Moving an employee from the UK to America is a coordinated project, not an international shipment. For Global Mobility, HR and Procurement teams, a UK-to-US relocation means aligning immigration timelines, relocation policy, household goods logistics, temporary accommodation, healthcare cover, tax and payroll handoffs, family support and settling-in — often running in parallel, with multiple specialist advisers and a single point of accountability.
Most moves go well when the workstreams have owners, the policy is in place and the right suppliers are confirmed before the employee travels. Problems arrive when they are not: immigration delays that push back start dates, accommodation gaps because leases were signed too early, employees arriving before their shipment, healthcare cover that lapses at the border, and families without orientation support. None of these are edge cases. They are predictable risks in any unmanaged relocation.
This guide covers what employers need to plan, what employees need to prepare, and where specialist support makes the most practical difference — from pre-move policy decisions through to the first 90 days post-arrival.
Quick answer: How do you move to America from the UK as part of a corporate relocation?
The employer confirms the assignment type, immigration route and relocation policy first. From there: visa support via qualified immigration advisers, tax and payroll handoffs for both UK and US obligations, healthcare cover from day one, temporary accommodation and home search support, household goods shipping by sea or air, and family and settling-in assistance.
It works best when ownership is clear across HR, Procurement, the employee, immigration and tax specialists, and the relocation provider. Each workstream has its own timeline and dependencies. Immigration alone can take several months, which affects when accommodation can be booked, when shipments should go, and when the employee can formally start in their new location.
This guide is for relocation planning and is not immigration, tax or legal advice. Employers and employees should confirm requirements with qualified advisers and official sources.
UK-to-US corporate relocation checklist
Before booking anything, confirm ownership across each workstream. The table below maps the key responsibilities.
| Workstream | Employer should confirm | Employee needs to prepare | Relocation provider supports |
| Immigration | Eligibility route, adviser engaged, documentation timeline | Valid passport, personal documents, appointments | Coordination and signposting alongside immigration specialists |
| Relocation policy | Package type, allowances, exceptions, approval process | What is and is not covered | Policy alignment and programme support |
| Tax and payroll | UK/US handoff, adviser engaged, assignment treatment | Personal tax records, NI details | Signposting to tax/payroll specialists |
| Healthcare | Coverage start date, family cover, emergency provisions | Medical records, prescriptions, GP letter | Arrival planning and healthcare briefing support |
| Housing | Temporary accommodation booked, home search brief agreed | Preferences, commute, school catchments, family needs | Destination services — temporary accommodation and home search |
| Household goods | Shipment scope, storage, air or sea freight decision | Inventory, packing decisions, items to exclude | Move management — survey, packing, customs, delivery |
| Family support | Schools, partner support, pet relocation if applicable | Family requirements, school year, pet documentation | Area orientation, school search, settling-in services |
| First 90 days | Onboarding plan, expense process, wellbeing check-in | SSN, banking, local admin, transport | Settling-in assistance and local orientation |
For more on what Gerson manages end to end, see our employee relocation services, corporate relocation management and move management pages.
How hard is it to move to America from the UK?
The difficulty is rarely the physical move. Container shipping, customs clearance and household goods logistics are well-understood — a competent provider handles them routinely. The complexity comes from everything around the shipment.
Immigration eligibility, employer sponsorship obligations, healthcare gaps at the border, tax exposure during the assignment, housing timing against visa approval, family school placements, destination variation across US states — these are the workstreams that create delays and cost overruns when they are not sequenced properly. A family move with school-age children, a visa requiring employer petition, and a destination outside a major city is a materially more complex project than a single professional moving to New York on a standard work authorisation.
For employers, the question is not just whether the employee and their belongings arrive. It is whether they arrive legally, on schedule, with somewhere to live, healthcare in place, and the headspace to focus on the role they were moved to fill. An employee six weeks in who is still sorting out banking and accommodation is not productive — and that cost lands with the employer whether it gets tracked or not.
Why a managed relocation reduces the difficulty
A managed relocation creates a single plan with clear ownership across every workstream. It removes the duplication that builds up when the employee, HR, and multiple suppliers are each chasing different parts of the same move with no central coordination. It also protects the employer — the move is compliant, documented and supported end to end.
A lump sum relocation shifts that risk to the employee. That works for some assignment types. For complex, family or executive moves, it typically creates more problems than it saves in direct cost.
What employers need to plan before relocating employees to the USA
Confirm the business case and assignment type
The relocation policy and support package should fit the assignment type. A two-year temporary assignment has different requirements from a permanent transfer, a project-based secondment, or an executive move. Getting this clear at the start determines the visa route, tax treatment, relocation package, and whether a repatriation arrangement applies.
Common UK-to-US assignment types: permanent transfers, long-term assignments (12 months or more), short-term assignments (under 12 months), developmental or graduate moves, and executive or VIP relocations. Each carries different policy, cost and compliance implications.
Assign ownership across stakeholders
Most relocation problems trace back to unclear ownership. Before any booking is made, the following roles should be confirmed:
| Stakeholder | Role |
| Global Mobility | Policy governance, employee experience, programme oversight |
| HR Business Partner | Employee communication, role transition, manager alignment |
| Procurement / Sourcing | Supplier selection, RFP, contract and service quality |
| Immigration adviser | Visa route, employer petition, compliance and documentation |
| Tax/payroll adviser | UK and US tax obligations, payroll handoff, assignment treatment |
| Relocation provider | Move management, destination support, settling-in coordination |
| Employee | Documents, preferences, personal readiness and family coordination |
Build a relocation timeline
Immigration is the longest workstream and the most likely source of downstream delays. Visa processing for employer-sponsored work authorisation takes several months depending on route, petition complexity and current processing times. Accommodation bookings, shipment scheduling and employment start dates all depend on immigration clearance. The timeline should be built backwards from the expected visa approval date, not from the desired start date.
A typical family move on a sponsored work visa — from policy confirmation to employee settled in — runs four to eight months. Simpler moves are shorter. Those involving green card sponsorship take longer.
Immigration and visa coordination for UK-to-US employee moves
Employees cannot move to the US and start work without authorisation. Working in the United States requires a work permit, work visa or green card. Employers should bring in qualified immigration advisers at the start of planning, not after the relocation decision has been announced.
The immigration route shapes every other workstream. It sets the timeline, the documentation required, whether family members are included, and when the employee can formally start. Booking temporary accommodation, signing a lease or scheduling a shipment before immigration timing is confirmed is a common and avoidable source of wasted cost.
For corporate relocations, a typical route is employer-sponsored temporary work authorisation — the prospective employer files a petition with USCIS on the worker’s behalf. The specific visa category depends on the role, the employee’s qualifications and the nature of the assignment. Permanent transfers have different requirements and timelines again.
Gerson Relocation works alongside qualified immigration specialists and coordinates relocation workstreams around confirmed immigration milestones. We can also support with visa and immigration coordination for relocating employees. The specific immigration scope should be confirmed with your legal advisers.
Important: This guide covers relocation planning only. It is not immigration, tax or legal advice. Employers and employees must confirm visa requirements with qualified immigration advisers and official sources including USCIS and GOV.UK.
Relocation policy, budget and cost drivers
What affects the cost of moving to America from the UK?
UK-to-US corporate relocation costs vary widely by assignment type, family profile and policy level. Budget from the drivers below rather than a fixed figure.
| Cost driver | Why it matters |
| Shipment volume | Determines container size, whether air freight is needed, and packing scope |
| Destination city or state | Affects temporary accommodation cost, housing market, school options and commute |
| Family size | Changes accommodation requirements, schooling, healthcare and settling-in support |
| Policy type | Managed relocation, lump sum or core-flex sets the level of support and cost control |
| Immigration and tax support | Adviser fees and documentation complexity vary by visa route and assignment type |
| Storage requirements | May be needed for phased moves or while temporary accommodation is in use |
| Pets or vehicles | Adds compliance, shipping documentation and potential quarantine or duty costs |
| Seniority and VIP requirements | Senior or executive moves require higher service levels, faster response and dedicated account management |
Managed relocation vs lump sum vs core-flex
The policy type sets the cost structure and determines where the risk sits.
| Package type | Best for | Watch-outs |
| Managed relocation | Complex, family, executive or time-sensitive moves | Higher direct cost, lower risk of employee-side problems |
| Lump sum | Lower-complexity moves or budget-controlled support | Employee carries the risk of cost overruns and service gaps |
| Core-flex | Mixed workforce needs with controlled flexibility | Requires clear policy rules and supplier agreements upfront |
See our full range of relocation policy bundles, including lump sum relocation packages and core-flex relocation policy. For cost tracking and reporting, see our relocation expense management service.
Shipping household goods to America
Sea freight vs air freight
Most UK-to-US household goods shipments travel by sea in a shared or full container. Transit time from UK ports to the US East or West Coast is typically three to six weeks. Air freight is faster and considerably more expensive — usually reserved for essential items the employee needs on arrival before the main shipment clears customs.
The sea versus air decision, and what goes in each, is one of the first practical calls in a managed move. The relocation policy should set out shipment scope — what is included, what the employer pays for, what the employee arranges — before the move begins, not when a dispute arises.
Move survey and customs documentation
A pre-move survey confirms shipment volume, informs the container size and packing schedule, and produces the cost estimate. Professional packing is standard for corporate international moves. It protects goods in transit and ensures customs documentation is completed correctly by the operator, not left to the employee.
US Customs requires a detailed inventory and specific documentation for household goods imports. Dutiable items, restricted goods and vehicles all have separate requirements. Getting this right before the shipment leaves the UK avoids delays and port charges on arrival.
Storage
If there is a gap between arrival and shipment delivery — or if temporary accommodation cannot take a full household — short-term storage needs to be in the move management brief, not arranged at the last minute.
For full details on how we coordinate the physical move, see our move management service and our dedicated removals to the USA from the UK page. We also offer storage services for phased moves or where temporary accommodation requires it.
Image alt text: UK-to-US household goods shipping — sea freight container being loaded for a corporate employee relocation
Temporary accommodation and home search in the USA
Most employees relocating from the UK need temporary accommodation on arrival, even when long-term housing has been identified. Lease start dates rarely align with arrival dates. US corporate landlords often require employer letters or proof of income that a newly arrived employee cannot yet provide. Finding the right property is also harder from the UK than from inside the destination city.
Temporary accommodation gives the employee and their family a stable base while the home search is done properly. It also removes the pressure of committing to a long-term lease on a property neither party has seen in person.
What affects the home search
US rental markets vary significantly by city and state. In New York, Chicago or San Francisco, inventory moves fast. In secondary cities, there is more time but often less visibility online. Either way, a local home search service that understands school catchments, commute options and hybrid working patterns reduces both the time spent and the risk of a poor decision.
For families, school catchment areas drive the home search as much as anything else. The enrolment timeline and the US academic calendar need to be in the destination plan from the start — not added after housing is decided.
Gerson provides both temporary accommodation and local area orientation services to help employees and their families settle into their new location.
Healthcare, SSN, banking and first-week setup
Healthcare
The US has no reciprocal healthcare agreement with the UK. An employee arriving without cover is financially exposed from day one. For employer-sponsored moves, the US healthcare plan should be confirmed and active before the employee travels — including family cover and the out-of-pocket position for prescriptions and specialist care.
Employees should carry copies of prescriptions and medical records. The US system does not run on GP referrals, and setting up primary care without a Social Security Number adds an administrative layer that is easier to manage with employer support already in place.
Social Security Number
A Social Security Number is required for employment, payroll, tax, and most banking and tenancy applications in the US. Applications open shortly after arrival, once work authorisation documents are in hand. The process itself is straightforward, but the absence of an SSN creates a bottleneck — bank accounts, utility setups, payroll registration and lease agreements all depend on it.
Employees should expect one to three weeks between arrival and SSN receipt. The employer and relocation provider should help bridge any admin that gets blocked in that window.
Banking and local setup
A US bank account is a practical early priority. Most US employers pay into a US account, leases require one for rent payments, and UK cards carry fees for US transactions. Some UK banks with US operations let you open an account before departure; otherwise it is typically one of the first tasks after the SSN arrives.
Other first-month admin: state driving licence or ID (each state has its own process), phone and utilities, and school registration for children.
Family, schools, pets and settling-in support
A relocation that works logistically but not personally is still a failed relocation. Employee attrition during or shortly after an international assignment is expensive — and family dissatisfaction is one of the most consistent predictors of early return.
Schools
US public schools are locally funded and zoned by address. School quality and availability are tied to where the employee lives. The academic year runs September to June, with hard enrolment cutoffs in some districts. For families arriving mid-year, understanding the entry process by district matters.
Private and international schools offer more flexibility and curriculum continuity for children moving from the UK system, but fees are substantial and availability in popular areas is limited. A school search service that knows both the US system and the UK-to-US transition reduces the time and stress involved considerably.
Partner support and family adjustment
The relocating employee has a role and a clear purpose in the move. Their partner may not. Partner support — local job market orientation, professional network introductions, social integration — is among the most underestimated components of a destination services package for family moves, and one of the highest-impact ones.
Cultural adjustment is real even in an English-speaking country. Workplace norms, social customs and community life differ enough from the UK that orientation support going beyond a city guide makes a genuine difference.
Pets
Pet relocation to the US is manageable but needs early planning. USDA requirements include health certificates and vaccinations; some destinations add state-level rules on top. Airlines differ on breeds and cabin versus cargo. Pet relocation should be in the policy from the start, not left to the employee to sort alone.
Gerson provides settling-in assistance, area orientation and pet relocation support as part of our destination services for corporate moves.
First 90 days after arrival
The first three months are when most assignments succeed or fail. The logistics are mostly done by this point, but the employee and their family are still adjusting — new role, new city, new systems, new way of life. Structured support during this window improves retention and reduces early-return risk.
| Timing | Employer / relocation provider support | Employee focus |
| Week 1 | Arrival support, temporary accommodation confirmed, emergency contacts | Healthcare, SIM, transport, first day at work |
| First month | Home search, shipment delivery, local orientation | SSN application, bank account, school registration |
| First 60 days | Expense review, family check-in, issue resolution | Routine, commute, community |
| First 90 days | Assignment success review, policy exceptions, lessons learned | Long-term housing confirmed, wellbeing, integration |
Need help supporting employees after they arrive in the US? Speak to Gerson’s corporate relocation team
How Gerson supports UK-to-US employee relocations
Gerson is a UK-based corporate relocation and global mobility provider working across 180 countries. For UK-to-US moves, we manage the full relocation — from pre-move policy alignment and move management through to destination services and settling-in — under a single contract with a named account manager.
Our corporate relocation capability for UK-to-US moves includes:
- Move management: pre-move survey, professional packing, sea and air freight, customs documentation, delivery and unpacking.
- Destination services: temporary accommodation, home search, area orientation and settling-in support.
- Employee relocation services: programme management from policy design to post-move review.
- Expense management: tracking, reporting and policy compliance across the assignment.
- Family support: school search, partner support, cultural orientation and settling-in assistance.
Gerson is FIDI FAIM Plus certified — the highest independent quality standard for international moving, audited by EY — and a full corporate member of the BAR Overseas Group.
Unlike RMC-only providers, Gerson delivers the physical household move directly. One contract, one account manager, full accountability from the first survey to the last item unpacked.
To discuss a UK-to-US relocation programme, contact our corporate relocation team. You can also read our UK-to-Boston case study for an example of how we manage a corporate move end-to-end.
Request a corporate relocation proposal
FAQs about moving to America from the UK
How do you move to America from the UK as part of a corporate relocation?
The employer confirms the assignment type, immigration route and relocation policy first. The move then involves visa support through qualified immigration advisers, tax and payroll handoffs, healthcare cover from arrival, household goods shipping, temporary accommodation and home search support, and family and settling-in services. It works best when ownership is confirmed across HR, Procurement, the employee, specialist advisers and the relocation provider before the process starts.
How hard is it to move to America from the UK?
For individuals, immigration is the main complexity — establishing the right visa route, meeting employer sponsorship requirements, and aligning other workstreams around the timeline. For employers, the challenge is running multiple specialist functions — immigration, tax, payroll, logistics, housing, healthcare, family support — in the right sequence, with clear ownership. A managed relocation reduces the risk of gaps, but it does not remove the compliance requirements of an international move.
How long does a UK-to-US employee relocation take?
It depends on the visa route, destination, family profile and assignment type. A straightforward individual move on a standard work authorisation can be completed in two to three months. A family move with an employer-sponsored visa petition, school search, home sale and container shipment is realistically 5 to 7 months from policy confirmation to being settled in. Immigration processing is the most variable factor and the one most likely to shift other timelines.
How much does it cost to move to America from the UK?
Costs vary by assignment type, family size, destination city, policy level and shipment volume. Budget from cost drivers rather than a fixed number: shipment volume and mode, temporary accommodation duration, destination housing market, immigration and tax adviser fees, healthcare cover, and policy level (managed, lump sum or core-flex). Gerson can provide a cost estimate based on a specific relocation brief.
Can an employer relocate an employee from the UK to the USA?
Yes. Employer-sponsored relocation from the UK to the US is well-established. The employer typically supports the immigration process — in many cases filing a petition with USCIS as the prospective employer — and funds the relocation package. The visa category, petition process and timeline depend on the role, the employee’s qualifications and the assignment type. Engage qualified immigration advisers early.
What should be included in a US relocation package?
A UK-to-US relocation package typically covers: household goods shipment (sea and/or air freight), temporary accommodation, home search and destination services, immigration coordination support, tax and payroll briefing, healthcare cover from arrival, storage if required, family support (school search, partner support, settling-in), area orientation, expense management and a post-move settling-in period. The policy level determines what is employer-funded versus employee-managed.
What is the difference between a private move and a corporate relocation?
A private move is individual-led: the person arranges their own visa, books a removals company, finds their own accommodation, and manages every workstream themselves. A corporate relocation is employer-supported, policy-led and supplier-managed: the employer sets the package, the relocation provider coordinates the workstreams, and the employee’s job is to provide information and decisions — not manage logistics. Corporate relocations are more controlled, more compliant and better for employee experience.
Can Gerson Relocation help with visas for a US relocation?
Gerson Relocation coordinates relocation workstreams around immigration milestones and works alongside qualified immigration specialists. For visa advice and employer petition support, employers should engage a specialist immigration law firm. Gerson can help signpost resources and build the relocation timeline around confirmed immigration milestones.
For more on package options, see our relocation policy bundles. For cost and tax guidance, read our guide to tax implications for relocating employees.
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