# EMPLOYEE RELOCATION AGREEMENT
Date: 6 January 2030
Parties: Northmoor Analytics Limited and Helen Ward
## 1. Purpose and parties
Northmoor Analytics Limited (Company No. 11834021) requires Helen Ward, a senior data engineer living in Leeds, to move to its Bristol office by 1 April 2030. Helen remains an employee under her existing contract; this agreement only records relocation support.
## 2. Facts, scope and terms
Northmoor will reimburse reasonable removal and storage costs, one return journey for Helen and her partner, four weeks of temporary accommodation, and up to £1,200 of estate-agent and legal costs for the move. The total budget is £8,000; qualifying expenses will be assessed under ITEPA 2003 rules, without promising tax exemption for every item.
## 3. Process and responsibilities
An advance of £2,500 will be paid after Helen accepts the move. She submits itemised receipts within 30 days, uses approved suppliers where reasonably available, and pays any excess or personal upgrade. HR will explain taxable treatment and payroll deductions before payment.
## 4. Evidence, records and safeguards
The target milestones are property search by 31 January, removal booking by 1 March and attendance at Bristol from 1 April. Northmoor will provide a settling-in contact, reasonable travel flexibility for four weeks and a workstation; Helen must keep confidential information secure during the move.
## 5. Review, escalation and outcome
If Helen resigns, or is dismissed for serious misconduct, within 24 months after relocation completion, the repayable support is 100% in months 0–6, 75% in months 7–12, 50% in months 13–18 and 25% in months 19–24. No clawback applies to redundancy, TUPE transfer, ill health or employer repudiatory breach.
## 6. Reservations and practical protections
Any deduction from final pay requires clear written authority and must comply with Employment Rights Act 1996 sections 13 and 15; otherwise Northmoor invoices the undisputed balance. The scale is a genuine cost recovery estimate, not a penalty, and is reduced where the actual unrecovered benefit is lower. Helen may use the grievance process to challenge a calculation.
## 7. England and Wales law and completion
The agreement does not reduce statutory notice, holiday, equality or expense rights and does not guarantee permanent work in Bristol if a lawful restructure occurs. England and Wales law applies. Helen and HR Director Priya Shah sign on 6 January 2030 after an opportunity for independent advice.