WO toolkit 2012 complete.pdf - GMB
WO toolkit 2012 complete.pdf - GMB
WO toolkit 2012 complete.pdf - GMB
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SECTION 5.11<br />
11. Can my employer change my contract?<br />
A contract is a two-sided agreement.It cannot be changed without agreement between both sides.But<br />
some employers look for ways to force changes on workers.<br />
• They might slip a term into a written contract,the Written Particulars or a Company Handbook<br />
‘reserving’the right to change the contract.If you let this go unchallenged,you may find yourself<br />
in difficulties.Your <strong>GMB</strong> representative can contact your employer to say this is not a term of your<br />
contract.<br />
• They might dismiss you and offer you a new contract of employment,containing the terms they<br />
want to impose.If you accept the new contract(even‘under protest”),you are bound by its terms.<br />
However,because your old contract was terminated by the employer,you can lodge an unfair<br />
dismissal complaint(even though you are still at work).See below for advice on unfair dismissal.<br />
• They might‘unilaterally impose’different terms(without dismissing you).If the change does not<br />
affect the way the contract currently operates(e.g.the employer revokes your enhanced<br />
redundancy pay),you should write to your employer refusing to accept the reduction in terms.<br />
• However the new term might have an immediate impact,e.g.a new shift system.In that case,you<br />
should not continue to work‘under protest’,because that is incompatible with rejecting the new<br />
term.Provided the change is substantial,you can treat it as a dismissal,combined with an offer of<br />
a new contract,as above.So you should write to your employer saying you regard the change as<br />
fundamentally breaching your contract and amounting to a dismissal; that you regard yourself as<br />
dismissed; but that you accept the changes as an offer of a new contract,which you will accept<br />
under protest and in mitigation of your loss.You can then continue to work,while lodging an unfair<br />
dismissal complaint.But this is a very tricky area.Ask your <strong>GMB</strong> representative for help.<br />
Unfair dismissal complaints are always difficult to win,particularly when they concern the unilateral<br />
imposition of worse terms and conditions.Your <strong>GMB</strong> representative will consider the following<br />
questions: Did the employer have a genuine business reason for the change(even if you disagree with<br />
it)? Did that reason merit such serious changes to your contract? Did the employer genuinely try to<br />
reach agreement on the changes? Were the changes accepted by a majority of your colleagues?<br />
Special rules apply to changes imposed by a new employer after a Transfer of an Undertaking,e.g.sale<br />
of a business,or contracting-out.A special law known as‘TUPE’,says that such changes are not binding,<br />
even if agreed by the workforce,because European law guarantees the same terms and conditions<br />
under the new employer.Your <strong>GMB</strong> representative has access to specialist advice on TUPE.<br />
REMEMBER: there may be more than one person affected by this issue.<br />
Consider calling a meeting to advise,recruit and organise.