The date was October 1, 2003. If accepting such a move is not a provision or implied term of the employment contract, it may constitute constructive dismissal. Constructive dismissal happens when an employer alters a basic term or condition of employment unilaterally. In other words, without just cause, an employer can terminate an employee at any time, even if the contract is still in effect.
In this case, Mr. Jones had been with the company for more than one year and was being offered a promotion to management. He felt that moving to Texas would be a bad idea because he had grown very fond of his job and the customers there. He told his boss that he wanted to decline the offer, but his boss said that this was not possible and terminated his employment immediately. Mr. Jones filed a lawsuit against the company for breach of contract, but the court ruled in favor of the employer. It found that while there was no specific clause in the agreement stating that either party could quit at will, an implicit term of the contract was that either party could terminate the agreement at any time for any reason. Since there was just cause to dismiss Mr. Jones, the company did not commit a wrongful act and was therefore not liable for damages.
In conclusion, an employer can fire an employee for any reason or no reason at all, as long as it is not for a discriminatory reason.
Is it possible for me to be fired if I refuse to relocate or accept a transfer? If you turn down the company's offer of a transfer, they may opt to terminate you. Remember that a company can lawfully terminate an employee for any reason, as long as the cause isn't discriminatory and the appropriate amount of severance is offered.
Saving yourself from being fired requires more than just saying "no" immediately before getting fired. It takes planning and thinking through the consequences of your actions. For example, if you say "no" immediately before getting fired, but then later change your mind and agree to the transfer, you have saved yourself from being fired but at a cost - you have violated policy by agreeing to the transfer without management approval and may be charged with insubordination. Even if there is no official policy against turning down transfers, most companies don't want their employees making waves by protesting them.
It is in your best interest to work out what will happen to you if you get fired. Will you be able to find another job easily? If not, how will you pay your bills? Consider all your options before you decide what action to take. There are cases where someone has been fired for refusing a transfer and hasn't been hired back after the resignation period has ended. In this case, they were unable to find another job and had to start from scratch when they lost their previous employment.
Employees should check their employment contract for a "mobility provision" if their employer relocates their firm. It means that companies can usually compel their employees to relocate to locations permitted under the provision, unless doing so is utterly unreasonable.
In some countries, such as Germany, there are strict rules about employers being able to require an employee to move. If an employee refuses to comply with such a requirement, then the employer can dismiss them with immediate effect. The employee would then be entitled to find alternative employment quickly because there are generally no contractual restrictions on where an employee can work.
In other countries, such as India, employers do not have this power. They can offer employment contracts but they can't force employees to stay in one place once they've been hired. If an employee doesn't want to move then they can simply leave the job.
Some jobs (such as those in the public sector) cannot be done from anywhere in particular. They need to be done from one specific place, so employees cannot choose where they work. For example, a government agency may need someone to run its office in a small village years after it has closed its previous offices in larger cities. In cases like this, there's nothing an employee can do to prevent themselves being moved to wherever necessary.
Being forced to relocate if your employer relocates If your contract includes a mobility provision, your employer can usually require you to relocate to locations permitted under the clause, unless doing so is utterly unreasonable (for example, requesting you to relocate to another nation with only one day's notice). Your employer cannot require you to relocate to any location against your will. However, if moving to the new location is not reasonably possible or does not provide you with a better opportunity for employment, your employer may be required by law to retain you in your current position or even offer you a new one. In this case, your employer can't force you to relocate.
In addition, if you have a fixed-term contract then your employer can require you to leave the company if they wish to hire someone else for the position. However, if your contract is permanent or indefinite, then your employer cannot use this as a reason to force you out of a job.
Finally, if your employer decides to close its location then you would need to find another job quickly because there's nothing stopping your employer from firing you or forcing you to quit if they don't want you anymore.
Does this mean that anytime a company changes their location, they could fire everyone over 21? No. But if your employer thinks that it can save money by reducing its workforce or closing its location, then you might be at risk of being fired.