Contract changes Grievance
There are three ways in which employers carry out unilateral changes to your employment contract as follows;
Propose a change and leave it for you to object. If you don’t object, then you are deemed to have accepted the change through acquiescence. This is sometimes sneaked in by re-issuing a section of an employment contract, updating the employment contract or re- issuing a section 1 statement of employment particulars.
Serve notice of the termination of the existing contract and then immediately re-engage you on the new terms.
Dismiss all relevant employees and then invite you to reapply for your jobs.
In order for you to effectively resist these changes, you need to have a basic understanding of employment contracts, what the law allows your employer to do your rights and the options available to you. No matter how you choose to resolve the matter, in this sort of employment relationship problem you should always start by raising a formal grievance. This guide includes explanations of current relevant case law and legal terms. It provides you with the tools to raise an effective grievance about unauthorised changes to your employment contract.
See: Grievance Builder (General)
This guide provides in depth direction on writing a grievance about unauthorised changes to your employment contract. It shows you how to escalate breaches of policy and employment law, strategies and issues of limitation that you need to be aware of and contains the following information and guidelines;
- The Employment Contract
- Changes to the terms of the employment contract
- Complaining about the unilateral change
- Standing and suing for breach of contract
- Standing and suing for unfair dismissal under the old contract
- Refusing to work under the new terms and conditions
- Resigning and claiming constructive dismissal
- Filing a claim in the employment tribunal
- Writing the Grievance