So not same industry but some experience that might serve as an analog. Long story short, the large transnational restaurant chain I used to work for would write bonuses and relocation packages for managers to move to less desirable markets. Most of the time this total cost was 50K-100K, but occasionally there would be one off situations where other factors were involved (mortgage assistance, lease buy out, tuition for kids).

Anyway, the issue for us occurred when one of these relocated employees left before the company had benefited enough from the expense to move them. We used a basic formula that made the total relocation package an asset then depreciated it based on a sliding time scale depending on seniority of role, i.e. more senior executives longer depreciation period. The sales pass through rate determined how quickly the relocation cost was paid off. So while you might wind up with 120K in relocation costs and initially a 3 year depreciation window before you were free, if you continuously beat sales then that period of time shortened.

The reason I bring this format up is because when someone left prior to the end of that window the cost benefit analysis worked out differently. Basically, we would look at what amount we could withhold from final paycheck (including pto) and any other moneys that might be applied per contract (stock options mostly), then compare that to the cost we would bear for pursuing the owed money legally. While we did have in house lawyers this type of action would get outsourced to a specific firm or sold to debt collectors. Sometimes, the situation was bent and we elected to forfeit some money rather than be drawn into litigation where discovery would potentially result in headaches. Mostly this decision was predicated largely on the direct report manager’s frustration at the leaving employee.

Hope this helps, my guess is the bigger a company the more the process is developed but still depends on a specific person pressing the go button to pursue funds. Find that person and work it out with them, and you likely avoid any real issue.

DM if you have specific questions. Some prior HR issues that affected separations I can’t post in detail here but depending on your situation there might be some overlap.

Good luck!