Sexual harassment in the workplace is any unwanted behaviour of a sexual nature which...read more
I would like some advice for my husband. I have an 8-month-old daughter and returned back to work 4 days a week back in December. To avoid paying high childcare costs my husband had informally spoken to his manager about changing his working pattern (was working Mon-Fri, but wanted to change to work Thur-Sun) so that he could look after our daughter whilst I was at work. He ‘informally’ informed them of this back in October and it was agreed. He has been working this new pattern since December, but was called into a meeting last week as they said it could not continue! He explained the situation regarding caring for his child and the right to request flexible working and they have now asked him to fill in a formal request. Can they now change their mind as we hadn’t put in a written request or received their agreement in writing back in October?
Where a change is agreed to your contractual terms then this will be a permanent change unless there was a specific agreement for the new terms to be undertaken on a trial basis. You have not mentioned a trial period or any suggestion that the employer reserved the right to review the new hours. Therefore it appears that the change to hours is a permanent change. The employer cannot therefore now choose to change the hours back. However given that the agreement was verbal there may be disagreement over what was actually agreed at the time e.g. the employer may say that the hours were to be on a trial period and it will be your husband’s word against theirs. I suggest that your husband puts in writing the change to his hours as agreed and makes it clear that this was supposed to be a permanent change and that he does not agree to any variation to his contractual terms. He should say that he does not therefore believe it appropriate for him to put in a flexible working request as the change to his hours has already been agreed and implemented.
An employer cannot change hours of work without an employee’s consent. If an employee refuses to consent to a change and the change is forced upon them or the employee is dismissed and offered re-engagement on the new terms, then the employee may have an unfair dismissal claim. Your husband should take further legal advice if he reaches this point.
At this stage, he needs to put in writing his contractual position in relation to his hours (as referred to above) and raise a grievance if his employer tries to push him into changing his hours.