Much like the rest of employment law, changing the terms and conditions of employment is not all that straightforward.
It’s a delicate process that must be handled correctly. To ensure you avoid any major mishaps, we look at the basics of changing an employee’s terms and conditions below.
Stick to the process
To change the terms and conditions of a contract, you must first liaise with your employee and make them aware of your intentions. Given the current pandemic, it’s important that you’re familiar with the process that must be followed.
Why? Because it’s likely this will happen more frequently now than ever.
Reasons for changing terms and conditions
There may be various reasons as to why you wish to change terms and conditions, including:
- Potential economic circumstances
- Business reorganisation
- Changes to laws, regulations, and legislation
It’s vital that you give your employees at least 28 days’ notice of your intentions to make any of these contractual changes to ensure there’s no breach of contract.
Employers often face problems with their employees refusing the new terms and conditions. This can make the process a lot more difficult than originally expected.
Employees can also request changes in their contracts, i.e. for pay increases, additional holiday entitlement, to change their hours of work, etc.
Before you go ahead with any changes, it’s important to ensure you’re only doing what's necessary. Remember, to make any changes you must adhere to the minimum time requirement.
Need our help?
For further complimentary advice on changing an employee’s terms and conditions from an expert, call us any time day or night on 0800 917 0771 or request a callback here.