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How to Answer “Are You Willing to Travel?” (Interview Question)

By Biron Clark

Published: December 5, 2023

If a job involves any travel, you’re likely to hear interview questions like, “Are you willing to travel?” “How much are you willing to travel?” etc.

So in this article, I’m going to walk you through how to answer all of these interview questions. And we’ll look at how to understand the meaning of “travel percentage,” so you’ll know what the job is really going to require before you say “yes” or “no.”

And finally, I’m going to share multiple word-for-word example answers to help you get confident and comfortable with this type of question.  So make sure you read until the end. 

Let’s get started…

Answers to “How Much Are You Willing to Travel?”

If they ask an open-ended interview question like this about your willingness to travel, you should state your answer as a percentage.

For example, you could say:

“I’m willing to travel up to 30% of the time. That’s what I did in my last job, and I know I’m comfortable with that amount.”

They may ask you directly for a percentage, with a question like, “what percentage are you willing to travel?” and you’d answer that in the same way. What does travel percentage mean, though? If you’re not sure, it’s essential to understand. So let’s discuss the meaning of “travel percentage.”

Travel percentage meaning: What is travel percentage?

So what does 70 percent travel mean? It means that the employer expects you to be traveling or in cities other than your home city for 70 percent of your working days. So you would expect to spend seven days traveling or away from home for every three days in your home town/office.

This is a very high amount of travel. In my experience working as a recruiter , most travel jobs are 50% or below, because this is less stressful and more sustainable for the worker. So, this is something to keep in mind when deciding how much you’re willing to travel, and whether you’ll take or decline the job offer . 

How to Answer, “Are You Willing to Travel X Amount?” – Examples

The hiring manager may also come out and tell you how much travel is involved, and then ask an interview question to determine if this is an acceptable travel amount. In this case, if it’s acceptable to you, then you can indicate that you are on-board with what they’re proposing. For example, you could say:

“That amount of travel will work for me. In my last company, I traveled that same amount, and it worked out fine.”

(It’s always good to show you’ve done something successfully in the past. This is the best way to improve to a new employer that you’ll be successful with them, too!)

No worries if you haven’t traveled for a job before, though…

Here’s an example of how you could still answer this question:

“That amount of travel sounds acceptable to me. I have no problem doing that for this role.”

Here’s another example:

“That sounds acceptable to me. I’d love to hear more about the role, and if it’s a good fit, then I am able to travel.”

Make Sure You Know What You’re Agreeing To

Another thing to keep in mind is the actual travel schedule. Two jobs could both have the same travel percentage – let’s say 50%. But one could have you spending two weeks away and then two weeks at home, while the other could have you traveling for 2-3 days at a time, returning, and doing it all again a few days later.

Depending on your family, children, etc., you may be able to handle one of these travel requirements but not the other. So the travel duration and schedule are two factors you should clarify before answering. You can say, “I would like to understand the company travel schedule a bit better. Can you give me an example of how long each trip would be, or what a typical month looks like?” This will help you get a clear picture of what your work schedule would look like before you answer the interview question. So don’t be afraid to ask questions of your own. You can’t answer interview questions like, “Are you willing to travel for this job?” without knowing what the company expects! For example, if they ask, “Can you travel if the job requires it?” you’d want to respond by saying, “How much travel is expected in the role?” You can’t give a good answer without knowing what they’re proposing or asking, so clarify that first. Once you know what the company expects, then it’s time to directly answer their question and indicate whether you can travel the amount they require.

You Can Also Try to Negotiate Your Travel Percentage/Willingness to Travel

If you’re interested in the job but can’t travel quite as much as they’re proposing, you can say:

“I don’t think I can travel quite that amount. The job and work sound interesting, and I’d love to consider the position if the travel requirements can be reduced to 30%”.

This may work, or it may not (depending on the role and company’s flexibility), but it’s worth asking! This way, you’ll find out the best they can do! You never know if they’re asking, “How much are you willing to travel?” because it’s a hard requirement, or if they’re just wondering how much you’re willing to do So give an honest answer and don’t be afraid to make a counter-proposal.

A lot of job seekers are afraid to set limits or “push back” in a job interview, but this can actually make you more attractive to the company. It shows confidence! However, you also don’t want to rule yourself out in an interview. So if you’re not quite sure, but think it’s possible to travel the amount that the company would like, just say “yes” for now. You’re not accepting the job or signing a contract. You’re just indicating whether this might be possible for you. And your goal in any interview is to get invited to the next step in the process… or get a job offer. So if you think it’s even remotely possible to travel the amount they want, then yes “Yes” and keep interviewing!

You can always go home and talk to friends and family and make a better decision about whether this is right for you! You do NOT need to decide this in the interview!

How to Answer, “Are You Willing to Travel or Relocate?” – Examples

This is a slightly different question. But just like with the questions and sample answers above, you should give an honest, upfront answer. There’s no sense in wasting their time if you absolutely cannot relocate. But if it’s even slightly possible, say “Yes” when an employer asks if you’re willing to relocate. Don’t rule yourself out. 

Remember: Your goal in the interview is to impress them and get invited back to the next round – so keep going with the job interview, and ask questions to learn more as you go! You’re NOT wasting the recruiter’s or hiring manager’s time by exploring the opportunity, as long as there’s a tiny chance you’d be willing to travel or relocate for the job. They want the opportunity to sell you on their position! I can’t stress this enough: You’re not wasting their time. I hear a lot of job seekers bring up concerns about this, so I just wanted to set the record straight!

You should now know what travel percentage is, and how to answer any time an employer asks about what percentage you’re willing to travel.

Remember – you’re not signing a contract or agreeing to anything in writing; you’re merely indicating whether this could potentially work (for the right opportunity). So stay calm, use the sample answers above, and be direct/concise when responding in a job interview.

This isn’t one of those interview questions where the hiring manager needs to hear a long-winded answer. So once you’ve answered the question, stop and let the interviewer move on!

About the Author

Read more articles by Biron Clark

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How to Answer: Are You Willing to Travel?

Here are some things to keep in mind when preparing your answer.

Do your homework.

If the job description states that the position requires travel, apply only if you’re willing and able to do so. Do some research about how much travel is typically required for the position you’re applying for so when the interviewer follows up by asking how often you are able to travel, you can give an appropriate answer. For example, if you’re applying for a job as a campus recruiter for a particular company, you should know that you’ll be traveling quite a bit during the academic year when you attend college career fairs and major industry conferences.

Find out the details.

If the job description and interviewer don’t outline the travel requirements, you should be prepared to ask. In fact, asking questions will show your prospective employer that you’re really interested in the role and invested in making it work for both parties.

Tell the truth.

Be upfront about how much you’re able to travel during any given timeframe. Even if you’re willing to travel every week, that doesn’t necessarily mean that you can take off for London at a moment’s notice. Be sure to frame your answer in terms of what you’re able to do, demonstrating flexibility and wrap up by asking the hiring manager to offer more details on the travel requirements.

Say something like: “I’m definitely willing to travel, and actually love traveling! I’ll admit that I have some prior commitments that prevent me from traveling every weekend, but I’m more than happy to travel every week if necessary. Do you know how much traveling would be expected of me?”

Above all, make sure to focus on what you can do for the company and not the other way around. By doing your homework beforehand, asking follow-up questions and being honest, you’re positioning yourself as a strong and memorable applicant.

Next, get more career tips for internships and entry-level jobs such as How to Deal with Multiple Internship Offers and find answers to common interview questions such as  How Have You Displayed Leadership?

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How To Answer “Are You Willing to Travel?” Interview Question (With Examples)

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Summary. To answer, “Are you willing to travel?” in an interview, give an example that demonstrates your willingness to travel and communicate any boundaries or limitations you may have. You should also clarify what the travel expectations would be before accepting the job.

When getting asked if you’re willing to travel for your job, the instinctive response would be to say yes. After all, who wouldn’t want the opportunity to explore a new place on your company’s dime?

Here are a few things to consider before accepting a traveling position:

Key Takeaways:

When answering this question it is important to talk about positive travel experiences, demonstrate a thorough understanding of the job, and talk about networking.

You should avoid lying about your availability, any negative travel experiences, and go overboard when talking about the good experiences.

Before taking the job, it is important to clarify travel percentages, any expenses you may have, and what type of travel it is.

How to Answer “Are You Willing to Travel?”: Dos and Don’ts

Example answers to “are you willing to travel”, what you should ask about travel during your interview, what does “willingness to travel” really mean, are you willing to travel faq, final thoughts.

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When it comes to actually answering the question when it’s posed to you by a hiring manager, there are a few things you ought to bring up — and some things you should just avoid entirely .

The DO’s:

Talk about positive travel experiences. They’re looking for someone who is comfortable with spending a lot of time away from friends, family, and the home office — you want to do as much as you can to assure them that traveling is something you find invigorating and fun.

So go ahead and bring up that study abroad trip, even if it’s a little out of date.

Demonstrate a thorough understanding of the job. Whatever it is you’re doing, your company won’t just be sending you places so you can eat cool food in new places.

They want you to work, and understanding that you’ll be working regardless of whether you’re traveling is important to be considered for the job.

Bring up the unique job responsibilities of the position as you understand it and explain your commitment to fulfilling them.

Talk about networking . A lot of work in a traveling position requires talking to other human beings and making business connections that stick.

For this reason, it’s important to show hiring managers that you know how to make these kinds of connections by talking about networking experiences you’ve had in the past — and it wouldn’t hurt to engage in a little small talk during the interview itself, either.

The DONT’s:

Lie about your availability. If you can’t travel at all, don’t apply in the first place, but your employer needs to have a realistic understanding of your ability to travel if they’re going to hire you for the position .

So if you can’t do weekends or certain percentages of the week, let the hiring manager know up front.

Focus too heavily on your availability either. Giving a specific maximum amount of travel you’re able to do can look bad as well, especially if that maximum is below the company’s expectations. So tell them your availability, but don’t spend too much time on it.

Bring up negative travel experiences: These are fine to talk about once you have the job, but during the interview process it will just make you look like you associate these experiences with traveling and that you are even perhaps lying about how comfortable you are with traveling.

Go overboard talking about good experiences: As bad as it is to talk about bad experiences, it can be just as damaging if the only good experiences you talk about are vacations or day trips.

After all, they expect you to work while you’re on these trips, so if they think you associate traveling just with vacations and relaxing, they might not have the most faith in your dedication to work.

Yes, I’m absolutely willing to travel. I spent a year studying abroad before graduating last year, and I learned that I love experiencing new places and meeting new people regularly. During my internship at The Coastal Society, I regularly traveled to different coastal sites to meet with marine biologists and gather data. I really enjoyed that aspect of the job, so I’m definitely open to making travel a bigger part of my professional life.

I am certainly willing to travel for work. At my last job in sales, I spent about half my time on the road, so the roughly 25% travel time we discussed for this job sounds more than acceptable. I just have a few more questions about how frequently trips are taken for this position and the typical length of a business trip.

While I’m willing to travel (and love traveling), my spouse works on the weekends and we have three kids at home. As such, I need to keep my weekends free for childcare. But any travel during the workweek I can happily accommodate.

The reasons why the company needs you to travel can vary wildly, and as a result, the particular travel experiences you’ll have could vary even for two similar positions.

It’s important for this reason to figure out exactly what sort of travel the company expects you to undertake before you get too far into the interview process .

A few things you should clarify before you take the job:

Travel percentage. If a job is advertised as having a travel percentage of 20%, that doesn’t necessarily mean that you’re traveling every Friday, or alternatively that you’re only traveling one week of every month.

That 20% is an average , and what it represents can vary dramatically by career, so make sure you ask your hiring manager to tell you exactly what the travel percentage means for the position you’re applying for.

Expenses. Namely, are they paid? How much of your food is being covered? Gas? Other travel expenses?

It’s important to know this beforehand — while many places will reimburse you for every expense you incur while on the road, it’s important to know what the company’s official policy is for travel.

Type of travel. Will it mostly be flying? Will you be expected to drive to the locations you’re going to? Where will you usually be traveling to?

Where would the company prefer that you stay while you’re there? Will you be staying anywhere at all, or are the trips too short for this?

There are two major kinds of travel jobs :

Seasonal jobs. These exist only for a few months or even just a few weeks and may require you to travel for the entirety of the time you’re working the gig.

“Regular” job that require travel. For these kinds of jobs, the amount of traveling that occurs can vary dramatically depending on the position.

Here are a few things that might be expected of you if you enter a job like this, seasonal or not, and some things you should keep in mind before giving your final answer.

You might have to make day trips, but the company may not be willing to pay for you to stay overnight. This could mean long work days punctuated by large amounts of travel which could keep you awake for 16 hours or more.

Alternatively, you might be sent very far away and be expected to fend for yourself once you get there. You may not have much, if any, time to explore this place between takeoffs — you might just be working the entire time.

Relocation should NOT be expected of you unless it’s discussed at this time as well. It’s also important to note that there is a big difference between being willing to travel and being willing to relocate.

What does it mean when a job asks if you’re willing to travel?

When a job asks if you’re willing to travel, it usually means there is at least some travel required for the position. The exact amount will vary, but there will typically be enough for interviewers to find out how well your willingness to travel aligns with the job’s requirements.

How do you put willing to travel on your resume?

You can put willing to travel on your resume by noting how much you traveled at your last position. This will point out to recruiters that you’ve at least been willing to travel in the past and may be willing to again.

If you haven’t had a position that requires travel before, you can note your willingness to travel in your resume summary . This is usually only a best practice if you’re aplying for a job or are in an industry that typically requires travel. Otherwise, it could look out of place and come off as ignorant.

Traveling is often one of the most exciting parts of any job that includes it and, despite the huge amount of work that gets compressed during these trips, it can be very fun if you’re adequately prepared for it.

When it comes to working travel jobs, you really have to be ready to go all in. That’s why it’s so important to understand what a company is asking when they want to know if you can travel.

Not only will it make you look proactive and interested in the position, but it can help keep you from getting in over your head with a situation you’re not comfortable with or ready to undertake.

And whatever you do while you’re out exploring the world, make sure you don’t stray too far from the hiking trail. That’s how you get bear maulings, and those usually aren’t covered under company expenses.

Anyhow, best of luck to you! Here are some other links to help you on your way.

• 3 Tips For Successfully Calling In Sick (Even If You’re Not)
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• 3 Steps To Reject A Job Offer Without Burning Bridges

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Ryan Morris was a writer for the Zippia Advice blog who tried to make the job process a little more entertaining for all those involved. He obtained his BA and Masters from Appalachian State University.

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In the absence of a curvimeter, a ruler can serve as a substitute. Start by aligning the ruler's zero mark with your route's beginning and follow the road's bends closely. Then, translate the measured length into kilometers or miles using the map's scale, which is typically provided in the atlas.

For those seeking a more streamlined approach, pre-calculated distance tables specifically for the USA are available on websites, atlases, and guidebooks. Particularly useful for journeys between major cities, these tables streamline planning, although they may omit smaller locales.

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Speed Distance Time Calculator

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Calculate speed, distance or time using the formula d = st, distance equals speed times time. The Speed Distance Time Calculator can solve for the unknown sdt value given two known values.

Time can be entered or solved for in units of secondes (s), minutes (min), hours (hr), or hours and minutes and seconds (hh:mm:ss). See shortcuts for time formats below.

To solve for distance use the formula for distance d = st, or distance equals speed times time.

distance = speed x time

Rate and speed are similar since they both represent some distance per unit time like miles per hour or kilometers per hour. If rate r is the same as speed s , r = s = d/t. You can use the equivalent formula d = rt which means distance equals rate times time.

distance = rate x time

To solve for speed or rate use the formula for speed, s = d/t which means speed equals distance divided by time.

speed = distance/time

To solve for time use the formula for time, t = d/s which means time equals distance divided by speed.

time = distance/speed

Time Entry Formats hh:mm:ss

You can use a dash (-), period (.) or colon (:) as separators and must always use 2 separators. For example, 15-06-22, 15.06.22 and 15:06:22 are all interpreted as 15 hours 6 minutes 22 seconds or 15:06:22.

Entry limits allowed:

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For physics calculations with speed, displacement and velocity use our Displacement Calculator to solve for displacement s , average velocity v or time t .

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Last updated: October 21, 2023

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Pedestrian Safety Guide for Transit Agencies

Chapter 4: actions to increase the safety of pedestrians accessing transit.

Understanding pedestrian characteristics and facilities (e.g., sidewalks, crosswalks, pedestrian signals, etc.) is an important step in providing safe access to transit systems. This section introduces basic pedestrian safety concepts to help readers understand issues, solutions, and resources that are presented in other parts of this guide. Concepts addressed in this chapter include:

• Typical walking distance to transit.
• Motor vehicle speed and pedestrian safety.
• Pedestrian characteristics and behavior.

A. Typical Walking Distance to Transit

Transit route spacing and location are important considerations for pedestrian access to transit. For example, in a city with a regular street grid pattern of streets, appropriate stop spacing can be achieved when transit routes are spaced between ½- to 1-mile apart. If the stops on these routes are spaced 1/8- to ¼- mile apart, then a majority of the people in the neighborhoods served by the transit system will be within ¼- to ½-mile of a transit stop. 70

B. The Effect of Motor Vehicle Speed on Pedestrian Safety

Pedestrians accessing transit stops and stations must often walk along or cross roadways that carry motor vehicle traffic. Pedestrians may feel less comfortable and safe as nearby motor vehicle speeds increase. The faster a driver is traveling, the more difficult it is to stop (see figure below). 71 Larger vehicles, such as buses and trucks require even longer stopping distances.

Reducing motor vehicle speeds on roadways near transit stops and stations can improve conditions for transit customers and encourage more people to walk and to use transit. Lower vehicle speeds can reduce the severity of injuries when crashes occur. When hit by a vehicle traveling at 40 miles per hour, a pedestrian has an 85% chance of being killed; at 30 miles per hour, the likelihood decreases to 45%; and at 20 miles per hour the pedestrian fatality rate is only 5% (see figure below). 71

When identifying pedestrian safety issues and solutions, communities should keep in mind that pedestrians have varied characteristics (e.g., age, gender, disabilities, etc.). Different classes of pedestrians travel at different speeds, are comfortable walking different distances, and have varied levels of comfort with traffic, temperature, and time spent waiting at a transit stop. It is important for transit agencies and other partners to consider how environmental conditions impact all types of pedestrians.

C. Pedestrian Characteristics and Behavior

In addition to walking speed, pedestrians can be differentiated by spatial needs, mobility issues and cognitive abilities. It is crucial to understand the characteristics of the range of pedestrians that may be accessing transit to help develop the safest possible system.

The table below summarizes some important pedestrian characteristics to consider when making pedestrian safety improvements near transit.

Safe roadway crossing facilities should be located at the most direct crossing locations.

Understanding common pedestrian behavior is essential to promoting pedestrian safety near transit. Pedestrians typically take the most direct line possible to minimize the distance and time they must walk to reach their destination. Therefore, safe roadway crossing facilities should be located at the most direct crossing locations, which can subsequently make the safest location for crossing attractive to pedestrians. Poorly-designed environments often result in pedestrians using informal paths through properties and crossing roadways at locations without pedestrian safety enhancements.

Pedestrians traveling to transit stops are frequently preoccupied with reaching the stop before the bus or train arrives. As a result, pedestrians who are running late may take more risks than they typically would under normal conditions.

Pedestrians traveling to the bus or train may exhibit some of the following behaviors:

• Running to catch transit.
• Jaywalking, or crossing at locations that do not have pedestrian crossing facilities or safety enhancements.
• Walking between stopped or parked vehicles, including buses.
• Stepping into street to get around people waiting at a stop.

The safety treatments listed in Chapter 3 can help reduce the potential harmful effects of risky pedestrian behavior near transit stops.

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Employment Law Reasonable Travelling Distance Rules

• Last updated: 29 October 2020

IN THIS ARTICLE

If you are relocating to new premises, or asking an employee to move to another office or branch, you will need to understand how you can legally request a move. This includes exactly how far you can expect an employee to travel to their new place of work.

However, the employment law rules relating to reasonable travelling distance are by no means clearcut, where what counts as “reasonable” – and whether an employee can lawfully refuse to relocate to a new place of work – will depend on the specific facts and circumstances of each matter.

The following guide for employers and HR personnel looks at what the law says about reasonable travelling distance for employees, and what factors need to be taken into account when asking an employee to work in a different location. It also looks at ways in which you can approach any request to relocate, making the transition as smooth as possible.

Asking an employee to relocate

There are various reasons why you may be considering moving premises, or asking staff to relocate to a different branch or office, especially in the current economic climate where a move may help you to cut costs or where staff are needed in other areas of the business.

That said, even where the reasons for relocation are legitimate, your right to ask an employee to work elsewhere will primarily depend on the terms and conditions of their employment contract. If their contract of employment contains an express mobility clause requiring them to undertake their job role at a different location, assuming that clause is not too widely or unfairly drafted, they must agree to any reasonable request that falls within its scope.

For example, where a mobility clause provides that the employee has to move within certain limits, for example, within a set radius, and the proposed relocation falls within those limits, in theory the employee will be contractually obliged to work in the new location.

In limited cases, even in the absence of an express term requiring an employee to relocate, it may be reasonable to imply a term to this effect. This could be, for example, where the reason for the change to an employee’s place of work is due to business efficacy.

It could also be where a contract is silent as to an employee’s place of work but requires the employee to provide such duties as are necessary for the conduct and management of the company’s affairs. However, the ambit of any implied term is likely to be extremely narrow and would still require any new place of work to be within a reasonable travelling distance.

What is the maximum reasonable travelling distance for work?

What constitutes a reasonable daily travelling distance is not defined by legislation. This means that there is no maximum distance permitted by law, but rather you should take account of the scope of any mobility clause and apply some common sense, factoring in local traffic or travel conditions based on the extra commute involved.

What constitutes a reasonable commute distance, for example, will depend on the terms of the employee’s contract of employment, and the scope of any mobility clause allowing for relocation. You will also need to factor in local traffic or travel conditions.

In circumstances where the mobility clause requires an employee to relocate to a different part of the country, this is less about reasonable travelling distance and more about providing reasonable notice to allow an employee to find somewhere new to live. In many cases, these types of mobility clauses will also make provision for reasonable notice, or a term would be implied to this effect, especially given that this would usually necessitate moving house.

If, on the other hand, the scope of the mobility clause only allows for a more local move, or you are relying on an implied term to justify a relocation, what will be regarded as reasonable will depend on how the employee usually travels to work and how much extra time will be needed.

The cost burden of travelling a reasonable distance

The responsibility for any additional travel costs arising out of a relocation will depend on the terms of the employee’s contract. In the absence of any contractual provision to cover the cost of extra travel, or travel time, you are not obligated to compensate the employee in any way.

That said, where relocation involves additional travel time and expense, you may want to consider what financial incentives you can afford so as to make the transition smoother. Even where your request to relocate falls squarely within the scope of an express mobility clause, the offer to recompense an employee for any loss may help to minimise any objections raised.

Absent any financial incentive you run the risk of losing a valuable employee and burdening the cost of recruiting their replacement. As such, if an employee is suggesting that the travel distance for their proposed new place of work is unreasonable, offering to pay their travel expenses, or for their travel time, might help to redress the balance and resolve any dispute.

Can an employee refuse to travel to a new place of work?

If an employee wants to refuse a relocation they should raise their objections as soon as possible prior to the proposed move. In some cases, these objections may be overcome, for example, by way of financial incentive to cover the cost of additional travel. Where a dispute cannot be resolved, this may result in the employee’s dismissal or redundancy.

In theory, if an employee’s contract of employment contains an express mobility clause, any refusal to work in a different location will leave them in breach of contract. However, the mere existence of a mobility clause within the employment contract is by no means conclusive as to whether you can force an employee to move to a new place of work.

A mobility clause, even where clearly drafted and reasonable in its terms, does not necessarily mean that an employee can be forced to relocate. There may be a whole host of factors that, for a particular employee, would make a move impossible for them. This means that even where the proposed new location falls within the scope of any reasonable contractual provision, an employee may still have the right to argue that a move is unreasonable, taking into account the nature of the relocation and their individual circumstances.

This could arise, for example, where the employee’s proposed new commute – as a result of the extra travel time needed or by having to take a different travel route – interferes with childcare arrangements or creates some other serious disruption to family life. In some cases, it could even be regarded as discriminatory to require a female with childcare responsibilities, or someone suffering from a long-term medical condition affected by lengthy travel, to travel further to their proposed new place of work.

In the absence of any financial recompense, an employee could also refuse to move for economic reasons, arguing that the cost of additional travel – or the cost of additional childcare to cover the extra travel time – is unreasonable for them.

As such, you should still act reasonably when relying on the provisions of any express mobility clause, having regard to any factors or protected characteristics that may impact on the ability of an employee to work elsewhere, and offering financial incentives where appropriate. Any failure to do so could otherwise amount to a breach on your part of the term of mutual trust and confidence implied into all employment contracts.

Redundancy due to relocation

Where it is clearly not reasonable to ask an employee to relocate, but they are unable to continue in their current role at their existing place of work, for example, due to closure of the premises, the employment relationship will need to be terminated following a fair dismissal process. Given the reason for their dismissal will be redundancy, the usual redundancy pay rights will apply. This means that an employee may have the right to a redundancy payment if they have worked for you for a continuous period of 2 or more years.

Typically, where an employee has worked for you for 2 or more years, they will be entitled to statutory redundancy pay at a rate of half a week’s pay for each full year they were under 22, one week’s pay for each full year they were 22 or older but under 41, and one and half week’s pay for each full year they were over the age of 41.

If, on the other hand, an employee unreasonably refuses to move, and dismissal is the only option, they would forfeit their right to redundancy pay. What constitutes an ‘unreasonable refusal’ will depend on all the facts, but it could include refusing to move even though the new location is nearby and the employee could drive or easily take public transport.

That said, you still should proceed with caution, regardless of whether or not you can justify this course of action. Any decision to dismiss, or refusal to make a redundancy payment, could result in a claim for unfair dismissal or even unlawful discrimination. It will then be for the employment tribunal to decide the question of “reasonable travelling distance”.

Employment law reasonable travelling distance: the relocation process

Asking an employee to work somewhere else, especially where this will add extra time and expense to their daily commute, can often be met with resistance. This can give rise to all sorts of potential disputes over the reasonableness of the move, added to which there is no clearcut guidance on what constitutes a “reasonable travelling distance”.

As such, even where there is clear contractual provision requiring relocation, and even more so where the employment contract is silent on mobility, it is always best to try to secure the agreement of an employee prior to any move, rather than forcing relocation on them.

The following practical tips can help you to follow a fair process at all times, minimising the risk of any disputes and maximising the acceptance rates of affected employees:

• Clearly communicate your intentions from the outset, informing affected employees of the proposed relocation, together with the reasons why and the timescales involved. The importance of consulting and communicating with staff before making any decisions cannot be underestimated, providing employees with sufficient time to raise any objections.
• Consider any objections raised by employees on a case-by-case basis and the ways in which these can be overcome, taking into account any additional travelling time, as well as any family or other commitments that would make it difficult for an employee to relocate.
• Offer financial incentives where appropriate, such as travel expenses or an increase in salary, in this way helping to redress the balance and pre-empt any potential disputes.
• Provide employees with sufficient time to make any alternative arrangements, for example, for childcare, that may arise as a result of the extra time needed for their commute.
• Consider the use of remote working, at least for part of the week, in this way reducing the days in which any travel is required, or allow for flexible working so that employees can avoid travelling in rush hour by starting or finishing work at different times.

Legal disclaimer

The matters contained in this article are intended to be for general information purposes only. This article does not constitute legal advice, nor is it a complete or authoritative statement of the law, and should not be treated as such. Whilst every effort is made to ensure that the information is correct, no warranty, express or implied, is given as to its accuracy and no liability is accepted for any error or omission. Before acting on any of the information contained herein, expert legal advice should be sought.

Anne Morris

Anne Morris is the founder and Managing Director of DavidsonMorris . A highly experienced lawyer, she is recognised by Chambers & Partners and the Legal 500 UK as a trusted adviser to multinationals, large corporates and SMEs, delivering strategic immigration and global mobility advice. Anne is also an active commentator on UK immigration and HR matters.

• Anne Morris https://www.lawble.co.uk/author/anne-morris/ Self Sponsorship Visa UK (An Ultimate Guide!)
• Anne Morris https://www.lawble.co.uk/author/anne-morris/ Redundancy Matrix & Selection Criteria
• Anne Morris https://www.lawble.co.uk/author/anne-morris/ Can I Dismiss An Employee Who Is Off Sick?
• Anne Morris https://www.lawble.co.uk/author/anne-morris/ Long Residence Guidance (Settle in the UK)

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How Do Lions' Total Travel Miles Compare to NFL Teams

John maakaron | may 16, 2024.

• Detroit Lions

Among the many aspects of an NFL team's schedule examined is the total amount of traveling that will take place over the course of 18 weeks.

According to CBS Sports , "All 32 NFL teams will have to travel at least eight times during the 2024 regular season, but some will travel more and much farther. Teams will have to travel cross country, while some will go off to Germany and England."

Interestingly, the milage for the annual lists created is calculated by "using the linear air distance between each stadium on Google Earth."

After reviewing the travel data, the Lions will travel a total of 14,328 miles and will cross 22 time zones in the process.

Detroit's mileage total is the ninth-fewest in the NFL. Only the Falcons, Saints and Commanders will travel less than the Lions in the NFC.

In fact, Washington travels the least among the 32 teams (10,550).

In the NFC North division, the Bears are traveling 19,558 miles, while the Vikings are traveling 19,030.

Green Bay , which will travel the most among division foes, will travel 22,209 miles.

Detroit has the added benefit of being the only NFC North squad that will not travel overseas this season to plan in an international game.

In 2023, Detroit traveled a total of 13,923 miles, 405 miles less than this season.

Additional reading

1.) Lions Fans React to Rams Schedule Release Video

2.) Lions Sign Free Agent Tight End, Waive Isaac Rex

3.) Opinion: Detroit Lions Ready for Primetime Exposure

4.) Predictions for Detroit Lions 2024 NFL Schedule

JOHN MAAKARON

John Maakaron has covered Detroit Sports since 2013. Brings a vast array of experience covering the Detroit Tigers, Detroit Lions, Michigan Wolverines, Michigan State Spartans, Detroit Mercy Titans, and Oakland University Golden Grizzlies. John brings a wealth of sports broadcast experience. In 2013, John had the vision to establish the Detroit Sports Podcast Network. Has recorded over 3000 podcasts analyzing Detroit Sports. In 2019, Sports Illustrated Media Group, a historical sports media outlet, partnered with Detroit Sports Podcast to provide daily Lions content for their growing and expanding digital media outlet. Our Lions content can also be read in the newspaper at The Oakland  Passionate about Detroit Sports and it is reflected in his coverage of the local teams!

49ers will travel fifth-most miles among NFL teams next season

The 49ers' journey back to the Super Bowl next season will be a long one. Literally and figuratively.

While we await Wednesday's official release of the 2024 NFL season schedule , San Francisco's opponents next season and where they will play each game have been known for months.

And according to bookies.com , who calculated the total distances traveled by all 32 NFL teams next season, the 49ers will rack up quite a few frequent flyer miles.

Here are the five teams who will travel the furthest collective distance next season.

Here are the five teams who will travel the least amount of miles next season.

The Chargers, who travel the most amount of miles (26,803) next season amazingly will travel over 16,000 miles more than the Commanders, who travel the least amount of miles (10,550).

While the 49ers are no strangers to traveling far and wide for their games each season, and oftentimes take measures to combat their travel burdens like staying at The Greenbrier hotel in West Virginia for back-to-back East Coast games, teams like the Commanders, Bengals, Colts, Steelers and Falcons have at least a small advantage over the well-traveled clubs.

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