When an employee is asked to take an extended stay for business purposes it can be a difficult change. They will have to leave their family and friends for an environment that may be completely alien to them. One the bright side, most companies do pay to have them visit their families on the occasional weekend which can do a lot to ease the anxieties of separation. There are also more options than ever before when it comes to finding just the right lodging. No longer do employees have to settle for bland, unfurnished corporate lodging now that stylish apartments and homes are now being provided.



Even though it sounds unrealistic, this approach to temporary corporate lodging can actually help companies to save money in the long run. Employers always have the option of taking out a lease in order to pay for a small apartment and if this is not possible, there are plenty of companies who now specialize in providing affordable and comfortable corporate housing. With some even going so far as to plan holiday parties, social get-togethers, and other events to help ease the loneliness that can accompany long stays away from home.

One thing that both employers and employees should be aware of is that they will be able to write off these costs as a business expense, but only as long as the stay is for a year or less. Anything longer than that is no longer considered temporary. These costs can include meals, lodging, transportation, and so on. In order to qualify for these deductions, they will have to be classified as ‘ordinary or necessary.' It is advised that you contact your accountant in order to be certain of the expenses you will be able to write off.

If a company finds that they will be requesting employees to take these trips often, it is a good idea to tailor each stay to the individual instead do trying to come up with a ‘one size fits all' approach. So, if a certain employee will need to visit home more often, a company will want to adjust for that. Companies should do their best not to be too accommodating as this would be expensive over time, but to also be sensitive to the circumstances of each individual employee involved in these trips. It is best to match employee benefits with their overall contribution to the company.

Ultimately, a company should consider the following three considerations when attempting to determine employee benefits for these extended business stays:

-- The basic cost of the employee relocation itself

-- The costs of providing the employee enough incentive for the move

-- Any costs required in order to keep the employee occupied on work and not home

These costs, especially the third one, can be difficult to quantify which makes planning for these trips difficult. It is important that these extended stays for business purposes are not treated as just long business trips. There are a lot of different things to consider and plan for if the move is going to be a success.