Can my employer change my role without good reason?

No, your employer cannot simply change your role. Your employer needs a valid reason to do so and, in most cases, you must give your consent. However, there are situations in which an employer may implement this unilaterally — but strict conditions must be met.

Last checked: March 2026. Legal information is subject to change — always check the current legislation at wetten.nl.

What does the law say?

In the Netherlands, an employment contract is considered a contract between two parties: you and your employer. The terms of that contract cannot simply be changed. That sounds logical, but in practice, employers regularly try to do so.

The law protects you against this. Article 7:611 of the Dutch Civil Code (BW) obliges both you and your employer to behave as a ‘good employer’ and a ‘good employee’ (check this article on wetten.nl for the most up-to-date version). This is referred to as good employment practices. This means that your employer must take your interests into account.

Section 7:613 of the Dutch Civil Code regulates the possibility of unilateral changes to terms and conditions of employment (check this section on wetten.nl for the most up-to-date version). Unilateral change means: your employer amends the terms and conditions of employment without your consent. This is only permitted if:

There is a written unilateral amendment clause in your contract. This is a specific clause that gives your employer the right to amend the terms and conditions of employment.
Your employer has a compelling interest. Examples include a serious financial crisis within the company or a major reorganisation.
Your interests as an employee must be outweighed by the employer’s interests.

Is there no amendment clause in your contract? Then the bar is set even higher. In that case, your employer must convince you through what is known as ‘good employment practices’. The court will then assess whether it is reasonable for you to accept the change to your role, taking all circumstances into account.

In short: your employer does not have free rein. The law sets clear limits, and these are there precisely to protect you.

When does this apply to you?

Whether a job change is permitted depends on your specific situation. Below you can read about the most common cases.

Your role is specified in your contract
If your job title and duties are clearly set out in your employment contract, your employer cannot simply change them. Does your employer want to do this anyway? Then they need your consent — or a valid legal basis.

You are offered a different role following a reorganisation
In the event of a reorganisation, your employer may decide that your old role is no longer required. Your employer is then obliged to find a suitable alternative role for you. Suitable means: comparable in terms of level, salary and duties. You cannot simply be demoted to a lower-paid or lower-level role.

You are temporarily assigned different tasks
In some situations, your employer may temporarily assign you different tasks. Think of a colleague’s illness or a project requiring extra hands. But ‘temporary’ really does mean temporary. If it lasts longer than agreed, it may develop into a structural change — and that is not permitted without good reason.

You are ‘transferred’ to another department
A transfer is also a form of job change. Your employer must provide a sound justification for this. A reasonable reason and consideration for your personal situation are required. For example, if you suddenly have to travel two hours further, that will be taken into account.

Your salary is also adjusted
If the job change also entails a change in salary — particularly if it is a reduction — then extra strict rules apply. A pay cut without your consent is, in principle, not permitted, unless the requirements of Article 7:613 of the Dutch Civil Code are met.

Practical example
Suppose you work as a marketing manager. Suddenly, your employer tells you that from now on you must also handle customer service, for the same salary. Your contract makes no mention of customer service. In this case, your employer needs your consent. If you do not give it, and your employer implements the change anyway? Then you can take legal action.

Step-by-step guide — what can you do now?

Read your employment contract carefully. Check whether it contains a clause allowing for changes. Also look for text regarding your job description and duties.
Ask your employer for a written explanation. Ask why your role is being changed and on what grounds. Always do this in writing, so that you have proof.
Do not simply agree verbally. Verbal agreement can be seen as consent. Do not commit to anything before you have thought it through properly or sought advice.
Protest in writing if you disagree. Send an email or letter stating that you do not agree with the job change. Include the date and keep a copy.
Consult your trade union or legal adviser. Are you a member of a trade union? If so, contact them immediately. They can advise you free of charge and support you in negotiations.
Seek advice from an employment lawyer or your legal expenses insurer. Do you have legal expenses insurance? If so, you may be entitled to free legal advice. Make use of this.
Take the matter to court if necessary. If your employer goes ahead with the change anyway, you can take the matter to the employment tribunal. They will assess whether the change is lawful. In urgent cases, you can apply for summary proceedings.

Common mistakes

Tacitly agreeing. If you accept the job change for a while without protesting, the court may view this as consent. So always protest in writing and in good time.
Thinking that a verbal protest is enough. A conversation with your manager is good, but not sufficient as evidence. Put everything in writing as well.
Not reading the contract before signing. Some contracts already contain a clause allowing for changes. If you have signed that, your employer has more leeway. Always read what you are signing.
Taking action too late. Legal rights may lapse if you wait too long. Act quickly as soon as you notice something is amiss.
Forgetting that fringe benefits also count. A change in role is sometimes accompanied by the loss of bonuses, travel allowances or other benefits. These are also changes to your terms of employment.

Frequently asked questions

Can my employer change my job title without my consent?

No, in principle not. A job title is part of your employment contract. Your employer needs your consent to change it, unless there is a valid amendment clause in your contract and there is a compelling reason. Object in writing if this happens without your consent.

What is a unilateral amendment clause?

A unilateral amendment clause is a clause in your employment contract. By agreeing to this, you give your employer prior consent to amend your terms of employment. However, even then, your employer cannot simply do so. There must be a compelling reason, and your interests must not be disproportionately harmed. See Article 7:613 of the Dutch Civil Code on wetten.nl for the exact wording.

Can I lose my job if I refuse to accept a change of role?

In theory, your employer could use this as grounds for dismissal, but that is not straightforward. Your employer would then have to prove that your refusal is unreasonable. If the change of role does not meet the legal requirements, you are in a strong legal position. In such a case, seek assistance from a lawyer or trade union.

What if my employer changes my role whilst I am on sick leave?

Special protection rules apply whilst you are on sick leave. Your employer cannot simply impose a different role on you. However, your employer may, in consultation with the company doctor, offer suitable reintegration tasks. These must, however, be in line with your recovery and capabilities. A permanent change of role whilst you are on sick leave is, in most cases, not permitted without your consent.

My employer says the collective agreement allows for the change. Is that correct?

A collective agreement may indeed provide greater scope for changes to your role. But even then, there are limits. Read the collective agreement carefully and check whether the change actually falls within the terms of the agreement. Are you unsure? Seek help from your trade union or an employment lawyer.

Relevant legal provisions

Section 7:611 of the Dutch Civil Code — good employment practices
Section 7:613 of the Dutch Civil Code — unilateral changes to terms and conditions of employment
Section 7:628 of the Dutch Civil Code — obligation to continue paying wages
Section 7:669 of the Dutch Civil Code — grounds for dismissal

Check all articles on wetten.nl for the most up-to-date version.

Can my employer just change my position? | Claim.Cafe