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contract changes

Changing the Terms and Conditions of Employment for your Employees

From time to time employers may need to change aspects of their employees’ terms and conditions of employment. This could vary from the changing of their duties and job role, to changing their location of employment, hours and shifts of work or even salary. For changes to duties and job roles, it is always good to include a clause in their employment contract which may give flexibility for this.

changing terms and conditions for employees

To change the significant terms of employment such as salary, location, hours and place of work, the following will help:

·     A clause in the employment contract permitting such changes with notice (‘from time to time the Company may change or vary the employee’s terms and conditions of employment to reflect the needs of the business or changes in legislation.’)

·     Agreement from the employee 

·     Providing the correct notice period and consulting with the employee

Change of location;
To change an employee’s location of work it is important that a mobility / relocation clause is included in the contract of employment. 

TUPE employees;
Changing terms and conditions of employment for TUPE employees would be approached differently. Such changes would be based on ‘economic, technological or organisational reasons for changes in the workplace’. 

Consultation is key to limiting risks of an unfair dismissal or breach of contract claim.

Provide the employee with the proposed new terms and conditions at the first consultation for them to review and consider and explain the genuine business reasons for the changes needed. Provide a clear end date for when you expect the new terms and conditions will come into effect.

For any further advice or information please contact the team here at SFB Consulting .Our offices are based in Bishop’s Stortford and London, but we offer our services and consultancy UK wide. 

T:01279 874 676 

E:info@sfb-consulting.com