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uk Work & employment crises employer changed my contract • contract terms changed at work • new terms and conditions job • asked to sign new contract • contract variation at work • pay cut announced by employer • hours changed without agreement • shift pattern changed suddenly • job role changed on paper • workplace relocation clause used • flexibility clause in contract • contract changed without consent • pressured to accept contract change • working under protest • threat of fire and rehire • consultation about contract changes • written statement terms changed • employment contract amendment letter

What to do if…
your employer changes your contract terms

Short answer

Do not agree on the spot. Ask for the proposed changes in writing (with the date they want them to start) and take time to compare them with your current contract before you respond.

Do not do these things

  • Do not sign anything immediately if you have not read and understood it.
  • Do not rely on verbal promises like “we’ll review it later” unless you get that in writing.
  • Do not stay silent if you disagree — continuing without clearly objecting can sometimes be taken as agreeing to the change.
  • Do not resign in anger before you understand your options (resigning can reduce your leverage and may affect later routes to resolve the dispute).
  • Do not have the whole discussion only on a phone call — you need a written record.

What to do now

  1. Get the change proposal in writing. Ask HR/your manager to confirm:
    • exactly what is changing (pay, hours, place of work, duties, benefits, notice periods, etc)
    • the reason for the change
    • the proposed start date
    • whether they believe your contract already allows it (for example, a flexibility/variation clause)
  2. Pull your current documents and compare line-by-line. Gather:
    • your signed contract (and any later amendments)
    • your written statement of employment particulars (if separate)
    • any policies you were told are contractual (check for wording like “forms part of your contract”) Highlight what is changing and what it would mean in practice (money, hours, commute, childcare, etc).
  3. Reply in writing that you are not agreeing yet. Keep it short and calm:
    • you’ve received the proposal
    • you are reviewing it
    • you do not agree to the change at this time
    • you want to discuss alternatives
      If the change is already being applied and you cannot safely stop working immediately, say you are working “under protest” while it is being addressed — and put that in writing. If the change affects pay, repeat this regularly (for example each pay period) while it is unresolved.
  4. Ask for a proper consultation meeting and keep a record. Request a meeting (or series of meetings) to discuss:
    • alternatives (phased changes, temporary arrangements, opt-outs, trial periods)
    • how any agreed change will be confirmed in writing
      After each meeting, email a brief summary of what was said, including any dates and next steps.
  5. Use representation if you have it. If you’re in a union, contact your rep promptly. If there are employee representatives, ask how consultation is being handled for affected staff.
  6. Ask for the updated terms in writing within 1 month of any change. If changes are made to your main terms of employment, your employer must put them in writing within 1 month of the change. Ask for a clear written confirmation (letter/email) that states what changed and from what date.
  7. If it becomes “accept it or be dismissed,” get outside help fast. If dismissal is mentioned, or it feels like “dismissal and re-engagement” (“fire and rehire”):
    • save copies of everything (letters, emails, screenshots, notes of dates and who said what)
    • contact Acas for early advice
      If you’re in Northern Ireland, contact the Labour Relations Agency (LRA) instead of Acas.

What can wait

  • You do not need to decide today whether to resign.
  • You do not need to threaten legal action in your first message.
  • You do not need the perfect negotiation strategy right now — your priority is getting the proposal in writing, preserving your position, and creating a clear record.
  • You do not need to start a formal claim immediately, but do seek advice early because time limits can be short.

Important reassurance

It’s common to feel shocked or cornered when an employer suddenly talks about changing contract terms. Pausing, getting things in writing, and responding calmly is a normal way to protect yourself and reduce misunderstandings.

Scope note

This is first-steps guidance to stabilise the situation and avoid irreversible mistakes. The right next move can depend on the exact term being changed (pay, hours, location), your contract wording, and how your employer is implementing it.

Important note

This guide provides general information, not legal advice. Employment rights and the safest response depend on your contract terms and the specific facts. If you’re under pressure to accept changes quickly or dismissal is mentioned, consider getting independent advice as soon as you can.

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