A notice of change to employment terms is relevant when you, as an employer, wish or need to continue an existing employment relationship with your employee only under altered conditions. This is where the so-called notice of change to employment terms comes into play, where a termination is issued, but simultaneously a new position within the company is offered.
This is often a necessary step during difficult economic situations or a restructuring within the employer's company. However, the notice of change to employment terms involves a series of legal requirements. To avoid costly errors, contradictions, or even labor court proceedings, employers should seek legal support when issuing notices of change to employment terms, for example, during a restructuring.
An essential component of a notice of change to employment terms is the declaration of termination and the offer of the new position, along with the associated working conditions. The employee must be given the opportunity to understand the changes and to accept or reject the offer within a three-week period. If the employee rejects the offer, the employment relationship is considered terminated upon the expiry of the notice period. Despite rejection, employees are free to file a claim against unfair dismissal. Employers should therefore be adequately prepared legally.
Our labor law attorneys will diligently assist you in implementing planned changes to employment conditions in the form of a notice of change to employment terms, providing guidance during preparation and execution, and – if necessary – representing you in court.
