{"id":190207,"date":"2024-09-03T06:56:38","date_gmt":"2024-09-03T05:56:38","guid":{"rendered":"https:\/\/legalvision.co.uk\/?p=190207"},"modified":"2026-04-17T06:47:21","modified_gmt":"2026-04-17T05:47:21","slug":"refusing-new-employment-contracts","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/","title":{"rendered":"Legal Implications of Refusing New Employment Contracts"},"content":{"rendered":"\n<p>Refusing a new employment contract means an employee does not agree to proposed changes to their existing terms, which employers usually cannot impose without consent. If changes are forced through, employees may continue working under protest or bring legal claims such as breach of contract or constructive dismissal, creating significant legal and employee relations risks for the business.\u00a0 This article explains what happens when employees refuse new employment contracts and how employers should manage the process.\u00a0<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Why Might I Change Employment Contracts?<\/h2>\n\n\n\n<p>There are many reasons that you, as an employer, may need to change your <a href=\"https:\/\/legalvision.co.uk\/employment\/employment-contracts\/\">employees\u2019 contracts<\/a>. For example, you may be introducing changes to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>employees\u2019 responsibilities;<\/li>\n\n\n\n<li>staff working hours;<\/li>\n\n\n\n<li>salaries; or<\/li>\n\n\n\n<li><a href=\"https:\/\/legalvision.co.uk\/employment\/employees-flexible-work-arrangements\/\">flexible working policies<\/a>.&nbsp;<\/li>\n<\/ul>\n\n\n\n<div  class=\"box box--icon box--star\">\n    <p>Where you are considering changing employment contracts because a business is transferring from another to your company, you must follow the rules of the Transfer of Undertakings (Protection of\u00a0 Employment) Regulations 2006 (TUPE). These rules are not detailed in this article.<\/p>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Do My Employees Need to Agree to the Change?<\/h2>\n\n\n\n<p>If you wish to change your employee\u2019s employment contract, you will usually need their agreement verbally or in writing. You can encourage your employees to agree by examining the changes you want to make and why. You should also ask them for alternative proposals.<\/p>\n\n\n\n<p>It will help if you allow your employees a reasonable amount of time to discuss your proposed changes to their employment contracts. Where you propose changes to 20 or more employees\u2019 contracts, you must consider collective consultation. This is a legal requirement under the <em>Trade Union and Labour Regulations (Consolidation) Act 1992<\/em>.&nbsp;<\/p>\n\n\n    <div class=\"my-7 lg:my-10 border-y-2 border-gray-100 py-7 lg:py-10 flex flex-col sm:flex-row items-start gap-10\">\n                    <img decoding=\"async\" class=\"w-52 mx-auto my-0! rounded\" src=\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2024\/11\/23002631\/Screenshot-2025-10-23-at-10.26.05-am.png\" alt=\"Front page of publication\"\n                 loading=\"lazy\" width=\"208\" height=\"298\">\n                <section>\n            <div class=\"text-2xl font-bold\">2025 Key UK Employment Law Changes<\/div>\n            <div class=\"body-text\">\n                <p>This factsheet outlines key developments in 2025 affecting workforce management.<\/p>\n            <\/div>\n            \n\n<a href=\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2025\/01\/22052013\/LegalVision_2025-Key-UK-Employment-Law-Changes-Factsheet.pdf\" class=\" block px-5 py-3.5 max-w-fit bg-orange button__hover transition rounded text-white font-bold text-lg no-underline uppercase leading-tight text-center\" target=\"\" rel=\"\">Download Now<\/a>        <\/section>\n    <\/div>\n\n\n\n\n\n<a href=\"#content-next\"\n   class=\"block p-4 mt-10 text-xl font-bold text-center text-white no-underline bg-gray-800 rounded-t-xl\">\n    Continue reading this article below the form\n    <i class=\"text-xl fa-regular fa-arrow-down\"><\/i>\n<\/a>\n<div class=\"px-6 pt-10 pb-12 mb-10 text-center bg-gray-100 rounded-b-xl sm:px-12 test\">\n    <div class=\"mb-8 text-2xl font-bold text-orange\">\n        Need legal advice?\n        <br>\n        <span class=\"text-lg not-prose\">\n                            Call <a href=\"tel:+448081968584\" class=\"not-prose\">0808 196 8584<\/a> for urgent assistance.\n                <br>\n                Otherwise, complete this form, and we will contact you within one business day.\n                    <\/span>\n    <\/div>\n\n    \n\n<div class=\"not-prose flex justify-center text-left gform_input_bg_white    \">\n    <script>\nvar gform;gform||(document.addEventListener(\"gform_main_scripts_loaded\",function(){gform.scriptsLoaded=!0}),document.addEventListener(\"gform\/theme\/scripts_loaded\",function(){gform.themeScriptsLoaded=!0}),window.addEventListener(\"DOMContentLoaded\",function(){gform.domLoaded=!0}),gform={domLoaded:!1,scriptsLoaded:!1,themeScriptsLoaded:!1,isFormEditor:()=>\"function\"==typeof InitializeEditor,callIfLoaded:function(o){return!(!gform.domLoaded||!gform.scriptsLoaded||!gform.themeScriptsLoaded&&!gform.isFormEditor()||(gform.isFormEditor()&&console.warn(\"The use of gform.initializeOnLoaded() is deprecated in the form editor context and will be removed in Gravity Forms 3.1.\"),o(),0))},initializeOnLoaded:function(o){gform.callIfLoaded(o)||(document.addEventListener(\"gform_main_scripts_loaded\",()=>{gform.scriptsLoaded=!0,gform.callIfLoaded(o)}),document.addEventListener(\"gform\/theme\/scripts_loaded\",()=>{gform.themeScriptsLoaded=!0,gform.callIfLoaded(o)}),window.addEventListener(\"DOMContentLoaded\",()=>{gform.domLoaded=!0,gform.callIfLoaded(o)}))},hooks:{action:{},filter:{}},addAction:function(o,r,e,t){gform.addHook(\"action\",o,r,e,t)},addFilter:function(o,r,e,t){gform.addHook(\"filter\",o,r,e,t)},doAction:function(o){gform.doHook(\"action\",o,arguments)},applyFilters:function(o){return gform.doHook(\"filter\",o,arguments)},removeAction:function(o,r){gform.removeHook(\"action\",o,r)},removeFilter:function(o,r,e){gform.removeHook(\"filter\",o,r,e)},addHook:function(o,r,e,t,n){null==gform.hooks[o][r]&&(gform.hooks[o][r]=[]);var d=gform.hooks[o][r];null==n&&(n=r+\"_\"+d.length),gform.hooks[o][r].push({tag:n,callable:e,priority:t=null==t?10:t})},doHook:function(r,o,e){var t;if(e=Array.prototype.slice.call(e,1),null!=gform.hooks[r][o]&&((o=gform.hooks[r][o]).sort(function(o,r){return o.priority-r.priority}),o.forEach(function(o){\"function\"!=typeof(t=o.callable)&&(t=window[t]),\"action\"==r?t.apply(null,e):e[0]=t.apply(null,e)})),\"filter\"==r)return e[0]},removeHook:function(o,r,t,n){var e;null!=gform.hooks[o][r]&&(e=(e=gform.hooks[o][r]).filter(function(o,r,e){return!!(null!=n&&n!=o.tag||null!=t&&t!=o.priority)}),gform.hooks[o][r]=e)}});\n<\/script>\n\n                <div class='gf_browser_gecko gform_wrapper gravity-theme gform-theme--no-framework lawyer-form_wrapper gplaceholder_wrapper form-with-labels-no-asterisks_wrapper has-new-validation-error-styling_wrapper' data-form-theme='gravity-theme' data-form-index='0' id='gform_wrapper_2453' style='display:none'><div id='gf_2453' class='gform_anchor' tabindex='-1'><\/div><form method='post' enctype='multipart\/form-data' target='gform_ajax_frame_2453' id='gform_2453' class='lawyer-form gplaceholder form-with-labels-no-asterisks has-new-validation-error-styling' action='\/api\/wp\/v2\/posts\/190207#gf_2453' data-formid='2453' novalidate>\n                        <div class='gform-body gform_body'><div id='gform_fields_2453' class='gform_fields top_label form_sublabel_below description_below validation_below'><div id=\"field_2453_1000\" class=\"gfield gfield--type-honeypot gform_validation_container field_sublabel_below gfield--has-description field_description_below field_validation_below gfield_visibility_visible\"  ><label class='gfield_label gform-field-label' for='input_2453_1000'>Company<\/label><div class='ginput_container'><input name='input_1000' id='input_2453_1000' type='text' value='' autocomplete='new-password'\/><\/div><div class='gfield_description' id='gfield_description_2453_1000'>This field is for validation purposes and should be left unchanged.<\/div><\/div><div id=\"field_2453_1\" class=\"gfield gfield--type-text gfield--input-type-text gf_left_half gfield--width-half gfield_contains_required field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  ><label class='gfield_label gform-field-label' for='input_2453_1'>First Name<span class=\"gfield_required\"><span class=\"gfield_required gfield_required_text\">(Required)<\/span><\/span><\/label><div class='ginput_container ginput_container_text'><input name='input_1' id='input_2453_1' type='text' value='' class='medium'     aria-required=\"true\" aria-invalid=\"false\"   \/><\/div><\/div><div id=\"field_2453_12\" class=\"gfield gfield--type-text gfield--input-type-text gf_right_half gfield--width-half gfield_contains_required field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  ><label class='gfield_label gform-field-label' for='input_2453_12'>Last Name<span class=\"gfield_required\"><span class=\"gfield_required gfield_required_text\">(Required)<\/span><\/span><\/label><div class='ginput_container ginput_container_text'><input name='input_12' id='input_2453_12' type='text' value='' class='medium'     aria-required=\"true\" aria-invalid=\"false\"   \/><\/div><\/div><div id=\"field_2453_2\" class=\"gfield gfield--type-email gfield--input-type-email gf_left_half gfield--width-half gfield_contains_required field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  ><label class='gfield_label gform-field-label' for='input_2453_2'>Email Address<span class=\"gfield_required\"><span class=\"gfield_required gfield_required_text\">(Required)<\/span><\/span><\/label><div class='ginput_container ginput_container_email'>\n                            <input name='input_2' id='input_2453_2' type='email' value='' class='medium'    aria-required=\"true\" aria-invalid=\"false\"  \/>\n                        <\/div><\/div><div id=\"field_2453_3\" class=\"gfield gfield--type-phone gfield--input-type-phone gf_right_half gfield--width-half gfield_contains_required field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  ><label class='gfield_label gform-field-label' for='input_2453_3'>Phone<span class=\"gfield_required\"><span class=\"gfield_required gfield_required_text\">(Required)<\/span><\/span><\/label><div class='ginput_container ginput_container_phone'><input name='input_3' id='input_2453_3' type='tel' value='' class='medium'   aria-required=\"true\" aria-invalid=\"false\"   \/><\/div><\/div><div id=\"field_2453_14\" class=\"gfield gfield--type-select gfield--input-type-select gfield--width-full custom-select gfield_contains_required field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  ><label class='gfield_label gform-field-label' for='input_2453_14'>Number of Employees in Your Business<span class=\"gfield_required\"><span class=\"gfield_required gfield_required_text\">(Required)<\/span><\/span><\/label><div class='ginput_container ginput_container_select'><select name='input_14' id='input_2453_14' class='large gfield_select'    aria-required=\"true\" aria-invalid=\"false\" ><option value='' selected='selected'>Select ...<\/option><option value='0' >0<\/option><option value='1' >1-5<\/option><option value='6' >6-20<\/option><option value='21' >21-50<\/option><option value='51' >51-250<\/option><option value='250' >250+<\/option><\/select><\/div><\/div><div id=\"field_2453_4\" class=\"gfield gfield--type-textarea gfield--input-type-textarea gfield_contains_required field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  ><label class='gfield_label gform-field-label' for='input_2453_4'>Tell us about your enquiry<span class=\"gfield_required\"><span class=\"gfield_required gfield_required_text\">(Required)<\/span><\/span><\/label><div class='ginput_container ginput_container_textarea'><textarea name='input_4' id='input_2453_4' class='textarea medium'     aria-required=\"true\" aria-invalid=\"false\"   rows='10' cols='50'><\/textarea><\/div><\/div><div id=\"field_2453_5\" class=\"gfield gfield--type-html gfield--input-type-html gfield_html gfield_html_formatted gfield_no_follows_desc field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  >By submitting this form, you agree to receive emails from LegalVision and can unsubscribe at any time. View our <a href=\"https:\/\/legalvision.co.uk\/privacy-notice\/\" target=\"_blank\">Privacy Policy<\/a>. <\/div><div id=\"field_2453_8\" class=\"gfield gfield--type-hidden gfield--input-type-hidden gform_hidden field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  ><div class='ginput_container ginput_container_text'><input name='input_8' id='input_2453_8' type='hidden' class='gform_hidden'  aria-invalid=\"false\" value='http:\/\/legalvision.co.uk\/api\/wp\/v2\/posts\/190207' \/><\/div><\/div><div id=\"field_2453_13\" class=\"gfield gfield--type-hidden gfield--input-type-hidden gform_hidden field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  ><div class='ginput_container ginput_container_text'><input name='input_13' id='input_2453_13' type='hidden' class='gform_hidden'  aria-invalid=\"false\" value='generic_form' \/><\/div><\/div><fieldset id=\"field_2453_999\" class=\"gfield gfield--type-checkbox gfield--type-choice gfield__uk-marketo-opt-in field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  ><legend class='gfield_label gform-field-label screen-reader-text' ><\/legend><div class='ginput_container ginput_container_checkbox'><div class='gfield_checkbox ' id='input_2453_999'><div class='gchoice gchoice_2453_999_1'>\n\t\t\t\t\t\t\t\t<input class='gfield-choice-input' name='input_999.1' type='checkbox'  value='1'  id='choice_2453_999_1'   \/>\n\t\t\t\t\t\t\t\t<label for='choice_2453_999_1' id='label_2453_999_1' class='gform-field-label gform-field-label--type-inline'>By submitting this form, you agree to receive content and event invitations from us to help you grow your business. If you do not want to receive such messages, tick here.<\/label>\n\t\t\t\t\t\t\t<\/div><\/div><\/div><\/fieldset><\/div><\/div>\n        <div class='gform-footer gform_footer top_label'> <button type=\"submit\" id=\"gform_submit_button_2453\" class=\"gform_button button\" onclick=\"gform.submission.handleButtonClick(this);\" data-submission-type=\"submit\"><span class=\"gform_submit_button__text\">Submit Now<\/span><\/button> <input type='hidden' name='gform_ajax' value='form_id=2453&amp;title=&amp;description=&amp;tabindex=0&amp;theme=gravity-theme&amp;hash=ec2463697d0d9cef7b71236ae60964c7' \/>\n            <input type='hidden' class='gform_hidden' name='gform_submission_method' data-js='gform_submission_method_2453' value='iframe' \/>\n            <input type='hidden' class='gform_hidden' name='gform_theme' data-js='gform_theme_2453' id='gform_theme_2453' value='gravity-theme' \/>\n            <input type='hidden' class='gform_hidden' name='gform_style_settings' data-js='gform_style_settings_2453' id='gform_style_settings_2453' value='' \/>\n            <input type='hidden' class='gform_hidden' name='is_submit_2453' value='1' \/>\n            <input type='hidden' class='gform_hidden' name='gform_submit' value='2453' \/>\n            \n            <input type='hidden' class='gform_hidden' name='gform_currency' data-currency='GBP' value='4ir3lGIDb+1MZBVCQ+fn+UDFxe9aGOkIogH0pugtJKbrmlAkOQCa7zZD4jHkuSpR+MWSsaWTKitzGhevhdSrSrdiSx7Joha8nKKGwQtIR0z0xeE=' \/>\n            <input type='hidden' class='gform_hidden' name='gform_unique_id' value='' \/>\n            <input type='hidden' class='gform_hidden' name='state_2453' value='WyJ7XCIxNFwiOltcIjIyODY0N2ViMWU3NTcxZjA4YTY4NGJmMDcwMTk3Y2I0XCIsXCJiMzk3YmQ1MDBmMmFjNjk1ODE4MzdmNTBhYTA2MzQ0OFwiLFwiNGYyNGZkZGEwMzlkNDUxMWFhZGE1NGYwZmQwZmNiZTdcIixcIjUyMmJkMDE2M2I2ZmEwOTI3NDZhZjU5YTg0ZmM1NDk5XCIsXCIzODRlNjk1YjQxMTAzMWFiYmQ2ODEyMGYyZWFhMDYyNlwiLFwiYjkzNDcwNTE2MjkxOGRjZWViMjQzNzRjNmE0NGVmNTlcIixcIjQxMTliODZhMzVjYzJiMWViNDZiMmQ4NjRlNGUzZmNjXCJdfSIsIjQ3MjNiMzA2ZDIyZGVkODA2N2YyMjYyOThkYzI1ODVmIl0=' \/>\n            <input type='hidden' autocomplete='off' class='gform_hidden' name='gform_target_page_number_2453' id='gform_target_page_number_2453' value='0' \/>\n            <input type='hidden' autocomplete='off' class='gform_hidden' name='gform_source_page_number_2453' id='gform_source_page_number_2453' value='1' \/>\n            <input type='hidden' name='gform_field_values' value='' \/>\n            \n        <\/div>\n                        <\/form>\n                        <\/div>\n\t\t                <iframe style='display:none;width:0px;height:0px;' src='about:blank' name='gform_ajax_frame_2453' id='gform_ajax_frame_2453' title='This iframe contains the logic required to handle Ajax powered Gravity Forms.'><\/iframe>\n\t\t                <script>\ngform.initializeOnLoaded( function() {gformInitSpinner( 2453, 'https:\/\/legalvision.co.uk\/wp-content\/themes\/legalv-v6\/img\/spinner.svg', true );jQuery('#gform_ajax_frame_2453').on('load',function(){var contents = jQuery(this).contents().find('*').html();var is_postback = contents.indexOf('GF_AJAX_POSTBACK') >= 0;if(!is_postback){return;}var form_content = jQuery(this).contents().find('#gform_wrapper_2453');var is_confirmation = jQuery(this).contents().find('#gform_confirmation_wrapper_2453').length > 0;var is_redirect = contents.indexOf('gformRedirect(){') >= 0;var is_form = form_content.length > 0 && ! is_redirect && ! is_confirmation;var mt = parseInt(jQuery('html').css('margin-top'), 10) + parseInt(jQuery('body').css('margin-top'), 10) + 100;if(is_form){form_content.find('form').css('opacity', 0);jQuery('#gform_wrapper_2453').html(form_content.html());if(form_content.hasClass('gform_validation_error')){jQuery('#gform_wrapper_2453').addClass('gform_validation_error');} else {jQuery('#gform_wrapper_2453').removeClass('gform_validation_error');}setTimeout( function() { \/* delay the scroll by 50 milliseconds to fix a bug in chrome *\/ jQuery(document).scrollTop(jQuery('#gform_wrapper_2453').offset().top - mt); }, 50 );if(window['gformInitDatepicker']) {gformInitDatepicker();}if(window['gformInitPriceFields']) {gformInitPriceFields();}var current_page = jQuery('#gform_source_page_number_2453').val();gformInitSpinner( 2453, 'https:\/\/legalvision.co.uk\/wp-content\/themes\/legalv-v6\/img\/spinner.svg', true );jQuery(document).trigger('gform_page_loaded', [2453, current_page]);window['gf_submitting_2453'] = false;}else if(!is_redirect){var confirmation_content = jQuery(this).contents().find('.GF_AJAX_POSTBACK').html();if(!confirmation_content){confirmation_content = contents;}jQuery('#gform_wrapper_2453').replaceWith(confirmation_content);jQuery(document).scrollTop(jQuery('#gf_2453').offset().top - mt);jQuery(document).trigger('gform_confirmation_loaded', [2453]);window['gf_submitting_2453'] = false;wp.a11y.speak(jQuery('#gform_confirmation_message_2453').text());}else{jQuery('#gform_2453').append(contents);if(window['gformRedirect']) {gformRedirect();}}jQuery(document).trigger(\"gform_pre_post_render\", [{ formId: \"2453\", currentPage: \"current_page\", abort: function() { this.preventDefault(); } }]);        if (event && event.defaultPrevented) {                return;        }        const gformWrapperDiv = document.getElementById( \"gform_wrapper_2453\" );        if ( gformWrapperDiv ) {            const visibilitySpan = document.createElement( \"span\" );            visibilitySpan.id = \"gform_visibility_test_2453\";            gformWrapperDiv.insertAdjacentElement( \"afterend\", visibilitySpan );        }        const visibilityTestDiv = document.getElementById( \"gform_visibility_test_2453\" );        let postRenderFired = false;        function triggerPostRender() {            if ( postRenderFired ) {                return;            }            postRenderFired = true;            gform.core.triggerPostRenderEvents( 2453, current_page );            if ( visibilityTestDiv ) {                visibilityTestDiv.parentNode.removeChild( visibilityTestDiv );            }        }        function debounce( func, wait, immediate ) {            var timeout;            return function() {                var context = this, args = arguments;                var later = function() {                    timeout = null;                    if ( !immediate ) func.apply( context, args );                };                var callNow = immediate && !timeout;                clearTimeout( timeout );                timeout = setTimeout( later, wait );                if ( callNow ) func.apply( context, args );            };        }        const debouncedTriggerPostRender = debounce( function() {            triggerPostRender();        }, 200 );        if ( visibilityTestDiv && visibilityTestDiv.offsetParent === null ) {            const observer = new MutationObserver( ( mutations ) => {                mutations.forEach( ( mutation ) => {                    if ( mutation.type === 'attributes' && visibilityTestDiv.offsetParent !== null ) {                        debouncedTriggerPostRender();                        observer.disconnect();                    }                });            });            observer.observe( document.body, {                attributes: true,                childList: false,                subtree: true,                attributeFilter: [ 'style', 'class' ],            });        } else {            triggerPostRender();        }    } );} );\n<\/script>\n<\/div>\n<\/div>\n<div id=\"content-next\"><!-- scroll anchor --><\/div>\n<h2 class=\"wp-block-heading\">Can My Employees Refuse the Changes?<\/h2>\n\n\n\n<p>Your employees have the right to refuse to agree to any changes to their contracts. They may also ask for a trial period to test the changes and see if they are workable. As an employer, you can decide whether or not to agree to a trial period.&nbsp;<\/p>\n\n\n\n<p>If your staff do not agree with the contract changes you have suggested but continue to work under them, they are working \u2018under protest\u2019. In this case, your employees must inform you in writing each time they are paid that they disagree with the changes. Your employees may work under protest for a short period of time before bringing <a href=\"https:\/\/legalvision.co.uk\/employment\/constructive-dismissal\/\">legal claims<\/a> against you.&nbsp;<\/p>\n\n\n\n<div  class=\"box box--icon box--info\">\n    <p>For example, your employees may bring a claim for constructive dismissal where the changes make them feel forced to resign. It could also lead to a breach of contract for losses from the change while they still work for you.<\/p>\n<\/div>\n\n\n\n<p>Even if staff do not take legal action against you, changing contractual terms without their management can lead to poor rapport or industrial action.&nbsp;<\/p>\n\n\n\n<div  class=\"box box--icon box--info\">\n    <p dir=\"auto\"><strong>Key Statistics<\/strong><\/p>\n<ol dir=\"auto\">\n<li><strong>37%<\/strong>: Of UK employers plan to reduce permanent staff hiring due to costs and conflict risks from Employment Rights Act contract variation reforms.<\/li>\n<li><strong>75%<\/strong>: Of employers expect the Employment Rights Act to increase employment costs, heightening risks when proposing new contracts or variations.<\/li>\n<li><strong>1.23 million<\/strong>: Workers on zero-hours contracts as main employment in early 2026, where refusals of guaranteed hours offers may trigger new protections.<\/li>\n<\/ol>\n<p dir=\"auto\"><strong>Sources<\/strong><\/p>\n<ol dir=\"auto\">\n<li><a href=\"https:\/\/www.cipd.org\/globalassets\/media\/knowledge\/knowledge-hub\/reports\/2026-pdfs\/9094-lmo-winter-2025-26-report-web.pdf\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">CIPD Labour Market Outlook Winter 2025\/26<\/a> (CIPD, February 2026).<\/li>\n<li><a href=\"https:\/\/assets.publishing.service.gov.uk\/media\/695d3ebfbd1c076f787e7399\/employment-rights-act-2025-economic-analysis.pdf\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">Employment Rights Act 2025 &#8211; Economic Analysis<\/a> (Department for Business and Trade, January 2026).<\/li>\n<li><a href=\"https:\/\/www.irwinmitchell.com\/news-and-insights\/expert-comment\/post\/102mn40\/employment-law-news-in-brief-march-2026\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">UK employment law news in brief &#8211; March 2026<\/a> citing ONS data (Irwin Mitchell \/ ONS analysis, March 2026).<\/li>\n<\/ol>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">What Happens When Employees Agree to a Contractual Change?<\/h2>\n\n\n\n<p>If your employees agree to a contractual change, you must:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>update their written statement of employment conditions; and&nbsp;<\/li>\n\n\n\n<li>inform them of the change within a month.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>This applies even if the change is not technically contained in their contracts, such as if it is in the company handbook.&nbsp;<\/p>\n\n\n\n<p>You may dismiss your employees if they disagree with a contract change. However, this is not recommended without legal advice as it could cause a claim of unfair dismissal.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Key Takeaways<\/h2>\n\n\n\n<p>You may find that you need to change your employees&#8217; employment contracts, such as to detail a change in their responsibilities. If so, you will usually need to get their agreement, which will involve discussing your proposals and asking them for alternatives. However, your staff are within their right to refuse the changes and continuing with your plans can lead to legal claims such as constructive dismissal. Where employees agree on contractual changes, you should detail these in writing and inform them within one month of their implementation.&nbsp;<\/p>\n\n\n\n<p>If you need help drafting an employment contract variation, our experienced <a href=\"https:\/\/legalvision.co.uk\/employment-lawyers-lp\/\">employment lawyers<\/a> can assist as part of our LegalVision membership. For a low monthly fee, you will have unlimited access to lawyers to answer your questions and draft and review your documents. Call us today on <a href=\"tel:+448081968584\" class=\"AVANSERnumber dynamic-number\">0808 196 8584<\/a> or visit our <a href=\"https:\/\/legalvision.co.uk\/membership\">membership page<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Frequently Asked Questions<\/h2>\n\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1725342323498\"><strong class=\"schema-faq-question\">Do I need my employee&#8217;s agreement to change the employment contract?<\/strong> <p class=\"schema-faq-answer\">As an employer, you will usually need your employees\u2019 agreement before changing their employment contracts.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1725342473169\"><strong class=\"schema-faq-question\">What is working \u2018under protest\u2019?<\/strong> <p class=\"schema-faq-answer\">If you change your employees\u2019 employment contract terms without their agreement, and they continue to work and let you know they are unhappy, this is working \u2018under protest\u2019.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1776404772372\"><strong class=\"schema-faq-question\">What happens if an employee refuses contract changes?<\/strong> <p class=\"schema-faq-answer\">If an employee refuses, you should consult with them and consider alternatives. Imposing changes unilaterally may expose your business to claims such as constructive dismissal. <\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1776404779790\"><strong class=\"schema-faq-question\">What should employers do before changing employment contracts?<\/strong> <p class=\"schema-faq-answer\">You should discuss proposed changes with employees, seek agreement, and clearly document any updates. This helps reduce disputes and ensures compliance with employment law requirements.<\/p> <\/div> <\/div>\n\n\n\n\n","protected":false},"excerpt":{"rendered":"<p>Refusing a new employment contract means an employee does not agree to proposed changes to their existing terms, which employers usually cannot impose without consent. If changes are forced through, employees may continue working under protest or bring legal claims such as breach of contract or constructive dismissal, creating significant legal and employee relations risks<a href=\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/\">Continue reading <span class=\"sr-only\">&#8220;Legal Implications of Refusing New Employment Contracts&#8221;<\/span><\/a><\/p>\n","protected":false},"author":13326,"featured_media":653,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","editor_notices":[],"footnotes":""},"categories":[35],"tags":[20,408,2163,2164],"class_list":["post-190207","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment","tag-small-business","tag-employment-contracts","tag-variation","tag-changes-to-contract"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Legal Implications of Refusing New Employment Contracts | LegalVision UK<\/title>\n<meta name=\"description\" content=\"This article outlines the consequences of your employees refusing new changes you have made to their employment contracts.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Legal Implications of Refusing New Employment Contracts | LegalVision UK\" \/>\n<meta property=\"og:description\" content=\"This article outlines the consequences of your employees refusing new changes you have made to their employment contracts.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/\" \/>\n<meta property=\"og:site_name\" content=\"LegalVision UK\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/LegalVision\" \/>\n<meta property=\"article:published_time\" content=\"2024-09-03T05:56:38+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-04-17T05:47:21+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2021\/11\/30230606\/brand-design-00196.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1600\" \/>\n\t<meta property=\"og:image:height\" content=\"1200\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Clare Farmer\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@LegalVision_law\" \/>\n<meta name=\"twitter:site\" content=\"@LegalVision_law\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Clare Farmer\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/\"},\"author\":{\"name\":\"Clare Farmer\",\"@id\":\"https:\/\/legalvision.co.uk\/#\/schema\/person\/46fdb392af527f38f90649480343e732\"},\"headline\":\"Legal Implications of Refusing New Employment Contracts\",\"datePublished\":\"2024-09-03T05:56:38+00:00\",\"dateModified\":\"2026-04-17T05:47:21+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/\"},\"wordCount\":738,\"image\":{\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2021\/11\/30230606\/brand-design-00196.jpg\",\"keywords\":[\"small business\",\"employment contracts\",\"variation\",\"changes to contract\"],\"articleSection\":[\"Employment Articles\"],\"inLanguage\":\"en-GB\"},{\"@type\":[\"WebPage\",\"FAQPage\"],\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/\",\"url\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/\",\"name\":\"Legal Implications of Refusing New Employment Contracts | LegalVision UK\",\"isPartOf\":{\"@id\":\"https:\/\/legalvision.co.uk\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2021\/11\/30230606\/brand-design-00196.jpg\",\"datePublished\":\"2024-09-03T05:56:38+00:00\",\"dateModified\":\"2026-04-17T05:47:21+00:00\",\"author\":{\"@id\":\"https:\/\/legalvision.co.uk\/#\/schema\/person\/46fdb392af527f38f90649480343e732\"},\"description\":\"This article outlines the consequences of your employees refusing new changes you have made to their employment contracts.\",\"breadcrumb\":{\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#breadcrumb\"},\"mainEntity\":[{\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1725342323498\"},{\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1725342473169\"},{\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1776404772372\"},{\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1776404779790\"}],\"inLanguage\":\"en-GB\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#primaryimage\",\"url\":\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2021\/11\/30230606\/brand-design-00196.jpg\",\"contentUrl\":\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2021\/11\/30230606\/brand-design-00196.jpg\",\"width\":1600,\"height\":1200,\"caption\":\"Trade Mark Cease and Desist: UK E-commerce Response Guide\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/legalvision.co.uk\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Employment Articles\",\"item\":\"https:\/\/legalvision.co.uk\/category\/employment\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"Legal Implications of Refusing New Employment Contracts\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/legalvision.co.uk\/#website\",\"url\":\"https:\/\/legalvision.co.uk\/\",\"name\":\"LegalVision UK\",\"description\":\"LegalVision is a commercial law firm in the UK with a commitment to innovation\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/legalvision.co.uk\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-GB\"},{\"@type\":\"Person\",\"@id\":\"https:\/\/legalvision.co.uk\/#\/schema\/person\/46fdb392af527f38f90649480343e732\",\"name\":\"Clare Farmer\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\/\/legalvision.co.uk\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2022\/03\/12052028\/LegalVision_square_logo-150x150.png\",\"contentUrl\":\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2022\/03\/12052028\/LegalVision_square_logo-150x150.png\",\"caption\":\"Clare Farmer\"},\"description\":\"Clare has a postgraduate diploma in law and writes on a range of subjects and in a variety of genres. Prior to her freelance writing work, Clare worked for UK central government in policy and communication roles. She has also run her own businesses where she founded a magazine and was editor-in-chief. She is currently studying part-time towards a PhD predominantly in international public law. Qualifications: PhD, Human Rights Law (underway), University of Bedfordshire, Post graduate diploma, Law, Middlesex University.\",\"sameAs\":[\"https:\/\/www.linkedin.com\/in\/ms-clare-susannah-f-4a243545\/\"],\"url\":\"https:\/\/legalvision.co.uk\/author\/clarefarmer\/\"},{\"@type\":\"Question\",\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1725342323498\",\"name\":\"Do I need my employee's agreement to change the employment contract?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"As an employer, you will usually need your employees\u2019 agreement before changing their employment contracts.\",\"inLanguage\":\"en-GB\"},\"inLanguage\":\"en-GB\"},{\"@type\":\"Question\",\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1725342473169\",\"name\":\"What is working \u2018under protest\u2019?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"If you change your employees\u2019 employment contract terms without their agreement, and they continue to work and let you know they are unhappy, this is working \u2018under protest\u2019.\",\"inLanguage\":\"en-GB\"},\"inLanguage\":\"en-GB\"},{\"@type\":\"Question\",\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1776404772372\",\"name\":\"What happens if an employee refuses contract changes?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"If an employee refuses, you should consult with them and consider alternatives. Imposing changes unilaterally may expose your business to claims such as constructive dismissal. \",\"inLanguage\":\"en-GB\"},\"inLanguage\":\"en-GB\"},{\"@type\":\"Question\",\"@id\":\"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1776404779790\",\"name\":\"What should employers do before changing employment contracts?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"You should discuss proposed changes with employees, seek agreement, and clearly document any updates. This helps reduce disputes and ensures compliance with employment law requirements.\",\"inLanguage\":\"en-GB\"},\"inLanguage\":\"en-GB\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Legal Implications of Refusing New Employment Contracts | LegalVision UK","description":"This article outlines the consequences of your employees refusing new changes you have made to their employment contracts.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/","og_locale":"en_GB","og_type":"article","og_title":"Legal Implications of Refusing New Employment Contracts | LegalVision UK","og_description":"This article outlines the consequences of your employees refusing new changes you have made to their employment contracts.","og_url":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/","og_site_name":"LegalVision UK","article_publisher":"https:\/\/www.facebook.com\/LegalVision","article_published_time":"2024-09-03T05:56:38+00:00","article_modified_time":"2026-04-17T05:47:21+00:00","og_image":[{"width":1600,"height":1200,"url":"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2021\/11\/30230606\/brand-design-00196.jpg","type":"image\/jpeg"}],"author":"Clare Farmer","twitter_card":"summary_large_image","twitter_creator":"@LegalVision_law","twitter_site":"@LegalVision_law","twitter_misc":{"Written by":"Clare Farmer","Est. reading time":"4 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#article","isPartOf":{"@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/"},"author":{"name":"Clare Farmer","@id":"https:\/\/legalvision.co.uk\/#\/schema\/person\/46fdb392af527f38f90649480343e732"},"headline":"Legal Implications of Refusing New Employment Contracts","datePublished":"2024-09-03T05:56:38+00:00","dateModified":"2026-04-17T05:47:21+00:00","mainEntityOfPage":{"@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/"},"wordCount":738,"image":{"@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#primaryimage"},"thumbnailUrl":"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2021\/11\/30230606\/brand-design-00196.jpg","keywords":["small business","employment contracts","variation","changes to contract"],"articleSection":["Employment Articles"],"inLanguage":"en-GB"},{"@type":["WebPage","FAQPage"],"@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/","url":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/","name":"Legal Implications of Refusing New Employment Contracts | LegalVision UK","isPartOf":{"@id":"https:\/\/legalvision.co.uk\/#website"},"primaryImageOfPage":{"@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#primaryimage"},"image":{"@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#primaryimage"},"thumbnailUrl":"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2021\/11\/30230606\/brand-design-00196.jpg","datePublished":"2024-09-03T05:56:38+00:00","dateModified":"2026-04-17T05:47:21+00:00","author":{"@id":"https:\/\/legalvision.co.uk\/#\/schema\/person\/46fdb392af527f38f90649480343e732"},"description":"This article outlines the consequences of your employees refusing new changes you have made to their employment contracts.","breadcrumb":{"@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#breadcrumb"},"mainEntity":[{"@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1725342323498"},{"@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1725342473169"},{"@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1776404772372"},{"@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1776404779790"}],"inLanguage":"en-GB","potentialAction":[{"@type":"ReadAction","target":["https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/"]}]},{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#primaryimage","url":"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2021\/11\/30230606\/brand-design-00196.jpg","contentUrl":"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2021\/11\/30230606\/brand-design-00196.jpg","width":1600,"height":1200,"caption":"Trade Mark Cease and Desist: UK E-commerce Response Guide"},{"@type":"BreadcrumbList","@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/legalvision.co.uk\/"},{"@type":"ListItem","position":2,"name":"Employment Articles","item":"https:\/\/legalvision.co.uk\/category\/employment\/"},{"@type":"ListItem","position":3,"name":"Legal Implications of Refusing New Employment Contracts"}]},{"@type":"WebSite","@id":"https:\/\/legalvision.co.uk\/#website","url":"https:\/\/legalvision.co.uk\/","name":"LegalVision UK","description":"LegalVision is a commercial law firm in the UK with a commitment to innovation","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/legalvision.co.uk\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-GB"},{"@type":"Person","@id":"https:\/\/legalvision.co.uk\/#\/schema\/person\/46fdb392af527f38f90649480343e732","name":"Clare Farmer","image":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/legalvision.co.uk\/#\/schema\/person\/image\/","url":"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2022\/03\/12052028\/LegalVision_square_logo-150x150.png","contentUrl":"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2022\/03\/12052028\/LegalVision_square_logo-150x150.png","caption":"Clare Farmer"},"description":"Clare has a postgraduate diploma in law and writes on a range of subjects and in a variety of genres. Prior to her freelance writing work, Clare worked for UK central government in policy and communication roles. She has also run her own businesses where she founded a magazine and was editor-in-chief. She is currently studying part-time towards a PhD predominantly in international public law. Qualifications: PhD, Human Rights Law (underway), University of Bedfordshire, Post graduate diploma, Law, Middlesex University.","sameAs":["https:\/\/www.linkedin.com\/in\/ms-clare-susannah-f-4a243545\/"],"url":"https:\/\/legalvision.co.uk\/author\/clarefarmer\/"},{"@type":"Question","@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1725342323498","name":"Do I need my employee's agreement to change the employment contract?","acceptedAnswer":{"@type":"Answer","text":"As an employer, you will usually need your employees\u2019 agreement before changing their employment contracts.","inLanguage":"en-GB"},"inLanguage":"en-GB"},{"@type":"Question","@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1725342473169","name":"What is working \u2018under protest\u2019?","acceptedAnswer":{"@type":"Answer","text":"If you change your employees\u2019 employment contract terms without their agreement, and they continue to work and let you know they are unhappy, this is working \u2018under protest\u2019.","inLanguage":"en-GB"},"inLanguage":"en-GB"},{"@type":"Question","@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1776404772372","name":"What happens if an employee refuses contract changes?","acceptedAnswer":{"@type":"Answer","text":"If an employee refuses, you should consult with them and consider alternatives. Imposing changes unilaterally may expose your business to claims such as constructive dismissal. ","inLanguage":"en-GB"},"inLanguage":"en-GB"},{"@type":"Question","@id":"https:\/\/legalvision.co.uk\/employment\/refusing-new-employment-contracts\/#faq-question-1776404779790","name":"What should employers do before changing employment contracts?","acceptedAnswer":{"@type":"Answer","text":"You should discuss proposed changes with employees, seek agreement, and clearly document any updates. This helps reduce disputes and ensures compliance with employment law requirements.","inLanguage":"en-GB"},"inLanguage":"en-GB"}]}},"_links":{"self":[{"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/posts\/190207","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/users\/13326"}],"replies":[{"embeddable":true,"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/comments?post=190207"}],"version-history":[{"count":2,"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/posts\/190207\/revisions"}],"predecessor-version":[{"id":196972,"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/posts\/190207\/revisions\/196972"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/media\/653"}],"wp:attachment":[{"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/media?parent=190207"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/categories?post=190207"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/tags?post=190207"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}