Transfer to the Tolland store, Ivy Petrakis
Employee transfer letter naming the new site, the manager and the start date
Moving someone between sites is only a small change on paper and a large one in their week, so the letter has to answer both. This one names the new store, the new manager and the team size, fixes the first day, funds the extra 14 kilometres for twelve weeks, and lists what carries across untouched.
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Section by section
What each section is for, so you can keep the ones you need and drop the rest.
- Letterhead and addressee
- Harborline Outdoors ledger letterhead, 8 January 2027, private and confidential, to the store manager at Ellenbrook.
- Subject
- Transfer to the Tolland store from 1 February 2027.
- Opening
- Follows the conversation on 6 January, and confirms the position, salary and service carry across.
- The new posting
- A table of position, new location, reporting line, team size and the first day with the regional manager on site.
- Travel allowance
- A callout: 14 kilometres further each way, $95 a week for 12 weeks to 25 April 2027, then it stops.
- What stays the same
- Salary, hours, leave balances, notice and continuous service from 11 July 2022, plus the handover week and successor.
- Signature block
- One party, the regional manager, with a date line.
How to adapt this document
For a transfer between departments rather than sites, replace the new location row with the new team and its function, and add a row for the duties that change, since a move across a corridor still changes the work. For a permanent relocation to another city, drop the weekly allowance and replace it with the relocation package, listing each item and its cap, plus any repayment condition if the employee resigns within a set period. For a temporary transfer to cover a vacancy, add an end date beside the start date, say what happens to the allowance when the cover ends, and state that the substantive role is held open, which is the assurance that makes people volunteer for the next one.
What makes this document work
It says what a transfer is not
It is a transfer, not a new job: your position, salary and service all carry across. That sentence is the difference between a letter that reads as a lateral move and one that reads as a re-hire, and it sets up the unchanged terms paragraph at the end.
The allowance is costed, dated and time limited
Tolland is 14 kilometres further each way, so $95 a week for 12 weeks from 1 February to 25 April 2027, paid with the pay run, and it stops after the twelfth week. Naming the end date in the same sentence as the amount is what stops an allowance becoming permanent by habit.
The handover has a week and a name
The closing paragraph says the Ellenbrook handover runs the week of 25 January with Kiri Mahon, who takes that store. A transfer letter that stops at the arrival date leaves the departure to improvisation, which is where stock counts and keys go missing.
Questions people ask
Can an employer transfer an employee to another location?
It depends on the contract and on how far the move is. Many contracts include a mobility term, but a direction still has to be reasonable, and distance, hours, travel cost and personal circumstances all bear on that. Agreeing the move first, as the opening line records here, is safer than relying on the clause.
Does the employee have to agree to a transfer?
Where the contract permits the direction and it is reasonable, agreement is not strictly required, but a transfer that is resisted rarely works. This letter follows a conversation on 6 January, which is the better sequence: talk, agree, then confirm in writing.
Should a transfer come with an allowance?
Where the move costs the employee money they did not sign up for, yes, and the amount should relate to the actual difference. Here it is $95 a week for an extra 14 kilometres each way. A transfer within the same suburb usually does not need one, and offering one sets a precedent.
Does continuous service restart on a transfer?
No, where it is the same employer. This letter states continuous service from 11 July 2022 for exactly that reason, so leave balances, notice entitlements and anything calculated on service are unaffected. It is also the sentence a payroll system needs to be checked against.
What if the employee refuses?
Treat it as a conversation about the obstacle rather than compliance. Distance, caring responsibilities, transport and cost are the usual reasons, and most are solvable with hours, a longer allowance or a later start date. Escalating a refusal before understanding it is how a transfer becomes a dispute.
Is a transfer letter a change to the contract?
Only in the term that moves, which is the location. That is why this letter lists salary, hours, leave balances, notice and service as unchanged. If the role or the reporting line is genuinely different, it is a promotion or a redeployment letter, not a transfer.
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