How to compensate the company for moving from Shenzhen to Huizhou?

Legal analysis: If the employee can't continue to perform the contract, the factory should pay one month's salary for every year of working experience. The compensation standard for workers' relocation is that the objective conditions on which the labor contract was concluded have changed greatly, which makes the labor contract unable to be fulfilled, and the employer and the workers fail to reach an agreement on changing the contents of the labor contract through consultation. 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.

Legal basis: Article 47 of the Labor Contract Law of People's Republic of China (PRC) stipulates that a worker who has worked for one year shall be paid one month's salary as economic compensation. If it is more than six months but less than one year, it will be counted as one year. Less than six months, pay economic compensation according to the standard of half a month's salary. The specific terms are as follows:

(a) the economic compensation shall be paid to the workers according to the standard of paying one month's salary every full year. For more than six months but less than one year, it shall be counted as one year; If it is less than six months, economic compensation of half a month's salary shall be paid to the workers. (2) If the monthly salary of a worker is three times higher than the average monthly salary of local workers announced by the people's government of the municipality directly under the central government where the employer is located, the standard for paying economic compensation to the worker is three times the average monthly salary, and the longest period for paying economic compensation to the worker shall not exceed 12 years. The monthly salary mentioned in this article refers to the average salary of workers in the twelve months before the dissolution or termination of the labor contract.