Flexible working

SarEl

!!!!!! wrote: »

Would there be a different take on this if one of the options was the OPs job/hours before the flexi-time changes? I.E the original job spec.

No. The change was made under flexible working regulations and so represents a permanant change to the contract. People often forget this - there is actually no right at all to revert to the permanant contract unless the change is on a trial basis or a fixed period is pre-agreed.And even in the latter case this could be hard to enforce if the flexible working is a long term thing

SarEl

KiKi wrote: »

(I shall save your quote for when I next say this on this forum and then get walloped by others telling me it's just 'HR rhetoric that's meaningless'. I'll be able to come back with 'SarEl agrees'. )

No it isn't rhetoric - it is an important distinction. It may not always feel that way to people experiencing it. But we see often enough what the distinction means. Just because your job is redundant does not entitle someone to be paid redundancy pay, even if they want it. Because the person themselves may not be redundant.

grandmaster00

how often would it be deemed reasonable to make adjustments to ones working hours i.e., contract - for business needs ??