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In your case, the employer’s decision not to provide you with the agreed-upon raise, despite you fulfilling your new managerial responsibilities, can be seen as a breach. However, I would urge you to read through the entirety of your new employment contract to see if there are any provisions which stipulate that your raise is in any way dependent on the company’s budget.
I would present your supervisor/HR team with a copy of your contract, highlighting the clause regarding the raise, outlining your concerns and then requesting a clear timeline for when you can expect the raise. Maintaining a professional tone in all interactions can help facilitate a positive resolution.
Should your employer not provide you with the raise as promised, there are a few avenues of legal recourse that you can take. One option is for a court to order that the contract has been repudiated or void as a result of the employer’s breach of the contract. Another option is to bring a claim for constructive dismissal as your employer has changed or altered a fundamental term of the contract without your consent. Both of these options can be lengthy and costly.
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