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Thank you for your patience earlier. When an employee (including apprentice) is provided with accommodation by their employer, there are two possible ways in which they could be allowed to occupy the property:
The most common way would be to grant the employee a licence to occupy. Unless there was a formal tenancy agreement in place, or the occupier was granted exclusive possession of the property for a term in return for rent, it is assumed that a licence to occupy would have been granted.
If there is an employment contract in place then the first step would be to check what the terms under that contract are and determine the employee's rights that way.
In the absence of a contract, the following assumptions can be made: if the employer wishes to remove the employee from the property they may only do so when the licence to occupy ends, which will occur in the following circumstances:
Therefore, if the contract is terminated, the licence to occupy will terminate as soon as the contract ends. In any other case, the employer would be expected to give at least 4 weeks' notice because a licensee who occupies a property as a dwelling is entitled to that notice under Section 5 of the Protection from Eviction Act 1977.