• Consulting
    • PMA Consult
    • Implementation Partner
    • Request for Proposal (RfP)
    • About us
  • Academy
    • Overview
    • Global Mobility Professional Course
    • AI Prompting in Procurement Course
  • Resources
    • Content
    • Community
    • PMA x Sports
  • Events
  • English
    • German

Employee housing solutions: a key to HR success

Employee housing solutions have emerged as more than just an instrument of active HR policy over recent years. From hotels on the Baltic Sea to craft businesses in Munich and medium-sized tech companies in the Main region, more and more German employees are choosing to support their employees with housing solutions.

The role of employee housing in attracting talent

Finding and retaining highly-qualified and motivated personnel is a major challenge for many companies. Employee housing can be a vital unique selling point in the competition for the most qualified specialists. By offering their own housing, companies increase their attractiveness, boost employee loyalty and simultaneously enhance the job market, their brand.

Addressing housing challenges in metropolitan and rural areas

In metropolitan areas, affordable housing is often scarce. However this lack of suitable housing also extends to rural areas, especially impacting trainees, young professionals and temporary project staff. They often crave a sense of community or social options. Employee housing serves as a solution to this housing problem, bridging the gap between urban and rural demands.

How can company housing solutions help employees?

Hybrid work and remote working are becoming the norm. Employee housing solutions therefore play an important role in onboarding new talent, both from Germany and abroad.

Temporary onboarding apartments streamline the integration process, helping new employees feel immediately at home in both their new company, and possibly their new home.

Housing solutions also benefits employees working on short-term projects at specific company locations. They want a high-quality living situation that extends beyond the anonymity of a hotel.

Furthermore, offering employee housing as a benefit is highly attractive to potential talent who are looking for specific advantages from an employer.

How do employee housing solutions benefit the employer?

Managing employee apartments and housing often generates a constant, low return on investment for employers. Companies are also able to put existing company land to new use by using it to construct employee housing solutions. Mixed-use concepts can also preserve the land’s original function.

By providing their own housing solutions for employees, companies gain the freedom to shape the housing to their own unique specifications. It can also be an important factor in retaining skilled workers. Investing financial resources into housing solutions allows employers to make themselves permanently attractive to existing and new talent.

Collaboration is key to building effective housing solutions

If your company has decided to implement employee housing as a benefit, the next natural question is: How do we do build apartments or housing for our employees?

Current trends put emphasis on collaboration as the key to success. Local housing experts are available in every area to provide construction and management expertise. There is also the possibility for your company to join forces with neighbouring companies in order to strengthen the community. This benefits the job market and enhances people mobility strategies.

Conclusion: Employee housing is beneficial for both employees and employers

Employee housing solutions are a unique selling point for attracting highly-qualified talent from around the globe. It also serves as a benefit for employee retention, fostering a community atmosphere and therefore ensuring a stable and content workforce.

Seven Questions about employee housing

1. Why should employers prioritise employee housing in their global mobility strategy?

Housing markets in German cities are visibly strained, which sheds light on critical challenge: the scarcity of affordable housing.

In today’s world, traditional solutions like financial compensation in the form of higher wages do not help. But the strategic implementation of employee housing provides your company with a competitive advantage in acquiring and retaining qualified employees.

By providing accommodation solutions for employees, your company secures a clear advantage in the global talent acquisition race and also improves your brand and employer image.

Top talent is in high demand these days and the provision of housing solutions is a compelling incentive, particularly for sectors like public utilities and transport companies. It goes beyond the standard collective agreement, known in German as the Fachkräftearivvertrag, allowing your company to stand out and been seen as a forward-thinking and supportive employer.

2. Can we manage employee housing without becoming real estate managers?

Absolutely! There is no need, or expectation, for your company to get involved in real estate management. The solution lies in smart collaboration and partnership with certified housing and service companies. You can take the hassle out of housing management by utilising these experts to handle tasks that fall outside of your business scope.

There are further practical advantages to this approach, too. Local housing experts will ensure your employees have essential services within close proximity. They can also help you strategically build or obtain seemingly simple things like parking spaces close to your operational site.

Collaborating with specialists in the know allows you to stay focused on what you do best: your business. You gain solutions to the employee housing problem that meets the unique needs of your workforce, thus increasing employee satisfaction, ultimately leading to more overall success for your company.

3. How can companies implement employee housing solutions with limited knowledge of the industry?

Companies with limited housing knowledge can successfully implement employee housing solutions by partnering with local housing companies or contractors. These experienced specialists handle everything from planning to construction right through to apartment management.

It is a practical approach that proves extremely beneficial and allows you to focus on your core operations.

4. Is land ownership a prerequisite for providing employee housing solutions?

Simply put: No. Your organisation does not need to purchase new land to build new accommodation for employees. As mentioned previously, partnering and collaborating with local housing companies or real estate professionals can prove to be of a huge advantage here.

It is possible they have existing properties in their portfolios that can be leased out to your company on long-term rental agreements through strategic cooperation and occupancy rights.

5. Is it worth the effort for a few employee apartments?

One possibility here is to partner with other local employers who are also searching for employee housing solutions. Together, it is possible to make the project economically viable and will also create a community spirit. In Germany, you can use business associations or the Industrie- und Handelskammer (IHK) to initiate these collaborations.

An alternative is to simply work with real estate agents to secure the required number of apartments in a local housing complex.

6. How many apartments should we build?

You are not expected to build accommodation for your entire workforce. Start by providing housing solutions for the most critical employees.

You can also offer temporary housing for new employees, particularly if you work with a large remote workforce, or for employees on short-term contracts. Accommodation can also serve as a practical and beneficial starting point for employees moving to your area for your company. This enables a much more efficient onboarding process for the new employee and allows them to find their own long-term accommodation with less stress.

7. Is employee housing a new concept?

Companies, particularly large corporations, have historically provided housing for employees. Good examples here are the towns and settlements built around factories from the 19th and 20th centuries.

However, modern employee housing projects differ significantly. It’s now possible to get tailored solutions that fit the needs of any company, regardless of their size, region, industry or demands. Companies do not have to burden themselves with completing the entire project. They can utilise specialist services and collaborate with other employers to open the doors to a diverse range of opportunities.

Summary

Employee housing may seem like a complicated project to start. But with the collaborative tools available today, it is possible for any company to enhance their employer competitiveness and employee satisfaction by providing accommodation solutions. In a world with more globally active workforces, employee housing options also enables more talent mobility and remote work.

We would like to thank the sponsor of this article: Regio Kontext.

Previous Post
Employee Housing – More Than an Instrument of Active HR Policy
Next Post
How roles and capabilities of global mobility and talent management changed during COVID-19

From Moving Beyond Borders to Moving Minds

June 20, 2025

PMA Perspectives: From Sidelines to Centre Field

May 30, 2025

Reimagining Intercultural Training for Today’s Global Workforce

April 29, 2025

5 Key Insights from the GPM Talk: The Power of Expat Well-Being!

April 11, 2025

The Essential Guide to Global Mobility

April 1, 2025

PMA Perspectives: Charting the Future of Global Mobility

February 4, 2025

PMA Perspectives: Shaping the Future of Global Mobility at the Turkish-German University

January 21, 2025

5 Key Insights from Our First Global People Mobility Talk

December 10, 2024

PMA Perspectives: Insights from the Handelsblatt Webinar on Redefining Employee Mobility

December 9, 2024

The People Mobility Alliance Success Story: From Vision to Global Impact in the Mobility Industry

October 15, 2024
  • Imprint
  • Privacy Policy

© 2021-2025

Anas Abdi

Business Development Manager

Anas has a background in economics and discovered his passion for the Global Mobility industry a few years ago. With experience at a Big Four, he brings valuable expertise as a consultant. At PMA, he will support the streamlining of our operations and contribute to growth through his active role in sales and business development.

LinkedIn

Alexia Schmolling

Head of Operations & PMA Academy Lead

Alexia is a Project Consultant who joined the PMA in 2024. Her focus lies on international HRM, expat management and mental health. She is responsible for content and partner management, and brings valuable insights from her international experience.

LinkedIn

Ayesha Khan

Marketing & Event Manager

Khan is a data-driven marketing professional with expertise in performance marketing, analytics, and digital strategy. She focuses on optimising marketing campaigns, enhancing audience engagement, and driving business growth. With a background in Marketing
and Finance, Ayesha leverages data insights to develop effective strategies and deliver measurable results. She is currently pursuing her MSc in International Information Systems at FAU in Germany, integrating technology with marketing to drive innovation
and growth.

LinkedIn

Mira Pathak

Co-Founder

Mira currently works for AIRINC in Germany and has been working in Global Mobility since 2006. Of German-Indian origin, she has lived and worked in different countries but spent the majority of her working life in London before moving back to her native Germany in 2019. She believes that personal connection and experiences are the key to successful business interactions. And that even in business, it’s the person behind the employee that makes all the difference.

LinkedIn

Stefan Remhof

Managing Partner

Stefan joined the People Mobility Alliance at the beginning of 2023. He brings valuable insights into the academic side of People Mobility into the Alliance. Together with co-founders Daniel and Mira he is part of the PMA Management team.

LinkedIn

Daniel Zinner

Co-founder

Daniel is a global workforce consultant, podcaster and investor. Cultural diversity and global collaboration have been his passion for more than 20 years. He has worked in Global Mobility for various corporations in many different countries, but is currently based in Berlin, where he enjoys the city’s creativity, diversity and open mindset.

LinkedIn

International Talent Development

International talent development faces challenges like cultural differences, language barriers, and varying educational backgrounds, which affect training and communication. Aligning development programs with local norms while maintaining global standards is difficult. Differences in work ethics, leadership styles, and career expectations complicate talent retention and growth. Additionally, logistical issues like time zones and technology access can hinder the implementation of consistent development initiatives.

Our consulting approach on international talent development involves creating tailored strategies that respect cultural differences and align with global business goals. This includes designing cross-cultural training programs, leadership development initiatives, and succession planning. Our consultants address language barriers, diverse learning preferences, and varying educational backgrounds. They also advise on retaining top talent, ensuring global consistency in skills development, and leveraging technology to deliver effective training across regions.

Change Management

HR change management faces challenges like employee resistance, where fear of the unknown or discomfort with new processes can hinder acceptance. Communication breakdowns can lead to misunderstandings and decreased morale. Aligning leadership and getting their buy-in is critical but can be difficult. Managing the pace of change to avoid overwhelming staff, addressing skill gaps through training, and maintaining productivity during transitions are also significant hurdles. Additionally, measuring the effectiveness of change and making necessary adjustments is an ongoing challenge.

Our consulting approach on change management involves guiding organisations through transitions by developing strategies to address resistance, ensuring clear and consistent communication, and aligning leadership with change objectives. Our consultants design tailored training programs to close skill gaps and support employee adaptation. We help manage the pace of change to minimize disruption, maintain productivity, and implement metrics to measure success. Continuous feedback and adjustments are made to ensure a smooth and effective transformation.

Global Mindset

The challenges of a global mindset include navigating cultural differences, language barriers, and varying business practices, which can lead to misunderstandings and conflicts. Additionally, managing diverse teams requires sensitivity and adaptability to different communication styles and expectations. Balancing global strategies with local needs can be complex, and staying informed about international regulations, economic conditions, and political climates adds further complexity to decision-making processes.

Our consulting approach on global mindset involves guiding organisations to embrace cultural diversity, fostering cross-cultural communication, and aligning global strategies with local practices. We help teams to navigate international markets, adapt to varying regulations, and manage diverse teams effectively. Our consultants also emphasise the importance of cultural sensitivity, inclusivity, and adaptability in leadership to ensure successful global operations and sustainable growth.

Global Workforce Management

Global workforce management faces challenges like cultural differences, varying labour laws, time zone coordination, and communication barriers. It also involves managing remote teams, ensuring consistent training, addressing different work ethics, and navigating political and economic instability.

Our consulting approach helps to balance global policies. This involves advising on cross-cultural communication, aligning global and local HR policies, and navigating diverse labour laws. Our team offers strategies for managing the complexities of remote teams, optimising talent acquisition, and ensuring compliance with international regulations. Our consultants also address challenges in employee engagement, leadership development, and compensation strategies. We help organisations to effectively manage a diverse, global workforce while maintaining productivity and cohesion.

Expat Wellbeing

Expat wellbeing faces challenges such as adapting to new cultures, managing isolation, and balancing work-life dynamics in an unfamiliar environment. Expatriates often struggle with the loss of familiar social networks, language barriers, and cultural differences, which can lead to stress and burnout. Ensuring mental and physical well-being while navigating different healthcare systems and support structures adds complexity to the expatriate experience.

Our consulting approach on expat wellbeing focuses on providing comprehensive support to ensure expatriates thrive in their new environment. Our consultants offer resources and training to enhance cultural adaptation, promote mental resilience, and improve work-life balance. We help organisations implement wellness programs, foster strong support networks, and establish open communication channels. This approach strengthens expatriate well-being, increases job satisfaction, and enhances overall performance abroad.

Global People Collaboration

Global People Collaboration faces challenges such as coordinating across time zones, overcoming language barriers, and aligning different work styles and cultural expectations. Teams often struggle with maintaining clear communication and fostering trust in remote, cross-border environments. Misunderstandings can arise due to cultural differences, which may hinder collaboration and decision-making. Additionally, managing virtual teams can complicate relationship-building and team cohesion, leading to a lack of engagement and reduced productivity.

Our consulting approach to global people collaboration focuses on helping organisations enhance communication, trust, and teamwork in multinational environments. Our consultants provide training on effective virtual collaboration, cultural sensitivity, and inclusive communication strategies. We assist in developing processes that encourage knowledge sharing and cross-cultural understanding, ensuring that teams are aligned in their goals and can work efficiently across borders. This approach fosters stronger relationships, increases engagement, and drives productivity, creating a more connected and effective global workforce.

Sustainability

Sustainability faces challenges such as reducing environmental impact while maintaining operational efficiency, adapting to evolving regulatory requirements, and fostering a company-wide commitment to sustainable practices. Balancing short-term business goals with long-term environmental responsibility can be complex, as can tracking and measuring progress toward sustainability targets. Engaging employees at all levels to adopt sustainable habits and practices requires ongoing education and leadership support.

Our consulting approach on sustainability focuses on helping organisations integrate sustainable practices into their operations. Our consultants provide training on reducing environmental impact, optimising resource use, and meeting regulatory standards. We assist in developing sustainability strategies that align with company goals while fostering a culture of environmental responsibility. Through the learning of sustainable habits and continuous support, we help organisations track progress, engage employees, and achieve tangible sustainability outcomes.

Cultural Awareness

Cultural awareness faces challenges like overcoming unconscious biases and stereotypes that can hinder understanding and inclusion. Communicating effectively across different cultures can be complex due to language barriers and varying norms. Misinterpretations of behaviors or traditions may lead to conflict or offense. Integrating diverse cultural perspectives into decision-making can be difficult, and there’s the challenge of ensuring all employees feel respected and valued, which requires ongoing education and open dialogue.

Our consulting approach on cultural awareness involves guiding organisations to recognise and respect diverse cultural perspectives. Our consultants provide training to overcome biases, improve cross-cultural communication, and foster an inclusive environment. We help develop policies and practices that integrate diverse viewpoints into decision-making. Additionally, our consultants facilitate open dialogue and continuous learning, ensuring all employees feel respected and valued. This approach enhances collaboration, reduces conflicts, and supports a more cohesive workplace culture.

Local ecosystem connections

Local ecosystem building faces challenges like limited resources, including funding and talent, which can hinder growth. Fragmented networks and poor collaboration between stakeholders often lead to inefficiencies. There’s also a lack of trust and shared vision among participants. Regulatory hurdles and slow policy adaptation can stifle innovation. Additionally, small markets may struggle to attract investors and scale, while cultural resistance to change can impede progress.

Our consulting approach on local ecosystem connections involves helping organisations build and strengthen relationships within their community. Our consultants identify key stakeholders, such as local businesses, government entities, and nonprofits, and create strategies to foster collaboration and mutual support. We facilitate networking opportunities, promote knowledge sharing, and help align the organisation’s goals with community needs. Additionally, we assist in leveraging local resources, enhancing the organization’s reputation, and driving sustainable growth within the local ecosystem.

People-Focused Approach

A people-focused approach faces challenges such as balancing individual needs with organisational goals, which can lead to conflicting priorities. Ensuring consistent and fair treatment while accommodating diverse employee needs can be complex. Managing varying expectations and maintaining engagement across different personality types requires nuanced strategies. Additionally, measuring the impact of people-focused initiatives on overall performance and adjusting approaches based on feedback can be challenging. Ensuring resources are allocated effectively to support people-centered practices is also crucial.

Our consulting approach on a people-focused approach involves assessing organisational culture and individual needs to create strategies that prioritise employee well-being and engagement. Our consultants design tailored initiatives that align personal goals with business objectives, ensuring fairness and consistency. They facilitate effective communication, provide training, and support leadership in fostering a positive work environment. Our consultants also help measure the impact of people-focused practices, adjust strategies based on feedback, and optimise resource allocation to enhance overall effectiveness.

HR Digitalisation Project Implementation

Implementing HR digitalisation projects faces challenges like resistance to change, where employees may fear job displacement or struggle with new systems. Integrating new digital tools with existing legacy systems can be complex and costly. Ensuring data security and privacy compliance is critical, especially with sensitive employee information. Additionally, inadequate training and support can hinder adoption, while managing the project’s scope, budget, and timeline adds further pressure to successful implementation.

Our consulting approach on HR digitalisation projects involves addressing key challenges such as resistance to change by fostering a culture of openness and providing clear communication about the benefits and support available. Our consultants help ensure a smooth integration of new tools with legacy systems, minimising disruption and costs. We emphasise data security and privacy compliance, crucial for protecting sensitive employee information. Our effective training programs are designed to enhance user adoption, and consultants meticulously manage the project scope, budget, and timeline to ensure successful implementation.

Tech Vendor Screening

Tech vendor screening presents challenges like assessing vendor reliability, as companies must evaluate a vendor’s financial stability, reputation, and track record. Identifying the right fit requires aligning the vendor’s offerings with business needs, which can be difficult with technical complexities. Data security is a critical concern, demanding thorough scrutiny of the vendor’s security practices. Additionally, there’s the challenge of managing vendor lock-in risks and negotiating favorable contract terms.

Our consulting approach on tech vendor screening involves guiding businesses through selecting the best vendors by assessing their offerings, reliability, and compatibility with the organisation’s needs. Our consultants evaluate vendors’ financial stability, scalability, and long-term viability. We also ensure compliance with industry regulations, focus on data security, and mitigate the risk of vendor lock-in. Additionally, our consultants help align vendor choices with the company’s budget and growth strategies, ensuring a tailored, sustainable partnership.

Tech Vendor Selection

Selecting the right tech vendor poses challenges such as navigating a crowded market with numerous options, making it hard to distinguish between similar offerings. There’s a risk of vendor lock-in, where future flexibility is compromised. Assessing the vendor’s reliability, financial stability, and long-term viability is crucial. Compatibility with existing systems, data security, and compliance with regulations are also key concerns. Budget constraints and ensuring the vendor can scale with business growth further complicate the decision.

Our consulting approach on tech vendor selection involves helping organisations choose the best vendor to meet their specific needs. Consultants assess business requirements, compare vendors, and evaluate their offerings for compatibility, scalability, and security. Our consultants consider the vendor’s reputation, financial health, and customer support. We also negotiate contracts to avoid vendor lock-in and ensure cost-effectiveness. The goal is to align vendor capabilities with long-term business strategies, reducing risks and ensuring value.

Global Talent Pools

Global talent pools present challenges such as managing diverse skill sets, cultural differences, and varying educational standards. Time zone disparities can hinder collaboration, while legal and regulatory differences complicate employment contracts and compliance. Language barriers may affect communication and integration. Additionally, ensuring equitable opportunities and managing compensation across regions are difficult. Competition for top talent is intense, making retention a critical issue.

Our consulting approach on global talent pools involves helping organisations source, attract, and manage talent from diverse regions. It requires strategies for navigating cultural differences, ensuring compliance with local labor laws, and overcoming language barriers. Our consultants guide on optimising remote work, aligning global talent with business needs, and fostering collaboration across time zones. We also focus on creating equitable opportunities, competitive compensation packages, and effective retention strategies in a global context.

    You want to become a partner?

      International People Tech Award

      You have an innovative service/ product and you need exposure? Don't miss this opportunity to pitch your innovation and gain exposure in front of HR experts!

      Newsletter

      Join us

        [group role][/group]

        Join us

        The members of the People Mobility Alliance are united by the same passion: fostering cultural diversity and embracing technological advancement.
        We welcome everyone who is open to new perspectives, likes to give and receive new ideas and who will therefore help shape this Alliance. Find like-minded people and exchange ideas about relevant topics, such as HR strategy, digitization, transformation processes and more. Most importantly, help drive change in how People Mobility is performed. Join today.