Employee Rights

Company Relocation: Relocating your Office

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The third in our series on Office Relocation

Relocating an office can be both exciting and stressful, as well as being one of the most expensive decisions made by a company. This makes planning vital for a successful move. The following outlines key considerations when moving a company, from early planning stages to the actual move into new office premises.

The first step in relocating is to identifying the team responsible for organising the move, including a senior-level champion who will make decisions. Roles and responsibilities should be clearly identified for each departments involved in the planning process, including finance, facilities, IT, operations, marketing, human resources and senior managers. Moves can cause stress and anxiety, and keeping staff informed is a good way to avoid misunderstandings and confusion. Staff should have opportunities to provide feedback and access information about the move throughout the process. In some cases, engagement with trade unions and employees directly affected by the move is required under the Information & Consultation of Employees Regulations. Other stakeholders may also need to be engaged, including the parent company, board members, department heads, and regulators.

Finding the right location

Prior to planning a move, companies should identify requirements and priorities for the new location. Defining these will help ensure that the right location is identified. The location should have good access to potential employees with the skills needed to support the company. Consider transportation links and services, including public transport, highway and road access, and parking. The new location should allow employees to have a reasonable commute from their home and also be easy for clients and others to visit. There should also be local amenities for employees, such as shops, restaurants and other services. Once a site is selected, a full survey should be carried out to determine the condition of the building and identify potential issues that may affect costs as well as the design of the new office.
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Company Relocation: Relocating People and Employees

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The second in our series on Company Relocation

When a company relocates within or outside of the United Kingdom, they may also relocate their employees. From time to time, companies may also be required to relocate staff to other cities or countries. This might be the result of opening a new office or trying to meet operational requirements by having enough resources in different locations. Companies need to consider the rights of their employees when relocating people. At the same time, employees need to understand the conditions of their employment contract when they are asked to move.

Whenever a company relocates, employers are responsible for ensuring the rights of their employees are respected. This includes respecting the terms of any mobility clause in an employee’s contract. A mobility clause outlines the conditions and limits when an employee must move. This clause normally allows companies to force their workers to move, in accordance to the terms outlined in the clause. Employers are not required to provide compensation for employees if they relocate, unless this is identified in the employment contract. Employers must ensure that any request to move is reasonable. For example, asking an employee to relocate outside of the UK with only one day’s notice or if the move would affect the employee’s children’s education would not be considered reasonable requests.

It is important for employees to fully understand their employment contract and mobility clause, if present. Any employee with a mobility clause in their contract must move at the request of their employer unless they prove that the request to relocate is unreasonable. If proven that the move is unreasonable, the clause may not apply and the employee can request alternative arrangements. Employees without a mobility clause have the option to choose whether or not they wish to move. Continue reading “Company Relocation: Relocating People and Employees” →

How to Deal with Workplace Disputes

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How to Deal with Workplace Disputes LondonOfficeSpace.com @officeinlondonAlthough many working relationships proceed without major problems, in some cases workplace disputes can cause valid concerns to both employers and employees. In this article you will find a useful information on how to proceed and what to expect when faced with a potential workplace dispute.

Understanding the legislation that concerns the management of workplace disputes

The legislation governing workplace disputes has as its main objective finding an early solution to any problem that may affect the working relationship between employers and employees. Whenever a dispute arises, the current regulations are there to help the process be solved quickly and without unnecessary difficulties.

In 2009, some changes were made to the Employment Act to include detailed procedures regarding the management of workplace disputes. In January 2013, the Employment Relations Ministry proposed a series of amendments to the current workplace dispute guidelines and called for the implementation of new statutory codes of practice on this matter. The new codes of practice will introduce modifications to the maximum amount that can be paid as unfair dismissal compensation, as well as outline in detail what constitutes improper behaviour and what factors should be taken into account when negotiating financial compensation at the end of a working relationship.

Types of workplace disputes and how to deal with each of them

Disputes in the workplace will usually fall within one of the following categories: grievances or disciplinary issues. In both cases, employers and employees are advised to raise their concerns informally before proceeding with a formal grievance or a disciplinary procedure.

Grievances can be defined as concerns or complaints that an employee has regarding his or her working conditions, treatment at work, or the application of the relevant statutory rights. There are a series of defined steps that must be taken when raising a grievance, and the details will be outlined either in your contract of employment or in your employer’s human resources or company handbook. In most cases, the procedure for raising a grievance involves:

a) informing your employer about the issue in a dated and signed letter, in which you also suggest what response you expect from them. It is recommended that you keep a copy of this letter

b) once they receive the letter, your employer must arrange a meeting in which you can discuss the issues involved in detail. During this meeting, employees have the right to be accompanied by a work colleague or by a trade union representative, when applicable

c) you should receive a written statement from your employer that describes the actions they have decided to implement with regards to your grievance

Most workplace disputes should be settled at this stage. If they are not and you do not agree with the way your employer has handled the grievance, you must inform them in writing about your intention of appealing their decision. A further meeting will then be arranged, and whenever possible, it is recommended that a senior manager is present at the appeal meeting.

On the other hand, disciplinary issues are raised by employers and concern employees’ behaviour, absences, or their failure to meet contractual requirements and standards. The procedure for dealing with disciplinaries involves the same steps as above.

What to do if a workplace dispute cannot be settled through grievances or disciplinaries

If the issue that caused a workplace dispute persists following a grievance or disciplinary procedure, the current employment legislation recommends that advice is sought from an independent third party before taking things further. The Advisory, Conciliation, and Arbitration Service (ACAS) has been created specifically for that purpose. Employees who are or might be involved in a workplace dispute are encouraged to speak to an ACAS advisor or to visit their website to find specific guidance on how to proceed. ACAS also provides a free of charge early conciliation service that may help find a solution without needing to go to an employment tribunal. Alternatively, employees that are represented by a trade union can contact their union representative. Your local Citizens Advice Bureau and the Civil Mediation Service can also be of help.

The organisations listed above can act as mediators and advise employees on whether or not they have a right to raise their issues at an employment tribunal. The last step before going to a tribunal would be to involve an arbitrator (usually ACAS), whose decisions are legally binding for both parties. It must be kept in mind that employees who wish to make a claim before a tribunal must do so within a maximum of three months following the date of the incident. Making a claim should be considered the last resort to solving a workplace dispute.

Further information on Workplace Disputes, as well as guides on a range of other employee rights can be found here Employee Rights, Maternity Rights, Equal Opportunities and
Office Relocation: Employee Rights, Office Occupational Health and Safety.

Your Rights as an Employee: Office Occupational Health and Safety

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There are many factors that can influence job satisfaction and productivity levels in the office. Although elements like economic retribution, good working relationships with colleagues, and autonomy are all very important, health and safety considerations cannot be taken out of the equation. The importance of health and safety in the workplace should not be underestimated, as the well-being of both employers and staff depends on it.

Since potential hazards are everywhere, it is important to be familiar with and understand what regulations are in place in order to protect your health and well-being at work, as well as which are your rights as an employee in terms of health and safety. This article provides an overview of the most important aspects of the current health and safety legislation, with the objective of helping you understand better your rights in the office.

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