There’s no legal requirement to have a mobility and relocation clause in employment contracts but having this type of flexibility can be useful for operational agility and business growth. What should you include in such a clause?

Use of mobility clauses

A mobility and relocation clause is an example of a variation clause as it can give you the right to require an employee to work from a different location to their contractual place of work on a permanent or temporary basis. However, as with all variation clauses, reliance on it is subject to the wording being clear, precise and unambiguous, your compliance with the implied duty of trust and confidence in how you exercise it and the change not being indirectly discriminatory by reason of a protected characteristic, particularly sex if the relocation will involve a home move and the female employee isn’t the main wage earner.

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