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uk Work & employment crises

What to do if…
your employer changes your pay, hours, or other terms of your employment

Produced and maintained by PanicStation.org Published: Last reviewed: Editorial policy UK guide

Short answer

Do not agree on the spot. Ask for the proposed changes in writing, including the start date, and say calmly that you are reviewing them before you respond.

Do not do these things

  • Do not sign anything immediately if you have not read and understood it.
  • Do not rely on verbal promises like “we’ll review it later” unless they are confirmed in writing.
  • Do not stay silent if you disagree; continuing without clearly objecting can sometimes be treated as accepting the change.
  • Do not resign in anger before getting advice on your options.
  • Do not keep the whole discussion on phone calls or informal chats; keep a written record.

What to do now

  1. Ask for the proposal in writing. Ask your employer or HR to confirm:

    • exactly what is changing, such as pay, hours, place of work, duties, benefits, or notice periods
    • the reason for the change
    • the date they want the change to start
    • whether they say your current contract already allows the change, such as through a flexibility or variation clause

  2. Compare it with your current paperwork. Gather:

    • your signed contract and any later amendment letters
    • your written statement of employment particulars, if separate
    • any handbook or policy wording that says it forms part of your contract

    Mark what is changing and what it would mean in practice, such as money, hours, commute, childcare, caring responsibilities, or duties.

  3. Reply in writing that you are not agreeing yet. Keep it short:

    • confirm you received the proposal
    • say you are reviewing it
    • say you do not agree to the change at this time
    • ask to discuss alternatives

    If the change has already been applied and you keep working while it is being sorted out, say in writing that you are working “under protest”. If the change affects pay, repeat your objection regularly while it remains unresolved, such as each pay period.

  4. Ask for consultation and keep notes. Ask for a meeting to discuss:

    • why the change is being proposed
    • alternatives, such as a phased change, temporary arrangement, trial period, or different working pattern
    • how any agreed change will be confirmed in writing

    After each meeting, email a brief summary of what was discussed, including dates and next steps.

  5. Use representation if you have it. If you are in a union, contact your union rep promptly. If employee representatives are involved, ask how affected staff are being consulted and how you can raise your concerns.

  6. Ask for the updated written terms. If a change is made to your main written terms of employment, ask for written confirmation of what changed and from what date. Employers generally must put changes to main written terms in writing within 1 month of the change.

  7. If it becomes “accept this or be dismissed,” get outside help quickly. If dismissal is mentioned, or it feels like dismissal and re-engagement or “fire and rehire”:

    • save copies of letters, emails, screenshots, meeting notes, and dates
    • contact Acas if you are in England, Scotland, or Wales
    • check NI Direct or contact the Labour Relations Agency if you are in Northern Ireland
    • get legal or union advice before resigning or making any final decision

What can wait

  • You do not need to decide today whether to resign.
  • You do not need to threaten legal action in your first message.
  • You do not need a perfect negotiation strategy right now.
  • You do not need to start a formal claim immediately, but get advice early because time limits can be short.
  • You do not need to agree to a permanent change just because your employer wants a quick answer.

Important reassurance

A sudden contract change can feel like pressure to react immediately. Taking time, asking for the change in writing, and making a calm written objection if you disagree are normal first steps.

Scope note

These are first steps only. Later decisions may need specialist help, especially if the change affects pay, hours, location, disability adjustments, caring responsibilities, discrimination concerns, dismissal, or resignation.

Important note

This guide provides general information only. It is not legal, financial, professional, or workplace-representation advice.

Additional Resources

Closely connected guides that may be useful during the same situation or its immediate aftermath.

About this guide

This guide was produced and is maintained by PanicStation.org using its published editorial process. Official and specialist sources are checked where relevant, and AI-assisted tools may be used for drafting, organisation, and consistency checks. The site operator remains responsible for publication, revision, and removal decisions.

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