Hello, my name is ***** ***** it is my pleasure to assist you with your question today. When you say 'unravel' what are they proposing to do?
Are you new to the company or was this a promotion?
did the chairman have the authority to make these promises?
ok thanks let me get my response ready please
When you were issued with the offer of the new job, which you subsequently accepted, a legally binding contract would have been created between you and the employer. You would have agreed to undertake the job in question and in return the employer would have agreed to pay you as agreed and adhere to any other benefits that were in the contract, or which were agreed in advance.
Therefore, if the employer later withdraws from this contract and refuses to meet their part of the bargain, they could be accused of acting in breach of contract. This would have separate repercussions depending o0n how you wish to pursue this. For example one possibility is a breach of contract claim but that would only allow you to pursue them for actual losses incurred, such as lost pay as a result of going back to a lower pay.
Another option is to go as far as resigning and claiming constructive dismissal, relying on the employer’s initial breach to argue that your position has been made impossible and that you had no other option but to leave. In that case you are looking at compensation for loss of earnings resulting from being pushed out.
Either option would be formal legal action and ideally you would like to do that if you have exhausted all other routes and this is really a last resort. So before you go as far as that you may wish to consider challenging this internally. You always have the formal grievance route which prompts an investigation from the employer and a formal decision, which you can appeal if necessary. It is after the grievance that you need to be thinking about the legal options.
An alternative way out is to approach the employer on a 'without prejudice' basis (i.e. off the record) to try and discuss the possibility of leaving under a settlement agreement. Under a settlement agreement, the employee gets compensated for leaving the company and in return promises not to make any claims against the employer in the future. It is essentially a clean break, although the employer does not have to agree to it so it will be subject to negotiation. In any event, there is nothing to lose by raising this possibility with them because you cannot be treated detrimentally for suggesting it and it would not be used against you.
legally, apart from the salary, these are not really grounds for complaint, although personally you can raise them but you cannot really expect anything more than an apology.
forcing the employer to keep the agreed salary would be difficult, no one can actually force them to pay you that, it just means you have to be making an ongoing claim for the difference in pay. No one can say if your other conditions will be affected - they may be, the employer could try and change things around, but again your protection comes from the option to pursue constructive dismissal
definitely the grievance first - you need to try and resolve this internally. This is a formal process, certain rules apply that require the employer to deal with it fairly, then you can appeal the outcome. After that really it is a personal matter - can you afford to leave and risk a claim, or would you just bite the bullet and remain there knowing you at least have a job...
you are most welcome, all the best