Changing terms—like hours, pay, or duties—without agreement can lead to a constructive dismissal claim.
Unless a flexibility clause in their contract allows it, you’ll need their consent. If not, you risk legal pushback. Leading a consultation to explain the changes and gain buy-in can smooth the process. Legal support can draft robust clauses or guide negotiations to align business needs with compliance. Start with a one-on-one chat to gauge their reaction before formal talks. Offering a small incentive—like a pay bump—might sweeten the deal and secure agreement faster.
Helpful government guidance is available at: Changing an employment contract on GOV.UK.