There may come a time when your job or your department changes location, forcing you to make a decision about whether to stay in your current job or look for something else.

Companies may move for a variety of reasons: they may be merging with another company, there may be a need to find larger premises or it could be part of a move to merge two of the company's offices to cut costs. Whatever the reason, it is important to remember your employer rights.

Consult your contract.

It is possible that your contract may contain a mobility clause. The clause may state that your employer is entitled to ask you to relocate to any one of its other offices, or could generally state that you may be asked to work elsewhere within the UK, for example.

If you have a mobility clause then your employer must be reasonable in their expectations. They must give you sufficient notice; you should not be expected to make a big move in under four weeks usually. There may also be a relocation package which gives you some incentive to move, which your employer should notify you about; however this is not compulsary.

If you do not have a mobility clause and your employer is asking you to move an unreasonable distance, you have the right to refuse, however your employer could make you redundant, if the job will no longer exist at your current location.

What can you do?

Discuss any concerns you have with your employer, they may be able to help. If your company belongs to a trade union then you will also be able to speak to a representative to discuss your options and obtain help and advice.

Employment tribunals could be an option if things do not go well. If you refuse an offer that your employer deems reasonable and they do not offer to give you a redundancy package because of this, you could have a case to take in front of an employment tribunal.

Stay positive, talk to as many people as possible and ensure that you know your contract and your rights.

For further advice, take a look at the Direct Gov Website, which has useful contacts and information.

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