Assume a small organisation which is owner managed and which has a history of not quite getting around to issuing written contracts at the start of employment.
Previously the environment was reasonably flexible with give and take on both sides, but it now looks like the employer is tightening up and saying that certain benefits/conditions aren't included in the contract, but this is obviously a bit hard to check since there seems to be no written contract.
The thing is that the employees recognise that the company/owner is entitled to say that certain things are no longer provided by the company (say company phones for example) and just because they were provided for the last X years doesn't mean they will be provided indefinitely.
But what happens when the employer says that the working day now starts at 0800 or that it is now 10 hours, or makes other changes . . . what is the situation with regard to unwritten contracts and other default conditions which might exist in the absense of a written contract ?
z
Previously the environment was reasonably flexible with give and take on both sides, but it now looks like the employer is tightening up and saying that certain benefits/conditions aren't included in the contract, but this is obviously a bit hard to check since there seems to be no written contract.
The thing is that the employees recognise that the company/owner is entitled to say that certain things are no longer provided by the company (say company phones for example) and just because they were provided for the last X years doesn't mean they will be provided indefinitely.
But what happens when the employer says that the working day now starts at 0800 or that it is now 10 hours, or makes other changes . . . what is the situation with regard to unwritten contracts and other default conditions which might exist in the absense of a written contract ?
z