There may be times when it becomes essential for an employer to change the terms and conditions of an employee’s employment contract, or to change collectively the terms and conditions of all the employees’ contracts. This may be due to a change in the economic environment, a restructuring, a change of location or other changes to laws and regulations.

For information about our Contract of Employment advice, drafting and consultancy service, please visit our business service page.

Changes may apply, for example, to rates of pay, hours of work, duties and responsibilities or the location of the workplace.
It is possible for an employer to change terms and conditions of an employment contract. However, that cannot be done without negotiation and agreement from employees. If the change in terms and conditions will potentially lead to redundancies, and there are 20 or more employees potentially affected, trade unions or elected representatives will need to be involved.

It is vital to check what is in the original documents and consult as far as possible on any potential changes to be made. Imposing changes without consultation could result in claims of constructive dismissal from employees, as well as the possibility of being taken to an employment tribunal or claims for damages in a civil court.

In this situation it is highly recommended that advice is sought by the employer as soon as possible to ensure due process is followed.

Visit our HR Advice service page for more information about changing terms and conditions.