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And you are not wrong – it is actually unreasonable, I might consider this route – it might be possible to negotiate a provision in the refund agreement or extra leave, or something like that, if the situation improves. It is important to remember that rewards, enterprise agreements, The Fair Work Act (2009) and all annual performance evaluation requirements determine your ability to reduce an employee`s pay, even in these exceptional times. I propose an alternative that is not yet mentioned in other answers: you can make a counter-offer of deferral of payment. In other words, ask for an agreement if the company owes you your full salary, but they pay you the amount proposed in your offer and the rest of a year from the date it should have been. They may ask you to sign something to confirm your agreement, but even if you do not, it will not prevent an agreement from being legally binding. Once it is legally binding, you will not be able to change your mind. I think that, as I discussed above, it is worth considering whether the agreement should contain some compensation for the time spent at a reduced price. It shows the willingness to house the company in a difficult period, but always taught that you think your job is worth your current rate. Similarly, if the situation improves and they do not live until the end of the bargain, you have at this point a healthier job market in which you can enter.

JM: Under normal circumstances, it is very difficult for an employer to reduce your salary without your consent. At the company level, enterprise agreements are concluded between employers and employees regarding the conditions of employment. It sets minimum conditions for employment and national employment standards are still in force. If an employer uses a registered contract, the premium does not apply. In the event of an involuntary pay cut, be sure to ask your employer what you need to do to earn a higher salary. If you feel defeated, it`s encouraging to keep an eye on the next goal. That is what I let happen to a former employer. External events put the company (and the entire sector) in a very bad situation. Most of the time, a company would lay off some of its employees to stay afloat. Our management saw that the situation was external and temporary in nature and that there was no reason for the business to return to normal after the situation had resolved. Instead of layoffs (which may take time to recover), my company has introduced a temporary pay cut of 10% for all employees.

The overall impact on the end result was the same, we were always able to fulfill all obligations during this period, it was easy to fly later, and everyone kept their jobs and benefits. The only difference is that you are volunteering, but it is probably because you are in the UK and I am not. Your company can get X revenue for Y software maintenance. If the company asks employees (which does not make them work at all) or reduces working time, will they have enough staff to maintain service agreements on Contract Y and, if not, will revenues decrease? Would this drop in turnover imply a sustainable layoff? What happens when Z closes because of Covid-19 and stops using Y software, there has suddenly been a larger drop in sales. How do they cover that? Furlough Vacations does not require employees not to work for the company (or a related or related company) that claims the discharge. Please note that, depending on your agreement with your employer, you may be invited to a short-term leave. The system is voluntary, although I think it is more related to the legal situation with respect to employment contracts and wages here in the United Kingdom. A contract may also vary orally and your agreement can be deducted from your behavior – a signature is not required.