Jonathan Hyndman of Rosling King, a limited liability partnership enterprise, has been investigating the different factors that come into play when employees in the construction industry, frustrated by the fact that they have not been paid, decide to suspend or terminate their contracted duties to their employer. This is clearly an increasing problem in the building and construction industry that merits attention and caution on the behalf of employees frustrated by the delay of their pay and they need to remain cautious in the way that they handle the employer that is not paying them on time.

As frustrating and lengthy process this might be, this is so as to ensure that the party in question does not end up causing more harm to themselves when a legal summons is made by the employer. Tread carefully, frustrated underpaid and what is more delayed workers of Great Britain: I understand your plight and urge you to follow Jonathan Hyman’s words of guidance. First of all, it is necessary for the unpaid party to first inform their employer in writing that they intend to suspend their duties. Seven days’ notice is then required in order to await a response from the employer: if there is none, suspension may be the next step to take.

But Hyndman is adamant that the small print in the contract (or any other contract for that matter) must be read very carefully to be sure that there are no legal positions that the employee has broken by enforcing their own suspension from work. Since the majority of work contracts contain information about what procedures ought to be taken, it therefore depends entirely on the details contained within the contract itself. Terminating one’s contract for good follows a similar procedure: the small print must be read as failure to do so can result in the employer taking serious legal steps against the worker.