2026 Relocating Family Support Survey: What Today’s Mobility Leaders Need to Know

NetExpat Account • March 2, 2026

For nearly a decade, the Relocating Family Support Survey—developed in partnership between NetExpat and EY—has served as the industry’s most comprehensive benchmark on the experience of relocating partners and families. Since its launch in 2018, the survey has captured insights from more than 4,400 participants worldwide, helping organizations understand the realities facing globally mobile families and the policies that most effectively support them. The 2026 edition builds on this foundation with input from over 340 respondents across 50 countries, offering a timely view into how mobility expectations, workforce demographics, and business priorities continue to evolve.

Key Insights Shaping Global Mobility in 2026 

Partner and Family Well‑Being Drive Assignment Success 

This year’s data reinforces a long‑standing truth: the family experience is inseparable from the employee experience. 69% of participants cited partner resistance as the top reason employees decline a relocation, and 62% identified partner unhappiness as the leading cause of failed assignments. These factors directly affect team continuity, talent pipelines, and business outcomes.

Dual‑Income Support Is No Longer Optional 

Economic pressures and shifting workforce norms mean more families rely on two incomes during an international assignment. 74% of employees and partners view dual‑income support as critical—a notable increase from 69% in 2018. Needs vary by gender and generation, but the message is clear: mobility programs must evolve to support diverse career paths and financial realities.

Partner Support Strengthens Employer Brand 

In a competitive talent market, mobility programs are a differentiator. 81% of survey participants believe that supporting accompanying partners and spouses strengthens an employer’s mobility brand and broader business reputation. These programs are no longer discretionary—they are strategic levers for attraction, retention, and long‑term workforce sustainability.

Care Outweighs Cash 

Only 23% of organizations now offer cash allowances for partner or family support—a steep decline from previous years. Instead, companies are investing in personalized, needs‑based services such as intercultural training, career coaching, integration support, and language instruction. These offerings deliver structure, clarity, and meaningful impact for families navigating transition.

Communication Gaps Undermine Program Impact 

While most companies offer partner and family support, only half of respondents feel these services are effectively communicated. This disconnect suggests that even strong programs can fall short if employees and families don’t understand what’s available or how to access it. Clearer messaging, proactive outreach, and consistent touchpoints are essential.

Technology Enhances, But Cannot Replace Human Support 

Across all respondent groups, there was unanimous agreement: the most effective mobility experience blends digital tools with human‑led support. Not a single participant preferred a tech‑only model. Human guidance is especially valued during pre‑decision and early relocation phases, when emotions and complexity are highest.

What This Means for Mobility and Talent Leaders

The 2026 findings point to a clear industry shift: organizations are moving toward mobility strategies that prioritize family well‑being, intentional spending, and long‑term talent sustainability. With 95% of companies now offering partner/family support, the next frontier is ensuring these programs are accessible, visible, and aligned with the lived experiences of globally mobile families.

For HR and mobility leaders, this is a pivotal moment to: 


  • Reassess whether current policies reflect the realities of dual‑career households 
  • Strengthen communication channels so support is understood, not just offered 
  • Blend technology with empathetic, human‑centered guidance 
  • Extend support beyond arrival, especially through repatriation 
  • Benchmark against industry peers to stay competitive in a rapidly evolving landscape 


For HR and mobility leaders, this is a pivotal moment to: 


  • Reassess whether current policies reflect the realities of dual‑career households 
  • Strengthen communication channels so support is understood, not just offered 
  • Blend technology with empathetic, human‑centered guidance 
  • Extend support beyond arrival, especially through repatriation 
  • Benchmark against industry peers to stay competitive in a rapidly evolving landscape 


Explore the Full 2026 Report

The complete 2026 Relocating Family Support Survey offers deeper data, demographic insights, and practical recommendations for strengthening mobility programs in 2026 and beyond.

DOWNLOAD THE FULL REPORT

Discover the most comprehensive insights on the impact of global mobility on spouses, partners, and families. Conducted by EY and NetExpat, this survey delves deep into the trends and lessons vital for shaping effective global mobility and talent management strategies. View more information here or contact rfs@netexpat.com with further questions.

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