Many thanks for your patience. There are a few ways in which an employer may try and make changes to an employee’s contract of employment. These are by:
· Receiving the employee’s express consent to the changes.
· Forcefully introducing the changes (called 'unilateral change of contract').
· Giving the employee notice to terminate their current contract and then offer them immediate re-engagement under a new contract that contains the new terms.
In this case they are potentially looking at the final option where they would terminate your employment under the SOSR argument and then re-engage you immediately under the new contracts.
As long as the employer has a sound business reason for dismissing an employee who refuses to accept a change in terms, it should be able to establish SOSR and make it a fair dismissal.
A dismissal following a failure to agree to a change in terms will almost always be unfair where the employer has failed to follow a procedure of any kind or consulted with employees over the proposed changes, even where the business is faced with financial problems which means that time is of the essence. So if there are sound financial reasons for the changes, there has been a reasonable procedure to try and agree to the changes and consultations but agreement has not been reached, it is possible to eventually force the changes through.
This is your basic legal position. I have more detailed advice for you in terms of the options you have on taking this further should you choose to do so anyway, which I wish to discuss so please take a second to leave a positive rating for the service so far (by selecting 3, 4 or 5 stars) and I can continue with that and answer any further questions you may have. Don’t worry, there is no extra cost and leaving a rating will not close the question and we can continue this discussion. Thank you