Workers have been told to make a “gradual” return to the office as coronavirus lockdown restrictions continue to ease.
But if you have plans to continue working from home after the pandemic, you may be wondering if your pay will be affected.
It comes after an unnamed Tory Cabinet minister reportedly suggested that civil servants who won't return to the office could have their pay cut as they don’t pay commuting costs.
Employees at Google will also face the cuts, with those choosing to continue working from home on a permanent basis losing out on pay.
In an experiment taking place across Silicon Valley, including at companies like Facebook and Twitter, employers are cutting pay for those who move farther away to cheaper areas,
Business secretary Kwasi Kwarteng has since argued against the minister's comments and said he believes flexible working is here to stay.
He told Radio 4’s Today programme: “I think it’s up to employers and employees to come to their own arrangements, depending on the needs of the company, the needs of the business.”
The Mirror has spoken to legal experts on your rights when it comes to changes in your pay if you’re working from home.
Can your boss cut your pay if you work from home?
It largely depends on what is written in your contract - so make sure you read the wording carefully to see what your rights are.
If there is nothing that permits your employer to cut your pay, then they would need to discuss any change of contract with you first if they want to do it lawfully.
This would involve them explaining their business reason for slashing your salary and why they want to reduce it and consulting with you on it.
If you feel you have been treated unfairly, then you could have a case for constructive unfair dismissal if you were to quit and appeal the decision.
Making a claim for constructive unfair dismissal usually applies to employees who have worked at a company for two years or more.
You also have to prove the company acted unfairly and in breach of contract.
If the company terminates the contract then you are in a different position as you can then claim unfair dismissal and that puts the onus on the employer to show they acted fairly and reasonably.
Sadly, you don't have as many rights if you're a new worker - but there are some exceptions.
Micaela Dempsey, of Brown Turner Ross, said: “If the employer were to pay less and there was no agreement then the employer would be in breach of contract and the employee could resign and claim constructive dismissal.
“The employee would however have to resign because of this change and fairly soon after it.”
Have you ever been unfairly dismissed or had your pay cut? Let us know: mirror.money.saving@mirror.co.uk
If your employer suggests paying less to work at home than colleagues in the office, then you could also have a claim for discrimination.
For example, if it is mainly women who are working from home, who are affected by a request to take pay cut, then this may involve indirect sex discrimination.
This would apply in the case of those who have been at their company for less than two years as you don’t need any service to bring a discrimination claim.
Pam Loch, solicitor and managing director at Loch Employment Law Limited, added: “To avoid this risk, employers should make sure that the same benefits and salaries are offered to home workers and office-based staff.
“This is unless they are confident that changes that negatively affect homeworkers cannot be regarded as being discriminatory.”
The other way your employer could try to change your contract is through controversial “fire and rehire” techniques.
This is where they give you notice to end your current contract, usually after consulting with you and then offer you a new one, at lower pay.
It is legal to fire someone before re-employing them under worse terms if they follow the right process, but the practice has been criticised by union groups.
Again, you may also have grounds to bring a claim for constructive or unfair dismissal if you have been with your company for two years or more.
Kate Hindmarch, employment lawyer at Langleys Solicitors, said: “An employee may not agree to the deduction, meaning that an employer would have to terminate the existing contract by giving notice and then offer to engage on a lower salary.
“This decision could be appealed by an employee because it would effectively be a dismissal, but with an option to sign a new contract with less pay.”
In terms of specific wording you should watch out for in your contract that could legally allow a pay cut, check if there is anything that states your pay is dependent on location.
Some people get a "London weighting" premium which is extra pay for the additional costs of working in the capital.
If you no longer meet these requirements, then your employer could have grounds to change what they pay you.
You need to check your contract carefully to see what it says.
Laura Kearsley, partner and expert employment solicitor at Nelsons, said: “If the employer can show that the employee no longer meets the requirements to receive additional payments, the employee will not be entitled to it anymore.
“If the payment is discretionary, the employer will have even more scope to withdraw it going forwards.”
