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Employment Law for Businesses

Changing Terms & Conditions of Employment

Susie
Al-Qassab
Partner
Homa Wilson
Partner

If you want to make changes to the terms and conditions of your employee’s employment it’s important to do it in line with the law. Changes in your business mean this is something you may have to do as the world changes around us and as we know this can be complicated, we can help.

Our expert lawyers will be able to support you around a range of contractual issues regarding making changes to terms of employment. You should always proceed with caution when considering such changes, in the knowledge that any unilateral changes are likely to be unlawful and unenforceable.

Changing terms & conditions relating to key aspects of employment

We help a wide range of industry sectors to change terms and conditions relating to key aspects of employment:

  • Salary
  • Bonus
  • Commission
  • Garden leave
  • Pension entitlement
  • Health insurance
  • Intellectual property
  • Restrictive covenants

"THANK YOU FOR RESOLVING SO QUICKLY AND FOR KEEPING ME INFORMED OF ANY UPDATES."

Why choose Hodge Jones & Allen Solicitors?

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.

"HOMA FORMULATED A CLEAR STRATEGY IN ORDER TO DEAL WITH THE MATTER, WHICH RESULTED IN A VERY POSITIVE OUTCOME FOR ME BOTH PERSONALLY AND FINANCIALLY."

What outcome can I expect?

If one of your employees brings a claim as a result of you changing or varying their employment contract then we can defend your business at an Employment Tribunal.

Contact our specialist team on
or request a call back.

Featured case

Guided business through the process of changes to its sales team

Following a reorganisation of its business and changes to its sales team, our client wanted to vary its bonus scheme in order to harmonise it throughout the business. We guided the business through the process of consulting with employees and drafted new terms and conditions.

Meet some of our highly experienced team

Frequently asked questions

Can I change my employees’ contract of employment?

It may be possible to vary the terms of your employees’ employment contracts, however this should be done very carefully and, where necessary, after consultation with any affected employees.

The starting point is to look at the existing contract and check whether it permits the variations you are proposing.

Are there any consequences for my business if I change the terms of my employees’ employment contracts?

Potentially, yes. If you do not implement any changes reasonably and do so without agreement and consultation, then your business may be at risk of legal claims for breach of contract or constructive unfair dismissal.

You may also be unable to enforce any restrictive covenants in your departing employees’ contracts and may risk reputation damage.

Further Reading
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