Back
Get in Touch Menu

Rewriting the employment contract

27 June 2008

Clients often want to know whether they can alter clauses in employees’ contracts, eg changing their place of work or working hours.

Many contracts have a clause reserving the employer’s right to vary the contract. But is it safe for employers to assume that they can rely on such a clause to make whatever changes they wish?

The courts have said that the clause must be clearly drafted and not so wide as to be unreasonable. They will also look at the parties’ intentions. In one recent case the appeal court said that it would be hard to uphold a clause giving the employer power to change any term if it was used to reduce employees’ working hours, thereby cutting their pay.

So if an employer uses the clause and unilaterally varies the contract what can a disaffected employee do about it? He has four options: he can agree to the variation; he can resign and claim constructive unfair dismissal; he can refuse to work under the new terms – putting the onus on the employer to decide whether to discipline or dismiss him or he can work under the new terms under protest and bring a claim for breach of contract.

Employers are unlikely to want to face any of the last three options. It is therefore worth getting advice before imposing any changes that are not agreed by the employee. Unless a variation clause is clearly and tightly drafted it is unlikely to actually ‘do what it says on the tin’.

As always, if you need commercial and pragmatic legal advice, we’re here to help so please get in touch.

Contact us

Disclaimer: All legal information is correct at the time of publication but please be aware that laws may change over time. This article contains general legal information but should not be relied upon as legal advice. Please seek professional legal advice about your specific situation - contact us; we’d be delighted to help.
Contact
Jenny Hawrot LLB (Hons)
Partner
View profile
Related services
Share this article
Resources to help

Related articles

Employment Rights Bill: Bereavement, paternity & unpaid parental leave - what do businesses need to know?

Employment & business immigration

Changes to bereavement, paternity and unpaid parental leave are on their way as part of the Employment Rights Bill, so it’s important your business knows what’s on the horizon to…

Simon Pathé FCILEx
Partner, chartered legal executive

Employment Rights Bill: Employees to benefit from guaranteed hours & rights relating to shifts

Employment & business immigration

The Employment Rights Bill is shaking things up, with employees expected to benefit from guaranteed hours and rights relating to shifts. The government is committed to ending one-sided flexibility and…

Simon Pathé FCILEx
Partner, chartered legal executive

Supreme Court makes landmark decision on the definition of ‘woman’ and ‘sex’ in the Equality Act

Employment & business immigration

The Supreme Court has unanimously allowed the appeal for For Women Scotland Limited and has provided clarity on how ‘woman’, ‘man’ and ‘sex’ are to be defined. The decision acts…

Hifsa O'Kelly LLB (Hons)
Senior associate, solicitor
Contact us