Why choose Hodge Jones & Allen?
We understand that as your business evolves, so might the needs of your employees and your recruitment strategy. Changes to the law may also trigger the need to change terms and conditions. Any changes to terms and conditions should be carried out lawfully and with the agreement of your employees following a period of consultation.
Our employment solicitors advise employers on how to implement these changes successfully. Failure to consult employees about changes could potentially result in your company being sued for breach of contract or receiving resignations, prompting constructive unfair dismissal claims. This could leave your business exposed to the risk that your employees leave without you being able to protect against any restrictive covenants that you had in place.
We can assist you with making changes to contracts of employment and guide you through the consultation process with employees. We provide all the support you need, including:
- drafting letters of variation and new terms
- advice on negotiating and implementing the terms
- ensuring you comply with your legal obligations
Incentivising employees is key to bringing about change and we know that incentives can take many forms. We help a wide range of industry sectors to change terms and conditions relating to key aspects of employment.
