Can my employer change my contract without my consent?

No, unless there is a valid flexibility clause covering the specific term or a genuine fire-and-rehire process is followed. Unilateral change of core terms is a breach of contract and can trigger constructive dismissal claims.

What is fire and rehire?

Terminating the existing contract with proper notice and re-engaging on new terms. Legally permissible but heavily constrained by the 2024 Statutory Code. Non-compliance can uplift awards by 25%.

If I keep working under changed terms, does that mean I accept them?

Potentially. Continued working without objection can amount to implied consent over time. To preserve your position, object in writing immediately and take advice before letting time pass.

What remedies do I have?

Grievance procedure, working under protest, constructive dismissal claim, unlawful deductions claim, breach of contract claim. Time limits are tight - get advice before deciding whether to resign.

Can my employer force me to sign a new contract?

Only through fire-and-rehire and only after following the Statutory Code. Refusing to sign is not misconduct but the employer can dismiss for SOSR after due process.

Employment Contract Changes (UK 2026): Consent, Fire-and-Rehire, Remedies

The default rule

An employment contract is a mutual agreement. Neither side can vary it unilaterally. Common lawful routes: express written agreement, contractual flexibility clause, collective agreement, implied consent by continued working, or fire and rehire.

Contractual flexibility clauses

Enforceability depends on scope (broad "vary any term" clauses usually unenforceable), reasonable notice (typically 4-8 weeks), reasonable exercise, and impact on the employee. Major detrimental changes are less likely to be upheld.

Implied consent

Continuing to work under changed terms without formal objection can amount to implied consent over time. Best practice for an objecting employee: raise in writing immediately, work "under protest", take advice about constructive dismissal.

Fire and rehire

Terminating the existing contract with proper notice and offering a new one on changed terms. Heavily constrained by the 2024 Statutory Code of Practice on Dismissal and Re-engagement. Non-compliance can uplift tribunal awards by 25%.

Common types of change

Change	Requires consent?
Pay reduction	Yes
Working hours change	Yes (or flexibility clause)
Location change	Yes (or mobility clause)
Job duties change	Depends on scope
Bonus scheme change	Depends on contractual vs discretionary

Employee remedies

Raise in writing - grievance procedure.
Work under protest - continue but reserve rights.
Constructive dismissal - resign and claim at tribunal.
Unlawful deductions claim - for pay shortfalls.
Breach of contract claim - for financial loss.

See constructive dismissal UK.

How employers should change terms

Consult with employees, explain the business reason, provide a written variation letter, allow 2-4 weeks for consideration, obtain express signed agreement, update contract documentation.

Trade union involvement

Where a recognised union has collective bargaining rights, the employer must negotiate collectively. Unilaterally imposing terms in breach of a collective agreement may trigger industrial action.

Useful calculators

Related guides

Authority pages

Frequently asked questions

Can my employer change my contract without my consent?: No, unless there is a valid flexibility clause covering the specific term or a genuine fire-and-rehire process is followed. Unilateral change of core terms is a breach of contract and can trigger constructive dismissal claims.
What is fire and rehire?: Terminating the existing contract with proper notice and re-engaging on new terms. Legally permissible but heavily constrained by the 2024 Statutory Code. Non-compliance can uplift awards by 25%.
If I keep working under changed terms, does that mean I accept them?: Potentially. Continued working without objection can amount to implied consent over time. To preserve your position, object in writing immediately and take advice before letting time pass.
What remedies do I have?: Grievance procedure, working under protest, constructive dismissal claim, unlawful deductions claim, breach of contract claim. Time limits are tight - get advice before deciding whether to resign.
Can my employer force me to sign a new contract?: Only through fire-and-rehire and only after following the Statutory Code. Refusing to sign is not misconduct but the employer can dismiss for SOSR after due process.

Sources and further reading

ACAS — Free, impartial UK employment advice.
ACAS: Changing an employment contract — Detailed guidance.
Statutory Code of Practice on Dismissal and Re-engagement 2024 — Fire-and-rehire code.
Employment Rights Act 1996, section 86 — Statutory minimum notice.
GOV.UK: Changes to employment contract — Government guidance.

General information about UK employment law, not legal advice. For your situation, contact ACAS or an employment-law solicitor.