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uk Work & employment crises

What to do if…
your employer tells you to relocate or change your work location

Produced and maintained by PanicStation.org Published: Last reviewed: Editorial policy UK guide

Short answer

Do not sign, resign, or give a final answer in the moment. Get the change in writing, then check your contract’s place of work term and any mobility or flexibility clause before you accept, refuse, or make big personal decisions.

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 reasonable or enforceable in every situation.
  • Do not make irreversible life decisions, such as ending a tenancy, selling, or moving children’s schools, until you know whether the move is definite, temporary, and what alternatives exist.

What to do now

  1. Ask for the instruction in writing. Ask for the new work address, start date, whether it is permanent or temporary, expected days and hours on site, and what your employer says will happen if you cannot relocate or attend the new location.
  2. Collect your key documents and save copies. Keep your contract, offer letter, written statement of employment particulars, later variation letters, and any handbook or policy that says it forms part of your contract.
  3. Find the place of work term and any mobility or flexibility clause. Note the exact wording, including any area limits, notice wording, reasonableness wording, and whether the clause appears to cover temporary moves or permanent changes.
  4. Ask your employer to point to what they are relying on. If they say the move is covered by a clause, ask them to quote it and explain why this move is reasonable in your case, including distance, notice, travel options, costs, caring responsibilities, health, and disability-related barriers.
  5. Send a holding response to avoid accidental agreement. For example: “I’m reviewing the proposed change against my contract and my circumstances. I’d like to discuss options and will respond tomorrow.”
  6. If the move creates a practical barrier, put the barrier in writing. Explain the specific problem, such as an unmanageable commute, childcare or caring responsibilities, transport limits, health needs, disability-related travel difficulties, or a cost increase you cannot manage.
  7. Ask about practical alternatives and support. Ask whether there can be a phased transition, temporary arrangement, hybrid working, adjusted start and finish times, travel cost support, relocation assistance, or a nearer alternative site.
  8. Consider a formal request if it fits your situation. If you are an employee and remote work, hybrid work, adjusted hours, or fewer on-site days would help, you can consider a statutory flexible working request. If a disability makes the new location or commute harder, ask for reasonable adjustments in writing.
  9. If you are in a union, contact your rep. If you are not in a union, ask whether employee representatives are involved and whether consultation is happening, especially if several employees are affected.
  10. Document everything. Keep emails, letters, meeting notes, deadlines, and names of people involved. After a call or meeting, email a short recap beginning “To confirm my understanding…”
  11. If dismissal and re-engagement is mentioned, slow the pace and get advice before replying formally. Ask for the proposal in writing and contact Acas, a union rep, or an employment adviser before any deadline passes.

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 the contract wording.
  • You do not need to make every personal and family decision now.
  • You do not need to escalate immediately to a formal grievance if a documented meeting, a flexible working request, or a reasonable adjustments request may still resolve the immediate problem.
  • 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, but you are allowed to slow the pace and ask for clear written information. Taking time to check the wording and explain your circumstances is a reasonable first response, not a failure to cooperate.

Scope note

These are first steps only. Later decisions may need specialist help from Acas, a union rep, an employment adviser, or a solicitor, especially if your employer threatens dismissal, redundancy, or a contract change without agreement.

Important note

This is general information, not legal, financial, medical, therapeutic, or other professional advice. Employment situations are fact-specific, and contract wording, consultation, reasonableness, disability, caring responsibilities, and timing can materially change your options.

Additional Resources

Closely connected guides that may be useful during the same situation or its immediate aftermath.

About this guide

This guide was produced and is maintained by PanicStation.org using its published editorial process. Official and specialist sources are checked where relevant, and AI-assisted tools may be used for drafting, organisation, and consistency checks. The site operator remains responsible for publication, revision, and removal decisions.

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