Throughout many jobs, roles and responsibilities tend to change over time as you progress and achieve promotions, usually leading to title changes.
However, sometimes employers may have the need to change your job title and responsibilities. These changes may take place due to a colleague going on maternity leave, someone leaving the business, or even the business changing direction.
We’ll explore how you can navigate what happens if an employer proposes a change in your job title..
Can my employer change my job role without my consent?
Unless outlined in the employee’s contract, employers generally cannot change an employee's job title or role without it being agreed upon by both parties.
If your job title and/or role has changed without your permission you should:
Act quickly
You should act as soon as you are aware of your title change. If you don’t object to the change and start to carry out any new responsibilities you may be considered to have agreed to the change.
Review your contract
If your job title has been changed you should check your contract to see if there are any clauses included that allow the employer to make changes to your role. If there is no express right for your employer to make changes to your job as mentioned in your contract, they will only be able to amend your agreement.
If this is the case, your employer should discuss any desired changes with you and explain the reasons behind why they would like to make these changes. If you’re a member of a trade union they may also be able to help you during the consultation process.
Find out what your new job title entails
Even if only very small changes have been made to your role as a result of a job title change, your employer should still explain why this is happening and what it involves. You should also be given the opportunity to take the time to consider whether you’re happy with these changes and if you want to negotiate any aspects.
Do you need a new contract if your job title changes?
While a change of job title doesn’t require a new contract, it's best to get the changes in writing as evidence of changes made to your role.
How to discuss your change in job role with your employer
If you’re unhappy about your job title or role being changed by your employer, there are a few things you should do:
Speak to your manager
Whether your role has increased or decreased in responsibilities, the first thing you should do if you’re unhappy is have a discussion with your manager. You can discuss the ways in which you can add more value to the company and take on more responsibility if your role has been reduced or ask your manager what you can do to improve your situation if you would like more or fewer responsibilities. You can ask to know why these changes have happened and how this will impact your role.
Maintain a positive attitude
Assessing the situation positively allows you to navigate the situation in the right way. It’s best to have an open, polite, and honest discussion to air your thoughts and try to come to the best decision for you and your employer. Set yourself a day to adjust to your new title and what it entails, before setting up a meeting with your manager, as this will help you handle the situation in a calm and professional manner. Although acting promptly is important, allowing a day to adjust to the change before taking the next step will be really helpful.
Negotiate additional benefits or a salary increase in return for an increase in responsibilities
If your new title involves new responsibilities on top of your current ones, it may be worth discussing a pay rise or more benefits to account for this change in role. In terms of benefits, you could request things like more holiday days or a flexible schedule.
Utilise this as an opportunity to improve
Title changes can be great ways to learn and develop new skills. View this as an opportunity to progress and ask your manager what skills are required to succeed in this role and for guidance on new training.
What happens if your employer continues with the changes to your job title?
Hopefully, it won’t come to this and you can have a discussion with your employers and manager to come to a solution. However, some employers may try to impose their changes even if you do not agree with them.
However, this could breach your contract. If they tell you that the changes are happening and go ahead with making them, you may have the right to bring claims for:
- Constructive dismissal - This occurs if you have been working for the company for over two years and decide to leave the business due to these forced changes.
- Actual unfair dismissal - This can occur even if you decide to stay in the business and significant, fundamental changes have been made to your role. You must have worked in the company for at least two years.
- Damages of contract.
- Unlawful deductions from your wage if you have become financially worse off due to these changes.
Organisations like ACAS and Citizens Advice can offer further support on these areas.
Notice to dismiss
Your employer may choose to give you notice to terminate your current employment contract and offer you a new contract when the old one ends. They can do this even if you have rejected their proposed changes.
Serving notice to terminate your contract classes as a dismissal. If your employer doesn’t follow the correct dismissal procedures you may have grounds for pursuing an employment tribunal claim, even if you accept the new job.
While job title changes can sometimes reflect positive growth, unexpected or unagreed changes may raise important contractual and professional concerns. By understanding your rights, reviewing your contract, and approaching the situation constructively, you can ensure your role aligns with your expectations and career goals. If in doubt, seek advice from Human Resources, a trade union, or legal professionals to protect your position and plan your next steps with confidence.
