Employers may wish to change employees’ terms and conditions of
employment for a number of reasons. For example, it might be necessary to
reduce pay or levels of benefits to cut costs, or to change employees’ duties
to reflect the fact that the employer’s business has moved on. However,
varying employment contracts can be problematic, particularly in the face of
opposition from employees.
This XpertHR “how to” guide explores how employers can achieve their goal of
changing employees’ terms and conditions of employment while minimising
legal risk.