Contract - Double Standards?

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wally

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I've just received my contract in the post for a job I'm due to start in. What I've noticed with this, and with my previous job it was the exact same, is that for the first six months I must give one month's notice to terminate the employment, but the company can terminate the contract with only one week's notice to me.

I mean this seems really unfair to me, is this the norm now?
 
Thanks shesells. Ah I know that they are entitled to do this, my question really was just do other people think this is unfair, I certainly do!
 
Have you thought about requesting a change to the terms of the contract? i.e. the contract can be terminated by 1 months written notice by either person? You'd be surprised how many employers are amenable to this - the type of terms you mention are normally standard issue and they will probably change them to suit you.
 
wally said:
I've just received my contract in the post for a job I'm due to start in. What I've noticed with this, and with my previous job it was the exact same, is that for the first six months I must give one month's notice to terminate the employment, but the company can terminate the contract with only one week's notice to me.

I mean this seems really unfair to me, is this the norm now?
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Hi Wally,

A friend of mine was in a similar situation recently, he had a six month probation period where he had to give a months notice but the employer had to give a week and after the six months were up the employer had to give one months notice and he had to give three months. He resigned recently giving the required three months notice and the employer told him to clear his desk but wouldn't agree to the three month notice period saying it was 'unfair' to expect them to pay him three months even though it was them who put it in the contract !! He has sought legal advice to see if they can breach the contract like this, it will be interesting to see how he gets on !!

r2d2
 
In general I don't believe 'asymmetric' terms like this are enforceable. But it's better to try and make sure they are removed now rather than trying to challenge them later, when they become relevant. The time you have the most power to negotiate your exit conditions is when you enter!

As to r2d2's friend, if someone is permanent and gives advance notice, I don't believe an employer can't get rid of them early except for cause, or a redundancy situation.

None of this is legal advice!
 
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