No. Employees must usually agree to changes unless a contract expressly allows certain variations (e.g. mobility clauses). Even then, changes must be applied reasonably.

Restrictive covenants in an employment contract-such as non-compete, non-solicitation, or confidentiality clauses – are legally binding. If you breach them, your employer may take legal action, which could include seeking damages or an injunction to prevent further breaches. The enforceability of these clauses depends on their scope, duration and reasonableness. Legal advice is essential if you’re unsure how a restrictive covenant applies to your situation.

‘Fire and rehire’ occurs when an employer dismisses an employee and then offers to re-employ them on new terms, often less favourable. While it is technically legal in certain circumstances, it is highly controversial and can be challenged if used unfairly. Employers must follow a fair process and consult properly; employees may have legal grounds to dispute the changes or claim unfair dismissal.

Employment contracts should set out key terms such as job title, duties, pay, hours, holiday entitlement, notice periods and any post-termination restrictions. Clear drafting reduces the risk of disputes later.

Yes but only if they are reasonable and protect a legitimate business interest, such as client relationships or confidential information. Overly broad restrictions are likely to be struck out by a court.

Typically between 3–12 months depending on the role and sector. Longer restrictions may be unenforceable unless clearly justified for senior or specialist positions.