I was led to belive – some years ago – that a Job Description has no real legal weight, and that the duties implied by the ‘Job Title’ is the only legal ‘contract’ that an employer has with an employee.

Lots of JDs have ‘And any other resonable duty required by the manager/organisation, etc…’ inserted into a JD, but surely this vague statement has no real validity if challenged by an employee?

I was also told that a JD can’t be used in a tribunal as evidence. True?

Naive questions, I know; but I would be very grateful if someone could give me a clear ‘steer’ on this issue.

Many thanks

Michael
Michael Heath

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