boss wants me/us to take a 50% pay cut

briona

Also, remember that if you do go down the redundancy route, your employer cannot re-hire in that position for 6 months. Employers with no scruples may try to get round this by re-naming the position, changing the salary, hours and/or responsibilities.

Conor_3

Remember that the pay cut still has to comply with national minimum wage laws.

Airwolf1

Are you in a contract too? What does that say? Check out the employment laws. Also, you *may* be able to get benefit if the wage is low, but obviously we're unaware of your full circumstances so this is purely something you'd have to look at yourself.

brightonman123

half pay = half the hours to be worked, surely? he cant expect people to work full time (AND overtime !!!!!!?!), loke this.

also, as i guess most pay will be reduced to less than min wage, which is ILLEGAL?

he may be calling your bluff, in order to shed staff without any payoff -

check withthe CAB as soon asthey re-open, but start looking elsewhere as well, just in case..

ps- name and shame the !!!!!!!

hampsterpoo

thanks to all for your replies so far and advice , merry christmas to all ,
Well I'm of to work now

LittleVoice

briona wrote: »

Also, remember that if you do go down the redundancy route, your employer cannot re-hire in that position for 6 months. Employers with no scruples may try to get round this by re-naming the position, changing the salary, hours and/or responsibilities.

I think there is a misunderstanding here. There is no such thing as a 6-month moratorium (or any other length of time). The law recognises that the business environment changes.

alwaysonthego_2

You are best contacting ACAS rather than the CAB because this is where you will be directed anyway.

briona

LittleVoice wrote: »

I think there is a misunderstanding here. There is no such thing as a 6-month moratorium (or any other length of time). The law recognises that the business environment changes.

I obviously didn't phrase that one as well as I should have!

If it's the position that's redundant – as in there is no longer a need for it – you could not make Employee A redundant from it today and hire Employee B in the same position next month. Either the post is redundant or it's not, and terminating Employee A's contract (under the guise of redundancy) to make way for Employee B would not be considered legal.

However if the company has a sudden turnaround of fortune, e.g., lands a huge contract the following month, then yes, they can re-hire in that position inside of the 6 month period but they are legally obliged to offer it to the candidate they made redundant first, in this case Employee A... hence my saying that they cannot re-hire in that position for 6 months.

Obviously if Employee A declines to take up the position, they can advertise externally and hire whoever they like.

custardy

something else to consider is you could do 2 months at 50% wages then the company goes bust anyway

LittleVoice

briona wrote: »

I obviously didn't phrase that one as well as I should have!

If it's the position that's redundant – as in there is no longer a need for it – you could not make Employee A redundant from it today and hire Employee B in the same position next month. Either the post is redundant or it's not, and terminating Employee A's contract (under the guise of redundancy) to make way for Employee B would not be considered legal.

However if the company has a sudden turnaround of fortune, e.g., lands a huge contract the following month, then yes, they can re-hire in that position inside of the 6 month period but they are legally obliged to offer it to the candidate they made redundant first, in this case Employee A... hence my saying that they cannot re-hire in that position for 6 months.

Obviously if Employee A declines to take up the position, they can advertise externally and hire whoever they like.

Let me repeat, there is no 6 month limit. If there is a reduced need for work of a particular nature and people are dismissed on the grounds of redundancy, if the situation changes there is no requirement to offer the work to a former holder of the position.