Only to the extent the employer actually offers it. Confirm who may stay, for how long and on what terms. An accommodation benefit is separate from each person’s immigration status and does not authorize a spouse in TD to work at the property.
Check what happens if the assignment changes
Ask when housing ends if employment is delayed or stops. Keep a fallback budget for the household. TD permits study but not employment, so do not treat informal shifts by a spouse as an available way to pay for accommodation.
Settle three points before the household books travel: the date the accommodation benefit begins, the notice period for ending it, and who pays for the interval if the start of employment moves. Each belongs to the employment offer rather than to anyone’s status, and each can change without any immigration document changing. Keep the accommodation term and the authorized period of stay on separate lines of the plan, because they end on different triggers, one on the employer’s notice and the other according to the record of admission.
Ask what becomes of the family’s occupancy if the property’s ownership or management changes during the assignment, and confirm whether a departure before an agreed date converts free accommodation into a charge.