CHPA defines corporate housing as a furnished, professionally managed option commonly used for business travel and relocation. A workable request still depends on a clear assignment brief; this guide shows what HR should supply. Original source · Corporate Housing Providers Association
A clear brief removes the options that were never going to work.
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12 Questions HR Should Answer Before Requesting Options
“One bedroom in Seattle for two months” sounds like a complete request. It is usually the beginning of six emails—and the reason the first list of homes misses the mark.
The problem is not that housing teams ask too many questions. It is that the important questions often arrive after the search has started.
First comes a broad request. Then the traveler mentions a dog. The office turns out to be in Bellevue rather than downtown Seattle. The project may extend. The employee needs two private work areas because a partner is coming. A listing that looked ideal on Monday is unusable by Thursday.
A clear booking brief does not reduce choice. It removes the choices that were never going to work.
The short answer
Before requesting corporate housing, HR should define the dates, work location, occupants, commute, budget authority, living requirements and change scenarios. The brief does not have to be long. It has to distinguish what is required, what is preferred and what is still unknown.
These 12 questions are enough for most 30- to 90-day Seattle assignments.
Assignment and timing
1. What are the earliest and latest possible move-in dates?
A date range can unlock better options than a single fixed day—if the traveler truly has flexibility.
2. Is the end date firm?
State the expected checkout date and the realistic extension range. “Likely eight weeks, possibly twelve” is far more useful than “two months.”
3. Who can approve an extension or early departure?
Name the decision-maker and required notice. A good home is still a poor operational fit if the approval process is slower than the renewal window.
Location and commute
4. Where will the employee actually work?
Use the street address, not the company name. Large employers and hospitals may have multiple campuses.
5. When will the commute happen?
A route that is acceptable at noon may be different at 8 a.m. A night-shift traveler needs late service, safe arrival and parking information that a daytime office worker may not.
6. Will the employee have a car?
If yes, confirm vehicle size, parking budget and whether a reserved space is required. If no, define the acceptable walk to transit and whether a transfer is reasonable.
The people living there
7. Who is staying—and for how long?
Count the employee, partner, children and any regular overnight guests. Occupancy rules matter even when a visitor comes for only part of the assignment.
8. Are there pets?
Include species, number, approximate size and whether a fenced area is needed. “Pet-friendly” can still come with restrictions, deposits or rules about leaving animals unattended.
9. Are there mobility, sensory or sleep requirements?
Ask about stairs, elevators, bathtub versus shower, blackout needs, street noise and temperature control. These are not decorative preferences during a two-month stay.
How the home must function
10. What does the employee need for work?
Specify the number of workstations, private-call needs, monitor or Ethernet requirements and working hours. Do not rely on a “dedicated workspace” filter.
11. Which daily-life features are non-negotiable?
Full kitchen, private laundry, dishwasher, air conditioning, storage, crib, school proximity and parking should be ranked. If every feature is labeled essential, the brief is not yet finished.
12. What is the all-in approval limit?
Clarify whether the budget includes parking, taxes, cleaning, pet fees, deposits and utilities. A monthly ceiling without fee rules produces quotes that cannot be compared.
Turn the answers into a useful one-page brief
Use five headings: Dates, Workplace, Household, Must-Haves, Flexibility. Put unresolved items in a sixth line called To Confirm.
The Corporate Housing Providers Association describes corporate housing as professionally managed, furnished residential accommodation commonly used for stays longer than 30 days. That service model works best when the provider receives enough context to manage the stay—not just an address and a bed count.
Sources and verification
Where the practical guidance comes from.
Official and established sources support the factual claims. Community discussions helped identify the questions people repeatedly ask; they were not treated as proof on their own.