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title: "Google Relocation Package: Points vs. Cash—What Employees Actually Report" description: "Google offers a points-based relocation package worth $10K–$40K depending on level. Take a managed move or cash out. Here's what employees report." author: Sam Price keywords:
Google offers a points-based relocation package that you can either use for a managed "white-glove" move or convert to cash. Employees report cash-out values ranging from roughly $10,000 to $40,000 depending on level. The catch: if you take the cash, it's taxed as regular income with no gross-up, so a $32,000 payout might net you only $20,000. Before you choose, price out your actual move—that number is the only way to know whether the managed move or the after-tax cash is a better deal for you.
When you accept an offer with relocation, Google connects you with PlusRelocation, the third-party administrator. You're allocated a number of points based on your level. Those points can either be spent on relocation services through PlusRelocation's platform or converted to a cash payment.
The exact structure varies by level and year. Some employees at lower levels report receiving a flat lump sum (around $11,000 for L1–L4), while others describe a pure points system that scales with seniority. Across the board, employees describe the program as meant to offset the cost of a move, not fully cover it. So if your move costs more than your allocation, the difference falls on you.
That's why it pays to know your real costs upfront. Whether you're shipping a household across the country, arranging car shipping, or booking professional movers, get quotes early and compare them against your allocation before you decide between points and cash.
If you're relocating to a Google hub city, get familiar with the moving landscape first. Mountain View, the Bay Area generally, and New York City all have robust moving markets with different cost profiles. Knowing what movers charge in your destination helps you understand whether your package covers the move or leaves you short.
Pro tip: Get moving quotes early, ideally before you decide between points and cash. This is the only way to tell whether the cash-out covers your move or whether the managed move is the better deal. Use our moving cost calculator to get ballpark quotes for your specific route.
This is the core decision with Google's package, and employees have learned preferences on both sides.
| Aspect | Take the points (managed move) | Take the cash-out |
|---|---|---|
| Pros | Higher effective value; movers, vehicle shipping, home-finding help, and temporary housing provided | Maximum flexibility; the money is yours to spend however you want |
| Cons | You work through a third-party administrator, which some employees describe as cumbersome | Taxed as normal income with no gross-up ($32,000 cash can net closer to $20,000) |
| Best for | Larger or long-distance moves, where managed services outweigh after-tax cash | When your actual moving costs are well below your allocation and you'd pocket most of the difference |
The consensus in employee threads leans toward taking the points if you have a substantial move—full household, cross-country distance, or family relocation. Consider the cash only if your move is small and you'd keep most of the allocation after taxes. Either way, the deciding factor is what your move actually costs.
Google doesn't publish relocation amounts. The figures below are individual employee reports and vary by role, year, and whether the person took points or cash. Treat them as a rough guide, not a guarantee.
| Level | Reported allocation | Source |
|---|---|---|
| L1–L4 | $11,000 | |
| L3 | 21 points (roughly $10,000 in benefits) | Fishbowl |
| L5 | 73 points or $32,000 | Fishbowl |
| L6 | Points with moving assistance or $40,000 | Fishbowl |
| International | Managed move valued "well above" $30,000 | Blind |
All figures employee-reported and unverified by Google. Use them to set expectations before you talk to your recruiter, not as a basis for negotiation.
Under the managed (points) option, employees report these services are typically available through PlusRelocation:
The specific coverage and limits depend on your level and points allocation. Since PlusRelocation administers the program and Google doesn't publish details, confirm exactly what your points cover with your relocation consultant.
This is the detail employees most often flag. If you take the cash-out, it counts as normal taxable income. Multiple employees report that Google does not gross up the payment, meaning they don't cover the taxes for you.
One employee's $32,000 cash-out netted about $20,000. Another's $30,000 came out to roughly $25,000 after taxes. In practical terms, plan on losing 30–40% of a cash-out to federal and state taxes, depending on your income and location.
This is a meaningful reason why many employees recommend taking the points instead. The managed services aren't taxed the same way a cash payment to you is, so the effective value can be higher. Confirm the current tax treatment of both options with your relocation consultant before you choose.
Whether you take points or cash, a few moves help you capture the most value.
The entire points-versus-cash decision hinges on what your move actually costs. Get at least three quotes for your specific route first. If the managed move covers more than the after-tax cash would buy, take the points. If your move is cheap relative to your allocation, the cash may leave you ahead. Use our moving cost calculator to compare quotes from top long-distance movers for free.
Don't compare the headline cash number to your moving costs. Compare the after-tax cash. A $30,000 cash-out may only be about $20,000–$25,000 in spendable money.
Employees report that if you want the relocation company to pay movers directly so you don't front the cost, you have to use their selected mover. If you'd rather choose your own mover, you'll likely pay upfront and expense it.
The covered flight is base-fare only and capped, so booking well in advance keeps you within the limit and avoids paying the difference out of pocket.
For a full household, long distance, or family relocation, the consensus is that the managed move's value—especially temporary housing—tends to beat the after-tax cash.
Pros:
Cons:
Yes. Google offers a relocation package to eligible new hires and transfers, administered through PlusRelocation. It's structured as a points-based program that you can use for a managed move (professional movers, temporary housing, and other services) or take as cash in many cases. Google doesn't publish the specifics, so exact eligibility and amounts depend on your level and offer.
Google doesn't publicly disclose relocation amounts. Based on employee reports, cash-out values range from roughly $10,000 at lower levels to about $40,000 at senior levels. International relocations have been valued at well over $30,000. These are individual, unverified employee reports and vary by role and year.
It depends on your move. Employees generally recommend taking the points (managed move) when you have a large or long-distance move, because the managed services—movers, vehicle shipping, and temporary housing—often exceed the value of the after-tax cash. The cash-out makes more sense when your actual moving costs are well below your allocation and you'd rather keep the difference. Price your move first, then compare it against the after-tax cash value.
Yes. Employees report that Google's cash-out is treated as normal taxable income and is not grossed up, meaning Google doesn't cover the taxes for you. Reports indicate you can lose roughly 30–40% to taxes. One employee's $32,000 cash-out netted about $20,000. The managed (points) option is generally more tax-efficient. Confirm the current treatment of both options with your relocation consultant.
Partly. Employees report that if you want the relocation company to pay movers directly so you don't front the cost, you typically have to use their selected mover. If you prefer to choose your own moving company, you'll generally pay upfront and expense it. Comparing movers first helps you decide whether the cost-fronting convenience is worth giving up your choice.
