Before you agree to relocate, check three things: the role you would actually hold, what the move takes from you that you cannot get back, and what it costs each month on net pay, not just on moving day. You can check most of this while the offer is still open.
The role you would actually hold
A good title can come with a smaller role. Look at the scope: who you would report to, who would report to you, and the three things you would be judged on in the first six months. Ask whether the role needs you in that city. If parts of it could be done from elsewhere, ask why they want you there now and whether that could change.
Then ask what happens if the job ends in a year. Would you stay in that city? If yes, the move buys you a place you want as well as a job. If no, the job alone has to pay for everything the move costs you, and a short stint leaves you looking for work somewhere you did not choose.
What you can't get back
List what the move would take from you and mark which items you could rebuild: a partner's job, a child's school, a home you own or a lease, being near family, the local people who know your work and would recommend you. Some come back with time. Some don't.
Don't count on the move being temporary. After several years away, the network and the places you left may not be there in the same form. That isn't a reason to stay. It is a cost to write next to the salary. The job should pay for what you are giving up, or be worth it to you without that.
The move against the job
Read the offer letter for the relocation package. It may be a lump sum, a reimbursement of moving costs, or nothing. If there is a repayment clause, you may have to return the money if you leave before a set date. Check the date and which kinds of leaving count: resigning, being let go, or both. Know the worst case before you accept, and get the offer, start date, and package in writing before you give notice or sign a lease.
Then compare the cost of living on net pay. A higher salary in a more expensive city can leave you with less each month after rent and tax. Relocation money is taxed differently by country. In the US, employer moving reimbursements count as taxable income for almost everyone outside the military (IRS Publication 15-B). In the UK, qualifying relocation costs are tax-free up to £8,000 and the amount above that may be taxed (GOV.UK, relocation costs). Ask whether the employer adds money to cover the tax. A package covers the move once. The difference in rent and living costs comes back every month, so decide on the monthly figure.
If your current employer is the one asking you to move
Your contract may have a mobility clause that says whether the employer can transfer you to another location. Whether you can refuse, and what refusing costs you, depends on that clause and on the law of the place where you work. Ask what happens if you say no before you answer. In the UK, if your job at the current site ends and you have worked there 2 years or more, you are normally entitled to statutory redundancy pay, but you may lose it if you unreasonably turn down a suitable alternative job; if you try the new role, you get a 4-week trial period (GOV.UK, suitable alternative employment). If you disagree with the transfer or the contract is unclear, ask an employment lawyer there before you answer, and don't agree on the spot.
If you already have two offers
When one offer means moving and the other doesn't, the city is part of the first offer. Put the cost of the move and what you would give up on that side, then compare the two. How to choose between two job offers covers how to weigh role, pay, and what each leaves open.
The position you're deciding from
While you compare, the salary is easy to count and what you leave behind is hard to price. What stays out of view is whether the move builds your record for the next step or only solves a problem you have now. Before you accept, a Position Audit sets three things side by side: what of your record would carry into the new role, what you may be overestimating about the move, and what you can still check before you commit.
A Position Audit reads your career the way an investor reads a position. It asks what you really have, what you might be overestimating, what's working against you, and what you can still change before you move. You get a clearer view of what you can count on, where you're exposed, and what to check or improve before you act.
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FAQ
Should I relocate for a job?
Before you agree, check three things: the role you would actually hold, what the move takes from you that you cannot get back, and what it costs each month on net pay, not just on moving day. Look at the scope, who you report to, and whether the role needs you in that city. Then ask what happens if the job ends in a year: would you stay there? If not, the job alone has to pay for everything the move costs you.
What should I check in a relocation package?
Read the offer letter for what the package covers, whether it is a lump sum or reimbursements, and whether you must repay any of it if you leave before a certain date, and for which kinds of leaving. Compare the cost of living on net pay, not gross salary. In the US, employer moving reimbursements count as taxable income for almost everyone outside the military. In the UK, qualifying relocation costs are tax-free up to £8,000. Ask whether the employer covers the tax.
What if my current employer is the one asking me to move?
Your contract may have a mobility clause that says whether you can be transferred to another city or country. Whether you can refuse, and what refusing costs you, depends on that clause and on the law of the place where you work. Ask what happens if you say no, and if it is unclear, ask an employment lawyer there before you answer. In the UK, refusing a suitable alternative job unreasonably can cost you statutory redundancy pay.
What if I already have two job offers and one requires moving?
Then the city is part of one offer and not the other. Put the cost of the move and what you would give up on that offer's side, and compare the two on role, net pay, and what each leaves open in two years.
QuickInsight is informational only. It is not legal, financial, or other regulated advice. If you are in crisis, get human help first. For questions about a specific contract or mobility clause, talk to an employment lawyer.