Although the idea of relocating your workplace can be exciting, it can also provide stress and anxiety for both employers and employees alike.

To help you better understand the HR concerns that employers should be aware of, our team have put together a quick guide below.

How will the move affect staff?

It’s the responsibility of the employer to consider how the relocation will affect their employees’ lives and daily commute.

If the distance becomes a problem, ask yourself if you can provide any alternatives, such as remote working. Prior to deciding on a new location, it is useful to research things such as local transport, and if this is accessible.

It is recommended to discuss the move with your employees at least four months before the move is due to happen. People need to be given time to reflect on their own circumstances and decide if the new location will be feasible for them.

Have you checked your relocation policy?

Do you have a good relocation policy in place? If not, and several of your workers decide not to move, this may be the reason why. The more intricate the process seems, the less likely your workers are to follow through with it. 

Also, some employees may believe that even though they will receive financial incentives or benefits for the relocation, they will not want to endure the costs and stress of moving.

Employees should be kept updated with news about the new workplace, receiving feedback where necessary and ensuring everything is clearly communicated. If these needs aren’t met, this could result in a loss of trust and respect.

How can employees adjust to a new working space?

Once your relocation has been finalised, you must handle the responsibilities that follow. This includes helping your employees settle into their new workspace and making sure they feel welcome and comfortable.

Do they have everything they need? Are they adjusting well? These are important questions employers should keep in mind before, during and after the move.

If employees feel unsupported or alienated in any way, this will impact your business negatively as a whole, and could result in you losing valued and talented members of your team.

What if your employee doesn’t want to move?

If your new office is significantly further away from your previous one, there’s a chance some employees may decide not to move. As a result, their position may become redundant.

This could be due to:

  • Their job role no longer existing in the old premises
  • Your offer of an alternative role being refused by the employee.

Redundancy may be required in these cases, but there are still methods of keeping these employees on, the main being remote working, as mentioned previously.

When it comes to moving offices, communication is the most important part. Make sure that you and your employees are on the same page, and preparations are in place for what the move will bring.

Need guidance? Let’s chat.