Material changes require written acceptance; in collective updates, a transition strategy (packaging with new benefits) reduces resistance. Imposing changes one by one creates reinstatement risk.
The mechanism has a fixed shape under Labour Law Article 22: the change must be notified in writing, and the employee has six working days to accept in writing — silence is not acceptance, and an unaccepted change simply does not take effect. That is why we run a collective update as one process: the new terms packaged together with the benefits that come with them, and every acceptance taken in writing.
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