Apologies for not getting back to you sooner, I experienced some temporary connection issues and could not get back on the site until now. All appears to be resolved now so I can continue dealing with your query.
If you are employed by them as an employee and assuming you have a contract that stipulates your working hours, then you will have the right to be paid for these contracted hours.
As an alternative to dismissal (most commonly because of redundancy), an employer may wish to deal with an unexpected downturn in business by laying off employees (asking them not to come into work) or putting them on short-time working (reducing their working hours/days). The legal definitions of the two options are:
· Laid off - if an employee has been told to go home for at least one full working day.
· Placed on short-time working - if an employee's pay for the week is less than half a normal week's pay.
It is only possible to lay off employees or put them on short-time working when an express or implied contractual right to do so exists. If such a right does not exist the employer will be acting in breach of contract and that could entitle the employee to resign and claim constructive dismissal.
However, if there is a clause allowing the employer to do this, or the employee agrees to it, for example in order to avoid redundancy, certain rights will apply after a set period of time. If someone has been laid off or placed on short-time working for 4 consecutive weeks, or 6 weeks within a 13-week reference period, they would be able to ask the employer to make them redundant. There is a strict procedure that needs to be followed and more details can be found here:
So there is protection available to employees who have been laid off or who have had their hours cut. It is however important to follow the precise steps as per the link above, if the employee wishes to go down the route of requesting redundancy.
If the criteria for asking for a redundancy are not satisfied then it can still be argued that the employer's actions amount to breach of contract and/or unlawful deduction of wages. This could result in resignation and a claim for constructive dismissal and/or compensation for the money that would have been earned had the employer not breached the contract.
If the employee believes that the situation is serious enough so that they no longer feel they can work there, they can resign and make a claim for constructive dismissal in the employment tribunal. In order to qualify, there is a requirement of at least 2 years' continuous service and the claim must be made within 3 months of leaving.
This is your basic legal position. I have more detailed advice for you in terms of the steps you need to follow to take this further for constructive dismissal or to claim your wages, which I wish to discuss so please take a second to leave a positive rating for the service so far (by selecting 3, 4 or 5 stars) and I can continue with that and answer any further questions you may have. Don’t worry, there is no extra cost and leaving a rating will not close the question and we can continue this discussion. Thank you