If the factory wants to move across districts, can you get compensation if you don t want to go?

Legal analysis: If the factory relocates to a different district of the same city and there is compensation, and the factory relocates to a different district of the same city, it proves that the objective circumstances on which the company and the employee relied at the time of the conclusion of the labor contract have changed significantly, and the employee is unwilling to go to the company's new working environment to continue to perform the contract, resulting in the termination of the labor contract, there is economic compensation. The specific criteria are:

Severance shall be paid to the worker according to the number of years of service in the employer and one month's salary for each full year.

Legal basis: Article 47 of the Labor Contract Law of the People's Republic of China Economic compensation shall be paid to the employee according to the number of years of service in the employer and the standard of one month's salary for each full year. where it is more than six months but less than one year, it is calculated as one year; If it is less than six months, the worker shall be paid half a month's salary.

If the monthly wage of a worker is three times higher than the average monthly wage of the employee in the previous year announced by the people of the municipality directly under the Central Government or the city divided into districts where the employer is located, the standard of severance shall be paid to him at the rate of three times the average monthly wage of the employee, and the maximum period of payment of severance shall not exceed 12 years. The term "monthly wage" mentioned in this article refers to the average salary of an employee in the 12 months prior to the termination or dissolution of the labor contract.

Summary. Hello, dear <>

There is no money to lose if the factory relocation does not cross the district. Factory relocation does not cross districts, and compensation is generally not required. <>

Is there any money to lose if the factory relocation does not cross the district?

Hello, dear <>

If the relocation of the Yanliangling factory does not cross the district, there is no money to compensate for the coarse. The relocation of the factory does not cross districts, and under normal circumstances, there is no need to pay compensation for the key touch. <>

Hello, dear <>

However, if the relocation judgment involves issues such as land acquisition and house demolition, it needs to be handled in accordance with relevant laws and regulations. Specifically, it is necessary to conduct a statistical inventory of the houses, equipment, balance services, and personnel involved in the relocation process in accordance with the relevant national and local policies, and determine reasonable compensation standards and plans. <>

Hello, dear [love you Changfang], if the land, houses, etc. involved in the relocation process belong to the collective or individual ownership, then the relocation party needs to negotiate and negotiate with the relevant parties to ensure that the old fiber determines a reasonable compensation plan. If the two parties cannot reach an agreement, the dispute can be resolved through litigation or other means. <>

Summary. The land use right is owned by the state, and enterprises can only obtain the land use right through transfer, lease, etc. Therefore, if the factory is relocated, it is necessary to re-obtain the land use rights and.

Negotiate with the relevant departments to deal with the land issue, will. Fees apply. In addition, in terms of house demolition, it is also necessary to comply with relevant laws and regulations and provide reasonable compensation to affected residents.

In any case, the issues involved in factory relocation are more complex, requiring enterprises to comply with relevant laws and regulations and communicate and negotiate with relevant departments.

Good evening<>

If. The relocation of factories does not cross districts, and there is no legal requirement for enterprises to award compensation to the industry. However, if the relocation of the factory involves issues such as land use rights and house demolition, it needs to be dealt with in accordance with local and legal regulations<>

The land use right is owned by the state, and enterprises can only obtain the land use right through transfer, lease, etc. Therefore, if the factory is relocated, it is necessary to re-obtain the land use rights and. Negotiate with the relevant departments to deal with the land issue, will.

Fees apply. In terms of house demolition, it is also necessary to comply with relevant laws and regulations, and compensate the affected residents. In any case, the issues involved in the relocation of the factory are more complex, and the enterprise needs to comply with relevant laws and regulations and communicate and negotiate with relevant departments.

Dear, is there anything else you don't understand? Tell me more about your situation and I'll answer for you. <>

No. If the employee is terminated from the labor contract after the factory relocates across regions, the employer can be required to compensate for the loss; If you continue to use the property after relocation, you cannot claim compensation from the employer.

Reasons for the relocation of the factory:

1. Environmental protection factors:

Because local inspections are too strict, many factories have relocated to areas with a high tolerance for environmental protection. For example, Foshan used to be a concentrated area for ceramics, and under the pressure of environmental protection, most ceramic companies have relocated.

2. Profit factor:

In some of the manufacturing industries, profits are declining, and when profits are diluted, companies have no choice but to go bankrupt or relocate to more profitable areas.

3. Labor factors:

In some labor-intensive industries, higher labor costs have weakened profit margins, and enterprises have been forced to relocate to fourth- and fifth-tier cities or Southeast Asia with lower labor costs. <>

There is generally no compensation for intra-city relocation. If the employer cannot reach an agreement with the employee on the place of work agreed in the labor contract due to the relocation of the employer, the employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an additional month's salary.

Paragraph 3 of Article 40 of the Labor Contract Law stipulates that if there is a major change in the objective circumstances on which the labor contract is concluded, which makes it impossible to perform the labor contract, the employer and the employee fail to reach an agreement on changing the content of the labor contract after consultation. The employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an additional month's salary.