Relocation Playbook for Clinics: From Offer to Arrival in 30–60 Days

Updated for 2025, as a follow-up to “Adapting & Relocating a New Employee in the Company – How to Help Them Settle In and Become as Effective as Possible in a New Country”

When clinics recruit international medical professionals, particularly those relocating from abroad, the timeline from job offer to productive arrival is often compressed into 30-60 days. This playbook provides a structured, step-by-step guide tailored for clinics to support relocated medical staff efficiently—ensuring they integrate, engage, and deliver value quickly.

1. Why this 30–60 day window matters

Relocation isn’t just logistics—it’s about ensuring the new employee is ready to hit the ground running. According to global mobility research, mishandled relocation increases the risk of disengagement, performance drop, and early exit. Whrg+1 For a clinic, delays in licensing, housing, or orientation translate directly into operational and staffing gaps.

Your earlier article laid out how to help relocating employees adapt and become effective. Now, we focus specifically on clinics moving medical practitioners, and the accelerated timeline from offer → arrival.

2. Phase 1: Offer & Pre-start (Days 0-10)

Key Activities

1. Extend a formal offer and relocation package.
2. Align contract start date with relocation timeline.
3. Launch relocation-orientation communication.
4. Book initial logistics: visa/permit, housing, travel.
5. Assign a relocation coordinator or “buddy”.

Checklist – Pre-start

•  Signed employment contract including relocation clause
•  Relocation policy document specific to clinic (housing, travel, settling-in)
•  Relocation coordinator identified & contact shared
•  Work permit/visa requirements reviewed & process initiated
•  Temporary accommodation reserved (30–60 days)
•  Welcome email sent with first-week agenda, local contact list
•  Pre-relocation orientation call scheduled

Why this matters

Getting logistics moving early avoids bottlenecks with permit processing and housing. According to the “Essential Employee Relocation Checklist” by Jobbatical, missing early steps can delay by weeks. jobbatical.com

3. Phase 2: Arrival & Orientation (Days 11-30)

Key Activities

1. Arrival, pickup & initial settling.
2. Housing inspection & lease signing.
3. Local registrations: residence, health insurance.
4. Clinic induction: tour, team introductions, key systems.
5. Cultural & language support initiated.

Checklist – Arrival & Orientation

•  Arrival transport arranged & arrival kit provided (local map, contact list, SIM card)
•  Housing lease signed & utilities set up
•  Residence registration completed (canton/local)
•  Health insurance plan initiated
•  Clinic orientation agenda followed: meet-and-greet, systems access, first week tasks
•  Mentor/buddy assigned within the clinic
•  Language course enrolment (if required)
•  Family support (if applicable): school/daycare info, partner career support

Scheme – Arrival Process

Arrival → Housing setup → Local registration → Clinic induction → Mentor & language support

Why this matters

Swiss integration requires attention to local rules (residence registration, social insurance). Relocation experts highlight that housing stress is a leading cause of relocation failure. Prime Relocation+1

4. Phase 3: Clinical Onboarding & Performance Ramp-Up (Days 31-60)

Key Activities

1. Role-specific training & familiarisation with local protocols.
2. Licensing / professional registration follow-up (if required).
3. Regular check-ins: weekly with manager & mentor.
4. Feedback & adjustment of first tasks.
5. Cultural team integration: social event, team lunch, local networking.

Checklist – Onboarding & Ramp-Up

•  Training plan executed (clinical systems, local protocols, EHS procedures)
•  Professional license/registration (for medical practitioner) verified
•  Weekly check-in schedule set (manager & mentor)
•  First-month feedback session conducted
•  Team social event arranged to build relationships
•  Performance goals for the first 90 days were communicated

Scheme – 60-Day Onboarding Flow

Role training → Systems access → Mentor check-in → First feedback → Team integration → Ready for full productivity

Why this matters

Strong onboarding reduces time to full productivity and improves retention. Structured check-ins and mentoring support are proven best practices in Swiss contexts. Rippling

5. Phase 4: Family & Long-Term Integration Support

Beyond 60 days, long-term retention depends on how well the practitioner and their family adapt. This often means: cultural orientation, language fluency, spouse/partner employment help, school enrolment, and social community building. Whrg+1

Checklist – Family & Integration

•  Language progress tracked (employee & partner)
•  School/daycare placement confirmed (if applicable)
•  Partner employment support offered (job search, networking)
•  Cultural orientation or local community event provided
•  Monthly informal check-ins by HR/relocation coordinator
•  Relocation policy review after 12 months: what worked/needs improvement

Best Practices for Clinics – 2025 Highlights

• Dedicated relocation budget: Define clearly what support you provide (housing allowance, travel, language classes). Prime Relocation
• Swiss-specific policy addendum: Switzerland has canton-specific rules for residence, tax, and insurance—a standard global policy rarely fits.
• Clear owner roles: Relocation coordinator, HR, line manager, mentor — all defined from day 0.
• Seasonal timing awareness: Moves in summer (school holidays) may face delays at registration desks and the housing market. Start early. Expat Management Group
• Continuous communication: Transparent timelines, realistic expectations, and regular updates reduce relocation stress and accelerate productivity.
• Family-centric approach: Clinics that support not just the employee but the whole family yield better retention and engagement.

External Resources & References

• Rippling – New hire checklist: onboarding employees in Switzerland. Rippling
• Jobbatical – The essential employee relocation checklist. jobbatical.com
• WHR Global – Six tips for relocating employees that attract & retain talent. Whrg
• Alt.GetYourLawyer – How to relocate key staff to Switzerland: a guide for international companies. GetYourLawyer

Conclusion

For clinics recruiting internationally, a structured 30–60-day relocation playbook is a strategic imperative. From the moment an offer is accepted through to full operational readiness, every step—from housing and registration to orientation and performance ramp-up—must be coordinated. When well-executed, the relocated professional becomes productive faster, engages better, and stays longer.

If you’d like further help customising the relocation process, integrating it with medical-professional onboarding and regulatory requirements in Switzerland, contact our team for tailored support.