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uk Work & employment crises told to relocate for work • forced workplace move • change of work location • office relocating notice • job moved to new site • new worksite requirement • mobility clause in contract • place of work clause • commute suddenly changed • transfer to another branch • work location change demand • site move short notice • remote work being removed • return to office mandate • flexible working request • caring responsibilities commute • disability travel barrier • asked to sign contract change

What to do if…
you are told you must relocate or change work location

Short answer

Don’t agree in the moment—get the change in writing, then check your contract’s “place of work” and any mobility/flexibility clause before you accept, refuse, or resign.

Do not do these things

  • Do not resign “to get it over with” or stop turning up without first clarifying what is being required and when.
  • Do not sign a new contract, variation letter, or “acceptance” form on the spot.
  • Do not rely on “it’s in your contract” as a summary—ask to see the exact clause and the proposed new terms in writing.
  • Do not assume a mobility clause means any move is automatically enforceable—how “reasonable” it is (notice, distance, impact) can matter.
  • Do not make irreversible life decisions (ending a tenancy, selling, moving children’s schools) until you know whether this is definite, temporary, and what alternatives exist.

What to do now

  1. Ask for the instruction in writing. Request: the new work address, start date, whether it’s permanent or temporary, expected days/hours on site, and what happens if you cannot relocate.
  2. Collect your key documents and save copies. Contract, offer letter, any later variation letters, and any handbook/policy that is stated to form part of your contract.
  3. Find the “place of work” term and any mobility/flexibility clause. Note the exact wording (area limits, notice, “reasonable” wording) and whether your employer is treating this as a temporary assignment or a permanent change.
  4. Ask your employer to point to what they’re relying on. If they say it’s covered by a clause, ask them to quote it and explain why this move is reasonable in your case (distance, notice, costs, caring responsibilities, health/disability).
  5. Send a holding response to avoid accidental agreement. Example: “I’m reviewing the proposed change against my contract and my circumstances. I’d like to discuss options and I’ll respond by [date].”
  6. If the move creates a practical barrier, use a formal route (when appropriate):
    • Flexible working: if hybrid/remote work, adjusted hours, or fewer on-site days would help, consider making a statutory flexible working request (this creates a clear, documented process).
    • Disability-related barriers: if a disability makes the new location/commute harder, ask for reasonable adjustments in writing (for example, altered start/finish times, hybrid working, reduced travel, or a nearer site where feasible).
  7. Ask about support and mitigation in writing. For example: phased transition, temporary arrangements, travel cost support, relocation assistance, or a nearer alternative site.
  8. If you’re in a union, contact your rep. If not, ask if there are employee representatives and whether wider consultation is happening (especially if many employees are affected).
  9. Document everything. Keep emails, letters, meeting notes (date/time/attendees/what was said), and deadlines. After meetings, email a brief recap: “To confirm my understanding…”
  10. If they mention “fire and rehire,” slow down and get advice before you reply formally. If your employer proposes dismissal and re-engagement to force the change, contact Acas promptly for guidance.

What can wait

  • You do not need to decide today whether you will move house.
  • You do not need to accept or refuse until you have the written proposal and have checked your contract wording.
  • You do not need to escalate immediately to a formal grievance if a documented meeting and formal request (flexible working/adjustments) can still resolve it.
  • You do not need to negotiate every detail now—first stabilise what is being required, by when, and on what contractual basis.

Important reassurance

This can feel like an ultimatum and trigger panic. It’s reasonable to slow the pace, insist on clarity in writing, and respond calmly while you work out what is realistically possible for you.

Scope note

This is first-steps-only guidance to prevent rushed decisions and protect your position. Next steps depend on your contract wording, how the change is being introduced, and your circumstances.

Important note

This is general information, not legal advice. Employment situations are fact-specific, and small details (contract wording, reasonableness, consultation, and your circumstances) can materially change your options.

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