Can My Employer Change My Contract Without My Consent? Your Legal Rights

Employment Law: 04 August 2025

Author: Aaron Stewart - Our People

Imagine arriving to work one day only to find a new contract on your desk, detailing major changes to your role, hours, or pay. Your heart sinks as you wonder: Can they actually do this?

Unfortunately, this situation happens more often than you might think, and it’s crucial to know your rights.

Understanding Your Employment Contract

Your employment contract is worth more than the paper it is written on. This binding contract outlines your role, pay, and benefits, and other formalities. It’s basically the backbone of your relationship with your employer. In Australia, these contracts are legally governed by the Fair Work Act 2009. 

However, different types of employment arrangements have varying levels of flexibility:

1. Full-time and part-time permanent employees generally have more stable contracts.
2. Casual workers may have more flexible arrangements but still have legal rights nonetheless.
3. Fixed-term contracts have specific start and end dates. These terms usually can’t be changed unilaterally during the contract period.

When Can Employers Make Changes?

The short answer is that employers cannot unilaterally change your contract without your consent. It is difficult to change a contract once it has been signed. However, there are some exceptions, including:

1. Flexibility clauses in your contract may allow for minor changes to working conditions.
2. Changes allowed by awards or enterprise agreements.
3. Changes required by new legislation.
4. Mutual agreement between you and your employer.

For example, Mark, a marketing coordinator, found that his company wanted to change his working hours from 9-5 to 10-6 to better align with client needs. As his contract had a flexibility clause regarding working hours, this change was permissible without his explicit consent.

Examples of Contract Changes

Changes to your work contract that typically require your consent include:

1. A significant reduction in your pay or working hours.
2. Major changes to your job responsibilities or title.
3. Alterations to key benefits like annual leave or superannuation.
4. Changes to your employment status (e.g., from full-time to part-time).

On the flip side, changes that may not require an employee’s consent include:

1. Minor adjustments to work schedules within agreed hours.
2. Reasonable changes to workplace policies.
3. Updates to reflect new legislation. 

What to Do If Your Employer Proposes Contract Changes

If your employer proposes changes, don’t panic. Follow these steps:

1. Review the proposed changes carefully, do they seem fair? 
2. Seek clarification from your employer on anything you’re uncertain about. 
3. Check your current contract for relevant clauses, are they allowed to make these changes?
4. Consider the impact on your work-life balance and career. For instance, a proposed change to working hours could have a negative impact on your personal life and overall work-life balance. 
5. Always, always, always, negotiate if you’re not comfortable with the changes.

If negotiating, be prepared with research and stats on industry standards. Remain calm and stay professional during the negotiating stage. Be open to compromise, and document all discussions.

What If You Can’t Reach an Agreement?

However, if negotiations fail, you still have several options:

1. Raise a formal grievance through your company’s dispute resolution process.
2. Seek mediation with a third party.
3. Contact the Fair Work Ombudsman for advice.
4. Consider legal action in serious cases – Aitken Partners are employment law experts.

For instance, John, an IT specialist, was asked to take on significant additional responsibilities without a pay increase. When negotiations failed, he successfully used his company’s formal grievance process to reach a fair compromise.

Legal Options for Serious Matters

In more severe situations, legal recourse may be necessary. If you find yourself in any of the below situations, seek professional legal help right away:

1. You are the subject of a constructive dismissal and seek an unfair dismissal claim.  
2. You might seek a general protection claim for discriminatory changes.
3. Another option is a breach of contract claim for unilateral changes.

Protecting Your Rights

While employers cannot change your contract without consent, workplace realities sometimes necessitate adjustments. By understanding your rights, communicating effectively, and being open to reasonable compromise, you can navigate contract changes successfully.

If you’re ever unsure about your rights or the legality of proposed changes, don’t hesitate to seek professional advice. Your employment contract is a crucial document that protects your rights – make sure you understand and advocate for those rights throughout your career.