Whether the relocated employees are compensated for leaving their jobs depends on the situation. Unit relocation depends on the impact of relocation itself on the performance of labor contracts. If the relocation makes it impossible to perform the labor contract from a normal point of view, which is a legal "major change in the objective situation", the laborer can refuse to continue to perform and propose to terminate the labor relationship, and at this time he can ask for economic compensation; The company's address change is a major change in the content of the labor contract, and the unit needs to obtain personal consent. Otherwise, the unit unilaterally violates the labor contract and needs to compensate the workers. If, despite the relocation, the labor contract can still be performed normally due to various factors, this relocation does not belong to the statutory "significant change in objective conditions", and the workers generally need to continue to perform according to the labor contract. If they leave without consultation, it is difficult to pay compensation.
Legal basis:
People's Republic of China (PRC) labor contract law
Article 40 Under any of the following circumstances, the employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an extra month's salary:
(1) The employee is sick or injured non-work-related, and cannot engage in the original job or other jobs arranged by the employer after the prescribed medical treatment period expires;
(two) the laborer is not competent for the job, and he is still not competent for the job after training or adjusting his post;
(3) The objective conditions on which the labor contract was concluded have changed greatly, which makes it impossible to perform the labor contract, and the employer and the employee cannot reach an agreement on changing the contents of the labor contract through consultation.
Article 46 Under any of the following circumstances, the employing unit shall pay economic compensation to the workers:
(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.
Derivative problem:
Is there any compensation for the laborer's initiative not to renew the contract when it expires?
After the expiration of the labor contract, if the employee does not renew or terminate the labor contract, the employee cannot claim economic compensation. Only if the employer does not renew the labor contract can it get economic compensation. According to the Labor Contract Law, if the employer fails to renew the labor contract at the expiration of the labor contract, it shall give economic compensation according to the working years of the laborer. That is, workers pay one month's salary every year they work. If it is less than 1 year for more than 6 months, it shall be calculated as 1 year; Pay half a month's salary for less than half a year. Monthly salary: my average monthly salary in the previous year.