Its a complex issueLegally you are allowed to assume you are contracted to the terms you were employed on. If it wasn't mentioned at interview or in your offer letter that you were employed on a flexi contract - Tesco can't change your terms at a later date to suit them.The only downside is you have no employment rights until you have been employed by Tesco for 2 years.So whilst technically and morally you can refuse the flexi shifts if Tesco fire you there is little you can do.
Hi, I'm currently on a fixed term flexi contract and have not been at the store very long. The job I applied for did not state flexi or temporary just part time my core hours are 22.5 a week over 3 nights I've already picked up an extra shift for 2 weeks and have also agreed to Work additional hours on my core shifts totalling 36 hours a week. When I filled in my availability window I believed that shifts outside my core hours were optional only now after getting my offer of employment letter in my 3rd week have I read that refusal may lead to dismissal. I applied for the hours I knew I could commit to and the availability I put was as I knew that I may be able to do more on occasion. What are my rights to refuse additional shifts? Also I work 14+ hours elsewhere hence only really wanting the 22.5 hours advertised I have not opted out of the WTD and my combined hours if i work the shifts I have been would push me over the 48 could this be used to explain declining shifts? All advice greatly appreciated. I'm also concerned that the position is now a temp/fixed term is this the norm? I was even asked at induction if the vacancy was temporary and it wasn't stated as such just part time 22.5 hours.