Since employees can't stop the company from moving, they can only decide whether to stay or not. Does the company need to pay economic compensation if the relocated employees don't want to change jobs? So, if the company decides to move and asks employees to move with it, employees refuse to work in the new office? Although the company has moved, if the relocation distance is not too far, the company will provide certain subsidies to the relocated employees every month, which means that the company actively takes measures to eliminate the impact of this change. In this case, considering that the company has made some efforts, employees have a certain tolerance obligation to the company's relocation, and the labor contract can still be continued. If the company changes across urban administrative regions, this situation refers to the situation that the objective conditions for concluding a labor contract have changed greatly, resulting in the inability to continue to perform the labor contract.
For example, from Beijing to Xiong 'an. In this case, some units think that such a thing will happen, and will not negotiate with employees, and directly ask employees to work at the new office address. If some employees are unwilling, they will resign directly. But this idea is wrong. The signing of a labor contract is based on various conditions at the time of signing, and the work place is one of the necessary terms of the labor contract, which shows that the work place is an important judgment condition. Therefore, for the laborer in this case, if the laborer voluntarily terminates the labor contract, the company does not need to pay any economic compensation.
If neither party proposes to terminate the labor contract, and the original labor contract can't be performed in fact, and the reason why the contract can't be performed is the relocation of the company (that is, the objective situation has changed), in general judicial practice, it is also regarded as that the employer proposes to terminate the labor contract relationship and pay economic compensation in accordance with relevant regulations.
In this case, employees can ask the company to pay economic compensation. Does the company need to pay economic compensation if the relocated employees don't want to change jobs? Therefore, for this cross-city transfer, the company should solicit the opinions of all employees and continue to perform the labor contract if they agree; If you don't agree to go, you should give a written notice 30 days in advance to terminate the labor contract and give economic compensation. In practice, it is believed that in this case, if the company does not take the initiative to terminate the labor contract, such as employees, the labor contract between the two parties will be in an actual situation that cannot be fulfilled. Therefore, this situation can also be considered that the company fails to provide working conditions as agreed, employees have the right to terminate the labor contract, and the company needs to pay economic compensation.