📩"Send an email, do not accept the new hiring condition... but still go to work.

Is the court really willing? "

Have you ever?

The employee said, "No."

Send a clear objection email.

But finally,

👉 to work as usual

👉. Get paid on new terms.

👉 been quiet for months.

The question is,

Is this... still considered non-consensual?

Or in the eyes of the court, "deemed acceptable." 😐

This case has an answer from the Court of Appeal.

📖

The story is...

✈️ airline company.

Let's change the pilot schedule.

From

➡️ Do 21 days / 21 days off

Is

➡️ Do 20 days / 10 days off

(Holidays are reduced, but give 10% more money)

👨‍✈️ The pilot didn't agree.

So send a written objection email

But after that, what happened?

🔍 important behavior that the court views.

Despite "objections with emails," in fact, the pilot

✅ to work on the new schedule.

✅ Get a salary + 10% more money

✅ doing this for seven months.

✅ Not suing, not reclaiming, not taking more legal action.

⚖️ What did the court decide?

Court of Appeals for Special Prerogative Cases, dismissed.

The key reason is

📌 Acting behavior is more important than email speech.

Even at first refused.

But that

👉. Keep working.

👉 Get new benefits.

👉 for months.

The court held that

"Accept the new hiring condition implicitly."

The email objected at an early date.

So I lost legal weight.

💡 Lessons for entrepreneurs

• ❗ Changing employment conditions that are not you. Be very careful.

• 🧠 But if the employee "doesn't speak"

But "continue. Get paid. Long silence."

This behavior may be interpreted as acceptable.

• 📄 is the safest.

Make a clear written agreement from the beginning.

📌. Source.

Judgment of the Court of Appeal for Special Nos. 1558 / 2567

👉 Important note

This content is a general provision of information.

Not case-specific legal counsel.

Each case fact can be different.

❣ ❣ ❣ ❣ ❣ ❣ ❣ ❣ ❣ ⚡ ⚡

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# Labour law

# The owner must know

# Run people to survive

# Labour cases from the courts

# Staff time system