Relocation of employees - Contract of Employment

Is the job fixed at one location? If so this may not be issue but even then will you move office in the future? Even a move of a few miles might be considered to trigger redundancy payments, it depends upon the employees circumstances. On the other hand a blanket 'anywhere in the UK' clause could well be struck out by a tribunal if the job is clearly based at one location.

Look at the nature of the job. Senior staff may well be expected to be more flexible as to location. It may be worth having a limited flexibility clause for more junior staff allowing limited relocation if for example the office moves a few miles, but there is some presumption of this anyway. Certainly include such clauses for sales, servicing staff. In the latter case its important to make sure written contractual terms are changed if they are appointed into sales job from an office based one.

It is common to include a relocation clause in senior employees contracts but less so lower down the organisation. As communications change companies may also want to include the option for employees to work from home in the future.

Where an employee may need to change location, either as a result of the nature of their job (sales, service engineer etc) or because of office relocation, include a specific clause to that effect.

Example Clauses

Currently your main place of work is at the Company's offices at 30 Portland Square London. At some point in the future the Company may require you to work from another office in central London or work from home. In the course of your duties you may be required to travel and work both within the UK and overseas.

The Company may at any time transfer the you to another location within the United Kingdom. The Company shall make no such proposal before it has consulted fully with the Manager taking account of his domestic and personal circumstances. You shall not unreasonably refuse to transfer.