Hello, my name is***** am a qualified lawyer and I will be assisting you with your question today.
On average, how many hours does she currently work per week? Please can you also just clarify whether she is aware of the planned reduction in her hours anyway?
OK thank you, ***** ***** it with me. I am in court today so will prepare my advice during the day and get back to you at the earliest opportunity. There is no need to wait here as you will receive an email when I have responded. Thank you.
Many thanks for your patience. it is entirely permissible to reduce an employee’s hours even if they are pregnant. Becoming pregnant does not give them any direct protection in the sense that if there are other reasons for the reduction, they can still use these to implement the changes. What would be an issue is if the reasons for the reduction were as a result of her pregnancy. So if you suddenly decided that you do not want a pregnant employee working for you and used that to reduce her hours. However, the reduction was already being implemented before you had heard she was pregnant and as long as you can show that your decision was already made up and had nothing to do with her pregnancy, then there should be no legal issues in continuing with that reduction, even in the face of pregnancy.
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yes you can, there is no guarantee of any hours at all, just ensure that a decision not to offer her any hours and offering hours to others in preference to her is not linked to her pregnancy.
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