New Joiner Relocation: What Should We Cover for Smooth Accommodation?

I want to know about accommodation and relocation for a new joiner. How does the process generally work? What do we have to provide to a joiner? Which components should be covered?

Accommodation Policy

Accommodation policy depends on whether you have company accommodation to be allotted to employees or if you have a policy of the company taking on lease the locally available accommodation for the housing purposes of the employees. In either case, you have to frame parameters for entitlement, the eligible amount of rent for leasing, the limits of house rent deduction, and actions to be taken in case of termination of service.

Relocation

Similarly, relocation is a voluntary welfare initiative of the company to render assistance to an employee to help them relocate to a new place of employment. You will have to frame the detailed rules and regulations of entitlement and the quantum of benefit for each category of employee.

Adding to what KK!HR said above, most companies pay a relocation allowance as well.

Accommodation
The accommodation helps new joiners find a suitable home, typically for 1 to 2 weeks. If your company doesn't have a guest house, consider finding a nearby high-standard hotel where new joiners can stay. If you anticipate that the headcount will grow with diversity (people from various locations), negotiate with the hotel to get the best price. Ensure that the food and accommodation are of quality. Decide on what you want to offer as part of the accommodation in the hotel, such as a bottle of water, breakfast, lunch, and dinner.

Relocation Allowance
As candidates may need to relocate to a different state, possibly with family or basic home appliances, companies typically pay a relocation allowance, which varies from 10K to 50K based on the location (state) and the candidate's level. If a candidate leaves the organization within one year, they must repay the allowance, and this clause should be included in the contract.