Keep in mind that labour law is complex – you should seek legal advice before you resign or take legal action. If an employer wishes to update a procedure, procedure or non-contract policy, then (subject to other obligations, for example). B in a collective agreement, applicable legislation or guidelines from organizations such as ACAS), it is free to do so without a lengthy procedure. For example, updating a non-contractual equal opportunity policy would not normally require consultation with workers. Your employer should not violate equality legislation when changing contractual terms. Advance advice can help your employer determine who is most likely to be negatively affected by the planned change and take steps to reduce this negative effect. In such a situation, an employer cannot hide what it does (z.B. using opaque language and/or asking the employee to sign something without fully explaining the consequences) – the termination of the old contract and the imposition of the new contract or new conditions must be clear, clear and unambiguous. When a union is recognized, negotiations on the modification of contractual terms should be conducted through collective bargaining. Businesses often have to change employment conditions as their living conditions change.
Whether you want to encourage an employee, change their role, salary or working conditions, make sure you avoid the pitfalls when it comes to changing the conditions of your employees. Any ambiguity about the agreed terms is interpreted against the party that wants to rely on it – here the employer who designed the contract and/or wants to rely on a clause – according to the rule against the teacher. The amendments can be agreed directly between you and your employer or through a „collective agreement“ between your employer and a union. This may be allowed by your contract, even if you are not a union member. Even if you have a contractual change right, only minor or reasonable changes are generally allowed (although this is not specified). Changes that have a significant impact on the worker, such as reducing working hours or changing the workplace, require clear and specific formulations to enable such changes; consider changing the terms of employment. If your employees work above or near the 48-hour workweek, try to get an opt-out agreement to work beyond the limit. Contractual rights should never be exercised in a way that prevents the worker from complying with them or is irrational.