Agree the employer’s scope
HR confirms the approved packing, transport, storage, and unpacking services. Identify who authorizes changes and which costs need separate employee approval.
Move your people. Keep their focus.
We handle employer-sponsored household moves, working directly with your HR team and employees from packing through delivery.
Service availability depends on the location, route, dates, and handling requirements. Storage, installation, specialist work, and remote or northern transport are confirmed in your proposal.
Discuss an employee relocation ↗
Employee relocation services across Canada
One household. Two points of contact.
Each employee has a different starting point. We work within your approved relocation policy, plan the packing and household move, and align delivery with the employee’s start date. Your HR team has a direct contact at Müve for the move.
Destination support and storage depend on location and availability. Immigration, tax, and real estate advice must be provided by appropriately qualified professionals.
Included in your agreed scope
- Employee household packing, moving, and delivery
- Unpacking and temporary storage options
- Move schedules aligned with employment start dates
- Delivery and placement at the new home
- Employer approval and budget tracking
Connect the home move to the new role.
Build the household schedule
The employee supplies the household inventory, property access, and possession dates. Packing and delivery are planned around those dates and the work start date.
Settle the delivery details
Confirm who will receive the shipment, where rooms and larger pieces are located, and which essentials need to be unpacked first. Record any outstanding delivery items.
For HR teams and relocating employees.
Can you work within an employer relocation policy?
Yes. We plan the household move around your approved services, budget, authorization process, and employee timing. Your proposal separates employer-paid services from any approved extras. Please keep private HR records out of the enquiry form.
What if the employee cannot move into the new home immediately?
Give us the move-out date and expected possession date. We can review temporary storage and a later household delivery, with access, timing, and charges confirmed in the proposal.
Employee moves between Canadian communities.
Select the employee’s destination or origin municipality to start the household relocation brief. Include both ends of the route when requesting availability.
Ontario
Toronto ↗Mississauga ↗Brampton ↗Vaughan ↗Markham ↗Richmond Hill ↗Oakville ↗Burlington ↗Hamilton ↗Kitchener ↗Waterloo ↗Cambridge ↗Guelph ↗London ↗Sarnia ↗Windsor ↗Ottawa ↗Kingston ↗Barrie ↗Oshawa ↗Whitby ↗Ajax ↗St. Catharines ↗Niagara Falls ↗Greater Sudbury ↗Thunder Bay ↗Peterborough ↗Caledon ↗Newmarket ↗Aurora ↗King ↗East Gwillimbury ↗Whitchurch-Stouffville ↗Georgina ↗Milton ↗Halton Hills ↗Pickering ↗Clarington ↗Uxbridge ↗Scugog ↗Brock ↗
Quebec
British Columbia
Saskatchewan
Manitoba
New Brunswick
Prince Edward Island
Newfoundland and Labrador
Yukon
Northwest Territories
Nunavut
Your next move starts here
Plan an employee’s next chapter.
Share the origin and destination, household size, employer-approved services, and preferred arrival date. Identify whether you are the employee or the HR contact.
A summary of the approved benefits is enough; keep private employment records out of the form.