Moving Premises

2. Involving Employees

2.1 Consult all your employees - and trade union representatives if applicable - well in advance of the planned move.

Without adequate consultation, you run the risk of breaching rules on the consultation of employees and also the risk of employees resigning.

See Managing change.

• Involve employees in your plans.
• Keep employees up to date with briefings or presentations as the move progresses.

2.2 Moving premises will cause more problems with employees if it involves relocation.

• Relocating without employees' agreement could be a breach of their employment contracts, unless these include a suitable 'mobility clause'.
• Relocation is not an acceptable reason for redundancy, unless the location is to a site too far away for reasonable travelling.Even then, you should offer your employees the chance to relocate and may want to offer some payment for the expenses involved.
• If employees are unable to relocate, you may be required to offer a redundancy package (see Redundancy).
• Recognise any hardship or expense that may result from the move, and agree any appropriate compensation.For example, employees may have to move house or change their children's schools.