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Executive Perks Surge as Corporate Relocation and Jet Costs Double, While Workers Face Wage Stagnation
In a stark contrast to a workforce seeing wages plateau, U.S. executives are enjoying a surge in perks. Data released this week show that the cost of moving a C‑suite chief has more than doubled, while the same benefits for lower‑level staff have remained flat.
Relocation services firm CapRelo reports that the average expense for moving a top executive rose from about $90,000 in 2021 to $187,000 in 2025. In comparison, the company notes that relocation costs for non‑executive employees stayed between $21,000 and $25,000 during the same period. The widening gap signals a broader trend of firms offering more lavish packages to attract and keep senior talent.
The spike in executive relocation spending has spurred the creation of high‑touch services. Cartus Corp., the relocation arm of Compass, launched a white‑glove offering called Cartus Concierge after observing a “significant increase” in demand for premium moves since 2022. The service manages home sales, rental arrangements, and the transport of personal collections—including art, wine, jewelry, and pets. Sirva Worldwide, a major moving‑industry holding company, has likewise expanded its packages for senior executives and artificial‑intelligence specialists, citing a strong push to attract and retain top AI talent.
Executive travel costs have followed a similar trajectory. Equilar’s analysis shows that more than half of S&P 500 executives and their families use corporate jets for personal travel. The median value of the private‑jet perk climbed from roughly $150,000 in 2021 to $210,000 in 2025—a jump of over 40 percent. Security perks have also surged; Equilar data indicate that in 2025, more than a third of S&P 500 executives received security benefits, with the median value doubling to $130,000 since 2021.
These increases occur against a backdrop of stagnant or declining compensation for the broader workforce. The S&P 500 CEO‑to‑worker pay ratio reached 200‑to‑1 last year, the highest level recorded by Equilar since it began tracking the metric in 2018. While S&P 500 CEOs saw a 5.9 percent rise in median pay in 2025, company earnings grew 13 percent, according to Bloomberg Intelligence. At the same time, layoffs, hiring freezes, and benefit cuts have spread across industries, with firms such as Zoom Communications and Deloitte LLP reducing paid parental leave.
Workers’ financial strain is becoming more visible. The term “affordability” appeared on Russell 3000 earnings calls more frequently in the first quarter of 2025 than in previous periods. A Mercer survey of 4,500 U.S. employees conducted between September and October 2025 found that seven in ten workers reported increased financial stress due to inflation and market volatility. The survey also noted that workers who feel anxious about job security may be less focused on supporting their organization.
Corporate leaders are aware of the widening gap. Equilar’s data suggest that companies are competing for top talent through higher pay and enhanced perks, but the broader workforce is not receiving comparable benefits. The trend raises questions about long‑term employee engagement and the sustainability of executive‑level spending.
At present, companies continue to invest in executive relocation and travel perks while tightening or eliminating benefits for lower‑level staff. The next few months will likely see further scrutiny of pay disparities, potential regulatory responses, and possible adjustments to executive compensation structures. Until then, the contrast between executive rewards and worker compensation remains stark.
Relocation services firm CapRelo reports that the average expense for moving a top executive rose from about $90,000 in 2021 to $187,000 in 2025. In comparison, the company notes that relocation costs for non‑executive employees stayed between $21,000 and $25,000 during the same period. The widening gap signals a broader trend of firms offering more lavish packages to attract and keep senior talent.
The spike in executive relocation spending has spurred the creation of high‑touch services. Cartus Corp., the relocation arm of Compass, launched a white‑glove offering called Cartus Concierge after observing a “significant increase” in demand for premium moves since 2022. The service manages home sales, rental arrangements, and the transport of personal collections—including art, wine, jewelry, and pets. Sirva Worldwide, a major moving‑industry holding company, has likewise expanded its packages for senior executives and artificial‑intelligence specialists, citing a strong push to attract and retain top AI talent.
Executive travel costs have followed a similar trajectory. Equilar’s analysis shows that more than half of S&P 500 executives and their families use corporate jets for personal travel. The median value of the private‑jet perk climbed from roughly $150,000 in 2021 to $210,000 in 2025—a jump of over 40 percent. Security perks have also surged; Equilar data indicate that in 2025, more than a third of S&P 500 executives received security benefits, with the median value doubling to $130,000 since 2021.
These increases occur against a backdrop of stagnant or declining compensation for the broader workforce. The S&P 500 CEO‑to‑worker pay ratio reached 200‑to‑1 last year, the highest level recorded by Equilar since it began tracking the metric in 2018. While S&P 500 CEOs saw a 5.9 percent rise in median pay in 2025, company earnings grew 13 percent, according to Bloomberg Intelligence. At the same time, layoffs, hiring freezes, and benefit cuts have spread across industries, with firms such as Zoom Communications and Deloitte LLP reducing paid parental leave.
Workers’ financial strain is becoming more visible. The term “affordability” appeared on Russell 3000 earnings calls more frequently in the first quarter of 2025 than in previous periods. A Mercer survey of 4,500 U.S. employees conducted between September and October 2025 found that seven in ten workers reported increased financial stress due to inflation and market volatility. The survey also noted that workers who feel anxious about job security may be less focused on supporting their organization.
Corporate leaders are aware of the widening gap. Equilar’s data suggest that companies are competing for top talent through higher pay and enhanced perks, but the broader workforce is not receiving comparable benefits. The trend raises questions about long‑term employee engagement and the sustainability of executive‑level spending.
At present, companies continue to invest in executive relocation and travel perks while tightening or eliminating benefits for lower‑level staff. The next few months will likely see further scrutiny of pay disparities, potential regulatory responses, and possible adjustments to executive compensation structures. Until then, the contrast between executive rewards and worker compensation remains stark.
