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Changing Contracts

Molly

Hi everyone,

I have recently joined a charity who up until 2 months ago had no HR function.

They have a very outdated handbook that needs a lot of updating, but all our employee's contracts state the handbook is a contractual term. So before making any changes we would need to do a full scale consultation. As part of this the management would also like to propose we standardise some of the benefits employees receive.

Would really appreciate if anyone could share any advice on key stages of the consultation or if they have been through a similar process and the challenges they faced.

Thanks in advance.

Molly

Parents

  • Welcome to the communities

    You will have to decide if the benefits of harmonisation (unless you are simply harmonising upwards) and changing a few outdated things in the handbook are worth the considerable time and effort involved.

    There are several threads on this topic but broadly

    • Start communicating need and challenges
    • Ideally get employees to help you work on solutions rather than just management
    • Communicate
    • Consult with colleagues meaningfully and with a view to reaching agreement 
    • Communicate
    • Be flexible and amend proposals etc
    • If no collective agreements, then ultimately offer your new proposals to colleagues individually to accept / reject
    • Consider introducing just for new colleagues or where there are promotions etc
    • Final resort is fire and rehire, but you probably don't have the business case to do that

    Ultimately it will depend on taking colleagues along with you rather than doing it to them and the nature of the changes you want to make

    If the changes to the handbook are relatively minor. or driven by legislation you could just (after communicating) do them on basis no one if likely to object

Reply

  • Welcome to the communities

    You will have to decide if the benefits of harmonisation (unless you are simply harmonising upwards) and changing a few outdated things in the handbook are worth the considerable time and effort involved.

    There are several threads on this topic but broadly

    • Start communicating need and challenges
    • Ideally get employees to help you work on solutions rather than just management
    • Communicate
    • Consult with colleagues meaningfully and with a view to reaching agreement 
    • Communicate
    • Be flexible and amend proposals etc
    • If no collective agreements, then ultimately offer your new proposals to colleagues individually to accept / reject
    • Consider introducing just for new colleagues or where there are promotions etc
    • Final resort is fire and rehire, but you probably don't have the business case to do that

    Ultimately it will depend on taking colleagues along with you rather than doing it to them and the nature of the changes you want to make

    If the changes to the handbook are relatively minor. or driven by legislation you could just (after communicating) do them on basis no one if likely to object

Children
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