Pay, duties or location are changing: identify the actual terms first

An announcement and an agreed change differ

Acas explains that contractual terms and proposed changes need their actual basis assessed. Check the existing agreement, any collective arrangements and the scope of a flexibility clause rather than treating an announcement as individual agreement. Oral or implied terms may also matter. A handbook is not necessarily wholly contractual; identify which wording forms part of your terms and which is policy. The applicable mechanism does not make every proposed change automatically valid.

Make a before-and-after comparison

Gather the job offer letter, the written statement of employment particulars, any written contract, relevant staff handbook pages, and subsequent written agreements. Compare employer identity, duties, guaranteed pay, hours, workplace and start date. Ask which clause the employer relies on, why the change is needed, and whether it is temporary. Label unanswered questions rather than filling them with assumptions.

Keep your response accurate

Write down what you understand, which points you accept and which remain unresolved. Ask for consultation and the proposed text of the change. Continuing to work, refusing a shift and resigning may have different legal consequences; get specific advice before using any of them as a tactic.

An example of a useful comparison

Suppose your employer proposes a promotion that replaces a fixed allowance with a discretionary bonus. Record the guaranteed amount separately from the possible bonus. Ask for the bonus formula, the review period and the approval conditions. A higher advertised total may still leave a lower guaranteed income. Before relying on the new arrangement for a move or childcare plan, confirm the exact terms in writing.

Ask targeted questions

Useful questions include: Which clause in my contract or written statement allows this change? Is the change temporary or permanent? How will my guaranteed pay, hours and workplace be affected? Will any policy or handbook be updated to reflect the change? If a collective agreement applies, which union represents me and what did they agree?

Next steps if unresolved

If the employer does not provide a clear answer or you disagree with the proposed change, seek advice from Acas or a qualified employment adviser. Bring your written statement, contract, handbook, any collective agreement, and your written record of questions and responses. Do not assume that continuing to work means you accept the change; confirm your position in writing.

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