Raise your hand if you love sitting in traffic to get to and from work. Yeah, me neither. Unfortunately, not everyone has the luxury of a WFH job and they have no choice but to grin and bear it. The amount of time you spend commuting largely depends on how far away from work you live. And of course, how you travel.
When one employee's company sent him to set up a new office in another state three hours away, he assumed they'd provide him temporary accommodation near to work. But no. The poor guy was told to drive from home there and back. Every single day. Eventually, all those hours in traffic paid off. The guy cooked up a delicious act of malicious compliance that saw him winning much more than just his time back.
Imagine doing a 3-hour roadtrip to another state every day, just to get to the office
Image credits: Prostock-studio (not the actual photo)
When one guy's boss forced him to do it, he maliciously complied and taught them a very costly lesson
Image credits: Iakobchuk (not the actual photo)
Image credits: technos
Can your company force you to relocate, even temporarily?
Whether or not your boss can suddenly ask you to up and move depends largely on what your contract states. If it has a mobility clause in it, then chances are you don’t have much of a choice.
According to specialist moving company Adleo Relocation, this is a legal term added to employment contracts and allows employers to move their staff’s work location. “If a contract includes one, the employee must legally accept the move,” notes their site.
Adleo warns that a stipulation in an employee’s contract regarding potential future relocation is key. “If the contract doesn’t include a mobility clause, they have no obligation to move.” They warn that bosses need to be reasonable. You can’t expect an employee to uproot their life and relocate 100 miles away, with 24 hours’ notice.
There could be a number of reasons an employee might refuse to move, and Adleo says it’s important for management to hear them out. This might help to find a solution that works for both parties.
Some of the most common refusals for work relocations include an increase in commuting times and costs, the possibility of moving to another home, the possibility of having to consider buying a new house, the potential effects on family dynamics and other relationships and the effects a move might have on the employee’s lifestyle.
Image credits: Austin Distel (not the actual photo)
What if you refuse to move?
If an employee flat out refuses to relocate, Adleo warns that management may have to consider redundancies. But their decisions for refusing need to be reasonable, note the relocation experts. “Firstly, see if you can offer suitable alternative employment within the company. These roles should be considered fairly and offered against their previous role and experience,” suggests the site.
If an employee’s refusal to move is unreasonable, Adleo says they could lose redundancy pay and other benefits. “However, it’s vital to provide their right to a trial period for alternative placements,” reads the site. “Remember, redundancy is a dismissal, so make sure you follow the correct legal procedure or an employee could raise a claim of unfair treatment to tribunal courts.”
Adleo adds that when an employee agrees to move to a new office, there needs to be a formal record of all contract terms. Both current and new. Some points to consider are whether the move is temporary or permanent, whether employee rights still apply after the move, whether they’ll receive moving entitlements or benefits, and if their job role and duties remain the same or will change.
“Supporting your staff’s wellbeing is one of your fundamental duties as an employer,” notes Adleo. “So, make sure they fully understand any employment changes and legal rights after the move.”
Image credits: Tim Gouw (not the actual photo)
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