In order to avoid redundancies, you may have already asked staff to agree to temporary flexible working measures, such as reduced hours. But if there aren’t enough volunteers, how do you impose the
changes that you need to make?
Published 19.06.2009
Due to the crisis you need to make cost savings so you’ve tried to reduce an employee’s hours and pay by mutual consent. They’ve refused to negotiate but you still wish to proceed. What are your
options?
Published 18.05.2020
You want to make some changes to your employees’ employment contracts. Can you simply ask them to sign on the dotted line? If not, what’s the current legal thinking as to what you must do first?
Published 07.02.2008
You want to vary the terms of an employee’s contract but aren’t sure how they are going to react. If they continue to work without protest, can you take this as a sign that they’ve accepted the
change?
Published 24.08.2018
Your employees receive a car users’ allowance, but there’s a clause that entitles you to vary the rates, without notice. When you reduce the rate, some staff claim breach of contract. What’s the
likelihood of you winning the case?
Published 12.12.2008
When you need to vary terms and conditions of employment you should first seek the agreement of all affected employees. If the majority are happy to agree, would that allow you to safely dismiss the
dissenters?
Published 09.09.2014
In February 2016 the government announced that it would impose new contracts on junior doctors without their consent. Does that mean you can force new contracts on your employees without their
consent too?
Published 10.03.2016
If you need to change one or more terms of an employment contract for genuine business reasons, you have three main options to effect that change. What are they and what are the risks?
Published 06.03.2024
An employee has been awarded £22,000 by the tribunal because his employer imposed a change to his working hours. Why was this such a costly error?
Published 10.10.2017
As a general rule, you can’t amend any documents which have contractual force without first having your employees’ express and prior consent. Fair enough, but is there any way you might be able to
retain some flexibility here?
Published 05.06.2013