What Rights Do Part Timers Have ?

[tezestwing]

We had a meeting about a problem .
If you have a contract for a part time job and your employer wants to change the work type/ loads and hours, to accommodate recent work activities done by others , what rights have you got,if you dont agree to these changes or proposals
Thanks for any information Tez

[factor-fiction]

For hours, it's the same as any change to contracted hours for full timers. They consult if appropriate, give the required notice of the change and then you accept them or leave
What sort of changes in duties are proposed? Minor changes can just be implemented; but if it's a totally different job then there is a process they need to follow.

[tezestwing]

Thanks rapid response F/F
The main changes revolve round subcontract activities done by others, within the building, at certain times where I would normally be, as my current contract, so my boss has intimated via a meeting, that he wanted to change my hours and contract to accommodate these changes, so I would do as and when inside/outside jobs.
This is in its infancy at the moment ,as I have asked for more details of their
plan.but would welcome any views,about this.
Thanks Tez

[woofgang]

its as factor says. They have to follow a consultation process and demonstrate that they have considered the views of employees but if the business requires it then in the end they can go ahead and make the changes and the employees can accept them or leave. Its much easier btw to end your employment if you have been in the job for less than a year.

[buildersmate]

It is unlawful for an employer to treat a part-time worker differently from a FT worker unless the employer can show an objective reason. But the reason can be pretty broad. This of course applies if your employer has both FT and PT workers doing similar sorts of things (and it isn't clear from your question if that is so).
Otherwise FF and Woofgang's answers are valid.
More info on PT discrimination issue here - it may help if all the PT workers are female (whence it could be construed by an Emplpyment Tribunal as indirect sexual discrimination).
http://www.findlaw.co.uk/law/employment/discrimination/500293.html