Businesses move for a number of different reasons, often related to saving money, cutting costs, or expanding their organisation. But does an employee have to relocate with your business? Can they refuse? Well, the answer is in their employment contract. And in this guide we’ll help you to understand your legal stance with regard to workplace relocations.
Forced relocation employment lawsStaff members are legally entitled to receive a written statement of the main terms of employment. This statement has to set out their normal place of work. If you want your team to relocate at a future date, you need to check whether there’s a “mobility clause” within the contract of employment. The clause will usually say it’s a condition of their employment the employee will move locations due to business needs. It may also set certain limits, such as locations will be within a certain radius of their normal place of work. Where there's a mobility clause, forced relocation laws mean you can rely on this to require your staff to relocate. But this is unless the relocation is unreasonable. What is, or isn't, depends on the facts of each case. Typically, it can consider matters such as:
- Time periods for moving.
- Costs of relocation.
- Impact on the staff member.