Editor's message: The need for relocation may arise when an employee takes up a new post or promotion, or when the work of existing employees is moved as a result of a business reorganisation. The relocation may be temporary, for example to fulfil a short-term skills requirement in a particular location, or permanent. When an employer is relocating its business premises, it will need to consider the legal implications - including whether or not there is a redundancy situation.
For more information on offering financial assistance to employees who are relocating, see Relocation allowances.
Employers dealing with international relocation should refer to International assignments/expatriation.
Rachel Sharp, HR practice editor
Updated to reflect the increase to the national minimum wage rates, effective from 1 April 2017.
Suggestions that high-profile businesses such as banks will leave the UK because of Brexit highlight the employment law issues employers face when relocating. Ashok Kanani looks at some of the key questions employers should consider if they decide to relocate.
Practical guidance on introducing a relocation assistance scheme, including which expenses qualify for tax relief.
Definition from the XpertHR glossary.
A model letter informing an employee of the possibility that the employer is going to relocate its premises.
A model letter informing an employee that the employer is to relocate its premises.
Practical guidance on handling a relocation of business premises, including redundancy dismissals and mobility clauses.
HR and legal information and guidance relating to relocation.