My employer changed my contract without my agreement

An employment contract is a legally binding agreement and its terms cannot be changed unilaterally by your employer without your consent. Changing terms without agreement constitutes a breach of contract.

Where an employer seeks to vary contractual terms, they should first consult with affected employees and seek voluntary agreement. If you agree to the change — for example, by continuing to work under the new terms without objection — you may be taken to have accepted it (called "affirmation"). It is therefore important to raise a formal objection in writing promptly if you do not agree.

If you do not accept the change and continue to work under protest, you may be able to claim damages for breach of contract — for example, if your employer cuts your pay without consent. You can bring this claim in the Employment Tribunal (claims up to £25,000) or in the civil courts.

If the change is so fundamental — for example, a significant pay cut, change in location, or removal of a key contractual benefit — it may breach the implied term of trust and confidence, entitling you to resign and claim constructive dismissal. This requires two years of continuous employment unless a protected characteristic is involved.

Your employer may have contractual flexibility clauses that permit certain variations. Read your contract carefully to understand whether any changes fall within an existing flexibility clause, and whether that clause is reasonable.

Some employers use the tactic of dismissal and re-engagement (fire and rehire) to impose new terms. This is controversial and may be unfair dismissal if done without adequate consultation.