A sudden change to your work location can add hours to your commute, increase your expenses and disrupt childcare, medical appointments or family responsibilities.
Ontario employers have some flexibility to move operations and assign employees to different workplaces. However, they generally can’t impose a major and unreasonable relocation without considering your employment contract and the effect the move will have on you.
The Quick Answer: Can your employer change your work location in Ontario? Sometimes. A nearby move, an agreed transfer or a relocation permitted by your employment contract may be legal. However, a substantial change imposed without your consent may be constructive dismissal. If that happens, you are entitled to a full severance package—up to 24 months’ pay.
On This Page:
- 1. Can Your Employer Change Your Location?
- 2. What Is a Reasonable Relocation Distance?
- 3. When Is Relocation Constructive Dismissal?
- 4. Common Relocation Questions
- 5. What Should You Do?
- 6. Get Legal Advice
Can Your Employer Change Your Work Location in Ontario?
Yes, in certain situations. Your employer may be able to move you when:
- The new workplace is reasonably close to the old one
- You agree to the transfer
- Your employment contract clearly permits relocation
- You regularly work at multiple locations
- The change is temporary and has little practical impact
A relocation becomes more legally concerning when it substantially increases your commute, costs or personal hardship.
The fact that your employer has a legitimate business reason for moving doesn’t automatically remove your rights. The key question is whether the change is reasonable in the context of your employment.
Does your employment contract allow relocation?
Your employment contract is an important starting point.
The contract may identify:
- One fixed workplace
- Several possible work locations
- A geographic service area
- A mobility or relocation clause
- A remote or hybrid work arrangement
A clear and enforceable mobility clause may give the employer more flexibility. However, vague wording doesn’t necessarily give the company an unlimited right to move you anywhere it chooses.
Can your employer transfer you without your consent?
Your employer may not need your consent for every minor workplace change.
Consent becomes much more important when the transfer substantially changes your commute, expenses or ability to continue working.
What Is a Reasonable Distance for Relocation in Ontario?
There is no fixed kilometre limit. Ontario law doesn’t say that an employer can move you 10, 25 or 50 kilometres but no farther.
The move must be assessed based on its practical effect on you.
Important factors can include:
- The distance between the old and new workplaces
- The added commuting time
- Access to reliable public transportation
- Parking, fuel, toll or transit costs
- Whether you have a vehicle or driver’s licence
- Your working hours and shift times
- Childcare or family responsibilities
- Medical needs or disability-related restrictions
- Whether the change requires you to move homes
- Whether the relocation is temporary or permanent
How far can your employer relocate you?
There is no automatic answer based on distance alone.
A move of only a few kilometres could still create a serious problem if it adds several transit connections, makes your shift inaccessible or conflicts with documented medical restrictions.
A longer move may be less significant if you already travelled between locations, the contract anticipated transfers or the employer provides transportation or other support.
Does additional commuting time count as work?
Your ordinary commute between home and your regular workplace is generally personal travel time, not paid working time.
However, travel between work locations during the workday may need to be treated differently. A relocation that substantially lengthens your unpaid daily commute can also help show that the change is serious, even if the added travel time isn’t itself paid.
When Is a Change of Work Location Constructive Dismissal?
A significant and unagreed change to your work location may be constructive dismissal.
You haven’t been formally fired. However, the law may treat the relocation as a termination because your employer substantially changed an important condition of your employment.
A relocation is more likely to be constructive dismissal when it:
- Adds a substantial amount of time to your daily commute
- Requires you to work in another city or region
- Creates major new transportation expenses
- Makes it extremely difficult to meet childcare or family obligations
- Conflicts with disability-related restrictions
- Requires you to move your home
- Is not permitted by your employment contract
- Is used to pressure you to resign
Not every workplace move is constructive dismissal. The change generally must be substantial when the old and new arrangements are compared objectively.
Can you get severance if you refuse to relocate?
Potentially. If the proposed relocation amounts to constructive dismissal, you may be entitled to the same compensation as an employee who was formally terminated without cause.
Full severance pay in Ontario includes salary, benefits, bonuses, commissions and other regular compensation.
Depending on your age, position, length of service and the availability of similar work, severance can reach as much as 24 months’ pay.
Does continuing at the new location mean you accepted it?
Not immediately. You may sometimes continue working temporarily while asking questions, objecting to the move or getting legal advice.
However, working at the new location for too long without objecting may allow your employer to argue that you accepted the change.
If you don’t agree with the relocation, raise your concerns promptly and in writing.
Common Questions About Workplace Relocation
What happens if your employer moves the entire office?
Moving the whole office doesn’t automatically make the relocation reasonable for every employee.
Your individual contract and circumstances still matter. If the move creates a major negative change for you, it could result in constructive dismissal and a right to severance.
Can your employer transfer you to another location without notice?
A nearby or minor transfer may not require significant advance notice.
A substantial permanent relocation is different. Depending on your employment contract and circumstances, the employer may need your agreement or sufficient advance notice before imposing the new location.
Can you refuse to work at another location?
You may have grounds to reject a substantial relocation that isn’t permitted by your employment agreement.
However, don’t simply refuse to attend work. If the move is ultimately considered reasonable, your refusal could expose you to discipline or termination.
Can you be fired for refusing to relocate?
Your employer may decide to terminate your employment without cause if you don’t accept the new location, provided it gives you the full notice or severance pay required by law.
Refusing an unreasonable and unauthorized relocation doesn’t automatically justify termination for cause.
Can you get EI if you refuse to relocate?
Possibly, but approval isn’t automatic. Service Canada may treat refusing a transfer or leaving because the company moved as voluntarily leaving your job.
You may need to show that quitting was your only reasonable option after considering alternatives. Don’t resign based on the assumption that EI benefits will be approved.
What if the relocation affects a disability or family responsibility?
A move may create a human rights issue if it conflicts with disability-related restrictions or certain family-care obligations.
Your employer may have a duty to accommodate your needs to the point of undue hardship. Raise the issue promptly and provide reasonable supporting information where required.
What Should You Do if Your Employer Changes Your Location?
How you respond can affect your ability to challenge the relocation and obtain severance pay.
- Don’t resign immediately. Leaving before confirming your rights can put your severance entitlement at risk.
- Ask for the details in writing. Confirm the new address, start date, hours and whether the transfer is temporary or permanent.
- Review your employment contract. Look for a fixed workplace, mobility clause or remote-work terms.
- Calculate the impact. Record the added distance, travel time, costs and effect on family or medical needs.
- Object promptly if you disagree. State professionally that you haven’t accepted a permanent change to your employment terms.
- Don’t sign immediately. New terms may be used as evidence that you agreed to the relocation.
- Contact an Ontario employment lawyer. Get advice before accepting, refusing or resigning.
Should you keep working while getting legal advice?
In some situations, temporarily continuing to work may be safer than resigning immediately.
Make it clear in writing that you are reviewing the change and haven’t agreed to permanently replace your existing work-location terms.
Speak With an Ontario Employment Lawyer About Relocation
If your employer is moving your workplace or transferring you to another location, don’t assume that you must accept the change or resign without compensation.
The Ontario employment lawyers at Samfiru Tumarkin LLP can review your contract, assess the impact of the move and explain your options in clear language.
We can respond to your employer, help negotiate a workable arrangement or pursue the full severance package—as much as 24 months’ pay—you are owed if the relocation amounts to constructive dismissal.
The process doesn’t need to be overwhelming. Our team can handle the legal discussions while you focus on protecting your job, income and family.