We currently require staff to start work at 9am, however, for business reasons we now require them to start at 8:30am. We have sent an email to all staff with a form to be signed to authorise the change in start time. However a large group of people are refusing to sign stating that it's a change in practice. Where can we go from here?

Posted in : First Tuesday Q&A ROI on 6 June 2012

A change to a work practice as distinct from a change to a contractual term is arguably easier to implement, particularly where employees have referred to it as such. There is case law which supports the proposition that a mere change in a work practice is not a contractual variation. In Rafferty v Bus Eireann [1996] changes to start times for a bus driver and changes to working days for another bus driver were not deemed to be changes to contractual terms. However, it is not clear whether a contractual entitlement exists to change work times and whether the employer in this case will also

Already a subscriber?

Click here to login and access the full article.

Don't miss out, start your free trial today!

Are you fully aware of the benefits of Legal-Island's Irish Employment Law Hub? We help thousands of people like you understand how the latest changes in Irish employment law impact your business through a mix of case law analysis and in-depth articles. All delivered right to your inbox.

We help you to understand the ramifications of each important case from Ireland and Europe.

We help you ensure that your organisation's policies and procedures are fully compliant with Irish law.

You will receive regular updates on Irish employment law including case law reviews, legislative changes, topical updates as well as answers to your burning questions through our Q&A feature.

You will have 24/7 access to the Employment Law Hub so you can research case law and HR issues when you need to.

Already a subscriber, now or Start my free trial today

Back to Q&A's This article is correct at 02/09/2015
Disclaimer:

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.