Short-time working means your employer can reduce your hours and pay proportionally without your agreement—for instance, cutting you from 40 hours to 20 hours per week. This is different from lay-off because you keep working, but you earn less. Legally, this matters because it affects your income security and may trigger redundancy rights if it lasts too long. In the UK, if short-time working continues for 4+ weeks, you may have the right to claim redundancy pay. The principle: your employer can't unilaterally cut your hours without contractual permission, and even with permission, there are legal limits.
Negotiate a clause that requires your employer to get your written consent before cutting hours, rather than allowing them to do it unilaterally. If you must accept it, set clear limits: specify a minimum number of hours you're guaranteed per week, and add a clause saying that if hours drop below that for more than a set period (e.g., 8 weeks), you can resign and claim redundancy pay. ---
Frequently Asked Questions
What does this clause mean in simple terms?
Short-time working means your employer can reduce your hours and pay proportionally without your agreement—for instance, cutting you from 40 hours to 20 hours per week.
Why should I care about this clause?
This is different from lay-off because you keep working, but you earn less.
What are my options?
Legally, this matters because it affects your income security and may trigger redundancy rights if it lasts too long.
How does this affect small businesses?
In the UK, if short-time working continues for 4+ weeks, you may have the right to claim redundancy pay.