Moving office can be a stressful undertaking. Not only do you have to worry about moving furniture, equipment, server and more, you also have to worry about the legal repercussions of relocating.
There are many reasons why an employer might be thinking about relocating. One of such reasons is an economic downturn. In an effort to save on bills and other costs related to renting a commercial property, a business owner might feel that the best course of action is to move offices. They can also decide to relocate to find a bigger premise or even to merge with another company.
Employment law and relocating
As an employer, it is your responsibility to find out the process involved with relocating your office. If you do decide to relocate, you’ll have to decide if you want to keep your current staff or make them redundant. If planning to make more than 20 employees redundant then you’ll need to contact the department of business, energy and industrial strategy as well as the appropriate trade union.
There are HR specialists that can help you to make sure that you are performing the duties required of you as an employer responsible for their employees. With certain HR services, you’ll have access to 24-hour employment law advice to put you in the right direction.
Factors for employers to consider before relocation
One of the main factors to take into consideration when thinking about moving is employee retention. In these situations, it is important to confer and communicate with your employees and their representatives before making any decisions.
Other key issues that employers need to take into account when considering relocation include:
- The distance between the old location and the new location.
- Transport links between at the new location.
- The number of employees that’ll be affected by the relocation.
- The time scale of the proposed move.
Factors for employees to consider before relocation
For employees to be able to know their rights when their employer is considering relocating, they first need to know what type of contract they’re on. More specifically, they should look for a mobility clause that requires employees to move with the office.
Other key issues that employees need to take into account when considering relocation include:
Compensation – Although your company might not be required to compensate you for relocating, it is common practice for them to offer you financial help. Help can vary, anything from helping with legal fees to moving expenses (man and van or cargo) and even temporary accommodation.
As with anything, there’s bound to be a dispute between you and your employees. If relocation is causing disputes between you and your employees, you should consider contacting ACAS.