Whether you can change terms and conditions without consent will normally depend on what you are seeking to change, and whether the contract allows you to do so. In the absence of a contractual right to vary, employers should normally seek to obtain employees’ agreement to the changes sought. Failure to do so may give rise to claims including breach of contract and/or constructive dismissal. However, consultation and agreement with staff to vary terms, for say, reduced hours, can be a practical and effective way to minimise or avoid compulsory redundancies and should be considered where appropriate.