An employee questions a change in their employment contract to a flexible work schedule that may reduce their pay and seeks advice on whether they can refuse to sign it.
An employee working full-time as a cleaner at a hotel in Estonia has been presented with a proposed change to their employment contract, introducing a flexible working hour agreement. This new agreement would allow the employer to guarantee fewer hours of work, thereby reducing the employee's income. The employee is now faced with the decision of whether to accept this change or refuse to sign the amended contract, as it directly affects their financial stability and work conditions.
Vladimir LogatΕ‘ev, a senior advisory lawyer at the Labor Inspectorate, explains that a flexible working hour agreement allows employees to work additional hours beyond their guaranteed minimum, but also means that their scheduled hours can vary from month to month. For instance, an employee may have a guaranteed minimum of 20 hours but could work up to 30 hours in a week, creating a fluctuating income based on the hours worked. Such a contract can lead to uncertainty, particularly for employees relying on a consistent income from full-time hours.
The article highlights the potential implications for workers in Estonia facing similar situations, as flexible work schedules grow more common in modern employment practices. It raises important questions about workers' rights, the balance of flexibility for employers and security for employees, and calls for more informed decisions about accepting such agreements, especially in sectors like hospitality where job security is critical for many workers.
