Making changes to employment contracts – employer responsibilities

Considering employment contract changes

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A contract between an employer and an employee or worker is a legally binding agreement. A contract can be agreed verbally or in writing.

Any changes to the contract must be agreed by both the employer and employee or worker, or in some circumstances with a trade union or other employee representatives.

Find out more about employment contracts

What to consider first

As an employer, before you propose an employment contract change, you should consider:

  • what issue you're trying to solve
  • if a contract change is definitely needed to solve it

This can help you be clear about what you want to achieve and the different ways you could achieve it.

For example, if you're looking to reduce business costs, you might look at how you can improve ways of working or make savings elsewhere before considering potential contract changes.

Exploring options and being clear about why a contract change may be needed will help when it comes to informing and consulting with employees and representatives about potential contract changes.

When you might consider employment contract changes

Examples of when employers may need to consider employment contract changes include:

  • to make sure contracts are up to date with new laws or regulations
  • to better reflect someone's job role, if it has changed
  • to introduce new terms and conditions, for example contractual redundancy pay or enhanced maternity, paternity, parental or adoption leave and pay
  • to reflect changes to an organisation, for example if it's considering moving to a different location or changing who people report to
  • helping an organisation better adapt to changing customer needs
  • economic reasons, for example if an organisation is considering a restructure or other changes to stay competitive in a changing market

While in some circumstances changing an employment contract can bring benefits to an organisation and its employees, it can also bring significant risks. You should think carefully about the best way to address the issue you're trying to solve.

Risks to consider

Changing contracts can sometimes cause tensions in an organisation. If changes are not managed well then risks may include:

  • damaging working relations
  • legal claims, for example claims of breach of contract or constructive dismissal
  • a decrease in commitment and performance, if employees do not support the changes, or feel they have not had the opportunity to inform decisions
  • increased levels of stress or absence
  • unlawful discrimination, for example if changes are introduced that apply to a group of employees but put employees with a certain 'protected characteristic' at a disadvantage
  • valued people leaving an organisation, if you propose a change they do not support or agree to
  • reputational damage to an organisation or brand, making it difficult to attract new employees
  • strikes or other industrial action if there's a trade union
  • collective action by a group of employees that's not authorised by a trade union ('wildcat' industrial action)

Understanding your options for making a change

If you feel you may need to propose a contract change, your approach to exploring the change may depend on:

  • the number of employees or workers affected
  • whether your organisation has a recognised trade union or other established ways of consulting employees

For example, if the change you're considering is specific to a certain employee, you should discuss and try to agree the change with them directly, including their representative if they have one.

If the change affects a number of employees' contracts, it may be more appropriate and effective to discuss this with any employee representatives as well as individual employees. For example, if there is a trade union, employee forum or joint consultative committee in your organisation.

If you're considering changes to terms and conditions covered by an agreement with a recognised trade union (a 'collective agreement'), then by law you must always consult with that union.

Find out more about:

If there has been a TUPE transfer

There are important additional considerations if you're thinking about changing an employment contract after a TUPE transfer.

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Please do not include any personal information, for example email address or phone number. Unfortunately we cannot respond to individual requests for information. If you need help, contact our helpline on 0300 123 1100