You will likely need to change your employees\u2019 employment contracts as an employer. However, when you make changes to contracts of employment, there is a process you need to go through. This includes considering the changes, consulting staff and their representatives and agreeing on the changes. Once you and your employee have agreed on the changes, there are specific actions you must take to secure the contractual changes. This article will explain what you, as an employer, need to do once employment contract changes are agreed upon in England. <\/p>\n\n\n\n
Employment contracts can be either in writing or verbal. Hence, where you have agreed on certain changes, there is no requirement for you to ask your staff to sign a new employment contract. <\/p>\n\n\n\n
However, it is good practice to put an employment contract change in writing. Putting employment contract changes in writing can ensure that you and your employee are clear on the changes. Hence, it can prevent future disagreements. You may choose to put the written changes in the format of:<\/p>\n\n\n\n
Whatever written format you choose, it is a good idea to: <\/p>\n\n\n\n
However, there may be times when your employment contract changes have been agreed upon and are required to be put into a formal written format. This will depend on the nature of the employment contract changes. <\/p>\n\n\n\n
Therefore, where there are changes to terms which are legally required to be in your employee’s written statement of employment particulars<\/a>, this written statement will need to be amended to reflect the new changes. You must do this within one month of when the changes occurred. Alternatively, if the changes form part of a collective agreement with the trade union, you have two months to make the alteration in writing.<\/p>\n\n\n\n Changes which you need to include in the written statement of particulars include changes to:<\/p>\n\n\n\n