In these unprecedented times, Axiom Stone Solicitors will, in common with other businesses, be following the Government's official advice on social distancing and social isolating.

Public health measures must have the highest priority and, as a result, some staff will be working from home. Also, our offices will be closed to visitors.

However, we wish to reassure existing and potential clients that we will continue to provide the highest levels of service.

Please be assured we have a robust business continuity plan in place that is designed to minimise the impact on our service to you.

In addition, please continue to contact us electronically or by phone in relation to the progress of your matters or on any issues of concern to you.

Until further notice, service of claim forms, application notices and all other court documents and contractual notices must be made to our head office only (we shall not accept service through any other means). Our head office address is at Axiom Stone Solicitors, Axiom House, 1 Spring Villa Road, Edgware, Middlesex, HA8 7EB. We ask that all other correspondence be sent by email to the relevant member of Axiom Stone Solicitors. In the event that service of court documents or contractual notices is attempted by post, courier, DX, or fax to any address other than that of our Head Office, we cannot provide any assurance that they will be received or processed. We are grateful for your understanding at this time.

We will update this information regularly on our website (Please see COVID-19 Updates Here) and via social media.

Finally, we urge everybody to follow the official advice on fighting the virus outbreak so enabling you to stay safe and well.

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Variation of contractual terms and breach of contract

All employees have a contract of employment. These can be written or verbal and can contain either express, implied or statutory terms. Under Section 1 of the Employment  Rights Act 1996, certain contractual terms must be put in writing within two months of the employment starting. From April 2020 a document containing those terms must be provided on or before the date the employment starts and this obligation extends to workers as well as employees.

These terms include:

  • Names of the parties
  • Employee’s job title
  • Commencement of employment
  • Rates of Pay
  • Hours of work
  • Holidays and holiday pay
  • Place of work

From April 2020, additional terms to be included will be:

  • The days of the week worked and whether those days and working hours may be variable
  • Any paid leave to which the worker is entitled
  • Details of any other benefits provided by the employer
  • Any probationary period, including any conditions, and its duration
  • Any training entitlement provided by the employer, including if the training is mandatory and/or must be paid for by the worker

If express terms are not met, an employee may have a claim for breach of contract. Implied terms, such as the obligation not to destroy trust and confidence, are also important and, if breached by an employer, can lead to an employee resigning and claiming constructive unfair dismissal at an Employment Tribunal.

It is critical to employment relationships that contracts are not breached. For instance, if an employer:

  • Wishes to change contract terms, this should only be by consent
  • Attempts to change contract terms without consent, an employee may have a claim