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Can my employer change my working hours?

If I correctly understand you, your "permanent position" prior to your secondment, has been filled on a permanent basis by your manager. You are therefore right to be nervous that there will be no role for you to return to once you secondment has ended. I would therefore recommend that you raised your concerns, informally, at first, with human resources, seeking the reassurance that you need. If, however, you are dismissed at the end of your secondment, you may have a viable unfair dismissal claim, subject to your having sufficient length of service.

https://www.tribunalclaim.com/length-of-service/

Please feel free to contact me if you need any further advice.

Kind regards

Tom Street
Solicitor

07808 864607

Secondment finishing early, where do I stand?

It is not unusual for businesses to try and reduce their overheads by reducing the amount they pay to their staff during times of financial difficulty. However, in the UK, it is unlawful for an employer to enforce a reduction in pay across the board.

For a reduction in salary to be imposed on any employee, their consent must first be given for the reduction to be legal. This means that the reduction in salary can only be applied across personnel if each staff member agrees to it.

If the employer tries to impose a reduction in pay without having first obtained consent then the employee may be able to take action by either leaving the job, initiate a claim against the employer for constructive unfair dismissal or continue to work but "under protest" while initiating a claim for compensation to cover their loss of earnings that have resulted from the enforced reduction in salary.

As an employee, you are entitled to refuse the reduction in pay. However, if you do refuse then the employer may decide to terminate your contract of employment [https://www.localsolicitors.com/employment-guides/guide-to-contracts-of-employment]by issuing the contractual period of notice. They may offer to re-hire you following the termination based on the new terms of the reduction in pay. However, if you put up with the change without protesting, then this will likely be viewed as having acquiesced the change, thereby losing your right to object to it.

Employers have a legal duty to staff and if reduced pay requests are to be made to numerous employees, then the employer has a legal responsibility to consult with the employee representatives or trade union regarding the proposal.

If the employer does not follow the process accordingly and within the law, then there may be a breach in the law and legal action may be taken against them. 

Should you require further information then please do contact Summerfield Browne Solicitors on 0800 567 7595.

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