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To be more precise 18 years and 7 months.
Many thanks for your patience. Just before I finalise my answer, can you please let me know if your contract contains a mobility or relocation clause that could allow them to ask you to do this?
No there is no clause like that.
And doesn't relocation only apply to a complete move?
this is only for 1 day a week the rest of the days are still at my original office.
Yes a relocation clause would usually cover a permanent move, whereas a mobility clause could cover temporary or occasional work from another location. Anyway, will respond with a few minutes, just finishing off my response
So as discussed, the existence of a mobility clause would have potentially allowed the employer to ask you to work from another location but in the absence of such a clause this would effectively amount to a change to your contractual terms and conditions.
There are a few ways in which an employer may try and make changes to an employee’s contract of employment. These are by:
If the changes are introduced without the employee's consent, then the following options are available:
1. Start working on the new terms but making it clear in writing that you are working ‘under protest’. This means that you do not agree with the changes but feel forced to do so. In the meantime you should try and resolve the issue either by informal discussions or by raising a formal grievance.
2. If the changes fundamentally impact the contract, for example changes to pay, duties, place of work, etc., you may wish to consider resigning and claiming constructive dismissal. The resignation must be done without unreasonable delay so as not to give the impression that the changes had been accepted. The claim must be submitted in an employment tribunal within 3 months of resigning and is subject to you having at least 2 years' continuous service. You would then seek compensation for loss of earnings resulting from the employer's actions.
3. If the employment is terminated and the employer offers re-engagement on the new terms that could potentially amount to unfair dismissal. However, the employer can try and justify the dismissal and the changes if they had a sound business reason for doing so. This could be pressing business needs requiring drastic changes for the company to survive. If no such reason exists, you can make a claim for unfair dismissal in an employment tribunal. The same time limit of 3 months to claim and the requirement to have 2 years' continuous would apply.
Of course you may simply try and negotiate with them and make your position and feelings clear and hope that they withdraw their request.
Please let me know if this has answered your original question or if you need me to clarify anything else for you in relation to this? Thanks