Description
Temporary Variation of Employment Contract summary
- Use our template to communicate temporary changes to your employee contracts as a result of COVID-19
- Our letter provides for a 3 day consultation and feedback period for employee input
- Can be completed in less than 5 minutes
What is a Temporary Variation Letter?
A temporary variation letter is a letter sent from an employer to an employee providing them with written notification of changes that affect their position at work. It requires the employee to acknowledge any temporary variations to their contract by signing the letter.
What does the template cover?
Our Temporary Variation of Employment Contract template covers:
- Variation instructions
- Hourly rate of pay
- Consultation
- Duration of the direction
- Accrual of service and entitlements
Do you need a Temporary Variation Letter?
A temporary variation letter clearly documents and communicates proposed variations to an employee’s contract of employment. This is an important tool which your business can utilize to minimise exposure to risk by keeping a record of your consultation with employees.
What are some examples of variations?
Examples of temporary variation to an employment contract include a variation to normal days or hours of work, stand down from work, taking accrued annual leave, performing different duties or working from a different location (e.g. home).
Can I use this template for COVID19?
Yes, we have specifically drafted this letter to help employers dealing with changes to their business as a result of COVID19.
Can I force an employee to sign this?
No. Employees cannot be forced to sign a variation of their employment contract. If you want to vary terms, make sure you check the Award on Fair Work and then use this letter to make an offer to them. It is their choice to agree to the changes or not.
Employer Obligations
We recommend that you consult the Fair Work website to check any Awards and agreements which may apply before you use this template.
As an employer, it is your responsibility to pay at least the minimum wage and entitlements to your employees under the applicable modern award or enterprise agreement.
If you are unsure about your obligations or if an action complies with the relevant employment laws, please seek legal advice.
