Can My Employer Change My Job Description in Ontario?

When your employer suddenly changes your job description, title, or duties, the shift creates stress and uncertainty. Many Ontario employees struggle to understand whether these changes are legal — or how to respond when the new responsibilities feel unfair, unreasonable, or completely different from the job they accepted.

Here’s what the law actually says about job changes in Ontario, including when a change may be allowed, when it crosses the line, and how to protect your rights.

Can an Employer Change Your Job Description in Ontario?

Employers can make minor, reasonable changes to your job description as part of normal business operations. This includes small adjustments to tasks that fall within the general scope of your role.

But employers can’t make major or fundamental changes without your consent. Significant changes may amount to constructive dismissal, meaning you should get full severance pay.

A major change can include:

• A substantial modification of your duties
• A shift to work that your employer didn’t hire you to perform
• A change that impacts your seniority, authority, or compensation
• A change that undermines your role or status

Change of Job Description Without a Change in Pay

A common misconception is that if your pay stays the same, your employer can freely change your job description. That’s not true.

Even if your salary doesn’t change, a significant change in responsibilities can still be constructive dismissal.

Examples:

• You move from a managerial role to a non-managerial role
• You lose major responsibilities or authority
• You get duties outside your expertise or training
• Your workload dramatically increases without discussion

Can an Employer Change Your Job Title Without Notice?

An employer can change a job title only if the change is superficial and doesn’t affect your responsibilities, seniority, or pay.

If the job title change signals a loss of status, a demotion, or new expectations, you may have legal grounds to challenge it.

A job title change that keeps the same responsibilities might be acceptable, but only if it doesn’t undermine your position.

Can an Employer Add Duties Without Compensation?

Employers can add minor tasks that fit within the general duties of your role. But they can’t:

• Add major new responsibilities
• Expect you to perform a second job
• Dramatically increase your workload
• Require specialized skills outside your training
• Treat the change as mandatory without discussion

Can My Employer Change My Job Role Without My Consent?

If the change significantly alters:

• Your day-to-day responsibilities
• Your authority or seniority
• Your schedule or reporting structure
• Your work location
• Your compensation (directly or indirectly)

…your employer must obtain your informed consent.

Without consent, a major role change may trigger constructive dismissal.

Can My Employer Force Me to Change Roles?

No. they can’t force you into a substantially different job.

Examples of forced changes that may be unlawful:

• Moving you into a lower-level role
• Assigning you a role outside your field
• Forcing you into a position that reduces your future career prospects
• Transferring you into an unrelated department
• Giving you a role that makes you feel set up to fail

Job Title Change, Same Responsibilities: Is It Legal?

A job title change that doesn’t impact your responsibilities or status is usually allowed. But even then, employees should be cautious.

It may still be problematic if the title change:

• Reduces your professional standing
• Impacts progression or promotion opportunities
• Suggests a downgrade to clients or colleagues

Understanding the Duties of a Worker in Ontario

Under Ontario employment law, your official duties come from:

• Your employment contract
• Your job offer
• Written job descriptions
• Company policies
• What you reasonably expected when you accepted the job

Employers can’t rewrite these obligations in a way that fundamentally changes the nature of the job.

If your employer wants to make major adjustments, they must negotiate — not impose them.

What To Do If Your Job Description Changes

Here are practical steps to protect yourself:

1. Don’t resign. Resigning could jeopardize your severance.
2. Document all changes in writing (emails, job postings, new duties).
3. Ask for clarification from your employer about expectations.
4. Don’t sign updated contracts or job descriptions without legal advice.
5. Speak with an employment lawyer before responding or objecting.

A lawyer can confirm whether the change is minor or a potential constructive dismissal.

When a Job Description Change Is Constructive Dismissal

A job change may qualify as constructive dismissal in Ontario if:

• Your core responsibilities change
• You are moved into a role outside your expertise
• Your authority or seniority is reduced
• Your job becomes harder without compensation
• Responsibility increases substantially
• Your schedule, hours, or reporting structure change dramatically

If constructive dismissal applies, you could be owed up to 24 months of severance pay in Ontario.

Speak to an Employment Lawyer Today

If your employer has changed your job description or duties without your consent, you don’t have to accept it. These changes may be illegal — and you may be owed significant compensation.

Contact Samfiru Tumarkin LLP to find out your rights before you respond to your employer. Our employment lawyers in Ontario help tens of thousands of employees across the province secure the severance and protections they’re legally entitled to.