HR checklist for office relocation
Moving an office can cause a number of changes for any company, and such disruptions need to be managed in an empathetic and sensitive way to encourage increased productivity and positive behavior among members of staff. An office move brings with it a seemingly endless array of tasks, such as staff consultation, changes to employment contracts, employment law, and the need for a thorough internal communication strategy to keep staff correctly up to date on the relocation.
When it comes to the welfare of employees during an office move, transparency is the key issue. Your employees are at the very heart of your firm and they need to be aware of your relocation plans as soon as they are definite, as this is something that demonstrates that your employees are considered and respected. Staff members learning about such a move through unofficial channels can seriously undermine morale.
Changing the place of work for your employees could require a review of employment contracts. Check them out early on to see if they contain a mobility clause that enables you to move the location of your office within a reasonable distance and time, and get professional legal advice if you are unsure about anything.
It is also important to let staff know why the company is moving. Employees who are not informed about the reasons for a move can easily become uncertain about their future with your business and disengaged from the company; employees are more likely to be supportive if they are kept informed.
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