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 include details of the national minimum wage rates, effective from 1 October 2016.
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.
Moving is often cited as one of life's most stressful events, and changes to working life are another. As relocating your place of business could see employees having to deal with both, it is important employers do all they can to ensure a smooth transition. Joanne Christie reports.
Practical guidance on handling a relocation of business premises, including redundancy dismissals and mobility clauses.
HR and legal information and guidance relating to relocation.