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            <span>Meeting to discuss varying place of work</span>
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            <div class="dfb_head gen_head">&nbsp;<div class="dfb_head_title"><h2 class="dfb_color">Documents for Business</h2>In excess of 1,000 customisable documents covering every conceivable business issue.</div></div>            	<div class="grid_8 alpha"><div class="doc_box shadow borderSolid"><h2 class="doc_header borderBottom dfb_color dfb_border">Introduction to this document</h2><div><h1 class="Introtitle" style="margin-right:26.05pt"><span style="font-family:Arial">Meeting to discuss varying place of work</span></h1><p class="Introintroduction" style="margin-right:18.95pt"><span>If you need to cut back on office space, one option is to look at making temporary or hybrid homeworking arrangements permanent. Use our letter to start the consultation process.</span></p><p class="Introsubtitle1" style="margin-right:26.05pt"><span>Varying place of work</span></p><p class="Introbody" style="margin-right:26.05pt"><span>A</span><span>n</span><span> employee’s place of work should be set out in their employment contract, and you can only lawfully change that either with their consent or under the terms of a contractual mobility clause. It’s highly unlikely a mobility clause will specifically cover mo</span><span>ving the employee to a permanent </span><span>full-time </span><span>homeworking arrangement, so you’ll generally need their consent to the move.</span></p><p class="Introsubtitle1" style="margin-right:26.05pt"><span>Seeking consent</span></p><p class="Introbody" style="margin-right:26.05pt"><span>Our </span><span style="font-weight:bold">Meeting to Discuss Varying Place of Work</span><span> </span><span>letter </span><span>is intended to start the consultation and negotiation process with a</span><span> view to seeking the employee’s consent to the change to their place of work, so that it becomes their home address. It explains the reasons for the proposed move to permanent homeworking and arranges a meeting with the employee to discuss the matter furth</span><span>er. We’ve set out an assortment of reasons for you to choose from here, all essentially related to your intention to either close the employee’s workplace or downsize it as a cost-saving measure. Our letter also includes proposed new wording for the place </span><span>of work clause in their employment contract.</span><span> </span><span>Some employees are likely to be willing to immediately consent to permanent homeworking, but others may not want to do so. Bear in mind that permanent full-time homeworking can have a detrimental impact on menta</span><span>l health, particularly for those who live alone, so be prepared to agree a compromise in some cases, such as keeping some office space to enable a hybrid working arrangement to continue or considering the use of shared co-working spaces – you have a duty o</span><span>f care to your staff, and this includes protecting their mental health at work.</span></p><p class="Introsubtitle1" style="margin-right:26.05pt"><span>Timing</span></p><p class="Introbody" style="margin-right:26.05pt"><span>Do start the consultation process as soon as you can and before anything has been firmly decided, even if that’s many months in advance of the proposed workplace closure</span><span>/downsizing date.</span></p></div></div></div><div class="grid_4 omega"><div class="doc_box roundBig borderSolid metadata"><h3 class="doc_header borderBottom dfb_color dfb_border">Document</h3><div class="borderSolid shadow 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