Generally speaking, an employer will require your express agreement in any contractual changes to your employment. Other ways in which employment can be changed include circumstances where agreement can be implied from the conduct of the parties, for example, if the employee continues to work under the new change without protest.

Employers may also consider terminating staff on existing contracts and hiring under new terms, although there are a number of risks with this approach.

If you are unable to resolve this issue directly with your employer then you may be eligible to bring an Unlawful Deduction of Wage claim in the Employment Tribunal or County Court.

Your employer may be acting in breach of contract or subjecting you to a detriment based on a protected characteristic which could give rise to a discrimination claim.

An employer’s failure to make reasonable adjustments for disabled employees could also be grounds for a claim in an employment tribunal, but it is advisable to try to resolve matters informally in the first instance or through a grievance procedure.

If it is appropriate, you should follow the Company’s policies on how to deal with bullying in the workplace. This could include speaking to a line manager in the first instance or raising a grievance in respect of the complaint.

In the most serious cases, it may be necessary to resign because you believe your employer has seriously breached your contract of employment. It is also important to consider if the bullying or harassment relates to a protected characteristic, such as gender, race or religion, as this could give rise to a discrimination claim.

You will need to take independent legal advice as to the terms and effects of a settlement agreement. You may also instruct the solicitor to advise on whether the compensation under the agreement is appropriate in your circumstances and re-negotiate terms if it is necessary to do so.