Let's get a few things understood re contract law and employee contracts:
- a company can change your T&Cs at any time
- the changes, if not material changes, can be determined as free and fair
- the changes, if material changes, can only be done with the consent of the employee
At no time in recent past, has FD changes been material changes. Forcing unpaid leave on an employee is a material change.
If a company is on the brink of failure, then reducing working days can be seen to be a change which everyone will agree to. Jet2 is not in that position, by any stretch of the imagination. A tribunal, and judge, would look very unfavorably on Jet2 for going down that avenue.
There are a number of options open to Jet2 within normal contract law to try and get around that situation and forcing flight deck to agree (and I won't divulge them here so as not to put ideas in the minds of mgt). All these avenues could result in legitimate claims for unfair dismissal, and you would win, no question.
I notice the recent 'no quick decision will be made' reference. I would rather look for the term 'no unreasonable decision will be made'. I do doubt it. Rather like the summer holiday, and the recent uniform decision - no reference to any discussion or reasonable objection.
The strength of feeling amongst the FD is strong on this one. Won't accept the doom-message of failure (been used too many times, and the company has made more money than BA, Lufty, AF & KLM put together.
Dare I say industrial action is looming?