According to the Labor Contract Law of People's Republic of China (PRC), when signing a labor contract, both parties can agree on the terms of the contract through consultation, including the work place and work content. If the company transfers employees to a new location, employees should cooperate with the company's arrangements within a reasonable range. If employees think that the environment in the new location is harmful to their health, or the new location is far away from home, resulting in an increase in transportation costs, they can communicate with the company and seek appropriate solutions. If the employee's interests suffer greater losses, such as the salary in the new location is lower than the original salary, or the living expenses such as rent increase due to relocation, the employee can ask the company for appropriate compensation. If the company does not cooperate with the requirements of the employees, the employees can apply to the labor arbitration institution for arbitration, or pursue compensation through legal channels.
Can an employee terminate the labor contract due to the relocation of the company? If the relocation of the company brings unbearable economic or life pressure to the employees, or the new work place is too far away from home, the employees may consider canceling the labor contract. However, it should be noted that when employees claim to terminate the labor contract after resettlement in different places, they need to think within the legal framework and analyze the specific situation. If employees want to terminate the labor contract, they should submit a written application to the company as agreed in the contract, explain the reasons and provide supporting materials. If the company agrees to the employee's requirements, it can sign an agreement through negotiation or pay economic compensation according to law.
When the company moves employees to a new location, employees need to objectively evaluate the impact of the new location and negotiate with the company if necessary. If relocation causes too much inconvenience or economic losses to employees, employees have the right to safeguard their legitimate rights and interests through legal channels. In practice, we need to collect relevant evidence and choose appropriate ways to safeguard our legitimate rights and interests.
Legal basis:
Article 46 of the Labor Contract Law of People's Republic of China (PRC) is under any of the following circumstances, the employer shall pay economic compensation to the employee:
(1) The laborer terminates the labor contract in accordance with the provisions of Article 38 of this Law;
(2) The employing unit proposes to terminate the labor contract with the laborer in accordance with the provisions of Article 36 of this Law, and the labor contract is terminated through consultation with the laborer;
(3) The employer terminates the labor contract in accordance with the provisions of Article 40 of this Law;
(4) The employer terminates the labor contract in accordance with the provisions of the first paragraph of Article 41 of this Law;
(5) Terminating a fixed-term labor contract in accordance with the provisions of the first paragraph of Article 44 of this Law, except that the employer maintains or improves the conditions stipulated in the labor contract to renew the labor contract and the employee does not agree to renew it; (6) The labor contract is terminated in accordance with the provisions of Item 4 and Item 5 of Article 44 of this Law;
(seven) other circumstances stipulated by laws and administrative regulations.