The Covid-19 pandemic revealed that many employment policies and contracts did not include provisions that would have helped employers to deal effectively with a crisis of this nature.
As a result, there has been a marked increase in the move towards changing terms and conditions to achieve greater flexibility in contracts, including in roles and job descriptions and, in some cases, incorporating lay-off and short-time working provisions. Many employers have asked employees to take on different roles during the pandemic. They see that there is value in ‘future proofing’ contracts and policies and having a more agile workforce who are expected to be willing to move between different types of work.
Because employment terms are negotiated individually in the UK, employee agreement is required to change terms and conditions and so it’s important to remember that this is usually a matter for consultation. If more than 20 people are affected, then collective consultation processes may also to be triggered.
View our webinar on futureproofing your policies and contracts of employment below.
Resourcing for 2021: Immediate options for employers25 February 2021
As we move away from crisis management towards adapting to economic uncertainty and the “new normal”, identifying the best approach to resourcing staff is a business-critical issue. This is the first of a three-part series exploring the resourcing challenges, opportunities and trends we expect to see in 2021.
Do your contracts and policies stand up to the Covid-19 test?18 August 2020
The coronavirus pandemic and lockdown have stress-tested employment contracts and policies, with some showing signs of strain. What should you do now to make sure your employment documentation is ready for the post-Covid future?
Reducing business costs - alternatives to redundancy28 May 2020
When businesses run into financial difficulties and need to reduce costs, the knee-jerk reaction is often to consider the scope for job cuts.