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https://coronavirus.fairwork.gov.au/coronavirus-and-australian-workplace-laws/alternative-work-arrangements/changes-in-working-hours-and-duties#:~:text=Reducing%20a%20full-time%20or%20part-time%20employee%E2%80%99s%20ordinary%20hours,of%20work%2C%20particularly%20for%20part-time%20or%20casual%20employees.
https://sbshrs.adpinfo.com/blog/what-you-need-to-know-about-reducing-employees-hours
To lower costs and avoid layoffs, some employers choose to reduce employees' regular work hours. A reduction in hours can affect wage and hour law compliance, unemployment insurance costs, benefit eligibility, and morale. Here are some factors to consider before reducing employees' hours. Wage & Hour Law Compliance: Non-Exempt Employees:
https://www.thehartford.com/business-insurance/strategy/alternatives-layoffs/reducing-hours
Legally, cutting employee hours is well within your rights as an employer. Although, if you plan to reduce the hours of salaried (exempt) employees, you’ll need to pay attention to how this change will affect their exempt status. Since your exempt employees are paid a set salary no matter how many hours they work, cutting their hours obviously will not benefit your bottom line, as they’d still be making the same amount.
https://www.myhrtoolkit.com/blog/can-employers-reduce-staff-hours
Reducing staff hours really should be a last resort before redundancies are required. Acas recommends the following alternative options, which can be less disruptive for the business and for the employee: Taking holiday. Working more flexibly. Working from home. Taking unpaid leave.
https://blog.careerminds.com/reduced-work-hours-sample-letter
Reduced work hours are never a fun for human resources professionals to announce. When an organization reduces work hours, it usually means that financial turmoil is striking organization. This creates stress for not only the human resources team responsible for executing the reduction in hours, but also for the employees.
https://www.thebalancecareers.com/can-a-company-cut-your-pay-or-hours-2062767
Salaried workers are classified as exempt.) Workers with individual employment contracts or protections under union contracts are typically shielded from salary or wage reductions during the periods covered by those contracts. In those situations, an employer cannot arbitrarily cut your pay or change your hours.
https://croner.co.uk/resources/contracts-documentation/reduction-in-working-hours/
Reducing the working hours of your staff is a delicate issue. If done incorrectly, you may open yourself up for claims of breach of contract or discrimination from your employees. For example, if you’re reducing employees hours due to poor performance then you need evidence to support your claim.
https://www.thebalancecareers.com/before-changing-employee-hours-1917815
For hourly employees, of course, you'll have to sign off on overtime pay without any criticism or moaning about the cost. For exempt employees, you'll need to come up with something to compensate them for working the additional hours. The easiest thing to do is to increase salaries.
https://croner.co.uk/resources/contracts-documentation/reduction-in-working-hours/sample-letter-template/
Do remember, your employees can also write a letter to you requesting a reduction in their working hours. This could be due to personal life issues. For example, if a family member is sick. Of course, you must consider their request through a letter to reduce working hours in the UK carefully.
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