Executive Relocation: Negotiating the Package and the Family Side
Relocation is common in senior roles across Australia and New Zealand.
The best CFO and general manager roles are spread across capital cities, regional centres and two countries. Sooner or later, many senior leaders face an offer that means moving. A bigger role in Brisbane. A group role in Auckland. A regional business that needs a finance leader on site.
Most people focus on the package. Removal costs, temporary housing, a flight or two. Those things matter. But in my experience, it is the family side that decides whether a move lasts. A role can be perfect on paper and still fail because a partner cannot find work or children are unhappy at school.
This article covers what relocation packages usually cover, what to ask for, trial periods and commuting first, the family conversation, moving between Australia and New Zealand and what to do if it does not work out.
What relocation packages usually cover
Packages vary widely by organisation, sector and seniority. Common items include:
Removal costs. Packing, transport and unpacking of household goods. Sometimes storage.
Travel. Flights or travel costs for you and your family to the new location.
Temporary accommodation. A furnished apartment or hotel for a set number of weeks.
House-hunting trips. One or two trips for you and your partner before the move.
Settling-in allowance. A lump sum for the many small costs of moving.
Sale and purchase costs. Some organisations contribute to agent fees, stamp duty or legal costs. Less common, but worth asking about.
School search support. Help finding schools or covering enrolment fees.
Partner support. Career help or job search support for your partner.
Return trips. Flights home in the first year, especially for interstate or trans-Tasman moves.
Some organisations offer a capped lump sum instead of separate items. That gives you flexibility but shifts the risk of overspending to you.
How relocation payments are treated for tax differs by country and by item. Ask a tax adviser before you agree a structure.
What to ask for
Before you negotiate, work out your real costs. Get two removal quotes. Price temporary rental. Think about school fees, car registration, a second car and the cost of flying back for family events.
Then ask for what you need, not everything on the list. Focus on the items that matter most to your family.
Useful questions:
“What is your standard relocation policy for executive roles?”
“Is there flexibility within the total, for example more temporary housing and less on removals?”
“Would you contribute to costs of selling our current home?”
“Is there any support for my partner’s job search?”
“How long can we stay in temporary accommodation if we have not found a home?”
Ask for the relocation terms in writing, ideally in the offer letter or contract. For more on negotiating the overall offer, see executive offer negotiation.
Watch the repayment clause
Most relocation packages include a clause requiring you to repay some or all of the costs if you leave within a set period.
Check:
How long the period is.
Whether repayment reduces over time or is all or nothing.
Whether it applies if the employer ends your contract.
Whether it covers costs paid directly to suppliers, or only cash paid to you.
Ask for it not to apply if the organisation ends your employment without cause. Have an employment lawyer review it alongside the contract.
Trial periods and commuting first
You do not always have to move the whole family on day one.
Many senior leaders commute for the first few months. They work in the new city from Monday to Thursday and fly home for long weekends. This gives you time to settle into the role, learn the city and make sure the job is what you expected before uprooting everyone.
It can work well, but it has costs:
Tiredness. Weekly flights add up fast.
Family strain. Your partner carries the load at home alone.
Perception. Some boards and teams see a long commute as a lack of commitment.
If you plan to commute, agree it upfront. Set a clear end date, such as the end of the school year, and ask whether the organisation will cover flights during that period.
Another option is a staged move. You go first, your family follows after the school term ends. This is common for moves timed around the school calendar.
The family conversation
This is the part that decides whether the move lasts. Have the conversation early, before final interviews, not after the offer arrives.
Talk through:
Your partner’s career. What will it mean for their work? Is there a market for their skills in the new location? Can they work remotely?
Children. School options, timing, friendships and how each child feels about it. Teenagers in their final school years may need special care.
Extended family. Distance from parents, especially if anyone needs care now or may soon.
Lifestyle. Climate, housing costs, commute times and what you would do on weekends.
The exit plan. What happens if the role does not work out? Would you stay, move again or return?
Visit together if you can. A weekend in the new city, looking at suburbs and schools, tells you more than any brochure.
Be honest with each other. If one of you has serious doubts, they need to be heard now.
Moving between Australia and NZ
Trans-Tasman moves are common at senior level, and they are easier than many international moves. But they still take planning.
Practical points to think about:
Right to work. Rules for living and working in each country are different, and they depend on your citizenship and residency. Check the current requirements with the official government sources or a migration adviser well before you accept.
Superannuation and KiwiSaver. These are separate systems. There may be options for moving retirement savings between them. A financial adviser can explain what applies to you.
Tax. Moving countries can change your tax position, sometimes for both countries in the year you move. Get advice from a tax adviser who works across both.
Housing. Markets differ sharply between and within the two countries. Rent before you buy if you can.
Schools. Curriculum and school year structure differ. Talk to schools early about how your children will fit in.
Professional networks. Your network may be weaker in the new market. Plan to rebuild it quickly.
Getting around. Driver licences, car imports and health system access all need sorting.
For a broader view of how the two executive markets differ, see moving between Australian and New Zealand executive markets.
How search consultants see it
When I worked in executive search, relocation was one of the main reasons a strong placement failed in the first year. Very often, the role itself was going well. The problem was at home.
The candidates who made moves work had done the family conversation before the final interview. Their partner had visited. They had a realistic view of what the first six months would look like. Some had negotiated a commuting period or a staged move.
Clients also valued candidates who were open about family needs early. It let them shape a package that would work, instead of losing the hire at the last minute.
If it does not work out
Sometimes a move does not settle, despite everyone’s best efforts.
If that happens:
Name it early. Talk with your partner before resentment builds.
Look for fixes first. A different suburb, school or work arrangement can help.
Talk to your CEO if the role or location needs to change. Many organisations would rather adjust than lose you.
Plan your exit carefully. Check the repayment clause and give yourself time to find the next role.
For leaders weighing roles outside the capitals, see regional executive roles in Australia and New Zealand.
A quick self-check
Have you priced your real relocation costs?
Has your family visited the new location?
Have you checked the repayment clause?
If moving countries, have you started on right to work, tax and super or KiwiSaver?
Your next step
Sit down with your partner this week and work through the family list above before you take any relocation role further.
If you want help planning a senior move across cities or across the Tasman, my executive career transition support helps senior leaders make well-judged moves that last.
If you are weighing a role that means moving, book a complimentary Clarity Session.
