![]() ![]() for loss of wages) whilst remaining in post (stand and sue). However, if employees object, they could bring a claim (e.g. ![]() If consent can’t be obtained, employers may nevertheless take a gamble by imposing the new changes in hope that employees will accept the new terms by conduct, therefore waiving their right to object. Therefore as a general rule changes should be made by consent with the employee. This is the established law as per the House of Lords case of Rigby v Ferodo. a contract and it is not open for an employer to unilaterally impose new changes on employees. In general, the employment contract is just that, i.e. Changing Contractual Terms and Conditions
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