move during non-work hours ignores the realities of working adults with limited time and resources. It contributes to burnout and stress-related health issues.

• Productivity & Performance: Employees dealing with moving logistics during work hours are likely to be distracted, unavailable, or disengaged — costing the company in the long run.

• Retention & Employer Brand: Companies that support life transitions build trust and loyalty. Offering time off for moving sends a message: “We value your life outside of work.”

  
  

What Can Companies Do Differently?

Here are practical solutions companies can implement:

✅ Offer Dedicated Moving Leave

Introduce a formal moving leave policy (e.g., 1–2 days of paid time off) that employees can use when relocating — whether due to job changes or personal life events.

✅ Flexible Scheduling

Allow flexible work hours or remote days during a move so employees can coordinate logistics without using up all their PTO.

✅ Include Time Off in Relocation Benefits

If your company already offers relocation support for new hires or internal transfers, make sure time off is included in the benefits — not just financial assistance.

✅ Normalize the Conversation

Encourage managers to ask about major life events like moving and offer support. Even informal flexibility can go a long way in building trust.

✅ Benchmark and Adapt

Look to companies like Salesforce and Google that have robust relocation policies — some of which include relocation days or comprehensive support beyond just reimbursement.

Closing Thought

Work-life balance isn’t just about vacation time. It's about respecting employees as whole people — with lives, families, and stressors beyond the workplace. Moving is hard enough. Companies have a real opportunity to show empathy and leadership by making it just a little easier.

Sources:

• Zippia (2022). "Relocation Statistics: Moving for Work in 2022"

• SHRM (2023). "Employee Benefits Survey"

• American Moving & Storage Association. “The Stress of Moving: Why It Matters at Work”

If you and/or your company find yourself in a similar situation and need a moving company who can provide flexibility, let's schedule a time to connect!