verylittlehelps

@FarmerFred

Yes but any change in T&C's must produce a new contract of employment. It is the obligation of the employer to officially notify their employees and have that contract amended and signed by the employee.

By not officially notifying employees of changes in their T&C's,failing to properly inform their employees of any changes, and failing to secure a signature on their new contract, would prove difficult to enforce any changes.

The OP states they think there was a "document floating about" concerning changes in notification periods?

Put a lifestyle break request in, then hand your notice in.

lucego - not signing a contract does not necessarily nullify the new terms - continuing to work once those new provisions start can be treated as implied acceptance unless the employee can prove that they either were not made aware of the change or provided a formal refusal to accept the provision.

Quote from: 1982dave on 13-05-24, 05:32PMI bloddy doubt it I work in a extra we not long had fancy new led and neon lights saying Tesco extra massive signs at front and side of store

Given the Tesco mentality that probably means it's about to be downgraded....

There are two types of legal obligation relating to the giving of notice – statutory and contractual.

Statutory – these obligations relate to the duration of the notice that must be given in order for either party to terminate the employment relationship. These only apply once the employee has been continuously employed for at least one month and are as follows: a minimum of one week's notice must be given by the employee; and a minimum of between one and twelve weeks' notice (depending upon the length of the employee's service) must be given by the employer.

Contractual - the remaining legal obligations relating to notice are those (if any) set out in the contract of employment, whether verbal or written. In the absence of either a contract of employment or a term in a contract setting out the duration of notice to be given, a tribunal or court will imply an obligation that the employer must give the employee 'reasonable notice' of termination. It is important to note that this may be greater than the statutory minimum notice requirements. In considering what reasonable notice is, a tribunal/court will take into account factors such as:
custom and practice as to the length of notice typically given to employees within the industry the employer operates in;
the duration of notice given by the employer in the past to employees in similar positions; and
the employee's length of service and seniority.

I would look at your last SIGNED contract to see if there is any mention of length of notice? If you haven't signed a new contract which relates to this change of notice period, then you aren't bound by it, as you've never agreed to it.

With no disrespect toward yourself or your position, I'd think it extremely unlikely this would cover a team manager, especially as there's so many signed off people waiting in the wings.

Check the policies online, it could be that the employer's (Tesco) obligation has increased from 12 to 13 weeks obligation for notice of termination to employees.

Legally I can't see any court forcing you as a team manager to attend work for 13 weeks notice. You clearly wouldn't want to be there and most if not all of us, would be far less productive if we knew we were leaving soon.....so its a lose/lose situation.

 Long notice periods are normally reserved for professionals with trade secrets other companies may want to steal, or for positions that are really difficult to recruit. Without causing offence to any Team Managers you could recruit someone off the street tomorrow and they would get the basics of the role within a week.

Just speak to your manager and agree a date that suits you both.

to me, its highly unreasonable, most just up and go anyhow, i doubt that they'd go for a breach of contract since it'd cost them far more chasing you to court when its not a "high job / full of secrets" position, I'd be saying you were given a choice of the job or no job if you worked your full notice period and you needed to progress in your career so accepted the position elsewhere and that you can work some notice period as a reasonable compromise, given how Tesco wants the best for everyone. 

Quote from: ImBackBaby on 13-05-24, 11:27AM

Quote from: StinkyPoo on 09-05-24, 01:24PMUnrelated to the thread but can't remember how to start a topic...
Are Tesco removing the Extra format?

Honestly, it would not surprise me. Most people cant even tell the difference between a Tesco Superstore and Tesco Extra, they have cut that much of the customer offering, the Extra brand is no longer relevant. Most Extras that have a load of extra floor space and a dotcom are being converted into Urban Fulfilment centres or leased out to 3rd party companies.

All shops were I am, have had all the extra branding that was on the gable walls removed and the whole outside painted in a new grey colour scheme, seems to be the way they are going now. Only sign that remains, is the Extra sign on the roof of the shop. Even the Welcome to Tesco Extra -insert store name here - is just now Welcome to Tesco - insert store name here-

The extra by me has had it's extra sign removed and the staff have been told that it's just called Tesco.

I am a team manager with 14 years service, but I've been offered a new job, I know there was a document floating about with the change in notice period to 13 weeks. I won't be able to give that and feel like it's very unreasonable. Can anyone confirm if it's a contractual change or is it just a Tesco process change and they can't hold me to it? Thanks

I bloddy doubt it I work in a extra we not long had fancy new led and neon lights saying Tesco extra massive signs at front and side of store