Back to the Office? Then Make the Move Worth It

Return-to-office mandates are have been a prominent feature of People Leadership over the last few years. From Amazon to Deutsche Bank, global companies have been drawing the line: in-person work is back in. The business rationale might be clear – but for employees? It’s a heavier lift.

At PerchPeek, we’re seeing a smarter, more human approach cut through the noise: make relocation part of your return-to-office strategy.

And no – we don’t mean five-star packages or luxury perks. Just thoughtful, targeted support for people being asked to uproot again. Because for many, this isn’t just a commute shift. It’s a postcode change, a housing hunt, a complete personal reset.

The Immediate Risk: Expensive Headcount Losses

What happens when return-to-office becomes a mandate without support? People leave.

Not the disengaged ones. Not the low performers. Often, it’s your top talent – the people who moved during the pandemic for more space, better affordability, or family proximity. They’re already running at full capacity, and now they’re being asked to tackle one of life’s most stressful logistics on top of it.

We've seen it with companies who pushed forward without major consideration help. The attrition data comes in fast – and the cost follows.

Replacing an experienced employee can cost 1.5–2x their salary. That’s not just budget pain. It’s team disruption, delayed projects, lost expertise, and yet another recruitment cycle.

All for the lack of a few thousand dollars' worth of relocation support.

The Silent Risk: A Divided Workforce

The hard truth is that, if return-to-office is half-executed, it’s worse than not doing it at all.

We’ve seen it firsthand – companies where some employees moved back, only to find empty desks and Zoom calls with colleagues still dialling in remotely. Suddenly, they’re commuting more, connecting less, and wondering if showing up even matters.

Meanwhile, those who haven’t relocated? They’re starting to feel the freeze – less face time, slower career progress, a creeping sense they’re being left behind.

That’s not a return to culture. It’s the start of a divide.

The Relocation Advantage

We’ve worked with clients across sectors who’ve flipped the RTO script – not by softening expectations, but by softening the landing.

Instead of “Here’s your mandate. See you Monday,” it becomes:

• “Here’s a relocation coach to guide your search”
  
  
• “Here’s support finding the right home – fast”
  
  
• “Here’s help settling in, from utilities to local tips”
  
  

These aren’t grand gestures. They’re signals of intent. They show that a company isn’t just prioritising outcomes – it’s prioritising people. And when that message lands? Employees engage, morale improves, and the RTO plan stops feeling like a policy – and starts feeling like a plan made with them, not to them.

This Isn’t Just Logistics. It’s Leadership.

Yes, relocation support is just one piece of the puzzle. But it’s one that pays for itself – in retention, in trust, and in keeping your culture intact.

It’s not about convincing people to come back. It’s about creating the conditions where they want to.

Because in the long run, $5k in relocation support beats $50k in backfill – every time.

Looking to lead a return to office with empathy, not enforcement? Let’s talk.

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