A federal employee relocation can involve more than choosing a moving company and scheduling a pickup. Government agencies follow specific procurement procedures, and the contract used for a move can affect mover selection, authorized services, and payment arrangements. Understanding the difference between GSA moving programs and commercial contracts helps federal employees know what to expect before their next assignment.

In this guide, we explain how these contracts work, how relocation expenses may be covered, and what to check when verifying a moving company's federal contracting credentials.

How a GSA Moving Contract Works

A federal employee relocation can look similar to a typical household move from the employee’s perspective: belongings are packed, transported, stored when needed, and delivered to a new residence. Behind the scenes, however, the process may be governed by federal procurement rules and an agency’s relocation program.

The General Services Administration (GSA) maintains governmentwide programs and resources that agencies can use when relocating employees. GSA's Employee Relocation Resource Center includes services for areas such as homesale assistance, expense management, move management, property management, and employee counseling. For household goods transportation, agencies can use the Centralized Household Goods Traffic Management Program (CHAMP).

CHAMP is a tender procurement method for household goods transportation rather than simply a directory of movers. The program establishes requirements for participating transportation service providers and gives federal agencies a structured way to obtain household goods moving services. GSA says CHAMP offers a consistent pricing structure, competitive rates, vetted suppliers, and a customer satisfaction component. Shipments are managed through the Transportation Management Services Solution (TMSS 2.0).

There is also GSA Schedule SIN 531, Employee Relocation Solution, which covers a broader group of relocation services. Agencies can use the schedule for services such as homesale assistance, entitlement counseling, expense management, group move services, move management, and property management.

This distinction is worth understanding because "GSA moving contract" is sometimes used as a catch-all phrase. A federal employee's household goods shipment may be handled through CHAMP, while other parts of an agency's relocation program may be purchased through SIN 531 or another authorized procurement method.

What This Means for the Employee

The employee does not necessarily negotiate a conventional consumer moving contract directly with a mover.

Instead, the agency's relocation authorization and procurement process establish the framework for the move. The applicable arrangement can determine which transportation provider handles the shipment, what services are authorized, how rates are established, and how payment or reimbursement works.

GSA's current relocation resources also point agencies to the Federal Travel Regulation (FTR), which governs federal relocation policies.

For that reason, employees should start with their agency's travel, human resources, or relocation office before making arrangements independently. Knowing what has been authorized can prevent an employee from assuming that a service or expense will be covered when it has not been approved.

Where Commercial Contracts Differ

A commercial moving contract generally begins with the customer and the moving company. The customer requests an estimate, compares services and terms, selects a mover, and enters into an agreement covering the move.

That process can be quite different from a government-authorized relocation.

With a commercial arrangement, the customer usually has more direct involvement in selecting the company and negotiating the scope of work. Pricing may be based on the mover's commercial tariff, estimate, service package, shipment characteristics, and other applicable terms.

A federal move, by contrast, can be subject to an agency's procurement method, government rates, transportation requirements, and authorization limits.

That does not mean a commercial moving company cannot work on a federal relocation. A private transportation provider may participate in government programs or hold applicable federal contracting credentials. The important question is under which contract or procurement mechanism the service is being purchased.

Federal transportation rules recognize multiple methods for arranging household goods transportation. These can include CHAMP, direct contracts with transportation service providers, rate tenders, contracts held by another federal agency, and the commuted rate system.

Why the Contract Matters

The contract affects more than the price of transportation.

It can establish:

• Which services the mover is authorized to perform
• How rates and charges are calculated
• How shipments are ordered
• What documentation is required
• How transportation providers are evaluated
• How claims and service issues are handled
• Who is responsible for payment
• Which federal rules apply to the transaction

For an employee, this means a lower commercial quote is not automatically comparable to a government-authorized moving arrangement. The scope, terms, eligibility, and payment process may be different.

Before accepting an estimate or hiring a mover independently, review your relocation authorization and ask your agency what procurement method applies to your shipment.

Does the Government Pay for the Move?

In many cases, federal relocation benefits can cover authorized moving expenses, but employees should not assume that every relocation cost is automatically paid by the government.

The applicable rules depend on the employee's agency, authorization, circumstances, and the specific expense involved.

GSA publishes reimbursable relocation expenses and rates under the Federal Travel Regulation. Its current information includes rates for transporting household goods under the commuted rate system, along with other relocation-related provisions. For example, GSA's published commuted rates effective November 1, 2025, through October 31, 2026, vary according to shipment distance and household goods weight.

A federal employee therefore needs to know which reimbursement or direct-payment method applies before making financial decisions about the move.

Direct Payment vs. Reimbursement

One important distinction is whether the government pays the transportation provider directly or the employee incurs an eligible expense and later seeks reimbursement.

The process can vary depending on the agency and the relocation arrangement.

That is why federal employees should ask:

• Is my household goods shipment arranged directly by the agency?
• Am I responsible for paying the mover?
• Which moving services have been authorized?
• Are packing and unpacking included?
• Is temporary storage authorized?
• What documentation must I retain?
• Are there limits on reimbursable expenses?
• Who should approve additional services?

Getting these answers before the move can help avoid unexpected expenses.

The same principle applies to additional services. A mover may be able to offer packing, storage, specialty handling, or other services, but the employee should not assume that an additional service is reimbursable simply because it is available.

Your agency's relocation coordinator or travel office can explain what has been authorized for your specific situation.

Can a Federal Employee Be Forced to Relocate?

A federal employee may be directed to relocate or reassigned to a position in another geographic area in certain circumstances. This is separate from the question of who pays for the move.

OPM explains that an agency can reassign an employee to a position located in the same or a different geographic area. OPM also addresses situations in which an employee declines a directed reassignment to a different geographic area, including the applicable adverse-action procedures.

The circumstances surrounding a relocation matter. An employee who voluntarily accepts a new position, an employee whose agency directs a reassignment, and an employee affected by an office relocation may face different rules and procedures.

Relocation incentives are another separate issue. OPM states that an agency may pay a relocation incentive to an eligible current employee who must relocate to a different geographic area to accept a covered position that is likely to be difficult to fill without the incentive, subject to applicable requirements.

A relocation incentive should not be confused with reimbursement for household goods transportation. They are separate mechanisms with their own eligibility requirements.

If you have received a notice requiring you to report to a new duty station, your agency's HR or personnel office can explain your rights, obligations, relocation authorization, and available benefits. For questions involving employment rights, an employee may also wish to consult their union representative, agency counsel, or another qualified professional.

How to Check a Mover Holds a GSA Schedule

This is an area where terminology can cause confusion.

A company appearing in a federal relocation program does not necessarily mean it holds a GSA Schedule contract for every service it performs. GSA operates several procurement mechanisms, and CHAMP and SIN 531 should not be treated as interchangeable.

GSA identifies Employee Relocation Solution as SIN 531 on its Travel Category Schedule. For household goods transportation, GSA identifies CHAMP as the governmentwide program agencies can use to procure household goods moving services.

So, if you are researching a mover, first determine what you actually need to verify.

1. Ask What Program or Contract Applies

Do not rely solely on the phrase "GSA mover."

Ask the company or your agency which federal procurement vehicle applies to your relocation. If the shipment is being handled through CHAMP, that is different from purchasing a broader relocation service through SIN 531.

2. Confirm the Company's Contracting Status

For a GSA Schedule contract, verify the company through GSA's official contracting resources and confirm that the contract and SIN cover the services being discussed.

A company's participation in one federal program does not automatically establish eligibility for another.

3. Check With Your Agency

Your agency's relocation coordinator should be able to tell you which procurement method was used for your move. This is often more useful than relying on a mover's general marketing language.

4. Review the Actual Relocation Authorization

Your authorization should be the starting point for understanding what services have been approved. If a proposed service falls outside that authorization, ask before agreeing to the additional charge.

Interstate's GSA Experience

At Interstate, we understand that government relocations involve a different level of structure and accountability than a typical residential move.

Our current GSA performance is documented in our published 2025–2026 Customer Satisfaction Index results. Rather than repeating those figures here, you canread our full GSA quality scores announcement for the methodology, rankings, and details behind our performance.

Our commercial and government moving capabilities extend beyond household goods transportation. We work with government agencies on relocation projects that can involve compliance requirements, household goods for transferees, mission-critical assets, specialized equipment, storage, and project management.

That experience matters because government relocation is about more than moving boxes. It involves schedules, documentation, coordination, communication, and adherence to the applicable requirements.

If you are planning a government-related relocation, talk with our team about your moving requirements and the services associated with your assignment.

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