International Corporate Relocation Services

*Updated September 2025
SDC International Shipping specializes in comprehensive international corporate relocation services designed to make transitions seamless for both businesses and their employees. Whether you’re relocating a single employee, their family, or an entire business unit, our dedicated team manages every step, planning, packing, transport, customs guidance, and delivery—so your people can stay focused on the work.

With locations across the United States, we offer flexible solutions for companies needing reliable business relocation services. From supporting individual assignees to coordinating full-scale international office relocations, SDC is your trusted partner for stress-free international moves.

Relocating employees to foreign offices requires careful orchestration. Our corporate relocation programs keep your teams productive: we handle the logistics, align timelines with start dates, and provide proactive updates so there are no surprises.

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Table of Contents

Corporate Relocation Expenses

Traditionally, many companies used a lump-sum method to cover the costs of relocating employees. A stipend gave flexibility: employees could sell items locally and purchase abroad or hire professional movers. However, this model often shifted administrative and tax burdens to the employee and made outcomes inconsistent across teams.

The 2018 U.S. tax reform removed the individual deduction for moving expenses (an exception typically remains for active-duty military). That change, still in effect in 2025, made lump-sum allowances more expensive for employees. By contrast, businesses can still treat international moving expenses as legitimate costs if they’re reasonable and tied to workforce needs. For that reason, many employers now pay providers directly instead of reimbursing employees. Direct payment usually simplifies compliance, improves cost control, and reduces tax impacts on assignees.

For organizations with occasional moves, allowing employees to pick a preferred mover can work—if the company pays the provider directly. But if relocations are frequent, establishing a corporate relocation account with SDC International Shipping streamlines procurement, consolidates reporting, and unlocks program governance (service levels, SLAs, and KPIs) that help HR/Global Mobility stay in control.

Designing a Cost-Smart Relocation Policy

Tiering by assignment type – Differentiate benefits for short-term assignments, permanent transfers, and leadership roles so cost aligns with business impact.
Core vs. flex benefits – Keep must-have services (packing, international transport, customs guidance) while allowing a measured flex budget for unique needs.
Direct-to-vendor payment – Reduce administrative burden and taxable income for employees; increase predictability for finance.
Clear inclusions – Define what’s covered (e.g., door-to-door move, basic placement) and what’s optional (storage, specialty crating, additional insurance).
Pre-move budgeting – Require inventories and site checks to identify access constraints (elevators, parking, shuttles) that could otherwise add costs later.

Sustainability and CSR Considerations

More companies now incorporate sustainability into relocation programs, selecting right-sized containers, minimizing non-recyclable materials, and optimizing consolidation. We advise on packaging choices, route planning, and storage strategies that reduce waste while protecting goods.

Want to explore policy design, cost controls, or greener options? Request a free quote and we’ll map options to your goals.

Corporate Working Overseas

Relocating employees who are citizens or already have the right to work abroad simplifies the process: fewer hurdles for visas, residence permits, and banking. Still, success hinges on planning, coordinating move-in dates with role start dates, understanding school calendars, and preparing families for their new environment.

Talent Strategies that Scale

Build-Operate-Transfer (BOT) – Seed teams with experienced expats for launch, then transition to local leadership as the business matures.
Returnee programs – Hire local talent, train in the U.S., then repatriate to accelerate growth in their home country with your culture embedded.
Short-term project rotations – Use 3–12 month assignments for market entry, product launches, or systems deployments.

Employee and Family Readiness

Language and cultural preparation – Even basic language skills improve daily life, reduce stress, and support productivity.
Schooling and housing timing – Align shipping schedules with lease start dates, school intakes, and temporary housing windows.
Healthcare coverage – Confirm eligibility under national schemes and add supplementary insurance as needed so families are covered from day one.
Wellbeing and duty of care – Provide destination briefings, emergency contacts, and escalation paths; make sure your policy accounts for unique family needs.

Setting up a Foreign Presence

If you’re exploring corporate relocation services, you’re likely ready to establish a foreign presence. After market research and business case approval, the next step is structured execution, getting the right legal entity, payroll setup, and operational footprint in place while mobilizing your team.

Pathways to Market

Partner model – Leverage a local partner’s licensing, distribution, and regulatory experience; useful for rapid entry.
Acquire or JV – When speed and scale are essential, purchases or joint ventures can accelerate presence and hiring.
Greenfield – Build from the ground up with local legal, accounting, and compliance experts; gives you maximum control.

Practical Setup Tips

Local professional network – Retain destination-country lawyers and accountants early; they’ll reduce missteps around registrations and taxes.
Consular outreach – Engage the destination country’s consulate commerce team for high-level guidance on visas and business processes.
Policy alignment – Synchronize relocation timelines with entity go-live (bank accounts, payroll, office occupancy) so employees aren’t waiting on infrastructure.
Data and security – Confirm data transfer, equipment encryption, and any destination restrictions on communications hardware.

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Relocation And Employment Visa

Ensuring that employees hold the correct employment visas is foundational to legal work status abroad. Some countries favor temporary work permits; others allow longer-term immigration paths. Visa classes vary widely, so your mobility policy should include a compliance step before booking shipping dates.

Visa Considerations for Employers

Right to work – Confirm eligibility and sponsorship obligations early to avoid last-minute deferrals.
Family permissions – Dependents can usually reside with the employee, but spousal work rights may require a separate visa.
Timing – Secure visas before pickup to prevent storage extensions or port delays.
Documentation alignment – Names, addresses, and dates should match across visas, shipping documents, and insurance certificates.

Visa rules change frequently. While SDC doesn’t provide legal immigration advice, we coordinate closely with your counsel and HR to keep logistics synchronized with visa milestones and start dates.

International Office Relocation

When relocating your business overseas, note that while personal household goods may qualify for relief in some countries, office equipment and fixtures typically do not. Expect customs duties and local taxes (e.g., VAT/GST) similar to sales tax. Good planning compares landed cost versus buying new locally, and considers any restrictions on communications equipment or specialized hardware.

What We Move for Offices

Workstations and furniture – Packed and protected for long transit; labeled for fast floor-plan placement.
Computers and peripherals – Anti-static packing and cable mapping; confirm voltage/plug standards before go-live.
Servers and racks – Crated to mitigate vibration; we’ll align with your IT lead on sequencing and hand-off at destination.
Fixtures and fittings – Specialty crating for glass, art, and architectural elements as required.

Container Planning & Shipping Methods

We’ll right-size the shipment using FCL for dedicated containers or LCL when volumes are smaller. For time-critical equipment or day-one essentials, we’ll split a small airfreight lot so your team can begin work while the bulk of the shipment moves by ocean. We also offer storage at origin or destination to bridge lease dates or phased build-outs.

Employee Vehicles (When Applicable)

When employees include cars in their relocation, SDC’s policy is to ship vehicles only inside containers together with household goods. We don’t ship vehicles as a stand-alone service and we don’t offer RoRo. Your coordinator will confirm vehicle eligibility at destination and outline documents before loading.

Risk Management & Insurance

Even with expert packing, international moves involve multiple handoffs. We recommend reviewing insurance options so coverage mirrors your inventory, either shipment-wide or focused on high-value equipment, art, or instruments. Clear inventories and photos help expedite any claim.

Ready to scope your project? Request a free quote and we’ll build a timeline with milestones, responsibilities, and service levels your stakeholders can sign off on.

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