Can an employer change my job conditions without my consent in Ontario?

In Ontario, an employer cannot make fundamental changes to an employee's job terms without consent. If they do — and the change is significant enough — it can constitute constructive dismissal, meaning the employee was effectively dismissed even though no formal termination occurred. The employee can then resign and claim damages equivalent to wrongful dismissal.

Changes that Ontario courts have found to amount to constructive dismissal include substantial reductions in compensation, demotions, significant changes in job duties, forced relocations, and removal of key responsibilities. The change must be substantial and unilateral — minor adjustments within the employer's reasonable management discretion generally do not qualify.

If an employee accepts the changed terms without objecting, they may lose the right to claim constructive dismissal — courts look at whether the employee protested the change and how quickly they acted.

From an employer's perspective: if you need to make significant changes, obtain written consent from the employee, or provide reasonable working notice of the change. From an employee's perspective: if a significant unilateral change has been imposed on you, act promptly and get legal advice before deciding whether to accept it or resign.