Mobility clauses in employment contracts could be a blessing and a curse. If drafted fastidiously and with thought, they’ll help an employer to keep up operations within the occasion a office and workforce should be relocated. However, if a mobility clause is drafted too broadly, is unreasonable or if the employer fails to adequately contemplate the impact of the relocation on its workforce, the end result might be unfair dismissal claims or potential statutory redundancy funds.
In this information, we contemplate workers’ rights and obligations in relation to relocation, tips on how to use mobility clauses inside employment contracts, and what employers can do to extend the potential of mobility clauses being efficient and enforceable.
What is a mobility clause in an employment contract?
A mobility clause in an employment contract is a provision that requires the related worker to relocate if required to take action by their employer. This could also be due, for instance, to the closure of an workplace or office or a change within the work carried out at a selected location. The relocation might be both momentary or everlasting.
Mobility clauses ought to ideally be included within the contract firstly of employment for the worker to signal after they be part of the organisation.
For present workers, including a mobility clause to an present employment contract can be thought of a considerable variation to the contract phrases, which every worker should conform to following enough discover and…
