Hello, my name is ***** ***** it is my pleasure to assist you with your question today. can you tell me how long you have been employed there and have you a contract of employment for you job please.
3years have not recived my contract but have been paid assistant mangers job
3 years am being paid assistant mangers job but have not seen my contract
the person they are giving my job to is on temporary contract
Ok thank you leave it with me I need to look up a few things and then get my advice ready.I will post back on here when done there is no need to wait and you will receive an email when I have responded.
If you are being demoted then that will amount to a change to your contract, even if you did not receive a written contract. If you were doing a specific job for some time, then an implied contract would be in place which would define your terms as being those under which you had been working up until then. So for example if you were an assistant manager for 3 years and had consistently done that job, it is quite likely you will have an implied contract that you were doing that job and taking it away from you would amount to a change to your contract.
There are a few ways in which an employer may try and make changes to an employee’s contract of employment. These are by:
If the changes are introduced without the employee's consent, then the following options are available:
1. Start working on the new terms but making it clear in writing that you are working ‘under protest’. This means that you do not agree with the changes but feel forced to do so. In the meantime you should try and resolve the issue either by informal discussions or by raising a formal grievance.
2. If the changes fundamentally impact the contract, for example changes to pay, duties, place of work, etc., you may wish to consider resigning and claiming constructive dismissal. The resignation must be done without unreasonable delay so as not to give the impression that the changes had been accepted. The claim must be submitted in an employment tribunal within 3 months of resigning and is subject to you having at least 2 years' continuous service. You would then seek compensation for loss of earnings resulting from the employer's actions.
3. If the employment is terminated and the employer offers re-engagement on the new terms that could potentially amount to unfair dismissal. However, the employer can try and justify the dismissal and the changes if they had a sound business reason for doing so. This could be pressing business needs requiring drastic changes for the company to survive. If no such reason exists, you can make a claim for unfair dismissal in an employment tribunal. The same time limit of 3 months to claim and the requirement to have 2 years' continuous would apply.
Hope this clarifies your position? If you could please let me know that would be great, thank you
Hello, I see you have accessed and read my answer to your query. Please let me know if this has answered your original question or if you need me to clarify anything else for you in relation to this? I just need to know whether to close the question or not? Thanks
Are you having issues with rating the answer please?
Thank you no more questions can close
you are welcome, all the best