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Changing Terms & Conditions of Employment

Employers may want to vary terms and conditions of employment for a variety of reasons, for example, to change employee benefits, to bring employment contracts in line with employment law requirements or to harmonise employment terms following a TUPE transfer.

Any changes to terms and conditions should be carried out lawfully, and with the agreement of your employees following a period of consultation. Failure to consult employees about changes could result in your company being sued for breach of contract or constructive unfair dismissal. Our employment solicitors advise employers on how to implement these changes successfully.

We provide all the support you need, from drafting letters of variation and new terms through to advice on negotiating and implementing the terms so 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 including:

  1. Salary
  2. Bonus
  3. Commission
  4. Garden leave
  5. Pension entitlement
  6. Health insurance
  7. Intellectual property
  8. Restrictive covenants

At Hodge Jones & Allen, our team will take time to listen and work with you, helping you to set working conditions which reflect your business brand and culture. This can be a complex legal area and it always advisable to seek independent legal advice before making any changes to terms and conditions.

Our Employment Law Solicitors are backed by four decades of experience. Our legal practice and team of London Solicitors have a strong track record of achieving favourable client outcomes. For expert legal advice use our contact form or call us on 0800 437 0322 today.

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Our offices are open from Monday to Friday from 9 am to 6 pm.

Phone:0800 437 0322
Fax:020 7388 2106
Address:Hodge Jones & Allen LLP
180 North Gower Street
London
NW1 2NB