What happens if a contract is out of date, or does not reflect the intention of the employer?
What can an employer do to help an employee adapt to a change in his or her contractual terms?
If a term in a contract is discretionary or flexible, does this mean that the employer can change it?
What mechanisms are there to allow the employer to change the terms of a contract?
Is there any way to change the terms of an employee's contract if there is no provision for the change in the contract?
Can an employer change an employee's hours where there is no contractual clause authorising it to do so?
How can an employer improve the chances of an employee agreeing to a change in terms and conditions?
Do all employees have to agree to a change to their contractual terms before the employer can implement the change?
Can an employee refuse to accept a variation to his or her terms and conditions of employment but continue to work under the new terms?
Is it possible to change the terms of a contract by dismissing an employee then re-engaging him or her under different terms?
Why should employers take into account collective consultation when varying employees’ contractual terms and conditions?
For how long is an employer obliged to consult with employees to obtain agreement to changes to their contractual terms?
If a contract of employment contains a flexibility clause, does the employer have to consult with the employee before it implements a variation to his or her terms and conditions?
How should an employer weigh up its options where only a small number of employees have agreed to a proposed contractual variation?
When will a term agreed through a collective process be binding on individual employees?
Can employers use an intranet to advise employees of changes to policies and procedures?
Can an employer use an intranet to advise employees of its wish to make a change to their contractual terms?
Where an employer has used its intranet to advise employees of its wish to make a change to their contractual terms, can the employer treat the fact that its employees have not objected as their acceptance of the change?
What procedures must an employer follow if it needs to cut employees’ pay?
Can an employer change the date on which it pays its employees?
The steps that an employer may be able to take to assist an employee in adapting to a change in his or her contractual terms will depend on the nature of the change. For example, if the employee’s place of work has changed, the employer could offer a temporary later start time to allow the employee to become accustomed to travelling to the new location, or financial assistance for any increased travel costs. If the employer is introducing a new shift pattern, it should provide employees with a detailed explanation of how it will operate, and answer any questions they have, during the consultation period. Alternatively, if a new term is detrimental, for example a pay cut, the employer may want to consider a phased introduction, rather than making the entire deduction at once.
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