For more information and advice on terms and conditions of employment, please contact us on 01332 226 155 or complete the form below.
If it becomes necessary to change the terms and conditions of your employees’ contract, you must follow a fair and thorough process to avoid claims being made against your business. If the changes are to affect more than 20 employees, a collective consultation process may also be required.
Terms & conditions of employment
Upon instruction, you will be allocated a solicitor for the duration of your case who will work closely with you to understand your business and deliver tailored advice to achieve your desired outcome.
Depending on your specific requirements, it may be possible for your solicitor to provide you with a step-by-step action plan that allows you to make the changes to the employees’ contract terms and conditions in-house. Alternatively, our solicitors can make the alterations for you, supporting you with the initial consultation meetings through to redrafting the terms and conditions based on your objectives.
You will also be provided with access to our comprehensive document bank, which contains a wide range of resources, including letters and meeting plans, to use throughout the process.
Terms & conditions of employment
Our team of employment lawyers regularly advise clients on making modifications to their employees’ contracts, ranging from single changes through to entire workforce alterations.
Often assisting large national organisations with changing terms of employment following a restructure, our solicitors ensure that they are protected against claims and avoid unnecessary dismissals, whilst retaining the functionality of their business.
Many of our employment lawyers have previous experience of working within HR roles, providing them with an insight into the practicalities of delivering such processes and enabling us to advise in a more understanding and knowledgeable manner.
Our Employment & HR team also has significant experience in advising organisations on reducing the financial pressures induced by employee benefits including sickness, maternity and paternity leave pay. Careful management of internal communications throughout implementing these changes can help to reduce expenditure and maintain staff morale.
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