No matter what form of post adjustment, it is necessary for the company to negotiate with employees, and then the company will issue a post adjustment notice to achieve the purpose of smoothly adjusting posts. If the company adjusts the post and reduces the salary at will, then the employee has the right to refuse. If the company dismisses employees for this reason, employees have the right to claim compensation.

However, if an employee's post is cancelled due to some adjustment, and the company provides a parallel post adjustment, and the process is legal and standardized, the employee will accept the post adjustment, otherwise he will leave.

According to Item 3 of Article 40 of the Labor Contract Law, the objective conditions on which the labor contract was concluded have changed greatly, which makes the labor contract impossible to perform. If the employer and the employee fail to reach an agreement on changing the contents of the labor contract through consultation, the employer may terminate the labor contract.

When an enterprise applies the third paragraph of Article 40 of the Labor Contract Law to terminate a labor contract, it should not only pay attention to whether it meets the prerequisite of "significant changes in the objective situation", but also ignore the complete and full performance of the legal consultation procedures to avoid the legal risk of illegal termination due to incomplete implementation of the consultation procedures.