公司搬遷員工不去能不能得到賠償

用人單位同(tong)城搬遷，按各地(di)規定，勞動合同(tong)繼續(xu)履行，員工(gong)不去的，不予(yu)支付經濟補(bu)償(chang)金。

關于勞(lao)(lao)(lao)動(dong)合(he)(he)同(tong)(tong)(tong)繼(ji)續(xu)履(lv)行(xing)問題。根據《勞(lao)(lao)(lao)動(dong)合(he)(he)同(tong)(tong)(tong)法》第三十三條的規(gui)定(ding)，企業變(bian)更名稱、法定(ding)代表(biao)人、主要負責人或者投資人(股(gu)東(dong))等事項，不(bu)影響(xiang)勞(lao)(lao)(lao)動(dong)合(he)(he)同(tong)(tong)(tong)的履(lv)行(xing)。根據《勞(lao)(lao)(lao)動(dong)合(he)(he)同(tong)(tong)(tong)法》第三十四條的規(gui)定(ding)，企業發生合(he)(he)并或者分立等情(qing)況，原勞(lao)(lao)(lao)動(dong)合(he)(he)同(tong)(tong)(tong)繼(ji)續(xu)有(you)效，勞(lao)(lao)(lao)動(dong)合(he)(he)同(tong)(tong)(tong)由承繼(ji)其權利和義務的企業繼(ji)續(xu)履(lv)行(xing)。

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企業(ye)在(zai)本市行政區域內(nei)搬遷，職(zhi)(zhi)工(gong)(gong)(gong)(gong)(gong)上下班(ban)可(ke)乘坐本市公共交通(tong)工(gong)(gong)(gong)(gong)(gong)具(ju)(ju)，或企業(ye)提供交通(tong)補(bu)貼(tie)、免費交通(tong)工(gong)(gong)(gong)(gong)(gong)具(ju)(ju)接送等(deng)便利條件，對職(zhi)(zhi)工(gong)(gong)(gong)(gong)(gong)生(sheng)活未造成明(ming)顯影響的(de)，勞動(dong)合(he)同繼續履行。原勞動(dong)合(he)同繼續履行的(de)，企業(ye)不需(xu)支付經濟(ji)補(bu)償。企業(ye)與職(zhi)(zhi)工(gong)(gong)(gong)(gong)(gong)應當按照(zhao)勞動(dong)合(he)同的(de)約定，全面履行各自的(de)義務，企業(ye)不得(de)擅自降低職(zhi)(zhi)工(gong)(gong)(gong)(gong)(gong)薪酬待遇；職(zhi)(zhi)工(gong)(gong)(gong)(gong)(gong)的(de)本企業(ye)工(gong)(gong)(gong)(gong)(gong)作年(nian)限(xian)(xian)連(lian)續計(ji)算，雙方(fang)可(ke)在(zai)勞動(dong)合(he)同或以其他書(shu)面形式注明(ming)職(zhi)(zhi)工(gong)(gong)(gong)(gong)(gong)在(zai)本企業(ye)的(de)工(gong)(gong)(gong)(gong)(gong)作年(nian)限(xian)(xian)。

公司搬遷如何賠償

如果是比較遠的搬遷或者(zhe)跨(kua)市的搬遷(qian)，勞(lao)動(dong)(dong)(dong)者(zhe)不同意(yi)變(bian)更，屬于勞(lao)動(dong)(dong)(dong)合(he)同訂立時所依(yi)據(ju)的客觀(guan)情況發生重大變(bian)化，致使(shi)勞(lao)動(dong)(dong)(dong)合(he)同無(wu)法履行，經用人單(dan)位(wei)與勞(lao)動(dong)(dong)(dong)者(zhe)協商，未能就變(bian)更勞(lao)動(dong)(dong)(dong)合(he)同內容(rong)達(da)成協議的情形。用人單(dan)位(wei)應提(ti)前三十日以(yi)書面形式通知勞(lao)動(dong)(dong)(dong)者(zhe)本人或者(zhe)額外(wai)支付勞(lao)動(dong)(dong)(dong)者(zhe)一個(ge)月工(gong)資后，可(ke)以(yi)解(jie)除勞(lao)動(dong)(dong)(dong)合(he)同。

法律依據：

《勞(lao)動合(he)同法(fa)》第(di)四十條規定：有下列情形之一的(de)，用人(ren)單位提(ti)前三十日以(yi)書(shu)面形式通知勞(lao)動者(zhe)本人(ren)或者(zhe)額外支付勞(lao)動者(zhe)一個月工(gong)資后，可以(yi)解除勞(lao)動合(he)同：

(三(san))勞(lao)動(dong)合同(tong)(tong)訂立時所依據的(de)客觀情況發(fa)生重大(da)變化，致使勞(lao)動(dong)合同(tong)(tong)無法履行，經用人單(dan)位(wei)與勞(lao)動(dong)者協商，未能(neng)就變更(geng)勞(lao)動(dong)合同(tong)(tong)內容達成協議(yi)的(de)。勞(lao)動(dong)法第二十(shi)六條(tiao)也有(you)同(tong)(tong)樣的(de)規定。

第四十六條：有下列情形之一的，用人單位應(ying)當向勞動(dong)者(zhe)支付經濟(ji)補(bu)償：

(三)用人單位依照本(ben)法(fa)第四十條(tiao)規(gui)定(ding)解(jie)除勞動合同的；

第四十七條：經濟補償按勞動者在(zai)本(ben)單位工作的年限，每滿一年支付一個月工資的標準向勞動者支付。

六(liu)個(ge)月以上不(bu)滿(man)一年(nian)的(de)(de)，按(an)一年(nian)計(ji)算；不(bu)滿(man)六(liu)個(ge)月的(de)(de)，向(xiang)勞動(dong)者支付半個(ge)月工資的(de)(de)經(jing)濟補償。

勞動者月工(gong)(gong)資高于用(yong)人(ren)單位所在直(zhi)轄(xia)市、設區的(de)(de)市級人(ren)民政(zheng)府公布的(de)(de)本地(di)區上年(nian)(nian)度職工(gong)(gong)月平均工(gong)(gong)資三(san)倍的(de)(de)，向(xiang)其(qi)(qi)支(zhi)付經(jing)濟(ji)補(bu)償(chang)的(de)(de)標準按職工(gong)(gong)月平均工(gong)(gong)資三(san)倍的(de)(de)數額支(zhi)付，向(xiang)其(qi)(qi)支(zhi)付經(jing)濟(ji)補(bu)償(chang)的(de)(de)年(nian)(nian)限最高不超過十(shi)二年(nian)(nian)。

本條所(suo)稱月工資(zi)是指勞動者(zhe)在勞動合同解除或者(zhe)終止前十二個(ge)月的平均工資(zi)。