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EMPLOYMENT CONTRACTS: The science of changing terms and conditions

06 February 2015  

A recent case highlights the importance of following proper procedures when amending employees’ contracts, writes Michael Ryley

The operational and financial pressures that businesses face frequently require them to be flexible in the way they deploy and remunerate their workforces. How easily they can achieve that flexibility will depend on factors such as workers’ employment status, the inherent flexibility of current employment terms and the threat of industrial action around plans for change.

Additional Info

  • Case(s) Referenced:

    Hollister v NFU [1979] ICR 542

    Rigby v Ferodo [1988] ICR 29

    Solectron Scotland v Roper [2004] IRLR 4

    Wess v Science Museum Group [2014] UKEAT/0120/14

Last modified on 12 February 2015