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HR Tip – Changed terms of employment

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HRD & Payroll Solutions continues to bring HR Zone members a range of HR tips. This week’s tip looks at changed terms of employment.


Q: Some of our employees have agreed to changes to their hours of work and to their holiday arrangements. Do we have to issue new contracts?

A: No. All that you are required to do is give each employee affected written confirmation of the changes within one month of them coming into effect.

However, you may wish to issue new contracts if you feel that the old ones are out of date, unclear or need tidying up but be sure to let employees know if you are making any changes in content or wording and give them opportunity to discuss these with you.

Previous HR tips
Developing women managers
A promotion that failed
Fixing holidays
Holiday for temporary employees
A redundancy problem
Behaviour outside work
Suspension from work
Informing employees of new legislation
Deductions from wages
Children on site
Workplace affairs
Disabled workers
Attitude problems
Redundancy selection
Custom and practice
Working Bank holidays
Disciplinary and dismissal procedures
Time off work for funerals
References
Translating rules
Banning smoking at work
Burden of proof
Contracts of employment

One Response

  1. Implications of delayed letters
    What are the possible implications of the letters being written more than one month after the chnge, and does this apply to all types of T&C changes or just those affecting hours or holiday entitlement?

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