• Employee contract rights

Changing a contract of employment lawfully

Make fair and legal contractual alternations that respect your employees’ rights..

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Contracts of employment help the business world go round. They make sure your employees are aware of their responsibilities and protect your staff’s contractual legal rights .

But it’s still a tricky area when it comes to changing a contract. You may need, or want, to do this for a number of reasons.

If this change is because of the coronavirus, for example, you can check our back to work navigator tool to help you out.

However, you can read the finer details of making a change in the rest of this guide. Let’s take a look.

Can you make changes to employment contracts?

So, can an employer change contract details? Yes, you can. But you need to consider your employees’ rights. There are only three ways to make this change:

  • You speak to your employee and ask them to make a change--and they have to agree.
  • Ask the employee’s representative about a change--and they also have to agree.
  • If you have a clause in their contract that allows you to make changes.

Once you agree on the change, and put that in writing, then you can go ahead. Let’s take a look at that side in more detail.

Can an employer change a contract without an agreement?

Not in most circumstances. If you don’t do that and go ahead anyway, that can lead to a breach in contract. Which can have legal consequences.

A major issue here is if an employee thinks, “Can my employer change my contract without consent?” Again, no. You can’t. Even if you have the clause in their contract, you must still talk about the changes you plan to make with the employee in question.

And if they ask, “Can an employer change your contracted hours?” Yes, you can. But you need to get the employee’s consent before going ahead.

So, making any change in a contract is about checking existing contracts and seeing what was signed by the employee.

Then you can take steps to try to make changes, but only if staff agree. So, how can you go about all of this?

Changing terms and conditions of employment

Okay, with the above all in mind what do you need to consider if you want to go about changing contract terms?

It’s a complex process and you do need to remember the needs of your employees, as well as those of your business.

Under current employment law, change of contract can go ahead if you need to make any alterations. But there can be legal and HR consequences if you don’t handle the changes appropriately.

For example, if you’re planning on changing contracted hours then you do have the right to do so. Other common amends can include:

  • Salary changes (either raises or reductions).
  • Relocation requirements for the business.
  • Job duty changes.
  • Fringe benefits.
  • Maternity or paternity rights.
  • Updates due to changes in British laws.

But there are laws you’ll need to follow to make a change of contract at work.

First, remember that varying a contract of employment can’t happen unless the employee consents to it—you must provide a good business reason for making any adjustments and explain these to the staff member clearly.

Providing your reasons in writing is good business practice. But there are still a number of ways you can vary your contracts:

  • Collective agreement between you and your employee.
  • Variations already established in the contract.
  • Through independent decision of the new terms (a unilateral imposition).
  • Through dismissal or re-engagement of the changes.

For the final point, if employees don’t agree to the amends then you can dismiss them and try to re-engage them under new terms and conditions. Consider that option carefully, however, as it can create legal problems.

And there are some updates you can make without getting your employee’s agreement. For example, as a business you can improve your bonuses and perks as you see fit.

Also, changing contracts of employment is suitable if you’re promoting a member of your staff. You’ll need to do this, for example, to update their responsibilities and wage.

An employee will agree to these changes when they sign their new agreement with you.

The contract change process to follow

Before changing other details in your employment contracts, you should do the following:

  • Have a discussion with the employee or their representative.
  • Provide details about why the change is necessary.
  • Take into account ideas about how you can do things differently.

You can adapt a contract by:

  • Reaching an agreement with your staff member or trade union.
  • Using a flexibility clause in the employment contract.

But once you have agreed to these changes, you can send the staff member a change of contract letter that explains the discussions held and what is being adjusted in their contract.

You’ll need to do this within one month of the changes taking effect.

How to change employment contracts due to coronavirus

As an employer, you may ask yourself, “Do I need to make changes to employment contracts due to COVID-19?” There’s a possibility you may have to make some changes to the:

  • Hours staff work.
  • Duties they complete.
  • Pay they receive.
  • Benefits they receive.

So, if you’re thinking, “I want to change employment contracts for my employees due to COVID-19 what are my options?”

You can’t just change them as and when you feel like it. You still need to get the consent of each employee before making any change.

That’s unless you have a clause in their contract that allows you to make a change.

This means you’ll need to approach staff and discuss options with them. They have the legal right to accept or reject what you’re planning. But if you highlight that it’ll help the business through the pandemic, they’ll likely want to help you.

And that’s especially the case if you tell them the changes will only be temporary.

For example, if you choose to furlough an employee (the UK government’s Job Retention Scheme runs until the end of October 2021).

We have a furlough navigator tool you can use to help you out there.

So, to summarise the above, changes to employment contract due to coronavirus are okay, as long as you receive agreement from staff.

How much notice is required to change a contract of employment?

A change of employment contract notice period needs a “reasonable” amount of time.

For example, if you’re moving location as a business you’ll need to provide plenty of time for them to relocate.

However, if you’re making an update such as a change in hours then this will need much less time to manage.

But you should always check your employee’s contract anyway, just to make sure if there’s a specific amount of notice you must provide.

After you make a change to a contract, you need to provide written notification within four weeks.

Changes to employment contracts without notice can lead to a breach of contract claim. You should always push to get your employee's consent for any amends.

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Change of Employment Contract Terms

  • Employment Team
  • 29 August 2022

IN THIS SECTION

A change of employment contract terms can present legal risk for employers and can raise significant concerns with affected employees.

In this guide for employers, we explain the legal position on varying contract terms and how to approach any such change with individuals to reduce potential for complaints and negative impact on working relations and morale.

Can employers change employment contract terms?

In most cases, employers cannot lawfully change contract terms without first having each individual’s prior agreement, unless the contract allows them to do so under a specific flexibility clause. The flexibility clause, also referred to as a variation clause, being relied on must permit the employer to change the particular term in question.

To ascertain if you have the contractual right to make the change, you will need to refer to the individual’s employment contract. Where a relevant clause is identified, you will need to understand if the wording of the term supports the change and if the term includes any additional provisions or requirements in order for the change to be made, such as giving requisite notice of the variation.

If the wording of the flexibility clause is not clear or does not support the change being proposed, the individual may be able to refuse or challenge the change.

In some circumstances, the change may be implied where the individual has already worked under the new or changed conditions for a significant period, unless they are specifically ‘working under protest’, as we discuss below.

This is a highly technical area requiring specialist legal advice to understand your position in light of previous tribunal rulings and to understand the obligations on you to avoid being subject to a grievance or tribunal claim.

How to change employment contract terms 

Before making a change to an employee’s contract, you should first obtain their consent. You can do this by discussing and explaining the proposed change with the individual or their representatives, if relevant. You should provide full details of the change and the reasons for making the change. You should also use this as a consultation and listen to any suggestions, feedback or alternatives that the individual puts forward.

If the employee accepts the change in contract terms 

If the individual agrees to the changes, the new term should be incorporated into the contract of employment and you should provide a copy of the revised contract to the individual within one month.

If the employee does not  accept  the change in contract terms 

If the change is permitted due to a flexibility clause in the contract, technically you can bring in the change without the individual’s agreement provided the clause allows this and it is reasonable in the circumstances. Likewise, if the change is covered by a statutory right, the employer can insist on the variation. However, employers should be aware that imposing changes can be detrimental to employee relations, so it is important to proceed with caution, and to be open and clear about the reasons for the change.

If the employee has concerns about the proposed changes, they should raise these with you as soon as possible, ideally as part of the consultation and discussion phase.

In the event there is no resolution through informal negotiations, the employee may choose to raise a grievance under your organisation’s internal procedure. They could refuse to work under the new conditions or they could decide to resign and claim constructive dismissal.

Alternatively, they may continue to work but state that they are  working under protest and that while they continue to do their job, in doing so they are not accepting the change in terms. Working under protest is a temporary status applicable only while the matter remains unresolved. To rely on working under protest, the employee will need to make their employer aware of their objections to the contract change. This should be done in writing on a regular basis, for example each time they are paid, to reconfirm the position while in dispute.

Fire and rehire 

IN extreme cases, the employer may move to terminate the employee’s contract and rehire them on a new contract with new terms and conditions. This is known as ‘ fire and rehire ‘. The employer must ensure they follow the relevant redundancy procedure.

This course of action is considered high risk as it is generally considered damaging to workforce relations and the employer brand, while exposing the employer to potential claims for unfair dismissal and breach of contract.

Employers may, as a last resort, end a contract and re-employ someone on new terms and conditions.

Breach of contract

It would generally be a breach of contract by the employer to impose changes to a contract without prior consent where the employer does not have authorisation (such as under the variation clause), regardless of whether adequate notice is given. Breaching the terms of the employees employment contract can give rise to claims and damages.

Employees are protected from breach of contract in relation both to express provisions within the signed contract of employment or where it is a right implied by law, such as the duty to pay wages.

In most cases, employers and employees are expected to try and resolve workplace disputes – such as breach of contract terms – informally as soon as they arise. Where this fails, the employer should have an organisational internal grievance procedure to allow employees to raise a complaint formally.

Only where these routes have been exhausted would employees usually pursue litigation, either bringing an employment claim to the tribunal and/or a claim for breach of contract.

The legal options will also depend on the nature of the dispute. Employers should ensure they follow the correct grievance procedure when handling workplace disputes to avoid escalating grounds for complaint.

Can an  employee  request changes to their contract?

It is open to an employee to request changes to their contract, but the employer will have to accept these proposals and are generally under no legal requirement to agree. Much will depend on the nature and circumstances of the change. For example:

  • If the employee has already been working to different terms, for example, they have started a different role for the same employer, it would be reasonable to ask that this change is reflected formally within the contract.
  • If the employee wants a flexible working arrangement, they should follow their employer’s procedure to make a flexible working request .

In most other circumstances, it will be a matter of raising the query with the employer and discussing what the change is and would mean. The employer can then consider the request and can raise any concerns or objections to the change. This may also involve negotiating and comprising to come to an agreement that both parties are happy with before the change is accepted.

If the employee refuses the change, the employee may be able to raise a grievance to challenge the decision.

Impact  of different types of employment contract

Employee rights will be determined in large part by their employment status and the type of contract they have .

In today’s economy, a number of different employment contracts are used. These include full-time and part-time permanent contracts, fixed-term contracts , zero hour contracts and contracts for agency staff, freelancers, consultants and contractors.

Permanent employment contracts apply for example where an individual is employed for regular hours for a salary or hourly rate on an indefinite basis and until such time as the employer or the employee no longer wish the employment to continue. Permanent contracts can apply to full-time or part-time employees. Employees with a permanent contract have full statutory employment rights.

Fixed-term contracts have a set end date or endpoint when the employee and employer have agreed the contract of employment will be terminated. The term can usually be extended by mutual agreement. Fixed-term employees are entitled to the same legal protections and rights as permanent employees and should not be offered less favourable terms due to the fixed-term basis of their employment.

Note also that fixed term contracts of four years or more may be automatically deemed a permanent contract.

Zero hour contracts, also referred to as ‘casual’ contracts, are used where the employer wants to employ the individual but they cannot commit to a minimum or regular number of hours. Zero hour workers still benefit from statutory employment rights including minimum wage, statutory sick pay, where eligible, and statutory minimum notice periods.

Employment  contract fundamentals 

A contract of employment does not have to be written but it is best practice for all employees to be provided with a written document setting out the terms and conditions of their employment. This helps to provide clarity over the rights and obligations of both the employer and the employee and to avoid misunderstandings that can result in dispute.

In addition to standard terms and conditions, employment contracts should be drafted to ensure optimal protection for the employer, with relevant and appropriate provisions such as flexibility clauses, mobility clauses, restrictive covenants. Taking professional advice to review and draft your contracts will help ensure your interests are protected.

By law, employees with an employment contract of one month or more must be provided with a written statement of particulars at the start of employment. The document should include specific information relating to the employment including, among other details, the employee’s and employer’s names, employment start date, holiday entitlement, place of work and whether there may be a requirement to relocate.

Without a written statement of particulars, should an employment claim arise, the tribunal will decide on the terms to be applied when deciding the case.

Employment contracts can vary by organisation, job type, and employment status of the individual.

As a minimum, a contract should include:

  • Employer’s name and contact details
  • Employee’s name
  • Employment start date
  • Job title and description of duties
  • Working hours
  • Place(s) of work
  • Details of pay – amount, frequency
  • Details of any continuous employment that will apply
  • Holiday entitlement

As well as the principal elements of the contract, the employer will also have to provide information specific to the employment and their duties as an employer. For example:

  • Notice period both for employer and employee
  • Duration of employment
  • Policy on sick leave and pay
  • Disciplinary procedures
  • Grievance procedures
  • Pension scheme arrangements

These do not all have to be in the same document, but if they are separate, it must be made clear to you where to find the most up to date version, for example, in your employee handbook.

Need assistance?

DavidsonMorris are business employment law specialists. We have extensive expertise in employment documentation and contracts, including managing processes for change , giving full consideration to the required notice period for changing contract terms and the importance of employee engagement and communication throughout the process.

If you have a question or need advice on any aspect of changing employment contract terms, contact us .

Change of contract terms FAQs 

Can an employer change terms of employment contract.

Employers have to act reasonably when making changes to contract terms. Flexibility clauses are included in some employment contracts, which would permit the employer to modify certain terms. Several factors, including as how the clause is worded and the desired variation, will determine whether the employer can rely on this to implement the changes sought.

How much notice do you need to give to change an employment contract?

Employers have to give the employee written notice of at least four weeks to make changes.

Do I have to accept a change to my employment contract?

Depending on the circumstances, an employee may decline to accept a modification or alteration to the terms and circumstances of their employment contract. Employers are advised to discuss any issues and explore alternatives that may result in agreement.

Last updated: 29 August 2022 

About DavidsonMorris

As employer solutions lawyers, DavidsonMorris offers a complete and cost-effective capability to meet employers’ needs across UK immigration and employment law, HR and global mobility .

Led by Anne Morris, one of the UK’s preeminent immigration lawyers, and with rankings in The Legal 500 and Chambers & Partners , we’re a multi-disciplinary team helping organisations to meet their people objectives, while reducing legal risk and nurturing workforce relations.

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  • EXPLORE Random Article

How to Change a Contract of Employment

Last Updated: March 29, 2019 References

This article was co-authored by Clinton M. Sandvick, JD, PhD . Clinton M. Sandvick worked as a civil litigator in California for over 7 years. He received his JD from the University of Wisconsin-Madison in 1998 and his PhD in American History from the University of Oregon in 2013. This article has been viewed 61,092 times.

An employment contract is an agreement between an employer and an employee. It explains the rights and obligations of both parties. These rights and obligations generally include pay rates, raises and bonuses, job responsibilities and duties, employer provided benefits, and termination of employment procedures and restrictions. But employees' responsibilities may change over time, and market conditions also remain in flux. Consequently, the original employment contract must be modified in order to reflect these changes. Changing an employment contract involves a negotiation between the parties to meet everyone’s goals.

Negotiating a Change

Step 1 Determine whether direct negotiation is allowed.

  • If you are an employee, you could start by contacting your company’s human resources department or contacting your boss directly.
  • If you are the employer, you should approach your employee or have human resources approach them.

Step 3 Understand the priorities of both sides.

  • Underpayment or overpayment of the employee based on the market.
  • Heightened employee responsibilities.
  • Different job responsibilities than the ones that are set out in the current contract.
  • The level of employee performance.
  • Changes in the education or experience level of the employee.

Step 4 Negotiate the change.

  • Try to be flexible with your goals. It’s possible that the other party may come up with options that you did not think about beforehand. Don’t dismiss their suggestions out of hand.
  • Listen! While you are negotiating, listen to what the other party is saying. If you listen carefully it will be easier to figure out what the other party is willing to give you.
  • Be realistic. You need to have as much information as possible when you go into the contract negotiation so that your goals are realistic. You need to be able see the negotiation from both sides. Understand what the other side's primary goals and motivations are.
  • Make allies. Oftentimes, other employees will be willing to advocate on your behalf if you are doing a good job. This may be especially true if you are not re-negotiating your contract with an immediate supervisor.
  • Be professional. No yelling, screaming or crying. Calmly explain why you have earned a new contract.
  • Use evidence. Bring in evidence that explains why you deserve a new contract. If necessary, use charts and graphs to show how you have increased sales, productivity, etc. Don’t be afraid to make the case that you have done a good job and are an asset to your company.
  • If you have a better offer from another company, use that as leverage. You will be able to make a credible argument that this is what your skills are worth on the open market. You need to explain that you would rather stay with your current employer, but that you are willing to move to a new company to be paid what you are worth. (Don’t bluff in this situation. If you have no desire to leave, don't threaten to do so.)
  • Don’t box yourself into a corner. Try to avoid issuing ultimatums. If you issue an ultimatums you leave yourself exposed. Try to propose alternative solutions that give you an escape hatch.
  • If you successfully renegotiate your contract be grateful and magnanimous. Thank them for your new contract and be respectful.

Step 5 Make sure the negotiations are valid under the law of contracts.

  • The law of contracts requires that changes to a contract are supported by "consideration." [2] X Research source Farnsworth, Contracts: Cases & Materials, pg. 28-30. To give consideration just means to agree to do or not do something. In contracts, it is understood that some kind of exchange is being made. In a legal contract, each side is providing some kind of benefit to the other. As an example, when an employer offers to pay an employee a larger salary in return for the employee working longer hours than the original contract specified, the parties have each given consideration (employer = more money; employee = longer hours).
  • Make sure that any changes are memorialized in a written addendum or a new contract. Employment contracts that specify a duration of longer than a year are required to be in writing.
  • All parties to the change may write down the change in an entirely new contract or, you may add an addendum to the current contract. If any of the modifications to the contract conflict with the current terms of the contract, you cannot use an addendum. You instead must execute a new contract. However, if the changes do not contradict the current terms of the contract, you may instead want to use an addendum.

Adding an Addendum to Change a Contract

Step 1 Determine if an addendum is necessary.

  • Rereading the contract in its entirety is the first step in making an attempt to change the contract. [4] X Research source Farnsworth, Contracts: Cases & Materials, pg. 380-381. Specifically, you should look for any references to provisions for changing the contract. In particular, look for a modification clause that outlines how changes can be made. If no specific directions for modifying a contract are given, you will need to add an addendum or write a new contract.

Step 2 Reference the original employment contract in the addendum.

  • Let's say the original Employment Contract was titled “Employment Agreement”, and it was signed by the parties on May 9, 2015. Your addendum should include a statement that the document is an addendum to the parties' Employment Agreement of May 9, 2015.

Step 3 Name the parties to the contract.

  • After naming a party for the first time, you should include in parentheses the name by which the remainder of the contract will refer to him or her. For example, you may include a statement such as, “this Addendum (“Addendum”) is a modification of the Employment Agreement (“Agreement”) between ABC Enterprises (“Employer”) and Jane Smith (“Employee”) which is dated May 9, 20015.”

Step 4 Describe the terms of the addendum.

  • Use strikethrough and bold font to clarify additions and deletions. For example, “the original text of Item I of the original Employment Contract would go here and any words you wanted wish to delete would be stricken with a strikethrough while any words you want to add would be put in bold type .”
  • Specify whether an item replaces a current item in the contract, changes one, or is a new item. For example, “Item I of the Employment Contract shall be modified as follows with the text in bold added to the Item and the text containing a strikethrough deleted.”
  • Attach the original contract to the addendum, and reference the fact that you have done so in your Addendum. For example, “the original Employment Contract dated May 9, 2007 is attached and made a part of this document.” This ensures that all parties signing the addendum are clear about which contract the addendum changes.

Step 5 Add a signature block to the addendum.

Changing a Contract of Employment with No Modification Clause

Step 1 Understand how courts can modify employment contracts.

  • Non-compete Agreements. Courts will sometimes modify contracts that contain very restrictive non-compete agreements. For example, if an employment contract states that the employee “may not take work in the same field anywhere in the United States for a period of 20 years,” a judge may alter it. The court would probably modify that portion of the contract to instead read the employee “may not work in the same field within 5 miles of the location of the current employment for a period of 12 months.”
  • Fraud. Fraud occurs when a party intentionally makes a false statement regarding a matter of fact upon which the other party relies and as a result is injured. If a party fraudulently represents something regarding employment (such as employee ability or hours required), the court could modify the contract or allow the injured party to get out of the contract.
  • Duress. If the court finds that the employer or the employee was threatened into signing the contract, it can be rescinded or modified to reflect more favorable terms.

Step 2 Know how contracts can be terminated

  • Unless it is allowed by the existing contract, an employee may sue an employer who fired them for refusing to sign a new contract.
  • On the other hand, an employee who terminates a contract because the employer will not modify the terms, the employee can be sued for breach of contract.

Expert Q&A

  • If your place of employment has a legal or human resources department, consult that department regarding the usual process for changing employment contracts. Thanks Helpful 0 Not Helpful 0
  • You should consult with an attorney before signing anything that may affect your legal rights and obligations. Thanks Helpful 0 Not Helpful 3

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  • ↑ See generally Farnsworth, Contracts: Cases & Materials.
  • ↑ Farnsworth, Contracts: Cases & Materials, pg. 28-30.
  • ↑ Farnsworth, Contracts: Cases & Materials, pg. 205-210.
  • ↑ Farnsworth, Contracts: Cases & Materials, pg. 380-381.
  • ↑ Farnsworth, Contracts: Cases & Materials, pgs. 61-64, 328, 378, 522, 557-562.

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Clinton M. Sandvick, JD, PhD

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Employment contract amendment template

Employment contract amendments are a quick and easy way to update existing employment contracts. Use this free employment contract amendment template to get started.

change job contract

If you need to make changes to an employment contract, you don’t necessarily need to create a whole new one. Instead, you can create an employment contract amendment. 

This post explores what an employment contract amendment is and how to create one. To make it even easier for you, we’ve included a free employment contract amendment template. Enjoy!

What is an employment contract amendment?

An employment contract amendment is an agreement used to modify and make changes to the terms of an existing employment contract without needing to create a new one . 

Once effective, the employment contract amendment works alongside the original employment contract but changes, adds, or removes a specific term. In other words, an employment contract amendment is a type of supplemental agreement . 

Employment contract amendments can be used for minor changes or more substantial amendments, but we’ll explore how and when they’re used in more detail in a moment.  

Like this template? Grab our other popular employment contract templates:

  • Employment termination agreement template
  • Offer letter template
  • Option agreement template
  • Recruitment agreement template

change job contract

When are employment contract amendments used?

Let’s run through a few examples of when an employment contract amendment is used, and more specifically, which amendments are typically made. 

⚖️ Ensure compliance with laws and regulations

One reason for varying or amending an employment contract is to comply with new laws and regulations. These employment contract amendments need to be made in order to reflect the new laws and protect employees’ rights under these. 

This could involve updating the compensation employees receive, the amount of holiday they’re entitled to, and how they can be dismissed. Either way, it’s important to capture changes to the law by amending an employee’s contract. 

🧱 Reflect restructuring within the company

Employers may also choose to use an employment contract amendment to reflect changes in a company’s structure. If a company undergoes restructuring, and this affects an employee’s responsibilities, management, or compensation, their employment contract should reflect these changes. 

It’s also an important opportunity for employees to confirm that they are willing to accept these changes to their employment terms. 

➕ Implement new perks or benefits

It’s also extremely common for employers to vary an employment contract when introducing new perks or benefits. 

While most employee perks will only be discussed briefly in an employment offer letter, some more substantial schemes should be covered using an employee contract amendment.

Examples of these more substantial benefits could include pension plans, increased redundancy pay, and enhanced maternity and paternity provisions.

💰Update with a new salary

It’s also common for employers to use an employment contract amendment to reflect a salary increase. This happens regardless of whether the compensation increase came with a promotion or not. 

Moving beyond verbal discussions and reflecting on this increase in a legally-binding contract is important, as it provides employees with certainty around their income and updated salary. 

🏷️ Change in job role or title 

Employment contract variations are also used to reflect changes in an individual’s job responsibilities or title. This is important since it provides clarity around what’s expected of an employee, and it also helps to ensure that their title reflects the work they actually do. 

It’s natural for an employee’s responsibilities to increase or change over time, but it’s still important to recognize these changes by amending the employment contract or even creating a whole new one. 

⏰ Update with new working hours 

Employment agreement amendments are also commonly used to reflect changes to a company’s working hours. This has been particularly common in recent years as companies have moved towards flexible working and hybrid work. Some businesses have even adopted a four-day work week . 

An employment contract variation can be used to reflect this flexibility in employees’ working arrangements. 

So now we know when employment contract amendments are used and why we use them. But how should employers approach amending employment contracts? Let’s find out.

change job contract

How to approach employment contract amendments 

1. consider the amendment carefully .

Before committing to an employment contract amendment on paper, it’s important to consider the variation carefully and discuss it with the relevant stakeholders. 

For example, if you’re looking to increase an employee’s salary, you’ll want to consult both the HR and finance teams first. That way you can ensure that the change is aligned with the direction the company is going in, as well as their current priorities as a business.

Similarly, if you’re introducing an enhanced pension plan, you’ll need to have finalized the specifics of this plan before updating HR contracts to reflect it. Otherwise, it can become confusing for employees, and this defeats the purpose of a contract .

2. Discuss the change with employees first

It’s also important not to get ahead of yourself when amending employment contracts. Before you make any changes to an employment agreement, you should consult the employee first. 

Even if the change to the contract is a positive one, these changes shouldn’t come as a surprise to employees. After all, employment contract variations can affect different employees in different ways.

In some circumstances, an employee may even want to consult their trade union about the changes. They may want to negotiate the amendment to ensure it better suits their needs. But we’ll get into that shortly.

Either way, having open and meaningful discussions with employees about the proposed changes is important to maintaining a respectful working relationship.

It also gives employers the opportunity to explain why they’re making specific changes, and this can encourage employees to accept variations to their employment terms.

3. Draft the employment contract amendment

Once you’re set on the amendment you wish to make, and you’ve checked that it’s legal to make it, it’s time to put the promise onto paper. 

This can be done in two main ways: 

1. Contract authoring 

This is the manual way of creating the employment contract amendment. It typically involves authoring the contract manually in a platform like Microsoft Word. This can be done from scratch or by copying and pasting certain elements from existing agreements and templates found in shared drives. 

It’s time-consuming, but it works if you’re only amending a handful of contracts. 

2. Contract generation

Alternatively, you can generate contracts . This is the process of automating contracts using pre-approved contract templates .

Contracts created in this way require far less contract admin since most contract tools enable users to automatically populate contract smartfields with the relevant values, rather than manually extracting and inputting this data by hand.

change job contract

Most contract platforms will also enable users to generate contracts at scale using bulk actions . Juro is one example of this, making it a great option for HR teams that need to roll out employment contract amendments right across the business. The same is true for other employment contracts and forms of onboarding paperwork .

4. Receive internal contract approval 

If a contract requires sign-off from legal or finance, for example, it’s also good practice to establish contract approval workflows for employment contract amendments. 

5. Open the amendment up to negotiations 

It’s also valuable to give employees the opportunity to negotiate any employment contract amendment you propose. 

If there isn’t scope for negotiation, you can lock the contract terms down automatically using a tool like Juro. But if there is, you can streamline this negotiation process using a contract management system . This eliminates the need to move back and forth between multiple different tools just to discuss the employment contract variation.

Instead, all collaboration and negotiation can happen in one workspace. 

change job contract

Can an employment contract amendment help?

As we just described, the process of amending an employment contract can be made far easier with the right employment contract amendment template. 

Using a template for contract amendments has numerous advantages, such as: 

  • Greater consistency: using a pre-approved employment contract amendment template helps to ensure that all employment agreements use consistent wording. This is particularly important for employment contract amendments that are rolled out across the entire business.
  • Faster contract generation: generating employment contract amendments is significantly faster when most of the content is already templated. Using an employment contract amendment template saves precious time and resources that would otherwise be spent drafting the contract from scratch. 
  • Language pre-approved by legal: by using an employment contract amendment template, you can ensure legal retains control over variations while HR teams self-serve on contract creation. This is because legal has pre-approved the terms included. What’s more, if using Juro, legal teams can also bake certain clauses into contract templates for when certain conditions have been met. This is achieved through a feature called conditional logic . 

Put simply, using an employment agreement amendment template can reduce contract admin, save time and enable HR teams to focus on higher-value tasks, like hiring. 

change job contract

What should an employment contract amendment template include? 

To recap: we’ve discussed what an employment contract amendment is, how to vary employment contracts, and what the benefits of using an employment contract amendment template are. What we haven’t discussed is what this template should include. 

Fortunately, employment contract amendment templates aren’t as lengthy or comprehensive as ordinary employment contracts. This is because they don’t need to be. Instead, they simply need to discuss: 

  • Who the parties are : Like most contracts, an employment agreement amendment template should briefly describe who the contract is between. This is done by listing the parties and where they’re based. This is common practice for business contracts , and it’s usually found at the start of the template. 
  • What the amendment actually is: Here’s where the juicy stuff is. Every employment contract amendment template should include details about what you’re actually changing about the existing contract. This is where you’d cover salary increases, pension plans or specific changes to working hours, for example. 
  • When the amendment comes into effect: Next you’ll need to mention when the amendment will become effective. This is done by adding an effective date to your contract. 
  • How it changes the existing contract: Amendment templates should also describe how the existing contract is affected by the changes. In most employment contract amendment templates, this is as simple as stating that all terms and conditions of the existing employment contract should remain effective. But if the employment contract amendment does change the way the existing agreement operates, you need to explain exactly how this happens. 
  • Which laws govern the amendment: It’s also important to detail which jurisdiction’s laws govern the contract. This is more of a formality than anything, but covering it is still necessary. 

Alternatively, you can reduce this contract admin and use our free employment contract amendment template. Use the buttons to the right to download this as a PDF or use it in Juro.

Other HR contract templates can help you automate people ops admin too. Check out this Employment Termination Agreement template .

Automate employment contract amendments in Juro

If you're looking for a scalable way to create, negotiate, sign and employment contract amendments, try Juro. Hit the button below to find out more.

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Can employers change an employee's job duties, schedule or work location without his or her consent or prior notification?

Yes, in some cases. Generally, unless an employment contract or a collective bargaining agreement states otherwise, an employer may change an employee's job duties, schedule or work location without the employee's consent. In terms of notifications, some state and local predictive scheduling laws require businesses to provide workers with advance notice of their schedules or face penalties. In addition, when a schedule is changed upon the employee's arrival to work, and the employee's total hours of work that day have been reduced from what was known to be scheduled the prior day, some states have what are known as "reporting pay" or "show up pay" regulations that may require a minimum amount of hours to be paid to employees who have experienced a loss of hours that day. See Is 'On-Call' Scheduling on the Way Out? and Reporting Time Pay .

When an employee is on Family and Medical Leave Act (FMLA) leave, the act protects an employee's job duties, schedules and work location by prohibiting changes that include the following: changing the essential functions of the job in order to preclude the taking of leave; reducing hours available to work in order to avoid employee eligibility; transferring the employee to an alternative position in order to discourage the employee from taking leave; or otherwise placing a hardship on the employee. 

Upon returning from FMLA leave, employees must be reinstated to their job or an equivalent one. An equivalent position is one that is virtually identical to the employee's former position in terms of pay, benefits and working conditions, including privileges, perquisites and status. It must involve the same or substantially similar duties and responsibilities, which must entail substantially equivalent skill, effort, responsibility and authority. 

The employee is ordinarily entitled to return to the same shift, or a similar or equivalent work schedule. FMLA does not prohibit an employer from accommodating an employee's request to be restored to a different shift, schedule, position or location that better suits the employee's personal needs upon return from leave, or to offer a promotion to a better position. However, an employee cannot be induced by the employer to accept a different position against the employee's wishes.

In addition, schedule and duty changes made in retaliation for employees exercising their employment rights--such as filing a workers' compensation claim, taking FMLA leave, filing a wage or discrimination claim, whistle blowing, etc.--would violate the employee protections within those laws. And certainly, changes made based on unlawful discrimination (i.e., only women have their hours cut or authority reduced) would be unlawful. 

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Can an Employer Change Your Job Description?

change job contract

What Is a Job Description?

  • What's Included in Job Description
  • When Your Job Role Can Change

Employees Covered by a Contract

  • Protections Against Job Changes

Employer Best Practices

Wondering whether your employer can change your job description? Perhaps you’ve just started a new job and your duties seem substantially different from those advertised in the job listing . Or maybe you’ve been in a job for a while, and now your employer is proposing changes to the role, adding or subtracting responsibilities in a way that gives you pause.

In many cases, employers do have the right to change job descriptions to meet the needs of their organization.

But it’s important to understand how and why they can make those changes and what you can do to mitigate the impact to your career.

A job description outlines the basic function and responsibilities of a specific job title. It typically includes the tasks, duties, goals, and expectations for the person in the position. Often, it will also provide a reporting structure, indicating where the role falls in the organization chart.   

Most employers will develop job descriptions to formalize their expectations for the work efforts of employees in specific roles. Job advertisements are a form of a job description used to promote vacancies to prospective candidates.

Formal job descriptions often serve as the basis for performance evaluations as managers gauge whether employees have met or exceeded expectations in their role.

Information Included in a Job Description

Job descriptions go well beyond simply listing the duties and tasks required to carry out a particular role. They often include other elements like the purpose of the position, how the employee interfaces with other staff, and what kind of travel the employee will do.

Some job descriptions will include reference to outcomes or results that the employee should generate, such as sales goals or the number of client hours charged.

Typically, qualifications like the skills, knowledge, education, certifications, level of prior experience, and physical demands for the job are also incorporated.

Some organizations create job descriptions based on a list of qualities and competencies that have been critical to the success of outstanding performers in that role over time. Since work roles evolve based on organizational needs and employee abilities, job descriptions should be updated periodically to reflect those changes.

When Employers Can Change Your Job Description

In every U.S. state except for Montana, employees are presumed to be hired at-will .   This means that their employment is voluntary, and they can quit when they want. Although it’s standard to give two weeks’ notice , most employees are not required to do so by law.

However, at-will employment also means that companies can change employees’ jobs or lay them off as they see fit—provided, of course, that their reason for terminating the employee isn’t discriminatory under the law.

In short, in most cases, your employer can change your job description at any time.

An important exception covers employees who are governed by an employment contract or a collective bargaining agreement that stipulates a specific set of work roles or conditions.

Many union contracts state very explicitly what duties are associated with various positions. A union plumber can't be expected to paint the bathroom where she is installing fixtures, for example. In another example, if you are covered by an employment contract that specifies your job duties, your employer cannot change them without your agreement.  

However, not every union contract explicitly covers all changes to job duties. In certain situations, an employer may be able to make some alterations without union approval. For example, if a contract allows the employer to make or revise policies, the company may be able to change a rule without negotiating with the union.  

If you have specific questions about your contract, it’s best to ask your union representative or consult with an employment attorney for more information.

Employee Protections Against Job Changes

Employees are protected from changes in their job description that can be construed as retaliation by an employer in response to a worker exercising an employment right. For example, a whistleblower may have recourse if their job was changed after reporting a legal violation by their employer.  

Changes by employers in the number of hours worked, schedule, location, or responsibilities to preclude the taking of a leave guaranteed under the Family and Medical Leave Act (FMLA) are also prohibited.  

Employers cannot transfer staff to another job to discourage an employee from taking a leave. Also, workers are guaranteed access to a substantially equivalent job upon their return to the workplace after completing a leave.

Aside from these legal considerations, best Human Resource Management practices suggest that employers should seek employee agreement before making major changes in work roles and should redraft job descriptions to make the new role clear.

Generally, morale and productivity are enhanced if workers approve their new job description. It's important to get employee support for organizational changes.  

If you are concerned about your job responsibilities being changed, it's a good idea to see if you can discuss the situation with your manager or your company's Human Resources department to see if there is a way you can work out a solution that is agreeable to everyone involved.

The information contained in this article is not legal advice and is not a substitute for such advice. State and federal laws change frequently, and the information in this article may not reflect your own state’s laws or the most recent changes to the law.

SHRM. " Managing Organizational Change ." Accessed March 16, 2020.

National Conference of State Legislatures. " At-Will Employment - Overview ." Accessed April 28, 2020.

Indiana Law Journal. " The Role of Job Classification in Collective Bargaining ." Accessed March 16, 2020.

The National Law Review. " NLRB Relaxes Standard for Employer Changes to Employees' Terms and Conditions of Employment ." Accessed April 28, 2020.

U.S. Equal Opportunity Commission. " Facts About Retaliation ." Accessed March 16, 2020.

U.S. Department of Labor. " Fact Sheet # 77B: Protection for Individuals under the FMLA ." Accessed March 16, 2020.

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  • Your contract and working hours

Changing an employment contract

Getting agreement.

Usually, the employer and employee both need to agree to any contract changes. But an employee can insist on a change if they have a legal right to it.

You must get an employee’s agreement if you want to make changes to their contract.

You should:

  • consult or negotiate with employees or their representatives (for example from a trade union or staff association)
  • explain the reasons for changes
  • listen to alternative ideas from employees

You may also want to talk with workers, asking them about their future plans. With older employees this can include talking about their thoughts on retirement and their options for staying in the job, for example changes to their role, hours or working pattern.

Explain to your employer why you want to make the changes. You can insist on a change if it’s covered by a statutory right - for example not working on a Sunday .

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Can you change an employment contract unilaterally?

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Can the employer change an employment contract unilaterally? Does it make any difference if you have agreed to a unilateral change clause?

One of the arrangements you can make in an employment contract is that as an employer you have the right to unilaterally change terms and conditions of employment. Without such a clause, you may not, in principle, change the employment contract without the employee's consent.

In practice, it is also possible to unilaterally change the terms of employment without a unilateral change clause, but in that case it is much more difficult. And even if you have agreed on a unilateral change clause, this is not a licence to arbitrarily change arrangements made.

When can the employer invoke a unilateral change clause? What will change if you do not agree on such a clause? Which matters may you change unilaterally? And when is that allowed?

When can you unilaterally change terms of employment?

An employer can only successfully invoke a unilateral change clause if the following four conditions are met:

1. The unilateral change clause has been agreed in writing The unilateral change clause cannot be agreed orally. The clause must therefore be in writing, either in the employment contract or in a collective agreement or any other document that is part of the employment contract, such as a staff manual or a lease arrangement. In addition, the employee must have agreed to the clause.

2. The change concerns terms and conditions of employment that are included in the contract The clause does not provide the employer with the opportunity to add new terms and conditions of employment, only to change existing arrangements. Although it is not ruled out that primary terms and conditions of employment (salary) can be changed unilaterally, in practice this will concern mainly terms and conditions of employment such as a leave scheme or travel expenses.

3. The employer must have a substantial interest in the change A substantial interest of the employer can be a commercial or organisational interest. This could involve, for instance reduction of the operational costs or restructuring. In general, it is assumed that the employer does have such an interest if the works council has approved the change. Without this approval, it will be difficult for the employer to demonstrate a substantial interest in the change.

4. The interest of the employer outweighs the interest of the employee When the employer has taken the abovementioned three hurdles, finally, there will be a balancing of interests. The interest of the employer in the change must be such that the interest of the employee in maintaining the existing situation must give way.

Changing terms and conditions of employment without unilateral change clause

If no unilateral change clause has been included in the employment contract or collective agreement, the employer has to rely for changes on the employee’s approval. However, in some cases the employer can unilaterally change the agreement. In accordance with the law, an employee has to behave as a good employee. Therefore, he can only reject a reasonable proposal from his employer if he cannot reasonably be expected to agree to the change.

The main difference is that in case of a unilateral change clause, the employee will have to demonstrate that the employer has wrongly invoked it. If there is no such clause, the burden of proof shall lie with the employer. He will have to prove that the proposal is reasonable and that the employee cannot simply reject it. In addition, the employer must indicate the changed conditions on the basis of which he, as a good employer, wishes to change the employment contract.

  • Include a unilateral change clause in an employment contract.
  • Consult with the works council or trade unions on changes to the terms and conditions of employment.
  • Ask for legal advice if you want to change an employment contract unilaterally.

More information

Would you like us to draft a unilateral change clause? Or do you want us to assess your standard employment contracts? Please contact us.

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Considering changes - Changing your employees' contracts

Considering changes.

  • Proposing changes
  • Handling requests
  • If changes are agreed
  • If changes cannot be agreed

An employment contract between an employer and an employee or worker is a legally binding agreement.

You can agree the terms and conditions of the contract either:

  • in writing, for example in a job offer letter
  • verbally, for example during a conversation when you offer the job

Both you and the employee or worker can propose changes to the agreed terms and conditions, but you must both agree to the changes.

In some circumstances, you might have an agreement with a trade union that allows the union to negotiate and agree certain contract changes on behalf of employees and workers.

Changing a contract is sometimes called 'varying a contract'.

Find out more about employment contracts

How employment contract changes can be agreed

Changes to employment contracts can be agreed in different ways, including when:

  • a change is proposed by either you, or one or more employees or workers, which you then discuss and agree with them
  • you have a 'collective agreement' with a trade union and the union agrees changes to terms and conditions on behalf of your employees or workers
  • employees or workers agreed to a term in the contract (a 'flexibility clause' or 'variation clause') that lets you change certain employment terms in some circumstances
  • a change happens through 'custom and practice' – terms and conditions change over time and everyone's agreement can be implied

What to consider first

As an employer, before you propose an employment contract change you should consider:

  • what issue you're trying to solve
  • if a contract change is definitely needed to solve it

This can help you be clear about what you want to achieve and the different ways you could achieve it.

For example, if you're looking to reduce business costs, you might look at how you can improve ways of working or make savings elsewhere before considering potential contract changes.

Exploring options and being clear about why a contract change may be needed will help when it comes to informing and consulting with employees and representatives about potential contract changes.

When you might consider employment contract changes

Examples of when employers may need to consider employment contract changes include:

  • to make sure contracts are up to date with new laws or regulations
  • to better reflect someone's job role, if it has changed
  • to introduce or change terms and conditions, for example contractual redundancy pay, enhanced maternity or paternity leave and pay, or details of a pension scheme
  • to reflect changes to an organisation, for example if it's considering moving to a different location or changing who people report to
  • helping an organisation better adapt to changing customer needs
  • economic reasons, for example if an organisation is considering a restructure or other changes to stay competitive in a changing market

While in some circumstances changing an employment contract can bring benefits to an organisation and its employees, it can also bring significant risks. You should think carefully about the best way to address the issue you're trying to solve.

Risks to consider

Changing contracts can sometimes cause tensions in an organisation. If changes are not managed well then risks may include:

  • damaging working relations
  • legal claims, for example claims of breach of contract or constructive dismissal
  • a decrease in commitment and performance, if employees do not support the changes, or feel they have not had the opportunity to inform decisions
  • increased levels of stress or absence
  • discrimination , for example if changes are introduced that apply to a group of employees but put employees with a certain 'protected characteristic' at a disadvantage
  • valued people leaving an organisation, if you propose a change they do not support or agree to
  • reputational damage to an organisation or brand, making it difficult to attract new employees
  • strikes or other industrial action if there's a trade union
  • collective action by a group of employees that's not authorised by a trade union ('wildcat' industrial action)

Understanding your options for making a change

If you feel you may need to propose a contract change, your approach to exploring the change may depend on:

  • the number of employees or workers affected
  • whether your organisation has a recognised trade union or other established ways of consulting employees

For example, if the change you're considering is specific to a certain employee, you should discuss and try to agree the change with them directly, including their representative if they have one.

If the change affects a number of employees' contracts, it may be more appropriate and effective to discuss this with any employee representatives as well as individual employees. For example, if there is a trade union, employee forum or joint consultative committee in your organisation.

If you're considering changes to terms and conditions covered by an agreement with a recognised trade union (a 'collective agreement'), then by law you must always consult with that union.

Find out more about:

  • working with trade union and other employee representatives
  • training on changing terms and conditions of employment
  • tailored support for your organisation – how Acas can help you work with employee representatives

If there has been a TUPE transfer

TUPE regulations protect employment rights when someone transfers to a new employer. TUPE stands for Transfer of Undertakings (Protection of Employment).

There are important additional considerations if you're thinking about proposing changes to an employment contract after a TUPE transfer.

Find out more about employment contract changes after a TUPE transfer

When employees or workers might propose contract changes

In some circumstances, employees or workers might want to propose an employment contract change. For example, if:

  • their job role has changed since they started working for you
  • they want to ask for improved terms and conditions, such as a pay rise or extra holiday
  • they want to make a flexible working request

You do not have to agree to every change proposed by an employee or worker, but you should always listen to them and consider their proposal.

Find out more about handling requests to change an employment contract

If you like, you can tell us more about what was useful on this page. We cannot reply – so do not include any personal details, for example your email address or phone number. If you have any questions about your individual circumstances, you can contact the Acas helpline .

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Check if your employer can make changes to your contract

If your employer wants to change a term in your contract, this is called a 'variation of contract'.

Your employer should only make a change to your contract if at least one of these applies:

  • you agree to the change
  • your contract says your employer can make certain changes - this is called a 'variation clause'
  • the law is changing - for example if you get the National Minimum Wage and the rate changes

If you get a new employer because the company is sold, or because a service you work in transfers to a new employer, this is called a TUPE (Transfer of Undertakings Protection of Employment) transfer.

If you’re being transferred under TUPE, you might have more protection.

Changes your employer might make to your contract

Examples of changes your employer might want to make include:

  • changing working hours or shift patterns
  • changing your job role or job description
  • reducing your pay rate
  • reducing paid holiday and sick pay that you get on top of your statutory entitlements
  • increasing the notice period you have to give them if you leave
  • changing your work location

If you get a new employer through a TUPE transfer

You usually have more rights if your employer either:

  • sells all or part of the organisation you work in
  • transfers the service you work in - for example if you work on a catering service contract and the contract gets awarded to a new organisation

If you’ve been transferred to a new employer, they aren’t usually allowed to make a change to your contract if it’s directly related to the transfer. For example, they can’t usually reduce your pay just because they pay less to someone who already works for them in a similar role.

However, you might have to accept any changes that are covered by a variation clause in your contract.

If your new employer wants to make changes to your contract and it isn't covered by a variation clause, you should  talk to an adviser .

Check if your contract has a variation clause

If there's a variation clause in your employment contract, your employer might be able to make some changes to your contract. For example, a variation clause might say your usual place of work can be changed under certain conditions. 

Check your contract to see if it has a variation clause.

Your employer should tell you in advance if they want to use a variation clause to make a change to your contract.

They won’t be able to rely on a variation clause if the change is unreasonable, or being introduced without notice. 

For example, it might be unreasonable if you have children and your caring responsibilities would become difficult if your contract changed.

Telling your employer you don't agree to a change

If you’re unhappy about a change your employer makes to your contract and don't want to accept it, there are steps you should follow. When you contact your employer it’s always best to put things in writing, so you can keep a copy.

Say you’re working ‘under protest’

You should tell your employer that you’re working ‘under protest’ until the problem is resolved. This shows that you haven’t accepted the change, but you’re willing to try and sort things out.

It’s important that you do this as soon as you know about the change. If you don’t let your employer know straight away and you carry on working as normal, it might mean you’ll be seen as having agreed to it.

Say you won’t accept the change

Make it clear to your employer that you won’t accept the change. 

If your employer hasn’t given you any notice about the changes, or hasn’t consulted with you in any way, you should mention this. 

You should also ask about the reasons for the change and, if possible, suggest other ways of doing things that could meet your employer's needs without causing a problem for you.

If you want to keep working, say that you’ll keep working under protest until you’ve come to an agreement with your employer. 

Try to come to an agreement 

You need to try to sort things out as quickly as possible. If it takes a while and you carry on working, legally it could be taken to mean that you've agreed to the change - even if you’re working under protest.

If you think you’ve been discriminated against

Sometimes a change to your contract might be discriminatory, for example if you’re disabled and it causes a problem for you connected to your disability. 

If you think you might have been discriminated against, you can  check if your problem at work is discrimination . If you're thinking about making a discrimination claim, you should still tell your employer you're working under protest.

If your employer reduces your pay rate

You might be able to make a claim for unauthorised deduction from wages if the contract change isn’t covered by a variation clause. This would mean taking legal action against your employer, so you should talk to an adviser . 

If you’re thinking of claiming for unauthorised deduction from wages, you should still tell your employer you’re working under protest.

If your employer says they’ll dismiss you because you won't agree to the change

Your employer might either:

  • dismiss you
  • dismiss you and then offer you a new job with new terms

If they do dismiss you, you might be able to claim unfair dismissal or take other legal action against them. It depends on your situation and it can be complicated. 

It can be difficult to win a legal claim if your employer had a good business reason for making the contract change. If you’re thinking of taking legal action you should talk to an adviser .

If you‘re thinking of resigning because of the change

You should consider if you might be better off putting up with the change while you look for another job.  

If you do resign, you might be able to make a constructive dismissal claim afterwards. However, it’s very difficult to prove constructive dismissal, so not many claims win. You can check if you have a constructive dismissal claim .

You might also be able to take other legal action against your employer. It depends on your situation and it can be complicated, so you should talk to an adviser .

Please tell us more about why our advice didn't help.

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Changes to Employment Contract Letter

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Ensure compliance when changing your employees’ employment terms & conditions with this change of contract letter template. An employment contract amendment letter is a letter that tells your employee what it is you are changing in their employment agreement and why following the consultation process.

It’s a legal document to ensure you have the employee’s written consent, to make a proposed change to their terms & conditions. In it, you’ll set out the change you want to make, and the impact this will have.

If you need help with changing an employment contract, get in touch with one of Croner's contract and documentation experts here .

An employee signing an employee contract that includes the written statement and the employee's job title.

Do employees need an employment contract?

Employers are required by law to offer their employees a written statement from day one of their employment. The written statement will outline the main terms of their employment.

You must include the following pieces of information As per the Good Work Plan April 2020 whereby the government outlined what must be within a contract of employment.

  • Name of employee and employers.
  • Start Date.
  • The date that continuous employment started.
  • Place of work.
  • Details about pay.
  • Holiday entitlement, sick pay, probationary period and notice period.
  • Hours of work.
  • Paid leave entitlement.
  • Company benefits.

Whilst there isn't a legal obligation for employment contracts to be a physical document, there is for the wider written statement.

Employers should remember that it's considered best practice to have a written employment contract and have the employee sign it. This helps to avoid confusion later on and gives both the employer and employee something to refer to should they need to.

Why would I need to change my employee's employment contract?

There are several reasons why you would need to change an employee’s contract. Any changes can be from an employer, or an employee can make a request for a change in their contract of employment.

Reasons that employers would need to change employee contracts could be;

  • Change an employee's working hours (if your business needs to reduce their hours).
  • If employees are being moved from a fixed-term contract to a full-time contract of employment.
  • Their job title.
  • Pay changes (minimum wage increases).
  • Annual leave entitlement changes can include paid leave and public holidays.
  • Changes to contractual benefits.

Changes to implement additional employee benefits such as;

  • Employee Assistance Programmes (EAP)
  • Contractual Sick leave and pay, or if they will only be entitled to statutory sick
  • Change in notice period and probationary period.
  • Employee health insurance.

Can an employee use this template?

No. An employee is legally entitled to request changes to their employment contract. This letter won’t help them do that.

They can request a change via letter or by speaking to their line manager. In cases where this results in a change in company policy, you must issue a letter confirming the change.

Employees may request that they want to adjust their working hours to fit better around their home life schedule, particularly if they have dependents . These changes would still need to be outlined in an employment contract change letter.

employee reading his employment contract, probationary period, written from a free employment contract template

Can employers change a contract of employment without permission?

In short, no. If you make a change without permission from your employee or their trade union it is a breach of contract .

Even if in your employment contract you have a clause that states you can make minor changes, you still need to go through the consultation process with your employee before the change is made .

Why do I need an employment contract amendment letter?

An employment contract amendment letter is an employer's way of informing their employee of the changes that they've made.

When you are adapting a contract of employment, you need to reach an agreement with your employees. Once you've reached a conclusion on the changes, you should send employees a contract letter that outlines what was discussed and when the changes come into effect.

This letter will formalise what changes will be made to the employment contracts and should be filed with the employee contract. The employee should also receive a copy of the letter for their own records.

The contract change process

Before you make any changes to your employee’s contract , you need to follow a certain process.

  • Speak to your employees or representatives . In this discussion, you should outline the changes you want to make in their contract and why you are changing them. For example, if you are changing an employee's job title because they've been promoted, or moved teams.
  • Offer details as to why the change is needed, this is the reason you're making the change. For example, if you have to adjust your employees working hours because of a dip in business or because of other business needs.
  • Take into account other ideas. Take on the feedback given to you by your employees. They might be able to offer up alternative solutions that you hadn't considered previously.

Do I need to use this template?

If the employee agrees there is a variation clause in the employee’s contract you may not have to issue a letter. However, it’s best practice to do so.

Issuing a letter helps avoid confusion and allows the employee to prepare for the change.

If you don’t have a variation clause, you must issue a letter informing the employee of the change.

A contract written from a free employee contract template, going over the employees probationary period.

How to use this template

Issuing this letter alone won’t be enough to protect an employee working for you from constructive dismissal claims.

You have to follow the right process to ensure compliance. Seeking the agreement of the employee is a significant part of that.

You must give your employee reasonable notice periods too. A major change in employment will require much more than one week's written notice than a minor one.

If you expect an employee to relocate to the other side of the country, they’ll need a few weeks at least. A pay change , however, could take place within a week with no disruption.

Communication is key throughout the process. If either the employee or former employee understands and knows the nature of the change and the timeframe, they’re less likely to have a grievance.

Employee contract template that covers the probationary period, notice period, notice periods,

What is included in this letter template?

This sample letter to amend the contract of employment agreement covers:

  • The reason for making a change to the contract
  • Details of the change to terms that you’re going to make
  • Optional arrangements for consultation

It’s also important to note that this template is for use when you don’t have a variation clause.

Employee contract made from a free employment contract template are the legal responsibilities of the employer.

Download your sample letter

Your sample letter to change the terms and conditions of employment is free to download. All you need to do is input your personal details and the relevant change to the terms & conditions.

REMEMBER: issuing this change of employment contract template alone will not ensure your compliance.

To protect yourself from claims of constructive dismissal or discrimination, follow a fair process. If you need further direction, don’t hesitate to speak to a Croner expert by calling 0800 470 2738

How Croner can help

A contract change may seem simple, but it can be fraught with risks. To ensure you don’t fall foul of them, you can seek the support of a Croner expert. We can help at all stages of the contract-changing process, offering 24/7 advice .

If you’re looking to make a change, or are worried about how a current one is going, speak to an employment law adviser today on 0800 470 2738

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About the Author

Deborah Manktelow is a CIPD Qualified HR professional with over 7 years’ experience in generalist HR management working within the Construction Industry.

Working for a National provider of Insulation provided Deborah with the opportunity to strategically support Operations across the UK, supporting HR functions and the wider business.

Deborah is Croner’s Advice Manager, taking responsibility for overseeing the provision of advice to all Croner clients, bringing together our Corporate, Simplify and Association service provisions.

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Changing an employee’s job title? What employment laws have to say

Beth Braccio Hering

The company at which Anne works has experienced numerous changes since coming back on-site after the COVID-19 pandemic. Senior leaders decided to revise some employee job titles and job duties. They feel the restructuring better reflects current organizational operations and what management expects from workers.

Anne, however, does not see it this way. Now being called a “public relations assistant” rather than a “public relations representative” feels like a demotion — even though her job responsibilities actually have increased. She wonders what employment law says about an employer changing such things without her consent.

Title changes under at-will employment

The first thing Anne and any other employee in this situation needs to consider is their type of employment arrangement. Is the relationship bound by an employment contract, union contract, or a collective bargaining agreement? If so, changing an employee’s job description or giving someone a new title could be considered a breach of contract. Employers wishing to make changes involving someone in a union or covered by a contract should first seek legal advice. Any sort of altering of working conditions or terms in these instances usually involves approval. It might even require hashing out a whole new document for both sides to sign.

But the majority of modern employment arrangements are “at will.” At-will employment means that an employer can terminate an employee with or without notice for any reason. (This, of course, excludes illegal reasons for termination such as sexual or racial discrimination, which we will discuss in a moment). Likewise, an employee has the right to quit for any reason or no reason.

What at-will employees sometimes do not realize is that at-will employment also allows an employer to change job title, pay rate, work hours, job duties, benefits, and more as the organization sees fit. If the affected party does not like these alterations, he is free to quit at any time. (Two weeks’ notice is a courtesy, not an obligation. However, employers can state in their employee handbook the repercussions of failing to give such notice, such as forfeiting the possibility of future employment with the organization.)

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Speaking of employee handbooks , smart employers spell out in theirs what at-will employment entails. Many companies face tough choices regarding restructuring, downsizing, and cutting costs. Thus, employees need to recognize an employer’s right to carry out actions in line with business needs. Workers like Anne may have an easier time accepting title changes and similar actions when informed in black and white that such things are well within their employer’s rights.

Improper changing of a job title

The concept of at-will employment provides employers with a great deal of flexibility to change job titles, issue pay cuts or layoffs, and alter job descriptions. However, companies cannot implement such things for retaliatory or discriminatory reasons.

Employers cannot make changes as retaliation for employees exercising their employment rights. For instance, a company could get into trouble for taking actions that look like punishment for whistleblowers or women who report departmental sexual harassment to human resources. Also, an employer cannot decide that someone who takes time off under the Family and Medical Leave Act (FMLA) will receive a lesser role upon return.

Similarly, changes cannot target members of a protected group. Treating individuals or whole groups differently because of their gender, religion, race, sexual orientation, age, or disability is a road that can lead to legal and reputational disaster.

Employers also should note that changing someone’s title may offer support to the case of an ex-employee claiming constructive dismissal . In this type of wrongful termination , the employer does not fire the worker but instead makes working conditions intolerable so that the employee will resign. Along with other evidence, a title change could be viewed as part of an overall effort to belittle or demote a worker to encourage him to quit.

Considerations about changing job titles

Even though at-will arrangements offer employers a great deal of freedom, companies should proceed carefully when making any changes to working conditions — including altering someone’s title. Workers tend to view their job title as a symbolic representation of their worth to the company. As with Anne in the opening, switching it to something else can come off as a demotion. While an employer may not by any means have intended it as such, the effect on morale can be significant.

Keep employees in the loop

To keep workers from feeling disrespected, talk with them about potential job title changes. Most importantly, listen to their concerns. You may be able to reach a suitable compromise. At the very least, workers will understand the thought process behind the action, which may aid in acceptance.

Sometimes, employees welcome changes to their job titles. They may regard the change in title as a badge of merit for taking on greater responsibility or performing exceptionally. They may feel it commands more respect or will look better on a resume.

Reassess changing responsibilities

Employers also may change titles as a way to clarify current positions. Over time, the work someone performs can look very different from what was listed when he accepted the job offer. Maybe automation has removed the need for the employee to perform certain tasks. Or, perhaps the worker gained five new major responsibilities when the company eliminated someone else’s position. Revising a job description — and possibly coming up with a new job title — presents a more accurate picture of the role. Outlining current duties and expectations serves as a point of reference for both sides. Come annual review time, the document acts as the basis for evaluation.

Most job descriptions contain a clause about an employee performing additional duties as the employer sees fit. Some employers view this statement as justification for piling on more responsibilities without offering a promotion or greater compensation. Such a mindset may enable work to get done in the present, but likely at the expense of the future. Employees tend to resent this behavior. Asking too much without a corresponding reward often sends employees packing.

Especially in times of worker shortages, employers cannot afford to lose their superstars. Sit down with high performers. Talk about their contributions, and express appreciation. Together, come up with a new job description that more accurately reflects their range of duties. Consider changing the job title, too, and boosting wages to compensate fairly.

WHAT TO READ NEXT

How to Fire an Employee the Legal Way: 7 termination guidelines

Letter Templates & Example

Amendment Change of Employment Contract Letter Template: Simplify the Process with Our Practical Guide

Letter sample 014

Are you one of the many employees who have recently experienced changes in your employment contract? If so, we understand the confusion and frustration that can come with navigating these changes. To help make the process easier, we’ve created an amendment change of employment contract letter template that you can use as a guide. Our template includes all the necessary information and can be easily edited to fit your specific needs. So whether you’re seeking clarification on your new terms or simply need to update your salary or benefits, our template has got you covered. We are here to make sure you feel informed and confident in your employment contract changes, and with our template, we hope to do just that. So what are you waiting for? Check out our amendment change of employment contract letter template today.

The Best Structure for Amendment Change of Employment Contract Letter Template

When it comes to changing an employment contract, it is important to have a well-structured amendment letter. This not only ensures that all necessary changes are included, but also makes the process smoother and more professional.

Here is a suggested structure for an amendment change of employment contract letter template:

1. Introduction: Start with a formal greeting and introduction, addressing the employee by name and position. Briefly explain the purpose of the letter – to propose changes to their existing employment contract.

2. Background: Provide some context for the proposed changes, such as changes in company policy or market conditions. This helps the employee understand why the changes are necessary.

3. Proposed Changes: Clearly list out each proposed change, stating whether it is an addition, removal, or modification of an existing term in the contract. Be specific and avoid ambiguous language. Use bullet points for ease of reading.

4. Implications: Explain the potential implications of the proposed changes, such as changes to working hours or salary. Address any concerns the employee may have and provide reassurance wherever necessary.

5. Confirmation: Request the employee’s confirmation of the proposed changes to their employment contract. Provide a deadline for their response.

6. Closing: End the letter with a polite and professional closing, thanking the employee for their consideration and offering to answer any questions they may have.

Remember to ensure that the language used in the letter is clear, concise, and easy to understand. Use a professional tone throughout and avoid any language that could be interpreted as threatening or coercive.

In conclusion, a well-structured amendment change of employment contract letter template is essential for a smooth and professional process. By following the suggested structure outlined above, you can ensure that all necessary changes are included and that the employee understands the implications and requirements of the proposed amendments.

Amendment Change of Employment Contract Letter Templates

Change of job title template.

Dear [Employee Name],

We are pleased to inform you that your role at [Company Name] will be changing from [Current Job Title] to [New Job Title] effective immediately. This change is due to the growth and expansion of the company and your exceptional performance in your previous role.

Your new position will entail [New Job Description] and will come with an increase in salary and benefits. We value your contributions to the company and believe this change will benefit both you and the company.

Thank you for your hard work and commitment to [Company Name]. If you have any questions or concerns, please don’t hesitate to reach out to HR.

Best regards,

[Your Name]

Change of Work Schedule Template

We would like to inform you that there will be a change in your work schedule effective [Date]. Due to the increased workload, we need to ensure that all employees are available during peak hours of operation.

Your new work schedule will be [New Schedule], and we will do our best to accommodate any personal commitments you may have. If this is not possible, please let us know as soon as possible so we can work on a solution together.

Thank you for your understanding and flexibility in this matter. If you have any questions or concerns, please don’t hesitate to reach out to HR.

Change of Department Template

We are pleased to inform you that you will be transitioning from [Current Department] to [New Department] effective [Date]. This change is due to the company’s need to restructure and optimize its operations.

Your new role will entail [New Job Description] and will come with an increase in salary and benefits, reflecting your expertise and experience. We value your contributions to the company and believe that this change will benefit both you and the company.

Change of Salary Template

We would like to inform you that there will be a change in your salary effective [Date]. This change is due to [Reason for Change], and your new salary will be [New Salary].

We appreciate your hard work and commitment to [Company Name], and we believe that this change is a reflection of your dedication and contributions. If you have any questions or concerns, please don’t hesitate to reach out to HR.

Thank you for your ongoing commitment and hard work.

Change of Benefits Template

We are pleased to inform you that there will be a change in your benefits package effective [Date]. This change is due to [Reason for Change], and your new benefits will include [New Benefits].

Change of Reporting Structure Template

We are pleased to inform you that there will be a change in your reporting structure effective [Date]. You will now be reporting to [New Manager or Supervisor], who will be overseeing your department.

We believe that this change will improve communication and streamline operations within the company. If you have any questions or concerns about this change, please don’t hesitate to reach out to HR.

Thank you for your ongoing commitment and hard work to [Company Name].

Change of Location Template

We would like to inform you that there will be a change in your work location effective [Date]. This change is due to [Reason for Change], and your new work location will be [New Location].

We appreciate your hard work and dedication to [Company Name], and we believe that this change will benefit both you and the company. If you have any questions or concerns about this change, please don’t hesitate to reach out to HR.

Tips for Amendment Change of Employment Contract Letter Template

When drafting an amendment change of employment contract letter, it is important to keep in mind that the purpose of the document is to modify an existing employment agreement between you and your employee. To ensure that the letter is legally binding and covers all areas that require modifications, the following tips can be helpful:

  • Be Clear and Specific – The letter should specifically outline the changes being made to the employment contract. Use simple language and straightforward terms to describe the alterations, and ensure that all parties involved understand what is being amended.
  • Include Information About the Original Agreement – It is crucial to provide relevant information about the original employment agreement. This includes the date it was signed, its terms, and any amendments that were made prior to the current letter.
  • Provide a Deadline for Acceptance – You should set a timeframe for the employee to respond to the amendment letter. This ensures that everyone is aware of the timeframe for when the new agreement will take effect.
  • Review Company Policies – Before making any changes to an employment contract, review your company policies to ensure that you are not violating any laws or employment regulations. This is particularly important when it comes to issues such as wages, working hours, and benefits.
  • Consider Legal Advice – If you are unsure about the changes you are making or the language you are using, it is advisable to seek legal advice from an employment attorney.

Lastly, ensure that the amendment change of employment contract letter is signed and dated by both parties and kept on record along with the original employment agreement. This will provide a clear record of any modifications made to the original contract, and protect both the employer and employee in the event of any disputes that may arise in the future.

Frequently Asked Questions (FAQs) on Amendment Change of Employment Contract Letter Template

What is an amendment change of employment contract letter?

An amendment change of employment contract letter is a written document used to officially modify an existing employment contract between an employer and an employee. It outlines the changes made to the existing agreement, such as modifications to salary, job title, job responsibilities, or working hours.

When is an amendment change of employment contract letter needed?

An amendment change of employment contract letter is needed when there is a change in the terms and conditions agreed upon in the original employment contract. It is particularly useful for employers and employees who need to modify the contract while keeping a record of the agreed-upon changes.

What should be included in an amendment change of employment contract letter?

An amendment change of employment contract letter should include the original date of employment, the name of both parties involved, the effective date of the changes, a summary of the changes made, and a signature of both parties. It may also include any additional terms or conditions that need to be modified.

Do both parties need to sign an amendment change of employment contract letter?

Yes, both the employer and the employee must sign the amendment change of employment contract letter, showing their agreement to the modification. This signature is essential in making the modifications legally binding and enforceable.

Can an amendment change of employment contract letter be used to diminish employee rights?

No, an amendment change of employment contract letter cannot be used to diminish the employee’s rights or benefits. Employers cannot unilaterally alter a contract to an employee’s detriment without their express consent. Otherwise, it may be considered a breach of contract or an unlawful practice.

How should an amendment change of employment contract letter be delivered?

An amendment change of employment contract letter can be delivered in person, via email, or through certified mail. The employer must ensure that the employee has received a copy of the letter and fully understands the changes. Keeping a record of the delivery of the letter is essential for future reference.

What happens if an employee refuses to sign an amendment change of employment contract letter?

If an employee refuses to sign an amendment change of employment contract letter, the employer may attempt to resolve the issue through dialogue and negotiation. If a reasonable resolution cannot be found, the employer may choose to terminate the employment agreement, although this should be a last resort.

Thanks for stopping by!

We hope this amendment change of employment contract letter template was helpful in guiding you through the process of modifying your employment agreement. Remember, it’s always important to consult with a legal professional before making any changes to your contract. If you have any questions or comments, feel free to leave them below. And don’t forget to check back for more useful resources in the future!

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Letter confirming changes to an employment contract

Wilkes logo

What’s a letter confirming changes to an employment contract and when do you need it?

Use this letter when:

  • you want to make a change to an employee’s contract with you, and
  • ideally, you’ve met with the employee in advance to discuss this intended change with them, so that you can ensure they fully understand what is proposed and are willing to agree to it.

You can also adapt the wording of this letter where the employee has proposed the change, you have discussed it and you are willing to agree to it.

This could happen, for example, where the employee wants to work more flexibly, maybe increase their holiday allowance in return for a salary sacrifice or has lobbied you for a pay rise that you’ve agreed.

This letter is appropriate for employees based in England and Wales.

It would not be appropriate for a situation where changes to employment terms are being made for a number of employees at the same time, particularly if those changes are being made for 20 or more employees.

If the employee is resistant to a change

Typical changes to an employee’s contract terms include things like:

  • job description and duties – which might come as a result of a promotion (or a demotion)
  • changing the employee’s work location or working hours
  • making changes to pay (including reductions in pay, changes to bonus rights or overtime entitlements, changes to holiday entitlement or what happens with sickness absences and sick pay, etc.)
  • changes to reporting lines and/or team structures

Changes such as these can be made by:

  • agreement between you and the employee, and/or
  • passage of time and long-standing practice (for instance, where an employer has always operated in a particular way: e.g. in relation to giving bonuses, or giving staff New Year’s Eve off – even though the contract is silent on these entitlements and the employer was not originally bound by contract to offer them).

Changes can also be made by collective agreement. This happens where the employee belongs to a trade union or staff association and the contract changes are reached as a result of collective negotiations between you and that union or association.

See our guide to employees and their trade union rights for more information.

Offering something in return for employee agreement – do you have to?

Even if you have the right to make changes to an employment contract, you may want to offer the employee something in return as a sweetener.

It’s often seen as a respectful approach – depending on how significant the change might be. Small changes probably wouldn’t carry an expectation of incentive/compensation.

In some cases, the change will require you to give something in return, particularly if you are reducing the employee’s existing rights/benefits.

If that’s something you envisage, it’s wise to take advice first. It may be possible to link the changes to a pay review, for example, or to offer something other than a financial incentive – but much will depend on the circumstances and your intentions.

What else might you need?

If you’d like some help with drafting this letter or you’re not sure about a particular variation of contract that you would like to put in place, our Speak To A Lawyer service is ideally placed to help you.

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Entcounsel Poppins3

  • Start ups & Entrepreneurship

Changes to Employment Contract After Being Hired

  • January 28, 2016
  • by Vandana Taxali, LL.B., J.D

Changes to employment contract after hiring someone can have negative consequences.  The following list will help startups avoid making common mistakes in employment contracts. One of the greatest assets any startup has is its employees. Avoid getting into legal suits by employees or repercussions with Revenue Canada by keeping the following tips in mind.

Changes to Employment Contract

Many startups may make changes to employment contract with an employee that is working for them or they have the employee sign the contract after they have already started working. In this situation, an employee already has a signed agreement.

Another scenario is having a potential employee sign an offer letter and then present them with a long form employment agreement after they are already working. Many startups may have employees they wish to keep but later decide that the contract terms need to be changed to less favourable terms.

Making Changes to Employment Contract After Hiring

The question for a startup is how to change the terms of an employment contract with less favourable terms without facing a lawsuit for constructive dismissal. Constructive dismissal arises when an employee is “construed” to have been dismissed due to changes in the original employment arrangement by an employer. This could be a change in compensation or a change in reporting relationships or responsibilities. In these situations, an employee may be able to resign and claim damages as if they had been dismissed without cause.

The recent decision of Holland v. Hostopia.com Inv., 2015 ONCA 762 from the Court of Appeal reinforces that employers cannot change employment contracts after an employee starts working. During the course of their employment, the company may want to make changes such as:

  • reducing the number of hours they work
  • moving or relocating the employee
  • modifying their job duties and responsibilities
  • changing their salary
  • a significant change in roles or title of the employee
  • changing who the employee reports to

The Ontario Court of Appeal held in Wronko v. Western Inventory Service Ltd. (2008) ONCA, 327 that an employee has three option available when an employer makes a unilateral fundamental change to an employment contract:

  • Employee accepts the change (expressly or implicitly) and the employee continues to be employed under the altered terms.
  • Employee rejects the change and sues for damages on the basis of constructive dismissal. (In Farber v. Royal Trustco [1997] 1 SCR 46, an employee refused to accept a demotion and successfully claimed constructive dismissal).
  • Employee rejects the change, the employer can: (i) terminate the employee with proper notice; or (ii) permit the employee to continue to be employed but it would have to be on the same terms of the original contract.

How to Make Changes to Employment Contract

If an employer wishes to make a fundamental change to an employment contract, they cannot do so unilaterally. In other words, they will need the permission of the employee in writing.

The original contract can be amended in writing. In order for this change to be effective, there has to be fresh and new “consideration” (a legal term that requires an exchange of value whether financial or a perk in order to create a binding contract such as a raise, promotion, new stock option agreement, bonus or signing bonus).

It is important for an employer to provide the employee notice of employment contract changes and ask them to sign back to those changes they agree to with fresh consideration. The employer cannot tell the employee that they will be terminated if they don’t sign.

However, an employer can still terminate the employee upon proper legal notice. Most courts will not consider continued employment as “consideration”. Otherwise, an employee may sue for damages on the basis of constructive dismissal if an employer makes a change to their contract without the consent of the employee.

What to do If Employee Does Not Accept Changes to Employment Contract?

If an employee does not accept the company’s proposed changes to the employment contract, the company will be required to either keep the employee on the existing terms of the contract or they may terminate the employee by by providing notice or pay in lieu of notice in accordance with the Employment Standards Act (“ESA”) or common law, as applicable.

If an employment agreement does not say anything about the notice provisions, then the common law notice provisions will apply. Technically, after termination, the employer can make a new offer to the employee on the new terms. The provisions under the ESA are less favourable than the notice provisions under common law.

In summary, it is important to have a well-drafted employment agreement signed by an employee before they start working. Employers should have broad provisions which allow work duties to be amended to make changes to employment contracts.

Any existing employees should receive consideration for signing a new contract during employment. It may be appropriate to have fixed terms contracts for one year periods to allow for new negotiations and terms each year it is negotiated if you wish to make changes to employment contracts.  You may be interested in our article for Small Business BC Are you Really an Independent Contractor, or Are you an Employee? 

by Vandana Taxali (Entcounsel see www.entcounsel.com ).

@medialegal

https://www.linkedin.com/in/vandana-taxali-37596b5

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Why did Ohio State fire Chris Holtmann? Basketball coach's record, buyout, more to know

change job contract

The first major domino of what is expected to be a busy coaching carousel in men’s college basketball fell this week.

And it was Ohio State that pushed it down. The Buckeyes fired coach Chris Holtmann on Wednesday in the middle of his seventh season with the program. It marked a relatively abrupt end of a disappointing tenure that once held so much promise for coach and program alike.

When Ohio State parted ways with Thad Matta, the winningest coach in program history, in June 2017, it turned to Holtmann to try to rectify whatever it was the program had lost in the final years of Matta’s decorated 13-year stint.

REQUIRED READING: Ohio State fires coach Chris Holtmann after seven seasons

At the time he was coming off an excellent run at Butler, where he successfully piloted the program in its early years in the Big East, winning 70 games in three seasons and taking the Bulldogs to the NCAA Tournament each year he was there. His stint was capped off by a Sweet 16 appearance in 2017.

Seven years later, though, Holtmann is gone and the Buckeyes are again searching for a coach who can once again make the program a consistent threat for Big Ten championships and Final Fours.

Why did Ohio State and outgoing athletic director Gene Smith choose to move on from Holtmann? Here’s what you need to know about Holtmann’s time with the Buckeyes:

REQUIRED READING: Ohio State men's basketball is 'nationally irrelevant': Reactions to Chris Holtmann firing

Ohio State statement on Chris Holtmann firing

Shortly after news of Holtmann's firing at Ohio State, Smith issued a statement via a news release commenting on the "change in leadership:"

“I want to express my appreciation toward Chris for the first-class program, and the well-respected program, he has run here at Ohio State,” Smith said. “He and his wife, Lori, are wonderful people. I thank each of them for their seven years here in Columbus and I wish them well.”

Ohio State announced associate head coach Jake Diebler will serve as the interim coach for the rest of the 2023-24 season. The release also claims incoming athletic director Ross Bjork will lead the search for Holtmann's fulltime replacement beginning with the end of the season. Bjork takes over on July 1 but will start March 1 in an interim role.

Chris Holtmann record

Over his not-quite seven full seasons with the Buckeyes, Holtmann’s teams went 137-86 (61.4%). It’s the second-highest win percentage of an Ohio State men’s basketball coach over the past 45 years, behind only Matta. But the trajectory of that tenure provides a clearer picture as to why he was dismissed.

The Buckeyes won 20 games in each of Holtmann’s first five seasons and made the NCAA Tournament each year the event was held. He won 25 games in his first season, an eight-win improvement over Matta’s final team. By his fourth season, Ohio State earned a No. 2 seed to the 2021 NCAA Tournament, its best seed in eight years — but once there, it was stunned in the first round by No. 15 seed Oral Roberts.

That defeat embodied the larger struggles of Holtmann’s teams in the NCAA Tournament: Though the Buckeyes consistently made the 68-team field, they never advanced past the second round. By contrast, they made it at least as far as the Sweet 16 five times under Matta, including Final Four appearances in 2007 and 2012.

By the final years of his stay in Columbus, Holtmann’s teams weren’t even making the tournament. Ohio State finished 16-19 in 2022-23, its first losing season since 2003-04. After Tuesday night’s loss to Wisconsin, his current team was 14-11, giving him a 30-30 mark since the start of the 2022-23 season. With a 4-10 mark in conference games this season, the Buckeyes are second-to-last in the Big Ten, ahead of only their languishing rival, Michigan.

Though his overall record was impressive, Holtmann went just 67-65 in Big Ten play. Even in some of his best years, his teams had a habit of stumbling down the stretch of the season, losing four of its final seven in 2017-18, eight of its final 12 in 2018-19, six of its final nine in 2020-21 and five of its final seven in 2021-22.

The search and the ensuing hire will be a first opportunity for incoming athletic director Ross Bjork, who doesn't officially take over in that role until July 1, but who will begin March 1 as a senior advisor to the athletic director.

Here’s Holtmann’s year-by-year record with the Buckeyes:

  • 2017-18: 25-9 (15-3 Big Ten)
  • 2018-19: 20-15 (8-12)
  • 2019-20: 21-10 (11-9)
  • 2020-21: 21-10 (12-8)
  • 2021-22: 20-12 (12-8)
  • 2022-23: 16-19 (5-15)
  • 2023-24: 14-11 (4-10)

REQUIRED READING: Oller: Ohio State fires Chris Holtmann; what should fans expect from his replacement?

Chris Holtmann buyout, salary

According to USA TODAY’s coaching salary database , Holtmann made $3.5 million last season. That mark ranked him 24th among Division I public schools and seventh in the Big Ten, behind Michigan State’s Tom Izzo, Illinois’ Brad Underwood, Maryland’s Kevin Willard, Wisconsin’s Greg Gard, Michigan’s Juwan Howard and Purdue’s Matt Painter.

Ohio State announced that with his firing, Holtmann is owed a buyout of $12.8 million.

How good is the Ohio State basketball job?

Though it’s popularly known as a football school, Ohio State has a proud men’s basketball history and has shown a willingness to invest in the program.

The Buckeyes have 11 Final Fours, the sixth-most of any Division I program, ranking them ahead of the likes of Indiana, Louisville, Syracuse and UConn. Since 1960, they’ve won at least a share of the Big Ten regular season championship 14 times. And, most notably, they have a national championship, which they won in 1960 with a loaded roster led by Jerry Lucas and John Havlicek.

According to the most recent data from the U.S. Department of Education, Ohio State spent $11.9 million on its men’s basketball program, a budget that ranks it fifth among the Big Ten’s current 14 members, behind only Indiana, Michigan State, Illinois and Maryland.

For certain coaches, the passion around the Buckeyes’ football program is a good thing — not because it overshadows the men’s basketball team, but because the passion around Ohio State football means being the Buckeyes’ men’s basketball coach doesn’t come with the kind of overbearing pressure that is felt at many of college basketball’s preeminent powers.

Ohio State is one of two major-conference programs currently with a coaching vacancy, with DePaul being the other. Several others are expected to or could come open, though, a list of potential competitors that includes Michigan, Louisville, West Virginia, Oklahoma State, Stanford and Washington.

Why don't Texans pay income taxes, and what do we pay? Here's what you should know

change job contract

Texas has a complicated relationship with taxes, despite their similar spellings. The state imposes no income tax on its residents but makes up the lost revenue in other ways, mainly through higher sales taxes.

The state's noteworthy tax system, coupled with the April 15 deadline to file federal income tax returns, can complicate people's understanding of the process. It certainly confused us.

But fear not; we did the research. Here's everything you need to know about Texas' taxation system ahead of the April deadline.

More: Everything to know about when, how and where to file your taxes for tax season 2024

Why don't Texans pay state income tax?

Texans can thank a provision in the state's constitution for not having to pay state income taxes. The provision explicitly prohibits personal income taxes, according to Melton & Melton , an accounting firm based in Houston.

Only eight other states join Texas in imposing no income tax on their residents, including:

  • New Hampshire
  • South Dakota

More: President Joe Biden distorts income tax rates for the richest Americans

What taxes do Texans pay?

The bulk of taxes paid by Texans come in the form of sales taxes. The state sales tax, which is 6.25%, can be grouped with local sales taxes to total as much as 8.25% in some areas, including Austin, Dallas, Houston and San Antonio, according to The Balance , a personal finance website.

Some businesses and specific industries are also taxed. Though Texans also pay property taxes, those are collected by local entities like cities, counties and school districts, not by the state.

The gas tax in Texas is 20 cents per gallon, and there's a $1.41 tax on each pack of cigarettes. Hotels, bed and breakfasts and other short-term stay facilities tax guests at 6% of the cost of the room.

What taxes don't Texans pay?

At the state level, in addition to their income, Texans have not been taxed on their inheritances — commonly referred to as "death taxes" — since 2015. There's also no estate tax in Texas, though estates valued at more than $12.06 million in 2022 and $12.92 million in 2023 can be taxed at the federal level, according to The Balance.

More: Austin man tried hiding millions in bitcoin sales from IRS, indictment says

Are sales taxes higher in Texas than other states?

Sort of, but not egregiously. In a 2021 ranking by the Tax Foundation, a nonpartisan, non-profit organization focused on shaping tax policy, Texas' average combined state and local sales tax of 8.19% ranked 14th highest in the country. States bordering Texas, including Louisiana, Arkansas and Oklahoma all ranked higher than Texas, meaning their state and local sales tax averages were higher than the Lone Star State.

Among the eight states that don't impose income taxes (excluding New Hampshire because of insufficient data), Texas ranked fourth in terms of highest average sales tax, with Tennessee (#1 overall), Washington (#4 overall) and Nevada (#13 overall) ranking higher, according to the report .

Grumet: Roy, Casar, Doggett land in same column on tax bill vote — for different reasons

When can I expect my tax return refund?

If you filed or plan to file online, you can expect your tax return refund 21 days after filing, according to the Internal Revenue Service .

If you filed by mail or your return had to be amended, the timeline to get your refund will likely be closer to a month.

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COMMENTS

  1. Can My Employer Change My Job Role? A Definitive Guide

    In most situations, your employer can change your job role. All U.S. states except Montana have at-will employment, meaning that every employee works voluntarily and can leave their job whenever they want for no official reason.

  2. Can An Employer Change Employment Contract

    Yes, you can. But you need to get the employee's consent before going ahead. So, making any change in a contract is about checking existing contracts and seeing what was signed by the employee. Then you can take steps to try to make changes, but only if staff agree. So, how can you go about all of this? Changing terms and conditions of employment

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    29 August 2022 IN THIS SECTION Can employers change employment contract terms? How to change employment contract terms If the employee accepts the change in contract terms If the employee does not accept the change in contract terms Fire and rehire Breach of contract Can an employee request changes to their contract?

  4. How to Change a Contract of Employment: 13 Steps (with Pictures)

    Changing an employment contract involves a negotiation between the parties to meet everyone's goals. Part 1 Negotiating a Change 1 Determine whether direct negotiation is allowed. In some cases, employers and employees are not able to directly negotiate or renegotiate employment contracts.

  5. Changing an Employment Contract: What You Need To Know

    When any change to a contract of employment is actioned, employers are required to give written notification of the variations within a month of the changes being agreed and put in place. The following three concerns are fundamental to many contractual changes: The legal compliance if an employer wants to change an employee's contract

  6. Employment contract amendment template

    An employment contract amendment is an agreement used to modify and make changes to the terms of an existing employment contract without needing to create a new one. Once effective, the employment contract amendment works alongside the original employment contract but changes, adds, or removes a specific term.

  7. Can employers change an employee's job duties, schedule or work ...

    Generally, unless an employment contract or a collective bargaining agreement states otherwise, an employer may change an employee's job duties, schedule or work location without the...

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    Many union contracts state very explicitly what duties are associated with various positions. A union plumber can't be expected to paint the bathroom where she is installing fixtures, for example. In another example, if you are covered by an employment contract that specifies your job duties, your employer cannot change them without your agreement.

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    Changes to employment contracts can be made by: agreement between the employer and employee. collective agreement (ie the result of negotiations between an employer and a trade union or staff association), or. implication, by way of a change in long-standing custom and practice (eg if an employer allows a day off each year for New Year's Eve)

  10. Changing an employment contract: Getting agreement

    explain the reasons for changes listen to alternative ideas from employees You may also want to talk with workers, asking them about their future plans. With older employees this can include...

  11. Can you change an employment contract unilaterally?

    An employer can only successfully invoke a unilateral change clause if the following four conditions are met: 1. The unilateral change clause has been agreed in writing. The unilateral change clause cannot be agreed orally. The clause must therefore be in writing, either in the employment contract or in a collective agreement or any other ...

  12. Have a Contract but Want a New Job? Here's What to Do

    Open a Discussion. After drilling down into the details of your contract, the next step toward making a job change when you're a contracted employee is to start a dialogue about it with your manager. "If you have an employment contract but want a new job, the best action you can take is to discuss with your employer the new job you want ...

  13. Free Employment Contract

    An Employment Contract outlines an employer's and employee's rights, responsibilities, and obligations during a period of employment. Once the employer offers the employee the job and the two parties sign the contract, they become bound to its terms.. Besides basic details about the parties, our Employment Contract template allows you to include information about compensation, vacation time ...

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    Changes to employment contracts can be agreed in different ways, including when: a change is proposed by either you, or one or more employees or workers, which you then discuss and agree with them you have a 'collective agreement' with a trade union and the union agrees changes to terms and conditions on behalf of your employees or workers

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    Print If your employer wants to change a term in your contract, this is called a 'variation of contract'. Your employer should only make a change to your contract if at least one of these applies: you agree to the change your contract says your employer can make certain changes - this is called a 'variation clause'

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    Ensure compliance when changing your employees' employment terms & conditions with this change of contract letter template. An employment contract amendment letter is a letter that tells your employee what it is you are changing in their employment agreement and why following the consultation process.. It's a legal document to ensure you have the employee's written consent, to make a ...

  18. Can Your Employee Status Be Changed Without Notice ...

    The contract is a legal agreement that both you and the employer have to honor; to change its terms, you have to negotiate a new agreement. Employer Statements. Contracts don't have to be in writing. If your employer has explicitly promised that it won't change certain terms of your employment or won't fire you without cause, that's an oral ...

  19. Changing an employee's job title? What employment laws have to say

    If so, changing an employee's job description or giving someone a new title could be considered a breach of contract. Employers wishing to make changes involving someone in a union or covered by ...

  20. Amendment Change of Employment Contract Letter Template: Simplify the

    An amendment change of employment contract letter is a written document used to officially modify an existing employment contract between an employer and an employee. It outlines the changes made to the existing agreement, such as modifications to salary, job title, job responsibilities, or working hours. ...

  21. Letter confirming changes to an employment contract

    Typical changes to an employee's contract terms include things like: job description and duties - which might come as a result of a promotion (or a demotion) changing the employee's work location or working hours; making changes to pay (including reductions in pay, changes to bonus rights or overtime entitlements, changes to holiday ...

  22. Changes to Employment Contract After Being Hired

    The recent decision of Holland v. Hostopia.com Inv., 2015 ONCA 762 from the Court of Appeal reinforces that employers cannot change employment contracts after an employee starts working. During the course of their employment, the company may want to make changes such as: reducing the number of hours they work. moving or relocating the employee.

  23. Chris Holtmann fired: Why Ohio State basketball moved on from coach

    The first major domino of what is expected to be a busy coaching carousel in men's college basketball fell this week. And it was Ohio State that pushed it down. The Buckeyes fired coach Chris ...

  24. Commanders Have Over $90 Million in Salary Cap Room

    FEB 23 NFL SALARY CAP SET TO $255.4 MILLION Tom Pelissero of NFL Network reported Friday the league's salary cap for 2024 has been set at $255.4 million leaving the Washington Commanders with ...

  25. Closing Loopholes No. 2 Bill passes both houses of Parliament

    In preparation for the changes, employers should: review the current use of casual employees to assess the likelihood they would be considered permanent employees under the new definition; review any template contracts used to engage casual employees and update to ensure they reflect the recent changes to the law; and

  26. ADP: Pay bumps associated with job hopping fade as labor market settles

    That gap is far narrower than in June 2022, when job changers saw a median year-over-year change in annual pay of 16.4% compared to 7.7% for those who remained in their jobs.

  27. Contractual Commitments and the Right to Change Religions

    Abstract. Religious contracts have long been a feature of religious life and commerce in the United States. Across a range of contracting contexts—property, employment, arbitration and family law, to name a few—parties regularly enter into agreements where performance is measured against religious standards and objectives.

  28. Does Texas have state income tax? What to know as you file your taxes

    Why don't Texans pay state income tax? Texans can thank a provision in the state's constitution for not having to pay state income taxes. The provision explicitly prohibits personal income taxes ...