What Is an Employment Contract?
An employment contract is a legally binding agreement between you and your employer. It can be:
- Written
- Verbal
- Implied (based on custom and practice)
Even if you never received a written contract, you still have legal rights.
What Must Be Included in a Written Statement of Employment Particulars
By law, you must receive a written statement on or before your first day, including:
- Job title
- Pay and pay intervals
- Hours of work
- Holiday entitlement
- Sick pay
- Notice periods
- Place of work
- Benefits
- Disciplinary and grievance procedures
Failure to provide this may entitle you to compensation.
What Counts as a Contract Change?
A contract change is any alteration to your:
- Pay
- Hours
- Job role or duties
- Location
- Benefits
- Working patterns
- Terms and conditions
- Shift patterns
- Bonus structure
- Holiday entitlement
Even small changes may require consultation and agreement.
Can Employers Change Your Contract?
Yes — but only if they follow a fair and lawful process. Employers must:
- Consult with you
- Explain the business reasons
- Consider alternatives
- Seek your agreement
- Avoid imposing changes unreasonably
They cannot simply force changes without discussion.
When Contract Changes Are Unlawful
A contract change may be unlawful if your employer:
- Imposes changes without consultation
- Reduces your pay without agreement
- Cuts your hours unfairly
- Changes your role significantly without consent
- Targets you for discriminatory reasons
- Punishes you for raising concerns
- Uses "fire and rehire" without proper process
These may amount to:
- Breach of contract
- Constructive dismissal
- Discrimination
- Unfair dismissal
Fire and Rehire – What You Need to Know
"Fire and rehire" is when an employer ends your current contract and offers you a new one with worse terms. This practice is legal but heavily regulated. Employers must:
- Consult meaningfully
- Explore alternatives
- Avoid using threats
- Follow fair dismissal procedures
- Consider collective consultation (20+ employees)
If they don't, the dismissal may be unfair.
When You Can Refuse Contract Changes
You can refuse changes if they are:
- Unreasonable
- Unfair
- Discriminatory
- Imposed without consultation
- A breach of contract
- Damaging to your pay or conditions
- Not genuinely necessary for the business
Your employer must then decide whether to:
- Withdraw the change
- Negotiate
- Attempt "fire and rehire" (risky for them)
- Start a formal process
How to Protect Yourself During Contract Changes
- Ask for all proposals in writing
- Request the business rationale
- Keep notes of all meetings
- Ask questions and challenge unclear points
- Suggest alternatives
- Seek advice before agreeing
- Raise a grievance if the process is unfair
- Document any pressure or threats
Common Examples of Unfair Contract Changes
- Reducing hours without consultation
- Cutting pay due to "performance" without evidence
- Changing duties to push someone out
- Removing benefits without agreement
- Forcing relocation without reasonable notice
- Changing shifts that disadvantage parents or carers
- Penalising disability related needs