The use and adoption of flexible mobility approaches (like the buzz-worthy Core-Flex model) have skyrocketed over the past five years, and this isn’t surprising. The “how” and “where” of work is being redefined on a global scale, and flexibility is the best way to meet diverse talent needs efficiently and fairly.

An Overview of Flexible Mobility Programs

Over the past two years, we’ve conducted numerous Customer Insight surveys involving several thousand employees for our clients, and, shocker (not!), no one has ever said they want less flexibility in their company’s mobility program. In fact, none of our clients have either.

And in an environment where cost control has become a strategic imperative when building a workforce to meet future business objectives, “flexible” workforce mobility programs are proving to be a valuable, viable alternative to “traditional” models. But while cost containment is certainly an important element in a flexible program, there are other intangible, but nonetheless valuable benefits that focus on the employee experience and don’t add to the cost of the program, including:

  • The employee has a sense of empowerment by making decisions that meet their needs without the stress and inconvenience of asking for exceptions or special accommodations.
  • The flex choice gives the employee a sense of freedom, which could expedite the relocation process.
  • Your program administrators can spend less time dealing with approvals and more time on program quality.

We’ve been helping our clients design and implement flexible programs for over a decade, and the insights we’ve gained in that time have helped us to hone our approach and inform our product offerings, administrative processes and system design in support of them.

While each client’s flexible provisions reflect their corporate objectives, most have a few things in common:

  1. Their core benefits tend to support compliance and duty of care objectives
  2. Their flexible benefits tend to reflect those aspects of mobility that are often requested as exceptions, or that are perhaps not utilized by a majority of mobile employees, but are really needed and appreciated when they are used.

So, Where Does Temporary Living Fit In?

Among the various flexible options available, some benefits consistently stand out in employee choice—and Temporary Living is one of them. For the third year in a row, Temporary Living ranked among the top two most-selected options in flexible benefits programs, representing over 25% of total flex points used by employees. While Temporary Living can also be viewed as a “duty of care” benefit, the ability to extend this support when needed is highly valued.

Its consistent popularity highlights how thoughtfully crafted flex benefits can empower employees, streamline processes, and support both business objectives and employee well-being. As companies continue to embrace flexibility in mobility, offering meaningful flexible benefit options—like Temporary Living—ensures programs remain relevant, responsive, and valued by the very people they are designed to support.

Talk to us!

Want to learn more about how Weichert Corporate Housing can support your mobility program with flexible, best-in-class temporary living options to fit every employee’s needs? Contact Marian Sauers at msauers@weichertch.com.