A detailed agreement designed to clearly define the terms of employment when relocation is required. Whether you’re hiring talent from another city (or country) or an employee has accepted a role that requires moving, this template helps ensure both employer and employee have aligned expectations and protection.
Key Components of a Relocation Employment Offer Letter Agreement
- Employment Terms & Role Definition
Defines the position, duties, reporting structure, employment status (full-time/part-time), and effective start date. - Compensation & Benefits Overview
Specifies salary, bonus or incentive structures, benefits enrollment, paid time off, insurance, retirement plans, etc. - Relocation Assistance Package
Details the relocation support provided by the employer: moving costs, travel expenses, temporary housing, household goods transport, allowances, etc. - Repayment and Conditions
If applicable, outlines conditions under which relocation assistance must be repaid (e.g., if the employee leaves within a certain period), plus other contingencies such as background checks, legal eligibility, and signing of confidentiality or IP agreements. - At-Will Employment & Termination Conditions
Makes clear whether employment is at-will (or the applicable legal equivalent), and conditions under which the employer or employee may terminate.
Why You Need This Agreement
- Ensures transparency – both parties know what’s expected and what support will be provided for relocation.
- Reduces risk – properly addresses repayment obligations and legal requirements.
- Brings clarity around employer obligations (financial, logistical, support) and employee responsibilities.
- Helps with smoother transitions – when relocation is required, defining temporary housing, travel, and moving assistance ahead of time reduces misunderstandings.
How to Use the Template
- Customize the role-specific details: job title, start date, supervisor name, employment location.
- Adjust the relocation package to match your company policy & budget: e.g., how many weeks of temporary housing, travel costs limits, etc.
- Insert legal/regulatory clauses relevant to your jurisdiction (immigration, labor laws, tax treatment of relocation benefits).
- Set repayment terms clearly, including timeframe (e.g. “if employee leaves within 12 months”), percentage or prorated schedule.
- Have both parties sign: employer and employee, with dates, to acknowledge acceptance of all terms.
