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Changing terms and conditions – how does ‘consideration’ work?

Where an employer is seeking to change terms and conditions during employment, they must obtain the consent of their employee to the changes. Any agreed variations should also be supported by ‘consideration’ where the variation is to the employee’s detriment.

The case of Re-use Collections Limited v Sendall & May Glass Recycling Ltd (2014) considered whether the restrictive covenants, contained in the new contract of employment that Mr Sendall had signed just before he resigned to join a competitor, were enforceable.

Read the full article on our dedicated website for HR professionals: employment.law-ondemand.com »

This information is intended as a general discussion surrounding the topics covered and is for guidance purposes only. It does not constitute legal advice and should not be regarded as a substitute for taking legal advice. DWF is not responsible for any activity undertaken based on this information.

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Judith Firth

Associate - PSL - client facing

I am an Associate and Professional Support Lawyer for the Employment team.