no but we didn't speak about that yet
An employer can indeed introduce changes to the way they operate their business, such as new technology and practices and it would not necessarily be seen as a direct change to the employment contracts. So if your duties are not significantly changed and this is just something introduced on the side to assist with the employer’s business it can be acceptable.
If there are difficulties with using the new technology the employer should offer training and if your duties are affected because the PDAs take extra time the employer should be conscious of this and understand that you may not be able to do your work at the same pace to start with. However, with time this should become a normal part of your duties.
So a direct refusal to adopt these PDAs could amount to insubordination. Whilst eventually a dismissal can occur, the employer should be careful about jumping to that straight away and they should consider issuing formal warnings first. So an instant dismissal could amount to unfair dismissal but I the employer offers you appropriate raining, gives you time to get used to the new technology and if you refuse to use it they follow a fair disciplinary procedure with staged warnings, then an eventual dismissal could be fair.
thank you, ***** ***** that
you are welcome