A system of clocking in is being introduced, where there was none before. Would this be considered to be just a new work practice rather than an amendment of contracts of employment?

Depending on the circumstances, and the implications for the employees' remuneration, if any, this new system of clocking in could be considered merely a new work practice. Many contracts of employment contain a provision which permits reasonable changes to its terms. If this is the case here, subject to the new system being implemented in a reasonable manner and justified by clear business needs, the employer could also rely on such a clause to justify the change. Even in the absence of such a clause an employee would be expected to agree to reasonable minor changes to work practices.

However, if the change could negatively affect the employees’ remuneration, this would require the