Changing Terms & Conditions of Employment

Managing employment contract changes.

Business needs evolve, and sometimes this means updating employment terms and conditions. Whether you’re relocating offices or adapting working patterns, making these changes requires careful handling to protect your business and your relationship with your employees.

When you need to modify employment terms, it’s crucial to take the right approach. Our employment law specialists help you navigate these changes effectively, ensuring compliance while minimising disruption to your business.

Our employment team supports you by:

• Reviewing existing contracts to identify your rights to make changes
• Advising on the obligations to consult whether individually or collectively
• Ensuring compliance with the latest statutory requirements
• Assessing potential claims and developing risk management strategies
• Guiding you through any trade union considerations
• Creating clear communication strategies for your team

Fire and rehire: understanding the latest guidance

In some cases, it may be necessary to give effect to the proposed changes by giving notice to terminate the existing contract and then offering to immediately rehire the employee on the new terms following the expiry of the notice (“Fire and Rehire”).

The Statutory Code of Practice (July 2024) establishes “Fire and Rehire” as a last resort option. While this approach remains available, it risks any affected employees claiming unfair dismissal. Our team helps you explore all alternatives before considering this option.

Our team provides practical, commercial guidance that helps you implement necessary changes whilst maintaining positive employee relationships. Our approach focuses on finding solutions that work for your business whilst understanding and mitigating risk.