Employment Lawyers Can Answer Your Employment Law Questions
the changes were introduced mid to late June
enforced 1st july, and now further changes to my employment contract is no sick pay and no pay for public holidays on 20 Aug
from reading your responses, I am still not clear on my next step in order to show my dissatisfaction of the changes.
I feel it is too risky to resign and then go through a tribunal as this will leave me without pay for 3 months?
How do I approach my employer to say I cannot continue on the basis of my hours being reduced by 50% and therefore, am unable to live on this amount and continue working, but after 11 years I feel I am due to some redundancy or compensation.
can you clarify the best way forward that you would recommend?
It does, but there is no line manager. it is a small company and the Manager is the owner.
In my last question to Tara a month ago, she felt it was a redundancy situation?
Thanks Ben. the reduction in hours is over 50% and furthermore now the changes in terms such as no sick or bank holiday pay.
Ishall approach her with a grievance, and then take it from there.
For constructive dismissal, can you outline the points you feel I can follow this route on?
Thank you. I appreciate it. one last question, what if the Owner/Manager has never put a formal contract in place to begin with and is simply outlining verbally the employ and changes. Can I still hand in my notice and go for Constructive dismissal?