Employers can generally change an employee’s job duties without consent under at-will employment laws. They can modify roles, titles, pay, or hours unless the change is based on illegal reasons such as discrimination or retaliation. At-will employees can also be terminated at any time unless the termination violates labor laws.

However exceptions apply. Employers cannot alter job duties based on race, gender, disability, or other protected characteristics. Retaliatory changes, such as demotions after an employee reports misconduct, are illegal. Employment contracts that specify job duties may also limit an employer’s ability to make changes without consent. Significant reductions in responsibilities that force an employee to quit could be considered constructive termination.

Employees should document all job duty changes, review their contracts for potential violations. Keeping records of emails, memos, or performance review can help support if needed. While employers have broad discretion under at-will employment, employees have legal protections against unfair or unlawful job changes.