Employers frequently ask, “Can I reduce worker hours?” in response to the pandemic and the ensuing business volatility.
To avoid frightening employees and create hazardous working conditions, this topic must be thoroughly considered and handled with exceptional sensitivity.
Employees are re-evaluating what is most important in terms of income, mental health support, and work-life balance as part of the “Great Resignation” movement.
Any attempt to reduce employee hours and pay would undoubtedly fill them with dread and uneasiness, increasing the possibility of low staff retention and a detrimental impact on business culture.
‘The subject of hour reduction is extremely sensitive and ever-changing.’
It is legal to reduce worker hours unilaterallyunilaterally in specific short-term working situations only if the employment contract has an existing term. A reduction in staff working hours must be disclosed to employees in advance of the changes, and a written agreement must be signed. Before making suggested modifications, employers must give at least one month’s notice. You can then create and sign a new contract. The terms must be completely explained, including the basis for the reduction, the calculations or logic that led to the reduction, and the pay consequences.
Flexibility clauses
Existing contracts could also be used if flexibility clauses were included before the needed adjustments. This means that reasonable changes in working hours may be granted under certain contracts.
However, if the flexibility clause was unclear, it could not be used to make significant changes, such as demanding a last-minute move. Employees who believe the proposed hour reductions are unreasonable may file constructive dismissal claims if you decrease staff hours unilaterally.
Short-term work also gives employees the option of claiming redundancy pay from your organization. Finally, all employment contracts include an “implied term of mutual trust and confidence” that safeguards employees against arbitrary changes.
To summarise, contractual agreements regulate the overall reduction of working hours. Individual, individualized modifications should be presented to affected workers to make the transition as painless as feasible. The discussion over hour reduction is becoming increasingly complex and fluid as the epidemic presents new challenges and trends, such as growing employee requests for flexible working hours (one in six employees say they would quit if they were denied flexibility).
The HR software app’s founder and CEO are Jonathan Richards. Breathe
