Yes, as a practical matter the proposed benefit should identify whose expenses the sponsor intends to bear and where its commitment ends.
Separate the policy from immigration rights
Have counsel assess the spouse and children’s actual participation and any later change. A company policy cannot by itself establish eligibility, continued status or the mechanics of a sponsorship change. Resolve unclear expectations before the household makes long-term plans based on an assumed unlimited corporate commitment.
Policy documents and immigration records answer different questions, and only one of them is evidence of anything a government has decided. A written benefit policy can establish what the sponsor undertook to pay, for whom, and until when; it cannot establish that a spouse or child holds any status, or that a participant remains eligible. Keep the two apart in the file so nobody reads the first as proof of the second.
Hypothetical example: a boutique hotel operations group circulates a relocation policy naming household members whose costs it will meet, and a family later treats that list as confirmation of who may accompany the participant. The policy proves an internal commitment on its face and nothing more. Have counsel address the household’s actual position separately, and record where the company’s undertaking ends.