U.S. Government Services
A PROUD RELOCATION MANAGEMENT PROVIDER TO THOSE SERVING OUR COUNTRY
Since 1984, Sirva, dba BGRS, Inc. (“BGRS”), has been a trusted advisor and partner to the nation’s top federal agencies. Our decades-long history of serving the U.S. government is backed by our unparalleled experience in conforming to both the Federal Acquisition Regulation (FAR) and Federal Travel Regulation (FTR) and our deep understanding of the General Services Administration’s (GSA’s) stringent relocation policy requirements and guidelines.
Since the award of our first Government contract in 1984, we have supported 40+ federal and quasi-governmental agencies and managed more than 147,500 U.S. federal moves. We have also expertly handled 280,000 moves for the Canadian Government over the past 15 years.

OUR EXPERIENCE HAS YOU COVERED
As the relocation industry’s leading federal contractor, we offer complete, reliable relocation services in full compliance with the GSA Schedule 48 and all U.S. government contracting requirements. We value our long-standing relationship with the U.S. government and take our responsibility to the federal agencies and employees we serve seriously.
Highlighting our experience and leadership in serving the government sector, we have proudly played a key role in the following federal community forums for many years:
- Senior Executives Association (SEA) Corporate Advisory Council: Serve as an advocate for our government clients’ relocation interests to federal leaders.
- Government Relocation Advisory Board (GRAB): Served as an active member focused on transforming the relocation provisions of the FTR.
Our agency clients are governed by the highest ethical standards and quality control elements:

GOVERNMENT-TRAINED AND GOVERNMENT-CLEARED PERSONNEL:
All dedicated team members are U.S. citizens and hold or are in the process of obtaining Position of Public Trust security clearances.

STRINGENT SECURITY PROTOCOLS:
All systems, facilities, personnel, and data accessibility are U.S-based and carefully constructed to adhere to government standards and protect the sensitive information entrusted to us.

SECURE RELOCATION MANAGEMENT PORTAL:
Adheres to the highest global standards for data security with multi-factor authentication, biometrics, and user-level validation.

PROPRIETARY GCERTIFIED™ PROGRAM:
All dedicated government team members and service partners are required to participate in a Sirva, dba BGRS-developed course to learn FTR/FAR requirements and understand government culture.
Sirva, dba BGRS, Inc., stands as a steadfast and proud relocation service partner to the U.S. government. With a commitment to excellence, efficiency, and unparalleled service, we have consistently demonstrated its ability to meet the unique needs and challenges of government-sponsored relocations. Through innovative solutions, rigorous adherence to compliance, and a dedicated team of professionals, we ensure that every relocation undertaken in partnership with the U.S. government is executed with precision and care.
MORE THAN A MOVER
In addition to providing relocation management services, we play a pivotal role in supporting U.S. federal government agencies in crafting relocation strategies that seamlessly integrate with overarching talent management objectives. By leveraging our expertise and experience in mobility solutions, we ensure that relocation initiatives align closely with broader talent management goals.

SPOUSE AND PARTNER ASSISTANCE:
We provide personalized services to help facilitate integration into the new community, such as mentor and support networks and career assistance, which may include resume writing and interviewing, introductions/networking opportunities, and traditional job placement services in the destination location.
CAREER ADVANCEMENT:
We support a mobile employee's career advancement through a range of relocation service solutions and policies designed to facilitate professional growth and development. We enable mobile employees to seamlessly transition to new roles and opportunities while supporting their long-term professional success within the organization.


Employee Retention:
We contribute to our government clients’ employee retention by facilitating smooth transitions and providing personalized support throughout the relocation process, enhancing job satisfaction, maintaining loyalty, and safeguarding institutional knowledge.
By connecting relocations with these critical goals, Sirva, dba BGRS, not only facilitates efficient moves but also actively contributes to the long-term success and effectiveness of U.S. federal government agencies' talent management strategies.
As we look towards the future, we remain unwavering in our dedication to facilitating seamless transitions for government employees and their families, thereby upholding our shared commitment to service, integrity, and excellence.

RELOCATION SERVICES
We have been authorized by the GSA to provide the following relocation services to the federal government under Schedule Title: Transportation, Delivery & Relocation Services; SIN 531 (Schedule 48); Contract number: GS-33F-001HA.
The following Multiple Award Schedule (MAS) outlines the Special Item Numbers (SINs) we are approved to provide to the U.S. government:
653-1 Home Sale
653-4 Entitlement Counseling
653-1B Marketing Assistance
653-5 Agency Customizes Services
653-5 Property Management
653-7 Move Management
For a complete history and listing of services, please refer to our GSA-Approved Catalog.
Cost-Saving Strategies for Managing Temporary Housing in Global Mobility
As one of the highest costs of a mobility program, temporary accommodations are a regular topic of discussion for most global mobility teams, cost center owners, and relocation management companies (RMCs). There is always significant pressure on mobility teams to accurately project temporary living costs at the outset of a relocation, and on providers to manage cost control.
We’ll discuss how to establish cost parameters around temporary accommodations, what to consider during a policy review, and why some property offerings may seem like a cost-effective option on the surface, but could result in higher costs in the long run.
Five Ways to Establish Temporary Accommodations Cost Parameters
There are five ways a company can establish and manage parameters around the cost of temporary accommodations in their mobility programs. These include:
- Fixing Rates: Fixing housing rates in certain or all locations can provide certainty for budgeting purposes and may achieve savings against the market during the year. However, this approach can restrict an organization’s market options, as not all property agents and providers will want to rent at a fixed price. Depending on the time of the year, this may also eliminate some options, as agents will prefer to rent at the highest price possible for the greatest return.
- Capping Rates: By determining a capped market rate for local markets, or particular properties with defined attributes, companies will have a better handle on budgeting but also build flexibility into their programs.
- Spotting Rates: With no budget rates, caps, or fixed amounts, ‘spot rates’ rely on the provider to offer any properties with the right availability and the required attributes in the search location. This can result in a vast range of property types being offered, from studio apartments to five-star housing, so to achieve parity and fairness of choice to all employees, a clear scope should be defined with an organization’s service provider before any properties are offered to relocating employees.
- Setting Budgets: Setting budgets based on information from reputable housing data providers allows for fairly accurate cost projections and gives the provider a guideline for the price point. Searching for properties based on budget will return varied attributes and, while this may result in more choices, the choices might not be in line with employee expectations.
- Lump Sum Payments:Considerations and Cautions. In some regions, companies offer a lump sum instead of full temporary housing support. While this is a good way to ensure the policy component remains within budget, asking an employee to source, book and pay for their own accommodations may not result in a positive experience and does not align with duty of care best practices. The most common method for budgeting is to use housing cost tables from data providers or accommodation partners. However, accurate budgeting requires a deeper look at property attributes that influence cost, including:
- Star rating and number of bedrooms
- Location, access to public transport, and safety features
- Refurbishment age, cleaning frequency, and on-site amenities
- Family and pet-friendliness
Organizations must define which features are standard to ensure budgets align with real market availability. While more than 80% of global bookings are estimated to be corporate, market rates remain beyond corporate control. Local property values are influenced by factors like seasonal demand, major events (e.g., the Olympics), sudden group moves, or global disruptions like COVID-19. Because of this volatility, budgets should be reviewed every 6-12 months to stay aligned with current market conditions and avoid unexpected cost overruns.
Temporary Accommodations: Is it A Core or Flex Benefit?As flexible mobility models grow in popularity, a common point of discussion among Mobility decision makers is whether temporary accommodations should be provided as a core or flex benefit. While shifting this high-cost item to a discretionary option may seem cost-effective, it introduces significant risks for the company and relocating employees. When employees arrange their own housing, they may select locations that are unsafe, overpriced, or impractical for commuting. These choices often lack vetted providers and hygiene standards—raising concerns, especially post-pandemic. A smarter approach is to maintain temporary accommodations as a core benefit, especially for permanent moves and long-term assignments involving household goods shipments. By implementing location-specific caps, using vetted suppliers, and enforcing clear guidelines, companies can: • Improve the employee experience Balancing flexibility with structure ensures safer, more consistent outcomes for both the organization and its mobile talent. |
Reviewing Your Temporary Accommodations Offering
For companies that would like to improve upon their temporary accommodations provision, a program review is highly recommended in two areas: temporary accommodations as a provision including market and budget reviews, and policy positioning to enhance cost control and employee experience.
Temporary Accommodations as a Provision
The following five considerations can prove to be useful when assessing and redefining a company’s temporary accommodations provisions for best results:
![]() | 1. Review budgets if they have not been examined in the last three years, allowing time to review market conditions in all applicable destination locations and the preferred attributes for each areas’ property inventory. |
![]() | 2. Set expectations and communicate with business stakeholders that budgets are meant to be a guide; they are not absolute, as local market and real-time events can impact property costs beyond anyone’s control. |
![]() | 3. Define the purpose of temporary accommodations and communicate that purpose clearly to relocating employees so they understand that the accommodations are temporary; setting clear rules and parameters around the purpose of accommodations will go a long way in achieving this. |
![]() | 4. Understand key differences between serviced apartments and properties that are listed on popular vacation/holiday rental websites such as Airbnb, Booking.com, or HomeAway.
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![]() | 5. Set expectations for both the business and employees, since housing inclusions, exclusions, conditions, and standards will all differ from location to location. |
Policy: Enhancing Cost Control and Employee Experience
When exploring cost-control opportunities in mobility programs, reviewing the positioning of temporary accommodations policies is essential. Clear communication that temporary housing is a short-term solution, typically not exceeding one month, can significantly enhance the employee experience and manage expectations effectively.
Temporary accommodations should be positioned as a transitional solution, not a permanent residence. Framing them as a soft landing that supports a smooth entry into a company-sponsored relocation helps set the stage for a productive assignment. This approach encourages collaboration and enables employees to focus on securing a long-term residence that aligns with both their needs and company objectives.
![]() | Best Practices for Managing Temporary Housing Costs and Experience
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Risks of Non-Vetted Housing Options
As mentioned earlier, platforms like Airbnb may appear cost-effective, they often do not offer the same standards or safeguards as vetted corporate housing options, introducing risks such as:
- Lack of compliance with immigration documentation (e.g., no official proof of residence)
- Insufficient property management and cleanliness standards
- Inadequate cancellation policies and maintenance support
- Absence of pest control measures, including inspections for bed bugs
These issues can lead to unexpected costs, administrative burdens, and compliance violations—ultimately costing more than initially anticipated. Importantly, a subpar temporary housing experience can distract employees from their assignments, elevate stress, negatively impact perceptions of your mobility program, and in extreme cases, contribute to talent attrition.
Smart policy design, proactive communication, and thoughtful option curation are essential in managing temporary accommodation costs while delivering a seamless, human-centered relocation experience. Sirva supports organizations in aligning mobility policies with strategic goals to ensure cost efficiency, compliance, and employee satisfaction across every move.
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Temporary Accommodations and Cost ControlUltimately, to control the costs associated with temporary accommodations in an effective way, it’s necessary to understand and assess each local market, revise budgets or rates used to manage and control bookings on a regular basis, and to clearly define and communicate the policy provision to both your relocating employees and the business leaders sponsoring the moves. |
Want to learn more about how Sirva can help you manage the costs of your temporary accommodations? Contact us at concierge@sirva.com or reach out to your Sirva representative.
Smart. Helpful. Human. Responsible.