Hi Kerry
If you Google such as ‘mobility clauses relocation’ you’ll get expert commentary such as this:
www.dentons.com/.../mobility-clauses-in-employment-contracts-reasonableness-is-key
In essence, merely having a mobility clause doesn’t necessarily mean that it can be relied upon, but consulting copiously and acting totally reasonably can be key to enforcing it successfully. But if it’s too widely drafted in the first place, it might be deemed unreasonable in itself and therefore not enforceable.
As I recall, case law has it that you should seek *reasonably* to invoke any mobility contractual obligations before any mentions of ‘redundancy’. And good employee relations practice has it that you shouldn’t risk disengagement of most or even many of your staff via creating discontent about all this but seek to compensate them reasonably if they are personally negatively affected by potential relocation. And that all this is going to be very fact-specific, so relocating eight miles across such as London may be a massive imposition for many staff whereas to the next town along good direct and regular transport connections might not be. And that depending on their personal circumstances eg location; car ownership; seniority etc etc individual staff need totally bespoke and individual consultation in the matter.
A lot to ponder for you and your employers!
our company stance is office 3 days can work from home 2 days
