Relocation Reporting and Budget Management
Clear, consolidated reporting on relocation cases, costs and vendors, built for HR and global mobility teams.
When a company runs more than a handful of relocations a year, the questions from HR and finance change. It is no longer only about one employee's move, but about relocation reporting and budget across the whole programme: which cases are open, what has been spent, where delays are appearing, and which vendors are involved. Without a structured process, this information tends to live in separate emails and spreadsheets, which makes it hard to compare cases or forecast spend.
My Swiss Relocation works with HR and global mobility managers to bring this information together in a consistent format, agreed with your team at the start of the mandate. Each account is handled by a dedicated consultant who coordinates the cases and reports back on progress, cost and any issues that need a decision from you. The goal is that your team always knows where each case stands, without having to chase updates case by case.
Why relocation budget reporting matters for HR and mobility teams
A relocation programme with several employees moving in parallel is difficult to manage from individual case notes alone. HR needs a view across cases to answer questions from finance and management: how many relocations are in progress, what stage each one has reached, and whether spend is tracking against the budget agreed for the programme.
Consolidated reporting also matters for consistency. When several business units or countries request relocation support, a shared reporting format lets you compare cases on the same basis and spot patterns, such as a particular canton or permit category that tends to take longer or cost more.
What a relocation budget report typically covers
The exact content of a report is agreed with each client, since programmes differ in size and structure. In practice, most corporate clients ask for a case-by-case view combined with a programme-level summary.
- Status of each active case: stage reached, next step, and any point requiring a decision from HR or the employee
- Costs recorded per case and per service (immigration, home finding, temporary housing, schooling support, settling-in, departure)
- Comparison of actual spend against the budget agreed for the case or the programme
- Timelines: how long each stage has taken relative to the typical range communicated at the outset
- A summary view across all open and closed cases for the reporting period
Vendor management for relocation in Switzerland
A relocation case in Switzerland typically involves several external providers alongside the relocation consultant: removal companies, letting agencies, insurance brokers, and sometimes schools or temporary housing providers. Coordinating these parties case by case is time-consuming for an internal HR team, particularly across several cantons with different local practices.
As part of the reporting mandate, your consultant coordinates directly with the vendors involved in each case, follows up on deadlines, and flags any provider that is not meeting the expected standard of service. This gives HR a single point of contact instead of managing a network of local suppliers directly, while keeping visibility on which vendor is responsible for which part of a case.
Coordinating vendors across cantons while also tracking budget and timelines is difficult to sustain internally once a programme grows beyond a few cases a year. My Swiss Relocation takes on this coordination and reports the results back to your team in the format you need.
Request a pre-assessmentConfidentiality and account management
Relocation reports contain personal and sometimes sensitive information about employees and their families, so access is limited to the people who need it: your HR contacts, and within My Swiss Relocation, the consultant and account manager assigned to your mandate. As an independent family company, we treat this information under professional secrecy and do not share case details beyond what is needed to deliver the service.
Each corporate mandate is assigned a dedicated account manager who acts as the main point of contact for HR, rather than a rotating set of consultants. This person is familiar with your company's policy, budget approval process, and reporting preferences, and can answer questions about the programme as a whole, not only about individual cases.
Benefits
One consistent view of the programme
Instead of separate updates per case, HR and finance receive reporting built on the same format across all relocations, making comparisons and forecasts easier.
Fewer vendors to manage directly
Your account manager coordinates removal companies, letting agencies and other providers on your behalf, so HR deals with one contact rather than a network of local suppliers.
Budget discussions grounded in actual figures
Reporting is built on the costs actually recorded per case, which supports realistic conversations with finance about the following year's relocation budget.
Continuity through a dedicated account manager
A single account manager follows your programme over time, which means less time spent re-explaining your company's policy and priorities at each new case.
What's Included
- A reporting format agreed with your HR and finance teams before the programme starts
- Regular reporting on active cases, at the frequency you choose (for example monthly or quarterly)
- Cost tracking per case and per service, compared against the agreed budget
- Coordination and follow-up with the external vendors involved in each case
- A dedicated account manager as the single point of contact for your programme
- Confidential handling of employee and case data, limited to authorised contacts
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Frequently Asked Questions
How often do we receive relocation reporting?
Can reporting be adapted to our internal budget categories?
Who has access to our employees' relocation data?
Do you manage the vendors involved in each relocation, or only report on them?
Is reporting available across all the cantons where we relocate employees?
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