Ask HR: How to Handle Sudden Office Relocations and Contract Changes

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, answers HR questions each week.

Do you have an HR or work-related question you’d like him to answer? Submit it here.

Our office announced that it will be relocating 45 minutes away in eight weeks. This will significantly impact the employees’ commutes and personal lives. Is it appropriate for a company to move such a distance with so little notice? —Wilma

Johnny C. Taylor, Jr.: While an eight-week notice period for an office relocation may feel short, it’s not entirely uncommon, especially considering the evolving circumstances businesses have faced over the last few years. Your employer may have reasons for the swift change that necessitate such a timeline. However, I understand how this sudden announcement could cause stress and uncertainty among you and your colleagues.

Given the situation, it’s worth exploring your options to determine the best course of action for your circumstances. If you prefer to stay with your current employer, consider discussing the possibility of transitioning to full-time remote work. With the shift to partial and work-from-home positions, your employer may be open to accommodating full-time remote arrangements, especially considering the distance of the new location.

Alternatively, if relocation assistance is available and you’re open to moving, it’s worth inquiring about what support your employer can provide. However, if neither remote work nor relocation is feasible or desirable for you, exploring job opportunities closer to your current location may be required.

You may find other viable career options available locally. While transitioning to a new job may not be your preferred choice, it’s essential to consider your well-being and what aligns best with your personal and professional goals.

Remember that your employer likely understands the challenges associated with office relocations and may be willing to work with you on a transition plan if you pursue alternative opportunities. Open communication with your supervisor about your concerns and preferences can help facilitate a smooth transition, regardless of your chosen course.

I wish you luck in navigating this situation and finding the solution that best suits your needs and aspirations.

I am currently working under an expiring contract and have been offered a full-time opportunity to work directly with the company. It comes with less pay, but there is no guarantee my contract will be renewed. How should I approach responding to the offer? —Clay

Johnny C. Taylor, Jr.: It’s not uncommon for employers to offer lower salaries when converting independent contractors to full-time employees, but there are several factors to weigh in this situation.

Firstly, take a comprehensive look at the total compensation package offered. While the salary may be lower, full-time employees often receive additional benefits and perks unavailable to contractors, such as health insurance, retirement plans, paid time off, and other valuable benefits. When considering the overall compensation package, the total value may exceed what you currently receive as a contractor.

Additionally, think about the long-term career benefits of transitioning to a full-time employee role. Consider how the position could contribute to your professional growth, skill development, and networking opportunities. As a permanent employee, you may have access to career advancement opportunities and job stability that may not be available to contractors.

Having an open and honest conversation with your employer about your concerns regarding the salary offer is important. Express your appreciation for the opportunity to transition to a full-time role and discuss your financial expectations for the position. Your employer may be willing to negotiate the salary or offer additional benefits to offset the difference.

During negotiations, focus not only on the monetary compensation but also other aspects of the job that are important to you, such as flexible work arrangements, professional development opportunities, or additional perks.

Ultimately, HR professionals are interested in finding candidates who align with the company’s values, possess the necessary skills, and demonstrate professionalism and integrity. Approach the negotiation process with professionalism and confidence and be prepared to advocate for your needs while also considering the overall value of the opportunity.

I hope you find the best position for your short-term needs and long-term career goals.