Suggested information on work organisation and contracts

[ch 7: pages 37-38]

• changes in the level, or distribution of employment within the undertaking, including redundancies and relocation of posts;

• changes in policy on flexible working, part-time working, overtime;

• a move to reduced hours or overtime working, changes in shift working or other work patterns;

• introduction of significant new technology or equipment, and any training associated with it;

• a change of employer as a result of a transfer of the business, or part of the business;

• changes in employees’ terms and conditions (including hours of work, leave entitlement, rest breaks). This would not necessarily include any and every change in terms and conditions. it should be a substantial change that affected the overall contractual relations between the employer and employees;

• changes to an occupational pension scheme but only where there was a contractual right to participate in the scheme as that right would form part of the contract; and

• changes in disciplinary or grievance procedures.