Changing Terms and Harmonisation

Most companies will need to make a change to the terms and conditions of employment for their staff during employment.

Because the employment relationship is governed by a contract of employment (written or not), there is significant scope for any change to trigger a breach of contract if it is not handled appropriately.

As a result, the Company must ensure that any changes that it makes are not in breach of contract. As a result, a clear understanding of what latitude there is in the contract to make the changes, whether lawfully, forcibly or by agreement is critical.

We can advise you on:

  • The contractual and legal rights for making a change
  • The legal ramifications for making a change
  • Processes to follow to comply with your legal obligations
  • How to gain lawful and binding consent from your employees
  • Support with any sale agreements (asset purchase agreement, business purchase agreements and/or share purchase agreements)
  • The impact and scope to make changes after a TUPE transfer
  • The withdrawal or reduction of any of your employee benefits (such a final salary or medical benefits)

For expert advice on changing employment terms, don’t hesitate to contact our team of experienced employment solicitors on 0800 2800 421.

Meet the team

Kathryn Evans


Andrew Crudge


Kira McKane