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Hello, I’m Ben. It’s my pleasure to assist you today. I may also ask for some preliminary information to help me determine the legal position.
How long have you worked there for? Please note this is not always an instant service and I may not be able to reply immediately. However, rest assured that I am dealing with your question and will get back to you today. Thanks
Thank you very much for clarifying. The employer is free to propose a new notice period, or other contractual changes, after a promotion or change in responsibilities. They could make the change conditional on you getting that new role or status. You say that you have received no benefits or compensation in return but that is not required by law and in any event, you have been promoted which is a benefit in its own right.
Anyhow, if you dispute this change and what to challenge it, you can indeed simply send an email to start with to advise the employer of your position on the matter. If necessary, you can also submit a formal grievance about if you need to make it more official.
Hopefully, I have answered your query in a way that is simple and easy to understand. If anything remains unclear, I will be more than happy to clarify it for you. In the meantime, thank you once again for using our services.
Not quite – there is a think called implied acceptance, where you could accept this even if you do nothing. That would be if you start working under the terms of the contract anyway, such as doing the job, receiving the pay and so on and over time, usually a few months at least, it is implied that you have accepted the contract even if it has not been signed.
It would be too early to consider implied acceptance at this stage, but now that you know about the notice term and assuming you do nothing about it and simply continue working in the new role, then eventually there will be implied acceptance, but it will be months away
You cannot just refuse it, yet continue working there without an official agreement that this clause is removed r changed - the refusal will only give you a limited window in which to challenge the employer over it t try and come to an agreement over a change
There is no guarantee that the request will go away if you challenge it and the employer does nothing. Your rejection only has limited shelf life, allowin* you a reasonable period to formally challenge the employer. Doing nothing could mean the situation reverts to what the employer proposed, but in the end only a court or tribunal can determine if that was
in a nutshell, yes
Then it may have to come down to a choice of either accepting the changes or at least negotiating them down, or leaving your employment by resigning and potentially claiming constructive dismissal