We disagree about new terms and HR tells me not to come in: what do I record?

A disputed change is not a complete status update

Shanghai HRSS’s public answer explains that a labour-contract change requires agreement and written form. A message saying “do not come in” still leaves several possibilities open: suspension, leave, changed duties, or termination. The source does not establish which of these applies in another worker’s situation. You must therefore treat the instruction as one piece of evidence, alongside any subsequent decision and the actual work arrangements.

Ask four direct questions

Ask whether employment continues, what work you are expected to do, how the period will be paid, and when the next instruction will arrive. Request the proposed change and its legal or factual basis. Save the reply from an identifiable employer channel, such as a named HR manager or official email. Do not substitute your own interpretation for an unanswered question, and do not describe a temporary instruction as a final dismissal without evidence.

Build the sequence of events

Keep the old contract, the proposed change, meeting notes, your written response, records of access changes, and each work instruction. Record actual attendance or work performed accurately. If access is blocked, note the attempt and the employer’s answer without attempting to enter systems unlawfully. Dates matter because they help distinguish a continuing dispute about a change from a later termination.

Before deciding to stop work or resign

Seek advice with the documents, focusing on the employment status, your response, and any time limits that apply. If the employer records an absence on a day it told you to stay away, ask it to correct that specific record in writing. A factual written response can preserve your position, but it cannot guarantee the legal effect of refusing a task or ending the contract. The public answer does not decide whether a particular instruction or termination is lawful.

Illustration: how to frame the question

Suppose your employer proposes a new job description with lower pay, you disagree, and HR then emails “do not come in tomorrow.” You do not know whether this is a suspension, a dismissal, or a request to negotiate. You should ask: “Does my employment continue? If so, what work am I to perform, how will this period be paid, and when will I receive the next instruction? Please confirm in writing.” Compare that with asking only “Am I fired?”—the latter invites a one-word answer that may not address the wage or status questions.

Next steps if the issue remains unresolved

If the employer does not answer, or answers vaguely, keep the unanswered request and any later instruction. A written request for clarification is itself evidence of your good-faith attempt to understand the situation. If you later need to challenge a termination or claim unpaid wages, the sequence of instructions and responses will show whether you were told to stay away or chose to stop work. For advice on your specific contract and local practice, bring the old contract, the proposed change, all instructions, and your written questions to a labour-law specialist.

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