Online Solicitor

Employment contracts are binding agreements to rights and responsibilities, but they can be changed. Employers may need to make changes to employment contracts because of changes in the law, market or economy; they may need to move the company, shut down or expand part of the company or even add a new element to the company. In these cases, employees may see their contracts change to reflect different rate of pay, different responsibilities for both employer and employee and even changes in the location of their job.

In other cases, it may be the employee who requires a change in their contract. This may be because their circumstances have changed, because they are unhappy with the way things are or because they feel they would be better in a different role. Employees typically request higher rates of pay and working hours, more of less work or holiday and improved conditions for work, as well as the ability to work from home or have flexible hours.

Both employers and employees have the right to request these changes to their employment contract, but neither can do so without the agreement of the other. In some cases, employers negotiate with their staff on the whole, or with a trade union instead of individual employees; this is deemed an acceptable way of making changes to employment contracts and will affect all employees, even if they are not a member of the union or associate in questions. In other cases, the pre-existing employment contract may contain implied changes that are due to happen in the future, to which the employee agrees.