An employer was entitled to exercise contractual mobility clauses in order to avoid making redundancies. This was so even though, internally, the employer initially envisaged following a redundancy procedure, as it had changed its mind prior to any announcement to staff and never started the redundancy procedure. In contrast, if the employer starts down the redundancy route, it will not be able to raise the mobility clauses as a defence to a redundancy claim in tribunal. The message? Don't change horses in midstream. (Home Office v Evans & Laidlaw, CA)